001Oh, welcome. Recap. No, thanks. Just want to get in. Call this meeting to order. And I need a motion to approve the agenda. >> I make a motion to approve the agenda. >> Do I have a second? >> I'll second. >> All right. Uh Kirsty. >> Hi, >> Michael. >> Hi, >> JD. >> Hi. >> And I'm an I. Okay. >> All right. So, we need to take a look at the brochure, I think, first. >> Can you look? Can you help me for >> Can you help me for turn this off? So I get >> this time. >> All right. >> You sent us the agenda, didn't you? >> Yes. >> I know. I know you did. >> I printed everything off that's on the agenda. So if that would make a difference, >>
002I just got it here. >> Got the >> Thank you. >> All right. So Katie, do you want to help us through this process? >> Sure. Um, thank you all for having me again. Sit my phone down. >> If you don't want to stand, just pull up a chair. >> Yeah. >> You know, >> are you sure? >> Oh, yes. 100%. Okay. Um, so the brochure is finalized or it should be close to finalized, I guess. Basically, um, I was just hoping you'd give it one last glance and let me know if there's any last minute changes that need to be made before we get this schedule to go out. Like I um said at the last meeting, we're going to as soon as we get the essay questions and the application prepared, we're going
003to get the um application put together in our platform because of convention happening next week. We'll be busy and and not on our computers. So, we want to make sure that it's ready to open on the 17th. So, um if you see anything on this that needs changed, we can get it changed in the next few days. Otherwise, I just need your your stamp of approval that you like what you see there. >> Um, I thought it looked good. I'm happy with what I see. I I just had that one comment and it's been corrected, so I'm fine. Um, I like that we have the application process. So, when this goes out, is this just this part goes out as a brochure? >> Great question. Um so the brochure will be included on the application
004itself. So when a candidate comes to um our application site and finds the CUNA job posting, one of the first documents they'll see is a PDF link to this document where they can view it. Um, additionally, it will be included in all of our email communications um that we send to superintendents in Idaho, our our superintendent list that's about 3,500 people long from all across the country. I post it on my national superintendent searchers work group. So, it it gets shared out to quite a few places as well as our website. I'll you'll have a copy. So, I would encourage you to post it on your website with your listing. >> Okay. >> Um, pretty much anywhere the listing is going to be shared or posted, the brochure gets included. >> Yeah, I like the
005pictures. I liked how we covered the community and then I like the part of what they need to do the application process. So, something to think about. Do you want it to close January 31st or January 30th, which is a Friday? >> Oh, I What does it does it matter? I mean, we won't be here Saturday anyway. So, if we say the 30th, >> what um it it really doesn't matter. So, how how it works is um it'll close typically unless the board recommends otherwise I have it close at midnight on the 31st. Um, and then so any applicants have until midnight to complete it. And then what I do is I will go in in the morning and I it takes like two seconds to check and I just go in first thing in
006the morning, check in, make sure that there were no candidates that were like in the process of completing the application when the portal closed. Sometimes that happens and it it won't let them submit even though they were already in the process. It's very rare that happens, but it has happened a few times. So, if it does, I get in contact with those candidates. But then otherwise, I will add all of you to our application portal itself. And um at 8:00 a.m. the following day after it closes. So, in this case, it would be February 1st, you'll receive an email notifying you that you now have access to be a screener. And at that point in time, you can start looking over the candidates. >> So, February 1st would be a Sunday, correct? >> Um, I
007don't mind the closing the 31st at midnight just because it gives the timeline that we said and most people are going to be doing it online. They're not dropping it in here at this place. >> Well, and if they're working, that gives them Saturday, too. >> Correct. Um, so I don't mind that. Uh, so I I think we could keep it. >> I'm okay with the 31st. That's fine. >> It just means that I don't want you working on a Sunday though to drop in everything. >> I log in on my phone and all I look at is is there any candidates that still say drafts that I didn't see on Friday >> and then you just click >> and then I just click and I send them an email and that doesn't impair you
008all from looking at the applicants in the meantime. I'll send them an email and say I notice you still had a draft. Are you wanting to submit your application or not? >> Okay. I guess my question was it's Sunday. Do you want to wait till Monday? But if you refine Sunday, you're fine. >> It's fine with me about it. >> Like I said, it's very rare that >> happens. Most people have it done. >> Yeah. >> Okay. Gotcha. >> Okay. Um, do I have do we need a motion to approve the uh brochure then? >> I need a motion to approve the brochure as as it looks or whatever you want to say. >> I so move. >> Okay. >> Second. All right. Any other discussion? Okay. J D >> I. >> Michael. >> Hi.
