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Good evening, ladies and gentlemen, and uh welcome uh to tonight's school committee meeting uh for our superintendent search. At this time, I'll call to order and ask everyone to rise for the pledge of allegiance. >> I alian to the flag of the United States

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of America and to the republic for it stands nationy and justice for all. Welcome everyone. I I put on the agenda a um a public forum segment uh for community feedback.

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Um speaking with our consultant that's typically not done um on these types of meetings. So, I did poll the audience uh this evening and there was three individuals that wish to address the school committee. So, I'd ask you to um

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keep those I'll allow you to address us this evening. Uh just kind of keep your statement brief and about the district um and not directly com commenting to any of the candidates that we're

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considering this evening. Uh, anyone wish to address this committee at this time? And I'll just ask you your name and address. Ed Casting, Gate 42, Carter Aav, Blackstone, uh, board selectman. Um, first off, I just want to thank you

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all for the time you spent uh, during this search. Um, as an analyst for a living, um, I can only assume that each one of you has done your due diligence, not only just to look at these interviews, but also research

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information based off all these districts. And in doing so, I could I could, you know, being allowed, I did find that in looking at these districts of these individuals that are coming from, Blackstone outshines, which is great to know. It's great to know that the current system we have in place is

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thought highly of and I think that choose my words wisely. Uh I think that uh this committee should think about that think about those very specific things is that this district

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alone outshines the others that were presented. So we are doing it right already. and I thank you for your time. Thank you, Mr. Chairman. >> Thank you. >> Anyone else wishing to address uh the

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committee this evening? You find my time, my clock. Stop. >> Okay. Thank you. >> Good evening, uh, chairman and to the school committee. I'll echo. Thank you for the time. Uh I was here for a couple of the nights and I know a lot of effort

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goes into this long hours. >> Just introduce yourself. >> Ginoas, 170 Mend Street. >> Thank you. >> Father of two boys in this district. So I wanted to share some thoughts with you. first being, you know, I I was here

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for two of the three candidates and I reviewed the third one uh via link and personally I find it's just me. I'm not making the decision. That's for all of you to

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decide. Uh but I I don't find there to be a candidate that stuck out to me. That being said, I want to be fair to the two candidates that were here when I was here. Uh, I asked them some tough

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questions. Uh, and they answered them. Uh, I wasn't here for the first one, but I think in fairness to those candidates, I think in fairness to this committee because you get to hear my questions of that I asked.

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If I was here for the the first one, I'll share a couple of the questions that I would have asked. One would be uh and that's regarding Dr. Paul Hoffy. Uh the retention surrounding staff and

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administrative staff within the Spencer Eastbrookfield District. Why is that not stronger? two, one of the biggest platforms when getting people to join on to the

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building renovations and capital investments projects on the platform that it would in induce and attract more kids to the district. Is it flat? And we see 140 kids leaving the district at a cost of a million

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dollars to that district through the choice program. And most importantly, I would have asked them, why if you're going through this process on June 1st, would you submit your letter of

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resignation to the school committee chairman of Spencer East Brookfield >> a week before? >> I'll just if we can just focus on the dis like concerns of this current district. >> Again, Mr. Chair, I I asked tough questions, >> right? >> To the other candidates. I think it's

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only fair that you would you would understand what I'm asking. >> He's not here you weren't here to ask those questions and he's not here to defend >> which is great cuz that brings me to my next point. My next point would be that's now for all of you I hope to ask

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right to factf find to verify to question and not to just rush to a decision based on the decision off of how well somebody spoke and they all spoke well.

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They all were had polished answers. long answers should not alone drive a decision. Rather, their actions through their work in other districts compared to the words that came out of

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their mouths is what should drive that decision-m. I will close with this. uh rush rushing to a decision may sometimes overlook sometimes what's right in front of us.

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And I say that because each one of the candidates talked about in their district how they empower people within their administration and within their educators to reach higher and promoting from

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within is so very important. So when we look at the totality of all candidates and we look at leadership, institutional knowledge, relationships, and commitment, we need to at least ask, does that

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already exist? And if it doesn't, that's fine. But if it does, what message, what ripple effect does that have throughout the entire district when they look to achieve higher limits within their career right here

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in this town? >> I'm just going to ask you to wrap it up. We're in >> Sure. I I'll be quick then. As students, educators, and families, taxpayers, they deserve the right leader and not just the available candidate.

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that you guys had to choose from. >> Thank you. >> And I respectfully ask that this committee make a decision simply not make a decision simply for the sake of making one. Thank you. >> Thank you. >> Anyone else wishing to address the committee?

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Good evening. My name is Kristen Foody. 83 Central Street, Milville. I'm one of the members of the board of selectmen in Milville. You know, it's always been told to me that excellence is top down. And when I think of excellence, I think

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about performance. So, being the superintendent of this school system, that's what we expect. That's what we desperately need. Excellence from the top down. If the other school systems, if we're looking at data from them, from these

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other candidates and we're not seeing results that are meeting the same excellence that we have here or greater, we should take consideration and we should think about what we really want from this. And of course, I'm sure every

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single one of you all can resonate with this saying we want excellence for our entire district. You know, that's what Milville wants. That was what Blackstone wants. So, it's going to be top down. That's what leadership is.

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And we should be asking for excellence. I hope the candidates you find are showing that in the current districts in which they serve. Thank you for your time. >> Thank you very much. >> Anyone else after this speaker wishing to do?

