001We have Dr. Yeah. Okay. And while we're waiting, um just to remind everyone that tonight's discussion is just the process with the the firm um with Pearson and Jacobson and with our consultant Dr. Henry Roman. There he is. And um and what our next steps are because we did contract with them and then there's a guarantee. So we get to do another search, but this isn't because that's timing. Um, but we want to know what our options are and how that should go. So, that's what we have Dr. Roman here to talk to us about. Um, did you want to introduce yourself and then us a little bit of information of what we start with. Sure enough. Good afternoon, everyone. My name's Henry Roman. Some of you I know, some of you I don't know,
002but probably get to know you a little bit better in the next few days and weeks depending upon how you want to proceed. But uh you signed a contract last year and uh this is phase five of that contract which simply says uh that we will honor a second year of of a search process should either party not continue the relationship. In this case, he uh he decided to resign. So, uh we're going to step in and and try to complete that to make sure that uh you have a superintendent going forward. Now, how you do that is really going to be your choice. We're we're here to work with you. And by the way, this is at no cost except for any supplies, materials, uh expenses, but the actual consulting fee has already been
003paid. And so, there's no cost going forward other than what I just stipulated. So the discussion tonight ought to be about how you want to move forward because uh things you need to have somebody helping you as in that position of superintendent whether it's an interim superintendent or the actual superintendent and that takes place um immediately. Uh you need some you need to have somebody on board sooner than later. Uh but the process can take time. I'll give you an example. Westcliffe, the the little school district to the west, they lost their superintendent and their high school principal just about a month ago as well. And so they're going through the process right now. They're doing a search. They're doing a full-fledged search looking for a full-time superintendent. Uh the Pickins are a little leaner
004right about now than they would be back in if we were if we're to wait until November, December, January, February. There'll be more superintendent candidates then. But I have to tell you, there are some people that are interested in the vacancy there at Lahana now. So, it's really up to you how you want to proceed. Do you want to find an interim, somebody that you'll just hire on a temporary basis to to fill the gap until you fill the position permanently? Do you want to seek somebody in the meantime starting right now to post a position for somebody full-time? dependent if you're fortunate enough to find somebody then that would be your your superintendent going forward for the in for for whatever contract you choose to sign. So that's the kind of conversation you need
005to have. Do you have somebody right there in in your midst or do you know somebody already who can help you through the short term until you get somebody in place? Let's say sometime in in November, October, whenever it happens. Or do you want to start right now and do a search and get somebody in place that'll be there for the long term? Um, we just start go down the line with your thoughts. Um, I'd like the process will start right away. We already have two people set up in the position. So, I think they're great. That's where I'm at. Do you want to start looking for a permanent right now or just start right away? Yeah. Um, yeah, that's it. Sorry. Um, I have a couple questions. Um, if we decide to look for
006an interim superintendent, is that something you guys help with? And is that considered our free consulting? And then when we do the search later, then that's an additional fee. No, it's all in. No, we'll do whatever it takes. We'll do whatever it takes to find a permanent superintendent for you. And if it means trying to find an interim right now, we'll do that as well. Okay. My other question is if we open it up now and we get applicants and we decide we don't like and we applicants, can we then do an interim and then do a search later or just whatever whatever puzzle pieces we decide to make it? Yes. And yes. Um I think my thought is I think looking for an interim superintendent would be most beneficial. Uh my eyes just because
007that get someone in kind of steer the ship while we gather our ducks if there are ducks in a row to get exactly what we're looking for and then open up the search at that opportune time. November, December and for Um, I think I'd like to open it up, start looking out. Um, I think, um, and I've said this before, No disrespect to the three of you people. You guys are doing a fantastic job, but I think we need an interim person as soon as possible so that you guys can go back to being focused on like one thing as opposed to 25 things. So that's my that's my preference that we get an interim in as soon as we can and we start looking for a permit all kind of at the same time.
