001e e e it is 4:31 so I'm going to call this meeting to order we know that uh we have two board members uh on Route and should be here within a couple minutes so we'll vamp a little bit um but first our business I'd appreciate if everybody would please rise and join me in the Pledge of Allegiance I pledge aliance to the flag of the United States of America and to the Republic of IT stand One Nation indivisible jice thank you may I have roll call please Mrs Christensen Mr panta here Mrs Greenberg here Dr Lim miss wanie here okay and we may have both of our board members about yep here we go we just did roll call that's all you pledge and roll call is all you've missed so no it's cool
002it's fine um so uh next on the agenda we have items for discussion uh or really item for discussion of superintendent search process and timeline and I will turn it over to Dr Ogle thank you madam president members of the board thank you for having me here today and uh to continue our adventure towards finding you the next District leader and I have to tell you um I am really excited for you um and I'm excited because most most boards don't get the opportunity to do what you will do over the next couple of months and um it's truly an honor for me and how much I respect the uh importance of of you getting from here to there over the next couple months because you really will leave a legacy behind and the district
003is set up for success and my anticipation is that this will be a very competitive search because this is a wonderful place to be a school leader and so uh congratulations to you guys for creating a culture that will be attractive to candidates so I'm excited to be your facilitator and to move this along and um let's let's get to work so that all being said I've given you some documents that my goal is that um we can have discussion and take board input and come to consensus around uh the text for a posting um that will be then distributed through our national network and our Arizona folks so at your place you have this particular document I just want to refresh members of the board on the six phases of the superintendent search that
004we like to categorize our actions in and our goal is before we leave today to complete phase one and phase one obviously uh uh culminates if the board uh elects to adopt the posting language that we'll talk about here tonight and the community survey so the posting that I have given you is a a draft of text only and so if the board is interested in seeing you know the the kinds of creativity and Graphics um that can be utilized we intend on doing that uh but that isn't really something we should should you know take to the board for approval but Mr drogy has promised me to provide jpeg pictures to enhance the the visual attractiveness and the sales part of this posting um and frankly having been a candidate for several superintendencies in
005my life and having worked these searches over the last decade um I can tell you that most candidates will find the advertisement they'll click on the timeline they'll click on the links for programming they'll click on the advertised salary range and then they will go to work you know on your website and so you know my particular style is to make the advertisement a nice little sales brochure about the district with the appropriate links and to make it clean and easy to easy for a candidate to navigate so that's kind of where I'm heading that's that's my recommendation to you so that all being said let's take a look at the profile and have discussion about the kinds of things that the board would like to have input on so that's your place you have
006this particular document okay so let's kind of start there and you'll see that the first page is uh a description of the district kind of a f mile up looking down view uh for someone not familiar with Paradise Valley Unified so and I know board members haven't had much time to look at this so we can take our time um but uh I think it gives a nice concise overview uh to a potential candidate and welcome thoughts and comments I had a thought Mr panta no this is all great um is it good or bad to maybe put some ideas about how we've been um put out in the media with so many of our schools are naturally recognized or our ratings in the state or anything like that would that be important to put
007in this or not just a question oh it absolutely I mean if we can if you look on page two we do have a link to your website that identifies award-winning programs uh um I don't have my computer let me grab it and make sure we kind of all have the same good talk Mr panta and yes you want to accentuate the positive elements that will be attractive to candidates of course so other thoughts comments if you you want to take before we go further does does each board member have access to the internet go to um just so I can show you so you can imagine um take a minute and go to AZ SAA a csa.org this is the homepage for the Arizona School administrators let me know when you're there and I'll
008guide you to okay if you look on the on the blue bar across the top Center there there's a career center tab see that if you press on that you'll see that right now um we have a link there and if you go to click here to the career page and then you'll see excuse me Dr Alo we neither one of us see that blue tenter yeah okay if you press on the menu you'll see career center go down if you okay so you have to click on the hamburger tab before we you'll see we highlighted the coming oral page has already attracted you featers and point point of inquiry um president case um I just have a process question I'm sorry to inter you Mrs Christensen yes I just I'm a little bit confused
009because I have a ton of questions but are we going Page by page because now we're on a different website so and I apologize there was an accident and I was in came in a few minutes I so we right now just discussing this website and not on any of actually I think I diverted right it was my it was my diversion okay but yes I I follow I I intend to go through the document page by page Miss Christenson but I perfect I had a diversion in my brain to show you what these Graphics can look like which I kind of talked about in the beginning so if you look at Glend o Union you'll see it's very clean and austere and if you click on Yuma Elementary District you will see 11 pages
010with lots of pictures of Yuma Elementary students and graphs and charts and things like that now you know we're we develop both of those with different boards obviously very different you know beliefs my opinion is the union document is too too much information a candidate doesn't need that because of the web pages and the Google searches everybody can do and my opinion is the Glendale Union posting is a bit austere you know so I imagine that will end up somewhere in between those but that's just to give you a flavor of what this might look like once we go live okay other thoughts and questions okay now back to the document all right page one we' kind of all settled that that's can stand as is so Dr ogul I'd like to add I I
011think after you showed us the Glendale one I would agree with Mr Penta that we need a little bit bit more on that front one maybe some bullet points pulled out like on the Glendale one that highlights the schools we have and the programs we have in a very specific way similar to what Glendale has done kind of at that first block if you look at it online which you took us there so you have to work with us now absolutely that's why we do this um but it's got that initial page again it's highlighting that US News and World reports and I know some of our schools have been included not in that but in other areas um as highly ranked schools so being able to pull that out in bullet points nice and
012clear and to be able to put in those places where we have really high recognition right in this text would be ideal because this reads a little generic um and PV is not a generic District it's not no this is a special place we could integrate some of those unique things about our district um that set us apart from uh something like Lendale Union who's also on a search that would be ideal and bullet points I think would help with pulling that out which we see here so other B board members I believe probably have the similar kind of reaction right okay all right good good thoughts okay so we'll work on that page two then has the links to your strategic plan uh a link to highlighting programs these take the candidates back to
013your web page um and then some student centered District initiatives that I think you're really proud of some enrollment dat data some ethnicity data any thoughts or comments about this this may not be formatted quite like this but for paper it is yeah Miss Christenson so on our strategic plan I know that this current governing board has not had a chance to review those um I know that there is a whole section on diversity equity and inclusion which there is a um you know executive order out on that where districts can lose Federal funding in the next 120 days so it's it's an aside I just want to mention it um so I don't you know it's not the right place to discuss that but I did note that that is in there so it's
014just a and actually you bring up a really good point because if we can get your approval tonight on the concept on the text of the documents without the exact wording then I can edit it real live live once it goes you know live so should there be a change in regulations or you know factors that control some of these links and all then we can edit it in real time so the posting um well we're talking about the link section is there any way to add um again you have glendel Union here to add some sort of sentence that comes either from that strategic plan so sentence on our award-winning programs and uh Student Center District initiatives a sentence that introduces them to the section versus just a direct link out to the web