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>> Mine's only 30 seconds. >> Okay. Well, that you'll Okay. You're going to be the last one. Thank you. >> Jenny Chan Rama. I'm a principal here at the middle school. I consider myself a decent principal. Um I think my parents can attest to it. I love where I live

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and I consider myself a Cranstonian, but I love Blackstone. And I just want to tell you what we need in Blackstone and what I need somebody who can support me and being selfish. Our district need a superintendent who

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will be visible, student centered, and committed to accountability. We need someone who will take the time to understand the work already underway, build upon our successes, continue practices such as learning walks and

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working collaboratively with staff, families, and move the district forward. Most importantly, every decision should be grounded in what is best for the students. Thank you. >> Thank you. >> All right, that concludes our public

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forum segment of the meeting. Uh next in this process, we are essentially uh I'm going to actually next I'm going to welcome >> here as a resource if you need me. um uh Tracy Novik from the MASC who has assisted this committee in this process and I thank you very much.

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>> Sure. >> Uh for your uh work on this. So um so next in this process is essentially an informal roundroin shrub pole um we'll take from the uh school

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committee. Um and and before I do that, just to the to the people that did um present, thank you at public forum. And I'm I'm confident that the school committee members uh individually did their own um research and deliberation to get to this

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point as well. I just wanted to make that clear um for this end of it. Um but with that um we'll do a roundroin style like straw poll on thoughts of the committee members on who um their

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thoughts are on um their best choice uh for candidates and I can start at either end can start here or >> you're on you're late you're on >> we may have taken we may have drawn

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straws before you got here for the straw pallolog ologize for being late. No, >> when I'm uh hired by the school committee, I'll be uh directed by the school committee. Um I

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in doing my research, I um I found a lot of the similar things that we heard from the um public forum tonight. Um I don't know that what we were presented with as far as candidates in this shortened time. we we didn't have,

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you know, it wasn't a normal search. It wasn't a a as much of a widespread net that we could have have have sent out. So, I worry that, you know, we don't have the best of the best coming to us. Now,

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that being said, the candidates that we had did present themselves all well in their in their own way. I feel u they all had their each individual strengths and, you know, uh played upon those. So, Um, I don't know if I'm supposed to be stack ranking anybody or how I'm

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supposed to be doing this. It's my first time going through this. So, um, I will say that, you know, if I had the choice, um, I would want a different choice or more choices, I should say. Chuck

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uh all the candidates were vetted by the MS MASC. So I I my opinion was would be that I I felt we had a couple of good candidates

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uh both of them coming uh from regional school districts. I hear people talking uh about someone not telling the truth or you know I I'm going to take

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take that with a grain of salt. you know, just he said, she said. Uh the Spencer School District, you know, we've heard about it over the years. It was a really tough school. I used to go there on sporting events and

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uh you know I'm just familiar with that school system and um so I'm I personally with Paul Howie I he's got the experience working with

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the MSBA. He's got the regional experience. The state was in uh that school district was in state receiverhip. He saw them through that. They had a growth in their testing accountability.

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Um I feel like he checks off all the uh the list that we have. He we can check off the experience. We don't need someone to come in here and change things. Our ship is running smooth, which is tells you, you know, that

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administrative staff has been doing a good job. the teachers are doing a good job or we we need someone here just to uh we can't expect someone to come in here and spend the rest of their career here. So whether they they spend five or

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six, seven years here and they move on to another school district or they finish out the end of their career. All we need is someone steady and strong to guide the ship over, you know,

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continue on, get us past this school, uh, building project. So, uh, that's my thoughts. Thank you, Chuck. Tara, >> um, so I did do some research. I did go

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on the DESIE website. I did compare the two Massachusetts superintendent candidates and their districts. I did look at staff retention. Um, and I did also look at accountability. And I looked at accountability through the

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years that both had served. I did see strong growth in David Prrowy from their state retention. I think one was 57% in a year. Um, I did feel like I I hear the

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concerns of some and I hear the positive of of others. With that being said, I do feel like he has got the financial experience, the MSBA experience and for me, he mentioned the student and the

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whole student numerous times and the importance of the whole student. So I would say in my personal opinion Paul is the one with the most experience. >> Okay. Want me to kick it over there and say >> go ahead.

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>> Um so um again as has been said um each candidate does have their strengths and they also have their weaknesses. Um judging by the path that our district is on. I actually don't have a choice of of the three. There's not one that I would

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um suggest. >> Okay, Jane. >> Okay. So, I have 11 pages. >> You expect I have 11 pages of notes. I will not read them. Um but I I have I will enter into um whoever is going to

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do the minutes for this. We did ask for feedback from the community from administrators and um community members. You it has been shared with all of you but we will enter it into our minutes and make it available if people um I

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will say that I did um make one change. There was an individual who identified themselves personally um by their title and I just changed that to reflect what group they would fall into so that nobody was identified with a particular

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comment. Um so we will add those to the minutes. Um I have been in this since the the beginning and um was part of the initial screening committee. I believe we brought candidates who are all

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qualified all met the criteria that we had and I think it's kind of us to have a tough discussion on what we're really looking for. If we're looking for finance, regional schools, MSBA, facilities, budget stability, Paul Hahee

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presented the strongest evidence. He did. Um, if we're looking for balanced leadership with st strong community engagement and operational management, Matt Aaron's pretty competitive. But if we're looking for collaborative team leadership, operations, relationship

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building, um Amy Analone again was probably the most um competitive. They all align to our BMR blueprint. I actually put it into G chat GPT what our blueprint says and what their actual transcripts of their um

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interviews what they said and they all actually align and come out very strongly. Having said all that, I do not support any of them to move forward in this process. >> Carrie, >> like we all did, I have spent hours and hours and hours on

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debating between all of these candidates. Um, they each bring their own strengths, but they each bring their own weaknesses as well. If If thinking about what the climate around our district has been like

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recently budget-wise, I weighed a lot on fiscal responsibility in my decisions because I don't want to see us ever being in trouble. Um, I put a lot of thought into our MSBA project that we have ongoing and the push we're

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going to need within the towns for them to know about our MSBA project and where we are in that. Yeah, I I think we've all done our due diligence on this. Um, out of the three, if I was to choose one

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of the three um as our strongest, it would be Paul Haw. out of the three. >> Thank you, Erin. I was delighted to see the finalists that were brought to us because they all had experience and we were we knew

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searching at this time of year. It could have been nothing and it could have been this like we we couldn't even asked for more to be honest. Uh at this time of year, the the typical time to search is late December, posting

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interviews going into January. Um that is typically when experience is moving around and you're going to get that bigger pool. Um, so to see originally three experienced superintendent with many

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years of tenure that had all worked here before want to come back, I was I was honestly complimented by that. That says a lot for our district. They've been here. They left to better themselves and they wanted to come back.

