001It is 8:00 and we are out of closed session. We are going to move to uh discussion action items workshop to discuss criteria and logistics of superintendent search conducted by impact education specialists. Mr. Doug Williams. >> And if everybody could turn their mic on. I know it's uncomfortable, but the only way you'll be heard on YouTube is if you uh have your mic on. >> Actually, we can turn them off. >> Okay. Just kidding. We're going to turn them off. >> Yeah. We had a we had a failure. >> Got >> of our new stuff. So, >> okay. >> Working cross on YouTube by yourself. >> Huh? YouTube. >> Yeah. >> So, there's no YouTube tonight. >> Oh, no. There is. >> It's just I had to pull out these instead. >> Do we want
002to Do we want to try to run? >> Oh, yeah. So it's extending this way. >> Yeah. So you want your If not rollerfect. Perfect. >> All right, y'all. We're going to uh we're going to kind of going to kind of go through this a little bit. Um, first of all, we uh we appreciate the opportunity to work with you. I'm Doug Williams, retired superintendent Sunnyville ISD. When I retired, um, a group of us started a consulting company, Impact Education. Um, there were at at the start there were four. We've now added a fifth partner. um actually had a six who is primarily working on the curriculum instruction side of the house, but she's actually going to be with us a little bit. Her name is Jennifer Settle. Uh myself, Kevin Worthy at Roy City,
003Stan Serat from Lindell, uh Blake Cooper from Commerce, and then we've had the West Texas Department. We've got Keith Bryant. Uh more than likely, you're going to see me quite a bit. Kevin will be here some and Jennifer will as well. So, uh it's great being with y'all. I'd like to find out who I'm working with. I know a couple of you guys, but I'll start here with Adam. So, just tell me a little bit about yourself, your family, how long you've lived in May, how long you've been on the board. >> Yeah, I'm Adam Smith. Been in May for about four years, three or four years, and I've been on the board for two years. I work for the Texas Department of Transportation. I don't have a education background, but um been in construction.
004just I moved here because of the schools and on the board. >> That's great. Good. That's great. Appreciate it. Thank you. You're not a board member, but I'll let you introduce yourself. >> I'm Kristen Bo. I am This is my 19th year with the district. My husband and I moved to April in 2002, but um have worked for the district for 19 years. Um I have been a teacher, assistant principal, principal, curricular director, um while inmate girl and I guess that's it. >> Yes, that's it. All right, Jared. >> So Jared, right? I've got two boys. My oldest just graduated last year. My youngest is a sophomore. Um been married a long time. Uh we've been in Pearl since 21, February of 21. I've been on the board uh two and a half years. >>
005Okay. >> Uh my name is Jeremy Norman. I am uh been married to my wife for a little over 15 years now. And we have three kids, 12, nine, and six. Um so kindergarten, third, and you lose track after a while, like seventh or something like that, which is crazy to me. Um but we actually moved into the area in January of 2021. Um I just had to beat him by one month, that's all that mattered. Um, I've never been in education either. I'm in real estate and uh I've been on the board since Adam got elected. So, >> Okay. >> Second year. Okay. Yes, sir. >> Good deal. >> Jerry RmIrez. Um, been married for 21 years now. Got three kiddos. One graduated from April a couple years ago. And then I've got a
006freshman and a senior in high school. >> Got a senior in high school. >> Senior high school. >> Yeah. And then uh been in the mate barrel area since October of 2013. >> Tell me what your senior participates in. >> Uh he's not participating in anything at school itself. >> All right. >> Yeah. >> The only reason I asked that is sometimes we do the search and then we get senior parents and the senior parent will say, "Well, my daughter plays on the basketball team." And I'm thinking, "All right, so that means Tuesday nights are out, right?" you know, so we kind of have to work those kind of, you know, and so that's the reason I asked that and because sometimes if they're a freshman, well, they're only a freshman, but if they're a
007senior, you want to be at that playoff game. So, we we try to do things like that. What about you, Steve? >> Steve Cooper. Um, I am married, have two kids, a seventh grader and a first grader. Um, I've been in the Maple area since 2018. I've served the community of Ellis County for 16 years, law enforcement. We moved from the mid cities to this area. Really love it. Is my third her third year on the board. >> I do. My daughter is in every sport. >> She's in every in fact we we had lunch recently and you shared with me a lot of the things that she's up to. So you guys stay busy. Um here's what we're going to do. We're going to spend a little time talking about the search itself. Make
008sure that y'all are you're you're comfortable with where we are. One of the things that we do is you're going to see it up on the screen. These are our profile development questions. I'm going to ask you three questions and and it is for y'all to share with me. Um each superintendent search is different. Okay? It's it's it's like um even though even though your school district may be similar to to another one that we've done, the needs of this diff of this district are different. where you are currently are different than than some of the others that we've done. And so we don't walk in and operate with that preconceived notion that these are the issues. This is what we're looking for. Um and so we ask this from this. Um I'll go home