015page just to tie it in a little bit more absolutely I'm taking some notes as we go here um adding an introductory sentence okay that's a good thought thank you yeah we do have some amazing award-winning programs so yes we definitely want to highlight that I would like to be fully transparent when bringing in a superintendent and just I didn't see anywhere and mentioned about some of our challenges about declining enrollment and recently closing three schools so that we are just upfront that we are looking for a strategic leader um so I know we want to put our best foot forward but we also want to be truthful and um I don't know if we can um mention that somewhere no very perceptive thank you and hold that thought we're going to come back to
016that when we look at the qualifications that the board is looking for other thoughts yes there we go yeah um so it's not super text heavy right and kind of stands out easy easy for applicants to read and and review I think I I I think I'd love to see a breakdown number of elementary schools number of of middle schools number of high schools I do see like um student enrollment by school level but just to kind of give the you know like it's a large district and a diverse District covers a lot of ground um I think that that's a really important thing for whoever this new leader is like to really really really understand and appreciate that I believe you have 206 schools does that sound right more yeah way have more than
017that but that could easily be put in where we have enrollment yeah I think just addition high school students x in x number high school you know however we can I think that I may I may have our graphic arts team like maybe do the logo of each of the we could do all the schools I me there's a lot of schools or or even I don't know or even just uh and like you guys are the experts but I mean maybe even just a visual showing like a Google map to see so you can sort of see right them sprinkled throughout the valley um like at a glance even that's not a bad idea either because you could link to a map that identifies I think you have one of them I think we
018do on your website I believe I looked at it right yeah we do okay link to District map with that's a great idea I mean the copy on the the first page does talk about an impressive range of so I guess this would be then the place to let's start putting numbers perhaps in in terms of what are impressive ranges in terms of numbers okay but yeah we can beef beef that section up so to speak so okay great thoughts others before we move on yes yeah I I concur with Miss F's U comments and I just I want to shout out to our marketing department we have some really aesthetically pleasing um items on our site this reads kind of a little bit um not as pleasing to the eye and so I don't
019know if we can look perhaps your marketing team can look at some of the things that are on our website because I feel like our website is very clear and and easy on the eyes whereas this is just a little bit oh no so maybe you were just coming in at the beginning but um Miss Christenson so this all I'm asking you to approve tonight is the content of the text and then our graphic arts folks uh will then work with Mr drogie to bring in digital images that are appropriate for the document and that's why I wanted to show you the Yuma Elementary posting that was just completed um and like I said I think it Overkill with 11 pages but nonetheless that's the type of graphical presentation that we'll end up with okay
020great all right let's go to page three and here is where your uh technical expertise will be particularly important so as you think about the phases of the superintendent search the Six phase document so where we are tonight is I'm hoping to seek your approval for phase one and that allows us to do the graphical representation beef up the posting at your direction and then start our advertisement and uh networking with the Professionals in the field phase two then is I'm going to show you on the timeline we're approximately a month whereby it'll be advertised and I can begin to talk to candidates uh who are potentially applicants and that will last approximately uh the month of February and then during that time I will ask your approval later for a community survey that your
021folks can send out to patrons parents Community folks and we'll be collecting all that data to bring to you um at phase three the beginning of phase three I will report the results of the community survey and then we would in executive session screen the candidates and so that screening we will reference back to the position requirements so that we can uh you know address each applicant relative to what you're deciding are the position requirements so that's why that this piece becomes important as we get past phase two into phase three of the search does that all make sense so this is my work this is my uh thinking trying to think like you this is all open to editorial comment from you so don't be shy but this is this is Tim's approach if
022I were independent all right so requirements current certif certification uh certainly being a teacher in a public school system at least five years of experience as a district administrator and a doctoral degree from an accredited University the reason I list accredited is some candidates will have uh online doctorates um and there's nothing wrong with an online doctorate but it is differentiated from an accredited University Doctorate in in the profession okay so let's any questions about the required Miss Christenson yes um last year when we were doing searches we discussed non-traditional searches so if we list one these four bullet items that would exclude a whole group of individuals um and I would rather get more highly quality qualified candidates than less for example in recent years there's been a trend where some school boards are
023hiring superintendents with business backgrounds right and they wouldn't have um the teaching experience and they may have a a doctoral degree so I would but I understand this is a a board decision I I'm just um commenting I I would really like to see us broaden our search um there yeah one of the search firms that we were working with in the past were they were they were calling them non-traditional searches and um I think with the challenges that I mentioned earlier somebody with a strong business background would do really well at leading a a district of this nature also um the very first bullet item that may exclude some we have some amazing principles and even Vice principles especially at the high school level and they may not have a certificate it is not
024required by Arizona statute to have a certificate in order to be a superintendent so um I would like discussion with my colleagues to see what their opinions are on that because I think there's um abely we have some great candidates here in house as well as sure and non educator the second part of the sentence just to be clear does have it that that person will have applied for certification so I mean that mitigates some of that not all of it right but it's not required to hold a certification in order to be a superintendent in the state of Arizona based on Arizona revised Statute and that's my point okay other thoughts well in that regard um it may not be required but I like the best candidates we can the most qualified it's like
025Charter Schools they don't have to take teachers that are certified by the state okay and that's why I think we have a better product here because all our teachers are certified you know we've got that next level of accreditation that gives us more um validity so that's why I like to have that in there yeah go ahead this is L Dr L sorry so I I think teaching experience for working as a superintendent in public schools is absolutely necessary they need to have had that experience and that boots on the ground ex dayto day of being in the classroom to really make those decisions because these decisions made at the district level have the biggest impact on our students and our teachers and if we don't have someone who has that lived experience of being
026in the classroom no matter what age they worked with I I don't think they're going to understand the impact of the work they're doing quite at the same level um and those decisions may become very um disconnected from what's actually happening in the schools and I would hate for them to not have that experience and make choices that negatively impact our students because they don't know what that experience like is being in the classroom so that classroom experience I think is an invaluable aspect for any superintendent or any of our leadership really Dr Lim I do concur with um a lot of what you're saying what I'm suggesting is not necessarily removing bullets to to three and four but putting them into the preferred attribute because we are in fact limiting our potential candidates if
027we s if we have those as required well especially bullet number one I that one I would I would like to see that one fall off but you know again I understand that I am quite often in the minority on this board but it's I am strongly suggesting that we need to broaden our search and have somebody perhaps that has business experience especially with the challenges that our district is facing currently pres president Greenberg could you elaborate if these are requirements we've had in the past for our superintendent searches um I would say for the most part yes um the last time we went on on a search requirements were the candidate must have K12 classroom experience and earned EDD or PhD degree and have or will obtain superintendent credentials and then more information about
028the accreditation processes available um at ad so so the only one in there is the five years of experiences District administrator was not on there right thank you so from my perspective um and I appreciate the comment so far and very much about um the importance of having a leader of a school district who's experienced um right all all sort of different levels within a school district um additionally um we are absolutely I think as a board um wanting to find and be mindful about an individual who's going to be responsible and good stewards right of our taxpayer dollars especially in these times very thin resources that said um from my perspective the the superintendent of a public school um they're they're not in the business of business right public schools are are in the