009>> And Kirsty. >> Hi. >> And I'm an I. So brochure is done. Okay. Timeline. So one of the reasons I was a little bit late because I had to run back and get my stuff, but you already had it because you're so good. So, um, on the timeline, I I we approved the timeline at one time and I'm happy with it as far as I know. Let me see here. >> Yeah. I wonder what if we change something or >> um I don't think we did change it from the first time that >> other than we had a thing changed. >> Yeah. Um let's see I thought >> so basically right now we're doing this and then the next thing will be uh November to January we'll be putting it out just doesn't it
010open up when does it open up? >> It'll open November 17th which is the >> Oh here it is November 17th to January 30th. Okay. And then >> and then determine >> if we want to buy a national online advertisement. What does that look like? >> That would be I haven't had to do that recently. That would it's up to the board. There's some like online I you could post on Indeed or you know some online sites. There's also some online um association of school administrators and things like that that we could pay for advertising there as well. Um I haven't found that it's felt necessary to post there. We like to keep that included though because if at any time you want to see more national candidates um we can do that quick and
011easy. So it's just an option there. But it's right off the bat, it's not something I would recommend unless you really want a lot of national candidates. >> Um, but we like I said, we have an email list of 3,500 folks from all over the country. And um, >> so you basically have a national list. >> Yes. Yeah. >> That we don't have to pay for. >> Yes. >> Yeah. >> Okay. >> And what is the cost associated with doing something like that? It differs from sight to sight and I don't know them off the top of my head just because I've honestly we don't do them very often, but I could get you that cost whenever you if you decide that that's something you want to think about. >> I do see the application
012deadlines January 30th. We need to change that to January 31st. And then you might want to put we might want to update instead of February 2026, you want to put February 1st applications will be provided to the board. >> Okay? >> But not an executive session do it. That would probably be something you guys want to do in February at your February meeting or do you want to do it how do most uh districts do it? Do they do a work session then that first week of February or do they wait till their board meeting the second Tuesday to take a look at applications and discuss an executive what usually >> I would I would recommend that you do a special like work session special meeting just because it can take a few hours and
013it can be a long evening if you're doing it after your regular board meeting. Um, and yeah, so you'll have you'll get access the day after the application closes and then an ISBA, someone from ISBA will come in and assist you with reviewing those applications. We'll put together um you'll have the full applications, but we'll put together some applicant overviews where at that point we review all of the applicants and note kind of anything that we want you to notice like any kind of red flags about a candidate or um we're here to answer questions if you do have out of state candidates, how they're uh certificate transfers over, things like that. and we'll we'll do a presentation for you. That's all done in executive session. The only thing that will be done in open
014session is before we move into executive session, we do like a hiring best practices and open meeting law. Just quick refresher for the rest of the search and as you're getting ready to review applicants >> and then we go to executive session and do the rest of the meeting in executive session type thing. >> Um, so thank you for making these calendars, Diana. um is that a time that maybe we should tentatively set now so that we uh can save that time kind of keep it as a sacred you know type thing and I if the second Tuesday is the 10th so that would be the regular board meeting so I would think that first week in February um a date that you guys would like to >> I think the Thursdays that evening like
015this is probably the best >> okay how How about for you guys? >> That's fine. >> Yeah, sure. >> So, then we're looking at February 5th at 6:00. >> Um >> it may not be myself who >> I'm very close to my due date at that point, but um Misty or Jason will assist you is in good hands. Yes. So, February 5th at 6 o'clock and there'll be open session just going over things and then ex most will be executive session. Okay, so that's done. Need a motion on that. Okay, we need a motion to have a work session February 5th at 6 o'clock here at the district office to go over the applications. I need a motion for that. >> I make a motion that on February 5th at 6 pm we have a
