001president castiano's live stream is now in progress you may turn on your mic and open the meeting good evening and welcome to the March 8 2023 special board meeting of the Capistrano Unified School District the meeting is now in session and the time is 6 15 p.m this says please call the roll trustee bulacus here Christy Davis is here trustee Jones trustee Jones Is Here trustee Pritchard president trustee hanacek trustee Parham here Christy castianos here student board member Zhao is absent this evening okay thank you the Pledge of Allegiance tonight will be led by um miss Emily Cravens pledge allegiance to the flag of the United States of America thanks to the Republic for which it stands one nation under God indivisible with liberty and justice for all may have a motion to adopt the
002agenda second moved by trustee Davis seconded by trustee Parham is please call the roll trustee bulacus aye trustee Davis aye trustee Jones aye Christie Pritchard trustee hanachek aye Rusty Parham aye trustee Castellanos aye motion carry 7-0 by roll call vote to adopt the agenda please read us the report out from closed sessions Hayes on agenda item 3A Public Employee employment appointment on agenda item A1 trustees gave direction to staff on agenda item A2 no reportable action on agenda item 3B Public Employee discipline dismissal release trustees voted 7-0 to approve staff recommendation to approve the staff recommendation on the following cases resolution 2223-19c and 2223-20c that concludes my report thank you thank you there being no further business before the board may have a motion to adjourn okay motioned uh by trustee Jones second seconded by
003uh trustee Davis all those in favor aye okay motion carries 7-0 to adjourn the meeting the time is now 6 16 PM the board will now move to board workshops so I'm going to open that meeting really quickly good evening and welcome to the March 8 2023 board Workshop meeting of the Capistrano Unified School District the meeting is now in session and the time is 6 16 p.m Miss Hayes please call the roll trustee bulacus here trustee Jones here Christy Pritchard trustee trustee Parham here trustee castianos here and the Pledge of Allegiance will now be led by uh Melissa Caldwell allegiance to the flag of the United States of America and to the Republic for which it stands one nation under God indivisible with liberty and justice for all okay may I have a motion
004to adopt the agenda moved by trustee Parham seconded by trustee hanacek Miss Ray Miss Hayes please call the roll festivals aye trustee Davis who stepped out trustee Jones aye trustee Pritchard aye trustee hanacek aye Christie Parham aye trustee cassianas hi motion carries 601 correct thank you I would like to remind everyone this is an informal Workshop of the Board of Trustees tonight tonight if you wish to speak we have microphones on the tables for you to participate and give feedback as called upon we will be accepting speakers throughout this evening um I would like to recognize um ESS group Consultants we have Dr Joe Farley Dr Suzette lovely and Dr Alan Rasmussen who to present the information tonight this is an information only item and there is no board action necessary so with that um
005trustees we can go down to the tables and start our Workshop are you sure okay good evening um so to my right I think I just I already introduced this is um Dr Jill Farley and Dr Suzette lovely and they're here to kind of present some information about moving forward about our superintendent search so I'm going to hand it over to them they're going to present the information and then at the end of their presentation that's when um we'll go into questions and and kind of move from from the public and and from the trustees so I'll turn it over to you thank you very much uh just a quick review of this agenda mainly for the audience out there um we're going to talk about the search processes and timelines how we're going to
006communicate with all the stakeholders through this process we want to spend time explaining the purpose of the leadership profile that we will develop for your specific position and why that's important we mentioned earlier that we'll be doing individual interviews with you but we'll also do a lot of focus groups and also meet with larger groups and we'll talk about who those people are then we'd like to spend some time talking about specific qualifications that you may want to seek in this position and we'll also look at the online survey that we typically use to gather data through that process and so um suzette's going to begin with the communication and the first couple of things thank you trustees and glad we have members of the audience too to hear this information and maybe I could
007share um once we hear from trustees tonight and we have some decisions and agreements about the timeline and such we'll be working with your communication office to have a superintendent search button on your web site on your splash page so that all of this information can continue to be populated and added as you know we're I'm sorry I can't see all the trustees make sure um as the information is added so for example after tonight if the board agrees on this General timeline then we can start populating the website with we met had the meeting here's the general timelines the focus groups will happen within this window the search survey will happen within this window and once the search survey is launched the links will be up there as well so does that make sense
008so met for members of the audience as well if they're trying to capture everything we'll be sure to do that and work with your communication office on that so and communication will be really important this is an important decision and job for the board and you know that you've probably heard this before you only have one employee and that's the superintendent and so you're going to go through a process to find that single employee that is going to be the most remarkable individual for capistrano's next superintendent um and we um with communication as well what Dr Farley and I will also be doing is we'll be sending you a Friday update as trustees you normally get a Friday update from staff and it'll just have search information that'll come separately from us with whatever the
009search news is that week if it's particular candidates that we talked about or those kinds of things this is a confidential search and what that means is that the applicants themselves the interviews themselves will be confidential and you do that for a couple of reasons number one you are able to attract a wider range of candidates especially more experienced candidates and in particularly if you're looking for sitting superintendent attendance people that are in good standing in their current organization um their boards don't want them to leave and their their public doesn't want them to leave their staff their community and such and so it's really going to be important when candidates start inquiring about the position to know that it is confidential because if they only one person is going to get the job and
010the people that don't get the job go back to work in the organizations where they're from and so we want to preserve their integrity as well in the process and and so I know you'll get that question from some of your constituents you know we want to be on the interview panel and um and so we want to just make that um clear why that is so important that it's the board only and it is the board selection the board um when we get down to the interviews the board will see all the applications and all the materials and and you will work with you on who those candidates best match the leadership profile we'll talk about that a little bit later but um you will be the ones doing the interviewing and um as
011well as um our own availability and and information in our emails for members of the public and for the board as well and you have our information now already but they'll be on the website as well so if there's a constituent or a staff member that says we have questions we don't understand something you can direct them to the website and they can email Dr Farley or I directly and we're really good at getting back to people so that way the board doesn't have to try to answer all the questions we're your ambassadors and your surrogates in the process so please feel free to reach out um to us for that and I think then Dr Farley you're going to talk a little bit about the leadership profile which will lead into this notion of
012the stakeholder input in those groups so the leadership profile though report is going to frame your work when you go to interview and start looking at candidate selection um I don't think most of you have probably not seen a a profile but I cannot um underestimate the value of that Suzette and I have done dozens of searches together and separately and we spend an extraordinary amount of time on that profile and it's done by conducting the interviews one-on-one interviews group interviews doing this surveying community meeting with key constituencies like PTA or d-lac different other organizations and we really just open up the discussion to three questions and the first one is what are the strengths of the Capistrano Unified School District the second is what issues or needs will an incoming superintendent face and what
013qualities do all of these stakeholders hope to see in a new superintendent and it is phenomenal how much data emerges from that process we take all of that information and summarize it in a three or four page single-spaced summary of what everyone said they wanted and why and they're very unique from District to District there's some commonalities but I'm amazed at how much truth emerges from your stakeholders when you really create an opportunity for them to tell you how they feel about the district what they feel the significant issues are and and what they perceive as needed in a new leadership a new leader for the district and then that document doesn't just sit in a file somewhere we use it to help screen candidates because it talks about what we want in this new
