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. >> All right. Agenda approval. Does anyone
have any additions or corrections to the board agenda? >> I added under 6A just highlighted. [clears throat] I don't know that you'll need to be taking any action, but I put it there just in case the board does take need to take any action. So, that was the only change I made.
>> All right, we have an agenda. Is there a motion to approve the agenda? >> I'll make a motion to approve. >> Is there a second? >> There's a motion and a second. Is there any discussion? All in favor say I. All against say I.
Motion passes. All right. Attendance. Steve, do you have any questions on attendance? >> Next is open forum. Rules for open forum. 3 minutes per speaker. Open forum shall not take more than a total of 15 minutes. No complaints about individual
staff members, about students, or about other persons are permitted. All presenters will conduct their business in a manner that meets community standards for decorum. The board will not take action on items presented in an open forum. Brian, did anyone sign up for open forum? >> Nope.
>> All right. Does anyone wish to speak? >> All right. Communications. >> There was none. >> Okay. All right. Then we're moving on to new business. Work with MSBA on superintendent search. And >> we have Eric and Jordan. >> Amy. >> Amy. Sorry. >> Amy last name. Amy Jordan
>> from MSBA who I believe are going to take over the meeting. >> Yes. >> Okay. Thank you for coming. >> Yes. Thanks for having us. So, first of all, I again want to thank you for hiring MSBA to help you with your search. Um we're excited. My name is
Eric. Um I'm actually on my first search. You will be my first search with MSBA. Um Amy Jordan. Um it's kind of a two for one because Amy as part of this process of um onboarding me will be with
me uh along the way. So you really have two um folks from MSBA working on your search which honestly is a is a big plus. Amy's a huge resource and uh but I look forward to to leading your search. So the first thing I just want to give
you a little bit of background of myself and let Amy introduce herself and then I'd like to go around with the board. I'd like you to just tell me how long you've been on the board and then also if you have been a part of a uh previous
superintendent search. So, um I'm a lifer in education. So, I started out as a teacher, a coach, and uh somewhere along the line I decided I wanted to try to be a principal. So, I was fortunate enough uh uh be a principal at the
elementary, middle, and high school level. Um, and then I got the wild hair that I wanted to end my career as a superintendent. So, I spent my last 10 years in education as a superintendent. Uh, nine years in Lake City, which isn't too far from Rochester if you're
familiar with southern Minnesota at all. And then, uh, one year as an interim, uh, last year at, uh, Plain View, Elgen, Millville. So, um, Amy replaced me in both of those locations [clears throat] and, uh, said, "Hey, now that you're
retiring, would you consider working for MSBA and and helping us on searches?" And I was like, "Yeah, you know, that sounds interesting." So, I'm excited to to work with you guys. I want you to know, um, your job is to hire the superintendent. I
think we we use the line, that's the only real employee you hire. Okay? So, um, I'm going to share my cell number. You should have my email. You can contact me directly on anything. We want you to feel completely comfortable. So,
don't feel like you're bothering me. That's my job. That's what I signed up for. So, through the course of this search, anything you need, questions, clarifications, don't just bug me. I I I want to be bugged. That's part of what I'm supposed
to be doing. So, feel free to contact me. All right. So, I'm Amy Jordan. I'm the associate director of leadership development and executive search at MSBA. Um, so I work exclusively in superintendent search and superintendent
evaluation. So, um, I'm in my fourth year doing that. Um, and I love it. [laughter] It's the best job I've ever had. Um, and as Eric mentioned, I I worked on I think my second or third
search I ever did was in Lake City when he was retiring. So, I got to work with him right away my first year and then um my third year when he was the interim, as he mentioned, I I worked on that search as well. And so, he's been through the process multiple times. So,
he knows what's happening, but I will be along um throughout the entire process as well. So, you'll see in your emails, I'm always going to be CCD on them so that I know what's happening. If you're responding to Eric, make sure I'm CCD on them. Um, just so that we're all on the same page and we're not then forwarding
emails and trying to figure things out. Um, but yeah, I am happy to be here. I one of my favorite things about working for MSBA is being able to go and travel to the different districts and seeing them and meeting the and working with the school board. So, thank you so much for having us. We're really uh
appreciative of you selecting us to assist you throughout this process. But I'll turn it over to you guys to do your introductions. >> You need to start with you, Angela. >> I am Angela Bowski. Um I've been on the board nine years [clears throat] and this will be our second my
superintendent. >> I'm Heather Hansen. This is my fifth year on the board and this will also be my second superintendent search. Dave Hubble on the board six years. I'm >> Jamie Hendricks. I'm new here.
[laughter] >> Second meeting. >> Second meeting. >> Second meeting. >> Going strong. But I also really appreciated the information that I got from the MSBA convention that I went to. So that was super helpful. So thank you guys. >> Janelle Sers. I have been on board for
two years and this is my first search. I'm Leo. I've been on I don't know 28, 29 years, whatever. And this is my second search. >> Thank you. All right. So, um, most of you have been through the process before. Um, like I
said earlier, I'm an old school teacher coach. Um, processes are important and the nice part of having MSBA as part of your search or doing your search is they have a process. Now, it's going to be
specific. you're going to lay out um what you're doing in that, but when you look at our agenda, um we're going to go through this process tonight and as part of that process, you're setting up the whole system to
actually hire your superintendent. So, with the process, we hope to get good results and um I I feel confident we're going to do that. Couple things I want to start with. It's very important we all realize um the statutes that cover
what we're doing. So when you're hiring a superintendent, just like tonight, everything is an open meeting. Um that gets a little interesting when we're dealing with um candidates prior to hiring them. Um because until a a person
becomes a finalist, which means we're going to interview them, um their names can't be out in public. If somebody asks you if so and so applied for the soup job, um you need to understand something that you'd be in violation of of statute
if you were to confirm that. Um so it's just something we'll repeatedly point out to you, but I think that's very important for us all to understand. The other thing is, and I said this earlier, this is your guys's job. Um, so
we want you to feel very comfortable, but you're making a a a big decision and our job is to help you in that process, but ultimately you're the ones that make it. We're going to bring through this process a list of candidates to you, but
you're going to have access to everybody and anybody who applies for this. Ultimately, you as a board will decide who the next superintendent is, not myself or Amy or anybody at MSBA. We give you the process. You guys make the
decision. Okay. All right. So, if you can open your packets or or turn your packets to this first page. Couple of things about this page. It's super important because if you also look
down at the bottom of our brochure that's going to go out when we open the applications, this this is pretty much set in stone. So, what we do tonight um it's it it it's a very important calendar. So, um
realize that as we're picking out dates. The other thing is timing is important also. Um, you're not the only folks looking for a superintendent and when people apply, they may be applying in multiple districts, interviewing in
multiple districts. So, too much of a spread. Um, we could potentially lose a good candidate that's in our pool. So, as we work on these, we want to try to keep that timeline um you know, as close as we can to be efficient in our process
so that we don't lose any of our our candidates. That's really the driver is to maintain that that candidate pool and the folks that we're bringing in um to interview. Um we'll also talk about the time. I know earlier um just like most of the places I was in, you you're
traditionally meeting at 7. Uh we appreciate like tonight meeting at 6. We you know we'd prefer it's going to have to be sometime after four o'clock. We we totally understand that if it's during the the weekdays, but if we can keep it um you know we're open to whatever, but
uh appreciate you guys trying to accommodate maybe just a little earlier start time with uh the time that that Amy and I have to get here. But again, that's your guys's decision. All right. So, if you look at the top,
we've got our today's date. Correct. All right. And then we're targeting to um do the public input survey. That would be online, also available um as a hard copy. Usually that's in all of your uh buildings um if someone comes in and
requests one and in the district office. As far as hard copies, that's going to go uh online the 27th through February 8th. Uh posting's going to go up on the 27th as well, but that'll run a little
longer. Your posting would go to uh March 3rd. And then January 30th, MSBA would host aformational Q&A session on Zoom. Um that is recorded so that can be
viewed without folks having to actually be there. that that Q&A um would incorporate um the information from the public survey that we gathered. Um >> can I touch on that one? >> Yes.
