001Hank, can you hear us now? Hank, can you hear us? I sure can. Yes, thank you. I can. Hi, Matt. No, 7 30. No, 7 30. Hey, everybody. I hate. Okay. Hi, Hank, so you can hear us. Yeah. Perfectly, thank you. Can you hear me? No, I can't hear you. But Zoom is recognizing it, so I don't think. I didn't want to do the Pledge of Allegiance. Can I skip that? It's on there. So I guess we have to. Okay, we're just getting the logistics figured out here. How about now? Can't hear me? No. You know, agreeing. I can hear you. Oh, Matthew, you can hear me. Okay. L 2. It's red. Yes, if you want to tell if the microphone. Matthew, can you still hear me? Okay. Yes, yes, yes, yes. When he's talking.
002Does it say mute on there? No, that's an option. Can I say something? Yes. Can you hear me? Okay. Can you hear us saying? Can you speech? Can you say something? Great. Super. Okay, so I'm going to call to order. Okay. Good evening. Calling this special board meeting to order at 7 30. Uh, we will do the Pledge of Allegiance. I pledge allegiance to the flag of the United States of America, and to the Republic for which it stands, all nations. Indivisible. All right. There we go. Good enough. Okay. For all. Now, the adoption and approval of the agenda. I need a motion. I move to adopt and approve. I'll second all those in favor. Aye. Aye. Any opposed? Nay. Motion passes. Comments from the public on our discussion item, which is the superintendent search.
003seeing none, we will. We will go to our discussion item of the Superintendent search. Um, and we have our consultant. Hank Harris, who is no relation from what I understand, to Matthew Harris. And so I believe that we will start with with you and introductions. Great. and and then we will figure out all these dates and details of the superintendent search. Super. Thank you. Board. Thank you for having me. It's an honor to partner with you. I know this superintendent search was not necessarily anticipated a few weeks ago, but you have, I think, made a strategic decision to move forward with a search consultant. to help you attract and hire your your next great leader. And personally, and on behalf of the firm human capital enterprises, we are. We are very honored that you have
004selected us as as that team. So so thank you. I I am based in Palm Springs. For those of you who don't know me or I haven't met yet. I'll look forward to at the appropriate time being up in your boardroom with you. And at other times we'll engage virtually. Should we do some introductions? Okay. Yes. Okay. I will start. I'm Addie Cloud. I'm the board president. Ryan. Ryan Williams, Board Vice President. Caitlin Quinn, Board trustee. Ellen Webster. Joanna Pond. Luanne Carlemagneo, uh, interim Ed Services Director. Okay. And. We have Matthew there on Zoom. Super. And you're muted, Matthew. And he knows. Okay. And he's muted. And he knows that. Okay, next we'll go to the search timeline. Great. Super. Yes. Right? And this is on. on the agenda. This is your agenda. Yeah, you
005should see a blue and white document, and this agenda item is probably the longest agenda, not probably. This is certainly the longest agenda item of the evening. So do not start to panic if 30 or 40 min from now. We are still on item number 2. We will move through the agenda and have you out. As scheduled, but this one will take the longest amount of time. I think, uh, I think what I'd like to do is walk you through… I can… with your new technology, the OWL, it's great. I can, for the most part, see I don't know. I don't know if you can see on your screen what I can see. You probably can't. Oh, you can. Yeah. Okay, so I see… I typically will see who's ever speaking, or sometimes it just
006assumes people are about to speak, but I don't necessarily see every face all the time. And so I'm gonna enlist my my my colleague and right hand person, Luann, to help facilitate the conversation. If people want to speak, I… I may or may not know who you are, depending on where the owl is pointed. But I do hope that we can engage in this as a conversation for each agenda item. I'll sort of walk you through, and then I'll I'll for most agenda items. I'll I'll ask for some feedback from the board, whether this works for you. It doesn't work for you, or so forth. This agenda item, how I'd like to to pose this is to walk you through a plan for your superintendent search. And if you're looking at the document, you'll see
007dates to the right. I actually want to walk through the document first, st without paying a lot of attention to the dates on the right, because a lot of the dates on the right I'll need you to determine and calendar. But if we get sort of too involved in the calendaring, we lose the big picture of the search. So, I want to walk you through what this could look like without you worrying right now about the exact dates we're doing it. Let's get through that. Let's make sure it works for you, and then once we have sort of an agreement around a plan, then let's go back and calendar the moments, if that makes sense. I'll keep talking unless someone interrupts me, or unless I hear Luann say, Hank, stop, or something like that. Are
008we good so far? Okay. As you look at the top of your agenda, April 7, th which is tonight, is our planning meeting in open session will be. We'll be chatting about various topics related to your search. The next 2 items actually have already been completed. I've had the opportunity to meet with each of you trustees. And in addition, I think you know that I was afforded the opportunity to chat with some small groups of stakeholders. and an online survey went out to your entirety of your community, including students, parents, family members, staff. And I forget the exact number, but it was well over 300 folks who, uh, who responded to that survey, and some really thoughtful remarks on folks' aspirations and dreams for the Petaluma City School. So those next two rows are complete.
009The purpose of those engagements. There's a few different purposes, but there… I want to call out what I think maybe are the two most salient reasons why we do that. Why do we… why do we do that? Why do I spend time talking to. staff and folks and your current superintendent and trustees, and do a community survey. It's 2 primarily 2 reasons. One is, as your recruiter, I need to learn the state of the schools as quickly as possible. I need to understand the context. What's happening? What are the wonderful things that are happening at Petalumo? What are the complexities in Petaluma? And while I'll never get to the point of knowledge of the district that you have. folks who live there and work there. I will say that over the last couple of weeks,
010I have, uh, I have ramped up in a way that I feel. not ignorant of some of the greatness and some of the challenges that the next superintendent will face. Every school district has great aspects, and you have a lot of them. Every district has complexities. you're just like every other district, and each one has their own idiosyncrasies and nuances. And and again, sort of circling back, one of the probably one of the two key objectives in those engagements is for me to learn as much as I can, so that when I am speaking. with potential candidates, I can speak intelligently about the state of the district. I'm also quite lucky that Luan will be partnering with me, because she knows the district. far more deeply than I, and she'll be part of the recruitment
011as well. In her role as recruiter, she is going to not be sharing information board with you or really with staff. She'll be part of the the confidential consultant team. So there are two objectives, and I really have only spoken to one so far of why we do that engagement, which is so that I can learn the district. But the other outcome, the other intended outcome of all that engagement is for. Themes to emerge as to the criteria. I'm sorry, as to the qualities and characteristics that the community as a whole would like to see in their next superintendent. We ask that in every engagement group. We ask that in the survey. We ask that in our to our trustees as well. if you were in in your case, trustees, you are decision makers to
012everybody else. The question is, if you were a trustee, what would you be looking for? And that input, the qualities and characteristics is the second objective of why we do the engagement. And. and that input gets taken in and becomes the fodder or the input for a document that we call the next superintendent criteria. Yes. Sure. Hey, listen. Hank. I have a question. It's Ellen. Will we be able to see what what those surveys said? Will we be privy to what the community said they wanted to see? Uh, great question. Typically not. Typically not. Sometimes there are items that folks put in there that are not necessarily great for public consumption. So what we typically do is that we take them, and that would be Luan and myself. We review them and we bring to
013you the document that will be produced at your April 14th meeting. That's usually how boards prefer it that we retain ownership of the actual data and we present the document as sort of a. summary, if you will. Does that… does that sit okay with you? Oh. Okay, great. Um… Here. I haven't actually have a question, too, just real quick. Who were the stakeholders, and how were they selected? That's a okay. So I want to make sure we can remember all of them. Luanne, do you want to speak to that for a minute? We have any on the spot? Yeah, so the so the community survey went to junior high and high school students, parents. Bree put it on Parent Square. So community. So we had about 356 responses. The engagement groups that Hank met with.
