001be here because I know >> you want me to start recording now or >> uh sorry uh but uh and so we'll we'll get started. Um we're going to uh stand with us going to step out for just a second and then once we do our meeting back then go any questions before we start and I will I will I think we have a that's all right. U thank you Mark. This is a special meeting of the board of trustees of the if we can please uh we'll start with the pledges. We'll start with the pledge of United States 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 the Texas flag. I pledge allegiance to thee,
002Texas, one state under God, one and indivisible. >> I'll say father, thank for this day and thank you for our blessings, Lord. Thank you for these people who are here today. Uh thank you for them spending a Saturday morning with us. Uh spending their time um to help us to help us and help these kids. Uh give us wisdom as we um look through these laws um and rulings or rules. Uh give Cory wisdom um and his guidance with us. Uh give uh Dr. Terrier wisdom and his team um as we search uh for new superintendent. Give us board members wisdom as we search for a new superintendent. And we thank you and praise you in Jesus name. Amen. Amen. Okay. I don't think we have any public comments update 126 really anything for that
003>> is that what so we will wait on that um so let's move down to the um item seven considering hired teacher Uh any comments on these individuals both the uh the uh life skills teacher is a lady from extra panette she has been a pair of professional uh Daniel helped check her out. Uh Troder uh is really excited about getting her over here. Uh and so you know that that should be good. And then the art lady is an experienced art teacher and I personally talked to the last principal that she uh worked for and the lady just raved about what an awesome she was not only in her classroom but the positive effect she had on the whole campus. So we you know hopefully good Lord's willing we're making a couple good hires
004those two. So that's our recommendation for those two. I will move to hire as a certified teacher for art teacher and Mandy May as the who's also a certified teacher for correct school year second. Any further question? Any other? >> No, sir. Thank you. Yes, sir. >> Okay. Any other discussion or questions? Uh, all in favor say I. >> Say hey. Motion carries. Nice. Oh yes. Okay. So I guess we will hold uh for just a second here. Dr. You got to finish by lunch because that gate out there's program shut. be trapped in here all week. They'll come in Monday morning. Are we supposed to be on the record still? >> Okay. >> You sure? Yeah. Yeah, that'll be fine. And Jessica took care of getting all the breakfast stuff and everything. >> Thank
005you, Jessica. Welcome aboard. >> Well, if you shoot for high and get somewhere in the middle still show if you click find a link to it. Yes. Yes. Go ahead. >> Okay. >> All right. Reg take it away. All right. So, thank you for considering us number one to uh to help you with your superintendent service. Nothing really has changed since that we did. uh the the fee that we charge for in region districts for the science school you are $6,000 we charge larger districts a little bit more so that is all inclusive we do it however you want us to do meaning we can provide as much support or as little support as you want as we navigate this choose for us to do which is great appreciate that. Last time we did a
006few things that I'm defer to you guys to see if you think that is necessary again or you would like to do it again. But we we went to every campus last time we did the feedback from each campus and then we back so that we could help put together a program which the district was looking for. Uh that is probably still consistent with what happened a couple years, but if y'all want us to do that again, we certainly can. We also sent out a questionnaire, a survey, and let community members respond to that. We compiled that to let you know what uh what the community uh thought about the the surge as well. And so we're open to doing any of that that you would like. >> I'm sorry. together. Maybe two years ago.
