Today is May 1st, 2025 and the time is 4:30 p.m. I will now call the this special meeting of the ISD 191 Board of Education to order. The purpose of this meeting is to prepare for interviews, interview candidates for the superintendent position, discuss information from the interviews, and name candidates who will continue for second interviews. We will also finalize the schedule for second interviews, candidate tours, and sec second interview questions and procedures. Finally, we will discuss, decide, and schedule the steps necessary for the rest of the hiring process. Before we begin, I would also like to note that this meeting will be recorded and posted on our district's YouTube page starting on May 2nd. The candidate interviews will be made available for public review for one week from the time they are posted. After that time period, the candidate interviews will be archived and no longer displayed on our public 191 school board YouTube channel. Director Mickelson, will you please lead us 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 under God, indivisible, with liberty and justice for all. [Music] Is there a motion to approve the agenda? So moved. Moved by Director Chester. Second. Seconded by Director Alt. Is there any discussion? All those in favor say I. I. Opposed. Nay. The motion carries unanimously. We will now begin this evening's interview process. Before our first interview starts, I would like to call our executive search consultant Barb Dorne from MSBA forward to share a few reminders and details for this evening's interviews. Thank you, cheerle directors. Very exciting day for ISD 191, your round one of superintendent search interviews. I just wanted to go over a couple of things to make sure you're comfortable with how this going to unfold today. So, just a few reminders. Uh, first of all, the EMD form is in front of you. You each have four copies of that because you do have four interviews. Please put your name and their name at the top. We want to make sure that we're able to understand who you are going to be rating after each interview. So, their name, your name. Also, I would really appreciate it if you take super good notes so you can during deliberations remember what you really liked about these people. Uh, you have four outstanding candidates. One of the things that does help is as you go jot down the things they say that resonate with you the most. You do not have to write down everything they say, but what most resonates. And at the conclusion of the interview, sometimes I just suggest, you know what, while it's fresh in your memory, jot down the top three or four things this person you thought really brought to the interview. Okay. So, while that's fresh, on the left side, there's a blank column. That is to identify who's asking which question because we do want each of you asking the same question of each of your candidates. So, I'm going to turn it back over to the chair for a moment. You can put your name here. You can list everybody's names in whatever order you're going or just put a star by your questions. It's however you want to proceed with that. Um, so how would you guys like to do it? I'm going to start with the first question. Should you should do you want to just go like go around us this way like and chair one clarification. The light says we're on air. I wonder if somebody could confirm whether we are or not on air. I I know what I mean. Right. Is that just me? We're recording. Okay, the lights off. Okay, thank you. Um, so we want to go this way. Um, and then around back that way. Um, so ask the other day she mentioned this doesn't I don't have a question I want to ask, but she did say that if there were any specific questions that any board members did want to make sure to they wanted to personally ask. Do we want to give people that option? Okay. Anyone has a specific question they want to ask? Guess not. Okay. So, do we want to go ahead then and write our names down by each of our questions so we could get that out of the way? Number three is you. Great. I'm number one or three. That's three. One and two are our names. Yeah. But yes, the first question. Oh, I'm three. Okay. Yes. First question. You're five. Tyler, are we going six? I think so. Yeah. Mhm. Don't skip a page like I did. Oh, we're both aa. Abigail, you're nine. So, I'm 11. We're counting the same way. Yeah. Okay. Oops. Hey, look. It ends with you. It does. That works. Great. Am I just am I confused that I thought we like I thought we reduced it to 14. It is 14. It is 14. It's just that one and two are the Oh, okay. I'm sorry. The electronic form requires the first two fields to be your name and the candidate's name. No, because one and two are up here. So, so it counts all the way. I gota Okay. So, I'm just going to do a real quick check. So, we'll start with your word. Yes, you're you're 16. Three. I'm just going to point 3 4 5 6 7 8 9 10. Back to the chair. 11 12 13 14 15 16. Great. Thank you so much. Okay. Also remember that Abigail asked the last question. You can ask it and then the chair usually feels the question. Ends with you. No, it doesn't. It ends with her. Abigail says 16. Why did I miss it? There's 14 questions in seven of us. So, it should end with Abigail, right? Everyone asks. Well, then why did I miss one? I don't know. Must get somebody from line. I'm going to move forward so I can go grab the candidate here in a few minutes and bring her 4:45. Please remember, no follow-up questions unless it's a clarifying question. If you didn't understand an acronym or something that they share, we just want to make sure your candidates experience the same questions in the same order from the same board members. It can be helpful once your question has been answered because they might look at you for whatever question they're answering or look around. It can be helpful if you say thank you when they appear to be done speaking. Otherwise, there can be sort of an awkward pause for the next board member to speak. You don't have to do that. It's just something that kind of indicates, okay, we've wrapped up that question. next. So, you can say thank you if you'd like to, but it's certainly not required. I'm going to ask that you put your EMD ratings on here for at least the first two interviews. The reason for that is I'm going to send you the electronic link with the exact same questions during the second interview. I don't want you to start with the electronic link because more often than not, you don't have your sea legs under you to kind of figure out what is an answer that exceeds my expectations. I've had too many people try the link right away only to realize once they've heard from two or three people that they were way too hard on the first person. So the context you get from at least two interviews will give you that baseline of what an E, an M, or a D might