014He met with Matthew, he met with Bree, he met with Cabinet, he met with directors, he met with labor partners, elementary and secondary principals. Yeah. I might have missed missed one group in there, but I think that was it. No, I think. I think you got it. Yeah, thank you. Thank you for that question. Other questions? Okay, so next week at your regular board meeting. Well, actually, well in advance of that, but next let me start this differently. At the end of this week. Luan will present a draft. next superintendent criteria based on all that input. It's a draft board. It's really needs to be your document. And so when that gets posted, I think Luan will also email that out directly to trustees at the end of this week. I do want you to
015be looking that over and thinking about whether this reflects what your. desires and dreams are, because ultimately, although it's informed by your community, it has to be your document. You are the five that are. making the decision. And so when you come to your board meeting on the 14th, there will be a section of that meeting for you to review that document. It's also, of course, being posted in public space, or there might be public testimony at the beginning of the meeting with folks who might think it's great, or might want to suggest a change, or however a patron might want to respond. And we'll build in some time at your 14th meeting to, excuse me. Hear thoughts from Board Trustees. It's really your it's your conversation. And at the end of that conversation, there
016might be some tweaks or some changes or some edits. I'm hopeful that you will approve a version of that next superintendent criteria, a version that reflects the collective will and wisdom. of the 5 trustees. Because we are… where we are in April, which is not super early in the year to be starting a superintendent search, right? We are going to… I'm now in the next row of the recruitment window. We're going to open the search tomorrow. Now, if we did this earlier in the year, we would have your next superintendent criteria established, and then we would post the job. But because of the time of the year that we're in, we don't want to wait another week to open your posting. So tomorrow, actually, your job announcement goes live. You'll be able to view it
017at our website, human capital enterprises.com. I hope you do. We'll also have that out in EXA and Ed join. And we our firm actually has a very robust communication mechanism that goes out to 40,000 educational stakeholders across the country that'll go out on Friday. And advertising is a part. I've just listed some advertising venues. That's a part of the work, and a bigger part of the work is the human outreach that Luan and I will undertake starting tomorrow in terms of reaching out to folks who are either. Sources or prospects. Prospects are people we think might be interested, or maybe we can get them really excited about applying. Sources are the people who are probably not going to apply, but who are connected to people who might apply. We want to hit both of those
018groups of individuals, and we'll start doing that as soon as tomorrow. So in that row that says recruitment window, that starts tomorrow and that ends May 2nd. That's about a three and a half week recruitment period. Um… And again, I mean, based on what I've learned about your community and your district in the last couple of weeks, I I do expect that there will. There will be significant interest in this role. questions so far. Okay, moving along, let's let's jump in time to the beginning of May. Your recruitment window has closed. Board at this point in time you are not at. You don't know who applies, but you're going to find out really soon. But as of May second, you don't quite yet know. on May 3rd you'll see May 3rd is not listed, but
019May 3rd is in between your recruitment window and your preliminary interviews on May 3rd we'll be reaching out to candidates who are the most closely aligned to your next superintendent criteria. And we will invite them for preliminary interviews. So I'm going to describe what the preliminary interviews are in a moment. But first, let me just throw some hypothetical numbers out, because it's sometimes easier to talk about this part of the process if we have numbers. And I don't know what your numbers will be, right? I don't know what they'll be. So I'm going to throw some potential numbers out just so you can see how we move from a larger number to a smaller number. So I'm going to just say, let's say that you have on May 2, 25 candidates who have applied for
020your superintendency. Some of those candidates will be very, very well qualified. Some of them will be not at all qualified. That's just how it happens. And, um… and let's say of the 25, Luanne and I are going to be spending a fair amount of time reviewing applications. I might be spending a little more time than Luan, because Luan has some responsibilities in Ireland around May second, so I'll be doing. probably the bulk of it. And what we'll be looking for is those candidates whose application paperwork is strong and looks as though it most closely aligns to your next superintendent criteria, which again is that document that you'll be approving next week. Let's say you have 25 applicants, and let's say that Luanne and I identify 10 candidates as your strongest. We will then, on May
0213rd, reach out to those 10 and say, Hey, congratulations. You're being advanced, and we want to invite you for a preliminary interview. That preliminary interview will be virtual. I'll be conducting those. They'll be one-on-one. They'll be scripted, they'll be about 20 minutes long. I don't know if I already said there'll be videotaped. I will ask each candidate for consent to videotape at the interview. The videos, by the way, reside on my server, so they're not part of public domain, which makes candidates a lot more comfortable engaging in a candid interview. So, let's say that I am now interviewing 10 candidates out of your 25. There's actually sorry, there's 2 things that I'll be doing with these 10 candidates. One is the video interview that I just spoke about, and I also will be conducting a
022single telephone reference check. On a person that they have agreed that I can call. I won't say that again, because as we move forward in the process, that reference check changes a little bit. But at that moment in time, recognize it's still it's still early in the process. They haven't even been interviewed yet. We asked them in their application, would you please identify one person. Preferably somebody who has seen you from a supervisory role. maybe the superintendent, when you were the assistant superintendent, maybe a board member. If you are a superintendent, can you identify one person that we can call now and do a reference check? So whoever that person is, we're going to call them. So during… so to repeat, to summarize, during the preliminary interview process, which is a 4-day period, I will
023be conducting a video interview, and I will be conducting a telephone reference check, which I will transcribe. On those 10. And those 10 videos and those 10 reference checks will be uploaded into our applicant tracking system. And when that's completed, you trustees will each get a invitation and electronic invitation to join the applicant tracking system, which is a mouthful. So I'm just going to call it Breezy, because that's our software. You'll be invited to join Breezy. Right around the 8th of May, and I'll give you directions on how to do that, and you will access the applications, you'll access all 25, and you'll see when you enter Breezy, all 25 and you all you'll be able to see easily, okay, and these are the 10 that Hank and Luan identified. as your most closely aligned
024to your criteria. I need all trustees to read those 10 applications. But I also welcome trustees to read all 25. and you are certainly welcome even to read the other 25 and say, Hey, I really like this other candidate. I'm not sure why Hank and Luan didn't pick them, but I really like them, and I want to consider them. You have that right. Okay, let me take a quick pause before we move to the next. I don't see any hands. Can I keep going? Okay, so I've now interviewed these 10 candidates. I've conducted reference calls on all of them, and you are now looking at all the applications and you're making some assessments about who you think are the candidates that most align and most impress you with respect to your next superintendent criteria. and
025we will come together, and you'll have about 4, 5, 6 days to review in your own time, at your own leisure, these candidates. This is all in the confidential zone, so you might be in your living room, or you might be wherever, but it's only you. You're not sharing this with. family members, friends, neighbors, staff. It's just the 5 trustees, myself and Luan. And if you see that next row where it says presentation of slate of candidates, that's a closed session meeting that we will schedule when you and I will sit around and deliberate, and you will decide who are the candidates you want to advance for the next round. And let's just use some hypothetical numbers again. As I said, let's say there were 10 candidates that got preliminary interviews. Let's say at the