007>> Again, we can do whatever you guys want to do on that. What's your health desire? >> I would say the the community is probably I mean if it been 5 years, seven years, I think we might have a little bit of difference in thoughts, feelings, and opinions, but for the most part, the staff is the same with the exception of some of the campus administrators. >> I agree with Carlton. I don't know that it's necessary. I don't think we've had any major cultural shifts within within our community over the past few years. What they want is ultimately Okay. >> And you don't have to make student a little bit. Let us know. >> Any other opinions? >> We just started. We We just hired teachers. >> Yeah, we did that. We are superintended and
008just a kind of two years ago they did like a community kind of questionnaire feedback type thing and also a a staff or you know and he was just asking is it necessary or needed to do that um and kind of think about that. So that's what we discussed. Do you have any thoughts about that? How do you and and what they did? They kind of gave us, you know, kind of what the staff was looking for in a newspap. So to jump back to us and jump in, but first what we did initially was I don't remember if you join me or not. I went to every campus we had like a staff meeting and I just asked them, hey you're about to get a new superintendent what would you like the board to
009be looking for? What are the top priorities that you would like them to be looking for? They gave me feedback. We tracked all of it. We convinced that people said multiple things that kind of fit together and we brought that back to you and then created a survey that went out to the staff and community if you wanted to do just that piece go out and talk to each campus and get that kind of feedback we can do that too. So any combination you want, go ahead and tell them what you >> I still have that data that's there. I don't I can send that to you all. You can look at if you say yes that's we need circle back. But I still have all that data, the questionnaire, the graph that tells you
010kind of where everyone landed. Also have the survey from the campuses and and what the high points were there. So I don't mind sending that to you all. You can look at and say there's something different there. we might need to uh change a little bit but >> principles and so positions that were not in those positions um and I think it is important to have especially from the staff I think it's important to have for lack of a better word but buy in from the staff um and I don't know if this helps that buy in process you Yes, it does kind of help guide us, but um I think that the other purpose of it can be just that it is even though we're having a meeting today, we're announcing that we're doing
011this search, but also kind of is a it's a definite, you know, we are going into a superintendent search because there might be some people that weren't here >> and it concurrently with like we'll get the posting out, people starting applications That just helps drive our selection. >> Yes. As soon as you guys officially select us, that's the route that you go and you approve the policy. The problem is it actually does. We'll have to do all that first because that's what creates the post. We we get information from the staff from the community as to what they're looking for in a superintendent. You approve that. That's what the posting is. So we would have to do all of that we actually that's the only >> so board could we as could we come to
012a compromise because we are on a timeline and say we select them should we move forward could we say let's look at the posting the profile that they've developed that will drive the posting say that this is what we're good with moving forward with and then as after that's posted we will have them collect data and then we can use that drive our selection process. Could we could we would we all feel comfortable compromising on that because of the task? >> 100%. >> There is that profile that was created and you'll see this one. It says candidate profile, the one that we've created based on the data that we collected prior to that. But there is one thing that I did add because you all are TSL district or moving to a TSL district. And
013so what I've added in there is that strong understanding of TSL is required because you want that you're requiring that because you want this pos you want this to move forward. Now the reason I said understanding is because there are so few districts in in the state that are doing this. So that just have knowledge and working knowledge is going to be fairly minimal. I mean you would have to but that would open up those that want to understand TSL they can reach out to any region they're in their TSL team so they could collect that data talk to people and then get an idea so that they talk specifically about TSL with you all because that's what you all are in and we want to keep request. >> Yeah. Yeah. Yeah. >> That's exactly
014right. No, that's a good point. >> You have you have you have as a news tool. >> No, I think it's a great spot for them to be at >> from the assessment part. So, so we can do is what you just said if everybody agrees to that is you guys look over this and then I mean you can even you can reach out to me email say we don't need formal approval just a consensus that you like what's here give yourselves time to review it and think about it if you want to add something to it take it away let me know and as soon as I get that word from you I can publish Okay. >> And then we'll do the surveys and things to get information. So as you go through interviews
