001He uses the >> solid >> the computer. >> Yeah. >> Oh, it's just >> I should probably I don't know. I guess it doesn't matter. >> I just go I jump so much >> from past. >> Oh, I can imagine. >> Yeah. I'm just like You ready? Okay, we're going to go ahead and get started. Please join me in the pledge of allegiance. >> I aliance to the flag of the United States of America and to the republic for which it stands, one nation, indivisible, with liberty and justice for all. Well, thank you guys for the great turnout at the 2 o'clock meeting. Uh, sorry for the weird time. Um, but just a reminder that any person present who wishes to address the board or raise any questions about public school district matters or governing
002policies may do so under public participation. No discussion of personnel or personnel or individual students is permitted at this time. A limit of three minutes is placed on each speaker. Persons who want more time may make arrangements to be placed on a future agenda. The public is also reminded that they may provide input on all motions being considered by the board at this meeting. Additionally, anyone wishing to make public comments virtually may submit the following form, the virtual march public. So, uh we'll go ahead and dive in. The first item on the agenda is to kind of just talk about board discussion. Uh last meeting, as you guys know, we had a resignation from our superintendent. Didn't spend much time talking about it. Um so this meeting is to start that discussion um in regards
003to what the board would like to do um moving forward. Um as you can see down below, we do have some items for action. Um so we'll we'll get into those in a minute, but for right now, it's just kind of the board discussion. Um the resignation letter was was done and we'd like to begin the search process. Um I don't know Jackie Jackie and I did meet uh we know that there's some things that need to continue operationally. Um so as regards to an interim that's not off the table. It's just not on the table for discussion today. Really today's discussion is about the um action items in public that we need to take in order to post the position. Any questions from the board at this point? >> Is there a plan for
004an intro? >> Um it's being worked on. Yes. But what that looks like we don't have that till probably June. Any other questions? Okay. Um, I did not see any public comment. I can't get it o open. >> There's none. >> Okay. I just wanted to confirm. >> Everybody sees the old public comments getting that archives, but we didn't want to read them. So, Lisa is putting them into the hard checking to make sure they're already in the hard copy. We don't know why they were hidden and now they're showing up because usually when they post them or print them, they hide them and they're all showing up again. So, we ask all to review the form. Okay. Want to make sure all that's documented before anybody thinks that. >> Sounds good. Thanks, Don. And
005no public comment submitted, Deian. Okay. Uh, so then we'll move on to items for action. Uh, I have a job description that was attached to the agenda. This was the job description that was pulled from about two years ago um that we used when we posted this position that Don is currently sitting in. This has actually been updated. >> You did update it? >> Oh, okay. Thank you. >> It's all in there now. >> Perfect. description. >> I'll motion to approve this job description. >> Clean this up. >> Okay. So, I have a first from charity and a second from Dave to approve the superintendent job description to be used in the search process. Any discussion from the public on that job description? Any discussion from the board? >> Just a question for >> sure.