029business of accepting all kids educating all kids and creating an environment um that you know teachers families and students want to be at so for me like some of the highest priorities um you know are are really are really I think captured in these requirements here and when we and thankfully we also have a Stellar team um in our district um in our accounting and Mrs Baran and like those are you know our our sort of more accounting business minds and that at the end of the day like the superintendent um obviously oversees all of that but within the scope of the duties that they have I think it's incredibly important that that individual have a good rapport with with teachers and staff and there be a trust there um and that they can relate
030to the day-to-day lives um especially as we're having such a you know a tough time not just in Arizona but across the entire country with recruiting teachers and retaining teachers like really an Innovative you know leader in in thinking outside the box and and and and a true educator and a lifelong learner like to me those are the qualities that are going to make our our students um succeed and and give give them the best opportunity possible so while all of I think that the business aspect is incredibly important I I think that that's not to me like the number one like job of the superintendent does anybody else have any so so I do want to revisit I uh the the five years of experience as District administrator and the fact that that wasn't
031on our last search and I I do want to ask is that one we want to have as a requirement or is that one we want to move to referred because that's going to eliminate a lot of applicants um and if we're looking for a more diverse search in this one I worry that that one's going to keep us from getting people who are outside the administrative space for whatever reason they've chose there are many people teachers that choose never to come to the administrative space so and it wasn't on our last one so well it wasn't on our last one it just didn't come up yeah so um you know I think in looking at what we're saying our requirements you know do we we are looking at a district with 40 some schools
032how many other facilities beyond that etc etc um you know Mrs Christensen has talked about the business aspect um you know we've talked about the the need for instructional leadership um you know what is it we're looking for you know this is this is a large District in the state of Arizona there are certainly small districts where you know the superintendent is quite honestly the principal of the school or two schools that may be in the district and the amount of administration that they have to do is far different than the requirements of being the superintendent in PB USD so I think those are the overarching pie we're looking at um in terms of is it limitting sure everything we say is a requirement will limit we will you know give us what it is
033you know the the scope we're looking for um so is it important that we want someone who has some administrative experience in this case we're saying five um and by saying District we're saying in a district setting so um I personally don't think it's a bad idea to have it there but that's that's my thought Mr pant I'm going along with you on the president Greenberg in the sense of if we didn't have five years well how many years would you want somebody run in our district that's never been a district administrator right or may've done one year somewhere uh pretty much most of the candidates are going to be apply for this anyway would probably automatically fit into that category so um I I kind of agree that we should probably keep that in
034there as a requirement for that reason go ahead yes I actually concur with with Dr Lim had we start started this process back in October I think we would be in a different um situation I know at least one school district on in on the east side is already doing interviews and my concern is having such a narrow limitation on some of these bullet items that we we may not get the quality and the number of candidates that we need in order to make a good decision oh just to add flavor to the discussion we want to think of a funnel and you want to start Broad and then during the next two months we move to narrow gradually step by step so there's nothing wrong with having uh looser requirements to attract a number
035a larger number of folks there's nothing wrong with that strategy because ultimately in executive session you'll screen the candidates and if there is someone that doesn't have the kind of characteristics that the five of you desire then you can eliminate them then so this isn't I mean it it feels important right now but it becomes more important later if if you follow me because you think think of a funnel right we want to attract a broad base and then sort it out so you know we could certainly tweak this to be more uh you know to be loose looser so to speak but you know certainly that's you know I'll follow the flavor of the board so to speak and there are alternative candidates in some large Suburban districts around the country uh you know
036with different depending on the characteristics of the district in the person with different levels of success so president Greenberg Dr Lim so I guess my suggestion for this one would be I think from what I'm hearing from you this does in some way bring in that business aspect so having this one here and having them be Administration does bring in business is there any way we can remove the five-year aspect of it so that they're not restricted to having served a certain number of years they still have that administrative experience which is bringing in that business this aspect kind of how you indicated but it it it doesn't kind of constrain us to people who have only been serving in administration for five years well I I suspect five years is probably better but we
037feel like we'd get more applicants if we don't put a number there well I think Dr weren't you suggesting we could just remove the bullet point yeah we can I mean in my opinion is it matters you know I don't get to vote so you know you guys do do but my opinion is it matters to have an experienced person this is not a job for a rookie but 5 years is just a number right so miss Christen yeah um I really liked the analogy you gave because we I feel like we at this point should cast a wide net we are ABS I'm very confident that this board is going to hire the absolute best based on the applicants that we receive and just limitting somebody that may have 4.5 years of experience they
038may be an excellent candidate but if you put that in requirements right off the bat then we're right limiting that individual well what's the flavor of the board if we move it to Preferred I I would say I'd like to keep it as a requirement but to Dr Lim's Point potentially let's remove the years piece of it so we want someone that has experience um and we keep that as a requirement but we don't we can use our discretion um and look at like candidates holistically right and make those determinations okay that makes some sense because I'll just say and again you you're the expert but it seems to me there is some value in excuse me I don't know I was like having some attack there um in in having some of these um
039requirements and have them kind of right up there because I think it says something just in general about the district right like it just it says it says this is this is who we are you know this is a great place to work and and and this is right this is these are the top Echelon candidates you know we want them to have these so I think sort of putting that out there is could potentially influence quite frankly right like the like the top candidate poll right because if you think about when you're applying for a job right you don't want to you it affects you it does like and perception is a piece of this that's just the reality so I I would like to see us start there and if and if if
040we have concerns about the candidate pool or it doesn't feel like it's where we need it to be I mean maybe there's an opportunity to to tweak it at a later point I don't know sure of course okay thank you yeah U thank you Miss swanie I I do like the way you worded that because is one of my one of my um sayings that I Al always talk about in our district especially in terms of our students that we need to set the bar high for all our students same with our teachers Educators and of course for the superintendent so I um I do like I do like those thoughts so okay knowing that we are not voting in a working session but what I believe the recommendation at the end may be something
041like keeping bullet points one two and four in the required area I actually think we'll keep bullet point number three we would just like to remove the five years of experience my my so we just want experience as a district administrator yep okay all right let's look at preferred attributes take a minute and kind of cruise through those and then I'll take your input on on that section so I think the very last bullet point there is redundant because it's actually now one of our requirements so I that one can probably be fully removed that one's going away and in in light of our previous conversation I noticed that uh I didn't include a preferred attribute with a a strong financial Acumen in some word in some particularly attractive wording but we don't have anything
042about uh District Finance experience or financial Acumen as a preferred characteristic Mrs Christensen so I did have a bullet point along those lines um a leader that who can balance academic rigor operational management and Community Building so it kind of encompasses um all of those might I had another one that said Can prioritize fiscal accountability and communicate budget decisions to stakeholders and so those are the types of things that can really I probably said that too fast so let me know if you want me to say that again actually if you look down members of the board to the knowledge skills and characteristics a couple of those seem very consistent with your comment we could move those up to Preferred attributes for example the third one is uh operational management and knowledge in those areas