009tonight. Um and I'm going to work on what we call the posting. I'll probably work on it over the weekend. Um especially Sunday. Sunday's uh weather's supposed to be bad. the Cowboys don't play till 07 and so but I'm going to work on the posting and then my wife puts together something that she calls that we call the flyer. Uh my wife is a retired English teacher. She retired when I did taught AP English there in Sunny Bell as well. Um but we put those two documents together and then we're going to try to post this job sometime on Tuesday. Uh we want the posting to be personalized. We wanted to tell the story of May Pearl and where the district currently is. Uh, and so the first question we ask is very important. I
010want you to tell me reasons a prospective superintendent should apply here. You're you're going to help me recruit. Now, part of what we do is we do just throw this out. We say, "If you want to apply, send your paperwork to us." But we also do some recruiting. And so when I pick up the phone and I already know two or three in this area that I think are good current superintendents, smaller schools, I'm going to pick up the phone and call and say, "Have you considered?" The first question they're going to want to know is why should I? And so what I want you to do is I want you to just take about three minutes. I want you to write down those some of those reasons that you think someone should apply here.
011Okay? All right, someone start. Someone kicked me off. Watch someone apply here. >> I put Maplest as a district you want to work, raise your family, and be a part of the great. Okay. Someone else. >> Yeah. But along the same lines, the community has a family feel, small town atmosphere. Uh but just like any family, you know, there not always going to be in total agreement. I feel like the through mutual respect, we everybody helps each other. >> Yeah. You don't really know that concept until you've been to Thanksgiving dinner, >> right? >> Yeah. >> But I don't think anyone's flipping tables. I think we could talk through it. >> Yeah. Along that line, the community is passionate about the district. They care. >> A lot of community aathy. >> Okay. We talking to
012a few people that we've already talked to. Um what they like about our school is leadership is a little bit more personal and not so distant. It's like a bigger school. >> Yeah. We're in a growing community room for growth. >> Growing and about to be that much more. Yep. Took me an hour and 15 minutes to drive down a night, y'all. Really did. Normally, it's about a 50-minute trip or it used to be anyway. So, >> where do you come from? >> I I still live in Sunny Bell. I would say this district um has a lot of potential. The students and staff in this district have a lot of potential. Um and I just don't know that we have reached our full potential yet, but we definitely have the ability to do great
013things. >> Okay. >> I think along those lines, I wrote this down. I said that I think that we have the right people in place in most if not all key positions to take the district to the next level. I'm the worst t by the way. >> Sorry. People are watching my dang hands are cold. Okay, keep going. No wrong answers. Keep going. I think this opportunity really presents a culture that the new superintendent can have ownership with. It'll for generations to come. Yep. I go back and I go back word it. I I put in work. I put in one. I don't know if y'all can see it. It's kind of small. Hardworking kids. When I was superintendent at Sunny Bell, we and we competed against Mayboro Pearl. We knew we knew we'd have
014to work 48 minutes if it was football or seven innings baseball. We really did just because y'all's kids competed. You worked hard. Respectful. So, >> I don't know if it's a selling point or not, but we really do have a cohesive board. >> Um, that is huge. So, what they're going to ask me is they're going to ask me a couple questions. They're going to say, and honestly, they don't they don't say a whole lot about what's their scores. They they they just don't. Uh they're going to ask first of all, tell me a little bit about their finances. And then they're going to say, "How's the board? Does the board get along with each other? Does the board have an agenda?" If I if I say, "Well, you know, I only had to break
015up two fist fights, they might not apply for the job or or you know, three of them got on the board because they retired the athletic record." You know, whatever that that case may be, whatever that agenda is, it makes it difficult. And so cohesive board is Jared, I'm going to tell you, it's very important. Very important. Um my time of greatest growth in Sunnyville, we had seven board members for six years without a replacement. All seven of them we there was not an election for six years and and all all of our kids gra all all eight of us had kids graduate from high school during that time. I mean that was we were we were like we were mar you know like likeminded the whole work. So it was it was very important.