>> It won't be about what we've gathered. It's about reminding them about the survey and to take the survey. Um and so that we can also answer any questions that the public might have or staff. It's open and available to anybody who wants to log in and watch. you as board
members don't need to log in and participate in it. We'll be going over the timeline. We'll go over the vacancy brochure and then we'll go over the the public input survey. So, that's just an open one. And we know that not everybody can attend at 400 p.m. on an afternoon.
That's why we record it so that you can put that recording on the district website. [clears throat] >> So, that um can questions be sent in ahead of time. Is that okay? >> Yep. Exactly. >> Okay. Thank you.
And then somewhere in here uh between January and February um holding meetings with your district leadership and then now we're getting into those dates that are actually going to be on the brochure. So um the board would meet
for interview training and to discuss public input reports uh interview questions and procedures. So you can see the dates listed. The the 24th I just want to point out. Um we
have an asterct on that because we would need to meet no sooner than uh that would have to be an evening meeting. We couldn't meet during the day on the 24th. It is a a date we could meet. It would just have to be uh in the evening. March 3rd is the application deadline.
March 4th, um, and then it it's got to be determined. Um, MSBA conducts a screening, preliminary verifications of references, pre-interviews of recommended applicants. So,
like I said earlier, you as a board, and we'll talk about this when we go a little further into the packet, you're going to have access to all of the applicants um for your district. However, as part of this process, MSBA also gets all of the candidates that
they feel um are the best match based on your leadership profile, um based on um your survey results, uh based on your district. So, um those are the folks that MSBA will actually um completely
vest. Okay. Um then on the 5th through and again these to be determined are going to be driven by those other dates that we're setting um when we come back to set dates. I'm just going through the whole thing and then we'll we'll come back to
that first one in February. But that'll kind of um the the dates that we set along the way will kind of set up some of these dates that that say to be determined. Then you guys would review the applicants. Um then we're down to the
March one. The board meets to determine finalist interview questions and procedures. MSBA reviews uh interview trainings. Then the board conducts first round interviews. Then the board conducts reference
checks, holds second round interviews and board selects loan finalist and sets negotiation process. Board design becomes negotiations of employment contract. board meets to improve approve the employment contract
and July one your new suit reports uh to work. Also, as part of uh the the package, the new board team attends um uh new superintendent and the board team would attend the MSBA transition
workshop. Okay. All right. So let's go back up to the top um with the February the first date to set as the board meeting for interview training and to discuss public
uh that would be where the survey would be reviewed um and to determine the interview questions and procedures for that first round of interviews. Are there any dates that you guys feel are better than others for
you? [clears throat] >> What day of the week is the 19th? Thursday. >> Thursday. >> Thursday. >> Yeah, I can help you with that. So, the 19th is a Thursday. The 20th is a Friday. The 24th is a Tuesday. The 25th
is a Wednesday. The 26th is a Thursday. And the 27th is a Friday. >> [clears throat] >> I can make any of those days work. Just a few of them. It would have to be after 6, but the 19th and the 25th and the 27th. It could be
any time. I mean, anything. >> Does the 19th work for? >> Yes. Are you doing daytime hours or what did you do yesterday? >> I could do the earliest I could do is 4
would be the earliest that I could do with work but >> I I can take a day off of work if I got to. How much do you usually work? >> Whatever. >> I can make it work. >> I can leave him be here by >> you wanted to do five.
>> I can make it work by 4. >> It's okay. Are you sure? >> Mhm. >> There's a lot of Yeah. [laughter] So, >> there's a lot of meetings, so don't take off of work if you don't need to. Okay. >> I've been flexing the one early and then how long are these meetings? Are you
about two hours? >> That one? Um because you're doing questions. I mean we should it shouldn't be more than 2 hours. But I would say it's probably going to be an hour, maybe an hour and a half. >> 19 or do we want to push it back to five?
>> Is five is five okay with everyone? Five is very okay. Let's do five then. So >> all right. February 19th at 5:00 p.m. Okay. So, now we slide down to uh the
board meets to determine finalists interview questions and procedures MSBA reviews uh interview training. So, kind of our interview training. Uh remember, we'll close on the third. So, um I do want to um I had
a a glitch in my calendar now. My wife ended up having to get some um not major surgery, but um surgery on the 12th. So I I need you to cross off the 12th and hopefully we can make it work in that window that's remaining. So minus the
12th, we've got the 13th, which is a Friday, the 17th is a Tuesday, 18th is a Wednesday, 19th is a Thursday, and the 20th is a [snorts] Friday. Yeah, I wouldn't be able to do the 12th
or the 13th or the 19th. >> I wouldn't be here the 19th if they need me here. >> Okay. The 19th I wouldn't be able to do either. But um the 17th, 18th, or 20th, does anybody Is there a virtual option for any of those?
>> You know, I'm actually glad that you brought that up. So, um, I was going to mention this when we were picking these times. So, these two, usually this comes up later in the planning meeting, but those two meetings. So, that first one that you just selected for the 19th and then the one that we're working on right
now, those two meetings we typically would do virtually. So, we would attend those virtually. So, if it's better to meet later for all of you on that 19th, we're happy to do that cuz we're not we wouldn't be driving. If you want us to attend in person, we will, but there is an extra fee for that. We'll get to that
in a little bit, but just so that you know, um, that would potentially be a virtual option. So, I'm going to be the bummer in that section just because, uh, we have a family vacation that we planned and it was long before we even made it on. So,
I'm out of town 17th through the 30th, but can join for virtual options if that is an option. >> Yeah, we can do it, right? Yeah. >> Yeah. >> So, for some of the virtual meetings, do
we know any like anything in Toby's schedule when he may or may not be available? Like if we did push it back a little bit cuz it would be virtual >> to do it at like 7 for that first. Is he usually a later evening? >> No,
he's >> his schedule varies. Yeah, >> sure. >> Yeah, even if you want to go back to the 19th, if you're going to go the virtual route, um we could certainly try for Jamie, you know, you don't need to worry
about work. We're not traveling. It's virtual. If you wanted to bump that to six or seven, that that's that's fine, too. >> It doesn't matter. >> So, whatever works best for you. If you're fine with five, absolutely. >> Okay.
>> Okay. Yep. >> So, we're good on the 19th and 19th of February of February. >> Does anybody have a >> February at 5? Okay. But >> February Oh, I thought we did February 19th. I thought we were looking up the time again. Oh, yeah. >> Because of the virtual
>> Y. So, does anybody have a preference on the March 18th, 17th, 18th, and 20th? >> A Tuesday, Wednesday. We won't do Friday. So the 18th either if if I'm
needed at the meeting >> 17th. So the 17th it's St. Patrick's Day. Does anybody >> St. Patty's Day? >> Okay. So this is March 17th. >> St. Patty's Day. It is.
>> What? Tuesday. >> That's a Tuesday. >> That is a Tuesday. >> And what about a time? >> Yeah. What time? Three people >> 17. >> How about 6:30 after
>> or 7? And this is virtual, so you guys you would be okay if we did it at 7. >> Totally. Y >> 7. >> Is that okay with everybody? >> Yep. 7:00. >> March 17. 700 p.m. >> Yeah. Okay. >> Okay.