026end of that evening, that slate meeting, you have identified 5 candidates that you would like to invite for the next round, and the next round is what we call the first round. And I say, great, and we leave that meeting, I give a status update to all 10, because they're all anxiously waiting to know. and 5 of them get the good news phone call. Hey! They really like you, they want to meet you in person at our, um, at our first round. I'm sorry, not in person. That was a misspeak. They want to meet you at the initial interviews first round in the week of May 18th. Now, I am actually going to recommend strongly that those are not in person, that those are virtual. And I'm happy to engage with you if you feel
027differently about that, about what that rationale is. I see one. I see my my friend Caitlin going no, but I don't know about anybody else. Are folks comfortable with that first round being virtual? Can you kind of give a rationale of of why it may be better at this 1st round. here. I happy to. Thank you, chair. Notice that the next round. Sorry. Let's go back up to that slate meeting, which is May 11th, 12th, or 13th, and now look at the 1st round interviews, which is. somewhere around the May 18, th 1920. There's maybe a week in between there. Now, candidates will know as soon as tomorrow what the timeline looks like, so no one's going to be surprised to find out that first round interviews are on May, whatever. But, no one's gonna…
028for those folks who don't live in the immediate neighborhood, no one's going to buy an airplane ticket until they know that they've been invited to your interview. And if you potentially invite someone from the southern part of California or potentially invite someone from the East Coast. That's a pretty expensive ticket. Not only is it an expensive ticket, if someone's flying out from the East Coast, you're not only paying for an expensive ticket that was purchased six or seven days in advance, you're paying for two nights of hotel as well, and you gotta give them a little bit of food, too. So, um, and an Uber back and forth from the airport. So it starts to add up. It potentially could be expensive. For you, especially if you're bringing in, you know, 5 people, and probably
029some are not going to need travel expenses, but likely some are. So the logistics of that and the cost of that is probably the number one reason why I recommend. at that round to do a virtual interview. Most boards do that. Occasionally, boards say, no, we want to… we'll pay, we want to meet them in person the first round, but typically in our searches, the first round is virtual. Everybody okay with that? Yeah. Okay, got it. So, first round, we're gonna just say week of May 18th, let's just say it's May 18th, and we've… you've identified in that slate meeting the week before 5 candidates that are going to interview virtually. That day, that first-round interview day, is typically the longest. day of the search for trustees. We do a really thorough interview. So even
030with five candidates, and sometimes you say, hey, can you add in six? And I say, yeah, can you stay till nine o'clock at night? And so you have to decide that. We usually start at breakfast, and we usually end after dinner. It's a long day, so… When we get to the calendaring, we can talk about what might work, or if a weekend is better than a weekday, we'll figure that part out afterward. But that's that's typically the longest duration piece that you'll do in the process. Yep. So, Hank, who determines the questions we'll be asking. I know we have to ask the same questions for every candidate. But how are those determined? Yep. That is a great question, Ellen. At the end. Let's go back up a row again at the end of the slate
031meeting. I will say to you, trustees. I want you to look at your next superintendent criteria, and if there is a particular element of the criteria that really you want to make sure gets. an interview question around it, or Trustee, if you have like a question you just really want to get. You really want to see asked. Please send it to me. And I'll give you a couple days to send it to me. And I'll ask for no more than one per trustee, and probably there'll be a trustee that will send me two or three, and that's okay. I still love you. And I will craft, I'm going to ask your, I'm glad you asked that question, Ellen, right now, because now it gives me the opportunity to ask your permission. And I'm going to
032ask your permission that I actually craft the interview questions based on the next superintendent criteria and based on what you give me. And then, because I want to make sure that we're hitting all the criteria. And also, as a former Hr. Guy who spent 15 years doing this, I feel like I have some level of wisdom around interview questions. So I'm asking you. I'll be asking. I guess I'll ask right now for your permission that following that slate meeting. you'll give me any input you want to give me in terms of the crafting of the interview questions, and then I will craft them, and I'll bring them to you on the day of the interview questions. I mean, at the day of the interview, it's not the day of the interview questions, the day of
033the interview. Are we good with that? Yes. Ellen, you're all right with that? Okay, thank you. Okay, so we are now interviewing those 5 candidates. Again, I would just want to repeat it for anybody who's tuning in and didn't hear the 1st part. These are not for sure. These are hypothetical numbers. These are just. They don't think at all. We don't. We have no idea right now what the numbers are going to be. You interview the 5 candidates, and at the end of that day. Um, you make a decision, and let's just say… and usually you make a decision to advance either two or three finalists. One thing that I do like to do, Board, just so you know, is so let's say the board… let's say it's May 18th is the day of the
034interviews, and I said it's a long day. I usually like to schedule a backup closed session. For one or two days. in advance, because if it's a tough decision, and it's 8 o'clock at night, and you've been sitting in the room for 8 or 9 or 10 h. Sometimes it's like. I can't make this issue, I gotta marinate on this, and if we have a closed session scheduled for either the next morning or maybe two mornings from then. It's an option that we could use or not use. So I will, when we get to calendaring, I will ask for that as well. Um, let's say at the end of the day, you select 3 finalists. You say, okay, we're gonna move forward with 3 finalists. Okay, so now we're we're in that we're in that
035row that says finalists, second round interviews in closed session. Those interviews are going to be… my recommendation is you want those in person. Obviously, there's, you know, there's an expense in terms of bringing people to the district, but at this point in the process, I think you really do want to meet them in person. I have done at least one and maybe 2 searches that were fully virtual. So that is an option. I don't rec… I don't necessarily recommend it, but it can be done. So if that's something you want to consider, let's talk about that. But typically, they would come in person. And given, as I understand that board, a lot of you have very significant responsibilities during the day, including. work. What I would be recommending. hoping and recommending is that we could
036find 3 evenings the week of the 25th. The week of the 25th of May is… so Memorial Day is Monday the 25th, I believe. So if if the stars aligned, I'd be asking for the 26, 27th, and the 28th to be 3. Evenings or nights, or however you want to schedule it, depending on what people are available. It's a. I mean, over the course of the week, it's a lot, but per day, it's manageable. The interviews themselves are typically around 2 hours, but there is some important prep work that each board member does, and some debrief, and so I usually want to keep you for a 4-hour block. And part of that could be a working dinner, so like a 5 to 9, or a 6 to 10, or a 4 to 8 would be
037my druthers. But let's not get… I'm getting ahead of myself. I said, we'll do that in a minute. So that's that's what that looks like. Sometimes boards use weekends like. We're gonna do 2 on Saturday, one on Sunday, then we'll Sunday evening, we'll debrief, so that… those are… those are options as well. The next row is the board meets to identify the preferred candidate. Well, that's just sort of the what happens after you've interviewed these hypothetically 3 candidates. And by the end of that… let's say by the end of that, what you see, the week of… Let's assume that you're interviewing the week of May 25th, which I would like you to, if possible. Then by the 1st of June, you have settled on a candidate. And that can you will have notified that candidate.
