001Good evening everyone. Welcome to our JPS special board meeting. It is 6 o'clock. At this time, we will do the pledge of allegiance. Michelle, would you do a roll call for us, please? Thank you. Uh, Mrs. Simonetti here, Miss Actton here, Mr. Ready here. Miss Sharp here, Mr. Dobies, and Miss Hunt here. Thank you, Michelle. At this time, can we have an approval of the agenda? Motion, please. I move to approve the agenda. Support. Thank you, Trusty Cheryl. Trustee Actton approval of the agenda. At this time, I would like to. Can we have a vote? Any discussion for the agenda? Hearing none. All in favor? I. Any opposed? Hearing none, the agenda has been approved. Agenda item number five. This evening we have with us Mark Palmer from MASB who has come to facilitate our
002work session and um focus on the search, the superintendent search. and Mark, thank you for being here with us. We look forward to your expertise and giving us the information that we need to make an informed decision. At this time, I'm going to turn it over to you to provide your presentation. Uh, thank you, President Hunt. Um, and, uh, good evening and thank you for having me back out. I recognize some of you. If you may recall, I did the superintendent evaluation training last uh probably August, kind of August, September, they kind of run together, but it was last early la late last summer, early fall, something like that. So, um, just a little bit about me to give you a little bit of history. And for those that, um, hadn't seen me before, um,
003I was spent 35 years in education as a teacher, a coach, an administrator at the high school level and then eventually a superintendent. And I retired a couple years ago. And um, now I retired on June 30th. In July one, I started as a board member for Clinton County RHA. I guess I just couldn't get away to get away from it. And I've also been working for MASB um doing things such as running workshops and doing um superintendent searches. So, which is why the reason I am here this evening and I think you probably already know this from the last meeting with with Debbie Stair was here. Um MASB obviously has been around for a long time. Um doing searches for over 30 years I believe it is placed over 700 superintendents in the state
004of Michigan. So uh we've been doing it for a long time and and uh have pretty good really good uh success rate in in placing superintendent. So I've been uh working with President Hut Hunt to kind of set up a preliminary timeline. Um and and so we have that. That's the first thing we want to take a look at this evening. And as we go through, if you have any questions, please feel free to interrupt me and ask because I I want to make certain we cover all that. So, um you should have a hard copy. It looks uh says draft across it. Um it should say superintendent search timeline. Um, so as I go through the the timeline a little bit, I'm going to go over some of the presentation that we normally do
005when this with during this one as far as what's my role, what's what's the board's role, that sort of thing. It's a little bit different because we're focusing on an internal search right now. Um, and we'll talk about some of the things that we do for all of our searches. Uh, so that uh we're so we have uh everything in line with that and and you'll you'll understand as we go through it. So, first um just to review the search process. Uh you know, I'm here to facilitate and I want to make sure everyone understands that uh I will help guide you. I will develop the timeline, develop the preliminary posting. Um, I recruit candidates if we were going through. I'm still recruiting candidates even though it's internal. Recruit the candidates. Um, I will vet
006out candidates and um, also we'll have stakeholder meetings in which I meet with them. We've we've already started a survey. We'll talk about that very shortly of the community, the staff, um, for anyone to be able to take. And so that's just some of what I do during this process. And then I will help facilitate the interview when it when we get to that stage. Um, I'll along with you, we'll develop questions that we'll have for that evening or whenever whatever date we decide to do it, evening, afternoon, however we decide on that. So, and I want you to know that everything we do will be an open session. Um, it's important for the public, it's important for you and the public to know and have the confidence in it that you're doing your due
007diligence. Um, that we do everything according to the open meetings act. So, we will do all deliberations, um, all the vetting of the c or the choosing of who's going to be interviewed. Everything will be in open session. And when you decide on the interviews will be open. We'll talk about that a little bit more when we get down to that section. The interviews will be open. The um the public will be will have an opportunity to even ask questions during that interview. So um we'll we'll uh again we'll talk about that in a little bit. So what I have here is the timeline and obviously we're on April 2nd already. This is somewhat uh shortened shortened timeline compared to if we were doing a full-blown uh search process. Um usually it takes 10 to
