001foreign the views and opinions in this program are not those of cesa 7 or Spectrum [Music] [Applause] [Music] foreign need to order um Welcome to our special board meeting for January 16th uh 2023 uh we and we will start with the roll call Kinsey Smith here Becker um Andrew will be uh oh is he up there yeah okay he's going to join us remotely in a moment McCoy here Leighton and Warren here Welch here by early here Mills here okay so we have uh seven board members present um Andrew Becker will be joining us um at about five o'clock Okay so six did I say six what did I say seven I'm very sorry it's six um all right so let's move into the agenda here uh the very first item is uh number two
002is bwp and Associates uh superintendent search leadership profile presentation and we are joined I will let you guys go ahead and um introduce yourselves um hit the button the little face I forgot there you go yeah I'm Joe Porto from bwp excellent and I'm Todd bugnacky welcome all right you have a I believe a slide deck to walk us through and [Music] either way okay so thank you for um inviting us back to give this presentation the leadership profile report is the culmination of the um portion of the search that we call the community engagement component and it's the culmination of three activities a survey that we put out to your whole school Community some one-to-one interviews we held with each board member and then it culminated last week on January 10th with a wonderful
003day in the district that myself and four colleagues came and talked to people in focus groups today is the day we get to share what everybody had to say so if we could get to um Kinsey the page that says data sources that's where I'd like to begin next one there we go so with the focus groups we ended up uh speaking to 130 stakeholders it was a pretty solid number some groups were bigger than others but certainly it can be said that the district provided multiple avenues for people to get involved there were virtual opportunities there were on-site opportunities we even met with one group that got overlooked we met with them the next day via virtual so we're we're proud of that and I want to give a thank you to Kinsey in
004particular who helped us put that together the day went without a hitch she she pretty much runs our district now yeah um I just wanted to say that I I wish I obviously I wish that there had been more participation in some of these groups but I know that the district did a lot of Outreach and I was wondering if Lori if you wouldn't mind just kind of sharing some of the things the district did as far as notifying people of these opportunities sure thanks Laura um so first of course we uh put all the information out on our website regarding the survey link both in English and Spanish the community and parent meetings that were available for the focus groups we used our social media platforms so LinkedIn Twitter Instagram Facebook all of our
005school Facebook sites and our Spanish Facebook page now we did multiple push-outs reached thousands of people through those um opportunities we did a press release um that included both the survey links and the community focus groups we did some direct mail so we did emails texts and push notifications out on December 9th parents staff and the high school students all received personal emails multiple times and then we included something in our e-newsletter connects that went out with the survey link We emailed parents once again about the focus group opportunities on January 3rd as well as the students we had placed the community sessions and the community calendars that are available to the public uh and then our Education Connection newsletter went out um to 63 000 households and it was on the front page of
006the newsletter regarding all the different Community sessions and then that's in addition to all of the individual personalized emails that Kinsey sent out to the various um uh invited individuals that were invited to come and meet with uh bwp very good thank you Laurie I think you should feel good about the opportunities you presented and you can see on that slide the different uh stakeholder groups that we were able to talk to in addition our second uh area of source came from interviews we held with each of you and then the third component which everyone in your District had an opportunity to take part in was the survey we ended up with 1867 survey responses when we look at this and compare it to other places we've been this is an above average sample size
007um you can feel really good about the results that we're going to share today before we jump right into the results I do want to take them just a couple of minutes to let you know the process that we use to come up with the conclusions that you're going to see it is a combination quantitative and qualitative process and we feel um that it leads to a very reliable result so let me just I brought some props just because I think sometimes visuals are are are better than words so it starts with uh whoever's doing an interview or conducting a focus group we have our pad of paper we literally write notes you know we can't have our computers because we really want to engage you know so the only way to do that is
008just hand notes then uh so I so everyone could read each other's work and also um be able to apply this to a new program I'm going to talk about in a minute I then ask each of the uh team members to type up the results so we have one of these for every interview and every group we we had so what does that look like when they all come in stack like this okay then we literally read each by the way each and everything a person says is on the notes and each and everything that comes in in on the Note sheets is read and analyzed so even if you don't see some of the things you may have shared your thoughts and your ideas were all documented from there we do a super
009scientific method take a look at this okay um there's no better way than to do some of these things by hand so I go through we go through every single comment we give it a name diversity lots of options for kids whatever and then I start telling and this creates frequency distributions then just to make sure we didn't miss anything we tried a new more objective quantitative approach and we use this program I I I'll have to write you back with the exact title but it's something along the lines of word bubbles and our bwp assistant literally pops each one of these into a program and it comes out with something that looks like this you may have seen it we used this just to double check that we didn't miss anything on this so
010when we compile all that together that's how you're getting what we're about to share the only other thing I want to say as a lead-in is that these are written in order of frequency so as you see something on top that means it was the most important or the most frequent thing that came up so in this particular document order does matter it gives you an idea so as you know we asked three questions you start with the Positive your greatest District strength came out to be the diversity that's within your community and within the schools and you are a first in any District I've ever worked in you're the first district where that particular topic came out not only as a strength but the greatest strength so I know and by the way interrupt
011we would like this but when you said that I felt like standing up and cheering yeah this is this is important um to me this is important to know now of course there's going to be issues related to equity and inclusion that are going to be concerns but when the most frequently mentioned strength is this you should be really proud something good is happening there the second thing that came up in every group we talked to there's multiple Pathways for kids to succeed in this district and I probably didn't do justice in the report to all of them but you know you had everything from your International Baccalaureate to your Automotive uh program and kids are being placed in jobs before they're even graduated you should have heard your parents and community members talk with