006You said you've been through this and everything what you do on a daily basis with this with anything new that might have been like typical superintendent contract superintendent job description and added there's a few things we added but yeah any other questions >> does this take into account that we may or may not have an assistant superintendent is that going to change >> the job description >> job description Okay. >> Uh, the only thing I wanted to bring up is I did have a couple of people reach out to me um in regards to uh in the past and it's been a while that we asked that the superintendent live within the district. Um, that was removed at one point. I don't know. I guess I just want to bring it up if that's something
007that is um that the board would like to consider as a option to put on the job posting that we would like the superintendent to live in the district. >> I'm going to say from a real estate sales perspective, um inventory out here is pretty limited and I think that'd be a pretty big ask. Um >> it would pull so many people out and really limit >> Yeah, I could see putting a radius in just so that we know that they're going to be accessible and that maybe but I don't even know if >> I think if they live in Yellowstone County that's >> Yeah. I don't think it's probably not even necessary as long as they feel they can commute to work. >> Yeah. >> For all the hours needed then that's up to
008them. >> Do you know why that was previously was required? It was the board that I leave and then they took it out because I had to sell her house in order to buy a house out here and then they thought that was a little bit I said there's no way I apply my house. Um I just curious why they went just for taxes probably like feel like they >> it was common district but then it's become like house almost a northern find. >> Thank you. >> Sounds good. So it sounds like that's not something that we want to put in there. So I appreciate that discussion. Um so I had a first from charity and a second from Dave. Uh and we've asked for discussion. All those in favor say I. >> I. >>
009Anyone opposed? Same sign. Okay, that job description passes and we will move on to the next item. So the next item is establishment of superintendent salary range. Uh we attached a document uh that Kelly Kinsey was able to provide us uh with some just some information on there. uh I'd like to get an idea of the salary range when we're doing the job posting. >> Can I ask a question right now? >> Sure. >> Okay. My question is for Don I don't know. >> Do you guys have comparisons for >> I'm just curious as they're so close. >> I believe it's his one. I believe that's I think it's in the 1475. Yeah, >> the other one that comes up a lot is East Helena as far as seems like they're pretty comparable >> and
010they're 145 >> and they provide for the excess evidence before. >> Oh, >> and do you have a recommendation before? that >> for No, I mean just as far as what what we could be at, I guess. >> Do you know what I'm asking financially? >> You could offer the stars and the moons, but that's assistant superintendent like what we have. So I don't >> Okay. >> So usually just Yeah. So just to give some context to Dave and Charity, I think you know normally this is just a range because then you can put the salary out there. So I mean somebody's not going to apply if it's 110,000 and they're making 120,000 as a principal, right? So really just looking for a range. Um >> so I got it down >> that's paying that
011I saw here. So I just got it down like 130 to 170. I don't know if that's unrealistic. That's just like looking at this at these numbers that are here. >> I think the 170 is going to be way out of our price range. >> Yeah, I think 130 to >> 140 would probably be entry level >> for a range like what's a >> really hot if they said that's what I want then. >> So that's when you leave a cat point for a range. No, >> we don't have a lot of flexibility in a range. >> If you do 170, we're gonna have a hundred applicants because people are be all of the out of state people are going to look at that and cash cow and also >> if we set the range
012at 130 to 170, it looks like our district doesn't know what we're looking for. also out in the community if the community sees oh they're willing to pay $170,000 for a superintendent that's going to blow up too just my >> and you look at the highest ones are like house and white wish because it's so expensive to live there and they're at 183 and one ceiling so I mean it's not not that anybody's not struggling the cost of living but it's not that bad here >> what we don't want to do is put it too low so that we're getting competitive now 130 to 140 I think would be a good at least good start they can always negotiate 142 negotiate books but >> we also got to think too >> certain morals at 147
013>> something that comes to my mind >> I think we had a conversation I think we were looking at hard moral So, do we need to do school 150? >> I think we do. >> Where I was going 150? >> I mean, it's a range. >> Depending on experience, I see qualifications. I'm assuming that >> do you have thoughts? I know you've done a lot of research. >> Mine was ranging. I mean, with a competitive districts around us, um, putting in some of the information that Kelly gave us. Again, mine mine was a range of 135 to 175. And that was just again the range. I understand that that's, you know, scary for the district. Um, and again, I, you know, I'm not saying that we'd be at 175, nor could we do that. Just
014an idea of where where we are. If we want to lower that, I mean, I'm I'm not against that either. So just research wise, I mean that's what we're here to do is to set that range so that when we post it, it's available for those that are applying. >> I would like to see us posting like go at least to 150 based on >> the typical range in Montana is to our size 130 to 153 to 151. Sure. >> Says it can range up to 182, but that's how it's spelled. >> And I don't recall does does do we have to negotiate the wage before or after we offer the position >> when you offer? >> So we could consider candidates >> except then you negotiate. >> Right. And if if there's somebody that
015flat out tells us, you know, I'm looking for 160 plus, then we just don't offer. But we and we also don't want to waste our time with a bunch of candidates that are above our price range. I >> think like 130 to 155 seems safe but generous. >> Okay. Sounds like I will take a motion of that salary range. >> Stacy, do you want to Yeah. First, um I'll move to set the salary range um to be used in the posting and recruitment process from $130,000 to $155,000. Second. Okay, we had a first from Stacy and a second from Charity to set the salary range in the job posting for 130,000 130,000 to 155,000. Discussion from the public. Discussion from the board. >> Got a question clarification. I heard Jackie say we're talking about not
016having an assistant. >> It's probably not at all on the table at all today, but I mean it's we're in a position to restructure our >> I think it's we're just trying to get this posted. So, I don't know if we have a >> major factor. >> Yeah. Again, this is a range that we're just trying to get to post out there >> and I think we have to post considering the status quo. I mean, it's just kind of looking forward things could change, but >> I understand what you're saying, Shane, and and I think it needs to be considered, right? Um, right now I think just really what we're trying to do is set the job description out there with a range to get this moving >> that's comparable to what we've been given.