043and the first one is building Community with the various audiences that a superintendent has drle I have a suggestion that under preferred attributes we maybe move the the current first bullet point down um I think bullet point two and three but maybe in reverse order would be more of our top preferred attribute shall we say if we're going to order these in some way well right now they're in order so I think we want to move them we might want to we should probably talk about if we want people to who may not read all of the bullet points what are the key bullet points we want them to read if they only read the first like two or three like I got the first three I'm just going to apply and prefer I've got
044pref a few preferred required is covered I'm just going to apply without reading anything else so do we want to consider moving bullet point 3 under knowledge skills and other characteristics up to Preferred attributes I think that's a good idea I mean I would like to see that okay that one consider moved I had a question did we say we were going to remove the the last bullet item under preferred because it was listed under requirement because to me the last two are kind of so the very last one now mimics our one at the top experience as a district administrator so this is experienc as a dist Public School administrator so we can keep both if we'd like it or we can move like the Nuance of that yeah just to be really honest
045you know not that I wasn't before but to be very transparent about this point some boards have included a statement like that because of the uh experience of Charter School administrators who may be applicants and so depending on the flavor of the board and think of a funnel again there will be some very qualified candidates that have spent um lead School leadership years in charter schools and that may or may not be attractive to you you don't have to decide tonight but that's why that District Public School comment is in there so that's totally something we can talk about at another time when we're screening applicants but that's why that's in there to let folks know that in a public school district experience matters Miss Christenson if we indeed do leave that in there there's
046a difference between um Public School administrator and a unified public school and we are we are a prek through 12 and um if we're going to be that specific um we we are a unified district and so I just throwing that that out there to see what the other governing board members think about that sure and that's a valid consideration that other boards around Suburban Phoenix are you know wrestling with as we speak because several of the elementary districts are in the final stages of superintendent searches several UniFi and of course a couple of uh Union of high school districts are also and so so those boards that we're working with are having that exact discussion if your experience is in an Elementary District can you really be successful in a high school district and
047you know some of those nuances that like I said you don't have to decide tonight we're thinking funnel but it may be important later and you're setting yourself up for myself and later the board screening applicants other thoughts what I have now is adding a preferred attribute that includes some wording with regards to experience in public finance and moving the third bullet point of knowledge skills and other characteristics into preferred attributes and I don't have a clear signal from the board about the district Public School administrator comment to cut it or leave it and I I don't I don't think I have a strong feeling about it one way or the other I thinkk you for kind of giving us that really clear you know just understanding like that that's meaningful and says something you
048know to the folks that are applying um I think I'm I think I would be okay with removing it and again kind of casting that wider net and and letting us kind of make those distinctions through the process yes Mr pent yeah I agree with that um but because there is a big difference though in public and Charters they don't operate under the same rules and regulations we do and somebody coming from that school would have to re learn relearn things and learn things but that I get I agree it doesn't maybe have to be a bullet point here they can prove to us that they can make that transition and they're they're a good candidate okay I'm taking that as an eliminate we can when we get to an approval you can correct me
049if I'm wrong the the other item you did I'm not sure if we mentioned the last bullet item under Knowledge and Skills because we were talking about finances skilled in monitoring multiple budget funding sources for compliance with specifications and regulations yes um did we discuss moving that to Preferred as well or or was it just only the third because you mentioned um number one and three under knowledge skills and other characteristics yes board member Christen and I I took from the conversation to add a financial Public Finance experience bullet under preferred but that to your point then it's redundant with the last bullet we could easily just move that into preferred I'd rather have a more General Finance one in the preferred than this very targeted budget one because it's more than just budget funding
050that we need them to be good at when it comes to finance it needs to be a broader umbrella so I would like it to be more broader that might also capture those individuals that have some level of business background that may have ended up in public educ have some Public Finance background as well as private perhaps okay all right we'll leave the last one under knowledge skills and characteristics and will add a generic type uh experience in Public Finance I me under preferred okay other thoughts on knowledge skills and characteristics okay if the board's ready to move on we will Madam president your thoughts I'm good with moving anybody else have any okay and we can always come back to it yes of course all right the next page then we've included some District
051operational information to give a sense of the scope of the uh Finance um and then the salary and contract terms there are several different strategies the board can use utilize um here um one of those is um to be a little koi about it and you say something like that second sentence the actual salary you know will be during contract negotiations it's very competitive to Suburban districts around Phoenix um the more traditional way to advertise is to list a range um and I'm happy to engage and discussion about that with you with other large Suburban unified districts I have some information on those types of salaries um and so I I guess not knowing your constituents like you do um are members of the board more comfortable just right out front saying here's the salary
052range that we're expecting to hire a candidate at or the other strategy is to use the generic it's going to be very competitive um language like I've included here um and then when we get later into the search the board would need to arm me with good information to talk to candidates about what's the general consensus of the five of you um couple questions one what have we done in the past president Greenberg noer of all past things oh we we happen to have that right um the last uh time we did this what we had listed under salary and benefits was the following salary range of 195,000 to $220,000 to be negotiated with a comprehensive and competitive benefits package the final salary for the successful candidate will be negotiated and determined based upon proven
053experience qualification and board criteria and just to add to that one of the possible hesitations for doing that is I think when we were looking at salary data we were a little bit lower than some of our um neighboring districts and so if we do AR range which I am not opposed to we really need to do some Market data and look into that because thank you for the fat pitch I've done some of that great just looking at board minutes from some of your contemporaries uh Poria hired their superintendent a year ago with a base of 245 um Chandler approved a contract for their superintendent last year at 250 these are base salaries not including the benefit package um the Scottdale superintendent would uh received a new contract in November at a base of
054225 um deer Valley's contract is three years old and had built in escalators in it so we don't know that number but the base three years ago was 201740 and so then there have been three uh incremental raises since then that I don't know the numbers for so that kind of gives you a range of other large sophisticated unified districts that are your contemporaries correct me if I'm wrong if I recall with the Scottdale package the pay for performance there was a rather High yes potential yes thank you madam president you're right that the Scottdale base salary is lower than the contemporaries but has more in financial incentives that are built into the into the contract yes and so the the escalators in in the Deer Valley contract was do you do you recall whether
055that was a combination of of ye like years incentive to sort of stay on and uh performance-based or was it more heavily on you know as an incen great question and thank you the the escalators were based upon raises given to other employee groups and so and then the contract rolls so you don't have to always be renegotiating every you know year a new salary with your superintendent it just it just corrects based on what the board authorizes for other employee groups which I believe is something we've employed in this district and I shouldn't say I believe we've we've done that in this we've kind of done that in past contracts here okay so I think personally I would lean towards listing a salary range just because that's a traditional business Norm that everyone's trying