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That's a compliment. It's a compliment to BMR. It's a compliment to our towns. It's a compliment to our work. Um the the two additional candidates um had amazing experience as well. Um I

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thoroughly enjoyed meeting Amy and if we were looking for a different position, I think she would be an asset to our schools, our community. um she has a lot of education experience behind her and

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I'm kind of sad that it's just I don't think it would be the right fit for where we are right now. That building project is it's necessary and we're not hoping to get into the pipeline. We're in the

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pipeline and it is in my opinion the top priority of our needs right now. We are we are okay everywhere else. Um our teaching and learning is never going to stop. That is why we are all here. Um,

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but we're trying to better the district in other ways and it has to be at the forefront of of the work at this time. Um, after Paul's interview the other night, I felt like we did not need to even

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continue with other interviews and to see his sincerity with our community, which I feel he had he had a better presentation of himself during the community event than our interview. I think he got very nervous, which I think

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is humbling. As a tenur educator and doctor and professional in our community, he was still nervous at our table. And I for me, what I've reflected on over the past week is how bad he wants

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to be here. And then I think about other people have dream jobs. And I think we're his I do I I did a little bit of research though. Maybe he turned in his letter of res resignation on June

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1st. He also had never searched for another position in the eight years he spent in Spencer East Brookfield. He had never applied to leave there. He was dedicated to them until now. BMR opened back up and

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I think he's lived here. He's worked here and it's his community and this would be home for him. And I think he would treat the kids like home. I think he would treat our facilities like home. I think

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he would treat the work like home. And I don't think we would have gotten that in any other candidate even if it was January. Um I think he would have applied in January. Personally, I wish we had been

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able to ask questions. We ran out of time and we never had, you know, follow-ups because I would have asked Matt if he if this job had opened last year when we had to would he have applied? I don't I wonder what that his answer would have been. I feel like I

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wouldn't I wouldn't have to ask Dr. Dr. Haw that question. He was so sincere to our community. I also think it would be a positive that he's in our community when we have to go to those town meetings in

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in the fall for our school building. And it won't be his first rodeo. He's done this before. He's gotten it past that building is completed and partially open. So maybe there's some school choice kids leaving right now, but they're not that's their

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grand opening is this fall if I'm correct. So has it been tenacious working with portable portable buildings and school choice? Um I would say yes. I I can't

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I've never actually seen the building. I know some of us did get to tour um and see that work going out there, but it's not going to be easy to the to live through a building project. Um

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but he's already done it and they're about to open their building. He got it passed from the communities who are in a different place financially um than we are and we are not I'm not saying we're anything but

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comparatively being in receiverhip and then getting a building project approved and then fixing your receiverhip is huge. You know the finances would be trusted in my opinion. He was, I believe, also on our town's finance committee and and he was a slackman in town. So, you know what? I

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believe that shows dedication to our towns. It shows dedication to his community. I hope it's never negatively looked at that I was on the school committee for almost 14 years when I'm looking for my dream job because I did

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it for the betterment of the kids at that time and the school district through these years. I haven't done this for fun. Um, would I be called a politician? Maybe.

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Never put myself in that category. I I I think my choice is Paul Hawi. It was from the day of his interview and forward. >> Thank you. >> Okay,

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my turn. Not liking the numbers here. Um well, I did um dig into all three candidates and any resource at my disposal to reach out to people to have conversations

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and understandings and I I did get a wide uh range of responses. Um but I think I've been pretty consistent in my position um on this. I've had the

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fort, you know, the fortune of being elected the chairman of this committee. This is my would be the beginning of my third year. This would be a third superintendent um in that those three years. Uh

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some one of us had mentioned the ship is running smooth. Uh and and we can't expect someone to be here for the rest of their career. Well, we could and the ship is running smooth for that reason. Um, and the ship was

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running smooth because of the work that this committee has done and the administration has done. And I look at the work that this committee has done, this administration has done, and I compare it to what we have in front of us, and we're already

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ahead of the curve. I I I have no stake in this in and and and in in the district outside of my willingness to serve the communities and the most importantly the the children of

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this district and I can't in good faith choose any one of the candidates that we have in front of us this evening. So that's my stance. So with that, it is four to four. >> It is, >> but we have a candidate.

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>> Mhm. >> So we can continue to deliberate or even take a a motion on that candidate. >> Yep. >> So would be the >> So I would like to make a motion >> that we enter into negotiations with Dr.

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Hawi to become our the next superintendent of Blackstone Little Regional School District. Okay. Uh motion made by Aaron. >> Second. Uh seconded by um Chuck. Any further discussion?