016Somebody else >> this probably goes along with some of the small town people feel and the community investment but I think that in a small district superintendent has the ability to make a huge impact >> right >> I think in bigger districts obviously a superintendent can do that too but I think the ripple effect is bigger and seen seen greater here and has the potential to be able to to do that here. >> One of the questions that I'm going to ask you is I'm going to ask you about qualities and characteristics and and a certain kind of charact. >> Okay. Anybody else got one you want to put in? >> I don't know how you phrase this, but I mean I think I I look forward to graduation every year because even though I
017don't have a kid, I've almost either seen them do something or get at least know their name to receive that sense of accomplishment versus >> we graduate on average with about 90 kids a year and not 600,000. >> I can say someone who's been here that for 19 years, you know, when I walk into high school now, I know I'm hugging kids that I was their principal when they're in elementary school. So, and that is big to me that, you know, I can still have conversations chips about how their academics are, how their mom is, how how their grandma is, you know, so that to me is is is huge >> very much. >> And I say that because I think that's why people are moving from big districts to >> Yeah. >> the more
018I talk. >> Yeah. >> I don't know. >> Experience more personal. Yeah. >> Yeah. >> I moved from a big district here um with the mindset that we knew we wanted our kids to be in a small district and I have one that went all the way through. graduated two years ago and one that's a junior and I can say they still love to see the second grade teacher or that and so I definitely consider many of those people part of my village as a parent and so and I hope to be part of some of these kids village as well. So I think that community again is a big deal. >> You mentioned a while ago finances I think financially we are in good spot. We don't need someone to come in and save
019us that from that. Okay. All right. So, transition back to the slide deck really quick. So, there was the question that we worked on. So, the next thing I do want to talk a little bit about our process itself. Um, tonight is tonight's the profile. We are we are going to be looking at the profile. Community input sessions. Community input sessions will happen pretty quick after we get back from the holidays. Um we plan on being in town on January the 8th. Um we will meet at that time. We will meet with the administrators. I had 4:00. I may wind up moving them up a little if that's okay before school gets out. Uh that way it would give me the opportunity to meet with one of the campuses after school, meet with the teachers,
020and then I'll stay. The uh the six o'clock meeting will be with the community. And again, uh Kristen, I'm going to I'll lean on you as to where you want that meeting to be held. U probably will want to talk to you first part of next week because I send out an an email that will invite all of the community members to that session and I'll tell them where the meeting's going to be. This room would be perfect really. Uh technology access is the place for I like to put them around tables if possible so that they can talk a little bit and we ask them very similar questions. Uh we ask them what are the strengths, what are some areas to address and then we also ask them what qualities characteristics are you looking
021for in the next leader. By the way, I give you all an A+ on the fact that I've sent that that link to you and you've got over 25 names. That's normally I'm I kind of feel like the classroom teacher having to chase down the homework on some of the board members. Y'all done you've done a good job. So, we're going to be able to send that out next week. I like to do that. Give them a couple weeks and I know next week with Christmas uh or the following week will be Christmas. We'll try to send it out next week. So Kristen and I will get that set up. We're going to do something different with your with your campuses. When we met with when I met with the officers, uh we talked about
022we talked about the need uh for your faculty members to have a feel that uh they matter. They were important. There is a little bit of a feeling that there's some disconnect. And so the uh instead of doing one meeting and saying y'all come to this room and set up and you know send your department heads or send your lead teachers or whatever, I'm going to go to every campus. Every teacher will be invited and we will be able to get some good feedback from them. Um we'll do it three different days. Again, it's only normally it's only 50 minutes and I'll try to get here before the traffic gets stupid. Um, and so we'll we'll we'll set up. I'll meet with them. One day will be when I'm with everybody else and then I'll
023come in two other times just so that I'm able to meet with the any teacher that wants to come can come and uh I'll I'll send something to Kristen. She can send that out to them to kind of do an invite. But we'll set that up. I think that's an important step so that they've got feedback from that. from that. Um I you'll get a report from me. The report in looking at it uh I'm here on the I'll be here on a Thursday. I probably will have it that for that Friday border that uh search update. You probably will get it the following week. Uh but what that will do is that's going to tell you just some of those key concepts and some things that you'll want to look at. One of the
024things that we do from those sessions is we come up with what we call the ideal superintendent profile and it's about a one paragraph four or five sentences that says here are the qualities and characteristics. This is what they're looking for strengths in this area whatever. Um going to encourage you to read it before we start going through the before we start going through the selection process. and then I'm going to send it back to you right before the second round of interviews. And we'll I'll talk to you more about that in a minute. Um the first time I'm with you, I'm going to bring in every candidate in a spreadsheet. I'll show you what the spreadsheet's going to look like in a minute. From there, from that spreadsheet, it will have the strengths of