Now, very important dates. You're going to set the date or dates for your first round of interviews. If you kind of look at the dates that are available, um you know, there is one Saturday in there if you choose to go
that route. So, that that being the 28th. Otherwise, um, the 17th is a Tuesday, the 18th is a Wednesday, the 19th is a Thursday, 20th a Friday, and then the 23rd of Monday,
25th a Wednesday, 26th of Thursday, and the 27th of Friday. Couple of things. Oh, we do have to to get two dates. Um, couple of things to keep in mind here, and that's going to be part of the
two days. If we go during the week, other than the Saturday, you probably going to have to start no earlier than probably 4:00. Um, just because of folks working and all that. So, but we are going to need out of this
group to pick two dates. Do we have to rule out the 17th because we already got a meeting done, right? Good point. >> Yep. We probably want to block off the 17th, 18th, and 19th just because you want to give it a few days cuz you'll pick candidates on the 17th and then
you'll want to be give them a couple days once we call them so that they can gather themselves before they interview. >> So, typically you want to do two evenings or one full day on like a Saturday. So that's why he's saying pick two dates because if you're doing evenings, if you're it's going to depend
on how many people you interview. We typically hold spots for six. So if you're doing six interviews in the evening, it gets to be a very long night. And so that's why we recommend doing it spreading it over two nights at least holding the dates for now. And then if you decide you're only going to interview three or four and you want to
do them all in one night, we can. >> But that's the last week of my vacation. So I'm gone. >> Yeah. So the 23rd through the 27th is spring break and moving on as well.
>> So could we do that? I think >> I don't know if it would work the April dates there for both of those. >> Do you know what I'm saying? >> April shelter. >> No, but I'm saying if we took the ones from right below.
>> Oh, I see. You're you're saying um >> could you have April 1st, 2nd, 3rd, 6th, and 7:00? Could we take two of like April 1st and second? >> Are you Cuz she's going to be gone and I'm going to be gone. >> Yeah. >> Not
on the 28th, like the last day that Saturday. >> No, like I could do the 31st if >> Easter is April 5th. Yes. >> Yep. Okay. So, I don't know if that's ever >> is there jeopardy of losing candidates
if they pick March 17th and wait till >> So, I would recommend pushing your selection date back because you're going to select names that date and then they're going to go public. And so, that's a very long time for especially if they're if they're sitting superintendent for their names to go
public and for their district to be in limbo waiting for interviews. So, if we're going to push interview dates way back, you're going to want to push selection date back. So, not meeting right away on the 17th, you'll probably want to push it back even further. Although, I know with people being gone,
if that's what you have to do, that's what you have to do. >> Does that one have to be in person for the first round of interviews? >> Those can be interview. >> Yeah. >> No one was virtual when I interviewed.
One was >> just think he wasn't here. >> Are you asking if a board member could be virtual? >> Yeah. Mhm. >> Oh, yeah. Again, it's just think of it as a regular meeting because it's the open meeting law that applies. So, yes.
Same rules pretty much apply to um the interviews because in essence it's an open public meeting. So yes, you could a board member could >> if needed could be virtual >> during interviews. [clears throat] >> It's just that it's harder to hear.
>> We go to April. April 6th and 7th would work good for me for right after Easter. >> And I will not be available the 7th through the 12th. [clears throat] >> We talk at 7:00. I need >> We're going to have to do virtual
probably, but I Are you talking about the first round of interview? >> Cuz if we get pushed out to that second week in April, that's >> Could we get it all in everybody? You're
not the 30th through the 3rd. >> March. >> March. So you could potentially do round one interviews March 30th and 31st and then hold your second round on like I mean you could do the third but that's
also the I mean that's the Friday right before Easter so I don't know if there's if people would be traveling if that would be a good time or not. You could do like the 30th the 31st and the 2nd if those dates were available. >> Oh yeah. Yeah. They were on here. >> So you could do first round on the 30th and 31st. Okay,
>> second round on the second even. It's a quick turnaround time. I've done that in multiple surges where they've held second round 2 days after first round. It's tight. It's hard, but it can be done and I've done it multiple times. So, if that's what works best for you
guys, certainly do that. >> So, it could be the 30th, the 31st, and the 6th. The sixth >> cuz you leave the seventh you said. Yeah, the 7th through the >> So if we did the 30th, the 31st, and the
6th, >> um, sixth is the MHS. I don't know if anybody was planning on going to that. >> Usually at six. >> Did you say the third? Second. You could do the second. >> Okay. The 30th, the 31st for round one,
and the second for round two. >> Okay. So then would we need to push back that March 17th date then of when we um that would be about two weeks. Um you don't have to if that's the date
that works best for everyone. Again I mean that's still 2 3 weeks that it's sitting out there but if that's what works for everybody go with it. I mean the dates will all be posted. Anybody who applies for it, they'll know. So, if
that's what works the best, do that. And >> it sounds like you guys have So, you have a spring break with school that we 23rd. >> So, let's try to do this. Um maybe let's try to get these um
these two set and then we can go backwards and just make sense cuz we might end up wanting to even adjust when we post this. I'm thinking um possibly >> and just have it open longer. >> Yeah. >> I mean, we could potentially have it open longer if we change the
>> Well, not though. Not really, though. It's So, are you guys all set with the 30th, the 31st, and the 2nd, you think, for round one, and round two of March? >> Does that work for everybody? >> You're virtual on the 30th, or that's the only day that I'm not back. So, if I can do virtual on the 30th, I will be
back for the 31st. Are you okay doing virtual further interviews? >> I'm kind of like everyone else is. >> Does anybody else have conflicts with the 30th and 31st >> in the time? So, >> um, depends on when they schedule
interviews. >> We should probably do earlier if we have multiple interviews, do you think? >> Yeah. I mean, typically you want to hold them after contract hours so that any staff that want to attend are able to. You don't have to. That's not always how it is. Some districts start them at 10:00 a.m. A lot. I think it's really
common to have interviews start at 4. >> Okay. >> Um and then you just they're about an hour interview to start. There's a little break between each one. >> I can't do Friday. >> Okay. >> If we're starting it early, I can't do Friday. >> Okay.
>> So, the 30th and 31st are Monday, Tuesday, and Tuesday. >> The second Thursday. >> It'll be a very busy week for you guys. >> [laughter] >> Since she's going to be virtual on the 30th, could we try and schedule those on the 31st?
>> Yeah, I mean, we can start it on the 30th. Once you know how many people you interview, when you have that selection meeting on the 17th, you'll know how many people you're going to interview. So, if you have four, you could do one that first night and three the second night if that's what works better for you guys.
>> So, yeah, you would just still want to start it because it'll be posted. Although you'd have enough time that like if you're only interviewing three or four people, you could push it all back and just do it all on the 31st. >> 31st. Okay. >> And we don't know Toby's schedule yet
either. >> He might have to be virtual, too. >> Okay. So, first round interviews, we're looking at the 30th and the 31st, correct? >> Yes. Starting at 4 p.m. >> starting at 400 p.m.
>> And then second round on Tuesday the 2nd of April >> sorry Thursday. >> Yeah, >> the 2nd again at 4 p.m.