012pride about that uh really cool this one um usually comes up in these kinds of things uh hats off to your staff a strong dedicated high quality staff the support that your community shows the school district with uh the main example people then gave was the passing of uh two pretty recent referenda in a tough time around the country to pass rep Randa Kudos these are these are things that are just great you always want to see child-centered Focus um this one was neat it's a big District but it still has a small town feel and the examples people would give for that is that each of the elementary schools in particular don't have to be the exact same each one has its own little culture and climate and people like that with their neighborhood
013School the big District was also cited as the source of another strength and that's that you have resources and expertise to to share with teachers as they need it administrators when they need it your professional development program for staff came out as a strength and then just pride in the community the reputation of the community and the district questions or comments you'd like to make about the strengths anything surprise you in there yeah so the survey results you kind of gave some distribution of you know the percentage that responded one way or the other is there any kind of General guidance that you can provide of you know the frequency and how it diminished over the this list of bullet points because you know ultimately they're in order but I don't know if the first
014one ninety percent of people said it and three said the last one is there some some data that can support this just so that we understand um if there's a concentration I don't like to use the frequency distribution as solid numbers it's really hard to do that because I'm reading comments and sometimes one comment hits three different things and sometimes I'm consolidating like it's the third comment about District resources and and each one comes at it a little differently so I pull it together um so uh I I don't like to give this as solid numbers but what and I have them if you want them but what I do James is this is just like what we see in when we interview candidates there's a certain cluster of the ones that are really frequent
015and then I usually cut it off at the spot where you can see a considerable diminished so while these are in order these are solidly the most uh frequently talked about now maybe uh pride in Green Bay had six less you know tallies than the top one but these are the ones that anyone who looked at the data would say that these are the ones then there's all kinds of outliers and single issues and such that actually helps a lot so you've already pre-filtered this this is like your top quartile or whatever and now that's what we're doing okay thank you good go ahead so when you when you're talking about frequency is this are they um or just to to reassure anybody that may be listening that's looked at in terms of strengths related
016to diversity because you could have somebody in an interview say I'm so tired of hearing about diversity diversity diversity so then they have they say it three times in there so it's frequent but it's not as a strength so if you could just share how you you know just so everybody knows that you actually go through and yeah we look at everyone and the ones where people clearly said it during the component of the discussion where we said strengths those are the positives when they said it in relation to a concern we worded it differently okay issues of inequality you know inequities I think was a bigger word that we tried to use when we did that um great questions okay what were the challenges that came up the first three James what I just
017said if if you wanted me on this one to differentiate how they landed the first three are like way up there uh then it goes a little bit lower and it's the next cluster declining enrollment which brings with it under utilized schools and aging facilities and the possible concern is out there in your community about closing schools changing boundaries and all the anxiety that that can cause that was number one on people's mind the structural budget deficit is very your community is very aware of it and they're concerned about it they do kind of blame the state more than they blame you for that which um maybe is a good thing I don't know um it's more accurate but your your community is very well informed about that and I didn't hear any kind of
018discussion about um Reckless spending or you know not being secure with money so for what that's worth issues I should I'm going to go back and say it's the top four that really came Sky High uh issues related to diversity Equity inclusion here's what most people said in this category um sometimes there's such a focus on being equal that being equal can actually be the most inequitable way to go in other words one school has super high needs another school not so much they're both getting the same thing the other piece that they were talking about here is um just the natural where people leave there's schools that are considered where people live there's schools considered to have schools because they have a PTO PTA generating funds and one person said you can tell which
019are the Haves and the have-nots who has the best playground equipment who has the most active PTA and so that's the kind of inequities they were talking about okay low achievement This was um spoken with great Passion the administrative team had just on the day we were there they had just come from a meeting in which some brand new fresh State data was presented to them and you already had pretty low achievement and there was some even more to be concerned about so this was fresh they were um they were speaking with passion in the way you want them to it's like this just won't do anymore this has to change so um we were not happy to hear about the results but very interested in the way people took it personally and were feeling
020accountable and really want to try some new things because what they're doing is not quite hitting it so those those were the top four clearly these others were also mentioned quite a bit a ryzen student behavior issues with some also specific examples about increased drug usage and chronic absenteeism um you know who mentioned this with the most passion the student group the group where we talked to the high school kids and you got to believe them they're living it right there's a very big concern about losing your good teachers and administrators by the way this one's not anything unique to Green Bay we're hearing this one around the country the current district office structure had concerns shared it's a big District there's a hierarchy and there's some questioning as to whether it's structured the most
021efficiently it's perceived by many people as top down and a little out of touch with what's happening in the schools the um I didn't put it the phrase We heard um but what your teachers mainly and even some parents mentioned they were calling it initiative overload um but I wrote that more professionally to many new initiatives and changes some initiatives do not get fully implemented and then uh finally but equally of importance is the increasing mental health needs and a lot of folks mentioned that this was on the increase even before covid and now it's even more noticeable questions or comments on the areas of opportunity for growth I don't think there's any surprises there no no okay then we asked knowing what you know about the strengths and weaknesses what would be your view
022of the perfect superintendent what should we be looking for strong decisive able to make tough decisions some phrase that able to say no when necessary stand by them and get them accomplished there's a lot in there one is just the strength that people were saying have thick skin be able to make unpopular decisions be able to say no but then they were also saying then stand by him don't just you know because the squeaky Wheels came in and you're going to change stand by them and then implementation was very important especially to your teachers your staff let's Implement these things before we go on to the next so visible engaged accessible Hands-On your schools the principals the associates the teachers the clerical they all told us we want to see the superintendent once in a