008So Greg, let me Greg, go ahead. Let me ask Greg a clarification question. When you say an interim, would that so so you post a position and you say this is an interim position with the understanding that that could be the permanent or are you just looking for an interim and then do a separate search for the permanent position? Yeah, I I think you we would post it in my the way I kind of thinking about it is we post this as a interim position and then then we would post then we would go out and look for a permit. Does that make sense? Um I don't know if you can answer this Henry or um so my understanding at least the way that I understood it when we talked with our um legal council
009is if we do not have the interim for more than nine months then we can appoint one. Um but if it's going to be longer then we have to publicize uh that we're that we have that opening. Is that correct? Um, I I'd defer to your legal counsel. Okay. Because I know that we've got, you know, there are some people that email and they have an interest. So, I mean, we could look through letters of interest for the interim, but then also begin the search for a permanent that starts in I'm I'm kind of I'm with I'm with Sarah on this. Like, I'd like to have the insurance like we need that. that is necessary, but I want to make sure that you're that you still provide the services so that they can have a
010search for their permanent and that might be the interim person. They still can apply obviously, but I want to make sure it's still part of our process. Yes. And the question that I would ask is would you allow those interim candidates to to apply as for the permanent position? Why is it stat? Yeah. qualify, they should apply. I think the next thing that I have a not a concern but I think that we should do first um we tabled that policy that describes our superintendent's roles and responsibilities that we need to bring that back onto the agenda and um adopt that policy so that we don't run into because you can't we couldn't change that policy without comparing it to our current superintendent signed contract because if we added or subtracted any of the duties
011we might have been um and reach a contact so that contract so that that that piece should be done first and then um and then I guess really it's do we want to keep like letters of interest for an interim until and they would be eligible to apply for the permanent when we I think we could post the entrance position just because there could be some people in the community that aren't as aware that there is an opening for that position where if we post it we'll get processing more than just those who have it. Okay. Now when we do that is it the same process that we're for an interim where we have the four candidates and we have to do like is the process the same or can we just we hire the
012interim in their appointment versus us doing the whole three committees and I I wouldn't do the whole process. I would leave it up to the board. I would leave it up to the board. you you would post the position for an interim and then just the board would uh receive those applications and the board would uh we would do this I would do the same thing. I would go through those applications and get them to you and and you then would decide on which of those three you might want to interview or four that you might want to interview and then you just select your interim because it's going to be a short-term contract. I'm sorry, Henry. I was late to the party. Can I ask a question? Sure. Do you do you think having
013an interim position is going to hurt our chances of hiring a full-time superintendent if that person is not the interim? Do you think that's going to hurt the number of applications that we receive? No, I don't think so. I think people realize that the that there's going to be that you're looking for a broader pool later on. On the other hand, if you want to make a decision quicker, you might enjoy the the work that that interim is doing for you and that person's going to be an applicant as well. So, but no, I think people will apply regardless. Are you done? I think Henry, what did your in my mind if I was going to apply for this permanent position and I knew that there was only two board members guaranteed to come back
014and you're have could have the potential of three new completely new board members. I guess that seems to be a little bit of a problem for me. If I was applying, I'd want to know who who's on the board. Is that something to factor in? Sure. Those are all big questions for interim candidates, but uh there are some people that are just looking for a short-term position. There are some people that just they don't want a full-time job. They just want to do something for maybe three, four, five months. And if that's what you're looking for, that's great. Uh, so that might be the candidate that you want. I also I also feel that well, and that's why I was saying I agree with Sarah with having an interim now like I don't know if
015they want to have like applications or just please submit a letter of interest and then we interview however both we can ask for your guidance on what's the best way for that. But I think that it would be fair to the next board coming in for the permanent search to to start in at the right time because they should be the ones that make that decision. It should be up to them. They should make that choice. Yeah, I agree. You're going to have how many positions up? Three. Yeah, that it would it would really help for those to make the choice. Well, too if we start the search now, they don't really know what the wrong. I mean, no. So, one thing that we from this conversation can all take away that we agreed that
016we need an interim immediately. And so now I feel better because I didn't understand whether we could still have the interim and then that counts as our our our doover or if still do both. We can for clarification. So if we can do both and I really feel like we obviously we need an interim immediately. Um, but I don't know there so there I want to just make sure I'm understanding like so Stacy you want to do the the search now permanent. Yes. Because I don't want to lose your guys' experience. I know that we'll have new board members but you guys also know you know what I mean like you have experience. You've already been through this process. I just feel like we'll be losing that. Could we not apply or ask to be
017on one of your interviews? I don't know if I'm on board or not. Okay. I I feel that pretty brand new Greg, you feel that, you know, you've been in the thick of it for just a little bit. When you first came on board, do you feel you could pick a new superintendent based off of what you about the school board? when you are on your committee. So when I came on as a board member, I could be do a superintendent evaluation. That's how much I didn't know. Yeah. So might hear you say you're not not sure where you are on that inter. I'm not sure. I I'm sold on the interim. I understand that we do need someone to leave the ship. Where did you guys say where the three of you are? Do