00812 or I'm sorry 12 13 weeks to do a full process. Um, I think you're wise to start with the internal and because we always advise if you have viable candidates um that are are uh can can be a good superintendent for your school district. You really should look at those people first. Um there's a couple things there. one, it keeps you, it keeps you from kind of having a reset period. If you have someone that's been here and you feel like the district's going in the right direction, you have someone that can um keep it going and knows the system, you hit hits the ground running, so to speak. Um also if you have internal candidates and you do it internal at the same time as an external search um quite often I would
009get a call from people and they want to know is there any internals because if there's internals certain very good candidates may say you know I'm not I'm not going to risk it because I'm already in a district and I don't want to risk that it looks like I'm looking or something along those lines. Um, so, um, I think it's wise to go through the internal and, uh, if you if you're you like what you have when you're done with that process, um, great. If not, we're all set up to continue to the external if if need be. So, um, as you can see here, April 2nd, again, the second part of what I do to really get this going, and we've already started this process, um, is the stakeholder input, uh, meetings. And so,
010um, with MASB, we do an anonymous survey and that was sent out, uh, last week, and it's open through, uh, April 11th. And that should have gone to the community. It's on the I know it's on the website. It's a little popup that comes up which is great. And um that ask about 10 questions and really kind of what the community and staff is looking for in the next superintendent. That gives you a good idea of of of what their feelings are. Um so we do that. In addition to that, we I'll have face-to-face meetings. Um, and we've already set that up, a schedule, and that's been sent out. Um, I have a schedule. I believe it's for April 7th and April 9th in which I come in and I spend about 45 minutes with
011different groups. Um, we have uh groups of the admin team. I know we have a time for secondary staff and elementary staff. We they're all open to anybody, but it's uh as far as staff the staff meetings, it's just trying to stagger uh to make sure we hit when you have different times. You usually want to have them right after school's out or shortly thereafter. So, we've we have those set up for next week. Um we meet with the central office support staff. We'll meet with union leadership and then we have two times set up to meet with the community and anyone that wants to come in. community and or staff can come into those uh community meetings if it works in their schedule. And we actually have three of those set up. Thank you
012for for reminding me of that. Um they're about usually about 45 minutes. I'll stay as long as we need to and but u I ask about four questions. What are the strengths of the district? What are some challenges that we may you may be seeing moving forward? um what are experiences that um you are looking for that your next superintendent may have had um in his or her career? And finally, we'll ask what what type of characteristics does a the next superintendent of Jackson Public Schools need to have to be successful? And um so those are basically what I ask in the the open sessions. Um the the the survey is completely anonymous. Some people feel much more comfortable doing it that way. um others like to come and talk and so I record what
013they have and what I will do is um on the 15th uh yes it's the 15th I'll come with the some graphs and things about the survey results bring those to you and I'll get to give you a summary of common themes that I heard when I talked with the staff and community um that will happen on the 15th and from there. I also come that night uh with um some selection criteria. So out of the results we we usually can there are common themes that come up and I'll put together you know it's it's different categories of what you may be looking for the next superintendent and that's also a time you can add to that whatever you need to do. Um so you have it it's basically summarized gives you an opportunity to
014know what everyone else is thinking and then that's also um what we would put out if we were doing externally um we would put that out to everyone so they could see this is what um the Jackson Public Schools board is looking for. So um again those are set up for next week. Uh we do ask as far as the community and the the stakeholder meetings that I respectfully ask that board members um do not come to those meetings. Um we want them to be focused on that. We want people to focus on what their next superintendent will look like, not come in to just talk about the board or talk about other issues to board members. Okay, this is about the superintendent search. So, we we appreciate that. If you I understand why you
015may want to, but uh we ask that you please do not. Um so, again, that uh closes on the 11th. We have uh April or I'm sorry, yeah, April 15th. I'll be here with those things. I will also um develop some interview questions and we'll want to we want to set those up that evening um when we come here. So, I could I will have some suggestions. And I think what we could also do is if you have some if you know of some in the next couple weeks here that you would like to ask the next superintendent, if you could get those questions to um President Hunt would be outstanding. And then I can kind of see how those are going to fit with questions I already have. I'll bring a draft and if