017>> Correct. >> The information we're not not talking about an assistant today because we're not not thinking about an assistant. >> No, that's not we're just it's not on the agenda to talk about today. >> We just need to get through this Yep. process and then >> I think what you said was slightly different than what Lacy said where the lines were crossed. >> This is just a fire, right? We need to get this posted and we wanted to do it publicly. We wanted >> I was just looking for clarification where that idea came from >> what idea. Sorry. >> Oh, I sorry. I don't >> I think I just said it. Just wondering, you know, where >> I think Jackie said now would be the opportunity if if >> if we're going to restructure
018>> our administration levels, this would be a good time to do it, but I don't think we can put the cart before the horse and do it now. But it is something to keep in mind if we move forward and we get to that point that we might need to. It's a good time. >> Does that help, Shane? Because I'm a little confused as to what we're saying here. Besides, I I mean, we're not talking about what we're going to do with June 30th, right? Right now, we're just really trying to focus on we know we have an open position and it has to be opened. And so, the job description and the salary range are kind of where we're at right now. So, that whether it's an internal applicant, an external applicant, um all
019of that we have to we have to go through that process. So then can I ask question? >> So then you're planning as if all of the administrators you currently have on staff would be maintained >> because we have an assistant obviously but we're going to hire a superintendent. >> We need to be able to afford them at our current >> correct. That's the assumption right now that we're going with this posting. Yes. >> So then financially obviously that would have an implication. >> Correct. >> Yep. Okay. So, I had a first from Stacy, second from Charity, uh, questions from the public, and questions from the board. Any more questions from the board? Okay. All those in favor for that salary range say I. >> I. >> All those opposed, same sign. Not hearing any.
020That salary range will post. Uh, next item is authorization to post the job on the OPI website. Uh so here we're just confirming the prior actions of the job description, the salary range and all of that that we are good to post this on the OPI website and open it up. >> I move we uh post the job superintendent job opening on the OPI website. >> Thanks. >> Stacy beat you Shane. I got a first from Josh and a second from Stacy to post the job on the OPI website. Any questions from the public? Yes, Miss Myers. >> Yeah, just another question. Are you posting with the intent of hiring someone right now to start July 1? >> Um I guess we haven't had that discussion. So that's a good I mean >> yeah I
021just obviously I think many of you have some experience on the board and we went through last search with them. This is not like hiring season for superintendent typically, >> right? >> That hiring season. So, >> yeah. And >> I don't know if you're all aware of that, but this I mean, not like other businesses because of our our fiscal year runs and we're all under one-year contracts. Like, this is not the time superintendent are looking for jobs, per se. I think we're just hoping to see what we get and I would assume that we that would all have to be discussed anyway, but this is the only way to open it to see what we're going to get. >> How long are we going to run it for? >> What's typical? >> Yeah, that's
022until filled, right? or you pull it >> typically though if you were posting in January deal for a month or two at least >> I mean but that would be the hiring season again when people are changing jobs >> however I guess I'm also not super savvy on hiring processes within a something like this do we can take on a first come first- serve basis right so as applications come come in we can consider and hire or deny or do we need to open it up? >> Hiring committee first, >> right? >> Somebody that can go over background checks. >> Sure. >> And work history and lensure to make sure they're actually licensed in the state of Montana. >> But here's the other sticky part is we have to have by the ARM 10.55.704 section