be and then you can go in during the breaks if you want to start entering them after the second interview. So I'm going to hold off and get that to you when the time comes. So for now, please use this and actually all the way through use it, but input your results at a later point. All right, one question for you is are handshakes. Okay, when I bring the candidate in, I'll introduce them. Some candidates have asked me. So, I always check, may I shake hands with the board? During CO, of course, and shortly thereafter, we never did, but I can certainly tell them not to if that's something the board would like to um avoid. I'm fine with that. And they come up to the DS and just introduce themselves to each of you and then they'll sit down and get started. Okay, sounds good. I want to make sure that's all right. And um in terms of formality of the conversation um I'm assuming this district operates with the the chair and director correct director if they have questions for you director Hume chair Worb etc. Um if they cannot pronounce your last name correctly feel free to simply pronun pronunciate it for them but that formality is some different from every board. So I want to make sure that's what you're comfortable with and what you're expecting from the candidates. Okay. It might be helpful if we just when we at the beginning when we're telling them, you know, how many years we've served, just your introductions, say our name. Yep. They'll they'll hopefully hear that as well. So true. All right. Are there any questions for me? I'm going to be sitting over here. I'll be holding these up at about 30 minutes, 15. They will see me and I'll let them know to look for me, but I will never interrupt their train of thought. So, please don't watch the time. It might be at 29 minutes or you know 28. I want to let them finish their thought whatever question they're on before I start waving these signs. So it will be approximately 30 minutes 15 and 5 minutes left in their interview time. I also sometimes let folks go just a couple of minutes over. I don't want to bring this to a sudden conclusion but I won't go much more than 2 or 3 minutes past their 1 hour before we actually call time. And then I'll escort them out and bring in the next candidate. Remember, this is an approximate interview time because some people don't use the whole hour. So, if the next candidate is here and feels comfortable, I'll bring them in. But I'll check with you all first to make sure it's okay if we start a little ahead of time on some of the interviews. We don't very often go late, but we sometimes do go early. Okay. How you feeling? You excited? Yeah. Yes. I know the semi- finalists are very excited as well. So, I am going to head out and bring in your first candidate to begin the interview. All right. Thank you very much. Be right back. Um, let me find my script. Um, okay. [Music] Welcome back everyone. Before we begin our deliberations, I would like to call Barb Dorne from MSBA forward to provide an overview of the EMD results. Thank you everyone. I'm not going to spend very long on this. I just want to let you know that this is one tool that you can use to deliberate this evening. It is not a ranking of candidates. Ranking of candidates is public data. This information is simply an indication of who you feel answered more strongly or where perhaps they didn't answer as strongly. So when you look at this, the only thing I'd say is pay attention to how many E's a candidate got, which has exceeded your expectations. That's good. Similarly, the more D's or disappoints a candidate has, not so good. But other than that, it is simply one thing for you to consider as you move forward talking about the four candidates that interviewed with you today. Okay, with that I'll turn it back over to the board for your deliberations. If you have any questions, let me know. I'll be sitting over here off to the side. Thanks, President. Um, up next, we will share the strengths of um Jenna Mitchell. Um, Director Alt, will you please share one to two strengths that you saw in this candidate? Uh Jenna was very clearly um Jenna was very clearly grounded in um cultural proficiency and um inclusivity work. Um, I definitely really liked how uh Jenn was very you obviously very prepared and um she gave very you know kind of direct and concise answers is it? I don't know. I'm not touching it. And I liked uh her answer about um for question number 18 uh just the you with the dashboard metrics and the information that you had concerning that when talking about the accountability with leadership team district staff um I would say I mean, one thing that I was thinking of during some of her answers is that it her answers had a good balance of um the importance of data when making decisions while also balancing that with the importance of of the people with with which she was working. So, that's what I will say was something that jumped out at me as being a particularly positive I thought she did a nice job of um just openly acknowledging the fact that there's often central office and school leadership divides and how she would go about tackling that. I definitely agree with that as well. But um I liked her she a few times um referenced uh human centered design processes um that I appreciated. Um I liked um her um comment about um of accountability being you know is how you're standing about um standing by the commitments that you make and then like what did you say you're going to do and to check about it. I like that approach. Um I um I liked her um approach to um underserved students and um how she talked about opening doors. [Music] Um and sorry, there was something else too. Um, and then, um, I thought it was important that she talked about implementing solutions from doing research and the bringing forward data um, in order to find solutions and implement um, from doing the research. Okay. Um, let's see. Um, okay. So, let's then share some strengths for uh Dr. Tyrone Brookens. Um, Director Hume, would you please share one to two strengths that you saw in this candidate? Um, yes. Give me one second. Oh, here's something that I appreciated. Um, for the question about providing support to staff who may be struggling. Um, talk about not just meeting with them to have a plan for improvement, but also a plan for sustaining that improvement over time. I wrote down. So, I think that's really an important aspect of that. And I appreciate that he that he said that. I also really liked his gardening analogy at the end. The same order. Yeah, sure. Yeah. Uh I liked kind of we talked about expectations throughout the organization and use the phrase inspect what you expect. um and how he goes about making sure everything is cascading through from the mission and vision and core values going through the entire organization that way. Um and also um he gave a lot of just