014camp you want in this new superintendent and because it's a public document that will be given to you at a board meeting and discussed in a board meeting it's open for the public to see so we give it to the top candidates before they come into an interview and with your permission if you want to do this we ask the candidates what that data implies for their leadership like how will this influence what you might do if you're selected and I I it's been I think one of the most important questions of all of the interviews that we've done for superintendent because you hear them talking about well I see that you have this issue and this issue and this issue you have these strengths here's what I can do to address those concerns and
015here's how my my background matches what you're looking for it's a really useful document and it could be used throughout the new superintendent's initial months and and years in in the district is sort of a barometer about what was happening at the very time that this new superintendent was hired so any questions on any of this so far oops so we're okay no questions okay okay um so to uh create that leadership profile we need to start talking to people and so we want to hear from the board of those key stakeholders we're also going to have opportunities if the board desires to have a community Forum or two to get you know so anyone that wasn't spoken to in a stakeholder group so your stakeholder groups are your are your individuals as Dr Farley
016said that um are already existing groups in the district like d-lac I think you have a CAC the special education advisory committee um you may have a a facilities related committee something those are your you of course you have your Association leadership and they represent your employees and so those would be the kinds of groups that we want to hear from you now that we should be reaching out to and we'll be working with the administrative staff and scheduling those a lot of those will do virtually what there has been one good that's come out of the pandemic which is people are used to doing virtual meetings and very often we'll get more people that will show up to those and we'll use these same three questions are going to be anchored in everything so
017everyone will be asked those same three questions so what would be some of those stakeholder groups that exist that we should be talking your PTA your Council ptsas yes we see them even if they weren't here they would be all invited right you mentioned having a couple of meetings I would like seven meetings that all trustees areas have the opportunity because there are some families that won't travel we go all the way south of San Clemente and as far north as Mission Viejo and I think everyone should have the opportunity or each of the high schools could be which we thought six but we want to make sure that every trustee area has the same opportunity to to voice their thoughts so six community uh six Community forums okay that that yeah you can't no
018the yeah those have to be because they they're open and they would be open to anybody they'd be open to employees okay and I would like him in person and then have the opportunity for people to zoom in but not just offer a zoom meeting but rather do it in person they they are very difficult we just did one last night so let me kind of share a little bit about that hybrid it's very very difficult we um to you know to have both so those are generally in person and what we have done is use some structuring device if you get a room of 200 people you can't just come up to the microphone and use those three questions and everyone have the chance to speak so what we've been doing for the community
019Town Halls is as people come in then they're able to work in groups and they're able to work in groups around those three questions and we've put just like teachers everybody's got Post-it notes they put their answers and responses to those um three questions they're on poster papers the strengths the needs the qualifications and then we have them start categorizing them you know as as teams and then they're read out for each group we collect all of them anyway and then we still distill that information to the board in that Community Forum report we did it just last night actually in a district in north San Diego County we had about 40 people and the road but people felt really good and it was one hour and they you know and I got emails today
020actually saying thank you I felt heard and it was a productive so how about the six High School comprehensive high schools and one Zoom meeting so that anyone in any area that would prefer to meet and zoom would have that opportunity but just one Zoom meeting we all still relevant for what we're trying to achieve especially for the fundraising means yeah we don't have ways to capture their email address and so that would be um you know through the media and such so we could I mean there's so many HOAs in the area so I don't know where we would start that but we could you know like the senior like in San Clemente the senior center and there are some in some of the Cities well I I was going to mention City councils
021and city managers I think need to be contacted um that's been a struggle in this District because we have all these cities and the majority of of school districts at least in Orange County are one or two cities and and that is it's just orders of magnitude more different difficult so but one of the things we could do is that some some of these could be in city council chambers we could ask if we could you know meet in a city council chamber and uh some older folks might be willing to come to a city council chamber because that I find often once your kids will are gone then you that's where you move next uh if you go to city council meeting there's there's no 30 year olds there um but so I would
022like to have the city council members themselves contacted at least offered at least the Mayors maybe or something well I mean at least offered an opportunity through email to voice their opinions and to attend one of these in-person things and also city managers uh because I feel like one of the problems we've had is just the lack of relationship with our cities and City councils the the parents I think mostly know how to you know interface with the district and such but but cities well okay so in the city of San Juan our library was just rededicated yesterday I was not invited for that I represent the city of San Juan I'm a fixture in San Juan I didn't get invited now I could have invited myself but they don't think of me because we
023don't have that relationship I suspect in a city like Irvine they probably do invite the school board members to some of these kinds of things because there's a connection so I feel like we need better connections with our cities and I think that would help um I also think our um Statewide electives uh now Catherine blakespeare is quite new and I don't think she represents the whole District I can't remember not not the whole but good portion okay um but I'd like to see them contacted but she's quite new and might not she might say Capistrano who um but Lori Davies I think should very much be contacted and um maybe some of their top staff um I don't know about Michael Evan Mike I'm not concerned so much with him as he does have
024children in your districts yes I think he yeah I think he's good but uh but I think the um uh Katrina Foley's office she's also new to representing this area so I'd just like to see more of that kind of the governmental uh hope scene just offering them an opportunity if nothing else to to come to one of the forums to send an email in about their thoughts uh I I just feel like we need to involve them more oh sorry it's just going to add a point if we're doing um basing these out of high school attendance boundary lines then you would include I think you could include those City officials to come to that area high school and and engage in that conversation for that area right City Managers generally the city managers
025and the superintendents are the you know they're basically the same level of employees and so and I we're happy to have one-on-ones with each of the city managers most districts it's just one city manager but we would reach out to them but it is really good to at least reach out to the city manager and see if they would have a conversation with us and then we can work through them on the councils the councils have to be careful too about all being at one meeting they have similar you know I just want to go back to the um conversation of the six meetings in 2021 um our board made a conscious effort to open up our board meetings with zoom so that we could have people remaining involved and it was an additional expense
026for the district but we have so much more involvement not just from parents but principals now teachers tune in so I think it is important I don't know how many but because this has become a way in which we do things and allow people to zoom in we wouldn't want to not provide a zoom meeting of some sort so a separate one that maybe is just to zoom in well I'm not sure from what you've said whether you're open to I know it's challenging for in-person and zoom at the same time but um I wouldn't want to walk away from a zoom opportunity for people so we could do that except it's challenging to do a hybrid when you're doing the interactive like we were saying yeah so we could just do a separate Zoom