023while whether they come to the school and roll up their sleeves and help serve lunch or something or they come to a basketball games you know they want a visible accessible approachable but most importantly Todd's taught me there's a difference between visible and actually engaged they want engaged creative and Innovative here's where this came from the next superintendent is kind of uh has marching orders that we want something different that's not that's rare many times when we do this people will tell us tell the new superintendent you know don't come in and change everything and and be disrespectful not that people want someone to come in like a bull in a china shop but people are saying status quo is not working we want somebody who has fresh new ideas created personable so while you're
024saying no and standing up you have to do it nicely okay so yeah Joe with that a lot of it I think that they want change in some areas but they from Impressions I've gotten they want consistency also on recognizing things that we've done well in Green Bay as far as connections and relationships and things like that so I think it's a fine line in my opinion and not speaking for anyone else other than someone else shared my opinion on the survey I think there's a fine line between we want change but we also have a lot of really good stuff being built on here I think it's mainly in that area of closing the achievement Gap and academic instruction but I think how we work with people in our district is is pretty positive
025and whoop hopefully there's a difference between those two or it's recognized so that's a good distinction there was another it didn't quite make enough to get on the frequency list but there was another where it said um respect the rich history traditions and things that are going well so that that was out there as well Brian they would like a strong listener with good communication skills a Visionary instructional leader so um I think somebody with a strong background in teaching and learning people know that the superintendent has other roles too but with this challenge in your achievement they want somebody who knows what they're doing with teaching and learning able to work collaboratively with the Green Bay Education Association first time in my search career that something like that made it into the characteristics that
026is something that you should be proud of some districts feel a um friction there and they feel that those are roadblocks in your District it came out as a strength and enough of a strength that they want that to be a trait that we look for that's very unique I don't know at least in Illinois where I was came from okay so good job they this one was interesting they they want somebody with the energy passion Charisma you know they um somebody described it as presence or another person described it as the it Factor you know that that they have it um someone you'd be drawn to uh commitment and growth for new ideas with diversity equity and inclusion in other words you're not quite there yet where you want to be even though that
027was definitely a strength fiscal and Facilities competencies are important as well as that educational instructional leadership your community wants it all they don't want just the manager and they don't want just a curriculum person they they want it all and if you think about it what do you have ahead of you uh the but to fix the budget crisis and the school closing possibilities and then this whole student achievement so yeah we're gonna we're gonna have to find somebody who has both and then honesty Integrity trans transparency I just want to make sure that I remember correctly the process the focus groups and most of the in-person interviews use the same structure as the survey is that a correct statement because I'm seeing the language actually that is used in the survey and so you
028are presenting kind of prompts and things that they could select from us as part as far as getting feedback from those focus groups the only difference in the survey and the focus groups is the survey had prompts you could choose from uh what you wanted with the focus groups we just asked the question no prompts did you do any kind of translating into and matching to the the survey results because I would just some of these the ability to work collector collaboratively is a survey response so you got word from word from the focus groups looks like we saved it on purpose but it just thinks yeah it looked like um we we synced that up intentionally but we didn't have to it it just turned out that way now that was the way we
029analyzed the focus groups remember there's three parts to this there's the folk and we did merge the focus groups and the board interviews so what you just heard there was a synthesis of those two data sources Todd's now going to take you through some highlights from the survey at your place you should have the full survey results that you could look at in more detail as you at your leisure tonight we're just going to hit the highlights Todd thank you Joe James that's a great question when you see that alignment it's almost like it's reassuring quite honestly that um those who took the survey and we had 1 867 take the survey that they were responding similarly to those who we were meeting with face to face which is pretty exciting if you recall the
030survey was put out to the public uh and it was open December 9th through January 1st so just under 30 days we had this survey out there hoping for a number you know for everyone to to um respond to um so we had 1 867 respondents and the focus group we had 130 so you can get an idea of just their surveys obviously a lot more as Joe had indicated it's an above average and a solid response and solid sample size on this particular slide you can see um how it breaks down who all responded um and um 65 is the Green Bay Area Public School residents and you have the parents um parents of former students employees uh students and Volunteers in The District in the schools I think it's worthy to note that
031um when you look at the employees at 42 percent uh 61 percent of that group were actually certified staff so you have that information in the packets in the survey so that means those were those were teachers generally that's how School District was classify those so about 61 percent of those who responded were teachers in that area James do you have a question um in looking at the data is there any way that you can isolate those parents because you could select multiple items if I remember correct you could your characteristics it was a multi-select is there any way to get to parents that were not also teachers so that I I I'm just lacking the how many people involve themselves in this activity that did not have any other Association other than maybe having
032a child in school but didn't work for the district and actually participated I will be honest I don't know I'd have to talk to our survey person to see if she could disaggregate that out and I don't know that that would be significant um a significant number but it's it's certainly worth something to to to to to be aware of um so I'm going to continue so that's the survey demographics the next slide you get into the district strengths and these are um the results right from the survey and these are the top top six so number one would be the uh the item that most responded to and you can see that it is uh excellent teachers and staff and that a lot of these are going to mirror exactly what Joe had shared
033with you through the focus groups and again I'll just reiterate we did not look to um align these we took the information from three different sources and started to go through and and analyze it and this is what we came up with which is again reassuring that there's consistency across the way in which we collected the data so excellent teachers and staff number two diversity of students and Community I think it's worth noting there um I asked that question and I also asked talking diversity and student body or staff and most of the respondents were student body and community and you noticed in one of the items that Joe covered that diversity and the staff is an area that they are a bit concerned with they want to see more diversity within the staff number