016work session to go over applications. >> Okay. Do I have a second? >> Second. >> Any other discussion? >> All right. JD. >> Hi. >> Michael. >> Hi. >> Kirsty. >> Hi. and I'm I also so that's February 5th. Now let's say we needed executive session on the 10th to go over things. Is that might happen or should I'm just thinking ahead and kind of in my head no usually this will be enough on the 5th. >> It should be enough. Typically what will happen is you'll go in, you'll review the applicants and I would hope at that point you feel pretty confident about the applicants that you want to move forward to some next round either whether that's a semi- finalist round or you just have a few candidates that you really are excited
017about and want to move straight to a finalist round. Um I it would be pretty rare that you would need an meeting, >> okay, >> on the 10th unless that's when you wanted to do like a semi- finalist like Zoom interview and review type situation. But again, it's hard to know something like that until you see that. >> So basically from at the fifth, we're going to probably narrow down our applicants to possibly three or whatever we decide. Um and then from there I would like some community involvement too or open um type where they can come and hear them before we make the final decision. Is that usually how it's done or what how does it work? >> Absolutely. Yeah. So typically um once you get to your finalists I I would say three
018to four max. >> Okay. Um, that's when you that's when I would recommend you bring them in. If you do have enough candidates that you maybe want to do like Zoom, like middle interviews and narrow them down even further, I would recommend doing those on Zoom only because it's hard to ask candidates who may not live in the valley to come down twice in a short amount of time to do interviews. But once you get to the finalist round, typically how it works is it's a a day to two day affair depending on how you want to set it up. And you'll bring candidates in. I would recommend you have them tour your district. Show them around, meet with staff and and teachers and h whoever you want to have them meet with. We've done
019like the transportation department and things like that before. And then you'll want to do some kind of forum. So it could be as simple as one forum where you bring everyone in. It can be you do a staff and and teacher forum and then a community forum back to back. It can be as you're touring the district, maybe you have certain groups, the district office staff, the transportation department, the food services department, and as you're going around, they have short like 15 to 30 minute meetings with those folks as well. So, we can really make the schedule whatever you think fits. >> Okay. I would >> go ahead. >> I would recommend it be no longer than two days. And at some point in that time, you'll want to interview them. >> Okay. I guess
020so. When we narrow it down to three or four, is that something we do and then we interview them and then narrow it to two from there or and then that's when we open it up to what other people think. Is that correct or is that >> that it's up to you guys on how you kind of want to do that process. Typically with the searches, um I typically have two to three candidates. Um in most searches I do when they get to the finalist round, they bring all of them in and they'll do the community forum like meet and greets, you know, however you want to set up that community piece it at the same time interview the candidates and then most of the time they feel ready to make a decision at that
021point. >> Oh, so they don't narrow it down. They just do one. >> They just do one one interview with >> That's usually a couple days. Yep. >> Gotcha. Now, >> okay. Uh it's really up to you guys what you want to do. So, >> I think you know when we get to the February 5th meeting and kind of figure out. >> My thought would be I don't know. It depends on how many applicants and stuff like we have, but I don't know. You'd have like a semi- finalist and then you would narrow it down. do like Zoom interviews and stuff after that February 5th and then you pick the two or three. It's kind of what I >> I would definitely recommend not setting too narrow of of guidelines for yourselves this far out
022just because you haven't seen applicants yet. You don't know who you've got. Um >> it you might have a better understanding. Yeah, >> we hope not. >> I hope not. Yeah. >> Um, so in other words, I think your recommendation I'm hearing is do the February 5th and then set it up from there after you see what you have. >> Yep. >> All right. So then we'll move. Uh, so >> is there anything else on the timeline then that we need to set right now? >> I don't think so. This this is a good starting date and then after every meeting we'll kind of guide you on what we would recommend for the next steps based on what your decision is with campus. And you said unfortunately, but just depends on what applicants we get.