027that you know where people this is our our sequence and so they will come if they want to download the violence that that would be settle meetings yeah to have the zoom after all the others so people who weren't able to come to the one at their local high school or didn't want to come to any of them but but so they got already the opportunity to do one of the in-persons and they didn't do it then have a zoom at the end does that work for everybody this is that that's better because this room is equipped remember when you're going out to the high schools and you're putting a big burden on staff and it's very difficult with the high school schedules because they're theaters and all the things that are going on and
028we have a very short window we have a two and a half week window so I don't know how feasible this is going to be otherwise your search isn't you know it's you you're going to then go longer before you close the position and kids because you want this input done before we start developing the leadership profile and let's face it our stakeholders um uh in priorities um there are those that really support public education and they're going to be the ones invested in this person so we can uh solicit a lot of opinions and we'll probably get our children and the schools and our parents don't deserve this process to be co-opted in any way shape Department that's what I'm worried about so I want control and I want it open and transparent but
029I'm not I don't want anybody to have certainly something that is not around this process so I'm very concerned and I know everybody really wants to have all these people give their say they cannot I would imagine too they can directly answer your questions right too and you would curate and bring all that data in so that's just my my concern there I just want to make sure this is very important to our school district where we've got all these little children all these people and parents and future and even our neighbors who don't have anybody they're invested to but I wouldn't have them probably just kind of email at you what their uh what they would like to see they work with the secret agenda so that's some some concerns I have as I'm
030listening to all of this stuff so I just kind of want to figure out how we can make sure that the process has the Integrity of the process I think with this input we can create something that would meet all of these goals what we find in these discussions is there'll be some outlier you know information but there's a lot in the middle there that comes through that where there's a big consistency and agreement in terms of the responses to these questions and you get a really truthful uh glimpse of what the community thinks about it's the district's needs but they needed a new leader what that leader attributes have to be so I I think we can create a process that'll get there and and and recognize all of your input that you just
031provided are there any other so other stakeholder groups who have d-lac um you know you're existing groups not just the you know the broad communities um we would all the associations of course the principals the district office staff management most of our schools have foundations and their interests are a little bit different so the pta's foundation is all right by him which is their academic booster you know Sports uh our Sports organizations um ours you know whatever we think we could reach out to them as under the foundation umbrella yeah I have a question when you say reach out to principals for example um you're reaching out to them inviting them all principals or how are you doing this because again just like parents I would like principals I don't know how many you would
032put in a room if you're trying to keep it a small focus group but again all seven district uh trustee areas as well as when it comes to the district office I would want a representative from all the different divisions from HR it ESS the other ESS dual immersion all the different programs that there hopefully would be a representative that say I would go I don't know the timing when you do that but I would want the invitation to again be broad that we are really asking from all the different input divisions yeah that's a great question or comment trustee block us and yes we do so that it's every division so again we're going to be working with the four admin assistance on Friday that work for your assistant superintendents and Deputy soups and
033they're going to help us with those groups so it would be so let's say we have a district office staff meeting and it's for classified staff that'd be in every division payroll I.T Transportation then we would have another one for all management staff that would come that's generally how we break them out principles because you have 50 some that's too large of a group generally we'll break it down and we'll talk to um Dr Merwin about this or or Jen Smalley whoever oversees principles secondary you know in one group and then the elementary generally in another so we they're large you know we make those smallers we so people feel comfortable talking in those smaller and we've already had input that they want it to be an in-person meeting and so we're going to try
034to tie them to already scheduled meetings so there's a Elementary principles meeting in the next few weeks we would take 45 minutes of that same thing with the secondary and they want to be separated they've given us that input already too okay I think so what we have a general idea and once we have these groups and we'll again communicate that in a Friday update that we're meeting you know we've got these are the core groups these are the six Regional meetings you know when we're gonna have them um and have that information on the dates okay so um Joe I think we we could probably all right for qualifications yes um we talked a little bit about this in close but if there's any specific qualifications in terms of experience education uh years in
035leadership um those kinds of things that you want us to make sure we include in our Outreach um this would be the time to let us know what those are um so I just have a a short list but it's and it doesn't mean that I would exclude a candidate that doesn't have one of these attributes but it'd be nice if they did um currently serving as an assistant super higher for a California Unified School District with Ada of at least five thousand um a doctor of Education or pursuing it former teacher or principal history of innovation or attempts at innovation um I can send this to you but a team Builder um decentralized management approach history of engaging with the community and local public officials experience with declining enrollment in school closures I'm trying
036to phrase this right someone who who is really willing to kind of let their direct reports take chances without biting their heads off you know someone who um Embraces a culture of openness and new ideas yeah that's a couple of couple of things that I thought matter so and those are great and we're going to get when we have our one-on-ones with all of the trustees too we're we're going to ask you know those same questions relative to minimum qualifications for experience and this is where we want to make sure we have board consensus because if we say principal experience required and someone was a CBO and they are sitting superintendent now and they have had they may or may not have their doctor so we just that could um carve out some yeah some
037um so so the minimum experience a doctorate you want to have not not personally required it's preferred all of those are preferred you know it'd be nice to have all of those but if you if you can you know shoot for many of those and that's great how about the rest of the trust I would add to Preferred um that they have both Elementary and secondary experience so I um some of mine are very similar to Michael's that um I would like someone who is either a sitting soup or a an associate in a district larger than ours San Diego along the you know whatever uh or or probably possibly a comparable size like Kona Norco but not uh but not a uh an associate in a very small District um I I it's important
038to me that we have someone who understands that this is a diverse community and is a diverse board and they are willing to and able to and probably have experience working in a diverse community and with a diverse board we're not Temecula and we're not Contra Costa we are something in between where you cannot say this is what this community wants because some of the community wants that and some of them are like they would rather you know die um very much someone Michael mentioned this who has done City Outreach and has um been has maintained relationships with with people with City staff and people who are not necessarily and the reason I mentioned student staff is because they they are not city city uh officials they're not generally parents in the district usually they're
039older uh they might have kids in private school but they are stakeholders and they are they are opinion leaders in our communities and we need those people um and we talk about Michael mentioned declining enrollment and I want to say it a different way of loss of students yes declining enrollment there's nothing we can do about people are not having children people with children are not moving here but we're losing start students to private Charter and homeschooling and that is a concern of mine someone who is interested in uh possibly other academic models other school models that uh we haven't tried that might bring people back from or keep them from going to private and Charter and home schools could I just ask a clarifying question trustee Jones um so you said districts that have