0231 subsection 4. We have to have a superintendent or interim superintendent under contract by July 1 because we have more than 31 FTE 31 FTE certified staff. We are required to have an interim by or a superintendent by July 1st. So, if we hire the first person that applies and close it, are we going to get what we want? That's all I'm saying. So, so we have some actual constitutional Montana constitutional rules that we have to follow, >> right? And I and I think and I'm not trying to skip ahead, but that's why we'd like to work with MTSBA. I think that um right like some of these questions when and I think they're valid definitely valid um Jackie and I kind of talked with Kelly and Don just until filled um open it up
024we understand that it's not the best time um but MTSBA has stated that they aren't concerned with the timeline um with that they said it is doable so you know again we're trying to move forward forward with getting that posted and to see what's up there out there. >> I don't think there's a huge question. >> Nope. >> Well, right. But this is where we're at. So, um, >> can we get an a meeting set for next week to discuss an interim superintendent and how that impacts everything? >> Uh, we can. Yeah. I'll see if MTSBA is available. Okay. So, I did have a first from Josh and a second from Stacy on authorization to post the job on the OPI website. I know. Thank you, Andrea, for your comments. >> Any other comments on
025that one? Okay. All those in favor favor to post the job on the OPI website say I. >> I. >> All those opposed, same sign. Okay. That motion passes. And then the next one is the board considering authorizing uh the chair and the clerk to work with MTSBA for the superintendent search. I did attach their document. Um there are other options. So this is what was available um in the time that we had. Um MTSBA did did help us the last time. I know that there's um lawyers, other search companies, other options. Um but at this point um it felt like MTSBA was our best option for a quick quickness. >> I don't think this is something that should be quick. I think this should be methodical thought out and planned >> and that's fine.
026I think what what's quick is getting the process started. So having the process started with getting the agreement to work with MTSBA, agreement to post the job, all of that. Um I don't think my words are saying that we're going to have someone in place by July 1st. This is just the first step. That was the fire that was in front of us that we are looking to um get moving on. I think anytime we're hiring any position, you got the possibility it could be quick. You got the possibility it could be. We still need to find the right person. >> Absolutely. >> Agreed. My thoughts is yeah, it it doesn't I don't necessarily feel like the actual placement needs to be quick, but I feel like the overall plan needs to be laid out
027and clear so that whoever is chosen or, you know, pointed as interm, what the plan is, and can make their decisions, and then the school can kind of know what the plan is moving forward. We just kind of need to lay the track and then move forward. But I agree. I don't think we want to rush and hire unless we get 50 good applicants tomorrow. And >> and I would like to think that MTSBA would be very fundamental in helping us navigate that process. >> Yes. >> What's that $7,000 worth? >> Five. Last time it was five >> less. >> Yep. for the quality of candidates we got. Now, my personal opinion because we had people from Illinois that applied um all sorts of people that would not have filled would not have fit into
028the cultural level. That's just my opinion. >> Kelly, sorry. Go. Oh, no. Thank you. Go ahead, Kelly. >> What was the price >> this year? It was seven,000 >> last time. It was five. >> And we only get to talk to them four times before they start doing billable hours. >> They have a lot of billable stuff. >> Yep. >> $500 after the first floor for every you application. $180 an hour if you virtually you decide not to take the first screening of again for the next next round. I just remember that we put one of our situations in the hiring process with MTSB they had to have a minimum of a administrative degree or the ability to transfer administrative degree into the state of Montana. And I remember getting applicants that had neither. >>