056to move to to try and create transparency when people are applying for jobs so I would feel more comfortable if we listed a range even if it was very wide because that is the norm that's happening across the entire nation and I feel we should be on par versus being very koi and not be upfront I think not being upfront might actually reduce people applying to the position very valid yes yes M Christen as would having a salary way lower than our counterparts right yeah right yeah in this environment this is a you know this is a market where we need to be very user friendly and so yes you want an error on the side of creeping it higher you just do that's the market right now so we could do a range of
057something like you know 210 to 250 something like that we could you know you know I'll accept flavor of the board here and when we list these uh this range of salary but we're not include all the different benefits there as well are we it's just salary no great question thank you Mr panta no uh standard practice is to list the base salary that does not include incentive pay you know 401 and retirement contributions Transportation allowances you know things like that are all negotiated separately yes each district is going to be significantly different in those areas and do you recall what Glendale Union did or is doing so I happened to because my colleague wasn't available that night I went there and had this discussion with that board they elected to use the wording uh
058that is on their that you may have seen that is that language that is not very it's descriptive and they their comments to me were we pay very well and our patrons really you know respect that about us but we don't need that out there and we'll just talk to the candidates and then their intention was to arm their search consultant my colleague with good information to communicate to candidates so that was their philosophy yes and I would agree I mean I wouldn't apply for a job if I didn't know how much much I was going to potentially get made so I wouldn't want to you know be making a decision that would be asking people to put so much time and effort and energy into into doing this without giving you know being transparent
059about that um and I also agree with Mrs Christensen we better be competitive right otherwise right we're kind of you know you know making this harder for ourselves from the very start absolutely appreciate the the ranges that you've given us it's a really good starting point I think y excuse me but no this is a great job and you want to be top tier you just should be because this is a premier job in the state all right so I I'm my takeaway is by consensus we want to range um and something like you know 210 to 250 depending on experience how does that feel to folks we're what about 210 to 255 so we beat Chandler by 5,000 I like the way you think Miss wanie that's exactly what I wrote down to be
060five above Chandler message received thank you okay now the timeline so these dates are just Tim looking at how we get from tonight to the 1st of April which was one of your desires when we looked at the six phases on this on the graphic I gave you we Our Hope was to get to the first week of April with with a with a finalist in contract negotiations so this particular lineup does that but we have to now make sure board members are available and we need to secure dates for board members for candidates because there may be travel involved and there may be compromises with their own professional positions and families um and also for the search consultant okay because uh I would hope you know that that that that that all works out
061um okay so um I worked with in uh in advance of tonight I worked with our graphic arts folks and I said I'm hoping to get approval of the posting document on uh tonight um and they are booked solid for the next few days but promised over the weekend that they could turn it around and so that would allow us to post early next week and go public and then what I did was extend the application period to include that last weekend of February first weekend of March and allows candidates that weekend to submit by noon of Sunday March 2nd that would allow me from the 3D fourth and 5th to prepare for our executive session to bring the applications to you Thursday March 6th is your March board meeting so the first question for
062members of the board is um do you want to stay late on March 6th after a board meeting and do an executive session for screening or do you want to pick another night that week and I need a few days between March 2nd and us meeting to do my work Mrs Christian I personally have limitations during the day and would have to I would prefer doing a Thursday after the board meeting um I yeah I just started a something new this week so I can't take time off and I don't know the flexibility um of the district with regards to starting your business meeting early your your regular March board meeting a bit earlier so that we can do the executive session work after and or um you know just plan on coming in and
063bringing food in and stay until we're done I feel comfortable staying late as long as we decide now and get it held I have no problem doing that so and there's coffee as long as there's coffee we can always make sure there's coffee where's deian and skinny pop okay and and you already have March six reserved so we'll just plan on doing um so on March 6 then I will report to the board the results of the community survey in Open Session and then we will go into executive session to screen applicants and then we will come back into regular session to approve the candidates for interviews so that means anybody at that board meeting wants to hang out to the rest of the board meeting they're going to be here that late too waiting
064for us to finish our executive session right yes um and Mr panta it's not that exciting to wait around because we will code the candidates to maintain confidentiality so it's a great segue into another phase of of of uh phase three and that's done in an executive session and so um only the six of us will know who the candidates are and it's it's critically important to the talent pool that the board honor that executive session confidentiality uh because you have people's careers in your hand and the first that whole phase three phase four is confidential and the names aren't released until you select uh finalists for phase five and so what I will do for you is code the candidates by alpha alpha in some way and then when we go into Open Session
065I'll ask for a motion from a board member to bring candidate c g x and M for interviews and that way it maintains their confidentiality and then I can call them and invite them to be interviewed and make the rejection calls in private so great great segue thank you for the fat pitch yes I was trying to get an understanding in um our Arizona revised Statute title 15 um so it was 15 d503 and it discusses superintendence and terms of employment um this is a since we're we are starting a little bit late this is a will be an aggressive schedule and I get that but it's my understanding that honor so Part D says honor before May 15th the government board shall offer a contract for the next school year to each certified administrator
066and I'm going to skip a little bit and then because we do have an interim Superintendent at this moment we want to provide that individual Dr Reynolds information as well so it says honor before April 15th the governing board a member of the board acting on behalf of the board or the superintendent can give notice to the administrator um of the governing board's intent not to offer a new contract so we're kind of running into that time frame as well we want to make sure that we don't leave our current superintendent who has really helped us um in this interm time frame so that he has knowledge and information as well so it I don't know what are your I I thoughts on that appreciate the comment I I would leave that up to your
067general counsel the manage for you my apologies um I got slightly distracted during that what what is the time concern you're having Mrs Christensen it just seems that we so we do have a a interim super intendent and it it seems and I would and I'm not an expert in this but I'm just reading that honor before April 15th we need to give our current superintendent notice whether or not to offer a new contract if indeed something happens where we don't meet our timelines and we go past that April ail 15th we need to be able to either extend a new or you get where I'm I think I know I think I know where you're going okay I I would expect um that if we're holding to or about this timeline because I'm actually
068going to suggest that we might consider ranges here just you know to give give potential candidates a little bit flexibility like if they make March 20 you know does that mean they're out um I would expect that we will have a clear sense for ourselves um where we're going with this and whether we feel there are candidates that we truly feel our finalist etc etc etc and I I expect we will be able to make a decision prior to the notification that that we would need to give Dr Reynolds if you know that's that's what we have to do I this to me this is not actually an AGG you know looking what we've done in the past this isn't an overly aggressive time frame I think we're in very good shape in being able
069to meet it and and account for that potentiality so Dr Reynolds has provided you a letter of intent not to return right so you know I'm not I'm not your general counsel but I don't believe you would have to notify him of anything but that's up to your general counsel right the concern was if if perhaps we didn't make a timeline to offer new is what my point was not you know if we do need another interim for any duration of time I'm just thinking of all of the contingencies that could happen and so I just want us to be aware of those dates thank you good thinking yeah okay so we like the idea of March 6 locking that one down and so so far um if we can post by the fourth have