016we just come in here with a blank slate, we could be here for hours and we want to come here kind of having an idea. So that will happen on uh April 15th. um is once we approve the the preliminary once you uh agree to the prelim preliminary posting tonight um I'll have it I'll have it sent to uh um Miss Oxley here and she will get it through the internal postings how it's done here at Jackson Public Schools and that'll go out tomorrow and they'll have until any interested applicants will have until the 22nd to apply. So, we'll talk about that here shortly. Um, now here's where we get it's kind of a tight timeline and it gets a little tricky here. So, it closes on the 22nd and for internals. Um, I will
017send you electronically the uh all the materials, the candidate materials on the 20 by the 23rd. Okay. It's possible I get them to the 22nd, but I'm conducting interviews that evening for another school district. So, it's likely it won't be until the next morning that I can get that to you. Um, so that's a quick turnaround. And the reason that it's a quick turnaround is as we talked it through, we wanted to to get the internal interviews done um by the end of April here. And so if by chance you get multiple um candidates from I mean Jackson public schools is it's a big system so you you could get a lot of candidates um and you may only get one who who knows but either way um we need to look at having you
018meet to select who's going to be interviewed. Um because uh if if uh this is not a position where you want to give courtesy interviews, it's uh you're looking for someone that can run a large district. Um, and uh, there you have to be a, you know, I've been in districts where there'll be an administrator that's applied and the board all knows them and and they don't really think that person's ready, but they feel like, well, we deserve it. He des he or she deserves an interview and and it it generally doesn't serve a great purpose for the interviewer or the the board or the interviewee. It's just uh um so I would encourage you to keep that in mind um should we need to do that. So um that's a quick turnaround but I
019think that would be more than enough time to look at the materials. And I do want to stress that between now and April 22nd on the posting when we get to it, I'm going to ask that any potential candidates that have questions that they contact me. They shouldn't be contacting you. Um, so at this time they should contact me and it'll be written in the posting. And I think it's wise for you as well. if you have someone that you would like to see apply, let me know and I can talk to them. Um I can reach out to that that person. So um it's best um to keep separated as much as possible um as we're going through the process. So we select them and this is where I'm going to need your inter
020input. Um I'm available. So, we have the interview set for April 28th or 29th. [Music] Um, I anticipate we would only need one evening and they're about 75 minutes long um for an interview. So, I would like to know if the board has a preference of which day will work. Um, can't do the 30th. I'm doing some final interviews on that day. And then I believe that many of you will be going uh that the end of the week up to Mino Island to a conference. So that and I'm always ex um very strict instructions. Do not conduct things in district on on days when the MASB is having a a a conference or a workshop. So do you do we have a preference on what we want to do with those dates? Trusty Simonetti.
021I'm available either. You're available either day. I'm available either day, too. I need to check my schedule real quick. I'm available as well. Mark with the um say 75 minutes. Mhm. What time would you I'm thinking if we have multiple candidates 75 minutes per candidate. What's the earliest we you would like to begin those interviews given multiple candidates will be interviewed? I would say usually five o'clock at the earliest. Okay. Um, you know, when they're 75, we try to do two. Um, because it can get long, but we could do three if if we needed to. Um, but if we had three, I'd want to move it up maybe a little bit earlier, but I'd propose we do five o'clock on the 28th and see if we can get them all done on the Monday
022and then save Tuesday as a backup maybe. Yeah, that sounds good. Yes. Yes, I'm available both days. So, five seems good. Yep. Okay. 100%. Okay. So, we'll plan for April 28th at at 5:00. Most of the time, um, boards decide that day, um, if they're going to hire one of the candidates or not or want to extend going to enter into contract negotiations. And so I have that date as a possible date to choose, but we always have a backup date of just in case. Some boards want a little more time or want something else checked out. This is I would venture to say you'll probably know all your candidates. So you may not, you know, I don't think there'll be a whole lot more to check out, but um so we always put an
023alternate date. Usually it's like the next time the board meets, which for you isn't until May 20th on that one. And and I guess my only hesitation would be uh as far as waiting that long is what if um you decide you don't want any of the candidates, you really want to get a a internal search going as soon as possible. Um I think then we would probably decide that night that okay you know if if we're either ready to make a decision not ready or ready if and if we're ready to make a decision if it's one of those candidates or if it's none of those candidates then you know moving forward with an external search but I mean we could also set the date for a subsequent meeting that night before we adjourn.