023>> Yeah. >> Hate to say this, but what if we don't like any of the applicants? Then >> that shouldn't be a problem. >> Kim has to stay. >> I guess Kim will stay. She's been good. Um Okay. So, do I have a motion that we accept the timeline as is right now? >> Very good, though. >> Yeah, we didn't. >> Oh, did we? Okay, then we're done. I didn't realize we've done that. Okay, so then application template next Is this usually what they do? Then this is a very >> So most of the questions on this are ones required by law or that our attorneys have have told us we should probably include. Really, the only thing you will need to make a decision on for the application is if you what essay questions
024you want to include and then if there's any other kinds of questions that you maybe want. But this is our attorneys look at it and and this is what they kind of say is the standard. >> Okay. So, I see two references. That's all they need. >> They'll they have So, this is difficult because it's a printed out copy. The online version allows them to include as many references as they would like. >> So, do we say we want at least two then? Is that kind of Well, they >> I think if I remember correctly, the application requires at least three. So, I just put wanted to put these in here so you could see them. >> Okay. And what does files mean on the >> files? Yes. That's where they'll attach their um license,
025their superintendent certificate, their transcripts, their cover letter, their resume. Um sometimes they'll submit, you know, like a presentation, any kind of document that they want to submit to support their application is what goes there. Um, sometimes I've had people who have had PSC issues before and what's >> the professional standards commission or committee. >> I figured standards. >> Yes. Um, and they've put kind of their explanation of why they were sent there. So, it's it's kind of just the collect all of all the files we ask for them to submit. >> Okay. And then another file that will be there that's required by Idaho code is their past job performance form. So what that does is um they fill out all of their past school districts they've worked at with a contact information so that
026um the district can go and request their their files from that that district. >> Okay. And then we have the essay questions down here. And the essay questions I believe that are in this sample are just example ones from a past search I've done. Those aren't the ones that I'm necessarily recommending. I just wanted to show you >> you're not going to die on that hill. >> I have no no strong feelings. >> How many essay questions are typical on the application? >> I would typically recommend two to three. I've seen districts do more than that. Um, I think two to three is a solid number to ask of candidates. In to be candid, in today's world of AI, it's become a little more of something where it's harder to tell who's written it themselves.
027Although I do try and check it against AI. And I have I I was just telling someone recently um last year when I was conducting searches, I had candidates who were applying for two separate positions and there was the same essay question on both jobs and they've answered exactly the same way and you could tell it was an AI >> question. So, it's becoming more common, but um I still like to include them because it you can learn a lot about someone through their essay questions. I've had candidates who don't answer them fully, don't use full sentences, write one sentence, sometimes they don't even spell the word out all the way. So, it it gives you kind of a good introduction to who you may be. >> Yeah. Um meeting. So, I was reading these
028questions and I think they're all they're all good, but one of them that I was thinking has to do with HR and community involvement, especially with bonds and levies. Um, I I kind of would like and student achievement is great, but I I know that the team would work on student achievement, but I would like to this is my personal I'd like to know how they are with the community, their communities and what they do with HR because it seems like we have a lot of HR issues and community uh bonds and levies. So, I don't know how you guys feel about that, but I would almost take out the one about the uh achievement. I I think most superintendents are know that they want to do achievement and leave that up to their staff
029to make sure that they're doing that achievement and up to the board to make sure that they set those goals for the achievement. >> But I would really like to know how are they with community um how they do with the community, how they are with HR and working with people. >> I think that would be a good question. >> So, and I don't know how to put that. >> I'm not really good at that part. So I don't know >> chat GPT and what do you do in your community to >> come up with >> involvement? Yeah. I just think that >> for this community I think that um that involvement is so important. >> Yeah. Well on our survey there was a lot of some of that was on that >> how do