070it open to the second that gives me four days to get ready for the 6th to meet with you in public executive session and then back in public um and then interview dates um the week after the 6th is the Paradise Valley Spring Break and so and it's just fine to move to that next week that week of March 17 and I just picked the Thursday because I know you have a tradition of Thursdays that's the only reason that's there um you know I am available um the 18th 19th or 20th so I think I hope everybody's looking at their calendar um as I just said my suggestion would be is that we give a range maybe not the entirety of the week but perhaps you know as Dr AR just pointed out perhaps um
071candidate interviews with the board you know to be conducted March 18th 19th and 20 or 20th and that gives some flexibility if we have perhaps an outof State candidate who is only available on the 19th and we don't lose that candidate because we only say the 20th so that would I I would recommend we do a at least some kind of range there yeah I would agree a range would be ideal though it would be ideal to at least keep the range open to keep the range open to three and end up only being two days that we encourage candidates to be on so if only one candidate is on the 18th and their local to ask them to shift to the 19th or 20th that kind of model where we have multiple and if
072one day looks better for most candidates to go with that day and drop the other day where maybe one candidate signed up so so that we're not here three different times yeah so to reinforce uh these comments um I can do a to be determined March 18 19 or 20 and then when we finish our screening on the six we could skinny that down to one day or two days depending on what we find in the candidate pool and who you want to interview I think okay all right I like that and and so these should be just like normal business hour blocking or what are we looking at for that all day for now I I think it that it's the will of the board we've done it every which way possible missence yes
073I'm sorry to interrupt I didn't mean to but but yes you know president Greenberg's exactly right so if you want to interview you know eight people let's just kind of think ahead think in the funnel right let's say that you want to interview eight people out of the field well that's too many for one day in my opinion because you get it's a lot and you want to give them a good you know 45 minutes of FaceTime so you may want to do two days you know if you want to if the if the candidate pool becomes more narrow and you only want to bring in four or five people then you can do it you know in an afternoon evening kind of thing so I mean if we're talking schedules and we're talking about
074holding them which I think is what you and I both need to do um Miss swanie um I would feel comfortable holding my entire afternoon and not holding my business hour days so the 4 till you know 7 even if 8:00 at night if that's preferred I'd rather hold those hours than hold during the business day that the general flavor sure okay so what for but for our purpose now to communicate to candidates I will do a to be determined March 18 19 or 20 okay all right so now thinking ahead again so that week you identify the finalist so at the conclusion of the March 18 19 or 20 sessions we go back into an open session and we actually name the finalists by name and now and that's when the district gets ready
075for a media release communication to employees I call the candidates invite them for a final interview finalist interview my hope is that we're able at that point to get to three candidates um my experience tells me that three is a good number to bring finalists in um it protects the board in case one candidate drops out at the end so that you don't end up with no choice um but it makes it narrow enough that we can facilitate some Community meetings you know some meet and greets with different employee groups or parent groups and that kind of thing so my hope would be that you can get to three finalists not knowing what the field is like but perfect in a perfect world you get to three finalists and we do it on one day
076so and the 27th is just Tim you know picking the next Thursday so that's open to your to your uh to your pleasure that does get you to the April 1 artificial goal so that one we might have to knock around cuz the 27th and 28th are the Arizona Science uh and Engineering fair and I lead as the judge chair there so I will be um indisposed uh potentially Thursday I will confirm my calendar I might be done early enough but there's the chance I'm not so um just in terms of past times we've done this um it's often been a daytime as opposed to evening because we've often had a community interview group and and candidates have gone between right being interviewed by the board being interviewed by the community D candidate Community interview
077group um and then you know switching like if we've done four to be like two in the morning two in the afternoon switching back and forth type of things so um I I think for finalists we probably need to look at at day time uh potential and so it sounds like Thursday March 27th is out yes so let me suggest that you move to maybe the Tuesday April 1 or could we do Tuesday March 25 yep March 25 yeah I mean I'm available that's a quick turnaround for an out ofate candidate but it's not I mean that's not unreasonable the 25th Tuesday the 25th yeah it's only two days earlier wedes Wednesday prior or the Friday right after well it sounds like you still have a Friday seniors seniors are on the 28th Elementary and
078Junior higher on the 27th so so yeah the 25th or 26th I cannot do the 26 okay 25th is starting to look good I mean that still gives candidates potentially uh right like five five four five four four five days yeah so if a candidate's coming from the East Coast or whatever they still have time to get a ticket and get here and you know acclimate to the time zone so okay but that's a date that we probably need to lock down without you know without moving it around whereas the 181920 we have some flexibility with folks that one we probably don't have as much I agree be like Tuesday the 25th of March yeah Tuesday the 25th it's what we're looking at right now okay so any that looks good for everybody presumption that
079this is a daytime probably starting afternoon running into the evening and well I think that you know we can see how that works exactly I mean in the past we again we've done it always you know we've had it where it's been morning two in the two interviews in the morning break for lunch two interviews in the afternoon that works also so okay all right great work thank you guys uh next page the last page um we have the standardized additional information linking to your website linking to the application link um and the final piece I need your input on are the narrative questions these five questions are uh just Tim uh trying to think like you you know what would board members want to hear candidates write about the purpose of these they're 200-word
080answers we have they'll be entered uh onto the application the purpose is to get a general overview of the candidates belief system in a kind of a concise way and see how they write so take a look at those five and open to your editorial comments so I would like detailed information on managing Finance in a business sense or in a large District yes as we indicated during the the prior bullet point so something about um Financial Acumen yes now one question I could pitch to you um that I've used in other settings is to have the candidate provide the board examples of when they've had to compromise budget constraints and um supporting teaching and learning now that's a little different strategy than you described Miss Christensen but it forces the candidate to identify when
081they've had either cut budgets or you know cut programs or not or accentuate programs in lie of other things but uh that's just a thought experience in um you could do a question something like uh provide examples of uh opportunities that you've had to lead in financially complex environments something along those lines um the other one I I want to bring up is number three um it's the only one with a question mark at the end so I'd rather it say something like Define your philosophy of education as it pertains to public schools and make a statement instead of asking a question y thank you that's so they all follow the same model are any of that you want to eliminate is a lot you could get by with less this is more of a
082screening mechanism than than like on number one even about the Ws and professional CER don't is there somewhere else on the application they've already putting that kind of information um yes so we could eliminate one and it's going to be on the resume that's what I thought that's just my thought on that yeah that's probably a good idea Mr panta considering your desire to have a finance question in there so what I'm taking away from this discussion is eliminating one uh correcting the the uh context of number two which is actually three leaving four five and then adding a question about experience in complex Financial leadership environments and this Dr Ole the suggestion I want to make and see if the board is okay with it that number three actually be moved as being number
083one so the first thing they have to do is Define their philosophy of education as it pertains to public school as the first entry of the questions and then the other ones are very specific right items around running a district yeah I think that makes sense good with that I agreed okayy great work so let me let me let me ask Mrs Christensen does that cover the type of questions that cover what you would like to see in terms of a finance question yes president Greenberg thank you for asking okay great work members of the board thank you so much I'm going to summarize just to make sure I've captured the thoughts and then what I will do is uh tomorrow I'll clean this document up send it over graphic arts folks with the goal