040comparable size to Capistrano is Capistrano what the 10th largest in the state or seven so that would be six other districts that we would only be able to pull from potentially what preferred would we say is that boy it would be hard for me no if they were an associate stoop I mean a sitting superintendent yes okay okay they they are they have their their entry credentials but someone who is not a sitting superintendent I would not take someone from say let's just say Laguna Beach because they're so small who is an associate I see okay but an associate in Long Beach and associate in San Diego Quantum which I think is smaller but not a lot smaller uh but uh or or Santa Ana that is again comparable size but but I wouldn't feel
041I wouldn't want an associate from San Diego or or um whatever thank you thank you for clarifying that because that'll be one of those hard parameters when that we set as far as minimum qualifications okay so I appreciate everybody's input that says you're pretty much building Superman or Superwoman so that's awesome um so the um some of the things probably are not quantifiable right I don't even know you know what the old saying you know it when you see it um so something that is strikes me having been on the board since 2012 and the challenges we have with a disregard size is communication someone that is adept at communicating in an authentic direct a way that they produce themselves I want I if we have to filter it through others because in the rapid
042pace of what our schools experience we really need that person boom to to be able to say either compose a letter right there to their Community or or answer it directly so that's something that without communication all of the rest of it falls apart um obviously I'm something and this is probably the wrong word somebody that's okay being a little hungry um at being at the end of your road I get that you get the sage wisdom and and um you know that kind of writing off in the sunset and they bring that bring out all their Acumen but I kind of want something after 5 p.m right someone that's willing to go out there meet with people meet with those folks that Gila is mentioning we aren't going to win them over all of
043them but there are chambers there's rotaries there's all different folks that um can build this Coalition they're the leader um and have fun with it so um obviously I adore personality and we and again you know it when you see it um so and also someone that is also self-aware when they make a mistake when they're able to uh to when they admit it or um and not throw people in front of them so these are kind of things that probably again I don't know if they come down it's just again one of those things you meet someone you go oh you have it um so I guess I want it along with Superman so thank you yeah it's called those unicorns so we're gonna find that I'm sorry I'm super excited to meet this
044individual I just wanted to add I mean I have the same feelings that trustee Parham and trustee Jones talked about but for me a lot of um one key component in in their personality might just be the ability to build relationships and engage communities and do they do that where they currently are have they have they had a community relationship with their with where they're at um how's that gone for them but I'd like to see that as well as well custody Davis did you have something uh myself stronger leaders and not raise a fragile Society but rather come from Spring that we can add on to everything I would just say in terms of building leaders that's internally and externally you know I might say that it's got to be somebody that has these
045three qualities but then you've got somebody who is like they don't have this third one at all but they are excellent in these other two you know that that's a different story and and so I don't know that in men any of my issues there like you know God have gotta have but these are the things that are important to me and it's not that I would not compromise I but I do recognize yes maybe this is a unicorn but and and so I think I would like like let's just say for example someone uh what was it you just said uh president uh community of relationship relationship building like again super important to me but if they were all these other things I would say you know what I'm good on that I mean
046just for an example I think yeah as an example that that uh we okay I would like it if you were to say the board is very interested in someone who has a history of building relationships in their Community but again not a drop dead this is what the board is very interested in um and I wouldn't want someone to apply to fail to apply if they had you know like we listed six things we were very interested in and they didn't have two of them okay fine um so I I mean I don't want to give the impression that I must have this but these are things that I'm very interested in you that makes sense when we yes when we craft the job description we'll be sharing that with the board and it
047will go on at join it will be a superintendent only link that just Dr Farley and I have access to on edjoin we have generic characteristics in it we the hard ones um the hard characteristics the ones that are non-negotiable or if you tell us must have a master's degree or must have been a sitting superintendent because by employment law then you have to rule out anyone that isn't that so that's you know or must have at least 25 years in education but we're not hearing that from you we're hearing preferred with principal experience we're hearing you're open to someone that maybe doesn't have an administrative credential because let's say they were came up from that this the classified side maybe they were a CBO or something like that they wouldn't have an administrative credential
048they probably would have a master's degree but they can be a superintendent and if they have superintendent experience and they match all these other things you wouldn't want us to potentially rule them out correct so right we usually say a masters you know a master's degree but we could put you know doctoral doctorate preferred we could still put site level principal experience and teaching experience preferred but then it wouldn't rule out someone that had not come up from that side does that make sense that would be better for the board to cast that wider net I have a question because we discussed this in close I don't know how the board feels in terms of the curriculum aspect um in terms of that's a if that's a hard and fast uh curriculum instruction um versus
049the management and so I think that's kind of a question for all of us or a CEO or company that's not I just feel that we are so strong and structurally right now that that's not a high priority for me I tend to think we could go on uh for a while without someone who had really the the big emphasis on instructional leaders um I I feel like we need to be looking at other things now I think but what I'd like to see is someone that knows that knows how to do it but knows how to really Inspire and and grow the people that are tasked with doing that uh within the organization that they themselves know that they're not here they that things don't happen that they really know how to nurture grow
050and support them down the road thanks yeah a chat on that I'd say we definitely need a leader that can motivate and inspire yeah I think this is more of a management position um than a expert in curriculum or an education per se it's nice if they done that word um but it's also in my opinion I think there's it's it's better if they've built the team around them and they allow the best people to so it's more of a management school okay and we won't get that specific in the details of the characteristics and qualities in the jobs group it'll be very general with some some of these highlights of the bullet points so we're not limiting someone and we say something like and then the board is looking for an in an individual
051with a proven track record of leading a large organization with several diverse communities um the ability to inspire teams and build capacity the ability to that kind of thing and there's only six or seven bullets on that so again it's very general the more specifics are the credential requirement minimum years of experience and such but I think we've got enough latitude I what okay so we heard that um someone with preferable with minimum qualifications senior level cabinet or superintendent this district is not I'm well let me not assume but a principal candidate probably to be a first time superintendent for Capistrano wouldn't be a successful candidate so so someone with that senior level cabinet which would be an associate soup and assistant soup we could say preferably in a district of similar size so it
052wouldn't eliminate or with similar size or larger which again is a small number it wouldn't and then um to trustee parm's point of with an ADA of 5000 you know if you're having an um superintendent candidate you wouldn't want someone with super small right or that's my point yeah so that is the principle they're smaller than many of your elementary schools let's do that let's make do we have so do we have consensus I want to repeat for trustee Davis that so the experience is senior cabinet or higher a district in conference with comparable size experience a master's degree and a doctorate preferred and I think that's it we didn't hear like minimum of you know 10 years in education someone with maybe gas in the tank for it here's how we here's how we