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>> Yeah, I have a lot. >> Okay. >> So, I'm mine. Okay. >> Um so, I'm going to read some of my thoughts. Um I think um a recurring theme in Dr. Hawkey's interview was finance

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facilities, MSBA projects, um agreements. He talked about overrides, municipal relationships, and those are important skills, but BMR is not in the position that Spencer East Brookfield was in when he arrived there. Our challenges are not a failing building

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project. financial receiverhip, academic issues, broken town relationships, deteriorating facilities. That's not where we are. We're in the middle of curriculum alignment, instructional coaching, writing initiatives, assessment systems, MTSS development,

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improving student achievement. Dr. Hahi didn't speak to any of those. He didn't speak to a leadership drive. He did not speak to an academic curriculum. I he he did not speak to driving the you know leading a staff in

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those directions or how he would work with the central office staff. Um he spoke about what he built, what he changed, what he implemented, what he fixed. Um and I learned a lot about Spencer East Brookfield during his interview, but I didn't learn a lot

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about what he knew about BMR. Now, I heard about what it was like when he was the principal, when he was the director of special ed, but not where we are now. I'm not sure he did the homework

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of moving this district from the point of where we are um to where we need to go with the current administration, with our current staffing structure, with our current climate. I'm not sure that he has the effective

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leadership abilities to be a boots on the ground in the school communicating with people. Um, I think he he is a very good communicator in the process, but in the dayto-day operations of walking around and being pre there's a

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difference between presence and being present. Um, and I'm I'm not sure that I saw that. Um, I Uh, well, I have other comments, but I'm not going to. Um,

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I think he understands the history of the district. I'm not sure he understands where the district is now. Um, I I left the interview understanding Dr. Hahee's accomplishments. I was less certain that he had spent sufficient time understanding what is already working in BMR and how he would preserve

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it and grow it. Um, that was also true for some of the other ones too. He Dr. Haha is clearly an experienced superintendent with strengths in finance, facilities, advocacy, and community relations. However, BMR is not a district in need of rescue. It is a

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district experiencing positive academic momentum through years of intentional work. The last time we did a search, we intentionally looked for curriculum development, academic instruction. We looked because we were losing that. Our students were failing. They no longer

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are. And we need to keep that going. the assessment and coaching. We have you we have coaches and leaders and and team leaders and district leaders and we need to continue to build that and grow that. I'm not convinced that Dr. Hawi demonstrated the level of instructional

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leadership, organizational listening and commitment to continuity that our district needs at this particular moment. So I will I do not support him as our next superintendent. >> Thank you. Any further discussion? So, can I ask a question? Sure. And maybe we

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can have a little discussion about this. What is the need of our district right now? >> What is the need for like >> let's take it one year at a time. >> I'm I will start it and say our MSBA project is a is a high need. We're doing

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great. We're moving forward with learning and curriculum move and continuity. So I does anyone else agree with that part with that MSBA is a huge >> or is there some another need that anyone thinks is

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>> we don't need anyone to come in and rescue us and I don't think Paul how he was trying to to do that. I think he has the experience to lead us through this building project. have said numerous times like the building project is a massive

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undertaking for our district and extremely important but it's not the only piece of our district. >> No. Um, but I do feel that we have been an error then if we're going to have this conversation

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now after having candidates in here and we're going to discuss what our priorities are now when we couldn't have questioned any of them to those points. >> Well, we listed our priorities on our job applications.

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>> You got that? Um, do you have a does anyone have the job. >> I have a copy of the um announcement, >> the posting. >> Yeah. >> Y >> What were they? >> Um I pass it down there. Y >> I already read it. I just wanted to say it publicly.

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>> Oh, I I Can we read it out loud? >> Yeah, go ahead. Okay, >> sorry to screw my tenant. >> The school committee of Blackstone Mobile Regional School District in Massachusetts invites qualified candidates to apply for the position of superintendent of schools.

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We give a little history about our district and then it says leadership profile. The staff and community believe all students can learn and meet high standards and expect students to be engaged in a supportive learning focused community. School committee seeks an innovative leader with experience in

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long range and strategic planning, developing datadriven goals, implementing curriculum focuses focused initiatives to increase student achievement and demonstrating strong fiscal management. The successful candidate must lead

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technology integration to support instruction and oversee several infrastructure projects, including an MSBA high school project currently in the feasib feasibility schematic design phase. The successful candidate will work closely with the dedicated staff

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and an involved community to maintain and foster a safe, healthy, and intellectually stimulating learning environment. Developing positive relationships and maintaining open communication with community members and town boards is imperative.

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I can keep going. Minimum qualifications license as superintendent assistant superintendent in Massachusetts or eligible for lens sir. Master degree required minimum 5 years of administrative experience. experience teaching K to 12, deep understanding of

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Massachusetts re regional school district finance and business operations. understanding of the MSBA project building project process and desire to lead the district to successful completion of the current project. Ability to successfully oversee

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continued implementation of the Massachusetts curriculum frameworks, educator evaluation, technology integration, successful special education programs, standards aligned formative assessments and datadriven decision making. understanding of the

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proven success with interestbased bargaining and developing partnerships to provide a 21st century education for students citizenship residency working visa of United States preferred qualifications doctorate degree central

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office experience and 3 to five years of teaching experience in K to2 system she doesn't have I I believe he checks all of those boxes, but >> I don't but we did have heavy in here

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classroom teacher, but I don't we didn't disqualify him as a result of that because he did the special ed track. >> Any further discussion? >> Mr. Chair, I'd say all of those qualifications, everything that we've

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spoken about, staying on the, you know, you know, moving the ship forward, uh, MSBA, we're on the right track with curriculum. I'll maintain what I've been saying all along and say that we had the right

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candidate. I think this board was unable to come to an agreement, unfortunately. Um, but I still think we have the right candidate in this district and I'll leave it there. >> Any further discussion?