084of getting it posted by February by early next week okay so um on the first page quick question on that timeline are we gonna see it before it goes live ahead of that date or um at any point that wasn't my intention I was intending on taking your feedback tonight and then letting our team work go with it um however I can run it by your board president for to make sure that I'm accurate in my editori in my editing I think I'd feel comfortable if it at least was seen by our board some okay so at least didn't drop form it yeah yeah yeah thank you right before you go to publish and before we yeah yeah that's a great idea because um if the graphic arts to weekend I'll have it Monday and
085then we can you know president Greenberg and I can give it the final and then go live hopefully Tuesday fingers crossed okay all right so on page one we're generally happy but we're going to beef up with some bullet points um accentuating some features of the district okay second page I'm going to do introductory sentences for each of the links I'm going to identify the schools somehow um with perhaps either a map or a graphic graphical representation of your 40 schools in some fashion there um on the third page we're going to under requirements we're eliminating the fiveyear uh piece of the third bullet we are eliminating the last bullet under preferred attributes and adding a preferred attribute having to do with um experience in public finance and we're in under knowledge skills and characteristics
086we're moving the the third bullet into the preferred attributes on the fourth page we're going to post a salary range of 210 to 255 and include wording just want to clarify on preferred attributes the first one is moving down do you have that noted I believe that was what president Greenberg wanted right we were talking about um moving uh yeah just moving that down so that we either lead with success and actually I I would like to put demonstrated evidence of a student centered approach to leadership as the first bullet point under preferred okay and probably going with what we have and then moving down the collaborative efforts after student academic outcomes okay I just and I don't mean to jump back but when you said map it might be because I was envisioning having
087all of the schools listed but a map might better represent so that they can see it's 100 square miles this is a big district and so that I think that would help with just expressing how large it is both in area and number of schools we have is there a link okay that we already have a link to a a graphical map okay yeah so that's that's how we'll do it okay all right so on the requirements I think we got that covered um and on the fourth page we're going to list a salary range of 210 to 255 with the verbiage that includes uh actual salary will be determined during contract negotiations and the appropriate verbiage there on the timeline we've locked down February 4 for the announcement March 2 for the deadline March
0886 for screening March 18 19 or 20 for candidate first round interviews and finalist on Tuesday March 25 and on the last page uh with regards to the narrative questions we're going to eliminate one we're going to have described your philosophy of education as the first question then we're going to go management style examples of success and building teams examples of success in building relationships and exemp uh experience with complex Financial systems in your leadership profile okay other final thoughts on the position posting thank you great work members of the board thank you so much the other item at your place is a community survey um this is a survey that is uh uh research based from our National Association that identifies the characteristics over thousands of examples of successful superintendents across the country these
089are the kind of characteristics that successful superintendents typically have and so we've identified those and then allowed folks to rank order them and then offer uh text box input text box textbox input thank you very much um and so then the board would see all of those answers yes Miss Christen first question would this be a unique survey where one email address can have one response this has been a little bit of a peeve of mine in past surveys that we've given out where you can respond 80 times if you want um is there a way to make ensure that one response per email or however this is going to go out or link or something we don't have a technical way to do that um my experience tells me that in a district of
090this size you're going to get so many respons es that any one person that enters three surveys or whatever it's going to be mollified by the quantity of information that you're going to get um so I guess that would be my thought about that I don't know how we would limit one per now it depends on the tool you use so there's different survey tools and some of them do limit and I I don't remember perhaps um Mr Dro can if I don't know if you remember we had this discussion last year um and I don't remember which tools had a the ability to limit to one response per either email or is and and would the would this be coming from ASA I'm I'm assuming not our district because that's another well thank you
091for that was just my you you get the gold star for segueing into my next thought because um what I think works best is for the district to send it to Key audiences and so you send it to your parent groups at each building you send it to your employee groups and I'm guessing you have a distribution list of community folks of some type that are supporters of the district right okay so I think targeted solicitation is appropriate um and with the size and scope of the district that's going to give you a really good flavor of what people think and desire I want to add to that targeted approach that we need to be conscious of our schools that don't have parent teacher organizations and that those need to go to the principles and
092the principles need to be able to disseminate those especially those are common title one schools that are going to benefit from this being in Spanish I appreciate that this is in Spanish so I think that needs to go out to more than just our teacher groups so it can get disseminated into those schools that don't have parent teacher groups or engagement with our other organizations all right yeah okay good thoughts others miss miss wnie you go ahead first P kind of going along those lines um we have it in Spanish as well but uh is there a way for anybody who wants to take the survey to a different language that they can get translated somehow we have a lot of other languages in our district besides just Spanish and English so I was wondering
093if that's a possibility I don't know the answer that we'll find out this is more I guess conversation for all of us but um what is there going to be and I think in the past when we've and maybe I'm recalling um incorrectly because I it's been a long time now but so this survey point taken like data researched and there's a reason it is the way that it is what do we have baked into our schedule or is there an opportunity that we think we can create so that we can get some feedback on the survey before we actually get the survey out for feedback right like just you know even to some of our stakeholders to sort of circulate and say you know I really wish X was on here is there a
094way to incorporate X to sort of get feedback about the survey I personally think as elected officials we would be able to do that because we are looking at a tight time frame and many of us have jobs outside of being a governing board member so I just I don't know how how easy that would be to and usually when you send surveys there's a couple of weeks for them people to get them back or just reviewing the content of the survey I mean so I don't unless it's just like five stakeholders I don't know what what your thoughts are on that well I mean that's why I'm started bringing it up just you know I don't know if you know through the superintendent and you know like the principal Association for example um you
095know just sort of getting a sense of making sure we're not missing anything that would be that we aren't thinking about because we're not in that position sure that's perhaps cabinet level is that what you're thinking is is this something that we've sent out before or is this something that no this is no yeah this is perial to us that we've used in in searches for a couple of years now and and had good results with it but and and we can edit it or customize it to your point if there are things and my hope would be that when the position goes live next week that the survey goes live but that even that could be tweaked because you know you've you've got a month to work with there so if there are questions
096if you want to take a day or two and channel them through your president you know we can add or delete questions and then go live when we go live I mean so yeah Mr P well I'm thinking that you know this is research base uh through the nation a lot of the stuff we would put out to these groups they would all they would probably see everything they wanted and there's a part at the end where they can fill in the blank and add information that that would cover what you're talking about that's a question that maybe we should have had on there there's a place for them to put anything they want uh to kind of cover that area if you know what I mean yes on the last page to reinforce your
097comment there's what do you consider to be the greatest strengths what are our greatest challenges and any additional comments and so um one of your neighboring District got you know 500 and they only targeted employees and parents and immediate you know within the two weeks had had 500 comments and they read every one so well and just just and just so just just to that point I mean that's kind of why I'm asking that question because I don't because realistically We're Not Gonna I mean we will obviously like read through all of the comments but if there is a way right if there is something that's a Rec is so let me ask it this way if there are there is there a way for us to to sort of review the data so let's