053frame that and here's how we frame that carefully yeah um the ability to make a long-term commitment or long the district is looking for longevity in the position and so [Laughter] all those years in HR paid off we have no but we can no we you're right you this District you want someone that's going to bring stability and to bring stability they need to stay they can't be someone that's going to work for a year and and then think that they want to retire d forward I bet districts then after a while that's taken care of and now they're on to it so that idea that even though a lot of the steinhausers ETC that have been 15 or more years I think I've come to the understand that three four take care of things
054and then you might be in a different place yeah yeah I I would be in the capacity of someone four years I think that's that's not long enough to get going on if I can lose things so it's a big stuff and the relationship building does not happen overnight and coming up with possible other school instructional models like you know I've talked about a year-round school as an example uh is is not that that doesn't happen overnight uh sometimes it takes trying things whatever so I I just think yeah I I would not be happy with someone that was only looking for three or four years well we can capture it in that way you can only give a four-year contract Max are they yeah I just want to see that glimmer in their eye
055that they really are fired up about women's yeah after that well there there aren't too many other districts bigger than you I mean we know that we know that we know their names this is a position that someone would probably want to come in if it no matter what age they are and stay for the rest of their career ideally you mentioned the four years when I was here but from the very beginning from my very first interview it was clear that I would be a transitional superintendent and I told them I'd be here four years and then I'd leave and your last superintendent was transitional and was here nine years um going on ten so um I think this is a position that is going to attract someone who wants to be in a
056bigger district and wants an end assignment and it could be someone young or or someone who isn't yet but I I agree I think you need the same continuity to continue on on a series of superintendents yeah to your point uh Mr Farley I Dr barley I I do think we're not I am not looking for a transitional superintendent right I'm actually looking for more of a long-term date yeah that's what I would be looking for exactly um why don't we go to any other questions I know you want to allow some time for questions any other questions then we wanna we've um we we have to still we want to go over the online survey and just yeah any other questions on this experience we're good we're going to have one-on-one interviews with each
057of you that we'll schedule through Colleen and you know we can do that in person if you want on the phone or zoom and then that way you'll give us save those lists also we took down as many notes as we could but we'll get that um in more depth we have we'll work with the secretaries on the focus group um participants and then um in your proposals that we did but we're going to pass out another one just in case we had an online survey that we use and we want to just make sure and this was in The ess's Proposal when we originally met with the board a draft of it and we've used this survey uh before it gets a good response because number one it's short it only takes people maybe
058six or seven minutes to complete and we want to be able to start getting this out we would have it translated in in Spanish and then if there's another language that's a primary language but we want the board to just glance at the same one that you saw originally and in our proposal but we know there was a lot of information in there is there anything on the survey that you would want us um to modify or to change it's pretty thorough electronically available it will be electronic it'll be on SurveyMonkey or Google um forms one of those usually I think we use SurveyMonkey it is a number eight communication from the district is transparent and effective I'd like to add the word Timely something to that effect correct you'll get it all disaggregated so
059um what section was that in trust people second page oh question eight yeah in the state of the district transparent And Timely a transparent comma effective comma and timely okay any other suggestions [Music] the only thing is we want to make sure we have consensus from the board so trustees can you turn on your mic they have a hard time hearing thank you I can hear you okay so in section three [Music] um you're not really hitting again what is important to me of City community relations and that is different from just School Community culture and also public relations and it is so important in a district with Seven Cities and a big part of accounting um and I think we would be unique in our need to rate that okay so we would add
060Community slash City relations I would rather just have an additional one uh well I would say yeah it's an additional one it wouldn't like something in relationship about City local government relations okay I actually like it Community slash City relations rather than City local government relations because I think it's more than just what local government is part of our problem yeah but I think City would Encompass that and then also on I don't just something to think about from it but on section three I would like to get rid of the word different the lower specific areas of expertise that superintendent candidates that covers it may possess under section three at the above just get rid of the word different because the superintendent candidates it's the introduction to that section so instead of having different
061superintendent changes superintendent superintendent candidates okay okay thank you I think in leadership skills I would like something about the diversity of the community um and I'm not sure where I might fit it in uh but is capable of working with it well understand and as capable of working with all individuals in a diverse community I understand that I understand that right but I feel like this is something that this is something the community talks to me about is is are we are we recognizing all aspects of the community uh and again this is part of what I see as our loss to private and Charter Schools is is like not really quite getting the I mean frankly it's political diversity but it's other diversity as well um not really recognizing and working in all of
062these things and recognizing all parts of the community you know we were talking earlier in closed session about some other trust other superintendents and I'm not going to mention names here but there's a superintendent in one of our districts who I think is amazing who would never be successful here because I will use I will say he is working in a very very liberal community and he is able to work in that Community because he is very liberal you know who I'm talking about um Joe knows I did I just want to make sure we don't get out into this session things out here and we can add we can add that capable of working with a diverse Community it's not a problem we can add that as an extra I just want to be
063careful that we're not in that we're right I understand but diversity is generally considered to be ethnic diversity or or whatever and I'm not I'm not so much talking about ethnic it's it's all kinds of diversity yeah so can we just have that that that what you suggested trustee Jones capable of working with a diverse community and leave it at that that would be an added leadership there something like that okay okay we'll we'll work on the wording on that um now I I'm looking up at leadership skills and I see down in personal uh attributes uh good listener good communicator in the middle sort of going back up to leadership skills the line that says develops a clear and compelling vision for the future I would say comma able to communicate it to all
064stakeholders because there's nothing up here in leadership and it's one thing to have a vision but are you able to tell your story to build consensus okay thank you if there's any I mean I do want to have an opportunity for the public to speak and engage in this process so um if there's additional Corrections can we can we give feedback through email I think we have a general we have General consensus from the board with those changes thank you okay thank you okay um at this time um there's uh there's a microphone right here for public for a public speaker if you'd like to come forward if you have questions or would like to engage in this conversation public speaker yeah oh feel free to come up there are several seats so that you
065guys can kind of line up and then um still create your own path so it's the next kind of our our own panel these days aren't we well thanks for the discussion um would you like questions for I did have like a couple questions yes feel free comments after that okay um hi I'm Jessica here nice to see everybody thanks for holding this um as far as the online survey um who who's the survey going to be going out to with up to stakeholders or the community who more specifically go ahead yes Suzette sorry everyone and anyone students um we we would capture all your students through your Aries or parent square whatever you use all your families um all your employees and then it'll be for the public we don't have everybody that lives
066in Orange County's email addresses so anybody else that might be a Community member would be on we'll send it to like the city and the folks that we know obviously but then it'll be on the link will be on the website anyone can fill it out there's a drop down in the menu where you identify your group and if you're a member of the community it just says Community where it says other okay great um we just had something go out a survey go out from our district recently that had no it didn't collect any data for like whether what your ZIP code was or and it was shared on social media so we didn't it could have been coming from Statewide will there be any like IP addresses or anything used to capture where