038Now, that's still in confidential zone. You have not signed a contract. But ideally, by around June 1st, you will be making a tentative. Well, it's not even a tender to offer. What you're actually doing is you're saying to a candidate, candidate. Congratulations, you are our lead candidate. We are not looking at anybody else right now, and we would like to enter contract negotiations with you, because as you well know, you can't vote in closed session. But you can decide to enter contract negotiations, and so that's what you would be doing. And so by June 1st, that candidate knows, all right, looks like it's probably me. And 99% of the time it is, and we're not going to even entertain the 1% that… when that doesn't happen. So that person can also start to be thinking
039about, you know, their whatever, if they have to move or wrap up their work, or potentially relocate. They've got at least. They got a month to do that, and ideally they would be able to start by July 1st, and if not by July 1st, hopefully very, very soon thereafter, first couple of weeks of July, I think, is reasonable. Okay, thank you. In a moment. I want to look at dates, but I don't want to do that until I are there questions, concerns, wonderings, anything that you see that you didn't expect to see, or something you thought you'd see that you didn't see? Okay, can we look at dates? Okay, so the 1st date that really requires your calendaring. is halfway down that list, where it says presentation of slate of candidates, because everything above that
040is something that I'll be managing, or Luan will be managing in terms of candidate work. But the first time that we'll convene together after tonight, with respect to candidates is that slate meeting. So while you're looking at your calendar, I'm gonna pull my calendar up. Hank, how long would that meeting be? I like to block 2 hours, if possible. It usually is a little bit less than that. But sometimes we need a full 2 h. It's tough to attach it to a board meeting. Yeah, the 12th is a board meeting. Okay. Does the 11th work for people? 11th is better for me than 15th. Yeah, 5:30 to 7 30 on the 11th, perhaps. Great. I will sacrifice. Okay. I do. So I may be a little bit about it. So just to confirm, May 11th,
041530 to 7:30. Sound good, Hank? Wonderful, wonderful. Okay. Since you were able to do that on the 11th, which is great. I would say that for your first round, we could go as early as May 15th, which is a Friday. Or we could go into that weekend, or we could do the next week. Remember, this is the date that I need you all day. So if it's a work… if it's a weekday, that means you're taking off work. If it's a weekend. you're spending one of your weekend days with your board trustees. So I'd say anything from the… let's look at anything between the 15th and the. 15th and 20th right now, but earlier is better. But what do people see that they could possibly do? I could do… The 15th, 19th. can't do the
04220th. Are we looking at? The 15 to the 16th? I could do the 15th, which is a Friday. Yeah, I can do any of the 15th, 16th, or 17th. And the 18th? Oh, that's your can't do the 18. So there we go. 18th and the 20 18th and 20th is out. Can you do the 15? I can do the 15 for the 16 15, 16, 17. Those are the best days for me as well. Those are fine. That's it. Some of them. Joanna, Ellen, Caitlin, 15, 16, 17. Me too. And Ryan, how about you? I can. It's full election season at that point. I cannot do the weekend. on the 16th or 17th. So I would… it's easier for me to take off a workday. Yeah. Friday the 15th? I think so. Because there's… Yeah,
043I would just take the day off work. I think I would just I would use a vacation. That's all day, correct? Yeah, yeah. Hank, it sounds like the 15th is going to work for everybody. May revise day. That sounds great. Something we can change in one day. And yeah. Revenue's up. Up the salary. So… Thank you. No. So first round interviews. Sorry. Yeah. What time? 9 to 6, 9 to 5. So I'm here. Uh, it's gotta be longer than that, so I'm gonna throw something out, and I'm gonna see whether it will fly or not. I'm gonna say 8am to 7pm. Okay, can we go at 30? I'm tired. I will likely have to drop my kid off. Mm-hmm. Can we? Yeah, for sure. Can we do 8.30 to 7.30? Yeah, 830 would work for
044me. Yeah, 8:30 to 7 30. Yeah. Matthew, we better get some food for these people to figure that out. Okay. Yeah, everybody. For sure, for sure. and leave your houses early, because it's also when penalize. So it's 8 30 to what time? 7 30 7 30. Maybe. Okay. It's a fun day. It's long, good adrenaline, good camaraderie. You'll feel good and you'll be tired. Okay, sounds good. Got it. Okay. Okay, and this is good because you're scheduling on the early side of our, sort of, windows, and uh… That could bode well. Okay, we got one last. Oh, no, before we do that. So so team, so let's say, uh, we get to 7:30 PM on the 15th, and you're not quite ready. to… Advance, let's say, 3 candidates from your 5. Is there an hour,
045hour and a half that we could, um… find, uh… Either… and I don't know if the week… an hour and a half on the weekend works, um, for you, Trustee. Or that's just totally sacred. Okay. Well, yeah, Ryan, it probably not. Uh, yeah, because any additional time I have is… time I need to leave my wife with the 2 kids. So it's just that week, the week of the 18th. There's all kinds of. open houses and graduations, and… What about if we if we really need just an hour to decide? Yeah. We just… put a caveat in that we might have to stay later than 7.30. Yeah, I would rather do that rather do that single day the next week. Yeah, it's insane. Yeah, it's just 100 days of May at this point. And Friday
046night. Okay. Then we can all go out afterwards. So, um, I didn't quite catch, so what's the… it sounds like you have a consensus, but I'm not… So we're gonna do till midnight if we have to. Yeah, we'll just stay on Friday and do it. We're just gonna stay. Okay. Yeah. Power through. We may be babbling by the end, but we do have to end at 10 30. Oh, God, do it. I feel like we can… I think we can do it. It'll be fine. Yeah, we can do it. It's just 5 candidates, maybe. Yeah, just fine. Just fine. Okay. Okay. And then we have to decide at that point which ones we're supposed to advance. Correct. Correct. to the next round. And then how many is that typically are you looking to advance on
047that day? I think 3. Yeah, so either 3 is often, but sometimes it's 2. It really depends where the energy is. If the energy is really around 2 candidates, it doesn't really make sense to bring in a third. But, um… 2 or 3 would be the right answer. Oh, yeah, we can do that. Yeah, we can do that. As long as we've narrowed down to one, we can do right? Yeah. Yeah. All right. I like. I like your thinking. All right. So May 15 th we stay until you have advanced your candidates. I feel like. Yeah. And now let's. Now let's talk about… Let's talk about… how you want to construct the final interviews. Is it… and think about, I guess what I would think about is, if you have. We want to plan for
048the possibility of 3. So if you had 3 4 h blocks, would you do that on consecutive nights? Would you do that, like, 2 on a Saturday and one on a Sunday? And my time is your time, like whatever time works for you. So I think we could do it as early as… So Memorial Day weekend is unfortunately right on the way there. So there's no way we're going to do it on Memorial Day weekend. Far too many people already have plans for Memorial Day weekend, and it would be not a good idea to do that. So I think we're still looking at. No sooner than the 26th. And we have a board meeting on the 26th, so we can't do that. The 27th, there's Casa Grande Senior Projects the 28th is. I think we're
049gonna have to skip some senior projects and open houses at this point. Yeah, well, I could do the 28th. Could you get Mary Collins. We could also like. So these are the 2 or 3 days that we're looking for 4 h chunks. Yeah. Or could we do? Or you could do a weekend time. But I think for some folks that's hard, so… Yeah. I'm just thinking if we could do maybe 2 on one day and one the next day. So we set up for 2 in case there's only 2 people we want to talk to. And then if there's three, we set it up for the next day. Well, they're each one is 4 hours. Right? So we do one earlier in the I'm just saying, like, if we did. 2 to 8 o'clock, or