025the candidate listed out. Uh you're going to we're going to have a criteria rank score. We will also have a score that's going to give the partner rank. the three of us will sit down. We'll look at the paperwork and we're going to evaluate them on their readiness to come do this job. There are some that we're going to know directly or we're going to know somebody that knows. And so that's going to be able to give us an idea, a lot more idea whether or not that person looks good on paper or they sound good on paper, but they can't do the job or they or they don't. That makes sense. And so we're going to uh we're going to help y'all sort through that that night that I'm with y'all for that. And
026I gave you the calendar. We are scheduled to be here um for January the 22nd. That'll be a Thursday night. Uh what we will do there is we will go through and we'll go through each of them. Now, there'll be some that it won't take long. That person uh will be a lead teacher of a charter school. They're not ready to be your superintendent. Okay? I'm not knocking charter schools, but that's not what you're looking for. So, there'll be some that we'll be able to knock off the list pretty quick. There's going to be some that you go, absolutely, we want to take a further look at. And it's kind of like winning an election. Those people in the middle are the ones we have to spend most of the time with. Okay. So, but
027we'll do that. It's a process that honestly my favorite night maybe of all is that is that first night that we're together. That night, our job will be to select who y'all want to uh invite to send a video. Video is five minutes. We're going to ask them two questions. The two questions are tell us a little bit about yourself, your background, your family, those kinds of things, kind of like y'all did. And then the second question is why do you want to be the superintendent in April? I don't want someone that wants to be a superintendent. I want someone that wants to be here. And that's very important. And so when you listen to it, there'll be some that'll say it'll be evident that they've done their homework and they know a little bit
028about May Pearl. Some it'll be the same thing that they say if if it was May Pearl or if it was Hell Center and Hell Center's just north of Love. We're going to be doing one in Hell Center starting in January. Okay? We don't want somebody that's going to apply for both. We want somebody that wants to be here. And so that's important. That night, you'll hear the the you're going to hear the videos. You'll see the videos probably in this room. You'll see the videos and then they'll uh your the resumes will be sent out in advance. Okay, I'm going to send those resumes to you in advance so you'll be able to get familiar with the candidates before and then you'll look at the videos from there. You're going to select who you
029want to interview the interviews. You'll have a first round interview. We recommend four to six, something like that. Uh those interviews would be set to take place midFebruary. Right now I have the 10th through the 12th. Uh that's a Tuesday, Wednesday, and Thursday night. Um if you interview three, we recommend that you interview two and I you do a 5:30 interview. Go about an hour and a half, hour and 45 minutes, take a break, get you something to drink, get you something to eat, get your mind clear, and the second one comes in at 7:30. At the end of that, if if it's the third night, if it's uh Thursday, February 12th, more than likely, it will be me that will come in and help y'all deliberate. What we do in deliberation is, do you
030want to bring one back? You want to bring two back? You want to bring three? And really, it's your call. Okay? No set number. We did Greenville. Green and Edgewood though, they were the two that once they interviewed, they were all together. and they said, "We want to bring one back." And they did and they it was successful. Inis was different. Inis had four that they really liked and Inis brought four back. That's just kind of the it's y'all's call. And so we'll do that. That'll be the second round interviews. I want to tell you the first round interview something that we do is we're going to give you all a list of about 60 questions that we've come up with. These are some superintendent interview questions. uh questions that that my team has come
031up with. But some as we've done this two and a half years, if there's a question that a board member has that maybe was not on the list, we've added it in. If it's a good question, we keep, you know, we keep that. We use that. Y'all pick the questions you want to ask. Okay? And again, like I said, if there's a qu if there's a question you want to ask that's not on there, you send me an email and say, "Doug, I'd like to ask a question about I'll give you an example. One of the one of the school districts wanted to ask a question about student discipline. We put that question on there. Okay. So, that's just the way the thing works. The second round in and by the way, the first round
032interview, you'll have packets. You have packets for the interview questions. We recommend that every candidate gets asked the same question the first round. Why apples to apples? Second round is different. second round when you bring in that the candidates for the second round. Want to make sure that y'all are comfortable. And so again, we're going to send y'all we're going to send y'all that profile again. We want y'all to be able to read and and and that kind of talk about quality and characteristics. That really brings that back to the top. The second round, we recommend that it's a followup from your first round. First round, you ask a question. you think, well, I should have asked Doug the question on, you know, he he said something about a a great program he had in