029Miss Paul, >> um, so I'm just clarifying >> what's what happens if July one comes and I mean what's the plan there? >> What do you mean what's the plan? The plan is >> well it sounds like you don't want to go quickly or it could go quickly but what happens if July one comes and we don't have any >> then we'll I mean we we'll have a backup plan regardless >> what is that >> we're working on it we're working like so working with MTSBA on the best way to make sure that if the best option is an interim then what does that look like so that is on the table. It's not on the table to discuss and approve today for what the interim who the interim might be any of that but
030it's just right we have a plan. So I mean we just want to get this posted and um the my understanding from the teachers union is that this needs to be posted regardless. So again just trying to get through the process quickly. Yes, Andrea. And not the process of hiring somebody, but the process of being transparent in what we're trying to do. >> I was just thinking about the the you just approved for the put it up on OPI. So, it's going to say open until open until June. Like, how will we know when we work on getting someone from July 1? Like, if the OPI said until filled, does that mean August? >> But what happens July one? That's where I guess I'm concerned about. >> Right. And we'll make sure that we have
031a plan in place for July one. So, go ahead Andrea. Yeah, I think that maybe and I don't want to speak on behalf of Shane, but to Shane's point earlier, like why are we not I'm not saying we need details or need people's names, but why are we not equally discussing having an interimm candidate for one year on a public meeting agenda as much as we're discussing posting the position? Um, and I think that's where I'm feeling a little bit confused about what we're >> I think that will be a public meeting. Obviously, if I'm I might be confused myself, but I I think what we're doing is just the action items to >> that's why I asked for the interim meeting to be like to discuss the interim meeting like next week. >> Yep.
032I think we just need more clarification from from TSBA, >> correct? >> On how that process goes before we can commit to >> go ahead. >> How that process questions. would be if we hire MTSBA and we don't find a suitable candidate by the end of June, will that contract for the $7,000 left through the hiring season? >> It's usually six months. >> Yeah. To clarify with MTSBA how long that >> Yeah. So, I think that's a good question um that we can ask MTSBA. Again, if we're not ready to um approve working with MTSBA on the superintendent search, I mean, I'm I'm not sold either way. So really it's just if you know if the board doesn't feel that the value of what MTSBA provides we can look at other options and or um
033one option we talked about is you know handling most of this internally >> because our our we can post to OPI >> correct >> right now without >> it's free. >> Yep. So, we can put that out there and then when we are able to discuss the interimm position maybe next week and get some more ideas on what our options are for assistance, right? >> And we could we could zero in on who's going to be our who's going to help facilitate that for us. >> My opinion, the only value I saw on MTSBA the last time were present for the interview process. That's a good point. If you talk to them, you know, could you have them clarify that additional option part? That's pretty scary. Yep. >> It's like $1,500 a day anything except
034the basic, but then it says anything beyond that $1,500 $3,000. >> For sure. >> I don't know what those mean by what the additional stuff is, but it's pretty steep. I I move that we table this until we can get clarification from FTSBA on their fee structure and also Andrea's point of is this expire in six months and then we have to pay another $700. What happens if we don't find a suitable candidate? >> That's my motion. >> Perfect. Thank you, Josh. Uh, so I have a first from Josh and a second from Shane to table it with additional questions to MTSBA about the fee structure and the expiration um of the contract and how that looks and works. Any discussion from the public? Yes, Miss Meer. >> I have one additional question. I apologize.