050something like that, I don't know. Um, so this… this week, the 26th through June 2nd is the toughest. week of the year, pretty much for me. Um, so my alternative would be to. Schedule these for the, you know, evenings on June 3rd, 4th, and 5th. So those are all of our graduates? Those are all graduations. Yeah, plus, yeah, we can't have to let these people know so that they can… And we have to do it way before then. What about the… what about the weekend of. Mr. Winsley. What about the week of the… what about? I don't know the 22nd that Friday again the next Friday. I can't. My kids are Hank. Is there any way to do it? Memorial weekend like that week, the nights of the 20th, 21st. I don't know what to
051tell you, Brian. Is that what you think? What about? I mean, that's what I'm. Yeah, that that is what I'm looking at right now. Like, this would be… Luanne and I think we're on the same wavelength. It's a little bit quick, but we also like time would be good. It would be good to do things sooner than later. 19th? Could you do the 19th, 20th, and the 21st? We do one. Can we do one on the day we have a board meeting? Just meet early before our board meeting and do one person then. What do you guys think? If we can do it the week before, if you guys on the 20th through the 23rd. So I could do the 19th, but it would have to be before, like, 5 o'clock. like May 19th. But
052that would be right after. Oh, okay. That would be like the next day. No, our first interviews are on the 15th. Oh, that's right. Okay. So the 19th, I could do the 19th. The 19th. Yeah. Yeah, I would rather do it during the day and take PTO. Yeah. So could we do 2 on the 19th? just do one break for lunch, do the next. If you're asking me, yes, absolutely. Okay, crew? Yeah. Yep. We have time to get ready for your trip. Yeah, I'm only going to Toronto. Okay. Yeah. What about you, Ryan? The 19th birthday? a workday in the morning. So are you thinking, Maddie, doing two on the 19th? Yeah, that's what I'm thinking, too. If we can. Just do one in the morning, break for lunch, then do the second one. So
053that's two days you'd have to take. Because there's no… There's no graduations or anything happening on that day. You could bring your kids. What about if we did it one in the morning and one in the evening? Would that help you, Ryan? Are you talking about on the 19th? Joanna can't do after 5. Oh, you can't do after 5. So we do one from 8 to 12, take a break, do the next one from 1 to 5, done. Yeah, on the 19th. Yeah. That's my suggestion. I don't know how you guys are. It's just you're only speaking. No, I'm speaking to everybody. I just… Megan, May, and the first week of June are so insane with school stuff. Um, the 19th, at least on my calendar, I have nothing. Caitlin, are you on the evening
054of the 20th or the whole 20th is out? Um, I… yeah, I don't leave till the evening, so I could do the third one on the morning of the 20th. On the 20th? Yeah. If we need to. Yeah, I could do one on the morning of the 20th. Me too. Got to move a doctor's appointment, but I don't remember what it's for, so it can't be. It can't be that serious right? How about you, Joanna? As long as you're done by what time are we talking about? I don't it just in the morning of the 20th, like 8 to 12 or something. I could do 8 to 12, that would be perfect. Sure, yeah, sure. So we're talking May 20th. So we have the 11th, the 15th. What else do we have? We have the
05519th and half of yeah just the 11th and the 15th. So 19th about, and we'll send calendar invitations like 8 to 5. Yeah. So May 11th. I'll send. Yeah, girl. So wait for the final finals. So May 19th. We're doing two? Yes. And then one on the… One on the morning of the morning of the 20th. Unless we only like two people. Yeah. And then we're done. Yeah. Well, yes and no. So so… Hold that thought for a second. Well. Yeah. Well, we're done with interviewing. Yeah. Yeah, and so is there all five of you can do both of the time slots, the full day on the 19th and the morning of the 20th? Everybody can do that. Yeah. As much as much as we can do anything at this point. Yes. But… Okay, that's…
056That's great news. I mean, that actually… brings us to a close at at least a week sooner than I thought it would, and that that's to your advantage. Um. Okay, so if if you're all at least relatively okay with that, let's make that happen. The one the one last item here in terms of calendaring is. So if you have 2 finalists, then you're golden, because you're going to spend the 19th with your 2 finalists, and we are going to use that time on the 20th for your. deliberation. We might not need all 4 hours, but we will definitely need to deliberate. If you have 3 finalists, you're doing 2 of them on the 19th, one of them on the 20th. Yeah. You still need some time to deliberate on which candidate you want to… is
057your lead candidate. So what are the hours on the 19th? Would that be like 8 to 5, or. I would say 8 to 5 with a one-hour lunch break. That's what I would say. or I think some people prefer 8 30, though, right? Okay. I do. I can do 8 that day. I mean, I just couldn't the week before, but. Either way, it's not. I can do 8. 8 would be okay. Well, okay. Okay, so 8 to 5 on the nineteenth, and 8 to 12 on the 20th? Okay. Yeah. Yeah. And I can. I can go longer than 12. If we have 3 people and need to deliberate. I just need to be gone by like 2. The next one. I can't. Is that true for everybody? Can everybody stay till 2 that day if
058need be? I can't do the 20th. Oh, you can't do the 20th at all. Oh, okay. You know, I can think. I'll just I'll make it work. I'll make it work. I whatever. Yeah, I'll make it work. If we need extra time to deliberate, can we just as long as I can do it. We can do it. We're lunch. On the 26th? Yeah, can we get a notification. If we need extra time earlier. Yeah. We meet virtually. How come? We have to publicize our address if we meet virtually. I mean, you could if you had to deliberate. I mean, you could. We would just have to put provisions in place. I don't care all this. The Tahoe Hotel is publicly. I mean, is that easier for you guys? I think the rules have changed. I
059don't. You think you need special reasons on why you're meeting virtually. This is a special reason we're choosing our superintendent. That's not one listed reasons. I can still zoom in. There's two criteria. She couldn't do the second one for cause, but she could do the first one as long as you publicize the location. I I did check with our attorneys. Okay. Yeah, the healthcare district for Northern does that, because one of them basically just lives in Hawaii. So she publishes her. I check because. Um, so I could. Yeah. If we really needed to, I could do Thursday or Friday at some point and zoom in, or I could zoom in and not be official either. It's closed session deliberations. Yeah. So. Okay, so are we changing? I have the nineteenth. all day, and then the
06020th. four hours in the morning. Right, so can… we're trying to figure out for deliberation. Is there anyone who can't stay from like 12 to 2 to deliberate on the 20th? And I think that's just easiest deliberate at the end of the 20th. It seems like it would be, you know, fresh. Yeah, I can't wait a week to wait a week just seems hopefully they won't miss me. We'd be sitting on it for a long time. Oh, God. I mean, you could zoom in. No. So it's a workload thing. Okay. So we're done with calendaring dates. So are we? Does somebody want to summarize what I think I heard? Okay. Are we okay? I will. Okay, so we have a closed session 5 30 to 7 30 on the 11th. for I can't remember. Oh,
061the presentation of a slate of candidates. And then on the 15th, we have the first interviews. Virtually from 8:30 to 7.30. And then on the 19th, we have 2 interviews, 8 30 to 5 30. and on the 20th in the morning, one interview, if necessary from 8 30 to 1230, and then deliberation until 2. Is that correct? Sounds right to me. Yep. Okay. So, Maddie, sorry, I just want to make sure we capture this on the notes. So on Tuesday, May 19th, it's 8:30 to 5:30. Yes, yes, sorry. With an hour break for lunch. 83 to 5 30, and then on… Okay, that's not what I thought. That's not what I thought I heard. But you're so the May 19th is 8 30 to 5 30. instead of 8. Oh, are we going to change
062it to 8? Yeah. Oh, okay. So sorry, 8 to 5. All right. That's on the nineteenth and the 20th. And then on the 20th, we are 8 to 2 p.m. That's… that sounds better to me. I I think that extra half hour is helpful. Yeah. Okay, yeah, the interview would be 8 to 12. Yeah. And then the nineteenth. Correct. I mean, the 20th is… 8 to 2. and those are in person. Yes, everything. Yeah. Correct. So, I know Bree's not with us this evening. We would. We would, and we don't. Let's not spend a lot of time figuring this out. But we ought not be in the school district office for those final interviews. We should be somewhere that's more discreet. So. Okay. I think Breed can probably manage that, but if somebody could convey