015and the selection process >> good. >> Yeah, I think that's a good approach. Um or let me know by it now or just want to say hey let's go with it now. >> Yeah want to go with it right now. just let me know. >> And then I want to share with them whenever we do this and what we have found we we post course on our website and on task website and toas and we do Texas ISD. Most people look at Texas ISD. That's where everyone lands. of what we found in in in the past six or eight months whenever we post for uh Texas ISD it's typically five to 10 days before they ever post it on their website it they have been slow in doing that. So, I want people to I
016want want you all know that. Of course, when we say, "Hey, we're going to post it." And you go out there the next day and it's not there. It's usually five to 10 days. Even though we email and call, it's a different process than what it used to be for them. >> It is interesting. That's good to know. So, on as soon as we go in and put the information in, it pops up. We actually control sex. We do not. a Texas super fine we have to submit the information and they post it there a lot quicker than Texas ISD and then we control posting it on our website so that just kind of gives you if we say it's been posted we've submitted the information we don't control I have I've made a couple
017touch points with a few that I know have have expressed interest in beginning to move and doing some things. Um, and some of those have been in the TSL realm. So, I I've made a couple contacts and say, "Hey, this may be posted here in the next few weeks." So, just be be prepared. Now again, you never know what people are going to do, but I just thought, you know, kind of getting the ball rolling. And so this entire review the profile that's the most important thing or one of the most important things. Look at all of it. This proposed timeline is something else before you post we need you to agree upon. And we just put some tentative dates in there looking at, you know, all the things because what has to take place
018here, it really comes down to you and if you're able to get a quorum together or all eight of you or all seven of you, I'm sorry, not all seven of you together to actually meet applications, do interviews, it falls back on you. We do post it as a tenative timeline. So if something comes up and we need to change a date, that's not a huge issue. But to meet the the end game, the proposed start date, which we put negotiable, but we we will uh put a date in there. If you're saying, "Hey, we want them here May 1, we want them here June, but whatever." We can put that in. Uh but what we typically do is start with the end date, work backwards. But here we did it the opposite because we
019didn't know what start date was. You guys were shooting for. So, we're thinking application that posted as soon as we hear back from Doc and then the the posting deadline application deadline will be February 27th. That gives him about five or six weeks depending on when I hear that from you. Uh and that's pretty typical. We try to go more than four, less than six. So, this is a great window if you agree with that. uh application review. We try to do that as quickly as we can after we close the deadline, but gives us enough time because I I know you're new to this, so I'm kind of going through the process here. We post, we accept all the applications, and then we put it on a nice spreadsheet for you that shows people
020that are sitting superintendent, have superintendent experience, their central office staff. And so we do this spreadsheet that tells you at a glance what the person has done and kind of where they sit right now. Not that that influences you in any way, but we've been asked for that so many times that we just do that for. And so on that application review, we don't, unlike most search consultants, we do not tell you who you ought to interview and who you ought to select. What we do is bring you, if we have 80 applicants, we're going to bring you all 80 and you will go through every one of them that you want to. That spreadsheet helps you as a group. You may decide we don't want somebody that has never been a high school principal.
021I'm just giving an example. Don't not trying to lead you in any way, but you may have an opinion like that. And so, anybody on that list that has never been a high school principal, you can set them off to the side and look at all the other. So, that's So it's easier for you to navigate. So we'll do that that the again March 5th is the proposed date. You guys are going to have to kind of let us know does that March 5th date work. After that we need to have time to schedule interviews with the people you select to interview for first round. And the way we we address them is whoever is the farthest away, we give them first selection on what time slot they want to interview because have to make
022a lot of plans. They may be spending the night. They may have to do airline flights. And the closest person to you, if you have an in district person, they'll get last chance because they're already that makes sense. We'll do first round interviews. Typically, we see districts doing anywhere from four to 10, but you can interview 80 if you want to. I don't a lot of time. The interviews will last and we put a timeline on of an hour and a half. So, an hour and a half interview or less, but we don't start the next one till that hour and a half is over. So, uh, hour and a half interviews. And when we get to the last night, typically we just stay after the last interview. And as you're going through them, I
023have you ranked. I say we have you rank them as you interview. And so, after the first two have interviewed, you rank them one and two. when the third one you rerank them one, two, three. The point because I promise you from the first interview to the last interview, you're going to forget a lot. You think you won't, but you will. And so we have you take notes. We have you rank. The only thing we tell you while taking notes is don't put personal thoughts because of P issues. So just the facts, ma'am, you know, that kind of thing just to get your memory going. And then we have you rank each one at the end of each night. Uh then at the at after the last first round interview, we'll meet for 20 30.