018we need an interim? As far as far as I'm concerned, I'm going to push forward. I mean, we got to bring somebody in. We're going to put them in place for three, four, five months. It's going to take three months to even bring them to speed. By the time they stretch their legs, we're like, "Cool. Thanks for holding the job. Keeping the seat warm. get out there playing somebody else. Well, I think the people that intro are ones who have experience on campus in that way. Um, in my eyes, I think that that's what we would look for in not someone before it and run it. You know, that's for some reason I can't hear Sarah. That's comes across a little muffled. Sorry. I was just saying that the the candidate that we would look
019at for interim would be somebody with experience that knows knows what they're doing and can step into the role and just kind of take it and and go. Not really someone who would have to take five months to figure it out. Yes. But as unique as that is, they would have some superintendent experience, but do they have experience with the school on turnaround? That's now being dictated by the state. Do they do they have experience in navigating our best grant process? Because some experienced students have never undergone that. Yeah. But that's why it's an intern just to guide the district until we find that. Let me let me leave the the interim committee as we have now none of them have experience with the best. They don't have experience as a superintendent role and we're
020expecting them to come in and guide the district for the next year until we have a permanent one. I don't think that's fair to them because they have their own goals that we can focus on. And our whole thing is that we have an academic officer now to focus on academics, but now like, hey, aside from that, you're also going to have this role of running the district in addition to your job. Whereas it would be more fair for them to have their specific role that they're focused on and to have somebody who has experience running a district come. D, let me suggest this. Maybe maybe you want to post for a permanent superintendent and only post for about a month cuz we don't have the luxury of a lot of time and then based
021on those candidates you say no there's not a good candidate here that we would like to keep as our permanent superintendent and then look immediately for an interim. one of those candidates might be a good interim and with the idea that then you would start the search a full-fledged search later on in the year, but at least you would give it a good shot to see if you could find a permanent candidate among the ones that would apply within the next month or so. That's the logic that Westcliffe is using. What is the time window that we're working with? I'm this could be completely wrong. Again, I think late, but I'm under the impression that our staff does not like to start a brand new school year without a leader of the shift. Are we
022looking to get a new superintendent by the next school year in August? Because that's what they told us the first time. So, if that's the case, there's no point to having an interim who's going to come in and steer the ship during the summer only for us to change it in August. If that's not the timeline we're working with, then maybe an interim makes sense. But I heard our staff loud and clear asked us to make a decision and not start this school year without the superintendent. Henry, talk about that or I think that would be a good reason to hire an interim because an interim wouldn't an interim take less time to hire than a permanent one. Dr. Roman, it'll take the same amount of time. Right now, right now, there are some candidates
023out there. I I've got people that have called me and asked about this position, and they're good candidates. Uh, but it won't be as deep a pool as if we did it through the usual timeline, posting sometime in November and December and getting all those that are looking for positions. It won't be the same. You may not get very many candidates, but you'll get some candidates. Yes. Would the pool of candidates for interim and the pool of candidates for permanent are those two separate pools? They're they're different. There'll be some that are in the same mix, but they'll be different. Yeah. There are some people that are looking for just, you know, a short-term job. Uh, and then there are some people that are looking for a permanent job that wouldn't mind being an interim
024someone that is a child. Yeah. Just like we might not be a good and they might be like, why don't it um My recommendation, go ahead. My recommendation would be that you consider this option. Just post it as a permanent for about a month because you don't have a luxury of a lot of time and people are on vacation anyway, but see what you get in this month and then go from there with the idea that you're going to get a permanent there. And there may be one that's very good that you think this this is the person that we want to carry us forward for the next school year or not. And then you can make a decision at that point to go with an interim. We still will do the full search if
025you go with an interim. We still will do this full search in September, October, beginning in September, October with the idea of getting somebody on board. Keep in mind that when you do a full search, you're looking for somebody that'll start the following July one. Remember how we did it? last time. People don't want to break their contracts in the middle of the school year. So, sort of to your point, Angela, you're in the staff and I heard that you were here. Yeah. Yeah, I was there and that was a conversation in our committee as well that I heard from your staff. What what is your August 1st? Have somebody the leader by August 1st. I would suggest doing exactly what Henry is recommending. Open it up and see what happens. And if we don't
026get anybody that we think just wows us, then we should default to the interim position. But I don't want to bring in an interim and we all think, man, this is wonderful. because it's been a lot it's been really rough the last couple of months. We're all going to put on those rose shaded glasses and we're going to be like, "This is amazing." And I don't want us to make a a default judgment. I want to really do it right. Give it the time it needs. We've been there. We did that. We're smarter, wiser now. We're not as green. we know what to look for and how to ask for things that we now know we should have asked probably the first time. And I think the experience that the city went through in their
027search for a new city manager, I thought my opinion, they did a great job. They took their time. They didn't get rushed. How do you three felt? you two are doing more of the I mean I know you're to balance it out but I I'd like to know like we're going into the summer and so I'd like to know what your workload is like over the summer and the things that are being done. I know there's super you know I said that you may have already had that but the superintendent timeline of things that need to be done but I know there's some things that you guys can't completely do. So I mean we have those issues too. You know, for for me summertime usually either wind down or it's also a wrap up. So