024Yeah. Okay. We'll just leave it at TBD then. Yes, we'll leave it open. Okay. And July 1 is a start date. So, okay. That's correct. We do have a special meeting on May 6th for our bond um presentation that I don't know if that could be a tenative addition to that agenda. if we needed just FYI. So there'll be there will be some opportunities but we'll just leave it open and just uh Perfect. Thank you. Okay. Any questions on the timeline? That sort of thing. Mark on the 24th. Mhm. 6 o'clock. Six o'clock would be fine. Six o'clock. Okay. Does that work for everyone on the board? the 24th for the boards to select the candidates to interview. We have to set a time. That's another inerson meeting. Um April is that is that a
025public meeting then on the 24th to select the candidates to interview? Yes. And it may not be needed but yes. Is it possible if we have three or under candidates that we proceed with those candidates? Yes, we can because we have if we start at five, we have three slots, you know, and if we'll know if we have by the 22nd, if we have more than three, then we will need to meet to narrow it down, right? you know, and if not, then we have at least three hours to interview those three. I would be comfortable with that. So, hearing what Derek Trustee Dobies just said, we'll leave April 24th open based on us getting the candidate information the day before. Okay. Yes. Right. and I'll be in contact with you, Mark, and let you
026know if anything changes. Okay. So, the April 24th meeting is to select the candidates to interview, correct? Well, so we're going to get all of the candidates. Mark will get them all by 4:00 on the 22nd. Okay. And let uh President Hunt know if there's more than three. And if there's not, if there's three or less, then we'll just proceed to the 28th, okay, with interviewing those three. And if there's more, then we'll meet on the 24th and Okay. discuss, I guess. But we'll still get the candidate materials on the 23rd. Yes. Either way. Okay. And probably it would be best if I sent the materials to you, Michelle, and then you just get them to the board. However you normally distribute. Okay. That way I can. So just to clarify, the 24th if needed
027is for us to narrow the field. Correct? There's no interviews? No. Okay. No. And we will even ask on that night. What I'll do is I will probably randomly number all the candidates if if we have several. I don't anticipate, but you never know. Um and when we're talking about them in open session, um you'll refer to them by the number. And so basically you'll come in and hopefully you'll have your your top two or whatever it is that you decide you want to how you want to do it. So but discuss them in and and because we keep it confidential for the candidates until they accept an interview. So, it's a little little trickier when you're internal because sometimes people know what you're talking about already, but um it's still the there may be
028someone out there that just doesn't want to know if they had their name in there and who knows, you never know. I might apply just to see what you guys say about me as like candidate three is just awful. I would not like to. Yeah. Uh, Madam President, I have a question. Yes. Um, for the interviews on the 28th and and I've done this at the city a couple of times. Okay. The um is it just by the order is by lot and then uh because they're all open meet. We would interview these candidates in an open meeting. uh the other candidates we could maybe ask not to be present uh out of fairness, but they would still be able to I guess sit and listen in on the questions and the responses from the
029other candidates. Technically, I guess they could. Usually what we do is is um we I send out like a um scheduler and they all receive at the same time and whoever gets there first picks their slot and then we'll have a holding room when they come in. uh work with uh work with uh Michelle probably to have someone that okay just put the next interviewee um next person in in a secluded room someplace. Yeah. So soundproof room. Yeah. Yeah. I think that sounds feasible for us to have a holding room. And you know, usually I mean I've not I've never had anyone say, "Well, I want to sit in on an interview before my interview, but you know, never had that happen. I suppose it could. I know going through the process myself, they there's