024It usually don't even take that long to determine who we're going to call back for a second round interview. You don't have to have second round interviews. Many times our boards have said, you know what, we like so and so. But we know that's our first and we're not going to waste any more time. We're going and you can do that. But if you have any question at all or there's, you know, I'd really like to hear from her again. Let's call them back and let's do a second. I encourage that. What I would say if you have a a high interest in anybody, don't not interview them because you've got eight and that's what you were thinking you would interview first round. Go ahead and bring it out first. An hour and a half
025investment of your time for the future. This school district is worth an hour and a half. We don't want to regret passing on somebody. That make sense? Okay. Then we bring them back for a second that typically that's two to four that come back. But again, it can be any number. I'm just giving you the average. typically two to four come back and they will interview a second round and then at the last interview that night we try to get to a long finalist and on the second round interviews the last night we do second round interviews we go ahead and put it on the agenda possibly name along the finalist so that you have that option it doesn't force you to do it but it it gives you that option if you pick one
026on that night when you pick one what we typically do is put the candidate on speaker phone and I typically say yes. So be thinking about this. I'm telling you early so you guys can start thinking and getting to some numbers here. I typically call the person and say hey the board at Anowak ISD super interested they are considering naming you loan filings. If they were to offer you 190 I'm just throwing out I'm trying to sway you on just throwing a number. If they were to offer you $190,000 and provide your transportation blah blah blah, would you accept if they named you finalist? >> And the reason I do that is because we don't want to name a loan finalist and find out tomorrow they don't. And so typically, and I have conversations on
027the side about, hey, this is kind of what the board's thinking, thinking about 190. if that's not going to work for you, I need to know ahead of time. Uh, and they want to tell me because they know we do a lot of searches and it'll ruin them in the future if they don't play nice with us. So, we usually know what they're going to accept that night for you guys. And so, we make that call. If they say yes, I typically say, "Well, congratulations because we're about to come out of close session and maybe you loan violence." Yeah. And so the other thing I would say though, and I encourage them ahead of time, have conversations with your spouse. You take care of all that. Do all the praying you need to do ahead
028of time. So on that night, you know, yes or no, but that don't always happen. And that's not a reflection of you. And that doesn't mean they're not going to take the job. So typically we allow them 24 hours if they haven't taken care of their business yet. Need to tidy up something. >> Well, and and I will give you an example of that. The last time we did one was Robert Leer who we all know and love >> and I had talked to him you know because you'll start having people call you once you post it every teacher that you know that is I mean you worked in the school district >> and what we always say is we'll talk to him again don't promise them anything will listen to you know don't be
029very unbiased but I talked to Robert and one of the things he did mention to me in passing was that Emily his wife one of the reasons they left Anowak was because she didn't want to be in Anak And I think that ultimately drove his decision to not apply last time was because she was hesitant to come back to An. So there those back room conversations between husband and wife do happen and may change. Now that's not to say he wouldn't apply this time and things haven't changed and they haven't had conversations and he didn't regret it last time. I'm just saying that that is one personal experience that we had where >> I'm pretty confident that's the reason he didn't apply last time. >> And I have a thought. >> Yes, sir. I'm glad
030you're um I would like to as a board you all be thinking about what salary should be and and I'm so glad you're taking this step because I think what could be very awkward >> that's super awkward >> yeah that is not good >> and so what I was thinking you could have contract written up be written We've got a salary we have in mind. We have the benefits, house, no house, car, no car, cell phone, no cell phone, >> whatever. >> All of the things. Uh so that um they uh and do you do you give that to like the second interview people or do you No. Okay. You do that at the point of >> Yes. So once the loan file and we get what you just described, we'll know. >> Okay. And
031so we typically give them a ball. The 21-day wait period once you name a loan file is there's a 21 day wait before you can actually hire the superintendent in that 21 days. >> And that has to be possible. Negotiation is possible. They're like, "No, you're $100,000 off." That's impossible. I mean, so yeah, we might as well not name them both violence, you know, or I don't really know like that actually, you know, there's just some no >> and so we need to get those no goss out of the way and I think it'll help to have a contract kind of already written out and y'all be thinking about because issues in the past for house, no house, >> uh, social security, no social security, that's come up before because like no, pay me extra,