033place. Tell me more about that program. That's those kinds of questions. We can give you a set list of some questions you might want to ask, but most of the time that good second round interview is really just y'all um have going back and looking at the notes from the first round. So, that's the second round. At the end of the second round, we hope that you're able to decide this is the person we want to name as loan finalists. We actually have that set for sometime the week of February 24th. Right now, we've got two we've got two nights, the 24th and 25th. If you had to ask at that third night, it would be February 26th. You'll name alone finalists. And again, we'll be here for you with the uh deliberation process. One
034of the things that we want to do for you is um I'm I've got a ballpark what Richie made. Okay, let's say that you're ready. You want to have uh you want to bring the new superintendent in at $160,000. If you name a loan finalist and we have not done our work in advance and you want to pay 160, but that loan finalist wants 200, we've got a problem. Okay. We're going to take care of that on the front end. I'll be working with Jared. will kind of have some salary parameters. In fact, you're going to get from us sometime around when we do the video work, you're going to get some salary ranges from us, comparable school districts in the area, some things like that, things you can look at. Um, and then from
035there, uh, we'll work with Jared. We'll work with the candidates that are coming back for the second round, and they're going to know until when you name them loan finalist. We want it to be the person that we all pick. One thing that we do that we believe in is we don't believe in coming in and saying, "Here are the six people y'all need to interview." Why? Because if the person y'all pick three years from now doesn't work out, we don't want you thinking, well, golly, I wonder who candidate 7 was that we didn't get to see. That's not the way we work. Okay. Uh we're going to make sure that y'all are comfortable with who y'all have? Anything on the process before we move forward? >> Some of these uh earlier meetings like community
036and administrators and staff and stuff like that, board members need to be there. No sir. >> No. Okay. >> Here's why. >> And I'm so the administrators I I need a chance to sit with them even with without the without the interim there. I I they need to be as completely candid with me as as necessary. We don't ask them to say uh you know when you've got an opinion you know we're not going to we're not going to attach a name to it. That makes sense. We want them to be, you know, to share that with the teachers the same way. We want the teachers to be able to speak, you know, and if there's a program that a principal's put in that they feel like it's harming instruction, I want them to be
037able to share it. And so the principles won't be there when the teachers are are uh sharing with me with y'all. the community members. We want the community members to be able to speak freely and I know they do. But yet for that, you know, we we feel like it's best that the board members are not present for that. But you're going to get that report from us. So yeah, you're going to you're going to know exactly what's going on. >> That all makes sense. I just need to know on the calendar. >> No. No. So don't worry about that. Here are the here are the key the key times and I've got them I've got them listed for you and I don't I don't know if we need to go back through that or
038not but here the there are the uh the the calendar and the key dates. If there's something that comes up that that right now you know everything looks good but something happens communicate with Jared or you know send me an email whatever just let me know and we'll we'll work around it. Um for the Ideally, I would love for all seven of you to be at every ever every every function as much as possible. Um, I don't want there to be a situation that well, I didn't interview Joe and three years from now, Joe's not yours. Okay? We want we want whoever y'all named to be the lone finalist and whoever y'all hire to be your person. So, it it works best if everybody's together. All right. All right. I'm going to we're going to
039go to the next. So, I've got two more profile development questions and then then little homework assignment that you'll actually do here. So, what are some areas the district must address? That's the first question. Then the second one, you go work ahead. Tell me some qualities and characteristics you believe that are are most important for the next 10th of April. What are those qualities and characteristics that you believe are the most important for the district? I'm going to unplug. You just unplug. >> Oh, I did. Qualities and characteristics you believe are the most important. Ready for y'all? Ready? By the way, just so that I've captured everything, I am going to ask y'all's y'all's scribblings. Is that okay? I'll take you. Yeah, I I'll take it back with me. I want to make sure I've
040captured everything. because I I will be working some this weekend. >> There's not even well army neighbor I guess that I guess that's only college. So >> my spelling >> I would just say challenges are teacher retention I think across the state in general >> very much. But uh I would like create a culture across the district where teachers want to come here and stay there. You know where you could offer money somewhere else but that there's culture so great here that money is not might not be worth it. >> Yep. >> Very good. uh student growth and achievement. Um what April asked to be the top 3A school district in the state of Texas and growth and achievement um professional development of our staff and then lastly I'll put uh community and public trust.