030you >> how do how would you work with the community and >> and we've had many failed bonds and levies. that would be your goal or what? >> Yeah, >> I like that. >> Those those are that's >> I'm not sure how to ask. >> I'm not either. >> Number one and number five. >> Oh, you look something else. >> No, the questions you guys were asking. >> That's these right here. Essay questions. And then that is >> those are more possible. >> This might be stuff you do in the interview. We have another list of that are for interview questions and those ones are broken down >> um by topic. I was just going through the like overview document I put of the surveys and I did find one question that might be on
031track to what you're looking for that someone suggested and it was how will you build trust and open communication across all levels of the district students staff and the community. >> That's that's it. Yeah, >> that labels it name. >> All right, that's it. >> I was gonna say that I knew there was something on the answer when people were answering questions. >> Yeah. >> So, you're saying that we should only have three to four questions because there's a bunch back here that um JD's saying. >> Yeah. So, that that sheet that I've provided you is just a list of examples to help get you thinking. I wouldn't recommend doing more than about three to four. Um, but that list is just to help you pick some based on maybe what is important to you
032at the moment, >> you know, along with that community. Can we can we stick in how they get along with their board? >> There's there's question. Yeah. >> Yeah. Because it's here, but I'm since we can only do three, I'm thinking put the >> We'll pick three or four is >> I mean, is that what we're trying to accomplish right now? >> Right. Well, we were looking at these right here, or I was looking at the ones prior to this. Oh gosh. Right here. What are the three greatest challenges facing school superintendent today? Describe your experience with educational leadership and curriculum. >> This I think the same thing is here. >> Yeah. And then then instead of this achievement one, I was going to take it out and do one with the how do you
033comm get along with community HR, you know, and even like the board. How do you get along with your board? What are some things that >> Yeah, we can add board to >> that one question. >> The we can just so it would say how will you build trust and open open communication across all levels of the district, the board, student, staff, and the community. >> I think that's great. >> Okay. >> And I and I don't know about transparency, but that is the number one thing I saw in a lot. >> That's the key word nowadays, transparency. But >> what does transparency mean to you as a superintendent? >> Yeah, there you go. That might be something because we hear that. >> You want to ask bonds and levies questions you can ask about
034bonds and levies. >> Yeah, I think that describe your fiscal management style. Describe your experience with budget preparation and management. I think you could put in bonds and levies there too. >> That's the fourth. >> Oh, that one. Okay. >> And then just stick in bonds and levies. Yeah. >> So stick in bonds and levies to the floor because that's something to be honest with you. >> Yep. It's not a fun thing. >> So, does that just leave two questions? Then >> that's four. Unless you guys want to do >> Well, unless we don't want to do these ones. >> Yeah, exactly. >> We want to do two different ones here. >> I did like the three greatest challenges facing school superintendent today. I do like that. >> That's a good one. >> Yeah, because
035I want to know what their thoughts are. >> I do think it's important to understand. >> Yep. I think those are good. >> I like this. >> What do you think JD? >> That's fine. >> And then some of these questions, JD, I think would be whatever she had too would be your face to face questions. >> Well, the two that I circled were covered and what you guys the other questions. >> So, you're good. >> Yeah. >> Okay. >> Well, she said she you have other questions, too, that we can ask >> when we when you get a little further along and you're ready to actually interview. We have like I think it's four or five pages and it's broken out into like subject matter. So, student achievement um like staff oversight, you know,