032don't put in social security. That's been an issue. There's Yeah, but we have we have to make also want to defer compensation >> that they want to do like they want their house to be in their salary so that their social security gets more and and and that's but you know we need to kind of think about how we want to handle that because that's been kind of some challenges in the past with previous for you to ask and maybe both of you and this may be a dumb question um because I probably should know but could y'all whoever is the appropriate for you help us identify like a good salary or recommend an average salary >> I bring to you typically on that we talked about application review that's not you where you want
033to be even though they're much bigger I know they pay at least tell you, >> yeah, >> what you're competing with in the area with each new >> and another thought that always comes up, three years, five years, two years. >> Yes. >> You know, where are we at on that? >> So, so But please jump in here minimum of one year contract maximum of five. The average across the state is three. And I will tell you if you give anything less than three been totally honest. If you give less than three it is unlikely that superintendent is going to come. Now here's the other thing in our last legislative session in a buyout situation that really doesn't matter. You may say differently, but that really doesn't matter because you can only pay in an
034agree a separation agreement up to 20 weeks. Is that 20 weeks? And so it don't matter if you got a one year or a five year, you only get paid 20 weeks. separate has three years left on a 5year contract and >> so we got burned by that. >> Yeah. >> We don't go down that road again. >> I will tell you my personal opinion. I'm not comfortable with anything >> because we got I will tell you this been there for a while >> like a Scott Campbell >> like a Scotty Davis >> and then >> I I know whenever We hired Dr. Abshire, he he got a contract, but it was it was a different contract because of the circumstances and situations. Can I think you I assume you have it the general contract
035that we use for superintendent. Can you send it to all of us so we can look at it and and have ideas of what may or may not I guess change for that? >> A regular contract, >> right? just a a general contract, >> right? >> And it'll >> you know password, >> but but I think that uh what Doc said is what I was going to say. I think we we need to everybody get on the same page uh for that. And I guess on housing, we provide a house. Uh, but did you try to find out like what a typical housing allowance would be if we didn't provide a house? >> And we do a few outside. We only have a couple that have the ones that do not do not typically It
036kind of we only have a handful that that housing honestly and if they don't take the housing then that's their decision. >> You either take the house I would like to require that they live and my only thing is with the house and we can hash this out later on with the house now we're responsible for lawn maintenance we're responsible for plumbing we're responsible for everything in that house whereas if it's their house and the AC goes out well your AC went out that's not the school's problem to fix >> my thought just with just based on past experience is that I think we give them a salary and then house, they can they have first refusal for the rental home and the rental home is based on the market value. And so if if
037the shimmer tenant rented us a,000 a month or if low risk it is $1,000 a month and they can, you know, we just make the rate be whatever it would be for anybody else and then that just they pay that salary. Um, but I'm thinking that that's maybe in their favor because it does give them a higher salary anyway, so to speak. And then they get more social security. >> I think what Dennis did, I think Dennis got the house free, >> but Dennis said, "We're going to put it on paper that I'm paying for the house so I can get more money at the end of the year." That's a $12,000 raise by me saying, and I me because that's 100%. >> That's Dennis's problem, not mine. But I agree with you because we
038do have a district that say they paid a higher salary and superintendent at the time. So that's that's how they did. >> They just paid a higher salary with their retirement. They pay the district back. >> Yeah. If they want to buy their own home, that's something. Yeah. you buy another room in the district, no problem. Or rent another home in the district, you know, that's fine. >> So, with this candidate profile, I can put in there must be willing to live in district or like you said, I've seen some contracts because some folks that live within 30 minutes and the contract will state must not live any further than 45 minutes from the district because sometime, you know, if you have somebody fairly close, you think, well, they they have a house and all
039sorts of stuff, but they're living there. they're not taking our house. So that that's just the thought. You want to do that or you want to work that as part of what my recommendation would be is to put something on the candidate profile saying uh resides in the district. >> I would like that. >> And that doesn't tie you to it, but they know that's what you want. Yes. >> And then if this situation came up that Morgan just described just described, then uh then you had that option. you had tied yourself to it being required >> because I do believe we had a couple candidates apply from that lived in Montron area and so we could negotiate with them on that obviously we would I would prefer that they live in district to me
040that gives more buy in they're part of their community for me that's very important >> that they're engaged >> and I'll tell you this because they they had put it in one of the superintendent jobs that I took when I was superintendent it said district required, but it's really required by the board when I got there. Uh, which I might not have applied for the job that said required, but I wasn't sure at the time that I was going to move to house. Uh, but in our conversation, they said, "We'll give you a year to get in the district because we know there's not a lot of housing here and we're going to give you a year." Well, I was fine with that. I took a job because of that. So, just there's different situations.