great examples that weren't theoretical. They were his life experience and like how he got into this field. Um and he's very clearly excellent work ethic and I think very clearly one of those people who um gets up in the morning to do exactly what they're doing. Um and that came across very clearly with him I thought. Um yeah I liked his general overall um pleasant pleasantness to talk to. Um but um I think something I had starred on here um was um for question number 10 when he's talking about um uh coaching um somebody um he said um we're not making a plan for the sake of the plan. Um and that um his whole idea of of the way he went about and coaching people. I enjoy I also appreciated um how his approach to um challenges and um reactions to, you know, differing perspectives, you know, saying that he his approach is to address with curiosity um and, you know, be open to understanding and learning. And I thought that was good. And I also appreciated that um when seeing or witnessing any you knowbody in the district struggling um whether that's you know professionally is that there's a a first check-in on what's happening personally with them to maybe understand what you know maybe what's cause. So I I like that approach. Oh. Oh, we're going. Okay. Um Um I I was um impressed by his um deep understanding of budget budgetary items. Um and also the um the means in which he explained um the manner in which they handled the um getting ahead of their um situation that occurred and just the communication and the handling of um the the situation the situation that came up and just the um intentional nature of the communication um and being transparent with um community me members and families um about the the issue that [Music] occurred. I think what I appreciated was the combination of uh his prior genuine connection to the district, checking in with our staff based on um you know their experience. um combined with the fact that he then um really did a a a lovely job um explaining how his experience for me really you know is it it it addresses what what I'm looking for I think what we're also I mean I don't want to speak for anybody else um but you know the construction experience the budget experience um accountability it um and he did so in a very um down to earth fashion. Um one thing that I had started was a comment about um collective thought into problem solving. Um I just I really liked that uh kind of approach and and kind of philosophy uh around it. um you know and um you know I guess trying to come up with I'm the last one to to talk uh but also kind of in that situation with with question number 14 um you know complex sensitive issues and things I I think it's easy to just get so buried in we've got to solve this problem and and be working on that that his comment about you know needing to make sure the students were okay you know cuz I think it's easy to just get so buried in we got to fix this problem and you're you're working on that without you know and kind of forgetting to check in with with who's affected the most and that was the students. So I really like that. Okay. Okay. Uh next we will share strengths of Dr. Latana Daniels. Um, Director Alt, will you please share one to two? Oh, wait. I already started. Sorry. Director M. Mickelson, will you please share one to two strengths with um with strengths you saw in this candidate? Um it more than once she would uh refer to you know working together and you know my staff and um you know and uh that we were or they were and it just really seemed like you know so very collaborative and um that uh that recognition of you know it it's not all me it's it's everyone as a team or that you know I'm giving you know recognition to uh other people that were really a large part of you know successes and things so I really liked that it it really reemphasized even more this idea of uh collaboration um I think uh as you know everybody kind of mentions collaboration but I think that really evidences um that um and then just, you know, some of the real world examples of of how things uh changed and how she was able to make a difference um in her uh positions. And so I thought that was um really awesome to have uh some of those real world examples. Mhm. Okay. Um yeah, not completely dissimilar from what um Rachel just said. I would go with um I appreciated that she was talking about building trust within the staff. Um how when she came or when at one point a couple years ago I think it was 77% of teachers said they felt supported by the administration and that percentage increased by 10% in a year through some of the work that she had done. So I appreciated similar to one of my ear earlier comments about a different candidate kind of that balance of the data and the and the person I think is really important and I appreciate that she not only talked about the relationship piece but also had the numbers to back up the the results. So yeah. Mhm. Uh I appreciated her answer on how she talked about general education being for everybody and then from there but also need to layer on to be able to make sure everybody has the support they need to be able to maximize their ability and their potential with those other things. But tying it back to that this needs to work for everyone from a general standpoint and then build on top of that. Um, a couple things. Uh, one, I like that, um, she's worked as a parah, a teacher, a coach, an administrator, like all the way up. So, she's done all the different roles from, but having somebody who who knows what it's like to be a pair is um, impressive. Um, also I really liked her answer um for number 14 um when she's talking about um the unfortunate incident at their school that we all know about. Um that um that even though instinct was like I I don't I don't oversee these people that she took accountability for it. um and um in order to bu rebuild trust, you know, um had open communication um and uh willingness to immediately change policy and make make it better. Yes. I think on several of the her responses clarity and of you know expectations was um emphasized often and I appreciated that cuz I thought that was a you know it it fits many of of the the needs in the role. Um I also really like the response um regarding number seven that experience informs outcomes and that um taking a different approach um to engage the black student men's male students in the in the um district um when she was there to take that different approach produced because she involved of them made an impact happen. And so I thought I I really like that uh approach to innovation. Um I was really impressed with her answer to number 10 and that she referred to herself as a coach and a mentor. Um I think that's um real high quality to have in a leader. Um, I also, um, I liked that she referred to the strategic plan a lot, um, in a lot of her