>> Okay. So, right now, we talked about this earlier about the um closing and I think we have it closing on is it the 3rd? [clears throat] >> Yeah, March 3rd. >> Okay. So,
>> it's two weeks. >> It's two weeks. We're not um the 17th. Yeah. We're not meeting until >> then it's about another two weeks. >> I mean that's okay. >> Should we >> Jamie when
>> leave it open a little longer till the 13th or >> 17th and then you need to present. No, that's that first >> the March 17th meeting. You want to pull
open our calendar here. So we said >> deadline on applying. >> Yes. >> That be week in between the priority. >> I use the if we had to. >> Yeah. So >> what is
here? >> Are you going to be able to zoom in for the app you're meeting when you're not available this weekend? We're going to see each other a lot [laughter] for your [clears throat] next book. We'll give it a shot. >> I'll check it.
>> Um cuz then yeah, we could maybe we want to close it on the 9th cuz then the app review is on [clears throat] the 11th. [snorts] Wait, that's only six days. That's not enough time. Um,
but we could push it back to the 8th. Then it's open another 5 days. That's March 10th. How many days that day? >> Do you have the township? Is that township elections that day? >> It It could be. That could be what it
is. >> March time. >> I bet you it is. Township elections. >> Township elections. >> Sure is. Okay. But we can do our everyday meeting though, so that would be fine. So we can keep it open an extra over another weekend, which is that's
always a good thing. Okay. >> So it would be what are the dates that it would be open? >> So the posting would be January 27th and we would push back the closing till the 8th. >> Okay. You guys would then gain access to
review all of the application materials beginning the 10th cuz it's 2 days after and then you'd be selecting on the 17th. So you'd have one week to review all of the application materials. If you feel like you'd rather have more time in there, we can leave it
closing on the 3. So you think one week is enough? >> Okay. Are we good with that? >> Yep. refer back to. >> All right. So, as long as we're up there, so we're going to have it open
through the 27th through the 8th. Next dates again, we've got the February 19th. That's at 5:00 p.m. Then we have March 17th, St. Patty's Day, 700 p.m.
Okay. And then we are going with first round interviews on March 30th and 31st at 400 pm and final interviews on April 2nd at 400 p.m.
And you don't have to worry on your notes. So part of what we'll do, this will be in your um brochure. So, I'll be sending um a copy for you guys to take a look at making sure that Amy and I didn't make any mistakes or you know
that date. So, it's all going to be in there for you. Um so, you can have your notes, but realize you're going to get a a copy of it as well. All right. Then the last date that we we need to determine. So we're going to have our
April 2nd is our final um [clears throat] interviews. That evening you're going to pick your number one candidate and then um board designate is going to do we have to set this date that's >> I'll just put it in automatically the
day after. >> Okay. >> So we just need to know to approve the contract. >> Okay. So that's one of the hardest parts that we just got done with. So the calendar as always, right? It drives us all.
>> Do you guys know when your regular meeting is set for April, >> the date of that? >> 13th. >> So do you want us to just put that as when you would approve the employment contract? So it gives you about 10 days to do negotiations with the which is
usually you can have it done within a few days. Like usually within a week. So, if you want to do a quick meeting to approve it, you can, but you wouldn't need to. You could just bring it to that next regular meeting. >> As long as that doesn't seem too long for them to wait. >> Oh, they'll know. It's
>> at that point. >> Okay. You said that was what date? The 13th. >> April 13th. >> Thank you. And what time is that? 7. >> 7. It may be in Finland though. >> Trying to think. February. Yeah, it'll be Finnless. It'll be in Finland.
>> Okay. We don't come to that. It's just your meeting. It'll just be an agenda item, >> but it's your regular meeting. I'm going to correct our calendar in here so that it's all updated. >> All right, dates are set and and like I said, you'll get a copy all of this and I don't know, Brian, what your your
plans are. Um, you know, I would encourage you to put everything out there on your website. Um, you should have a tab folks can go to new superintendent search. Um, you know, here's and we did already catch um got a little typo on the top on on Finison.
Um, already caught that. But when you get it, you can double check dates and everything and times and we should be good to go on that. All right. So, if we can look at the vacancy brochure, this is a draft.
I'm not going to to read it. Um, you can see again, we just finished out in the bottom right hand corner. We took care of the the timeline. Um, I don't know if Amy just put these all together or if someone helped [laughter] in terms of >> I wish I was that good.
your district staff helped pull all of that information, but Brian did it. [laughter] >> There we go. Um, is there anything that's missing in those points of pride that you want added or anything about the community that you think is missing that we should shift or change? If you read those two things,
>> I just copied what the district did last time. They did a super. This is exactly what you did last time >> in the left column in that last sentence before the by the numbers the operate that oh it doesn't >> it should say the district >> and then I'm do we leave that as is for
now because we don't >> that's what it is as of now >> everything else looked okay in that >> and you updated Brian from unless it had changed significantly but as far as by the numbers >> yeah I updated all the by the numbers
what's currently um and where you had the fund bal the district financial highlights I updated but otherwise this is what the board had last time you went through a superintendent search >> for the points of pride in the voc
>> yeah the only points first one we just recently opened a daycare so I added that but otherwise it's pretty much what you guys did last time >> same with the area. >> Yep. >> You know, but I mean if you guys are aware of something or you see you think
why isn't that this is your brochure. So, >> um I think everything on there is excellent, but you can take something off, add something. >> What about you overseeing community? >> Well, that was going to be a question I was going to bring up. So, I currently
oversee community education, so I don't know if the board wants to continue to do that. doesn't want, but I wonder if if the board wants to continue the superintendent overseeing community education if that should be part of
the posting >> because that's a very specific lensure. >> You don't I don't have to have a special the superintendent in a small district can oversee it without any additional lensure. >> What's the size of uh >> 6,000 or less?
>> Okay. I think that's what drives it, not so much our lensure. >> Correct. >> Yeah. >> Yeah. Since we're under it's either five or 6,000, I can oversee it without any additional lensure. Well, if the board has the expectation
of the candidates being both your superintendent and community ed director, I definitely think you should be putting that in your posting cuz that's that's unique and and I wouldn't want to start as your superintendent and have somebody come in and tell me your
community head too. >> Guess what? >> Yeah. So, um yeah, we would want to definitely put that in um in the posting. I kind of think they should be separate, but just the challenge is that we're
going to be able to hire people currently. And currently, there would be two other people in the district, three other people in the district who hold that license, a superintendent license. Um, >> also, it doesn't have to be the
superintendent. It can be anybody that holds a superintendent license. Correct. >> Got it. I just what if it's like a a brand new superintendent and they're just learning a new role and we've asked them to do that role. That's just where
my mind is going. But >> do you know if there's any interest from the other people who >> I haven't asked. We've tal I've talked with a couple of them about it, but I've said let's get through this meeting and see what the board wants to do. um before I went and
talked to those people seriously about it and we could certainly post and see but my personal fears but we we only had the person as 2 um who it wants to do a 02 position maybe there's someone else but so the
district could certainly post and see what happens too >> I think we should leave it on superintendent. We always could change it later. >> I'm sorry, Neo. >> I think the superintendent should be listed as community head director. We
can always change it later. >> Scare off. >> Are we going to scare off potential applicants if they see that they That's my fear. Is that a legitimate >> Oh, definitely. Yeah. >> And you might correct. I mean, there's
But yeah, I think you should um go with what you think your planning would be um for next year. You know, if you're planning on trying to open it up and do a point to again, I agree with Brian. It might be challenging to fill, but we're going to
go that route. You maybe could leave it up, but if you're 100% sure you're going to continue to want a suit slash community ed director, I'd post it that way. How much time has spent on like on those duties?