041really what I meant by like the development of professionals like training >> Yes. >> training you know down to rotation. >> Yeah. That that transition plan. >> Yep. >> The other thing that I think that small schools struggle with and I I say that because we were in fact is not even considered small anymore midsize right. I think it is I think it is personalized professional development for teachers. We can't tell you the number of times that we would offer something for them and and it might have been really good for the English teachers, but the science teachers think, "What in the world have you done?" And some so I think that I think that I I even like the um how do you keep those teachers? Well, you pay them well. You treat them
042well. um you give them autonomy, but you're they're also growing in their craft, too. And I think that's important. I really do. >> Well, and a couple of them, I think, go together for us. You know, Smith said about retention because we have a high turnover rate. That level of professional development is compounded. We're constantly playing catch-up to to catch to train those new people and find the holes where there's someone new or someone who doesn't know. So, I think if we can, you know, increase our or increase our retention rate. That helps with the professional development concerns that we have. >> Somebody with a strong vision where we can go and then a plan to exe. And by the way, you don't have I think if you're not willing to carry out the plan,
043they'll come up with a vision. Correct. >> Have y'all done y'all done a strategic plan in a while? >> We did one four years ago and then we have actually we're in the process of beginning one with a partnership with region 10 this year, but we have stopped temporarily. and and you need to um I would recommend that when the new superintendent comes in, you give them about six months and then start another one. Why 6 months? Because they need to know where the coffee pot is before they can actually start planning for what it looks like. >> I've actually got some notes from one of the gentlemen who's not here. So, I'll kind of toss out what he's got here. He says, "Transpent doesn't pass blame. strong character and highly involved in extracurriculars in
044the community. And I'll send you his notes as well if you want all >> uh doesn't pass play. uh does a pass play strong character and highly involved qualities that may need to let's see this if you don't mind this okay how about that because that sounds more like the next one but very important okay someone else >> on the qualities too I would like to say an effective communicator. >> Okay. >> Strong communication skills. >> I would say they're consistent and >> you're pushing. >> There we go. >> I can see I help you, but I can't. >> I left out that O. >> Okay. >> Um, okay. What What other needs of the district? >> I would also say that we need a a high level of accountability and expectations for everyone involved,
045students, staff. I would say staff first and then >> as we should be setting the example as adults for the schools. that can take a look at the culture of the district for I would say student academic performance. When I say performance, I think our kids are capable and have that potential. We talked about earlier. We just have to help them to perform better. >> Where do you measure that? What do you look at? Um so I would I would start with instruction >> because I think the output is the student performance. I think the output is the teaching instruction. >> Are you talking you talking stars EOC's? Are you talking >> daily stars and are in performance? But that's all we look at then I think we're missing opportunities there. >> Miss a lot
046of it. We only started was brought to us data, star >> um you know, you've got an interesting mix of kids. You've got some that uh from the time they start school, they're always talking about the next educational opportunity. You got some that are are completely want to enter the work world, be it CTE programs or things like that. And I think that I think that um you know that evaluation is a part of your academic performance as well. You know, how are we preparing students for what they want to do after? Very important. Someone else I think in um what gohead um you know schools are really under fire from every angle >> very much right and one of you know the the key things I know we go through crisis after crisis and
047it may be a big one maybe a small but but to have someone in the face of that crisis this is this is the plan this is how we're going to get out of I don't know how to really articulate that the leadership style, but just a strong sense of presence. >> Yeah. >> I think that you know a lot of times we get into a lot of firefights just go fight fires, right? Whack them all. It's kind of I guess the vision in my head and we need somebody that sees the whole board and says, "Okay, we'll deal with that. We've got a bigger plan that we're working on here, right? And able to kind of see that whole thing and not just the bowl that's up at the time. >> Proactive, not reactive.