answers. Um, just saying, you know, seeing how that aligns with a lot of the work that we do. um and being cognizant of that. I too noticed the um her her looking back to you know always returning to the strategic plan. um appreciated the uh focus on clarity to uh minimize confusion and the the varied ways varied and intentional um and in my experience some new ways that she engaged with different members of the school community both uh within the schools and outside of the schools. I I appreciated that. Did we start with you? Okay, thank you. Um, okay. Uh, up next we will share um strengths of Becky Broadier. Um, director Saky, will you please share one to two strengths you saw in this candidate? Sure. uh really liked the idea of empowering staff to be um innovative yet responsible. I think that fits well with a district that has a lot of good things going for it but wants to keep pushing the envelope on different things. I think that'd be a great approach. Um, and she also returned quite a bit similar to we've talked about some of the other candidates, but the idea of cascading our mission, vision, core values down through the organization came up repeatedly and are different answers of all all different examples of how go about doing that. Um, couple things. Um I liked her answer also for um number 10 um that um accountability begins with being predictable with predictable and clear expectations. Um that she would ask what are the barriers and how can I support you? Um things uh I also liked uh I liked her answer to 13 as well. um that um not just I liked that she had the whole process included in that answer. um from pulling out the um priorities from the strategic plan to um having an inclusive design process um and um communicating and getting feedback from uh the community and staff um and that she's had experience with uh budget reduction process. I appreciate it. Um and it was very evident that she lives transparency uh which you know you know and I think is you know it's something we have as a value and so I thought that was a good value alignment. Um, the other thing I really appreciate because I think as she gave the example, I think it also kind of almost touched on some of the other questions we were asking, which was um the approach to the transitions program going from two buildings to one and the impact of redoing boundaries and community and and all of that I thought was um gave me a real good sense and appreciation of the approach that was taken. Um, so I liked um, sorry, there was a couple things here. I was just trying to I liked um her response to number eight. She talked about being transparent, honest, caring, reliable, sincere. Um um and then the listening and learning. Um I just felt like those were all very important um words that she used. Um and then [Applause] um question 15, I liked when she talked about shift sh when she said shift and adjust. Um that resonated with me. Um, just being able to redirect somebody who um, you know, if there if something isn't going right, how do you like change or maybe redirect or or shift? You just, you know, try and take a different course. And, um, I just like the way she stated that. some of uh Becky's statements um led led me to see her as um facilitator, right? Um what can I do to help um work alongside hands-on um how do we support change? Um and along with the boundary change I just that is a huge undertaking right and for an assistant superintendent to manage that in a in a large district in a section of the district that's about as large as ours was just not notable for me. Um and I particularly appreciated the statement tier one is our promise to our families. Mhm. Um and then talked about the enrichment that comes beyond tier one. Um I think kind of you know to your comment of of facilitator uh you know her comment about um with question 11 as far as the autonomy of principles um to meet the needs of their buildings that it's you know she helps to provide that framework then she gets out of the way. Yeah. you know, I mean, is kind of the the impression I got, which um you know, definitely I I appreciated. Um and also one of the comments uh one time about um you know, around the uh boundary change and and various things that, you know, explained to the board why we got it wrong the first time and how it won't happen again. And, you know, that that idea of I'm the face of of this. These were decisions that may or may not have been uh made under my uh tenure, but I'm the face of the district. I need to, you know, move forward with what is there and, you know, take ownership of it and um uh but also just, you know, own up and problem solve. I I just kind of appreciated that approach. Thought I was going to get to say my answer and you said it there at the end. Um, but what I will add, even though it's also already been touched on, is I really appreciated her approach to budgeting. Um, it was very apparent, not only that I can see her approach being something that is very effective, but also during that that conversation, it was apparent that she had done her homework um in researching the district budget, our history. um really wasn't only applying her answers to her past work, but also really kind of processing and thinking through what it might look like if she were with the superintendent here. So, I like I like that aspect of 10:00 train, right? I mean, it could be like the be like the wild like making Okay. So, I just want to clarify, Barb, so we can each individually share who we're leaning towards. Okay. Um, just one or I guess it one or two? It's it does it it could be like one or it could be one, two, three. I don't know. However, it's like however many you're leaning towards. Um well I if you don't mind I'll just um I'll go I'll just say I I'm leaning towards um personally Rebecca and Latana just I I it's a we can do it however we want. Is that what my understanding is? Yeah. Each of us has to speak. Yes. It's a share individually share who you are learning leaning towards inviting back for a second interview. I would like to also see Becky and um both. I'm leaning towards Rebecca and Tyrone. Not me. That's me. Oh, sorry. Um, I would also be leaning towards Becky and Tyrone. I'd love to talk to the three. Uh, Tyrone, Becky. I like it very much. I mean, I can go Oh, please. Okay. I I mean, I mean, I So, I'm I'm a Libra, so I am so indecisive. Uh but um if I had to narrow to two u because I'm kind of like Rachel like I could go all three like to hear more from all three. But I I I think I'm I am Oh, it's okay. You can say three. I might say three, but but if I if we have to narrow down to two, I would um probably lean towards Rebecca and and uh Tyrone. And who's the second one? Tyrone. But I'm open. I'm totally go for all three. There are three really strong candidates. It's a It's a good problem to have completely. Um