030no way they were going to let me. So I I'm certain of that." So, okay. Are we all good on the timeline and that part there? Yes, we are. Let's take a look at the internal posting that uh you see here. And I can fix the dates down here now on the bottom. And we should be good there. But this is basically what I'm putting out. And again, it's what I'm going to be asking for. And I have it all emailed to me. um is a letter of interest, the resume, uh their certifications, and three letters of recommendation. Um that's what it boils down to. And then it gives the date there. We don't accept hard copies. Um and again, I ask them to con not to contact board members directly um regarding applying for
031the position. I understand that there could be in your in your work there may be a reason that someone applies but they're doing their regular work here and they need to talk to you. It's not about the position. It's about whatever their current job is. So that's this is what I will uh put out um tomorrow. That's pretty any questions from the board on the internal posting? Okay. Thank you, Mark. You're welcome. And finally, you should have a graph here. And what this is is we try to do a comparison for each district um in regards to superintendent salaries and compensation. um in districts in the same area, roughly the same size. Um the information usually comes from two different places. One, the Meno Center, um who regularly will ask for superintendent contracts. It's kind
032of hit or miss whether they do or not. And if you notice on here, it may have been a while since they've asked for Jackson Public Schools because the latest one they have evidently is 2019. So, um, it comes from that end somewhat from the transparency page. So, I have, uh, I I choose the districts and then I send it into the office and I don't know if they have a program that does it or or there's someone else that puts this together for me. So I think what you really want to look at um in this is probably the uh salary annuity travel and and other so those are the ones that are really you have control over. Um, and I should I don't think I mentioned this earlier, but I do want to
033mention that at this time you should, if you haven't already, uh, contact your attorney, um, or have President Hunt or someone designated from the board to kind of look over your contract and say, "This is what you should have in a superintendent contract um, at this and in 2025." So, um I don't know if your trun is your attorney or not or but that would probably be a good idea. We have a local Yeah. So, I wanted us to have this discussion. I'll be in contact with our attorney. Okay. It's always you know there's things like with the new law with for example the evaluation law we all you all have to make sure that you have the the uh on the evaluation part there's an appeal process in there should they want it. So,
034that sort of thing. just make sure you're all legal on that. So anyway, um as you can see, I was it was very interesting to me because in Jackson County, because I usually like can go to the county and get like schools as far as sizewise and as you're well aware of in Jackson County, um Jackson Public Schools is probably uh the by far the largest district. So, it's hard to compare um student populationwise um districts in in uh Jackson County, although I did I do have Northwest and Western on here. And although, you know, you're at 4,800 students here and they're quite a bit smaller, it still gives you an idea of where their where their salaries are right now. And if you look over to the right, you can see that that's from
035the 22year for Western and 23 from Northwest community there. Um, then I tried to look at I need to I thought I need to get some somewhat, you know, within 40 miles, I'll say, of of uh try to find a school district that are same size. And so I kind of went down the I94 corridor. If you go west or I'm sorry, east, you you run into, you know, you start getting into schools, they get towards Ann Arbor, they get large in a hurry and they're quite a bit larger. So that didn't really fit. And uh so that's why I did go uh west and you know um the closest size-wise is really Battle Creek. And so I wanted to thought that would be a good kind of barometer you could use on that. And
036um Okamus is here because mostly it's you know just north of here and it was the closest one that was in as far as student population. Um I think uh I do want to point out it was very well publicized that uh the superintendent there I believe was last year a year ago had a very hefty raise and that's why I'm going to be honest is his his salary is almost an outlier but we're seeing a lot of salaries going way up for superintendent or moving up. There's no question that um especially if you're bringing in someone from the outside, your next superintendent is going to have a higher salary or higher compensation package than the current one that you have. That's just the reality of it. Um maybe less so if you have an