028this year specifically like normal projects that I've done in addition to whatever else. I'm not saying that in a way saying I'm shy away. I'm just reality right now. So there are days that it's like it would be nice to have somebody just to focus solely on what three of us are doing but then there's days we all came up and it's you got this you know so it should just we can look pretty well right now still without having crystal ball hard to see what tomorrow's going to next month for next week. Um, my thoughts I I really like what what was just mentioned um and kind of what Angel you had talked on was opening up that that permanent role to see what that net gives us. Um, we know our time with
029Microsoft that doesn't mean we can't find something awesome we really like. um trying to find a better way to to avert it. But I I feel like there's a way that we can kind of turn this to an advantage as well. Whereas a school district right now, we can put that search out. We can hope for somebody um and rephrase it to the point that a this could be an infrastructure where you're tested out for the year. This could be a permanent, but having those conversations, seeing who's applying and then and then fill in that role. if we can put someone by August one and give them next year to look at that and then re-evaluate whether we want to do a second research or not. I feel like that gives us kind of the
030best of everything. We're casting the net. We're not missing any potential opportunities because right now it's just this great that we don't really know. So it's like if we cast that net, we see the fish that we give that doesn't mean that we're also stuck. We don't have to settle at that point because we know that this next this next round this November December roll should give us some no water to fish if we stay with the same and and then we can kind of cast that net. Um you know I think the luxure we have right now is that we have a plan C. We've been playing C now for a minute and so um we really kind of gave that all to you in a very unconventional way. We didn't even prep for
031that. We just threw you in and said luck. Yeah. Yeah. Other duties is a sign. Um, you know, it just I I hear that that same that same want where we don't want to miss any opportunities. I don't think that means that we have to cast this now at an active pace. I mean, we can we can cast it now and see. That doesn't mean we have to settle. That means we can look at it. Even if we go through, let's say we we find someone they set up for August and if we get on three brand new board members and the mesh is not there. Okay. Well, that's right in the prime to say, "Hey, here's what we're looking at. We want to shift gear. We want to stay the same because wants to
032kind of make that decision as they wrap up next year." Or you have the other side of it that we do. You guys look at the net just like why wouldn't we cast the net just seems like we're back and I think we cast it and open it to people and introd just to clarify you're you're likely to open up two two open interim and agenda to see what we get for both. No, I'm I'm saying one, but as we look at like the contract side of it, they'll be being upfront and transparent with saying, "Hey, right now our our goal is to have this in to relook at having a permanent." Um, but bringing somebody aboard and then having that same process if they want to move into being a permanent. So, you want
033to open up an intro? No. I guess in a way, yes, you could say that that you would open up an interim with the possibility of it being permanent. Um and just having that idea that they could really be fluid impacted, okay, we can do this in that works out great. We decide, hey, at the end of this next year, we want to keep them on as permanent. We looked at the permanent casting in November, December. We like what we've got. That just got keeping those numbers. I think we're getting hung up on words. So interim, those who would be applying for that position understand that it is a temporary position. It is a very short contract. My question I guess then to the group is are we wanting this interim you know you said
034August but the fiscal year starts in July. Do we want them to start July 1 and then end in once a new superintendent has been chosen because we started the search in November like an open-ended contract in that way? Is that or are we trying to say that they would start at the beginning of the fiscal year and they end in November and then we're still hunting and we you know we we won't be there going out. So, I mean, what I'm saying like the thing is that whoever the interimm is, they can still apply. Wouldn't they stay from the time you hired them till the June 30th? Because the next one if we open it up in December or whatever you were wouldn't start until July. So, I would think that the my side
035anyway, it would be easier to have it on a contract. Yeah, I guess that's the link of the contract. I would I would have them run No, if you hired them I guess July one or August one depending on when they when you hire I would have it run earlier policy that it can't happen for longer than 9 months. That's just if we don't post it. Yeah, we can appoint when we can appoint interim and that's how you guys ended up having this as a committee. We're gonna have to post that because it's not you're not gonna do this for that long. So, um Henry, is it possible to to cast that white net? Say we're looking for someone to fill his permanent position and give him a a one-year contract right out of the
036gate. And if everything is working and it's well, then contract to be our permanent superintendent. Is that a thing or That's a thing but not a popular thing. I mean, if I was I wouldn't want to do that. I mean, I'm looking for a multi-year contract. And if and if they're the one, then they would apply and they would still rise to the top. So, now think about it. If you if you pose for an interim uh and that person applies thinking they're going to have the job for how long? um are they going to and maybe they're only interested in a year contract or a year position. So they're going to take it from let's say the August 1 through next year August 1, but by that time you will have gone through the
037search and had another one. So that's possibility. On the other hand, interims may only want a 3 or 4 month position and then you you find yourself in three or four months putting you at maybe October, November where the person says that's all I wanted to work. I didn't want to work the full-time. So, it's you got to find somebody who's going to want to work a full year on an interim basis. Um my my recommendation again is simply to post for a permanent position right now. take your best shot for a month of posting. See what you get and then based on the what you as a board determined to be good quality candidates because you've been you've been you fought the battle. So you now know what it takes to win the battle,