yeah, I have to say I'm well I'm I am leaning toward um I really feel like hearing from all three. I I really like there's more there's more information. Okay. There might be more questions that we have for all three of them. Yeah, I I I kind of feel that way, too. Um I guess if we if we had to narrow it down right now, I would say but yeah, I could see I could see talking to all three of them again. I'm not opposed because even though I only said two, the third one was a tight was a coin flip for me. So yeah, I'm absolutely not opposed to three. [Laughter] Exactly. We we have slotted just means another light night, but that's okay. That's quite okay. We slotted for three people for the uh Wednesday next week. Yeah. Our original schedule, right? Three weeks. The schedule does have up to three. Up to three. There you go. Yeah. Um Okay. So, some good questions. Yeah, we need Yeah, that that would really I'm just kidding. What? You're like, but now I can't think of any questions. I think that's not what we're textbook next questions. Um, okay. So, um All right. Well, if is that is that what we want to do? Oh, that's the three. So, are we in we're agreeing on high? Tanya and Becky. Yes. Yep. Okay. Um I move to extend an offer to for second round interviews for the Birdsville Egan Savage District 191 public school superintendency to the following candidates. Tyrone Brookens, Latana Daniels, and Becky Broadier. Moved by myself, seconded by Second. Director Anderson. All those in favor say I. I. I. Opposed. Nay. The motion carries unanimously. Thank you everyone. At this time, I would like to call Barb Dorne from the Minnesota Schoolboard Association Executive Search Team to come forward and walk us through our next steps in the process. Terrific. Congratulations. I am going to give you uh two things to take a look at. [Music] one is uh the proposed schedule for round two with three spots. And I'm also going to give you the proposed round two questions for you to review. And then I'm uh while you're doing that, I'm going to step out and call your semi-finalists and just give you some time individually to take a look at these questions. Okay. First, cuts that way. No, that's important at this point for sure. So, first we'll talk through that schedule and then um we'll talk briefly about these questions and then I'll just Good night. Are we doing good? Bye, Wendy. I didn't Is there five there? Oh, no. You're going to have to narrow down at some point, Leslie. 75% of these classes. So, first the schedule, we can get to that first. What I have on here would hold true. Then on Wednesday, May 7th, that you had you'd call to order at 5:30. I don't need any housekeeping because you understand how the process works. I'll have an EMD link to you, etc. You could interview the first person at 5:35, the second at 6:50, the third at 8:05. take a break and probably by 9:15 or 9:30 start your deliberations about a final selection. Does that still look okay? Would we still need would we be predetermining the ordering of who's asking the questions again? Yes. With I mean within those within that 5 minutes or tonight? Uh yes. Okay. Yes. Okay. And so this this um this is supposition that it's a 1-hour interview. One of the things we're going to circle back to is after you've looked at the questions, depending upon how many questions you have, do you want to go an hour and 15 minutes per interview, hour and a half per interview? 1 hour is pretty standard unless, for example, the first question that I'm proposing, question three, some boards, not all, not very many, include that and give an extra 15 minutes for that purpose of question three. And so the hour the hour and 15 minute interviews um to accommodate that otherwise other boards some just ask you know eight questions and that or don't ask that and ask 12 questions. So you you notice tonight in 1 hour everyone finished almost exactly at 1 hour with 14 questions. So that's a nice number for these folks. Um so we'll get to that in a second. But can I assume this is okay for now? Mhm. And then uh does Sarah want to mention anything about the tours at this point relative to the round two schedule? Yeah, I can share a tenative doc of schedules and get feedback on what you guys are thinking. I'll share that with you all right now. So, they will occur that day. The tours are a great way for candidates to get to know more about the district and also meet some of your administrators. So, while that's occurring and then while I step back out again, I'd like you to look through the questions. Same process as before individually. I'm only suggesting, for example, the opening question could be one, two, or all three, or none of those, but you certainly could consider those three. And then the miscellaneous category there, you could choose five individually. It's not an exact science, but there are a lot of different areas, but they can be really good round two questions sometimes. So, try to choose five individually. And then in each of the following areas, I've yellow highlighted the areas in the stakeholder summary report that rose up particularly for your staff and your parents and guardians, the two largest groups. So in that case you could choose one of 19 and 20, one of 21 to 23, and so on and so forth for each of those yellow highlighted areas. The back page I didn't yellow highlight because they were still in that report and or had been suggested to me by some of the board members that we might want to touch on these areas. So um but that would be a lot of questions. If you feel, for example, on some of these areas that are highlighted, you learned enough tonight about these three people to not have to ask another question in that topic, you could certainly skip it. These are just suggestions. You can ask as many or as few questions as you want to. So, this is just a place to start. Quick question. Um, is it maybe it's on this last page when we were deciding on the round one questions, there were a couple that we said we want to ask those round two. Which ones are those here? Six and seven with the little asterisks by them. Okay. Okay. Thank you for asking that because I forgot to mention what the asterisks mean and that is because you said that could be a round two question. So, thank you. Okay. If I step out in the hall, make some calls. Are you good then to just start tallying? Okay. I'll be back shortly. Thank you everyone. Thank you. See, but I feel like some of them answered, not others. I sort of agree. We're not ready yet. No, I'm just kidding. Sorry. Kidding. Here we go. Yeah. Come on. Those are good questions. like that one. [Music] [Applause] [Music] a bunch of post-it notes and string on a Did you have a chance to finish looking through questions? You haven't already discussed or decided, correct? Okay. So, can we do a real quick tally just to kick things off and see where we land? Our hands. Okay. So, um if these were your uh interested most interested questions, please let me know. Uh question number three. 