034three number of educational options and programs Joe had mentioned this and everybody was very excited about the number of AP courses you offered dual credit um the bi the the specialty schools the apprenticeships you couldn't go on and and and go on and on and many mentioned about just the extracurricular activities and clubs and that are available to students as well another strength is uh the community and I think a lot of that probably was rooted in the passing of the referenda um very supportive Community um they had said that ptos are well attended and there's a lot of involvement from the community and and I will say um the community extends to businesses and relationships with um different entities within the community whether that be rotary the chamber um the chief of police came
035up the fire chief those types of um relationships and involvement in the community I think were key classroom technology they were very proud about the the amount of Technology you have available and I think that was most noted when you probably had to go into the dealing with the pandemic when you had a pivot pivot to a remote environment um certainly the technology was something that um they all felt was more than adequate and the last strength would be the schools and Facilities um and it's interesting I think part of that is the fact that they're proud of their facilities and they also liked that there was a recent referendum that was passed um but you'll see on District opportunities that also shows up as well so um there are areas that need to be
036addressed no please number five that classroom technology that's one of the few if only outliers we had where there was no sink between the focus groups and the survey I went back because I was just curious and um out of all the people we talked to only one tally mark had anything to do with technology so it's just a just one of those outliers I don't know what it what it means it's cool that it came out here but it wasn't at the Forefront on people's minds when we were chatting any questions regarding the district strengths excellent the next slide District opportunities and um you know when when we were meeting I'm in our focus groups we I use the word opportunities opportunities for growth uh some use weaknesses um but in a survey it's
037you know it's it's pretty straightforward what the question was and these are the items that um came out from the survey results uh most important number one down to seven you can notice that there's some ties in there um again some of these themes are similar to what Joe had shared with you the first would be the Recruitment and Retention of qualified staff again something that most districts are wrestling with when you look at the results and you have the results on on page 13 there um 57 percent of the respondents thought this was an important item and so that's more than half who responded said this is this is an important item Financial well-being of the district um again knowing that there's some Financial issues that need to be wrestled with again not something
038that the district had brought upon themselves but some of that is decisions that were made outside the controller District but the reality is that um you'll have to make some decisions regarding that um number three meeting the needs of an increasingly diverse student population so you can think about um with diversity there's opportunities to celebrate but there's also opportunities for growth um and the students that I met with certainly saw that there's a grand opportunity for growth there the next two quality of instruction and student academic achievement were both tied that was 29 who had responded felt that those were opportunities for uh growth and it's interesting when you think about the quality instruction when in fact one of the strengths was the amount of professional development that was provided if I'm not if I
039recall correctly teachers and excellent teaching staff so you can see that you know that's probably something you would see surface in many districts so ongoing attention in those areas is certainly something that needs to be addressed number six declining enrollment um we we know about that and we've discussed that and declining enrollment also was there was discussion just around attend uh changing the attendance zones some of the some of the Stress and Anxiety that would occur around that so all of that falls under declining enrollment and the last two again are tied aging or inadequate facilities and legislative changes that impact Public Schools okay question about District opportunities um yeah can you remind me is there something um about the number six um that is important to your analysis you have the top six strings
040six um opportunities again I look for where there's a cluster and then a gap and if it if it's happened to be six that was by accident not by a a quota that I wanted to give so so in looking at the the um the strings that is kind of a fall off between um community and then you go down into schools and Facilities they're smaller but in District opportunities what I'll see is it's a very broad distribution of scoring right and when you get below quality of instruction I I don't know if it was on purpose or not but actually maintaining a positive Community relationship is at 19 over the Aging um or inadequate facilities and legislative changes at 18 but in my mind I I start losing interest in those numbers really quickly
041and I would rather say no for the purpose of hiring someone it does scream you've got to be able to recruit teachers right you have to match the or meet the financial challenges of our district and meet the needs of our our diverse population and then instruction right and after that it really becomes you know almost statistically irrelevant between the the scores between the two so um I don't know how that factors into the actual um end product but that's just my my observations of the data I just said didn't have to get to six but I do know myself and I I have a thing for Symmetry and I think I remember that the concerns came out a certain way and I I don't want it to look like there aren't as many strengths
042as concerns so I put a few you know put the next two uh up in there so it was more for those reasons James but as you'll know when I do the last slide which is the profile itself that's when we're picking off the top you know the top ones yeah great questions the next slide would be the next superintendent qualities leadership skills and personal traits so um leadership skills communication skills we heard that from our focus groups we now we see that also in the survey results and we think about communication skills we're thinking of someone who's a good listener um you can see it kind of Blends right into the next two people um people Team Management again you're talking about being able to listen communicate understand three is relationship building that that
043all is kind of for me is just one big ball like you want somebody who can engage you want you know people had mentioned they want somebody has a sense of humor someone who's going to screw up and have a conversation they're not necessarily looking at their phone and doing that kind of stuff someone's not distracted you feel like they're present so I think that's pretty significant and you look at the survey results number one communication skills 79 of the survey respondents said that is number that that's a key piece so they're not looking for someone who um is engaging with them but they don't feel like they're engaged because you will evolve spoken individuals where they're not necessarily present they don't want to feel that they want someone to be present um so that's
044a pretty pretty key uh piece that communication so I wrapped kind of those one two and three into that um we think about relationship building I think there's a continuation on the relationships that have already been built with Community entities and organizations I think that's a key piece number three and then Forest cultural competences so when you think about that you're thinking about again um the diversity piece understanding how to work with diverse groups understanding what comes with groups of diversity what comes with students who have unique needs whether that be special ed whether that be those who maybe are in the gift and the talented and what comes with students who um represent different cultural groups and be able to engage in those with those with those individuals and number five instructional leadership you