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>> I believe the only people we're deliberating right now are the people that applied for the job. >> That's what we're >> That >> right. >> So, if someone else wanted to be a candidate, they could have >> appied to apply. >> They needed to follow the MASC, >> right? And and Mr. Catalano is entitled

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to his opinion. But where we got a motion in a second on a candidate that we're discussing. >> I I do want to um follow up on something Jane said. I did hear Mr. Hawi speak to curriculum and I actually heard him speak to adding more opportunities in

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CTE for students. Um he did commend our administration and our curriculum leads for the work they've been doing and he did mention wanting to build off of it. Okay. Any further discussion? >> Okay. Hearing none, I will It's just for

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the um transparency purposes. I'll take a roll call vote. The uh the motion was to enter into negotiations with uh Dr. Paul Hoy uh made by Erin, seconded by Chuck, and I'll do a roll call vote. Um Jane, >> no. >> Erin, I'm sorry. I don't know why I did

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that. Carrie, >> yes. Aaron, >> yes. >> Matt, >> no. >> Chuck, >> yes. >> Tara S, yes. Tara L, >> no. >> And I'm a no. So, vote is four to four. The motion fails. Are there any other um

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uh motions uh for um candidates? All right. Hearing none, I'll probably ask you for your guidance uh at this point. >> Um I mean my first thought is to look at

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the calendar um which is that you you are legally required in Massachusetts to have a superintendent, >> right? >> Um and I believe that you stop having a superintendent July 7th. Is that right? Something like that. >> I think June 30th, actually.

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>> June 30th. Okay. Um so we're looking at something in two weeks. um the the difficulty becomes um that is sort of you you've the the path you had pursued prior to going to the search is you know the one that

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usually becomes the one that um is the the quick turnaround and obviously in your case it wasn't right because you couldn't come to an agreement. Um if intern if there is not an internal candidate, you've done a search and you've scuttled a search. Um and though

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the search that you were doing was for a permanent position, um you can look for an interim superintendent. Again, um the one difficulty with that is that um interimm superintendencies can either be

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um someone who is qualified to serve permanently or it can be a retiree who comes back and does the position for a year. Some of this may be things you already know. I apologize if I'm repeating information you have. Um the one difficulty is that if you have a retiree um often they will need a waiver

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in order to serve because they're receiving their pension in which case the the um department would require you to post the position for two weeks um and then take applications go through an interview process and so forth. So the

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the the barrier here in terms of that sort of thing is time. Um, I will say that um that that is a more recent phenomenon in my my experience. That's something that the department previously wasn't

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requiring, but now they're being very difficult around waiverss. Um, if you weren't looking for retired superintendent, you would have more or less the prospects that you do. um though lesser so um because of

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because of the decisions you you sort of have already made. >> Can I can I just ask then now that you're saying that >> if we did choose a candidate tonight, they would have had to start essentially July 1st. >> Yes. >> So

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>> So you were on a you were >> But our candidates are currently employed. >> They are. So they would have had to >> they would have had to go >> weeks notice, >> right? And I will say that in my 11 years of experience, I've never had a school committee say no to someone who

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because most of them of course have a a part of their contract that says they have to give at least 60 or 90 days. >> Um I've never had a candidate a school committee say no to that. >> They certainly can. Um but yes, and you would also need to be in some form of agreement with the candidate in order

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for them to start. Yes. >> Right. So what so what ha if it's a requirement to have a superintendent? What happens if there is not a superintendent on July 1st? >> We can call department and ask. >> Yeah, I don't know. I mean that the problem becomes you have there are a

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whole kind of I mean some of you may have actually even seen the list of things that superintendents are required to do in Massachusetts and that one kicks into effect for next year starting on July 1st. Um I will say I've never asked the hypothetical question, Jane. That's a that's a good one. Um, yes, but

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there there does need to be somebody who's filling the position. >> Okay. And so we the executive session does not fit that criteria. >> It does not. You actually I do not know of anything that you could discuss in executive session, right, regarding this. In fact,

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>> there's no negotiation. Yeah. >> Um, okay. So, we got to pick another meeting date quickly to determine Yeah, we'd have to pick a to determine the direction

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um of the committee. >> Yes, >> we don't want to discuss that. >> And you are correct that you can't really discuss that this evening. I correct. I feel badly about that too because you are time the clock is ticking but you're not posted for that. You're posted for >> cannot post a meeting for another 48

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hours. Although this could potentially fill in the emergency. >> You could try that one with the AG. I >> I don't I I never count on that one >> or other >> things that the chair >> uh that's a >> business unanticipated by the chair >> may may let me check the bottom of that

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agenda. So we do have well actually if thank you um items listed on this agenda those reasonably anticipated by the chair to be discussed in the meeting. Not all items in fact may be discussed. Other items not listed may also be brought into discussion to to the extent

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permitted by law. I was going to say so you you would be if you were to proceed with a discussion you would be proceeding under the AGS that this was not something that was anticipated by the chair and thus could not have been posted. >> Well, that's fair. It's fair to say. >> I think that's fair to say. Yes, I would

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be cautious about doing too much business under that, but I >> we also are looking at the time frame we are. >> Yeah, I would. So, at least we have the discussion on the direction we want to go in. >> Yes. for the purposes of posting maybe another meeting to >> so that you actually have a reason for

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Yes. So that you have a context. >> Yeah. I think that's the fair safest way. Yes. To proceed. >> Okay. Thank you. >> Yeah. >> I'll give it back. >> Um I have everything else in this folder

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but the agenda. >> Um okay. Direction. So the direction would either be essentially what you said, repost for another search, repost for post for an inrum or or or

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>> I mean you try again with an internal but you had gone to a significant extent with that one already as well. But the the three OAS are you can do a permanent, you can do an interm or you can do an internal. That would be my >> that would be my list regardless.