>> So far, it's so far very very minimal, but it's been 3 weeks. The others that you mentioned it to that feedback. There's interest. At least there's
interest. I don't know how serious, but one of them has a bigger role already in community ed. Um, but are they going to be outlooking? You know, do they want to stay in their current I don't know what their own
personal plans are. Is that a considerate? >> I >> I >> I would think that if you want it to stay with your next superintendent, it should be I would agree it should be posted that way, >> right? >> Do most
when they have a community ed director, do most people have because we have a community ed person who does a lot of the the footwork. Was that common that they have a community ed director and a community
>> workordinator coordinator? >> Not in the districts I've been in. >> Truthfully, our director does 90% of the work. I mean, if not more. The coordinator. >> So, >> are they just not licensed? >> Correct.
>> Correct. And that's what this district has done at least since I probably for a very long time but for sure in the last 15 years. The person who had the license just retired in December. So that's why the change >> Sure. >> And what I said at that time is I'd just
take it for the rest of this year um and see what happens. >> But if that's not the intended role for the superintendent, I would not post it that way. But if that is what your intention is is to keep it that way, then we should have it listed in the
brochure. Personally, I would like to see there be somebody else that is overseeing the community. And no offense, Brian, but I I think you need somebody that's going to take that under their wing even if it is going to. I think we need to see
what's out there. um that just >> and also when the new superintendent comes then it can also be part of their determination as the CEO of the district right to decide
what that might look like >> and at least they're a piece of helping you in that process as Amy's suggesting you've got it covered right with with Brian till July 1 and you and see what shakes out between now and then. But
even worst case scenario, Brian's leaving and we've got the community ed thing. Well, now you that's a discussion you're going to have with your new superintendent and um something else may come to the table or they say, "Yeah, well, we'll continue to do it the way Brian did it. I think you're better off
that way too than than to post the superintendent slash community ed. Especially if you've got somebody in house that's doing 80 90% of the work. You're really not looking for a soup. You're looking for a community ed director. You're looking for a
superintendent. And um you kind of the license is really what's covering the community ed. >> [clears throat] >> Sounds fine to me. Don't post it. >> Is that what you're saying? So [clears throat] they make that determination, we don't have to include
it. >> Correct. >> Okay. >> Give us a one time. Well, >> it takes us a while to find someone to fill that. You can reach out to other people and >> come up with a different solution.
And even if you don't, worst case scenario, in July with your new superintendent, you'll take a look at it and maybe it's the same setup you're doing with with Brian now. It's just it it isn't a big enough driver because you
have that in-house person. I I was under the assumption I'm thinking Brian's doing full-time. You've got someone who's doing the the bulk of the work. Um, so I think you're you're better off to to get a new superintendent. Even if in the end next year they end up doing
um what Brian's doing, I think you're better off doing it that way than the post superintendent community director because you're really not looking >> Yeah. for that. >> Two different things. >> Correct. >> The district members, >> is that just once the students are in?
>> Mhm. >> Okay. >> That's what I didn't include the church. Well, the bus garage. >> I just put the We can change it. Just put the one where students were in. >> Okay. >> Okay. I I think in your packets um can
you go find a a comparable salary? One thing that's new um in the legislation is we do have to put in a salary range, a range. Um, so basically your bottom, your floor, and your ceiling. Um, as far
as benefits and all of that, we can come up with a nice little verbiage. Um, you don't need to list full family, you know. Um, that it's really applies to the the salary portion of it. Um, and that is going to have to be a piece
of our brochure. Were these just because I know if depending on how you answer were these salary numbers that you pulled 2526 or 2627 cuz I I know what number that Hinkckley one is but I'm wondering what the other
district >> I'm going to defer to um Amy cuz they did the work on >> it's here's the Hley Finnson one that that's the 2627 not the 2526 number. So, I don't know if you were pulling the number that's in the contract for next year.
>> She was supposed to be pulling the 2526 contract information. >> Um, however, there is a note that MOAS is from 2627 as well. So, that's next year's for >> MOA that and that would be next year's number for in
>> years as well. Okay. So this is 26 27 and Mora was 2627 and the rest should all be the um 2526. >> If you want this year's I can give that to you. I don't
it's really up to you guys. It's about 7,000 less. So, I I help you a little bit in this area. So, um in your district with your admin team, um Bonnie's here as a principal. if you have some longtime uh
principles there, they they could be um on the higher end of the scale as well. So, when you're setting your basement, um you you I don't think you'd want your superintendent coming in and having a principal in your district getting paid
more than your superintendent, even if they're a first year superintendent. Um there should be a difference there. So maybe let's focus on the the floor first. What's the bottom number that
we're going to pay our new superintendent? It's going to take me a second. >> That's fine. I'm curious how long these other superintendents have been here in these districts, too. >> Central and Pine City are the same as me. They're finishing their fourth year.
Mora, I think he's on five or six, >> so they're already seven. High school principal. You want to know their salaries for next year? >> Sure. >> Next year, um, high school principal is 110.
Uh, elementary principal we're negotiating this spring. So, I could give you salary this here. Her salary this year is 111,288
which does need to negotiate for the next two years. [clears throat] >> Is that figure for W River right? >> Cuz he's also superintendent at Barnum. Yeah, I that's what that note says is that it shares a superintendent contract with Barnum and I think that's the
>> total of the two. Okay. Correct. Okay. Thank you. >> Graham gentleman's probably been there about 10 years. >> Um he's getting close to 10 years, doesn't it? >> I think so. Post Lake, I believe, has a new one this year. Rush City's been
there about six. Ogleby, that was his first year in Ogdle. I don't know how many years he may have had before. >> First two of them. >> Are any of these schools currently? >> Not that I'm aware of. Both of the folks that replaced me as
superintendent came in with a contract that um was very similar to what I was walking out with and I had nine years of experience and they had zero years of experience. So I think Brian said some somebody here
on the list is brand new. I I don't know if he's brand new to superintendent, but he's brand new to Oglev. Um, so I guess I don't know his history, but it's his first year there. The rest are that Bram's the longest at
10 years. Uh, maybe Bill a little bit longer at Willow, but Bram's the longest tenure down there and at least 10 years. But the Hankley, East Central, Pine City are
all completing four. Mora, it's either five or six. Rush City's probably five or six as well. And I'm not certain on Bill in Willow or Most Lake. Most Lake might have been a
brand new suit this year. So, how low is >> like 125, 130? >> Yeah, I think um those numbers are real, especially again remember we've got those those folks that are principles,
right? So, we got our principles about 110. >> Um we're asking our superintendent even their first year, let's say, um coming in. Um, I would say that probably that 130 would be a good floor to have in
terms of, you know, we're twice the size of um, [clears throat] some of these. I think you said the 130 at at Moss Lake might be new. You know, we're almost double them. So, I I do think the 130 for the floor is is a good number.
>> Anybody? I just didn't know if that's something that's going to deter if they're going to look at the other ones and see like >> No, the next number we we we said is what's going to >> that's the one that gets up. >> Yeah. No, not too many are worried about the floor. We just want to make it realistic. You know, we don't but I
think 130 especially with our admin um sometimes in a district they you know PM where I was at um had a longtime middle school principal. He was 135k a year um as a middle school principal. So, it's challenging, you know, to set, but I
think I think 130 with where we're at with with our principles is a good number. So, we got our floor. I think 130 is high myself, but >> that's my opinion. That's We can always go up. >> You like the 125 better?
>> Four years ago was 125. >> 120. I wouldn't even >> Four years ago, your bottom number was 125. >> Four years ago. >> Yeah. I mean, it's just the bottom. It's not >> right.