037internal person that hasn't been a superintendent, but that's not always necessarily the case. I just I think that's it's it's u the reality of where where we're at and and what happens when especially when you're looking at someone that they're in charge of um you know 72 million budget and and uh a large school district 4,800 students um you can expect uh that it's going to be probably I I know it's going to be higher than than what it's I have written on this paper right here because this is six years old. So, um I apologize for that, but I didn't uh I'm not certain. Like I said, I don't put that together. I give them the numbers and they send it to me and I noticed that earlier. So, so I give this to
038you um so you can start so you have an idea when you're setting your contract up for your next superintendent, whoever it is. Um, if it turns out that we end up with a you end up going externally when it's all said and done, then when we do the posting, we will put on there a salary range. And that's usually what we use this for. But right now, I just wanted to uh have this ready for you so you'd have something to look at. And if there are other districts you'd want me to find out for you, you can actually go on to uh um their their transparency page and get this information. It's all public information. And the reason uh really your pension that is mandatory by the state and set by whatever the
039salary salary is insurance that can be all over the board because it's normally you know if you sometimes your next superintendent may not take your insurance because their spouse has insurance or they may not have a family or that sort of thing. So that's kind of but that's a set whatever your district is using for insurance that's usually a set price. Um annuities can vary and uh the travel and other section can vary. So like if I'm looking at um the northwest one there and you see the other is it 78,000. Well, I believe that superintendent's been there a long time and he has uh longevity, for example, is written in there and that that doesn't go with salary. It comes in as an other. Um some districts will they have other responsibilities. Maybe they're
040doing the business responsibilities. Usually not in districts this this size, but smaller ones, they'll doing other responsibilities and so they have a superintendent salary and then another other salary. Um, in some some districts in the other the travel quite honestly is just wrapped into their their other it may not be spelled out in their their uh um contract this quite the same way as travel. Like I know with Western for example um it says in that person's contract that this is a car allowance and that's why that shows up. Um, so that's really anformational piece to help you when you go to that to do the salary part of it. Um, and there's other pieces that I'm sure it'll come into play when you when you do do get to that point. So, any questions
041on that that I can help with? I have one question. When you say look at the transparency page, you're talking each individual school district where we could find salaries. Yes. when you you they every school district is required to um report uh any any salaries in the district that are over $100,000 and there there so you go on they will have the little popup that will it'll say transparency I believe and then you click on that and it gives you all kinds of information that you can pick up. So, we would work with our attorney to figure out the correct salary and then how how's that process work with the board? Like what does that look like? Well, how do we determine that? The you you as a board would ultimately have to approve the
042whatever contract. So, um, you know, your attorney really is going to be there to help you make sure all the legal language is there. May may or may not help you with the salary part. Um, that's really the ultimately the board decides that. Um and you you will approve um whatever whatever salary you come up with in the package when you negotiate with the next superintendent. So ultimately you'd have to approve it. Does it usually start with a um like our superintendent his salary now is that would that be a starting point? That that could be could be. Um, if you're usually we say you may you may offer that to your next superintendent and they may want to negotiate that. Um, is that usual? Yes. Okay. Yes, that's what I wanted to know. Yeah.