067where that's coming from or could it be sent all across the country to be filled out it could be most people across the country aren't going to fill this one out it's not going to be that interesting but um but and and if someone has a wherewithal to I think SurveyMonkey you know it's one IP address you can but if they go to the public library and they filled it out eight times on those computers we haven't seen that happen where we've found this inordinate amount of survey information but that's a good question so you're saying to be an IP address don't report it if they go to the library so if somebody's in Arizona using it or no we you know with that we're we're sending out a public survey so again it could
068go it will be sent directly to your primary constituents but be available on your website so someone could go to the website and click on the link and take it we have not found we've been doing searches for a long time and using this survey and even in you know different climates um politically and otherwise we haven't found that the survey has been filled out I think to help you with your interpretation and I feel the same way when you because of the nature of the questions there's not a lot of leeway or opportunity okay to create a to corrupt your information okay okay yeah I would I'm in the same way but working at these we're a little leery of like open surveys comments share your opinion thank you and I I really I'm
069sorry because I know you don't have the survey there's drop down menus there's Forest rankings okay pick out of these 10 criteria what are your top four and there are no open-ended questions because we can't distill thousands of words so and during the um the depending on what's decided but the six Community forums by by family at the high schools are you collecting any residence information there no okay so it'll just be okay I think that was all my question yeah go ahead all right thank you again I'm Luca uh questions for I'm gonna ask a question timeline do we have a timeline of when are these surveys going up we actually do and and the board board members you have the timeline attached to your agenda and again at this timeline um it we
070we tried to um backwards map the timeline from say July 1 would be the start date of the if not next week but we would start the online surveys on March 13th and we would start the focus group so our window of time for all stakeholder engagement including the focus groups and the survey would be March 13th to March 30th again because we need that information to help us with our recruitment screen okay thanks to give people lead time thanks um to be aware of attending something in person we always tend to give them to you know two weeks we're real tight here so how soon are we going to let them know that there's going to be these in person because you haven't even set up which nights those or days we're meeting with
071your assistants uh Friday at nine so hopefully as soon as we get those captured then we'll start coordinating with them the dates you know we're giving them our dates here's the dates we're available and it's a lot of scheduling and we can't have you know three meetings at once Joe and I can split up for some things or bring Alan into so we're going to try it pretty fast um trustee block is but recognizing not everybody you know it's not going to work with everyone's schedule okay um well I I wanted to thank you for we have a lot we have a lot of PTA here tonight um and I think we as the advocacy team we called everybody and said hey it's really important for us to show our support for this process and
072for for you all in in your search so that's why we're here today but I did create a little help wanted ad just like trustee Parham and I'll be I'll be really brief but um cusd seeks a new leader full-time great pay great benefits like being in charge of the futures of 42 000 young people lots of experience needed classroom and finger painting experience a plus we seek a leader to guide a very competent District staff filled with highly qualified people Educators classified staff para Educators admin and very engaged and supportive ptas someone that will join us in advocating for all children with one voice um supports classroom teachers and sets of visits or listening sessions with them to better understand what is happening in our classrooms on a daily basis so they can make
073more informed decisions on policies that will best support their work 42 000 students strong from different backgrounds cultures social emotional needs educational needs a person that will support all these varying varying needs and a person who openly supports not just tolerates our trans Educators and our trans students um every person deserves to go to school and work without the threats of violence and we need someone that is not afraid to use inclusive language which makes everyone feel seen heard and valued by our leader choosing to use language that includes a wide variety of individuals and groups it contributes to respect for all someone who's we're getting into yeah someone who is willing to have a conversation and Implement age-appropriate health education a sexual health puberty information being put back into our fifth grade curriculum and
074um closing my ad I believe in our district I'm a graduate of Dana Hills and we have very qualified people already doing the work in this District we just need someone that will trust them guide them and back them up when it's necessary so thank you ah and I'll continue on that note uh uh I spoke actually I did ask someone teacher some parents so I have and seems like a couple of things that definitely send out uh the most was uh the one the superintendent that's personable somebody that engages in the community and attends schools events parents want to know who the superintendent is and want to see them involved communication absolutely a hundred percent communicates fairly and clearly thank you and um appreciates and understand teachers and staffs hard work and challenges the
075following are mine personal beliefs but uh we just came back from Sacramento Safari as most of you know and the main um discussion was mental health I would like a superintendent who acknowledges that and understands and a fact that one-third of all teachers have below average mental health and we need to support our teachers in order that they can support our students and I hope that uh a superintendent really is aware of that and understands that uh on another note someone I I would like someone and that is not uncomfortable with the word sex and gender we need a health education class curriculum because at this point uh we're supposed to get a sixth grade one and I have no idea when that one is coming but we need definitely we need our kids to
076be comfortable because when they get into seventh grade and they have that Health curriculum they're gonna be in shock um we need someone that understands uh California funding it's not simple as most of you know that understand uh capistrano's Financial challenges and the diversity of our community uh someone that understands that we need to fix our facilities and that we have to pass bonds to do so not just finger painting RPG said fight for things that uh you care about but do it in a way that would lead others to joining we need someone that thinks outside the box without breaking the law a leader that understands the needs and leads others to follow him of her thank you hi I'm Michelle um I have a couple of comments that I like to see um
077about um seeing our superintendent but I just had a quick question for um for a trustee Davis kid when you were talking about the qualifications that you would like for a superintendent you mentioned that you want someone who's a leader to build strong students um you don't want Fragile Kids can you explain what that what that means like to see that we are moving forward with helping children with their self-esteem helping build strong um academic children and that we are not come from a back coming backwards but we're moving them forwards good I'd like that too um so I'm that Mom that always talks about the gay stuff so here I go [Laughter] um when it comes to uh diversity equity and inclusion um we become the district that does not practice what we preach
078I think we try but there seems to be something holding us back um there has always seemed to be something holding us back we get to a certain point we have committees we have parent parental input and then it's too much too soon water it down and um we even had a beloved employee that left after she worked on our cultural proficiency program which was heartbreaking um so I attribute that to weak leadership and I would really love to see a leader who is committed to that who has worked in those sort of programs we need a leader who will move us forward and away from the status quo so I'm asking that you find a superintendent who will be a champion for social justice and who understands issues related to Dei and has a
079proven track record of making significant progress in creating and implementing Equitable inclusive approaches to education someone who believes in his and is committed to expanding and strengthening our cultural proficiency curriculum and goals we've already set in place a leader who will advocate for bypoc students and staff and be willing to disrupt existing systems that do not serve our most vulnerable and marginal marginalized students we have a homeless youth we have Foster youth um my daughter just had a child come to her uh seventh grade math class that doesn't speak any English and she's an accelerated math and this child you know that kids coming along understand some English if it doesn't doesn't speak English and I you know we we have these kids who don't have all the things that a lot of Southern Orange