>> Like you said, it's the top of the [laughter] >> And most will come in assuming they're going to be closer to the top. >> 130 to 160. >> Well, let's let's get your bottom. [laughter] Leo would like >> Leo would like us to consider just going
a little lower on the bottom. >> What does that say? Treasurer. [laughter] I think I understand you're wrong. [laughter] >> And like I said, either th this number isn't we just want to be in the ballpark. Um it's a little closer to your principles. Um but it it's still
even at the the the 120 it's 10k higher. Um at 125 you're 15k higher. If you feel strongly in the O line. >> Okay. >> 125. >> 125. >> 125. Okay. >> I can live with 125. >> Want me to [laughter]
>> All right. So, we got our our basement set. Now, the challenging one um that will make candidates either put their hat in the ring or not put their hat in the ring is what's your bottom line? And like Amy said, that's really
all they're worried about. They're not going First year folks might pay a little attention to your your basement, but everybody else is looking at the ceiling. So, what's our ceiling? >> 160. >> What's a normal spread that like
>> it all depends on where that base? So, don't it the spread really doesn't matter as much as what is that top number in comparison to um what everybody else is doing. Is it realistic to um get somebody to come here and be
your superintendent? So, I don't don't worry about if there's a $10,000 or a million dollars difference. Um it's just that final number. Is it realistic for for what you what the going rate is, what the market is dictating? So,
>> it is common to have a a pretty I mean, I've a lot of them are around a 20 to 30 to $40,000 spread. >> Okay. >> But I think most [clears throat] of the ones that I've seen have been around a 30. >> Okay. >> But not all. You guys need to do what's
best for you and what fits your district. >> So then if we split that do 155. much important. So I think that dictates quality of candidates.
>> Yeah. And ultimately remember you're still going to negotiate. Um but this just again lays that out that hey here's here's the very top the end with us. It doesn't mean you're paying 160. It just means don't apply if you think you're
going to want more than 160k to to be our superintendent. where you end up with is still part of the negotiation process. But yeah, to your point, I think, you know, the more you can afford to pay potentially the more candidates
you're going to have, perhaps better candidates uh with more experience. And I know that was important to you guys. Um, so I think it's a slap in the face to Brian if we'd pay somebody a new one60 when
he's been he's at one. >> Well, it's a negotiation, Leo. >> Yeah, but >> I don't even want that number out there personally. >> Don't worry about Brian. >> Well, thank you, Leo. But you don't have to worry about my feelings. >> Too high. Way too high. >> He said earlier when he left your the
news and it wasn't coming in where you were leaving. >> No experience. Yeah, >> we're not in very good financial shape. >> My district's okay. I'm just trying to tell you the going rate. Um, if you want to get a good candidate in,
>> it's kind of like buying a new car. Does anybody really want to pay what we got to pay for a new car? Heck no. But if you want a new car, >> you're going to pay it. >> But you also do have to be comfortable with it because if you have the right superintendent, they're going to they they'll be pushing to go towards your
top. So, you want to be realistic with what you can afford. So, be realistic, but just know you're you're not likely going to come in. You're very likely not going to be at 125 during the just so that you
know, like you're going to be closer to what your top is, to what your ceiling is, than you are going to be towards the bottom. So, make sure you're comfortable with whatever number you put in there. especially if you have somebody coming in with experience, which is what you
guys have said that you want. So, if you are uncomfortable going near 160 and paying that, you're going to want to not have that as your job if that if that is a stretch for you guys. >> I could be the minority. So, if the rest
of you want to go in >> I'm new here. [laughter] on that. >> I think we need to [laughter] >> because if you get the the ideal candidate, right, [clears throat] are you going to be willing to pay 160 if
that's what they're asking plus the benefits? If you are, that's your talk. If no matter what you're not going to be able to do that, don't put that. It's a very important role and it is going to greatly impact the entire school district. like having the right person
in this job. And if you talk about um investing in the right person, like >> this is in my mind without knowing all the financial background um as well as like Leo and everyone else does. I fully recognize that. But this is a very important person to our school district.
Um and like you you get what you pay for sometimes like >> Oh, Rush City is at 160. Mhm. Mhm. What's about the same number of students? >> Mhm. >> And you guys are roughly I mean you're
100K next year 150K. >> So really you're talking about allowing yourself that >> um window of 10K. >> Oh >> for what you were already >> for um the applicants. Again you're
still going to negotiate. Just because you put 160 doesn't mean you're going to pay 160. But it gives you that opportunity if needed and it also um kind of helps your negotiation team because ultimately you can go back to the brochure when you're negotiating and
say no 165 ain't going to work here. We already told you. So even if they were the dream candidate and the best in the world, you you've set that that ceiling too. But remember, you're already on the hook. Um, you know, Brian stay you you
really are planning 150 roughly next year. So, you're just talking giving yourself a a 10k window and you haven't [clears throat] necessarily spent it yet. It's just if needed that could happen. >> What are some of the ranges out there
right now for districts looking for superintendent? Do you know? Oh, it really uh to Brian's point, it really varies on size of district and um I think your comparables that they try to put together um is probably your best
information, but like I said, um my experience and then I do follow some of my colleagues. Um we all kind of went from being principles to superintendent together. Um but I'm southern Minnesota. um little bigger districts, maybe a few
more um kids, but for the most part um what what I have seen in in southern Minnesota is um they're pretty close to what the superintendent went out at, they're coming in at. So, I think you're
going to be pretty close to I don't think you're going to get it done. You're going to be in that 140 to to 160 ballpark just because of your size. And it's kind of a compliment to you. You're a good district. Kind of a supply and demand thing.
You know, you don't get a lot of applicants. You don't Nobody's beating down the door. That makes that drives the price up. You get a good one. That's my thought.
I guess I'm okay doing 160 as our top. I mean, given where we're at, where we would have been >> next year. And it's not saying we're going to pay them that. It's just gives us >> right >> our pool might be a little bit bigger if we go up
>> and get somebody that has a little has some experience. >> I'm comfortable with 60. >> I get what you're saying though. I don't want to spend either, but I also want to get >> a good qualified
candidates to apply to. >> We'll go 160 and we'll have Leo negotiate the contract. [laughter] >> Thanks. >> One of the negotiators for that, Leo. [laughter] >> All right. So, excellent. I know that's
um and like I said um as far as the verbiage uh you do offer full health. I think we've got a a line that we insert in there as far as um you know the benefits and >> I I typed in what's in most of them and
so I'll just read it to you and let me know if you want something different or if that sounds different from what it is. It says a competitive compensation and benefits package with a starting salary range of 125 to 160 will be will be negotiated commensurate with experience and qualifications. Contract
length is negotiable as provided in Minnesota statute. Additional benefits available may include health, life, and long-term disability insurance 403b match and more. Is that correct? Okay. I mean, that's kind of what's been
in most of our vacancy brochures. So, that's why I'm Okay. And is everybody comfortable with it being stated that way? >> Okay. And um now to the left side, I want to give you about I don't know 3
4 minutes. Take a look. Uh this is our leadership profile. I think Amy said from the the last time. No, this was new developed from the survey. >> From the survey that you guys took. Can you take a look and and make sure everything in there is what you want in
there? If there's anything that you want added >> and you can see the page after it has the results of that survey that you took. So, you can see kind of where everybody came in um and why why that's what's in your leadership profile.
Stop. All right, I'm looking around. I think that's they're all good to me, right? You guys are happy with them. >> Okay. And then I I would just point out um you know I know you all said previous
experience is important but we are open to applicants. We're just saying preferred not required. Correct. That way we would um entertain applicants that might be firsttime superintendent. Correct. >> Okay.