063that to Bree to work on that. Yeah. Yeah. Yeah, and I'm taking notes on all this. So I'm capturing the notes. Bree and I will work on getting getting a space for everybody. Super. Thanks, Matthew. Yeah, we gotta be a union space, union operated space. Not here at the office. Right. Ford, great, great job, trustees. Thank you. I mean, you you came together, and you've actually advanced a schedule that's… doable and ambitious, and I think it's great to be wrapping this up on May 20th, rather than June 1st. I think that makes a difference. So, good stuff. As I promised you, that was going to be the longest agenda item of the night, which is agenda item 2, I believe. Shall we move on to 3? Okay. Yes, let's go. Well, again, we are. We
064already did four as well, calendaring dates. and we did. In fact, you can strike that out. We already did 4. It's struck. So 3 is the notion that, which is very typical in California, and I appreciate this, is that most superintendent searches are limited to the trustees and the candidates. And that means it's a confidential process. And one of the great advantages to that is. There are many, many superintendents or assistant superintendents, but particularly sitting superintendents who will not participate in a process if their names are publicly. noticed, and sometimes you see it particularly in California, you see it most often in the largest districts, but not even then. I know San Diego has a habit of publicly announcing their finalists. I don't think La Unified does that, and I don't think San Francisco has
065done that in their last couple. So it's not that common. In other states, it sometimes is more common. And in some states it's the law. In Florida and New Mexico, every applicant is a public record. Yeah, Florida really is just the forefront of education innovation. So what? Yeah, exactly. Exactly. So I just want to clarify that this is how you're anticipating, is that this is a search. The interviews are just the trustees with the consultant's help. And so all of this is confidential when you're, as I said earlier, when you're looking at applications, I'm going to remind you of this later, but we don't email each other with names of candidates. We don't talk to each other about candidates outside of closed session. That sort of thing. Any questions or qualms around that? Great. Okay.
066we're going to strike number 4, because we already did, and we're all the way on number 5, which is communication norms. So, because we have Luan on the team, which is really helpful, Luann will probably be your trustees, your primary, your first, I shouldn't say primary, but your first contact if there's something that you need. She's usually much more able to get it because she knows where things are and I don't. So please reach out to her with any questions about logistics, or you don't understand something, or you're missing something. Is the way to do that. With respect to candidates. Again, I'll say this a few times, so please don't get tired of it is all candidate conversation happens in in closed session. Part of that is around the biggest part is because of the
067confidentiality, but also I have a high value that board trustees all get the same information and at the same time. So if I end up on a phone call with one of you about a candidate that doesn't feel right to me, because whatever we're talking about. isn't being shared with all of you. And because we can't do that outside of closed session at all. Really, the only place to talk about candidates is in closed session. So if you'll nod that you're out. You're good with that. Okay. The other piece under communication norms is what we call regarding candidates. And this is always sort of a tricky and interesting one, and one that typically board trustees are happy to hear me talk about, which is this. Starting tonight and starting tomorrow, when we open up this
068recruitment process, Luanne and I are your search consultants. And that actually. saves you from having to be search consultants yourselves. So let's just go through a few hypothetical pieces, and the answers are always going to be refer them to the consultants. So if a candidate reaches out to you, and I'm actually going to include Matthew in here, because Matthew is actually even more likely to get candidates. Saying, hey, I'm thinking about your position, uh, I want to talk to you about it. And it's actually harder for Matthew, because Matthew will probably have personal relationships with some of these people. So, um, I'm going to talk with both… I'm going to ask Matthew, let me start with Matthew. Matthew, if somebody calls you. Um, you want to move them on to me or Loan as quickly
069as possible. It doesn't mean you can't say hello, um, but it's like, hey, I'm not really the one to talk to, you need to talk to Luan or Hank, here's their phone numbers, here's their email addresses. you know, wish you best of luck, that kind of thing. Um, not having cups of coffee with… not that you would, but I just want to say that out, like, you're removed from that, because otherwise, some people will have access to you, and other people won't have access to you, and that's, you know, not really what we want to be driving. We want everybody to have an equal. chance. So I'm putting you on the spot, Superintendent Harris. Yep, yeah, makes sense. Yep, yep. Okay, thank you. And Board trustees. Exact same thing. So if a candidate reaches out
070to you, and some of, you know, well-intentioned candidates sometimes might if they ask me and say, Hey, can I talk to a board member? I'm going to say, absolutely not. But they might not ask me. They might just reach out to you and say, I'm going to be in the neighborhood. I'd like to have coffee with you. And your answer is. Sorry, I can't do that. Glad you're interested. Here's Hank's email address. Here's Joanne's email address. That's pretty much the response. Are we good so far? And the email address for Luan will be… Ah… Thank you. Thank you. That's a really good point, Matthew. So you should all have Luan's Gmail account. Luan, do they all have that? If they don't, I'm sure to give it to them. Thank you. Please give it to them.
071Thank you, right? Right. Luanne is like. is like a divided soul with part in the district, part out of the district. So we wanted to separate those email addresses. Board members, trustees. The other probably even more likely scenario that will happen is that you will get outreach from people who want to lobby or advocate for a candidate, or in some cases anti-lobby or anti-advocate for a candidate, depending on, you know, whether they really want to see them as the next superintendent, or they really don't want to see them. Sometimes, you know, they may or may not even know if somebody is applying, and at this point in the process, you're not going to know if they're applying, and it doesn't even matter. So, if somebody reaches out to you by email or sees you in
072the grocery store and says, oh my gosh, this person, they would be so great. Please just refer them to us. That's just be Teflon and kind, because you are an elected, of course, but you want to be clear that that's the role for the consultants and not role for the board. Are you good with that, or any questions about that? Are you worried about that? Is there anything you need from me in terms of being able to do that effectively? What's your email address? Hank? Sure. It's Hank at human capital enterprises.com. and I'll make sure. Okay, thank you. I can send that to you guys, too. Yeah, please, Luanne, yeah, why don't you send both of them, and Luanne, you can just send them my cell phone number, too. I don't want to talk to
073anybody. I don't. tell you right now. Luanne, will you put my cell phone number into that email also for the trustees? Yeah, for sure, for sure. Yeah. Okay, so I think I'm hearing a consensus from the trustees that that's a value you're comfortable with. Absolutely. Okay. Beautiful. Thank you. Item number 6 is going to go very quick, because I believe… that Bri is the answer to all of those items, but we usually I think she's doing logistics communication flow website and Pr. Am I right? And I'm going to look to the superintendent also. Is that correct? Tell me, what are the items? Matthew, or is anybody else involved in that? So logistics and communication flow is is definitely Bree. It's like, what room are we going to be in? I didn't get my Zoom link.