041I would be open to person. >> Very good. So, so I mean I need you guys to look at that timeline, check calendar, make sure that timeline works for you. If it does, you can just let me know. When's our spring break? >> I just say yes, dear, when I'm told. So, I have >> I don't look at calendars. >> I said we did. >> Yeah. We missed that. >> Yeah, I think the calendar worked for me. >> Yes. In general, you know, >> uh the only thing I'm thinking is do we want to hire that 23rd? We want to move that to the normal meeting on the 27th. >> Well, that was that was a 21 day. So, if you made the decision on April the 2nd, I I count from April the 3rd
042>> and that'll be 21. That would be your 21 days. >> As long as your regular meetings after that 23rd, >> right? It's like it's like th that's a Thursday and then the following Monday, I think we have a regular scheduled meeting. >> I don't know. That's the only thing I saw. >> Get out of there, Mike. >> Just kick her back a week. April, April the 27th would be that if you do that for your Monday, >> right? The last Monday of April that just timeline start contracts general. >> You know, superintendent are different than most other, you know, I will tell you my start date on on superintendent jobs start April 1 and the other started May 1, but it really just depends on what time of year it is. There's not a
043I will tell you if I'm if I'm going into a new district and I can start on May the 1 where I can look at the budget before it's adopted all of those things look at my schedules do the things that take place late spring and summer I'm going to be a much more effective superintendent than if I wait >> does it have to be a at this time a a hard date on that like say there say we're going to hire you but your contract won't be expired till June But we want to hire you in May and we can't >> we preferred but negotiable. >> Yes, we could put a preferred May first. what you're kind of prefer to go and then put the go >> certainly do that. Yes, ma'am. >> I
044think I'm going to have a problem with the time. >> Okay. >> Because it's March that week for the first round. >> Yeah. >> And I don't I mean, we're not going to close till I hear back from I hear back from you, right? >> Yes. Okay. >> Yes. >> So, when we hear back from you, whatever those dates if we need to make a shift and it may bump everything, right? So, we'll just have to see. >> A couple days of movement >> and they might show on the like you need to stand the kids up. >> You got another one. >> So, a couple of things I do need to say. I'm turn you whatever you got. But I while I'm thinking about I don't want to pass this up. This search needs
045to be super confidential. This is a locker room and and I say this because if you get out there and you start talking to potential candidates or you start trying to recruit people and things of that nature, I will tell you when superintendent see boards get involved at that level, they start pulling their names from that. is being real honest with you because what superintendents want is boards that can keep confidentiality and they know that they boards have been talked to about confidentiality and if they're reaching out to people and having conversations with people on the side they're going to say am I really in close session going to be able to trust that this board can keep things confidential I'm just being honest with you up front if they start seeing those kind of
046things good super not all of them good superintendents will start their And we had an issue with that last time. I started getting calls about, well, so and so says you're hiring this person. This is what the comm that this person's applying and this person. I'm like, I have no idea what you're talking about. So again, like I said, every teacher you know that is certified is going to start calling. And that's when you say, "Look, this is a board. >> It's confidential search. I didn't share anything." And and it's fine. Those things are going to happen, but it don't need to come from >> right. and and and and all I'm just being honest with you up front. If if good superintendents find out that it's not being a confidential search, they can pull
047a name. >> Yeah. My main response was if you're interested, you're more than welcome to apply, but we have no we've not made any decisions. We haven't discussed it. It'll be a more decision. Information will come out when it comes out. >> And I will tell you, superintendents that are applying for jobs know better than to reach out. Yeah, I'd like to say that the couple of that one is um we had official meetings that were announced today. You know, the agenda has already been posted. So people, you know, no agenda on the second for out there trying to recruit so and so on the side >> like hey you know I I can get you know I'm gonna hook you up you know and and then they have that expectation come in hey Dr.