All right. And um at the bottom there, Amy will, you know, change that date or put the dates in, but um you can see my contact information. So that's my MSBA um email. And then that's my cell
number. So, and you're free to use either of those. That goes out on the brochure as well. So good. Those are the hard things. did very well. Okay. So, now we're going to move into
um just covering a couple things as far as public input. So, if you can find um should say survey search survey. Okay. Um, [laughter]
this would go on your website. You would have hard copies available. Um, usually we do that at uh, you know, your your buildings, uh, district office. I didn't we don't you don't get a lot for for hard copies. Um, if you're good, if you
have someone who's kind of techy, uh, one thing we did in the last district I was in, um, QR codes, those work really slick. Um, so, you know, you put a poster up in the the the whistle stop and it's got the QR code and you take a picture and it takes you right to the
survey. Um, you know, you want to try to make it as easy for folks to um, do as possible. But hard copies, you can [clears throat] have hard copies available if they allow you to put them in the library. Um I saw a beautiful uh your fire, your emergency, your safety
buildings. Unbelievable. But anywhere in the community you feel um folks that congregate that maybe aren't as techsavvy or don't prefer technology um you you know try to distribute those. Um you just got to get them back obviously to get the information. But if you want
to take a look um couple things I would point out um you know people can we want to disagregate this to help you understand and interpret the information as well. So we do have business owner or district partner or a um are we okay
with that that verbiage? >> Okay. And then basically they're going to choose their top six areas of expertise. You can see bud uh budget and finance, business partnership, collaborative leadership, contract
administration and negotiation, cultural competency, curriculum development and evaluation, educational equity, fluctuating enrollment, fundraising, grant writing, personnel management, public relations, school finance, social emotional support
services, special ed, strategic planning, student testing, results and achievement, technology, Still got a bunch more on the next page. Uh, delegates authority. >> This point out, so one thing to point out with this one is the next question
or the [clears throat] next page. That's the same survey that you guys took. So this one when we get the results, we'll be able to compare apples to apples with what you took with what your community and your staff and what everybody is responding to for this question. And so
it'll give us a really good look to see if you guys are in alignment with them or if there's an area that we need to look for to add to like interview questions or um something else to keep in mind during when you're selecting candidates. So, we'll do a we'll do a
survey, like a summary of this for you that um Eric will present at the meeting when you do the interview training and then that'll help us kind of determine what your next steps are going to be, whether you involve additional um stakeholders in the interview process
or not. All of those decisions will be made down the road. Um but this is this will give us that good comparison between what you guys have already selected and what other people are looking for. I have a quick question on that. Go ahead. >> Yeah. Um, how often do boards pull in
other stakeholders in the interviews? And if so, who who is the common people that they pull in just for our mental planning? [laughter] >> That's okay. >> Well, we're going to um that's part of our job yesterday. >> But I would just I would just tell you
um not too often. Um, a couple of things, um, and you know your community far better than I do, but, um, sometimes the selection of that, who ends up doing that. Um, also, as I talked about at the beginning, um, we're going to be dealing
with some data privacy issues that the the bigger the the the pool gets for us of people dealing with it, the bigger risk we have of. So most um districts um go the route of doing the survey things
that are safe and still acknowledging you know also like um Amy said that we've got the question and answer piece. We do as much as we can to try to involve them in the process but really limiting our uh liabilities on it as
well. >> Thank you. >> Um and a good point. Um, so you've got those six areas on the first page. If you look at what's in bold, we want to know um what out of those
choices, what do what do our community, everybody who does the survey, just like you guys did, what's their biggest concern out of all of those, they're going to pick their top six and we can compare that to yours. And then on the next page, these are important traits or
skills. And then they're going to pick their their top six. I'm not going to read each of those too many. Amy's pretty good at it, but I just don't have the speed. And then the next page, it'll be interesting to see how this
aligns with with you guys. Um how important is that previous experience to our patrons? Is as important as it was to you guys? and then um top six personal characteristics. And these questions now you guys can
feel free to to change them. Um these are just put in there as a starting point. We think they're good, but if you want something different, but what are some good things taking place in uh Hley Finley schools today?
What challenge did challenges do you see ahead for the district over the next five years? What does the new superintendent need to know about a history of our school district and community to be successful?
And then the reason it says limit um that'll be a character box. They won't be able to to write a a huge essay about something if they want to um go into detail. It just stops. So then they'll have to adjust. I think it's 200, I don't know, 500 characters, whatever it
is. But they could add something that um wasn't asked of them. The nice part of this uh and why I like a lot of the questions, remember, this is going to also get shared the results and and more than likely be put on your website. So
candidates can look too and see, oh, that's interesting. Um they see this enrollment as a challenge. probably everybody has enrollment as a challenge for the next five years, but it it's just very good information.
So, and as Amy said, ultimately um we're going to do a comparison um and I don't know how as far as the admin team um but we can disagregate them if they identify themselves, right? Same with our staff
and our teachers. So we can see where we align with patrons as a board. We can also take a look at, you know, what what where's the staff at on on those. And really it's it's interesting to see what those skills and also those
characteristics. So any questions that you guys want changed or tweaked or We're good. >> I told you the hard part was [laughter] was early. All right, we're all good
there. So, with MSBA right now, we're going to be doing that Q&A that's virtual. Uh we're going to have the community and staff uh survey. we will um put all that together um bring that information
forward. We'll also be a part of all the interviews, the first round and the second round interviews. Okay. Um Jamie had talked about this a little bit earlier, you know, as far as focus groups. remember anything that we're
doing outside of that that you would want us to be a part of um does have an additional cost and and that's I think part of why some districts um have moved away from other things is not just the liability but also how much time and
effort can other folks put into trying to hire your superintendent if you do something um are people going to show up? A lot of it gets driven and you probably know that. Do you have a large contingency that comes to your board meetings? I mean, they entrust you. It's
your your job kind of. Um, bottom line. Um, so do you get the bang for your buck too for what you're trying to do? Um, so do we see ourselves doing any sort of focus groups outside of um the survey?
And then um in districts meetings um what do you see in terms of in districts meeting and by that I mean like with your admin um oh >> no that's for the the two meetings that I mentioned earlier that are um
potentially done virtually. >> Um if you want us to come in person the extra fee for that is $300 per meeting. But if you're comfortable with us doing those virtually, we'll just do those virtually. >> And that's what I was going to ask. So it's not that >> you don't want to listen to the
community and hear their feedback, but you're having >> the Q&A that anybody can be part of already, >> right? Oh yes. So there's already kind of sort of a listening session already scheduled in this. >> Correct. So the community can >> Yeah. Okay. Yeah. We're kind of talking
about two things. So I'll let me just clarify just to make sure everybody's on the same page. So we do so for community and staff input like we do the survey. Everybody then has 247 access 247 access to the online survey um and they can
take it at their convenience. If they don't want to take it online cuz not everybody wants to do that. There's hard copies available um in the office that they can take out then somebody just has to scan them back, send it back to the office and we'll get them included with the online responses. um we do the Q&A
session so that they anybody from the community that is interested in and wants to know what's happening, they'll have the same information across the district. Um, we do these search preview meetings which typically we do a Zoom session with like district leadership,
so the admin team, potentially the heads of the bargaining units, um, so that we can talk to them, um, share what's going on with the search so that everybody has access to the same information throughout the process. And then we'll so then during that we share the
timeline, we share the um vacancy brochure, we talk about the survey, and we ask for their help in helping us get the word out about taking the survey cuz it's so important that you guys hear from as many people as possible. Um and so what Eric was talking about for those
extra focus groups and those listening sessions, if you want us to do those, we are happy to do them to come back in district and do those for you. We just want to make sure that it's a good use of your money, right? Because if you hold an open listening session, a lot of times you'll say it's going to be 700
p.m. in the auditorium and you have three people show up and there's an extra cost to do those. And so, yes, and so you want to hear from Right. And part of the search process, we do give you the option to have additional input
during the inter round two interviews. Um, but that you'll decide at the next meeting when you get the responses from the surveys. So then you can kind of all right, we're we're at step one. We've heard from the community. We've heard from the staff. Now, where do we want to
go from that? Do we want more involvement in the interview process or do we not? And what sort of what level of involvement do we want in in the interview process? And so at that meeting, we'll bring you like a few different options for you to consider and we'll talk about recommendations as
well. We'll talk about the benefits of those options and what those potential pitfalls might be of those options. Um, and so like Eric said, we are here to assist you with the search, to provide you with options, to make recommendations, but ultimately it's your decision how you want it to go. So
the the interview process. So there's we were talked about inter like the input forums and the interview committees that's an interview an interview thing and those decisions you'll make down the road. As far as whether you want focus groups or listening sessions, those are
an upfront thing done ahead of time. So that's what we were having you decide on now. And so my understanding is we don't need to do input sessions or um listening any listening sessions or focus groups. >> Correct. >> Okay.