080County families have um it's necessary that this person fully understand the diverse racial cultural and socioeconomic makeup of our district someone who values supporting our lgbtq community so our students parents teachers and staff all feel supported cusd in my experience I've been a parent in this district for 14 years has continually treated this community as a sensitive topic I have a adult child who's 24 years old who went to cusd schools 14 years ago um he's gay and the things that he went through then are my daughters still tell me same things are happening now in our school and nothing has changed as far as culture or even as far as education um as far as like anti-bullying it has to be more than just being kind anyway I'm getting off topic um need leader
081who knows that this is um well the lack of support shown by cusd has made our campuses less welcoming and less safe for everyone we need a leader who knows that this is wrong that is dehumanizing this is a personal issue for me as I told you about my son and I want to tell you as a parent of an lgbtq child thank you parents like me overwhelmingly support our children and we need that support to continue in our schools it makes it safer for everyone as you may know we received bomb threats throughout our district and at our high school um that makes everyone one unsafe so we need a leader I'm hoping we have a leader who tackles that head on um and understands that you know we have to dig deeper into
082these issues to be supportive to change the culture and the climate of our district and I think that the way to do that is through education I think education is key on this topic so thank you I'm so glad they went first because they already mentioned so many things and have said it better than I could have so my name is Mina and I'm a parent in the district and the one thing we haven't talked about tonight is Special Ed I would love to see somebody who has actual experience with special ed I would like to see that they have demonstrated um inclusive communities and they know about inclusive practices um you know we always say sped students are General ed students first but it's funny how we have to keep saying that um we
083want somebody who can continue the cultural proficiency work because our differences should be celebrated they should not be the cause of suicide and we want somebody who can prioritize a stable and sufficient pool of special ed parent Educators teachers and subs so we appreciate all your work and you find us that unicorn thank you I'm just going to add one fact as you know we just came back from Sacramento and the issue of um decreasing enrollment in California so the Laos actually said that the reason why we have decreasing enrollment is the main reason is annual births in California dropped around fifty thousand dollars fifty thousand sorry that's nine percent in 29 uh 2009 2010 and have not returned to previous levels smaller cohorts of students began being replaced large cohorts right so 2014 2015
084that's when we start having the decline School attendance is the other issue rate historically averaged at 95 meaning students on average missed nine days of school years the attendance rate dropped to about to about 90 percent uh 2122 meaning students on average Miss 18 days double the previous levels so that's the reason that they uh it's not the homeschooling or the you know private Charter Schools that's like it's small it's a small number it's the actually right okay first yeah thank you okay anyone go ahead Steve hello hi I'm Steve uh I have kids in the district for over 13 years now and what I'm hearing from our specialty advocacy groups is we need somebody who's abridge who can create a bridge maintain a bridge and extend the bridge Beyond um a couple of observation
085is I now see you writing um with some of the other people either I couldn't see you but I didn't see you taking notes on the parents and our Advocates so I thank you for at least making a note of something that we said I said uh I was raised Catholic was an altar boy for 11 years grew up in a very religious house I'm out gay man I'm a minority I'm Mexican-American born and raised I had I'm the fourth generation in Orange County I understand about bullying I understand that there is there needs to be a better Bridge um with race and with homophobia um we had a PTA meeting here earlier in the week they discussed Wellness and I think we need to have a separate bullet bull bullet point um and it
086may alleviate some of the wellness issues that we have suicide issues um is we need to have something on race relations and we need to have something on homophobic or homophobia relations um when my eldest was in high school I was racially profiled and the fact that I didn't speak with an accent and I knew the first and last name of my principal because I was an ex-ptsa president ex Girl Scout leader X Boy Scout leader X chair I know when I walk into a school in our district that I have to cross my T's I have the top my eyes otherwise I'll be pushed aside because I'm a minority and I can go into more details but I won't it's getting late but I think you got the gist of what I'm getting at
087thank you Emily hi I'm Emily um I think that one of the most important things and we've talked about it is communication it's communication at all levels between staff staff and sites and parents I think it's really important too for the district to show what it's doing well but also where it struggles I think a lot of times especially with facilities we don't want to say that this is bad and then parents don't understand that why bonds are put on the measures and why we're doing all these kinds of things because the education isn't there so I think that needs to start and it doesn't need to be just when we're trying to pass things or get things done it needs to be communicated all the time and I think that's really where the district
088lacks a lot is the communication I also think it's important for the new superintendent to go to the site and really to talk to staff there I was amazed the superintendent press who's her intimate came one time to our school and half our teachers didn't know who that person was and I was like that's your superintendent and it was kind of sad to me that they didn't know who that was so I think them coming and interacting with not just principles but at all level and really understanding that the decisions that are made at the district impacts the people at the site levels in a different way like you can make your choices here but how it's implemented at a site and how it impacts their days and their jobs their responsibilities is really important
089and they're not only going to do that if they see that and I think finally it's really engaging your parents we have a strong PTA um obviously there's some that there's some cities that are very strong and having the principal either superintendent really talk to those people and listen to what we have to say it's not always complaints and we're really there to help it to make it the best District that we can and that's what we should be doing is listening to those people thank you thank you anyone anyone else come on for good evening everybody my name is Vista sure hi my name is Vista I am a parent of three here in the district I am also a school psychologist um my ask is that we find somebody who is educated on
090the research in education so I I see a lot of you know um superintendents on social media and everything and they've got that you know politician smile and shaking you know all the hands and waving to all the babies but I think that is all you know Grand and great to have that um that uh that picture you know for everyone to say ooh but we need somebody who isn't just that somebody who we need somebody who knows the ins and outs and I know that uh some of you mentioned that we need someone who is more of a manager but I disagree I feel that somebody who who has worked in education is will be much more beneficial for our children um and that's what we're all here for right it's for our children
091so um I would greatly appreciate that for somebody to be aware of the research and ask these questions you know to see you know during the interview process see what they they know about the research are they open and willing to pursue it and actually follow through on what the research shows is best instead of just wanting to please the the parents or you know the the community we need to do what's best for the children not just what's best for what you know the community believes is best there's research for a reason um and I think it was um you trustee Parham who mentioned somebody who's innovative and I completely agree and I think we need someone like that to be the leader to be able to um to make those kinds of decisions
092again based on Research right so my request is that during the interview process if you could ask questions that will give a glimpse of what kind of innovation they may be capable of implementing you know for example there's a lot of talk about bullying um amongst our community community you know up in in a variety of different ways and especially in middle school right so maybe asking a question of how the superintendent plans to address these things for example are they going to follow the research and see okay let me be Innovative here and try to create a school campuses because the the enrollment is declining maybe I can create K-8 bubbles the research shows that that creates Community creates a sense of belonging and so what is that um what follows right not bullying