045had um Joe had mentioned this that came across I think loud and clear my focus groups it certainly is is here in the survey data an instructional leader and they want to see somebody who understands obstruction um mind you they also wanted to see somebody who understands the financial side of the house so that's that's the unique challenge you have and I think when you think about the instructional side of the house it's somebody who has some classroom experience if you look at the survey results that was a big factor making certain that somebody they knew what the classroom was like a key piece earns a lot of respect oh I'm sorry and it's something you know as we as we look at this with the discussion of the size of the district and how
046we've delegated and utilized our resources here that obviously someone who's strong in instruction and strong in finances and strong in everything it you got to call our limit someplace and that that's why as a district you know I've I've been concerned at times with the reports of being top heavier that's also why we hire people to help with those other aspects and I hope the community recognizes that and takes that into consideration as we're looking for this expert in everything part of it so that that is so true um the item that Joe had touched on um I think it was uh let me just get back there really quickly um he had mentioned I think one of the last areas that they wanted to see was uh displays honesty and that conversation in my
047groups was was about some honesty trust empowerment and it was allowing those around you to do the work that they know how to do because you're right the final leader who's steeped in the financial side of the house instruction in all these areas is going to be a tough goal but be able to empower and trust those who have expertise in that area is going to make a big difference and we have people that are experts in that I mean we have a strong team um that have been just the best and um so yeah our next superintendent is going to benefit from that the next item was the personal traits um these are fairly straightforward a lot of them fairly close Integrity if you look at the survey results 35 percent have responded to
048Integrity as being the most important child-centered as a former superintendent I love that and whenever we were getting into conversation regarding budget difficult challenging topics we always ask the question question is it best for children and to see that come off and come out in the surveys as a top item I think that's that's that's wonderful for me as a superintendent if I'm looking to come to the district and apply to see that that's something they want um the community wants the stakeholders want I think that that really um will probably draw some candidates the next one is a problem solver a commitment to the community um when you get into Community there's some discussion sometimes about whether they should live in the in the district or not we had I had that conversation with
049many of you Joe probably did when he was interviewing you some of that came up and most of them wanted a superintendent who's engaged you can live in the community and not be seen at the supermarket you can live outside the community to be seen at the supermarket the coffee shop and and the library so when they talk about commitment to the community they want somebody who's committed to the success of the school district and then number five champion of equity diversity and inclusion um I I certainly enjoy that one when I was meeting with the kids I was in this particular room and um when we were talking about personal traits they pointed up there and said engagement equity and Excellence that's what they wanted I thought that was wonderful that they they noted
050that questions about this particular slide so the most fun part of doing these reports is this last piece because this is where some experience some expertise and some data analysis all joined together the qualitative and the quantitative so we look at our data sources we look at the results and then we have to create a profile that we're going to literally share with candidates this is it this is why we do community engagement for this last slide so of course now to to get to this you're looking at well what did the focus group had it what was there what was in the surveys and as James has pointed out the the remarkable consistency between the two when they're in both data sources that's probably one you want to put in there um also to
051keep it from being too overwhelming we look for ways to join and combine a couple of things as Todd mentioned he would put communication people Team Management relationship building those are all very similar so we try to do that in the final profile um I will say James this time the number was used eight to ten we have found in our experiences is the right amount of detail for candidates less than eight doesn't give you as clear of a picture and more than 10 you start thinking that none of them are important if you can't narrow it down so we ended up on this particular one I thought there was a drop off after nine and so that's where we ended it so strong decisive leader able to make difficult decisions stand by them and
052get them accomplished one of your principles came up with that line and I loved it I wrote it down and I thought I couldn't say it better a leader who's visible engaged and Hands-On we I wanted to put hands on so they get the feeling you can be engaged but Hands-On gives you the feeling that we'd like you in the schools not just at the football games and such and fully vested in the district and community passionate Innovative and Visionary instructional leader got three of them in three or four of them in there but they're all very similar who can clearly articulate and successfully facilitate a plan toward continuous growth and Improvement I thought especially the teachers and principals I heard from that that secondary clarification about facilitating the vision was important a relationship and
053team Builder with exceptional interpersonal skills so Todd I did just what you were suggesting there culturally competent who can bring new ideas and energies into issues of diversity equity and inclusion a skilled listener and Communicator those two seem to go really well together who will engage all stakeholders within the school community a leader who models honesty integrity and transparency another threesome that seemed to go well together and were mentioned in all the data sources fiscally astute I used the word Institute astute quite intentionally a superintendent doesn't necessarily have to know exactly the procedures of how to do a levy or how to you know do this report or that that's why you have a business manager but you I've also seen some superintendents who have gotten in trouble because they didn't take the time to
054be competent at least astute about what goes on financially collaborative leader who works positively and by the way I'll put I'll change that Laura you mentioned let's use the real name of your Association is it the Green Bay teachers um okay we'll put that right in there and other stakeholders so this as we discussed in the planning meeting um we've got this done at a good time now there's still a little under a month left of recruitment so we're going to ask you if you wouldn't mind and I don't know if it's um Lori who does this or whoever's responsible but we would like you to post the leadership report the two survey results we we want your community to have them and then um the if you can extrapolate the profile out of there
055that can go uh in the announcement of the superintendent search so we've got this good data let's let the community know what they said and how we're going to use it to guide us and also as we committed in the first meeting there are some people who have applied and they applied based on the original if you remember we were jokally saying it was kind of a generic um posting well now we're going to attach this profile to as many postings as we've already got out there but we also in our system have the ability to email every candidate and I we plan to attach this to an email say this is now the leadership profile and if you would like to alter or add to your application in any way you'd like now that