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>> Okay. What's the pleasure? If I had a magic rabbit, I certainly would. Um, the only two comments that I will make is that I um I was frankly surprised and pleased at the quality of candidates you had. >> Yeah. >> Even setting aside the the sort of local

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tie. Um, this is um I I would not have anticipated you getting both as many candidates as you did and also the level of experience that you did. Um, so just lest you wonder too much as to whether or not that was entirely what happened

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here. Um, I had multiple searches this year. You actually had more candidates and had more candidates with more experience than many of those searches. So, >> just to put that on the table. >> Very good. >> What direction we have any >> I don't think we have time to do a

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search. I mean we tried to do expedited and couldn't reach consensus here. Um, so I think we have to look to name an interim which impacts a lot of the work that we said we were trying not to impact the work >> because it's another one year

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>> yeah um but we could do something similar to what Marbor did and say interim with the opportunity to you know become permanent like I I don't know but I just don't think we don't have the time

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>> and that does open up our calendar to find to search at the preferred time of year. >> Correct. So with that being said is we have

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qualified candidates in front of us that have superintendency, they have the license and um do we entertain offering an a one-year contract interim with the option to extend if proven

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themselves or I I don't know >> that interim if they wanted the permanent position would be willing to go through the interview process with everyone correct >> or we have the option of offering the job which is exactly what we did last

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year exactly how we ended up here just we we entered into an interim option with our current our assistant superintendent and then the offer, you know, the the

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offer was entertained to enter into contract negotiation to extend that contract. So, no, maybe no, Chuck, my I I'm saying like if that interim is working out, we can just negotiate with them just like

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we did for five months this year. But if we're saying name an interim to then be able to do a full search at the same time, we kind of >> I'm saying it does give us the opportunity to do that. If if we uh offer it to an interim, we can either

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extend that person this like Jane just mentioned Malboro. When our last superintendent left here, he left for one year with the option to extend >> which they did three months on the >> and then they did that pretty quickly. So is there a candidate we would want to

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offer that to with the option to extend because then it gives us time to I don't see the work I guess. So if if an interim search is posted and done is

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is it not this kind of detail of search process is it like is it can you just appoint an interim? Um, it depends if you um >> if it's a retiree, >> right? It depends on whether or not you need a waiver from the department. If you need a waiver from the department,

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no, you cannot just appoint. Um, if you were appointing someone who was working full-time now and continued to do so, then yes, you could. >> That's what we did last summer. >> Yeah. So, it's only if you need a waiver

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from the department that you get into the question around um having it posted for two weeks and being able to demonstrate that they you had considered other options, but that all of the other options have failed. And they do go into what I would consider excruciating

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detail on that. >> Well, we don't have any there. We we we we >> will not have somebody on July 1st. >> We don't have the time to have somebody on. We couldn't come up with >> offered it to one of our the candidates

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here that we were considering tonight. >> An interim. >> I'll just say that's not going to change my vote. I'll just cut that conversation. So that's where I would stand on that. That wouldn't change my vote, >> but it does fix our July one problem.

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>> Well, we we also can consider extending for the period of time the current interim, but I don't want to get too deep into that because that would be contract negotiation. >> I'm also not willing to entertain that. So >> that's fine. And by the way, the negotiations with that person was not 5

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months. It was lot maybe two and a half tops. So there was maybe about six hours actually. So, I'll move that we post for an interim superintendent position.

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>> Okay. Motion made by uh Jane. >> Second. >> Second by Tara Lockan. Any further discussion on that? Can we just clarify what the time is on that? So we make the motion on what is today

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17th. When does that get posted? Like where where are we? Because we are >> immediately. >> Yeah. >> Do we have to have another meeting to actually officially do that since it wasn't on our agenda? >> Um I think that if you're assign you're

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voting to scuttle the search and to move forward with an interim, I think that that would probably still be in order. >> Okay. I'm not a lawyer, but that would be this would be an order. >> That would Yeah, that would be my >> I think it's a response to the unanticipated >> unanticipated position of the district. >> Yeah.

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>> So, I guess my official motion is to scuttle this permanent search and uh post for an interim superintendent for a one-year position. >> Okay. >> So, second >> and that was a motion by Jane and seconded. And Carrie, was your question

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answered? Yeah. >> Okay. Any further discussion? All those in favor signify by saying I. >> I. >> I. >> Any oppose? >> I'm opposed. >> Okay. Okay. So, it's what? 53. Did I get

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that right? Yeah. >> Yeah. >> Okay. >> So, we can post that tomorrow. My question is then, what kind of process are you anticipating? And are you still trying to get someone in the door for July 1st, which is more or less in two

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weeks, two and a half weeks? >> Or do you want to see if you can extend any current things for even a number couple of other weeks to see if you can give yourself breathing time? And maybe you don't. But >> no, we need July 1st. So, can we post for

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>> 5 days? What's the minimum posting time to >> So, I mean the the only ex the only exterior requirement for length of posting um is if you end up potentially needing to go get a waiver from someone

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who has been a retiree and has been working. If you are not going to consider any of those then there isn't any requirement. Um you will cut off there will be people that you won't get because of that who are retirees but if you are more interested in people who

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might sort of do a try out run you would be largely thinking about that anyway. >> What is two weeks from now? >> Oh I just had it. Um >> sorry what is what? >> It's two weeks from now. >> Two weeks from now is July 1st. >> Like literally it is exactly >> July 1. Yeah, >> July 1st is on a Wednesday.

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>> So, we need a 5day search and 5 days to make our >> decision. I guess >> once the posting closes, then then what is the process? >> So, it's obviously not what we just did.

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>> No, you did it you so you did a um >> research. So, you were still doing confidential applications. Part of what you can specify in this circumstance is that you are not doing a pre-screening that everything is going straight to the school committee. And I have done that before with interimm searches. We just

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make sure it's everyone is very clear that this is entirely a public process. So you would get all of the applications when the applications closed. You would make a decision then about how you want to proceed. Presumably, you would do interviews with people that you wanted to to actually see based on the applications that you had gotten. We can

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do a half an hour each person in one night. >> You can >> or we could just make a job offer. >> Uh >> based on >> arguably you could do that as well. Yes. >> So just to put a little kink into the

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calendar, I am scheduled to fly out on the 25th. We're going to have to do virtual because I'm >> I was going to say I I actually leave town on the 24th until the 1st. Um although I will be reachable the 24th through the 27th. Our national conference is next week. >> I'll be in Idaho.