048Hook me up >> um then that hurts us as a board unit because Dr. out there doing hookups and uh but the other six members don't like this person and and that person will not be successful because it's not a board collective that made that a board majority that made because again we may be it could be a 4-3 vote I don't know it could be a 52 hopefully not but um it uh but yes please don't have a conversation on the side with so and so and um and the other thing with that too is that So and so may be telling you things, but then they get an interview and maybe they'll mention that or maybe they uh >> or they r you out, >> you know, and and that's not and so
049it it's best for us all to hear their response to our questions as they board collected >> and um and so and yes, if teachers, if if community members, whatever, we are in a search. Yes, we are in a search. If they ask, we're in a search. refer them out an easy outer to me and Dr. Wright because we'll have whatever conversation we need to have. It's not the board doing it. And you know if you guys I will say this too if you do have somebody and we get to a point and we don't see that they've applied and you want us to reach out to them that's appropriate. You reach out to them really didn't but we can and we've been asked to do that. we have doesn't mean they're going to apply
050but at least we can reach out and throw that bug in there. The other thing you said go back see if I can pick up on what you said. the 43 by I'm going to say this that is one of the first questions that superintendents that are offered the uh the finance is what was the because nobody wants to come into a situation where I already have three of my and so I will tell you this before we land on that last night he and I will do everything we can to get you to a consensus to where it is. We may not ever get there. We get 61, you're probably still okay, but if we're 43, it's probably not a good situation and it's not going to be a good situation for you if
051three of you aren't for this person. So really, what we're going to do is we're going to do everything we can in conversation to let you see that this truly is the person who is because it's better for you, it's better for the person coming. So hopefully we don't end up there. We might but by the end of the night hopefully we won't. >> You were about to say something. >> It's okay. I don't think that I'm so lost by it. It wasn't a It wasn't a big deal. I It'll come back to me. >> And we I want you guys to question what we've given you here is first round. Please don't share this with anyone. Keep the And and I'm going to say this. Anything we give you, keep to yourself. On nights
052that we have interviews, we're going to give you a notebook that has every person's application, their resume, everything about them. And we're going to have questions and you're going to put notes and all the things and you're going to write them every night. And at the end of the night, I'm going to take your notebooks back up. And the reason is for confidentiality purposes and you don't get yourself in a bind that you accidentally left your notebook somewhere and somebody saw it. So we'll take them back up and we'll bring them back every meeting just to protect you more than anything. And so just know that I gave you a sample list of questions that we think are really good questions. And I'll be most uh but if you want to ask different questions you
053must respond giving them to you plenty of time. If there's something on here say you know what in anac we really need to know blah blah blah send that to us we'll get it on the list or if one of you like we've already addressed that that's not an issue here we didn't take that question off tell us that too and we'll we'll make the list if you need more sample questions again I've got I probably got 75 sample superintendent questions I can send you and so you just let me know any what have I missed nothing that comes to mind. >> We also volunteer our time to sit in on every interview so that you don't have to pay a lovely attorney to sit in you from asking anything that you didn't ask. And
054so we sit at the back of the room if you want us to. And if somebody asks a question, we just say, "Hey, we'll have a signal. the the first night as we're going into interviews, I'll kind of go over that with you. Here's things you can't ask. We try to keep you to the script, but you can ask questions for them to, hey, could you expand on that? You said you did this in this district. What did that look like? You know, those kind of questions, but nothing that's not fundamentally on that page. We don't want you to add something unless you do it early where we can review it. Make sure Any questions? Anything we didn't cover that you were hoping we would? Anything that we didn't say we're going to be doing
055that you hope we would be doing? >> What? I'm just curious. Last time we didn't have 50 applications. >> Yeah, it was 48 49. So, >> how search has been looking lately? >> Honestly, we we have not been getting huge numbers of this. a lot of people that were wanting to get into the superintendency that seeing the atmosphere of the superintendency and they're not applying like they did. >> I don't know how many will get I would guess mid30s probably. >> Okay. >> 35 40 I would guess >> but there's no guarantee ever. I will tell you when we get most of them come in in the last two or three days which is very difficult the last two or three days I just come in and so a lot of times four presidents will