056you see this you still have till February 10th so we're very pleased with how that worked out oh you had this funniest look on your face [Laughter] go ahead oh I'm sorry sorry well he's working on that is there any other any other questions I have a question since it's related to this and I'm not sure if you can answer or maybe the teachers in the room could chime in as well but I'd like to understand um the importance of having a superintendent that has been a teacher and why that is seen as so critical and the reason I ask is because I see them as different skill sets and I see a big challenge in organizations is when somebody's really good at a job I always say making Widgets or we're going to make
057them the supervisor of making widgets there's a very different skill sets and teaching is Way Beyond making widgets but I just I just like to learn more about why that is so important when there's completely different things that they're doing and if they have a good relationship with the union and respect the work that teachers do why is that experience critical right please I think the teachers feel like they want to have somebody who has stood in their shoes when it's perceived that decisions are made from above they'd like to know that the person who's making those has some experience in the trenches as they might might say I do personally challenge um that a person has to be have been a teacher um because for instance there's some wonderful administrators that have come from
058the Realms of School psychologists and social workers in fact I used to love hiring administrators who came from those ranks because no one's better at problem solving differentiating and you know some of those Conflict Management those folks are absolute experts in so much that an administrator does so I usually um I'm never surprised when the staff says got to be a teacher got to be a teacher but I've never had a teacher argue with me when I say what about a special ed person or what about someone who came oh well as long as they have worked with kids and have been in a school Brian I I think that goes into a a view of in K-12 where a lot of the time I'm going to put on my educator hat that we refer
059to it as Educators because you have your school psychologists you have your special education teachers you have your social workers you have your school counselors all kind of falling under that same umbrella so my guess would be they want them coming from the educator realm and at least having some experience with that and to be licensed as a superintendent I assume it's the same thing as an administrator you have to have three years of at least three years of educator experience in whatever field you had before so outside of being a business manager I think that the majority of um administrative positions require at least that but I got the concern with it so go ahead as a teacher I think one problem is that we don't feel like we're necessarily listened to like we're
060always just told what to do and this is the new thing we're going to do and this is what we have to do but what about this well this is what we're going to do and I think that that's a key thing teachers want a voice that's exactly what they were saying in about history it gets back to the area when we're talking about new initiatives and initiative fatigue Sometimes the best people to know that what that fatigue feels like are those who have experienced that in the in the school setting yeah just to wrap it up thank you for explaining that and I the superintendent license of course obviously now that's definitely a key but to wrap it around if I have never heard that concern as as long as I've understood education that's
061always a concern and we've always we've always had to have leadership who's been teachers so you know if that's hasn't been working so far not saying it shouldn't be I'm just I'm just trying to understand this as a non non-teacher so thank you for the time to explain that go ahead Brian and and I think we've seen it with leadership at times it's kind of turning a ship you know that we can't all of a sudden just change the direction but with that gentle push that we hope that our superintendent has or the traits they're looking for of that gradual change is what can actually happen as opposed to a a sudden shift of it of seeing that that end goal with it so but James so I'm used to seeing like an educational requirement
062or equivalent professional experience right but it's also followed by and I'm I'm wondering if it speaks to a possible way that we can express both sizes um in that passionate Innovative and Visionary instructional leader whether or not you've been a teacher or not I don't want necessarily someone who can come in and speak to a new initiative I want someone to come in and answer questions who can demonstrate that they've done it before right and so is there any ability to introduce the word demonstrated ability to articulate and facilitate so the questions are when did you do it what was the results of it and how did you do it versus them coming in and saying here's what I would do I haven't done it before but here's what I would do I I really
063appreciate being able to say you need to come in and demonstrate that you've done this before and here are the results that will come during the interview process we can certainly articulate then as far as making a tweak on this um does successfully facilitate not hit what you're talking about under um passionate Innovative Visionary instructional leader we've got articulate you can talk the game and then successfully facilitate so I was keyed in on the present tense of the verb right um so um and I was looking for a way to to say you know to to articulate you know come with this experience right and you it may be nuanced and we can get it done with that and so I I just um either way we'll have like I said in the interview process
064these are questions that we'll have plenty of opportunity to ask and and um and make sure that you know that your concerns are addressed I agree with your point a hundred percent when Todd and I and Sheila are doing the screening interviews were we're going to be focusing maybe 80 percent on what they've accomplished what they they can demonstrate that they've done because research in both the education and the business World they don't always sync up very much but in a one place where they sync up is a simple thing but people forget it sometime the most clear indicator of future success is past success it's as simple as that foreign go ahead go ahead can I ask all the questions you want all right more of a comment what um what James was talking
065about I think that's definitely going to come through in um behavior-based interview questions you know um to ask how have you done this in the past rather than what would you do because I could tell you all the things I'm going to do to lose some weight right but what have I done I mean so you really you have to be able to articulate that and that's going to be so important and I'm sure you guys do that in the behavior-based research or interview questions so that I'm with you and I'm um thank you for this profile and excited to see who we find oh I'm sorry just a quick follow-up you know the word demonstrate is a great word and it came up in our folk my focus groups quite a bit because around
066superintendent does the candidate need to have superintendent experience yeah and the response was they should have a demonstrated experiences that could you know would lead you to believe there would be a successful candidate as a superintendent that that was the key piece and that's what you're getting at Jacob go ahead Brian I have two parts one with that and then just a side question and I think the experience in a K-12 system is important and with this being a national search I know that there may be people interested in applying that have demonstrated experience in larger districts that may have different approaches to education than what we have and I'm I'm being very specific on what I'm saying on being purposely vague um with that so we I I think it's important for the board