074Is there, you know, that kind of stuff. It's gotta be. She's the secretary to the board. The website… is who's updating the website with information around the superintendent search for the public, and the public communications is connected to that. It's the push out of information. Parent squares and things. Yeah. Um, and when we. Yeah, and when we get to the very end of the process, and there's a. Press release. Announcement. Press release, yeah. What's the word? The public, the press release, the press release. Thank you. I don't know if. Is that her? Or is that somebody else? Yeah. Yeah, that's what I was thinking like. Yeah, one of us will. I mean, yeah, we'll we'll I think between Lou and Bri and I will be in… we'll be… the three of us will be involved.
075Okay? Okay. Sounds like we've got number 6 covered mostly with Bree, but with some. Yeah. Some elves as well. Yeah. Okay. Um, number seven, I think we've already covered that when we talked about what to expect next week at your board meeting, Luan. walking you through. Yep. Yeah. Essentially, I'm taking the data from the surveys, the 356 surveys, which I was pleased that we got that much response. Honestly. And then our engagement groups, and then, honestly, most importantly, the feedback on the criteria for the superintendent from the trustees. And so I'm looking at it in multiple ways and looking, just trying to kind of put. just really be reflective of what everyone said, and that criteria will come to you, and the goal is for us to get that done this week, so I can
076get it out to you, so you can kind of have some time to settle with it, and then we will present that at the… I'll present that at the April 14th board meeting for input. So that'll be an action item. So if the window is opening on the 8th, but we're not settling on the criteria till the 14th. What exactly are you going to put in that? If we don't. Yep, you bet. There will be… so you're… you're actually able to look at it as soon as you want. Human Capital Enterprises website. You'll see current openings, and then you'll see Petaluma. And right now it says something like, come back on the 8th. For more information. Tomorrow you'll see a lot more information, but you will also see a box that says next superintendent criteria
077forthcoming. It'll probably say forthcoming April 14th, so that people know to come back for that. And I I wanted to let you guys know that on at the meeting I'm going to have each one of you have an opportunity to talk about the criteria. So that it's, you know, so that you're, you know, you'll have that opportunity. It'll be a little bit more organized, because it could be a really long discussion. And so, and it should be. And so. I just thought if, you know, I'll call on each one of you, and then at the end, we can also just discuss together. and I think, as you, as you think about it and kind of process it. the more specific, right? So general terms won't help us. You have to be super specific about feedback
078for that. Okay? Okay. You don't. Got a lot on your plate, trustees, but we are here to walk you through all of it. Moving on. Okay, so the number 8 is the compensation for the new superintendent. So we need to establish a salary range. Um, given where are we in the timeline, if we had started this several months ago, we might have a full, comprehensive compensation study attached to this work. Uh, we don't, um, in the interest of time, in the interest of, quite honestly, cost of the search. And so I'm going to put out a proposal right now to the board. This is your pocketbook, not mine. But I would say, given that the current contract of your current superintendent, I'm going to propose a salary range of 295 to 305,000, and then there's
079wiggle room within that, um, once it's time to. negotiate a contract with your selected. I'm going to throw that out to the board. You could say yes, no, or you can engage with each other about what you think it ought to be, and I can certainly answer any questions you might have. I guess I'm comfortable with the top, but I would rather see a wider range going down in case someone's a first time superintendent. Based on the comps I know of recent hires in South County. Yeah, I think it's more of like the 270 to 300 range is? Yeah, yeah, based on experience. Oh, what did we offer? I agree with. a lower range. 270 to 300. 270 to 300. Can you push that 300? Are you comfortable pushing that 300 up to 3… back
080up to 305? notify. No. Okay, 2 2 70 to 300. Is that is that where you're at? No. I think so. Yeah, they want 300. I'd say 295. What do you guys think? Well, I think if someone has like 20 years. Yeah, it sounds like you were going to negotiate anyway, like for, you know what I mean? But if they see it, that it's 3.05, they're gonna know that that's the top, and that they need to have superintendent's experience in order to get that. I don't. But when like we look comparably like how many superintendents are making above 300 in the Well, ours in the cap, but other right? Well, we just raised the one in. But that's… that's ours and what about the other. Yeah, but there's a delivery district that just raised theirs
081to 300. I don't know what neighboring district that is. Are they in? Are they in Sonoma County? Yeah, it doesn't matter. Well, that position's already filled. Don't worry about that position, but I'm just thinking about the rest of the county. I don't know how many I'm making. I don't know that much. I just want to attract a really good pool of people. And and it's expensive to live here. But I also don't want to bring someone up who's just like, oh, that one's 305, I'm going to apply for that one because it's… Yeah, I don't want to go higher than 3. Okay. 3 for you, too. Okay, 3. Okay. Hank, can I just clarify here, too? So the salary is 3. And then there's also stipends, right, that will go along with that. So that
082will raise the salary as well, like being bilingual or having a doctorate or there's other lines in that that will also. take effect. They also have a salary schedule. uh, you know, that's. will go lower, probably, but that we do have that as an option. Yeah. So so I would say this is what I would say. If you're if you're thinking it's 270 to 300, but there are also stipends associated with it. I realize there's there's there's a dilemma between the optics and then also attracting a great candidate. If. And so my question to you is this. If you say 300 is the top, but then there's also another 5,000 for a doctorate. then I would say the top of your range is 305, not 300. Now, you… I will… I will put out whatever
083numbers you want, but I… if you actually are prepared to pay somebody 305, I wouldn't want to. say that the top is 300. Yes, we're saying the base salary. that we want to post is 270 to 300. Yes. And, you know. A competitive benefits package. you know, it's on top of it, you know, whatever that, you know, the additional items are. Okay. Okay, I can do that. And UC stipends as part of that. Yeah, yeah. Great. Okay, super. Thank you, Board. Luann, are you planning to talk about 9 and 10? I think you were. Okay, great, great. Yeah, yeah, for sure. So 9 credentialing. So in order to be a superintendent in California, you have to have an admin credential. But just so you know, you can always waive that if you wanted to hire
084somebody from… a business background rather than an educational or instructional leader background. So, basically, that's like many years ago, I think you may have had a CBO who became your superintendent here in the district. That was Steve Bowman. Yeah. They had a they had a wave. Yeah, that was Steve Bowman. He had a weave waiver. So but it's it's your it's the pleasure of the board. And so if you feel very strongly that it should be somebody with an admin credential, we can require that. Yeah. If you're more flexible, then we can think about that as well. No, I want someone with an admin who's an edu who's an education, not business. We need a waiver if they were coming from a different state or like a timeline for them to get their California credential.