1 2 3 4 five. Five. Sorry. Oh, I didn't see you. Thank you. Five. Okay. It is late. Um yeah, I you you said she said three, so I didn't raise for three. I'm going to raise for four. Question four. There you go. Me four. Okay. Um, question five. Oh, five. Oh, no. No. I'm sorry. I thought they were I I did all three of them. Yeah. And some boards do all three and some choose one out of three because any of these could be an opening question. Yeah. And some boards feel like it flows better to ask all three of them. So, I didn't want to really limit you on this one. Got it. I was just thinking I thought this was all one thing and it was just these were the steps of how we were going to talk about them. Do you know what I mean? Like you're going to present and then we're going to say thank you for that presentation. If we do, my opinion, if we do three, we have to do four. And no matter what, I think we should do five. But that's just me. Sorry, I don't want to wreck your process. No, that's okay. Why don't we come back to the opening question because it kind of Does that make that I mean, based off of how many questions there are, does that eventually make that an hour and a half interview? Well, we can I think hour and 15 minutes. Yeah. So, if we do it, can I just say um the reason I I did not want three is because I feel like putting in a a presentation, I think for people, it can be hard to gauge how long a presentation might take. And even though you're going to say 15 minutes, I that could go more than 15 minutes. I I just That's part of the test. that is part of the test and the superintendent has to present to us like every meeting. Yeah. So it's like a good and to staff, right? Yeah. True. But they should feel that by now. Yes. But it's it'll extend the evening. You can ask less questions. True. You don't need to ask every category. Okay. We'll we'll circle back because it does affect the length of the interview. How many questions? So yeah, if you chose five in the next category, please let me know if you liked these. How many liked six, four, five? Uh, question seven, two. Question eight. 1 9 2 10 3 11 1 2 Okay. 12. 1 2 4 13 2 14 9 15 1 16 2 17 6 18 None. Okay. Next category. If you chose one in this um 19 1 2 3 4 and 20 1 2 3 Next section 21 23 how many chose 21 1 2 2 1 2 3 4 and 23 1 2 All right, thank you. 24 to 26 did 24 was your choice for how many folks? None. 25 6 26 one All right, the next section 27 care none 28 Sure. That doesn't mean we're going to ask it. That's just if you feel like that category needs to be asked about, then it would be in there. So in the next section, how many had 29 as a choice? None. 20. Uh, excuse me, 30. 2 and 31. That'll be five. Next area. 32 2 3. Oh, 32. Five and 33. 2. Thank you. Next section. 34 5 35 1 and 36 1 question 37 1 38. Okay. If 1 2 3 4 5 6 and the last section 39 1 40 2 3 wasn't 40 also 40 was three and 41 one did everybody vote on that one? I didn't vote I didn't vote for any of them. Okay. Okay. That makes sense then. So that we're at five and then you could do the closing question again issue if you chose that. So now let's go back and we'll pick some that definitely had support of a lot of the board. It looks like question six, you had five people. Choose six. And I'm just going to go for the heavy hitters here. Um question 12 had four. Question 17 had six. Um 19 had four, 22 had four, 25 had six, 28 had seven, 31 had five and 32 had five. 34 had five. 38 had six and uh the rest of the sections didn't have four so that wasn't a majority of those I just mentioned I'll tell you how many we have and I'm not counting the first three questions yet okay so one one 2 3 4 5 6 7 8 9 10 11 closing question would 12 and then 12 13 14 15 if you ask all three. So that's 15. The last question I did include the last question. What questions do you have for us? Yeah, I think you have to ask that in an interview cuz I might actually have like Yeah. So that was included in there. So you'd be at 15 if you asked all three, four, and five and then each of those. So now my question for you would be when you go through these categories either some of the categories you don't feel you need to ask a question in that area because you learned enough tonight. I don't want to duplicate answers next week. I think the collaborative leadership is one that feel like came up a lot tonight. Yeah. Mhm. The 28 under strategic planning we all voted for out of the two questions there but we covered that quite a bit tonight. Yeah. So true. Yep. So, could we skip those two categories? Okay. So, we'll skip question 19 and we would skip question 30. Uh, nope. 28, right? Skip 28. Okay. And the other thing we could do is look at the ones that had four votes. Those are lower if we wanted to. You could generate that. The tricky thing with the four votes is there were more questions to choose from. So if there's only two questions, some of them had five votes, but if there were a bunch, you know, I'm saying it dilutes it a little bit, so it's tougher. Um, I would also vote like this because we kind of address so social emotional support services also tonight. Yeah, which question? 32. 32. I hear you. But what I like about this one is that is the part of it other than hiring more staff, how would you implement? Yeah. Yeah. Instead of just throwing money at the wall. That's that's what I was curious about. Right. Exactly. And and I also I also like that it referenced not just students but parents and staff, too. Yeah. Yeah. It looks like we would not ask questions um in the category of 39 to 41. I'm going to cross that category out. We didn't have even four votes for any of those. Yep. Okay. I guess that gives us 10 questions plus the presentation. That seems like a pretty good time. Thank you. 10 questions plus the um presentation would be a good like timing wise. I still think it'll go over an hour though because if the presentation itself is 15 minutes and then you're asking them to share more and then if and think and then we have another question after that. I'm thinking this is more like a 20 to 30 minute presentation. Um the the first opening part I'm thinking is like the opening part is because you got the presentation and then the two follow-up questions after I'm thinking it's like 20 to 30 minutes, but we don't have to do all three. We don't have to. We could I would say get rid of number five. Yeah, I would too. Okay. Yep. I would agree. Yeah. I think since we already have the other the Do you have any questions for us at the end? And if there's something they forgot to bring up, hopefully it would surface in one of their other answers. Yeah. Well, and and we could change the question. It could be, "Do you