038you can choose a good candidate. And but if you don't see one among the pool, then you just say, "Okay, how how about let's appoint one of these cuz they're pretty darn good as ins." And that that's there's more likelihood that you would find an interim there. But uh if you find one that you really like that you want to be your permanent, then you just go ahead and and do the the offer the contract for the for the one or two years, whatever it take to get this individual from Stacy and Sarah specifically how you feel about that because you are guaranteed to be sitting here. I like that. I like that. I just don't want I just don't want to sit on it. I feel like like Angela said the teacher is more
039like by August. So that's that's how I feel too. I know it's kind of rushed and all that but somebody in the position by that time then we can do we don't like them we can do that whole thing. And I think my pres Oh, sorry. Oh, I was just going to say if that is a good option I think because if we get applicants in we don't think any of them are what we want you don't have to with any of that and then we can pursue an intern or however that looks because that's those options. Um, it does feel a little rushed because we have to get together, you know, everything that we're wanting and, you know, the job description and everything that we went through last time. We have to kind of
040revamp and redo. That took a while to get through all that. So, it does feel a little rushed. So, that's my concern. Um, but I definitely think that's a good option object built in if you don't mind. Well, that's why I shared the folder. I mean, you guys all have the you you're the only one that didn't, but that's why I shared it was just to remind us like this is the process and then so if there's things that we want to tweak, then we can bring that up because I know we we wanted to ask completely different questions um and do like the interview part differently, but I mean when we get to like that part that would be so starting entirely scratch We the majority of us have been through the process. Last
041time I mean right the four of us right all of us except for we've been through the process. Now we kind of have a feel about what to expect is going to feel rest on our end because we're going to have to do some things to get our act together quickly. But we know we know better now. Um, it's like a second year. I know better. Just I I totally That's very valid, right? Sorry, Kayen. Um Um on Okay, so I was going to say on the on on the other side of that same coin, um what I'm worried about is this lip lash because right now You know, I think that you guys are dealing with some very, very heavy stuff. I think you're doing it well for the experience that you have. Um,
042but then, you know, there are things that have to get done because we have to close the year out. There's I I'm just saying there are deadlines that have to be met, things that have to be done. Then we we're going to start this search. having interim and then it like it is kind of whiplash because then we now we have someone that comes in that's new and what if they're because in that moment they can have totally different vision of what they want to do in that short period of time. I'm hoping Henry that in your experience with interns they understand that it's like we're just keeping things the day going but having the authority of a superintendent but not necessarily coming in and we're going to change all these things in this short
043amount of time and then turn around and have another we don't like the pool or we don't like candidates and then hire a permanent and then they come in with a different vision. I want to change things. I just I don't want to do I feel like we've already we did do that once. That's why it feels very familiar that we did it. Even if we get a permanent superintendent in place, we need to be able to successfully sell them on the progress we've made. We are moving in the right direction regardless of the leader. We are doing exactly what we need to be doing. So while they may have fresh ideas and maybe a different approach, what we're doing is already working. We should stay the course without any major course correction because we're
044we're improving our stories. We've already told the space what we're doing. They don't have a whole lot of wiggle room. Again, I've not been in that. But just being a leader, stepping into a building, to me it would be unintelligent to go into a building, see brand new systems that people are starting to to roll out, to follow, to get on board with, to look at the financial support that we put into all these plans and go the other way. To me, that would not be an intelligent leadership move. So where I see that kind of fear, I feel like for the most part, most people are going to come in, see it, and then see how they can tweak it to enhance or, you know, it's it's going to get tweaked to what they
045have or what they what they see where they can, you know, support it the best. But to me, if you even looking just as like a leadership model, that would be incredibly difficult just to come in and change all that stuff. Whenever you can look at the district and say financially we how much just even financially how much time we put into that, how much money, the resources, all the things we're allocating towards that. We just purchased a bunch of new everything. Yes. For me, any leader that would come in and just try to disregard that, it just wouldn't it wouldn't match. If that's making sense, well, it makes a lot of sense, but it doesn't mean that it's And you're right. It doesn't mean that it because we can target our questioning and our
046interview process and our job description to kind of focus on that area to support what we're already doing and not tear it down and come with ideas. If even if you fill that role with that person who's going to try to bring about radical change, the work stops right here. All you have to do is say and I mean the state we have the will I mean we've already sold them on the plan. Exactly. So that's locked in and team TN tenp these days and University of Virginia were pretty much committed right pretty much we are yeah I mean it kind of that that whole piece that I believe I think said it that somebody said that movement that's still happening in the district regardless of who's at the top of the spears a lot
047of that's coming from those partnerships and the leadership ship that we have in all of our buildings and just that working together to have a better vision to get all on the same page. I mean, that's where that's coming from. That's that's where we're moving. So, I think then that that for the plan steps I think I can I can send the information to the board. Um, so there's that policy we need to review because it should match the job description. There's the job description that we posted the last time that should be reviewed and then the interview questions. And I think that that should be on the next agenda. Um to then be prepared to make any suggestions for changes on all three of those and then um and then and then work with