043Yeah. It's not like other Yeah. Yeah. Okay. Thank you, Trusty Dobies. Um, I would love to see Lake View Public Schools on here. Um they have about 4,000 Lake View. Yeah, they're in Calhoun County. Um they have like 4,000 uh enrollment. Um just uh just as a comparison. Uh, I also think um it it's hard for me to get past citations from the Meno Center that has uh uh spent a good amount of uh time and resources in attacking our public education system uh teachers and the like. But um I can understand the uh utility of being able to pull some information easily uh from them. It still irks me. Um I also think it would be good because presumably this is like a public document. Um I I can gather that since it is
044an internal process that those that are applying can probably if they are looking to be the next superintendent can probably uh figure out what our current superintendent makes now uh with a salary with other compensation annuity so on and so forth. But I think um it would be good to just update this anyways because this makes us look not very competitive for um as we go forward in the superintendent evaluation process. So well and and they put that on there. Like I said, this is 2019 and when I I did go on to the Menoff Center and I I do agree with you those who shall be unnamed. Yeah. Um and it and oddly enough, they used to be really persistent at the Menaw Center about asking for superintendent contracts, but since it's the transparency
045pages came out, it's a requirement. We're seeing less of them. It's kind of hit and miss. It's optional. Yeah. It's got it's more of, you know, we used to get them almost yearly. They wanted an update and then um I'd go through towards the end of my tenure as a superintendent. They I didn't we didn't hear anything from them. So, you know, yeah. So I mean you do have your sal the salary the total salary the Medicare wages um are reported and it's uh 220 2023 which is where you're you're you should be on your your uh transparency page. Um so it's just some are broken down more than others. So, I don't know what this 223 223,000 what that includes um as far as getting um as far as uh Medicare wages. So, yeah,
046and you can like I said, you can you can easily get that from your own district and any candidate can get it. So, but just to be clear, we are looking at the three categories of salary, annuity, and travel when it comes to what we as a board can control. Crocs or what should be usually that's usually what when you're looking at the compensation package, you take salaries, salary annuity, um any travel and any other thing there. But salary and annuity, you know, with boards, it's usually that's sometimes a negotiation. But some some some superintendents want more in annuity and less in salary. Depends on where they're at in life and and uh yeah, it could very well could be. if they don't need the insurance um then yeah they they might want um cash
047in lie of or something like that. Yeah. Yes. That's quite common. So this is just to give you a starting point and and go from there. Give you an idea. I did have a question actually about the posting that I forgot. Um, is there a job description and qualifications that go out along with the posting? This is This is the posting that would go out right here. So, there's not also an attachment that shows qualifications or no, that's um it's basically they have to be have an educational background. Um they usually have they have to be c certified although you can apply when you're not administratively certified and there's a process to go through to become certified. Um I would say almost all of our candidates are already certified a good portion and sometimes if
048they're out of state they're not they just need to go through a process they because they are in a different state but you know Any other questions from the board? I don't have any more. Okay. Well, thank you. I uh I'm looking forward to working with you on uh moving this along and and we'll be I'll be back in a couple I'll be here next week. looking forward to spending a couple days and um um then come back to with you on April 15th. Thank you, Mark. I'll be in touch. Thank you. Thank you. So, I apologize. I do have another question because I thought there was another step here, but do we have to are we voting on this proposal like to pay them to hire them? Is that already done? That we did
049that last month. Okay. Yes. So last month we voted to give the board guidance to move forward with u working with MASB. Okay. And can I ask one question? I don't know how familiar you are with this proposal, but um I'm my question is just about any additional costs beyond this. It's a little vague to me like what might be added. I'm trying to find it in here. Um, yeah, it seemed like there might be some add-ons. So, for an internal search, would you expect that we would have any additional costs? I guess is my question. I wouldn't expect that. Um, the when we talk about add-ons, and I don't have it in front of me, but one in front of me, but there's a couple different things. one if it could be if you
050were doing an external and you wanted in certain publications. I mean it goes out to it would go out to the um the national association of superintendent and and like 12 different states with our rebel assist something like that. So it does go out nationwide, but some like to put it in different other publications, but no, just currently with our current situation of an internal search period. No, the only thing that could come up is if you chose to do um it's called disk and I can't I don't know what that stands for. Um we have two different if you wanted to do like a personality personality inventory. if you wanted to there's one on per and there's one on how basically they make a decision I believe it make decisions um those are an
051extra cost and I'm and I think the costs are probably in there but I'm not 100% yeah those are other than that I don't anticipate you know it's less something went arry and I've got to make 14 extra trips down here or something like that but Um it's uh yeah just for clarification. So the the contract has been signed with with MASV. Okay. Just wanted to thank you Mark. You are welcome. Thank you. and feel free to contact me at any time if you I have your well it's on the posting there the email or uh you can call me so appreciate it. Thanks. Thank you. Thank you. Thank you. At this time we will move to item agenda item number six. Any citizens requesting to address the board after the presentation? All right, moving
052forward. We will move to ask for a motion to adjourn item number seven. I move to adjourn this meeting. Thank you. Trusty actton. I support trustee ready. Thank you for your support. At this time, our special meeting has been adjourned. Thank you.