036budget. It's broken out into all kinds of topics that >> more detailed. >> Yes. Yep. So, and I recommend that you at least touch on one of each. And then I'd also again remember to keep looking back at your survey results. Definitely. >> Yep. You sure you're pulling for one, too? Do you like uh what was it? >> Tacos or what? The one >> Sushi. Taco. >> Would you rather like tacos or sushi? >> Sushi. >> I think we should ask that. >> I think it's a great question. It might It might show you what kind of person they are. >> It's true. >> Are you a fish eater or are you >> Do you like the Mexican food here in >> Ca anyway? Yeah. I is there anything else? Because I think that's basically
037Are we happy with the essay questions then? >> Yes. >> Okay. Do I have a motion to accept the essay questions and the application as we've discussed? >> I will move. >> Okay. Do I have a second? >> Second. >> All right. Any other discussion? >> No. >> All right. Kirsty. >> I. >> Michael. >> Hi. >> JD. >> I. >> And I'm an I. >> And then we have a March calendar. Is there anything that we need to put on it or just wait till February? I would probably wait until your February meeting. I just I don't want you to get too many dates on the calendar. Too early. >> Hey, we're I your expertise is what I'm leaning on. So, we know that you've been through this a few times. So, >> things
038change pretty quick once you see applications and you may want to move faster. >> I The one question I do have is did I see salary on here? >> Is that something we have to put? I I don't think I did, but I don't know if we need to put that on. I don't think it was on here. >> I don't see a salary on >> Is that something most people put like a like a >> like a range? A range. >> I would probably recommend including a range just um >> is that in the application process or should that be in the brochure? We t we can include we would include it in the brochure itself. So um if you have a range in mind you can let me know. >> Is that something
039we should discuss in executive session or is that something >> it has to be done in open session. Okay. >> Yep. >> So well we already discussed it. >> I thought we like from last year. >> We did but I don't remember when it is. So if you want to bring it up >> I think it was like 159 or >> 15 to 17. I think it was something like that. But I couldn't remember the exact. Do you remember? >> Yeah. I mean, let's get a $50,000 range in here. >> And it's negotiable. >> Well, of course it is depending on your their expertise and experience. I >> I remember this conversation. >> We had this conversation, but I don't remember >> several times. So, I think that's the range that we discussed >> one.
040What was it? >> 150 to 170. And obviously, it's negotiable. >> Yeah. >> It's up for discussion. >> Does that put us in the ballpark? I I I kind of want to know where >> thought that was without >> it seems like we've looked at I remember doing research now on all of the ones around us. >> I remember bringing you >> Yeah, I remember doing research on it. Y >> it's coming to me now. Um >> yeah, I'm I'm comfortable with that. >> I'm fine with that. >> What are we paying Kim? I don't remember. Is that open? >> I want to make sure that >> we I thought we did say it in open. >> Yeah. Okay. >> It was an open session. >> Was that It was an open session. >> Was
041it I'm trying to remember. Is that >> 149? >> Okay. So, it's so that >> I would say this is a good range for you guys. Y >> Thank you. >> All right. So, do I need to change now uh the brochure and make that uh added? just make a motion to add the salary >> wherever you think it needs to go. It's fine. >> We have a It'll probably be just so you know, um we'll probably include it >> in the application process. >> Yeah, it'll probably be a little its own little section and we'll include it like right under these photos here. >> Okay. Okay. So, do I have a >> a motion that we add the salary range on the application? Okay. Second. >> I second. >> All right. Any more discussion?
042All right. Kirsty. >> Hi. >> And Michael. >> Hi. >> And JD. >> Hi. >> I'm I think that's all I I'm trying to think about everything. Anybody else have anything or that they can think of? >> I make a motion to adjurnn. >> Okay. Second. >> Any other discussion? >> Kirsty. >> Oh, very good. I >> Okay. Michael. >> Hi. >> Jamie. And I >> is this meeting was this meeting uh taped or video? Okay. So that I could have >> everything else. >> Yeah, I figured it was but I just double checked so that I could have Freddy would have >> you just texted me and see if we were still going. I was like no more. >> Yeah. Okay. >> And then I turned >> that was really good of you say
043now you can text him back and say done. So anyway um yeah then I'll just recommend that he take a look. >> I can film too. >> Yeah. So that'll work. It won't take too long. >> That's our new board member. >> Yeah. When he gets on the board, I'm happy to meet with him too and just >> help guide him through >> Yeah. >> the starting process of this since >> Yeah, that's kind of what I wanted to tonight so he could kind of see. But >> I think I think he'll do fine. Thank you.