048Henry for a timeline. But do you I sent you a I sent you a draft uh position description uh yesterday or day before. Do you have that hand? That's I think a good starting point. Um I don't think you need to do a whole lot of tweaking to what you the hard work that you did all last year in preparation for the No, but we have a new me. I'd like him to at least have the opportunity to give input. I know you guys have been before, but just to be fair and it should take that long, but I think we should need to do it though prior to our next board meeting because I think we need to get this job posted like next week at the latest. Exactly. If we push it, then
049that's July before we're interviewing people and sooner the better. I'm sure. So, So then are we good with the job description we used the last time? I don't remember it. I don't I don't I Okay. I mean but let's hurry up and do this next week. So here's what I think because but I don't want to be like I don't want to be like that's fine. I'll just I'll go through it and be like no I don't want to do that. You you should because it's not a oneperson decision. It's a board decision. But really what we need to do is we need to devote the time to have a work session to go through it so we're all on the same page to go through that secondary um what is that policy secondary that
050the second reading of the policy I don't know if that was ever really clear there was just so much around that I don't know if everybody had the full opportunity it was never I don't because there was too much around it and we never got Let's all sit together and devote the time and I can say this comfortably because I have no time to spare. Let's just do it and hammer it out and then we're all on the same page and not one person is responsible for doing it. Then when we leave, you can't complain because you also help here till 7:30. I don't know if you guys time is important. Okay. So then the next step would be to schedule another work session unless you guys want to try to pull up on your
051phones these drafts. Mind is we're already here right now. Let's just try to hammer it out and take care of it so we can post it. That would be my first vote. Second vote is if we can't do it tonight, then do it like tomorrow, right? Saturday. So, we'll have to have a special session because we cannot do policy in a work session. We can discuss it. We can't adopt it and then it would actual items in a work. But we don't need it adopted until it's agenda. Yeah, we can wait on that. Really? What we need to cancel out would be the job description which policy doesn't either way and then right would that be the deal within the job description right Dr. right now. Just the job description is what we would need
052to get done now to post the job. Uh we just need those bullet points that we did last time. Just four or five the ones that I the the ones that you had last time just simply said you're looking for a leader, a visionary, a communicator, somebody who's visible, somebody who's accountable, and then it has some brief descriptions on it. Just something like that. That's all we need for for posting. But we need to be cautious that is the meat and potatoes. When we talk comes to talk about the celery, we all need to be diamond bread. Yeah, celery. Celery is important. That's a big one. Salary is important and benefits. This is where we have this is what we had the last time and what he's saying like not to redo again. Um, do
053you want me to read the whole thing to you guys? Yeah, I can read those. So, we're looking for a superintendent who bodies the embodies the following qualities. um as a leader, a humble person who demonstrates unwavering integrity, cultural competency and ethical decision-making. A strong innovative collaborator who fosters leadership development in staff and implements a positive learning culture and a system of excellence. A leader devoted to growing individuals through coaching and is outcomesbased and resultsoriented. Visionary, an individual who builds excellence through research and demonstrates the ability to drive innovation across all levels from classroom to the community. Communicator, a transparent and trustworthy communicator who uses technology- based platforms and social media effectively to engage staff, parents, students, and the community. Visible, an individual who will become integrated into the community through attending school and community
054events, engages with local businesses, and participates in community forums that would benefit the district. Translates research into actionable strategies for classrooms, school boards, buildings, and community improvement. Accountable, an individual with strong financial management skills and commitment to fiscal responsibility. that includes Colorado school finance and budgeting, capital projects, bond financing, grant writing, cost analysis and management, leads with clear and common sense procedures, policies, and practices that provides opportunities for staff to feel empowered while holding them accountable for student success. Change it. Sounds good to me. Yeah. I mean, I think that really captures what we're still looking for. I think the essence is right. That's still where we want. Okay. What else do we need, Dr. Roman? We still like it. We still like it. What else do we need? Well, you need to you need
055to do the salary. And then you need to tell when this is going to close. What was our salary range before? 115 to 145. West Cliff, the top bend on West Cliff is 135, but that's not what we actually pay. 145 to 150 plus comprehensive benefits package is what we have advertised. But that's not where we landed. Well, we're not as we have said that we were above that. No, we weren't sure. We were so good. So, the salary range that we have here is still approval. 135 to 140%. 115 to 145. Do you have on hand what we ended up with the prior with our search last year where we ended up? Well, right here we said 145 to 150 plus the salary range for this position. I don't know. What was your question?
056Where are we in what was his natural? Yes. It'll be on the job description that we're going to put out. Isn't that saying 135 to 140? Is that what I heard? If that's what you want. I'm just Yeah, I'm just No, I to say like I don't know because I'm just telling you what we posted last time was 145 to 150 plus comprehensive benefits package. What did What did you say we did last time? 15 to You said it backwards. 115 to 145. That was the range. 115. Yes. And and I also gave you what Westcliffe is paying. What What did you say West Cliff was paying? Well, just for comparison, for comparison, West Cliff only has 350 kids and they're offering 115 to 135. Okay. Higher than that. Plus, he got a comprehensive benefit
057package. He got to negotiate what he wanted in his benefits management because we wouldn't get one. Let's not let's not talk about him specifically. Let's talk about like what we want. I want to make sure that we leave that solid enough that we don't get negotiated to go higher than where we're comfortable. But I don't I think what we didn't make was basically we had to overpay and comprehensive package. So then we'll keep the salary range the same Dr. um unless we feel we need to look at a higher number to capture better candidates. Well, I know that you'll be competing with West Cliff. Actually, they'll get their their deadline for closing is June 17th, but they've had two weeks on you. I think you got a few at least inside conversation. Let's have a