have any questions for us or is there something that you realize you didn't share but would like to Anything else you want to call us? I like that for the very last question." Y is there something that you have we haven't covered or that you would like to make? Is there anything else we need to know? I can find a way to word that. Yep. Yep. Thank you. Great. Sweet, sweetness. Okay, so it's still 20 minutes. Yeah. So, question three and four are both in. Am I hearing that? Questions three and four. Okay. During question three, I'll be keeping time as well. 5 minutes left cuz I want to make sure it's in 15. During that presentation, do you want it to be um a PowerPoint that's up on the screen while they're talking? Do you want them standing with a clicker? Do you want it just in a hard copy handed out to you? When you say presentation, what specifically are you asking for? Because I want all three of them to do the same thing. I mean, in their role as soup, they're it's usually a PowerPoint. So, I would say something visual. Mhm. Okay. Save a tree. Okay. Yeah. Yeah. And an opportunity, right? And an opportunity to see them. Yeah. Speaking, right? So, PowerPoint and stand. Yep. I mean, they can sit like you are like letters are sitting at the there's a computer that they'll just click through from there and come prepared maybe with that PowerPoint presentation printed out with enough for all of us just in case the technology doesn't work. Okay. Yeah. Oh, to be able to have that just as a backup. I mean, it usually works, but it's not. Exactly. I mean, I'm just taking Exactly. The one as they're speaking also. So, want the flexibility to ask questions during that 15 minutes or do you as a board want to wait till they're done and then ask questions just about that or not? I think we have question four. Yeah, I'd rather it be more similar to what we do during a normal meeting which would be the full presentation and then we would ask questions which we like you just said we already have a question to ask. Correct. Yeah. So full presentation start interrupting. Okay. Yes. Full presentation without interruption. Yep. Yes. And then when they're done, if they're at 10 minutes, you want to just launch right into question four or do you want to be able to ask the follow-up questions? Just go into Got it. Okay. Question three and question four. Thank you for clarifying. Question six, we'll ask, does anyone want to ask 7 through 11? You can advocate for any of those if you want to. Going once, twice. The only one I was I think I was the only one who voted for this was the one about community members who do not have children in our schools. No, I raised my hand for that one. Did you also? Okay. Yes, I did too. That is a substantial portion of our community's population. Yep. It can probably be tied in with the community member feeling they've not been heard, which we've already said we're going to ask. I don't know. I don't know if it's a word in there. Yeah. adding, you know, including f community members who may not have children in the district or something. Maybe it's just a way to Okay. mention that without adding an additional question. Yeah. Yeah. And are we recording this right now? I think so. Yes. And it'll go be on YouTube. Mhm. Okay. Whoops. So, we'll just be a little careful because some candidates might watch the meeting and learn what questions are versus others may not. So, we'll try to be careful and not Wordsmith too much since it's being recorded and posted on YouTube. Good point. Okay. All right. So we will weave together question 10 and six. It'll be one question though. Okay. Great. Um so we are then at 1, two, three questions. Okay. So moving on to the next page. There were six votes for 17. So I think we should ask 17. Yeah. There were four for 12. Do you want to keep winnowing it down before we decide whether or not to keep some of these questions? Let's keep winnowing it down. Keep going. Okay. The bottom category, there were four votes for 22. Oh, wait. Did we strike 12 then or we just pausing? I just I wasn't sure what the what we were going to 22 or do you feel you got enough out of answers tonight to not ask 22? I would like to hear a specific answer to 22. Yes. Did come up, but I would like to hear. So, that's one we need to ask. Okay. 22. Got it. 25. I have circles. Six of you chose 25. So, that's definitely in. We're skipping the next category. Yep. How do you feel about 31? I could take it or leave. I I mean I kind of like it because I I don't know to me or or how to kind of tie 31 somehow into budget and finance because I see these as I mean you have to address and be looking at curriculum in the kind of environment that we're in with financial concerns and just what do you keep, what don't you keep. I I just I I don't know about the second part of that question because I feel like a lot of them touched on that question already. Agree with you. Yeah. Funny second part of that question better than the first part of that question. And so I'm wondering if like you know especially like the first part of the question would be you know careful curriculum in don't we're not we're not saying what's in the question. I'm just saying one word. um and find out somehow tying those two topics together and eliminate that second part of the question. Would we remove that second one or someone really like that second question in 31? Well, I think we heard about the first part. Mhm. I think it's the second part that maybe I don't know now. I feel like we heard about the second. I I felt like I heard a lot of what we're were as what would be asked in the second question the second part of the question if you're talking about 31 I feel like we got a lot of that. Okay. That's what I heard. Yeah. I'm okay. We can strike it. I'm I'm okay with striking it actually. Yep. Okay. But that's that's just one opinion. Is the wording of the first part going to be clear? Like cuz I think we're asking about like right now what would you say or are we asking for the process to do that? Good point. That's what I was you don't know our wondering our stuff they have to do it has to be generic and right I mean that's confusing part of the first 100 days. Yeah, you could say that. Yep. Mhm. In your first Yes. year. I'm still advocating to strike this question. Why don't we circle back to this one also, Will? That one and question 12. We're not saying we're not asking them, but question 31 and 12. Let's just wait and see how many other questions we have where you're in agreement. Did 32 get kept? I thought so, but yeah, I think we can ask that one. Got it. Uh 34. Should we keep that one? I think it's a hot topic for um the community. Um I think they'd want to hear that. I agree. Yes. So we asked 34. Mhm. And and it and also the nuance of the the there was a first part in the the second sentence. There's the first