085There's ways to address that too, for sure. I was looking at that today specifically, and there's things we can absolutely do if there's somebody from out of state. I think they need an admin credential, but I don't care if it's from another state. Okay, Ryan, I agree. I defer to my colleagues. I'm not 100% sold on the admin credential. I guess what I would the main reason is that they have an educational background. Yeah, you know, I mean, that would be paramount. Yeah. and if an admin credential kind of guarantees that, then. But that doesn't mean that it offsets. a lack of experience in other things, right? So, Hank, do you have a recommendation on how we would? Yeah, I think what I might, because there also are some technical technicalities around. There are actually
086people who do have an instructional background, do not have the clear credential, but might still meet your criteria when you say, I want somebody who's. who comes from an instructional background. I don't think there's necessarily an exact correlation. So. So I think it's up to you. I would say that allowing for the possibility of a waiver just gives you an allowance, and you might also want to put in your next superintendent criteria something around instruction, being an instructional leader. that came up quite frequently, actually. So that quick. So I I think that might cover you, and it just you don't have to do a waiver, but it might give you some options if someone applies that doesn't have the clear credential, but still meets your criteria in other in other ways. So this would be…
087for example, we waive it. But then we have some sort of minimum 10 years experience, and. you know, education, something of that sort. Yeah. So we'll have a little flexibility with that. But we know that we're looking for an instructional leader. When I'm fine with having the waiver option, I think none of us are going to want some random guy from Salesforce. Yeah. Oh, no. Yeah. Are you good with that, Hank? Yeah, yeah, yeah. Okay. Okay. Okay, great. And then number 10 on our list is is about residency. And so occasionally boards will require occasionally superintendents to live within their attendance area or within a certain distance. From their district, and I didn't know if the board had any desire to have that be a recommendation for us or something like they need to live
088within 30 or 45 minutes from the district. After they get the job. Yes, because we. Yeah, yes. We both get Gary was commuting from a long way, and it became too much of a burden. And Tony was the same way, so I don't want someone who lives, you know, 50 or 60 miles away. And if we have a late board meeting, and they real, you know, that's my issues, so… I don't know how we want to. So would you want to word it so that they live within a a certain driving distance within 40 miles, so they can drive themselves and don't need to use our school transportation. How about within Sonoma County? I don't even do my grocery shopping in Stonema County. I don't. Yeah, if they want to be able to breathe. Like,
089I go to Marin or Napa, because I don't want to run into people here, and so. I'm literally so honest, and I are freaking out. I'm like, okay. So, Vallejo, because if we get someone who doesn't want to open this, you know… Right. It's about 30 miles. Yeah. You know, the Vallejo. So within a 50 mile radius. Yeah. I think 30. 30 to 40, 30 to 40. Yeah, like you're saying like yeah yeah yeah 40 is within like a 11 o'clock, a 40 mile radius from the the district. Does that seem reasonable, Hank? I think so. 40? Okay, cool. Yeah, I definitely don't want a super commuter. That's like flying here. Yeah. I'll know that, especially if we want them to go to football games and all these other things. their life needs to be
090somewhat close to here. Okay. So, 40 miles to the district office, is that… is that where you're at? Yeah. Max. Okay, great. Um, alright, uh, thank you, Board. So the last one is not a decision you'll make tonight. I just wanna… I just want to cede the information. When you get to so when you get to that finalist stage where you have 2 or 3 finalists, typically boards will conduct background checks. on each of your finalists, because you want that information by the time you make your final decision. Sometimes boards. Because they're not cheap. Sometimes boards will say, no, we're going to wait and see who our lead candidate is, and do the background check there at that point, so it's going to save you some money. It's a little bit risky, right? You're keeping
091your fingers crossed at that point that the background check comes out. favorable and positive. Most do, but there's a reason why you do background check. So I just want to put that out there. If you want to talk about it right now for a bit, you can, and you can also decide later in the process when you're moving toward the finalists about whether you want to do it on all of them, or just one. Yeah, everybody need a background check. I don't want to talk to somebody for 2 hours, and it turns out I have a record. Like, no, we need to know ahead of time. Yeah, I would say for the top, the top two or three finalists that we want the full background check, um, just ran into this issue of the county.
092Someone is a big liar and. They are going to get called out pretty soon. SEIU has good researchers, man, they'll find everything. I think. Yeah, whoever we talked to that long day, I want all of them to have a background. Yeah. Yeah. Okay. Oh, that was downtown. Because, yeah, if yeah, if someone is a big liar, then we don't. Yeah, we say 4 h of our time. Great. Folks, that's, uh, that's 11 out of 12. What else do you want me to know? What else? Do you want to know? This is our last agenda item of the evening. What haven't we covered? Or what's important that's on your mind? So one of the ones is that we were saying was like, so when we get like lobbied like, oh, hey, one of my friends is
093applying for the job. They're amazing. You're like, fantastic. I'm glad they're applying. Here's Hank's email. Write your letter of recommendation to him. you slot it into the file, it's just like, you know, as like, you know, just again, background information, right? So we, that's that's the correct way to do it. We say, like, email you with. their own personal story or. Okay. Yeah, yeah, I mean, I want to be clear, because I'm a super literal guy, and you'll find that out. So one thing that I heard you say, I want to just check in on. If somebody sends me an unsolicited piece of information. Oh, yeah. Yeah. I'll read it, but I don't know. I'm not going to add to your application materials that you're viewing everything that comes my direction. Right? Okay, so that
094the the file may be the file in my head. Yes, but not not the actual application file. Okay, got it. Yeah. I have a question about. The first round. So, you and Luanne will be. presenting the slate of candidates, those final. 5 or 6, whatever. And then at that point, when we start doing the initial interviews, the first round, which is that all day session. Yep. Do you and Luan then give recommendations at that point, or at that point that becomes our. responsibility and decision. Yeah, we're great question. Let's let's back up to the slate meeting. So the slate meeting is when you've looked at the materials and you're deliberating, and I would say at the slate meeting, if you ask us. We might weigh in, but we're really careful and mindful. This is your
095decision, not ours. So don't ask us, who would you pick? Because we're not going to tell you. But if you have, if you say, do you have any impressions of this candidate or that candidate? Sure, we'll we'll be happy to do that. Once we move past the slate meeting and you're interviewing, we're not. Our opinions don't really matter. I mean, if we learn something or hear something that we think is important for you to know, we're going to surface that for all of you. But we're not a decision maker. I mean, you're the decision makers. Our job is to. provide you as much information as possible to make the wisest choice that you can. And so we would typically, um… refrain from saying, well, we wouldn't typically, we would refrain from saying, yeah, you should
096pick this one and not that one. That's that's why you get paid the big bucks. The dollar a dollar a day. Okay, thank you. Yeah. All right. Oh, we have more, don't we? Is that it? That's it. Hey, thank you, board. Is that it? Yes. Okay. Thank you, Hank. This is really, really helpful. It's very thorough. I appreciate all that you guys are doing and Luan. Thank you, Board. Thanks, Matthew. Thanks for being here tonight. All right, meeting adjourned. I've got to do a shout out to Carl. Thank you for