056reach how many we have so far I'm like 10 well that's terrible the last day we get 30 >> I think last time we expected 15 and we ended up with I mean we didn't expect very many so summer is horrible. We had 10 or 15 for summer. I mean, which is you are too, but district 35. >> Okay. I was just curious what what your averages were looking like. >> And we had We've done a couple of search and we had 20. But I will say when it gets later in the game, we haven't got any pick up. Hey, I know you fast that kind of thing if we get in that situation. But but last time you all had just based on the searches we've had since then, you all had quite a
057few from the Houston area, which to them it's fairly easy drive. So you uh you're I think your candidate pool is going to be a little deeper potentially just because of where you're situated versus someone that says I've got to relocate all the way over. >> Didn't we have one way Arizona way out? >> Yeah, the needle surge I have about 10 out of >> It is. Have you not been to Buns Beach? >> Yeah. But one thing you guys have going you are in the past, you have paid very competitively. I don't know where you're sitting right now, what you're thinking, but when you get used to here, uh, larger schools are not paying what you guys and members and others are paying. And so that helps you tremendously. You'll pull a lot. >>
058We don't really have a choice though. Exactly. As far as administrator's concerned, I can tell you looking at this, you all are on potential for growth. I mean, and I' I've come in here the past two or three years, continue to see houses and things like that popping up. So, what you see is within the next four to five years, you're going to be a larger school. So that growth is there. There's a lot there's potential. There's a lot of things here. >> Something just for you guys to know in conversations when you have them is that Chambers County is the sixth most rapidly burning county in the nation based on percent. >> Wow. >> So I mean if they get asked questions that's worth telling them that we are our unemployment rate is 4%
059too which is we are at the national average. So yeah, >> something to mention as especially somebody that has a spouse or older children that are looking to relocate here. >> Yeah, >> the employment market is really strong. So >> and Chambers County, like the government entity, Chambers County, fantastic place to work. >> Great benefits for spouses if they're if there are kids and older kids if they're looking for jobs. >> Tell me >> hour four minutes. We are literally evenly between equal distance. >> So one of the I don't I wouldn't say candidate because they're not really sure but they had expressed interest whatever comes up but let me know. So that's the reason why I'm call but they they aren't from region five. And so they said well well tell me a little
060bit about it. So I I gave my idea what town looked like, but I said the conveniences are I said you can live in the country and feel no traffic so that you can get on I 10 and I said in 15 minutes I said you can be at HV there's restaurants cuz bar now too. >> Oh really? And and I'm sorry we have so all even though you're rural >> Yes. from here 49 minutes to downtown. From my house it's an hour and four minutes. Don't mention the Trinity Bridge. >> Sore subject. Sore subject. >> So if somebody's looking to come from a more urban area, suburban would probably more applicable to the rural area. They really do have all the modern comforts because again you can get anything delivered. So if you don't
061want to drive the 15 minutes, it can be here. >> And we get that question for my husband. >> I get it. Quality of life matters especially if they're married and have kids. So and then our sports programs, our youth sports programs are great. And so all those things selling points, you know, to drive the best quality candidates. >> A big fair Well, there that's really nice. >> I run the county livestock show. >> Okay. >> 100% to our kids. We don't take a cut out of that. Okay. >> All those kids $1.2 million showed last year. So, that's awesome. >> Right in the hands of kids. >> I'll let them know that. You know, my daughters showed animals and stuff. So, that's one of the things those that work in the show are in
062the show part, I would say, that's nice. That's an opportunity. >> Yes, it is. >> Good. >> So, to do from here, I got two items. Mike, you're let me know if there's any on the profile. >> Sir, sound like we've already been making some as we go. >> Oh, I was just going to let you by the end of today. >> Let me know, please. And then I think for the rest of the board, we're okay moving it back a little bit later in March. >> Thank you. >> And then uh my goal is to have that to 3 to five by Thursday. >> I'm gonna put together some points for y'all. bullet points. >> They ask you guys the quality of life. So, I'll just send you a couple bullet points and that
063way if they ask Well, that's part of my job. So, I'm like, I'll sell this all day long. >> You want us to go off the record for until we >> Yeah. >> We're going to close. >> Yeah. Are we going to close? >> No. You know what? Actually, we just need a meeting. >> Yeah. >> Thank y'all. Y'all have a good afternoon. >> Uh, I I'll move I move to hire region five as a superintendent search firm. Okay, >> I'll second. >> Okay, first and second. Uh, any questions, comments, discussion about that? Okay. Uh, Stacy Davis, any We're making a motion for the search firm. >> Oh, we cannot. Okay. Sorry, you can't participate. >> Uh, so all those in favor say I. >> I. Again, say nay. >> Okay. Motion carries, I guess.
064uh do not include >> and I move to adjourn this meeting. >> I'll second. >> I don't think there's anything. >> Oh, I thought it was going to be I thought it was going to be a separate I thought I thought it was just going to be a separate >> Never mind. I'll take that back. >> So, let's move into close session. >> Yeah. And then we also need to get uh the administration. Thank you. >> Cory