part and then there's the second part in terms of and and usually we just talk about the first part. [Music] So 34 I've circled as a yes. Um what about 38? Yes. Yes. Yeah. I mean it came up and it's an important Okay. It's an important topic for us right now. And then um 42 modified to include or is there anything else you'd like to share with us kind of thing. Okay. Okay. So, I'm just going to let you know which ones I've circled heavily, which means a yes. Okay. Question three, four, six, and I'll be weaving in 10 on that one. So 3 4 and 6 10 17 22 25 32 34 38 and 42. That's 10 total. And we were still going to think about so 10 total we were going to think about 12 and 31 which will put you at 12 total if you kept those two 12 and 31. Mhm. Ah I don't think I voted for it earlier but I think we need to ask 12. I really do like 12. I would keep 12 over 31. Yes. See I agree. Yeah. Yeah, I would agree too, especially in in light of the developments that we're going to have on properties and stuff. That's really This is what I was implying. Exactly. Yes. [Music] Go over agreement last. So that that is 11. Do you want to stay in an hour with 11 questions including the big one or do you want to go an hour and 15 minutes? 15 minutes. Yeah. Mhm. Cuz I don't want them to feel rushed to answer their other questions once they do the presentation. Yeah. But you're saying an hour and 15 for the 11 questions. Or do you want to add a 12? No, I'm saying an hour and 15 minutes including the presentation time per interview. Isn't that what you just asked? Yes, she was asking 11 12 questions total then. Oh, sorry. I misunderstood the question. That's okay. And we had 14 tonight. tonight. A couple people were pretty rushed at the end. Yeah. Yeah. The first question alone the second round is going to count for three from a time perspective. Oh, I I would rather build in a cushion just I mean if they end early, great. We get a little bit of a break, you know. Yep. So like an hour and 15 with 11 questions. Is that percent? I think so. What's the possible 12th question? Wait, is there 31? There isn't. No, 31 question, but struck 31. Okay, got it. So, the schedule that you have right now for next week is an hour and 15 minute start times. So, if someone went an hour and 10 minutes, you'd have a 5m minute break before the next interview. Okay. So, we could still do an hour and 15 minutes with a 15-minute break after or we could try and do an hour and 15 for the interview and a 5m minute break. Yeah, it's just I don't want it to get Yeah. Yeah. super super late. But I can do whatever it is you want me to with the schedule. I'd vote for the hour 15 with a 5minut break. Same. Mhm. Okay. Yep. Everybody okay with that? Yes. Yes. 1 hour 15 minute interviews five minute breaks and if we're running ahead of schedule or a little behind it's you know everything's tentative okay with 5 minute break okay that's what I will reconfigure this schedule to be and I also wanted to let you know I spoke to the three folks you've identified as finalists every one of them accepted and is very excited to come back next week great so congratulations on that as I want to revisit the questions one more time to make sure I wrote down the right ones. Okay. So, if you have your notes and then I'm going to collect these back from you if I could also. Mhm. I circled 3 4 6 10 12 17 22 25 32 34 38 and 42. modification. We're good. If you could pass all the questions to one end or in the middle, I'll collect those and take them back and look at them. What about all the um applicant stuff? Do you want keep them for now? After round two, you'll want to turn all of those in to your HR team. I thought you'd procedurally that's all I have for you tonight. I do want to leave you with um just two quick thoughts. Thank you. There you go. Two quick thoughts. It's been a long night. I appreciate you hanging in there because this is a lot to absorb. Um, you will be tired, but enjoy your weekends. I would encourage you before Wednesday, go back and look in Rebellis at the three people and look in depth at their answers to the questions that they wrote out. Look at their letters of recommendation. Really try to understand who those three people are before you come back on Wednesday. and please go back and reread the public survey report to refamiliarize yourself with what's important to your stakeholders. Those two things I think between now and Wednesday will prepare you very very well for your round two interviews. I'm sorry guys, I have a question. Um, so you're going to be doing reference checking or whatever calls. When do we get information on that? During the deliberations of round two. So you'll go through strengths on the three of them. Again, the reference checkers will give a very high level overview of what they learned about folks. And we've already talked about that, but we'll visit again tonight if you'd like to. And then you start your deliberations. So it's built in there. You know, EMD, strengths, references, but it's very brief. I think what they're looking to do is to confirm what you feel like you already know about these people or identify potential issues, in which case they're going to call me and talk through how to report that out in a public meeting. So, if they hear something once, it's a one-off. If they hear something twice, they're going to call and talk to me about that because we want to make sure we're being fair to the candidates and not sharing hearsay from references because they're not limited to the list like we were from the applications. They can call anybody and anyone in a leadership position will have people that are not their biggest fans, right? Leadership is tough. So, if they run across a couple of people that you randomly you've called and don't care for these three people, if there's a pattern emerging, they're going to talk to me. But they will give the report out at your round two deliberations. Okay. Okay. Any other questions? I'm going to prepare a press release to send to um Sarah. I'll copy Anna and that will um be sent out by the district. I also have head shot for all three of them. So I'll send those along with the press release. I'm also working on getting some um abbreviated résumés, sort of a a bio summary because the résumés just don't go public because they're finalists. There's still private data in those resumes, so they're still redacted. So, we're trying to put together simple one pages that we could have available for people next week at the interviews just to get a little bit of a background on who they are and what they've done. Okay. All right. That's all I have for you tonight. Okay. Well, um thanks any everyone. Um it's been a long evening. Um, great interviews. Um, so the time is now 11:16 and having no further agenda items, I now call to adjourn this meeting of the board of education.