098say an open comment where we can look for key words and sort of see are like did a lot of people fill this out and say something was really important to them um that maybe was missed somewhere else like is there a way for us to to sort it that way so what I'll do for you um what I will do for you is before the March um 6th so before the March 6th uh screening interviews in an open board meeting I'll present the results of the survey and I will summarize the comment so I'll read through every comment and then give you in a graphical representation in an open meeting uh all of these folks identified you know Finance as a big concern these you know you know increasing enrollment came up you know
09935 times you know Etc so I'll do some of that high level separating of the comments and then I'll provide you a paper copy of every comment so yes to um I concur with Mr panta if we've if this has been used before I don't think we need to be tweaking it a lot we there's a lot of other things that we're going to be reviewing and working on and so you brought up a a second point which we absolutely do need to evaluate the data but are you okay with just yes absolutely absolutely I just I just wanted to make you know bring it up as a a point for us to sort of just talk about and I think for me being able to you know have a summary of of those comments
100that that feels good that feels like a good balance and it feels like I don't have concerns about moving forward with the survey as written as long as we can you know I just want to be looking for Trends in case we miss something look for themes yeah and I'll do that in advance of the sixth that's one reason I need several days between the second and the sixth to do that work not only to bring you uh you know the candidates that meet your qualifications and pull out those that don't but then also you know compile that survey data so yeah personally I want to say I've been on Executive Board you know for PVA we do the bargaining surveys and with a team of 11 or 14 of us analyzing all those comments
101it we had to divide in teams it's a big big job and I'm glad they're going to do it okay just I all for that I just this is a a minor thing but just one thing that just perfect as is except can we add where it's parent of students in the district can we just put like a SLG Guardian like parent/guardian of students yeah yes we can let's see student other parent student District employee Community member with students where's the parent parents with student oh gotcha right there the third one yes I'll get that added see there's a potential for I work in the district but my kids are in the district so now I'm getting the parent and the employee one I get to answer twice yeah okay could could we just add
102we could maybe just I mean hope people in good faith right maybe just kind of if we had a a statement that said you know we understand some some people have multiple roles you might get this wearing different hats we ask you to please just fill this out one time we're going to just operate by the we're going to trust everyone to do the right thing and fill it out once that's okay so we were you know kind of Mrs christon had brought up the concern about that you know technologically there may or may not be a way to track multiple responses right um so I I just was sort of suggesting maybe one way to bring attention to to the the fact that we don't want people to do that like just recognizing you
103you may wear multiple hats we're going to ask that you just fill this out yes one time and we'll trust we'll trust our communication folks to say please fill this out one time very kind of thing when they send the link because it'll be a link that will provide the link and then and it's electronic and so yeah and yes your team can write an introductory sentence the board values your input you know please one per you know one per person in that case just because I work in the space of surveys is there any way to make this question one where they can select more than one indicate that they're both a parent and an employee like I feel like their information might get pulled in different ways and seen in different capacities depending
104on what hat they wear um so to allow them to select more than one so that they can distinguish that they are a multistakeholder in this District um so we can weigh them appropriately I don't know the answer but I'll I'll ask our our folks perhaps in the other category down there they can specify that or we can add a note I mean if it's not possible but multiple if it's possible for them to do it's the square boxes and other ones where you can check multiple at the same time please select all that apply great idea because it does have affiliation so it may already be able to do that um that would be because it does have the s in parentheses which indicates that usually you can select more than one great thoughts
105so along those lines and I know you know this is what Mrs wanie brought up are there any other pieces if there are um that that you feel because the these are these are areas they're not specific attributes or skills or whatever um but is there anything else that you feel is not covered in the ones listed here um you know again in that bigger that more General sense as opposed to more specifics um you know while you're looking I just I want to point out what we what we did last time and quite honestly what we've done in the past um that a reason I really like this approach because it is less specific is we've put in these really long specific we seek a superintendent who and you know we've got a three
106line inspires trust self-confidence and models high standards of integrity and personal performance with the ability to develop and communicate a vision of quality education for the future to the board staff and community and I think that's a great thing that we seek but I think we will know that from this as opposed to saying we're going to put you in a box that you have to fill this this piece but having said that and and also just so you know this we combined lots of things in here you know the feedback was like it's all important so we're like oh okay let's take part of two and part of three and part of five and stick it together into one thing um I think this gives us as you know I like the the use
107of the word Trends this gives us Trends in terms of what what we're seeing is important out in the community um but again is there anything else that anybody thinks isn't covered and could be added in a category thank you members of the board um great discussion I feel like uh I have everything I need and uh with President Greenberg's permission that'll conclude my uh discussion item yes M yes Mrs christens yeah um first of all thank you Dr ogal and um with your permission president Greenberg I just wanted to clear up some items and concerns that I had from last meeting that I I've gotten answers to and I know that the board hasn't met since then is is that okay why don't we if you think it would be appropriate we can go
108to the approval get a motion and then if it matches better there rather I don't yeah you know what additional board comments go okay so one of the one of my concerns last time on the January 16th governing board meeting was um that the the search appeared to violate procurement law ARS 41- 2536 because it's the quote was under 10,000 we don't normally we would have to um ensure that we did not do a soul Source procurement meaning we would have to get multiple bids um and my concern was well there was a lot of wh ifs and and you and I discussed this as well as I discussed with um I got input for Mr Bergen so just wanted to ensure everybody that this the total amount of this is not going to go
109over 10,000 because then we would be violating the soul s Soul Source procurement of ar41 2536 so I just wanted to ensure that I got all my questions answered and that this the whole um bill will not exceed $10,000 and you're correct and I submitted that a statement to that effect to miss beran uh so yes okay the district will not be obligated for anything over 9950 okay perfect thank you and can I add to ASA correct this is beyond potential expenses in terms of travel for candidates Etc that's separate and that would be separate from any actually it's inclusive yes oh it is inclusive inclusive okay yes that was one of my questions that I did apologize for stepping on that no no no you're good because yeah the expenses I did I did
110have that question and the expenses were for travel for the individuals that were doing the searches not for candidates and because there was that 19 whatever brunovich opinion that board governing boards are not allowed to pay for expenses of of candidates of candidates but they can of this the search firms right we're good and yes that uh you uh districts are not allowed to pay for travel for candidates because of the gift Clause of procurement laws I apologize for my Interruption before was that it yes I I I just wanted to um clarify that because there was a lot of unanswered questions from last board meeting and I just wanted to ensure since I haven't talked to any other governing board members that I did get all my questions answered and um so excellent thank
111you thank you does anybody else have anything that any additional board comments before we move to items for approval seeing none next on the agenda is items for approval Mr panta may I please have a motion to approve the superintendent search process and timeline as presented and discussed so moved does any board member wish to make a comment before we vote seeing none all those in favor please say I I I all those excuse me oppose please say nay any extensions motion passes unanimously thank you very much Dr oal we appreciate thank you members of the board great work tonight you're under two hours how good are how good are you guys wait wait we still have we still have to adjourn um that's right Mr panta may have a motion to adjourn I move
112we adjourn all those in favor please say I I I any opposed say nay motion passes unanimously we are adjourned thank you