093right a sense of belonging um is what we need as a means to prevent that bullying so that would be wonderful for somebody to know the research to be able to then implement it so that's my ask thank you do you guys have anything out go ahead I just yeah I wanted to share with members of the audience we weren't expecting this to be a focus group tonight so one but one of the things that we will but we have the we'll go back and we'll listen to the tape you know to write I'm not we weren't gonna I'm not gonna try to write everything down because that was not something that I was expecting but thank you and hopefully many of you will be in different focus groups and you'll come to our community
094forums as well because then we can capture all of this with everyone and essentially what our job is the board interviews and the board does all the selection but our job is to help distill everything that you're sharing for the board into themes that these themes resonate with stakeholders around the district and we've we've already heard some emerging tonight and that leadership profile will be used for the board when we craft interview when we help you board members craft interview questions and and talk talking to the candidates when we help when we screen and vet the candidates when we bring you a candidate slate to consider who you want to actually interview so thank you I didn't want it to seem if I wasn't writing things down that we weren't capturing it and we know
095we'll hear from you and get to see you again so thank you Trudy did you have some speak for a second here yes more than a second um and I'll be at that focus group as well but I just wanted to be here this evening because I knew you were all in the same room together and just wanted to pass on what I see as a long time parent PTA leader um and started out in the district when Suzette was our HR person and one of the themes that I hear and you know I think the Help Wanted act uh uh add of Jessica um hit the nail on the head here and I think a common theme here that I'm hearing this evening is communication and I think that is so vital and I
096just want to give you examples of what I had over the years as a parent here in this District that led to some great communication and made great things happen um um I was also a member of the cusd finance and Facilities committee and um fought very very hard to get a San Clemente Bond and that entire theme of our representatives in San Clemente was a lack of communication and as the one parent just said you don't do that you know a year before you put a bond out there that entire kind of mindset of the community is built over many many years so when I first started in this District it was cusd 101. the superintendent held as you know um monthly parent Council meetings and that is where I as a parent learned
097how all of this works we had Margaret Laro who was the legislative arm of the superintendent that spoke at each one of those and the superintendent is Mike said valued each of their department leaders and those department leaders came to those parent Council meetings so we heard from everyone you know we heard you Suzette we heard you know on education topics and um and valued that in the community and then we as parents took that as we were tasks to establish those relationships in our individual cities so as an example of that and work with our principals as well so the parents were kind of the facilitators there that built those strong communities and I totally agree with with what Gila said that is just so critical um I was PTA president the second year
098when the superintendent came to me and said okay Trudy bring me six of the parents that live in your community and that was Ole Hansen Elementary went in there came straight in and said work I'm closing only Hansen Elementary and these are my options we went to work as a community and came up with an option that benefited the entire School community that is where the upper campus and the Freshman mentoring program The Freshman Campus at cusd came about we had a principal Chuck Inman at the high school who had a vision and worked with the the district and saw programs across the country that said a strong freshman campus was of benefit to the students and we made that happen and we worked with two of our city council members and got them on
099board with that idea and said here's how we're going to lay this out all of our children are eventually going to be at the high school this is what we do so we helped develop that relationship with the cities you know Mike mentioned that and that is just so very important um and we communicated that so you know I mean years before the district was going to do anything we were there and we were very involved in the process you heard many themes of anti uh of bullying issues in the district we as parent Ed leaders within PTA developed an anti-bullying program that we piloted at Lobo Elementary and then at Marblehead and we worked with the district we worked with the teachers and everyone just loved it and was so on board with it
100and then we got a new superintendent brought in a new leader said no that's not what I want and the parents were very disappointed because this was just an excellent anti-bullying program that was teacher-led school site-led and um that really facilitated that important communication with the students so um all of that I think is just just very very important for a superintendent to see and I so agree with Mike that they need to be a good manager and to Value all of the excellent staff that's here at cusd thanks I'm just gonna make a quick comment you know Trudy's right the communication and then the bridge and the bridge is uh in multi areas but she brings up a very Salient point we don't want someone who's going to charge in and go this is
101all gone we you know at least I don't so you they hopefully they have that bridge that Billy the communication to look and see what we've done well and what they can continue at the board and correct because I I would imagine that we're also looking for someone that might have a very strong wonderful ego and so that can lead to what you experienced we had the next one person came in and said thank you very much but I'm going to do it this way so um that again communication listening bridge to all our diverse population um and authentic and I think that's what they're really they want to hear that authentic voice because you know it that that's when you know when you see it and hear it too so thank you all to
102see how hungry they all are for next steps okay thank you do you have anything else that you'd like to add Dr sarna are you sure now's your time jump in fast before anybody else we are not intimidated by a job ahead of us okay that's good so thank you for trusting us thank you thank you we appreciate the work but I just jump in with you yes trustee Jones um back at the the survey that we're looking at uh three hours ago um the participants role uh we have administrator parent student and then there's a Community member and other and I wonder if we could have them with Community member I don't know what survey tool you use but where they could tell us what community they're from so that we could get an
103idea of I I don't assume we get like 32 people from Laguna Niguel said this but we could hear that we only heard from 32 in Laguna Niguel and we but we heard from 500 in San Clemente something like that just to get an idea of it and I also wonder in other where we could could have a blank where people would offer us what the other is so we could once again know what who we're hearing from we will do some homework on that in terms of because that's a open-ended question would have to be tallied so we'll we'll see what we can figure to try to get to that right and with Community with with Community member you could probably come up with you know those and maybe on other you can't do
104anything else I'm not so much worried about that and I don't I'm not so much worried about getting a tally on it but maybe if we just saw a list of the responses like a school board member another District or you know whatever they uh I I think it would just be interesting to see who else we got we'll do some homework on it yeah whatever you can do thanks oh well maybe maybe I I'm not worried about the survey because we're going to we're going to be able to tell if we're getting okay if we get 50 of people say negotiations and Labor Relations are critically important that means somebody has seated the survey take my word for it if we get 50 of the people saying board government's important that means that we
105were all getting all of our friends but my point is just I I think we're gonna see we're gonna see some data from this even if I I have seen sometimes when someone has pushed a survey out to the world and you can see that it's skewed uh but uh we're gonna we're gonna learn some things from this even if if people send it to their friends in Sweden which has happened all right thank you very much thank you I appreciate thank you to the trustees but I also appreciate appreciate everybody coming down here I know it's hard to come down on a Wednesday night it's not always the easiest in the middle of the week but uh truly your participation in this process is what makes it work so thank you uh this was
106information only tonight and so no board action is necessary um since there's no more for the business of the board may I have a motion to adjourn okay moved by trustee hanagic seconded by trustee Parham all those in favor bye motion carry 702 adjourn meeting the time is now 7 56. have a good night thank you