035um if the position is posted on OPI and I mean there's several aspects of that obviously we don't have an HR department in this district so I'm not sure how those applications would be proc submitted process all of those pieces are >> should the applications to the leadership >> we will be >> screen applicants we >> yeah we talked about creating a committee um so wanted to get through this I I It's a good it's a good question >> follow up to that question would be if there is a candidate in this district who was interested is then your expectation that they complete the job application >> yes >> as to serve as an interim >> I don't think we're talking interim we're talking superintendent >> I know it >> well an intern would work
036to serve as a superintendent clearly for a I would suggest anybody qualified apply. >> Yeah. Well, so I guess I think is her question how do how do you put your hat put your name in the hat to be considered as an interm or are we just as a board appointing that based off just >> well I don't think we have that information because we need to get that on the next meeting right is >> applying interim all of the things that are kind of the questions that are out in out there >> but yes and internal applicants would for the actual superintendent position would go through the application process. >> Lucy, could you appoint a committee or get a committee appoint direct those applications? >> Yeah, we would we'll have to add that to
037the next agenda. Don, >> so once I post this, I'll ask the whole applies, I'll ask the whole group so they won't be released. Okay. So, thanks for the additional questions. Uh the motion on the table or on the floor is to table this with additional questions. Um I'm hearing also additional questions just on the interim. Um which is definitely authorized and needed. Uh so all discussion from the public. Any more discussion from the board? Okay. All those in favor to table the authorization to work with MTSBA say I. >> I. Anyone opposed? Sounds good. Okay. And then I will take a motion to adjurnn. >> I think what >> the what school district >> where is that? >> And item five. We had to get it on them because it has to be approved
038before 30th. >> Okay. When was this added? Don, when was this added? >> I had to add it because it forgot to put on >> the elections uh clerk just out and send it out. So, it's the date. >> We It comes every year. It's usually on the main agenda, but it didn't. >> Well, I I'm just because I'm asking because I printed my agenda like five minutes before I came here off the website and it's not on my agenda on the website. So that's why I'm asking. So I need to find my agenda. >> Yeah, sure. >> Thank you. >> Okay. So, if we could get that cleared up because again the agenda on the website I'll just use this uh is not the same and that needs to be updated >> on the
039>> website >> on your website >> on the Lockwood website. >> I can access your website to see that agenda. So, I never see it. >> Right. But if I'm on a public computer, I'm just saying >> it's on the Facebook page and it's on the shared on that agenda is on there because these guys all got it, >> right? I I understand. know why that's not updating. I don't know if there's a problem with that link that goes to a Lockwood page. Is it the Lockwood board page? >> Yes. >> Yeah. See, it's not updating the agendas on there. There's something wrong with that link because the Facebook link and everybody else is working. So, we'll talk to Paul about >> why that's not updating the agenda there. It's not for quite a while.
040>> It's not a word document or something. So, I'll talk to Paul and see figure that out. >> Okay. So, the next agenda item is approve a resolution for Yellowstone County to conduct school elections and the mail ballot school district election agreement. So, I know we kind of talked about this, but Deian, will you can you speak on this? What this is? >> The county just takes care of our elections for trustees. They do all the mailing. They do they receive them. They done it for years. >> We vote on it, but there's no other option. It's just >> Oh, you could. Okay. >> Okay. Sure. Okay. >> I'll move to approve the resolution for Yellowstone County to conduct school elections and the mail ballot school district election agreement. >> I'll second. >> And this
041is for next year. Is that correct? Okay. I had a first from Stacy and a second from Josh to approve the resolution for Yellowstone County to conduct school elections. Any questions from the public? >> What do they charge? >> I don't I don't >> It's not It's not very much. It's a lot cheaper than doing it yourself, but I don't >> They haven't built yet. >> So, we don't know what that will be for next year as well. >> I mean, if we were to do our own, we hire election judges. Um, we set up the polling place. Um, we're in charge of mailing, making sure that we're receiving >> voter voter registration. >> So, what's the deal? We got the ballots here a couple weeks ago for school board, but then we in June
0422nd, we have another >> primary. It's the primary election. >> Why couldn't they all be on the same >> separate? One's county and one's federal. >> Yeah. >> One's county and one's local. I mean that's not they're not the same election cycles >> and that's uh statewide that's not individual. >> It seems like it's a lot of stuff going on that could >> in one one >> that way it would cut it on top. >> Okay. >> So I had a first from Stacy, second from Josh. There was a question on the charge of this. We can lift that and see if we can get that. Any other questions from the board? All those in favor say I. All those opposed, same sign. That passes. We will use the election office next year. >> Motion
043to adjourn. >> A first from Jackie. Second. >> Second from Stacy. >> Uh Stacy was in my ear first. Sorry. Uh any questions from the public on adjourning? Any concern with the board? >> Okay, we are adjourned. Thank you.