067to take into consideration that aspect of it as well um different states have different models and Wisconsin and Green Bay we have we have strong public schools here into making sure that we continue to utilize that part um just a question with the next step in the process with the new post which is the next slide on there um could you remind me of which websites these have been posted on and whether they'll be reposted on there I'm looking at for example I'm looking at Ed weeks topschooljobs.org and I'm not seeing anything with us and I just couldn't remember if that was one or just where the window had fallen yeah I don't we did not post on education week um we did post on all the state uh sites and they were posted through
068um I want to say the what's it's closing on I think it's through the end of January is when we were posting because you have to pay for a full month type of thing is what it was so we post were posted through the end of January oh I'm sorry and then could you I didn't mean to cut you off there um the national sites that we're looking at as well those were posted so State sites were posted from the time we left this meeting if you recall when we decided on what that posting was going to look like they've been out there the entire time the national sites were for the full month of January six weeks oh the sites themselves um I'd have to go back and look at those aasa which is
069the superintendent organization and then I apologize for not knowing the exact name but it's the um Latino educator Association I think they link it as edu as administrators I don't think it's under superintendents and then um the African-American administrators Association I think even if you just Google anything close to that you'll get with the organization name is yeah and I don't know if it'd be possible within the contract or within the board um if you know the pricing through Ed week I always think of Ed week as being one of the go-to places um where it's going to be we're going to get a large chunk of people as well with it with a national search or your thoughts on that Ed week is extremely expensive and we went to the max in your budget
070yeah that's interesting as as a former superintendent um and knowing colleagues who are looking for positions Ed week is not necessarily the go-to in any longer um yeah you're you're most of it you can go through the state associations the aesa is a large one and um and um what was this in LinkedIn those types of things that's where you're gonna so I don't see education it was in the day when it was the publication before it went web-based but now that's not where you find most superintendents going to look for positions from my experience competition now yeah okay I've been trying different ways here and I guess maybe I just have to talk before you see me I tried um I tried the hand I tried waving but I think the if the can
071we go back just for a second to the profile please yes okay um I guess my question and just just a short summary of this I'm not I think there's I think there's all good information in here but could I just get a if you just give me a brief example of like what what made a different leadership profile stress that we didn't in other words I look at this and yes it came forward from our um like what's what's not on here uh uh wouldn't everyone want all of these things does that make sense it absolutely makes sense and um sometimes when we launch this process there's some skepticism that don't these all you do all this talking and all this don't don't they all end up the same and and they clearly do
072not um one thing Andrew that's been coming up especially within the last two years is um and often the first bullet districts are looking for a uniter and that comes from the political divide in the country that's playing out in boardrooms Across the Nation um that would anyone not want a uniter but that's that's not what your community said they want they they must feel that there aren't that that's not an issue that you need to overcome at this point so we go with what the people say but you wanted an example okay that's that's that's fair I guess I would think that you know and and maybe it's maybe it's more about what what things Merit a specific bullet point even though probably no District would dislike anything that's on this list maybe it's
073more about the prioritization and what what really stands out as its own bullet point and like what's first of that more to do with it yeah the priorities are often very different we have um some districts that um maybe their achievement levels are are high or amongst the highest in the state but they're about to uh face a budget crisis many Suburban districts are are like that and so they'll often have the the fiscal astuteness and so on much higher in in there if the district knows a referendum is coming um sometimes we'll see ability to communicate with the community about a referendum some districts we've had are coming off a terrible public relations disasters and so we'll when we get a district like that we'll often see politically Savvy um as as a thing
074so okay honestly that these are very unique and different in each district but you're right you look at this who wouldn't want this but this is what your community specifically said they wanted and how passionate they were about certain things sure and you might have a you might have a district you might have a district that doesn't have enough people in the business area like we do so maybe business Rises up to the you know right up to the top or something okay thank you I agree that's a good point um some districts are really small like mine when I was a superintendent and so I had to be the curriculum leader um and I had to know my way around the finances too so it depends bigger districts can um don't always have to
075put that up at the top there you go if I may I think Andrew it's a little bit about what I think well it's not the question is what's not included I think what is included so when you look at that last bullet point um collaboration um have a collaborative attitude with the Green Bay Area you know Education Association you would not find that in most profiles and I did under you did that one out yeah superintendent coming in and I know there's a great relationship with the with the teachers union that's a that's a positive versus a contention you know a contentious relationship and there I do you did you did single out I remember you singled out that one as a particularly unique thing and I've I can imagine places where one you
076said were like about the only place that's happened I know I know that place places that you know truly don't have that relationship with their unions at all in in other places so um okay thank you you guys have any closing remarks I just wanted to wrap it up with the um next steps just so we're all on the same page the last day um that we're accepting applications is the 10th and then Sheila and Todd and I have the 13th through the 17th where we're going to look at all the applications every single one we will match it up against the profile and we'll play anywhere between 10 I put 10 to 12 but it's a it all depends on where they lie and how closely matched they are we'll do our screening do
077background checks get all our ducks in a row and then we'll come back for a very important meeting with you on the 20th and this will have be two parts uh one part we will share the six or five to seven candidates that we recommend that move on to round one we will give you basic background information on all of them we'll introduce you to a Dropbox that will have every sheet of application materials so you can look at that and then the second part of the meeting is we will talk about questions and interviewing and how to reach consensus and so very important meeting that one's going to need to be about an hour and a half to two hours that um I want to say that's in closed session yeah yes for a
078confidentiality for these Ohio applicants um I just want to see to the rest of the board here that just start thinking a little bit ruminating on what questions you want to ask um we'll obviously listen to any recommendations we'll come with examples with a couple of sheets of examples and then we'll have to you know have a little bit of organization about how about treatment so go ahead Brian if you can't answer this I understand looking at the number of applicants that you've received and comparing it to similar districts in size and scope and geographic region would you feel comfortable with the number of people that have been interested comparing it to other districts we're satisfied right now we have um uh 15 people in the system who have already applied and we have over