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>> You'll be where? >> Idaho is this year. >> Idaho. >> Yeah. Different state conferences, different state associations host. So Boise. >> Okay. >> But I'm reachable. >> It's a beautiful state. >> I've heard that. I'm looking forward to it. I've been there. Um but I I won't be I won't be reachable thus the beginning

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of the last week of June but then I'm back on the first >> what's five days >> for what it's >> so you're we have legally have to have a superintendent >> the lenser >> so our our active assistant superintendent as of

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July 1st holds the license >> of a superintendent >> of a superintendent. >> Yes they do. So where does that leave us? >> So I think you probably probably part of your posting because again you're just simply not going to have time. I mean

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even you could try it um if you held for example the lure I hold of a school business administrator, you can pretty quickly step into having um the the preliminary lensure of a superintendent. Um,

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you may want to cons to make that part of your consideration though that they essentially already hold the lensure that they need to have. >> No, I'm asking like legality where that leaves us if we don't have the person on the title of superintendent, but we have someone in the building that has the license because we did have a a

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>> that makes sense. >> Um, when our last assistant superintendent left, we didn't they held the business. >> Yeah. So, um there was a time frame where our superintendent had to >> vote on that. >> We would >> um apply for and get that license

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legally. >> So, I think you would So, I again I wouldn't I I wouldn't dare speak for the department. I think that they would say that they would want someone to be acting superintendent. >> Okay. >> For whatever time you don't have someone who's been officially appointed.

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>> Okay. I do believe we have more than one in the district though that license. >> So, we should probably send out a survey tomorrow to find out who holds the wholes. >> You can actually look it up on the the

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that's public information. The lensure lookup allows you to do that. >> Okay. >> So, if you want that's not hard to get. >> We have we have several. Let me I just need to get this out there because to make it make sense. We have a

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current um interim superintendent that holds a license. >> Why wouldn't we just extend that? We do a full search. >> She told us she was returning back to her position on July 1st. That was her choice. >> Well, that's based on the offer that we presented to her. >> Yeah.

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>> Okay. like why wouldn't we just consider having a conversation with her then going out to a full superintendent >> because we're here we're here a month into this search because that didn't work out. I I honestly I would rather put a is there going to be an internal

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search if there's other people in the building that can hold it. >> So it makes no sense they would have to apply. >> So you're saying do two searches when we already have one in the position. extended that did a full search. >> We have regardless there's two searches >> or two appointments, however we want to

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put it. Someone for the time being and then someone >> Okay. >> moving forward. >> Yeah. >> If somebody has interest, somebody can apply. >> Fine. I I just wanted to I just we'll be searching for the next several months. >> Yes. Because Yep. That was the plan for

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tonight anyway. So, >> what was the plan was? What? that we're not we're never going to find anybody that we've have we have very qualified people in front of us but nobody's ever going to be good enough so we'll just keep searching. >> Yeah, you you're right. >> And the kids will be the ones that

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suffer in the end unfortunately >> but we all want what's best for the kids. >> So we're posting tomorrow for how many days? >> Five days. >> Is that what someone said? Five days. >> I said five. Okay. >> Is it five business days? So is that

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next Wednesday? doesn't have to be five business days. >> It could be five. >> So you given what you are doing, you already are going to be short for what the department wants, which means you need to make sure that you're not picking someone who needs a waiver. >> Um

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you could I mean if you were to make it neat, you could simply say that you're closing on the 24th, which is I don't know that it matters in terms of business days versus weekends. >> We just take them the way that we get them. >> And then my question would be what then you would want to do? I mean, the applications are well, I guess, let me

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back up. What do you want for the applications? Because I mean, we have an application that gives all of their information. Um, you're because of the shortness of time, the one thing I would say people might have difficulty with is getting letters of recommendation if they're trying to generate something

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new. Um, so you might consider instead planning to follow up with the references that they list on the application and have that be something that maybe you do amongst yourselves that you make phone calls. >> What about a statement of interest >> state? But so what you could do is you

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could do an application um a statement of interest and their CV which may have a different additional information on it. Is there anything else you would want? So do we have statement of interest regular application their qualifications references >> certification

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>> well that would I to me that goes on the application like lure and whatnot >> lenture >> okay >> experience with MSBA project >> well they that will be presumably they'll list that in there >> okay >> I mean what I guess then that is maybe

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the other half of the question which is that I mean we can certainly post you know blacks and mobile seeks an interim superintendent. Is there anything else that you want us to say? Do you want us to take any of the language that you've actually said that you posted previously? Um or do you want it to

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simply sort of be pretty cut and dry? >> Cut and dry with the basics. >> Yep. Okay. >> So minimum qualifications are the same. >> Yep. But I also don't want us to get another week into this and then have an

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applicant pool in front of us and start saying, "Well, they didn't talk about this and they didn't talk about that." So maybe we need to list more things. >> I get I get where you get that, but we

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like I suppose we could have questioned the candidates for four hours in a public session. So like, so I I I as for the income, I suppose we're just going to get we're going to see that experience through different school districts.

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>> We're forgoing what we were trying to hold an uh one of the applicants to. >> Yep. >> Tonight >> we are. >> Mhm. >> By by posting for an interim, we're going to get what we get. >> Yep. >> And we're Yeah. How's that children's book?

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And then what will you imagine your process to be after that? The applications close on the 24th. Um if we communicate them to you electronically um having stated to the the applicants that all of them are public, you then will

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anything after that that you do you'll need to be doing as a body. So would you post to actually screen? Would you post to make a decision? Would you >> I will not have self service at all times.