048>> I like that. next year. You said it. Just put it >> else >> I would say someone who can help us to be consistent across campuses for as small of a district as we are. You know I always say you know We have three campuses that are just separated by parking lots, but sometimes it feels like we're three islands that are floating around in different directions. And um I feel like the more we can streamline things across the district, preK12 and the more we're all cohesive and our processes, procedures, then we're we are just separated by parking lots. We're not islands. We're big or continent, I guess, together. So just consistency across campuses. I think that >> I will say it is unique to like school districts. Part of my career I supervise all
049school officers in both there's tons of elementary schools. There's two there's two two high schools and everyone is like and they do take ownership and it's like but it's their island you know having that perspective of all of us. >> I think it's important to it was always important to me to give complete autonomy to my campus principles for the things that they were directly in charge of, but there were certain things that had to be mine, if that makes sense, you know. Um and and really sometimes it almost came down to um almost came down to well student discipline as an example, right? If you know Adam did this on the middle school and Jerry did that on the high school, you both probably needed to get three days by assess you know Jerry
050didn't need to just get a good talking to and then you know Adam got sent home for a stretch. you know, and some of that I I think it was making sure that everybody was kind of on that that same page is what y'all were saying. And then I the word that I included was expectations. What are the expectations of the district and is that from here to here? Right. Someone else on the quality I was thinking ownership. Okay. ultimately the superintendent it it falls on them, you know, >> whatever they set in place, you can't say, "Well, that was their fault." >> You know, one thing that Steve said was, "I want I want May Pearl to be the top performing school district in Compa." You know how you're going to accomplish that? You're
051going to accomplish it with a superintendent at the start. That's a competitive individual. I I I you know, for those of y'all that did not know me back then, I was competitive. May pro me beat us in something, I left here mad. You know, not out of control, but how, you know, but it but competitive, you know, whether whether it's academics, whether it's extracurricular, whatever it is, if we're going to do it, let's be the best. And I think I think that when you take ownership, you take things personally from the standpoint that you know um >> I I feel alone with you. So yeah. >> Anybody else? >> I would want them to be from leadership style be a micromanager. I think that's a quick way to lose good leaders. Yep. >> I like
052that. I was struggling with >> How about that? All right. So, one of the things that we do, and we talked talked about this, so I'm just showing y'all an example of it. Um, so this is the rank sheet. When we get a resume in, resume letter of interest in crosses crosses my desk. More than likely, these will come directly to me. Um, I will take them. I'm going to assign them a number. All right. So the first thing that you see and the reason they're assigned a number is in in the folder that we have um we don't look at we don't look at this situation. We don't look at Kevin Worthy. Kevin Worthy is just it's resume number two or letter number two or whatever. And then it allows us it allows us
053to kind of how we communicate. We just want to make sure we don't we don't everybody kind of we don't get anybody lost so to speak in in in our folders and the whole work. That's all the number means. It's not our rank or anything. That's just where we are. So I've just showed y'all this and this is an example of worthy. So Kevin Worthy from Roy City's a superintendent, longtime superintendent, region 10 superintendent of the year. He was in 22. Really good golfer. And the reason I put that is I always gave him a hard time that if you show me a good golfer, you show me a poor superintendent because he's playing way too much golf is what I said. That was just >> follow me against superintendent. >> Yeah, that was just
054M and Worthy's joke. Um and and I told him that that's why he was a better golfer than I was cuz I was a better superintendent than he was. But what you do what we do is we go in and we score these. Okay. So superintendent experience, he would get three points. central office, you get one of the two. You don't get both. Okay? So, if you're a superintendent, you get three. But if you were not a superintendent, but you were an assistant superintendent or a curriculum director, you get two. Were you a principal? You get two. Do you have experience in finance? Uh Kevin did. He was in Gunner, so he would get that. Um maybe curriculum instruction, he'd get one. Was he in a similar school district? And then we look at something
055we call stability. Now, this is this is an example of of how one school district rated, okay? It's not magical. And I'm and and the sheet that I gave y'all, if you you want to flip it over now, these are some criteria that we came up with. Um, and there's 12 of them. But what it shows you is, if you'll look, it shows you that in this in this rubric, this example, Kevin scored nine points. Now, I will tell you, Kevin knows CTE as well, so we probably would have given him the 10, but I don't ever want him to think he's perfect. Um, but then if you'll look here, it also populates partner. So, in partner, it shows Kevin Worthy, Roy City. Same information. And then I would rate him, and because he plays
056way too much golf for me, I'm just going to give him a three and a half. All right. And then on the rank total, um, it will actually it'll actually rank it. I haven't set this cell up. Well, here you go. Um, but what it will do is it will actually rank it and we'll get a numeric number. I could go back and look at it. I haven't set I hadn't set this cell up yet. But what this does is it will it'll show you what your criteria score is. It'll show you what the partner score is. And then you'll get a total. That's how we rank the candidates. The night you see them, you're going to get this from us and what we call our board presentation sheet and it's going to have every