07910 people that we are actively courting and out of those 10 people three have made a formal commitment that they are going to follow up and apply so right now we're feeling pretty good anything over 20 is going to be uh feel like a very good response okay anybody then your um your first round is February 28th to March 2nd your second round is March 8th and uh uh six to eight and then we will also combine that with um some sort of day in the district experience and then hopefully you'll have everything you need by Mark J to start talking about uh who you want and then you start some negotiations and we are right on track for your goal of an April announcement can I ask you a question I I mean I'm
080hoping this won't happen but if we get to the end of this process and we've got a couple of candidates that we feel like we need to see again like just like we can't we're having we're having some trouble is that something that would be available to us to have these people come back for just one more look absolutely it's happened in our experience I just feel like we need to know yeah that that ability because because such a huge it's just um I just want to know that that I mean it might be hard it might mean we have another meeting that's not I mean it might mean a bunch of things but I want to know that that's available um if we get to the end and and we're any of us are
081struggling a little bit with the choice absolutely okay and I would just say it would be great if that if you take that option to make that a bit unique yeah right you don't want it to be another sit and get answer questions because you already have two kind of unique opportunities here I'd make that third one something different yeah I don't know what exactly what that would be but we anyways yeah yeah maybe they have to come and sometimes suffer a song I don't know sometimes boards will ask a candidate to come in and give a presentation so you could actually see him or her how they would present a proposal to the board so take creative things like that yeah I just I just wonder you know so um having been through this
082well just once you know like it sometimes you need you need just another look to make sure that maybe where you were going um that you're sure of that that's all so um go ahead Brian um the survey belongs to the district now I assume okay so for instance if we had Community groups so we're working on a master plan of the next 10 to 15 years this would be a valuable resource for what the community is thinking as well if they wanted to since it belongs to the district now yeah okay yeah foreign absolutely does anyone have anything else they need to know any questions while we have these people here before us in person okay thank you thank you for coming I appreciate it that's absolutely okay we've got a little bit of
083voting we need to do um um let's just take a a just want to take a minute break here before I think yeah right yeah yeah foreign all right we're gonna we're gonna keep going here guys um all right so on to number three which are action items uh we have a couple votes to take uh number one is employment of staff um see here let someone please read the motion I move that the employment of Staff as presented be approved the second okay any questions any any input okay Kinsey online voting is now open Andrew are you able to vote I think I might have to log out and back in again I will vote I will vote Yes on this and hopefully we'll be in for the next one okay thank you you
084want us to take a moment Andrew no I I'm I'm voting yes okay all right all right all votes have been entered and the motion is carried with all board members voting in favor thank you next is uh as b a resignation of Staff uh James I move that resignation of Staff as presented be approved second any questions any concerns any okay can't see online voting is now open Andrew are you good how important online great all votes have been entered and the motion is carried with all board members voting in favor thank you uh next uh C is purchase of Jackson Elementary playground equipment Josh did you um are you just here for any questions that might come up is that okay um with someone uh James would you read the motion I moved
085that the purchase of playground equipment assembly installation and delivery from Lee Recreation llc at Jackson Elementary School in the amount of 316 116.90 speed as presented be approved second okay do does anybody have questions for Josh anything then go ahead Brian I just have a comment within I emailed um Josh and Josh or mandatory facilities I think it's a great opportunity that our students get input on the design of these playgrounds especially on something that's so public and that the students are going to be able to utilize so I just want to appreciate the response from Josh DePauw um with assuring us that the principles and depending on the building you know the the amount of leadership leadership's not the right phrasing for that but initially the kids get to say is what I'm trying
086to say with it on on the input of the playground and the the design especially with the uniqueness of our buildings and kids like to play on playgrounds so they should have a good say with it so I just want to thank you for having that yeah Josh does a great job um engaging in the school communities on on these I did want to address I I had talked to Nancy very briefly before the meeting um and just so all you know we we do have five of these projects coming this is the first one it had already been pretty um designed you know um so it's it's ahead of the other ones um we may depending on the facilities master plan specifically on the on the playgrounds we may want to wait to see
087if there are additions or or things like that because we'd hate to put in a brand new playground and then have to move it um but with this with this one Edge Jackson We felt uh pretty good that that wouldn't be the case here is it possible to order a playground equipment uh while the prices are as you know ing that you might not install it for a few years is it possible to even do that um I have not looked into that okay just curious right well I mean I'm assuming prices are only going up yes prices are going on yeah so it's just sorry it's just a thought I had so anyway um any other questions any concerns for Josh about this okay um I think we're ready to board Kinsey online voting
088is now open all votes been entered and the motion is carried with all board members voting in favor thank you thank you Josh okay that um completes our agenda and now we will be I would entertain a motion to adjourn into into closed session go ahead Brian uh I moved that the board convenience closed session pursuant to Wisconsin statute 19.85 1A and F considering Financial medical social or personal histories or disciplinary data of specific persons preliminary consideration of specific Personnel problems or the investigation of charges against specific persons except where paragraph B applies which if discussed in public would likely would be likely to have a substantial adverse effect upon the reputation of any person referred to in such history or data or involved in such problems or investigations to it for the purpose of
089holding hearings under Wisconsin statute 120.13 1C and E3 and Wisconsin State Statute 19.85 1G conferring with legal counsel for the governmental body who is rendering oral or written advice concerning strategy to be adopted by the body with respect to litigation in which it is or is likely to become involved more specifically it's with review of notice of claims and potential allowance or disallowance of claims can you get a second second we take a vote or do we just all in favor recorded vote okay um can see Smith aye Becker hi McCoy right Leighton and Warren aye Welch hi liarly all right Mills hi motion carries with all in favor okay we are adjourned into closed session thank you you have been watching The Green Bay Area Public School District's Board of Education meeting please visit
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