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>> Would you limit it to the three candidates? Again, it's typically a four or five candidates. So, >> we can limit it to one. >> Okay. >> Right. >> Um you want to probably have a >> you could you could pick from a paper screen. Yes. If you did it in a public meeting and posted that that was what

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you were doing. Yes. >> Do we have time for a paper screen is my question. Or do we look at all of them in front of us and move one? Sorry, that was what I meant. I mean, you can >> you can select simply from the applications is probably a better way of >> I'm putting it a question to them versus

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like for me I want to I want to see them all. >> Y >> I don't think we have time for a paper screening. >> That would be live as a as a as a group. >> I think that's what I'm sorry. I think we all mean the same. >> Let's play them out and see what we got. But

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>> you know when we >> had discussions previously you know we we said you know we said here's a list of people who are potential interims and we can >> that was sent from Glenn >> right and that's our that's our retirees

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list um >> right so the now some of them haven't had positions this year and they thus wouldn't need a waiver um I've never sort of gone into it by sort of weeding through that way before. Um that is the

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only problem in this case is that and it has been taking a a bit of time as well. So you're not posting in a way that really allows us to do it such that you could take someone who who needs a waiver just because you don't have enough time to post the meeting. And I say that only because I've had to do it

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twice this year. So theoretically we could set a meeting for July 1st. >> Theoretically you could set a meeting for July 1. Yes. >> That's two weeks from >> So you thus would have the applications from me on the 24th or barring depending

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on how late things work because I'll be frankly >> July 1st too late. We have to appoint someone >> and they have to accept >> the contract by becomes the difficulty. So why would we wait till the till that date? >> I was just looking at two weeks. That's all that is >> because I think Carrie you guys were gone, right? Till the date.

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>> Monday. >> Well, Tracy comes back till July 1st. I don't come back until July 4th. So >> Oh, fourth. I'm sorry. Okay. >> The 23rd. >> Oh, that's a Saturday. >> But Carrie, you said you left >> the 25th. >> 25th.

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Yeah, it's we can post it July 6th or 7th. >> But why are you trying to push it out beyond our >> I'm trying to I'm not I'm trying to make sure that people >> So, what are we doing from July 1st to July 6th, Dan? >> Well, no one took that in consideration

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before the night started. We may not have a superintendent here either way on on July 1st. if we're posting it tonight. >> We had no guarantee from any of the candidates that they were starting tomorrow. >> We would need to do it tomorrow. Just realistically speaking as to who has access to our website, right? Tomorrow's

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day one. >> Yes. >> Yeah. >> So, Monday the 22nd would No. >> Five business. >> Five days is >> Why does it have to be five days? >> Doesn't I threw that out there. It doesn't have to be five days. >> Okay. Cuz I'm just thinking if we from the 24th, >> you could scoot back.

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>> We could Yeah. >> Yep. I I I don't care what day you guys. I was just trying to I was just trying to to get everybody facilitate. Yes. To get everyone here. >> We can do it. We carry on. And um not that you'd want to be doing that on vacation from uh >> I I just don't know if I will actually

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have >> service at all times to >> I'll do my best. >> Your vote is utmost important. >> When are you back? I mean, what's what's what's what's the penalty if we don't have a superintendent from >> We can't answer one. >> We can certainly call the commissioner's

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office and ask. I don't have any idea. I think they would >> I I would say that I think that probably the difference between what you're doing now versus if you had decided to appoint someone tonight and hadn't actually made a decision is that you might be able to say to your current acting, "We're still in negotiations. We're probably three

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days away. Can you give us another week?" Maybe. I don't know the circumstances. I know that has happened before. Um, which isn't quite what we're asking here. Um, I I think that I can certainly see if I can find out for you. Um, what but I think that they

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would probably tell you to look at the people who have lenture and make someone the acting. >> Yeah, >> that is my guess. But I think that is what they would say. >> Very good. >> So, what day do we want to put this meeting on? So, if we post, they have till Monday

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the 22nd. Can we meet on the 23rd? You're still here. >> Oh, wait. I cannot 8 o'clock in the morning. >> I will say that I c I can't meet with you. I have time in the afternoon on the 23rd. I'm actually ironically meeting

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with Oxford um for their interimm um that evening and that morning is the board of ed so I'll be in Everett but I do have time in the afternoon if that would work or you can certainly do it without me. I mean that don't don't make that the hang

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up. I definitely need like evenings like after work. >> I'm good with any Zoom time. I know. >> So 23rd. Jane, you said you can't leave. >> I cannot. >> 24th traveling. >> No, I can do the 24th. You can

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>> I leave on the 25th in the morning. >> Oh, 25th. Okay. >> Is it Zoom? >> We will. We we can make we'll make it a we can make it a hybrid if some people want to be here >> on the 24th. We're saying >> that was really nice to have the camera

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and the screen. >> Yeah. And we'll we'll make sure that everybody has the information to them by by email from the from the search. So we'll do 24th 24th 6 o'clock. >> And what are we doing on the 24th?

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Reviewing applications. reviewing and deliberating. >> And you want to close the applications on what day? The 22nd. >> Yeah. >> Okay. >> Is 3 p.m. a usual time? >> Um, it is, but it that there's no magic to that. That's just us.

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>> No, that's fine. And I'm sorry, you said you'd meet at 6 on the 24th. >> Everybody go to 6. >> Okay, we're deciding. I >> um the later the better for me.

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>> 6:30 >> on Zoom. >> We can do, right? >> Y >> 6:30. Is that good? Seven. >> I prefer seven. >> Everybody go to a seven. >> Seven it is.

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>> Now this um one final thing. Well, because you and Jane are working so well together, >> we're going to keep that communication. >> Jane. Sure. I it is fine with me, Mr. Chair. If it's fine with you, certainly. >> Okay. Thank you.

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>> And certainly, if any of you have any other kinds of questions or any other whatifs as this goes along, by all means, give me a call. >> Okay. Next meeting is um 6 7:00 on the 24th.

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Um any further discussion? Uh I'll take a motion to adjurnn. So >> motion made by Tara Lockan. Is there a second? >> Second. >> Second by Jane. Uh, all those in favor signify by saying I. >> I. >> Any oppose? The eyes have it.