057candidate in there. It's going to have the criteria score. It's going to have the partner score. It's going to have the total. We start with the lowest number. So, the first candidate up there is not going to be candidate two. We're going to start with the lowest number. Again, it won't take you very long to go through the first 10 to 15. Why? Because they really don't qualify for the job in our opinion. Now, that night, if Jerry looks at it and he goes, "This this guy here, I'd really like to take a deeper look at it." We'll take a deeper look at it. Okay? It's, you know, don't have to have four votes, so to speak. If one if one of you says, "Let's take a deeper look," we can. All right? But that's
058the sheet that you're going to get from us. It has notes and information. um in that notes and information if we come up with something and I can tell y'all not not for here but you know if when we do another if we do searches and the person that applies for the job we knows that that person's poor reputation or not a good reference or something we're going to put it up there this is going to be in closed session and I would rather share with y'all the straight honest truth truth and u if y'all decide y'all still want to go for it, that's that's up to you. But at least y'all got the information. Does that make sense? All right. So, here's what we're going to do. This sheet's going to look different. This
059is actually the one we're going to use for y'all, and I'll be developing it over the weekend. Criteria here is just what we use for another school district. I just wanted to use it as an example. Here's what I want you to do. I want you to go through on the sheet that I gave you. I want you to check check X something like that. Eight boxes. Of those eight boxes, those are the eight things that you feel like need to be a part of the criteria. And the ones that get the most votes are the ones we're going to use. Okay? And I'll and then I'll let y'all know kind of the ones that we're going to pick. Normally, superintendent experience carries the most weight because I know that y'all would love to have
060someone that's actually had the job somewhere. Okay. And so that's that's normally the reason we give them, you know, three points, something like that. So, okay, you'll spend a few minutes and then if you don't mind, give me both sheets of paper and I'm going to take those with me. This Yes, sir. It's going to give me some homework and your notes if you don't mind. You don't have to put your name on your notes. Thank you. So when you have on your other leadership experience, what do you what are the things you talk about? >> You know, um that was actually one that another school district that we did came up with Jared, it was that person everywhere on their resume. Not only were they a high school principal, but they were the athletic
061director. Uh they were they were the CT chair. Um they they led hard meetings just you know just just look like that they always kind of rose to leadership if that makes sense. >> Hall monitor when they were in high school. Okay. >> Um, I can send you a copy of that. you you send me that email and then you'll get that right back. >> Okay, that's great. >> Okay, y'all. We're about to come to the end of our time. I guess the last thing is this. I think you got my information, but here it is. What questions do you have? questions you have about the process. That's making our schedule a bit. Is there anything else we need to be working on? >> Not right now. You um if you if you've given me
062those names, you give me those names and those contacts, that's great. Next week, I'll send those invites out. Kristen and I'll work on the the location uh and then the dates for me to come in and visit with your uh with your campuses. Other than that, I think y'all are good. The next thing that we'll have, but it probably will be the middle of January. We'll actually um I'll send you all the list of questions same way. Share it in Google format and you'll just put your initials next to the ones you want to ask. >> And I'm going to go ahead and dates in. >> Okay. >> So that I can tell you guys >> that'll work. Now, the the the fewer dates y'all move, the better I like it because I've got I'm
063I'm lined up with with anything else I'm doing. One more name on that list. >> Yeah. Um, yes, Steve, you can just you just embed it on the in the Google Drive if you can or send it to me. I'll put it in there anyway. My questions Jeremy initial so the initial so the initial meeting like we're watching videos >> the initial meeting I'm going to bring that I'm going to bring that rank sheet to you. >> Okay. >> Then from that you're going to pick who you want videos from. Week later I'm going to come back with the videos. >> Okay. And then we pick who we're going to do first round. So we pick who we're going >> Yeah. You'll pick who you want to interview from the from the videos. >> Is
064it is it okay with me if I have two guys here? >> Absolutely. >> Have to me pretty quick. >> Yes. >> Yeah. To Monday. Monday I'm going to be writing up the I'll be writing up the profile, the posting, that kind of stuff. So, and then my wife takes the notes and she comes up with uh what are they looking for? Why do you need to apply here? She takes that. >> Where does this get posted just on our >> So, it's going to get posted on u our site impact education specialist which not many check it but people are struggling to you know figure it out. So, we're getting some check. The two big ones are texasisd.com. Tech, it's been around forever. Not a well-run website, but they do post it. And when
065they post it, people look on that site. The other one is TASA, uh the TASA site. It'll be posted on that. It'll also be posted on a on a place called Texas Superfine.com. It's brand new, state-ofthe-art. I love it because it's easy. I can go on there, I can put my attachments on there and it post automatically. Texas Texas ISD, I have to wait on them and it makes a little bit more problematic. And then the uh the fifth place is uh it'll be on y'all sites and then on region 10 people that are already sending us resumes. >> Send them to Yep. Send them to me. >> So I've got I got a folder of resumes. I'll just >> Wow. Okay. Send them send them to me actually. Um, yeah, send them to me
066because I want a cover letter as well. Here's why I want the cover letter. I don't want somebody that just sends resumes all over the country. I want somebody that will write me a letter and say, "This is why I'm interested in this job." Okay, it's kind of that next step. >> Okay, y'all. It's been a long week. All right. >> Thank you, Mr. >> There's no further discussion, no decision. Get up.