058conversation with the We're trying to get on the same page. Yeah. Okay. So, we can't do that if we can't follow what you're saying because you just keep reiterating the same number to us, but we're clarifying to get on the page you're on. All I was reading to you was what was on the last time that we posted the That's not even what Henry said. Okay. All I am saying is what is what was on the form that was posted. So if it's a typo, okay, trying to figure it out because then comparing what was posted to where we edited is also valid information to kind of gauge where we can debate that. But what is the brain? Because we already were not having this. What happened the last time? That's not but we were
059more on the compens. Yeah. Because the big salary we ended up in the middle. It was the comprehensive package that set us over the top. Yes. Which we didn't have any input in trying to negotiate that. I we had initial input but we didn't get to partake in the original back and forth before decision was just said okay here's what we're doing here I sent everything to you guys before it was sent to me we're not you want to stay on base salary So that's what we're talking about. So my thought is I think that pay range is still a good pay range because we I think we still got good candidates with that range and then we did we were able and so I I like that. So do I. But what is the
060pay a range? 15 to 14. I'm fine with that. You hear that, Henry? Yes. It's essentially what I have printed on here. D, is that what I heard? Yeah. What else is needed, Dr. Roman. Well, what I put on here, and I just put it on there to get it in print. I put that this would close on July 9th, which means that you guys would have to formally approve this sometime between now and soon so that it could be posted. We'll put it nationwide. We'll put it Colorado wide. I'll send it to all my colleagues, get people who are interested and um get it out there as soon as you you give the go-ahhead. But that's the first state is getting when you want this to close. As far as when you do the
061interviews, uh when when you actually select the superintendent, we can work out those details, but um those are the big ones to get it posted right away. So, if we close July 9th, when would we potentially be looking at interviews and when would we potentially be looking at selection and start date? It would just depend on when those people, let's say somebody from Alaska applies, then we got to give them some time to to to make arrangements to come down here. But during the summer, there's going to be a whole lot of flexibility. It's really your flexibility. When can you guys get together to to do the interviews? So between so after once we get this posted that you guys have to start thinking about when do you want to do the interviews. So realistically
062what what would a timeline look like now? I would say within a week after that because I don't think we're going to get a a bunch of applicants. So we can screen them. We can do the the the we've also done the the online inter the the videos of of them. I don't think we would do that. we would just go right to bringing them in depending upon how many we get. So essentially we could be looking at closing the 9th, we do interviews the 19th and then selection at the board meeting on the 22nd. Is that sorry 28th? Yes. those and then would that would they then start August 1st potentially or well it depends on their work contract situation but that's what we could put out there if they're under contract someplace else
063they might have to give notice but August 1st yeah we could potentially have someone starting prior to the new school year Sorry. Yes, that's what we're striving for. July 30th. I I couldn't understand that. I said new teachers report July 30th. When does the rest of staff come back? thoughts for me. So, do you want somebody here before July 30th? Say that again, Dr. You want somebody on board before July 30th? I mean, that would be stellar, but didn't we say we were going to cast the net and if we got great people, we would consider them. If not, we would go to the interim option. Yep. Cut off date of July 9th seems to be. That's what I was. That's what I was trying to say. It's not two weeks. No. Would you apply
064if that was two weeks long? Well, even if we like, then we could potentially have interviews that far. for some of that. I don't know. We can we can close the the closing date. Make it sooner than the July 9th. Oh, if it was a two week a period. It's just that people are on vacation. you know, they're typically not looking for jobs right about now. So, you just it's a it's a it's your call. It's a it's July 9th seemed like a a good date, but you could shorten it and take your chances there. If if you want to get somebody sooner, then shorten it from July 9th. We have to make a formal motion to post the job, don't we, Henry? You should see our meeting. So, we're going to have to call
065a special meeting in order to do that, which Sarah originally said would need to be Thursday, Friday, or Saturday. Michelle, how much time do we need a date? Can you do you guys do any any phone uh motions by phone? Never done that. We've never done it that way. Okay. Yeah. So, Friday or Saturday? Yeah. I think we all have 24 hours. All right. So, we're looking at Friday, May 30th. What date are you thinking? We're thinking of having a special meeting on Friday at noon. Okay. But what date are you thinking of of um closing instead of July 9th? What day would you like? I think July 9th, everyone agreeing sounded good. Okay. It's enough time to do this. Okay. So then if we approve it Friday, what day would it get posted? Oh,
066right away. I'll send all this information with that that in place and so it'll probably be posted that following Monday. All right. So we have our special meeting set for Friday, May 30th to approve the search for a interim and the job descriptions to get posted immediately following the We're not sorry we're not calling an inter are we No, this would be for this is for the position of superintendent of East Otter School District. And then after we can do the regular the other stuff the the policy and the interview questioning decision. So then should we schedule at some point in June a work session or push that to July? If we're going to keep that same timeline with the July 9th cut off, I would rather have all of our ducks in a row
067with the policy with the question so they're not waiting on us. Yes. So, can we can we send out a doodle for a June work session? You could have a work session followed by a specialist session. Oh, there questions discuss and then decide. Okay. Sorry, I'll be back. June 10 week. So, we're looking at the week of June 16th for everybody then. I'll have to give you on the 23rd because I'm the 20th until the 29th. Is there anything else we should be tackling right now, Henry? No, I think you're good. So, you're thinking a meeting on June 16th to get all the details worked out? uh the week of June 16th, Dr. and he'll let you know what date is decided on. Okay. And then we've got a regular scheduled meeting on the 23rd,
068right? Correct. Yeah. And I have a post meeting on the 18th. I think that's all we need for now. Yeah, I think other questions for D. Let me let me make sure we're all that I have a clear direction from the board and from you. Uh this will be posted on the following Monday based on what you report to me on Friday. Uh for a permanent position of superintendent of East Otter School District. Okay. Very good. Make sure I have my numbers right. On 5:30 we're having a new um to agree well to discuss and vote on having that posted. 62 it'll be posted and then summed that week of June 16th we'll have a special meeting with a work session before to go over that specific policy and then um we can do the
069review questions and then I strongly recommend that we come to that work session with our suggestions ready. Yeah. And then um so that that would count as first reading and then if we put it on the agenda again on the 23rd. Okay. When do we need to post for people for the other interview that's doing work session? Oh. Oh. Well, no. I mean, I just volunteers people who want to be part of that because we should probably do that here soon. Do you want to have a interview committee together even if you have an interview? look at the at the pool and decide that you're not going to well we'll need one forward to do an inch but we close the ninth and have interviews for after I don't think I don't think it be
070an issue but I do think that it should be um that we should have like a Google form or something that we can put out if you're interested and being on the committee and then have a specific like are you a community member staff or business or whatever they are last time I mean it felt like it was a lot of last I don't know if that was a good thing or a bad wasn't it because we had such high interest in the committee music. Yeah, they were they were sent in groups of from each building. Um like so there were there were teachers from each building and then admin and then [Music] um there were some parents or community members and took the one person off she's going to apply for the job. Yeah,
071I was like, you can't you can't be on the committee. So, other than that, but no, I I tried to just make sure that it was the same amount for each group and then we had not show up, but yeah, a lot of people, but I felt we had a fair shake of representation directing district. No one could accuse us of it being one. Is that something that we can decide as a board for this time around of the committee and how many people do we want to say as well? people for prior to that. Thank you. And then Henry, after we pick the interview committee, um, will you have kind of like an orientation or run through with them? Like here's what because we still have to do we're still going to have to
072do a meet and greet as well. Um, but I want to make sure that they understand like you can't ask specific questions. You um, you give a recommen. Yeah. I mean, you have a rules list, but going over it with them so that they all get the same information at the same time. Yes, there was a lot of confusion last time and they also thought that they were giving a recommendation at the end. I don't think they were clear on they needed to do like a pros and cons list versus a recommendation. Um so when they did come to present to us they're like oh we came with a recommendation not a list of pros and cons of everything. A lot of them made it up on the fly. Yeah. Yeah. One person kind of
073summarized what they heard. Yeah. Yeah. So it it was just a lot of confusion last time um when we interviewed people. Yeah. We'll make that clear. I don't know how many people you'll get to volunteer during the summer, but um whoever whatever your group we get, we'll work with them. Anybody have any last I don't know whether it will impact it but just as I'm looking at point academics that we have it's like that week to the 9th July 9th I think it's um I'll double check but UVA which would be um myself uh Claudia Julie, Gina, as well as um Chen will all be out. You guys are talking. You're flying on the 13th. Yeah. So it' be just it'd be posted on the 9th and wanting to start interviews on that 13th that
074second week just whether just to myself as well as the princip that week. So I wonder if you're trying to do like that. Yeah. Well, we want them a part of the interview before they just to get a timeline. If we do have a want and so if it we want to do interviews the 13th then they're going to be gone. 13th Sunday. Okay. Yeah. And they're they'll be flying out Sunday. Fly out the 13th and then return the 16th. Oh, okay. So, we fly out Sunday and then return either late Wednesday night. Okay. Thursday. So, then can we do interviews on the 18th and 19th and then Yeah. Okay. Okay. I decision on the 28th regular. I was thinking you were saying they were going to be gone the weekend and probably get that
075but never mind. Okay. So I think we have our timeline. Do you want us to decide that or wait till we get to But to me it looks like the the most the next logical one would be the would be July 18th. We did it over two days, right? We did we did the meet and greet and then we did the So then we would be looking at a meet and greet on the on July 18th and then interviews on July 19th and then on the 28th making a decision the only time I won't be here. So, I'll have to kind of I'll have to see remote on the 23rd, our regular meeting on on June 23rd because I'll be in Denver and not in the middle of the desert. I don't have Wi-Fi. Um,
076I'm flying out on the 24th. Do those dates make sense, Henry? Yeah, they're they're falling into place. Did you have them all listed? You want to list them to me again? Okay. So, we have that we're gonna have our special meeting on May 30th. This Friday, you're going to post on June 2nd. Then, um on this the week of the 16th, we're going to do a doodle for that. Yeah. Um we'll have our work session and special meeting and that's where we will go over um the policy so it matches our job description. Um we have it we have a draft um and [Music] then we wanted to look at the interview questions and then also pick a committee pick our interview committees. So, all that should be done on the 16th, the week of.
077And yeah, the week of um then So then the application closes on July 9th. I don't have a problem with July 9th. I'm just wondering why I wouldn't think that just like Say that again. Why Why did we pick July 9th? I pick it because because of the staff in Omaha. Usually they don't want to do it on a Friday, so I just pick that. But if you have a better date, it just No, I was just curious. It just disappeared. Um All right. So then it'll close on July 9th and then we will do a meet and greet, something for the public on July 18th. And then the interviews would be on the 19th. Sounds good. Okay, we'll move forward with that. Okay. Uh [Music] I think if nobody has anything else to add,
078I think we have a good timeline and we'll get that going and Jill will post a special meeting and then good. We'll start from there. Good work everyone. Good work. All right. Take care. You too. Okay. So that is the last session. We're journ please.