Was that clear as mud? [laughter] I feel like I feel like I'm getting a little so I want to make sure you're all under his Do you have questions? >> I have one question. >> Yeah. Um and it's not necessarily about the extra meetings. I don't know that we necessarily need those especially with the Q&A session being available. Um and
then the survey. I think that's going to cover the vast majority of people who are truly interested are going to make sure that they're a part of that and that their voices are heard. Um, with the Q&A session, is that something that as board members we should attend or do we not have anything to do with that and just wait for results after?
>> I'm really glad you asked that. So, typically we recommend board members not go on to the live session because it's a Zoom session so everybody can see who's in it. Um, usually the live session doesn't have a great attendance. Um, a
lot of people watch it back. We would So before we started doing the search preview meetings, most of the people who would attend would be like the district administration, right? Like the the admin team, some of the teachers, staff was mostly who we would see. Because we
started doing the search preview meetings, we don't have as many people come on live. We still have people send questions ahead of time and then they just watch the recording back so they don't have to spend the full live time, right? And they look for they listen for those questions. Um because we do record it so that you can put it on your
website. Um I'll send or Eric will be sending a document to the staff to um put information on the website about the survey about submitting questions for the Q&A and then also about the link for the Q&A session itself. So yeah, it's
not like a huge attendance, but we typically say not to have board members because when there's not a lot of people, then you'll have if somebody has a question, they're less likely to ask it if there's a board member. But then once it gets posted on your website, we do recommend that you guys all watch it
so that you've seen what everybody's been being told, right? So that you're all on the same page as well. But >> yeah, >> is that something that can be advertised in the newspaper? As long as it gets in there before
>> cuz what is that? The 30th 20th you're doing that. >> Uh I think I have it the third. >> I probably have to get it to the newspaper tomorrow or Monday morning at the latest. >> Um >> cuz our paper deadlines
Monday at noon I believe. Okay. >> And then they print Wednesday. It's available publicly Wednesday. Yeah. I would recommend that if you you can meet the timelines. Um that'll help. Also, um in both of my districts, I used our it's only internal of course, you know, but I
used our student notification system. I don't know what you're you guys use, but you know, if you can send it out to parents. >> Yeah. Digitally it will be very easy to get out. Not everyone in our community, >> right, is a part of that. So, the paper will help draw in >> um community page.
>> Will you guys have that ready even is tomorrow? Right. Pushing it. I'm guessing >> I think we can I So, I'll send um Shelby will get that ready and she sends that notification. She'll send that email out >> to me. >> Um to whoever our district in district
contact person is going to be, which we haven't gotten to yet. [laughter] on that. >> So, as soon as we have that >> tot. [laughter] >> So, yes, there's a good chance you'll get that tomorrow. But you said otherwise Monday. >> I Bonnie, do you remember if they're
dead? >> It used to be Friday, but I think they moved it to Monday. >> So, if I get it to them by noon on Monday, it should be in next week's paper. >> Okay. I'll um we'll connect on our even if you got it half [clears throat] and
>> I don't know if you guys sent stuff over the weekend, but even if I >> we'll get it. >> All right. >> Yeah. Okay. I put paper deadline Monday. Will that include like the actual Zoom link that's on there? So yeah, we could
>> make a QR code to include with it when you're putting it out or >> in the paper. >> It'll have it'll have the links. website for QR code creator. Plop the website in, it makes you a QR code. See, I figured these things out, guys. I will do it. >> It is so slick.
>> It is so handy. It will have the links, but the links won't necessarily be live yet. They'll be live by Monday. >> Um, but because it like she still has to set up the full survey online and so the survey won't actually be live, but it'll be the right link so that they can
>> It'll be live by the time it was. >> It'll be live by the time it be the paper. Yeah, it'll I'm sure it'll be live by Monday. >> Yeah. And digitally I can put it out Monday or whenever. But >> yeah, >> codes are going to be younger populations to respond. >> So if you have that ability, I think
that >> I got text. >> And so is this something we can and should advertise like at athletic events we have here and book bingo? >> Oh yes. I mean, I >> all the things >> I encourage, like I said, in the um like Jamie saying, the >> QR code works great. So, people can pull
it up, they've got it. They may not do it at the game, but they've got it and they're good to go. Um yes, advertise. Um the more responses you get, the better you feel about, you know, the feel for what you're getting from them. So, yes. >> Okay. >> Pump it.
>> Thank you. You can almost put it on a like your programs at basketball games for a while. Yeah. >> I can have two QR codes if you don't. >> So, another piece just to ask um
>> you good. Um just want to make sure you do or don't. Um any national advertising that should be another handout in your brochure or or packet. Um couple of
things. The system that MSBA uses this your posting when it posts will actually be national. Um it goes to a site that um anybody who's looking to be a superintendent um looks on that site. So technically you are posting nationally.
It's not just in Minnesota. Um but you can pay an additional fee if you're interested in um going. It's just more um sites that it would be posted on. something for you to consider. Do we need to know that tonight?
>> Yeah, if you want to post any on the national sites, we need to know yes and which ones. Um, we don't mark them up. This is what it it costs us to post on them. Um, it's totally up to you guys. Typically, we don't see a great large
return on investment in that. So, if you wanted my opinion, I would say you probably don't need to. But if you have a certain population or a certain anything, then you might might want to consider that. So that's up to you.
It's the page that looks like this in case you're trying to follow along still. >> And pretty typical. >> So you're okay there. >> Okay. Yeah. >> And then um backgrounds checks. So it's important to note um first of all as far
as um folks being a citizen in the United States that that end falls on you know you guys in your HR department um following through with just like you would any hire. Okay. But as part of
being with MSBA, we will do the vetting um prior to interviews as far as uh making sure that candidates uh credentials what what they're telling us is is is what they actually do. Um and
um all of the candidates that we recommend on that list will be vetted. Um, so if you're interested in an additional
criminal background check, um, we can do that. But again, this is at totally at cost. MSBA makes nothing um, on this, but you can do that at additional fee of $395. And I guess in this area, um, and Amy
can correct me if I'm wrong. Sometimes, um, I don't know if you get your bang for your buck, but maybe you do it with your finalist if there's some reason you have, uh, um, any reason to to doubt the prior betting. But I I just
>> You can wait to decide, too. The background checks. You don't need to decide tonight. You can wait until who you decide you're hiring, right? Sometimes you have somebody who's kind of a known commodity from the area and you feel comfortable and confident and you don't need to worry about doing the
extra background check. And to clarify, you have to finish the complete hiring process following all state and national laws, meaning um state federal laws. And so meaning you'll automatically you'll be doing a background check anyways. You automatically have to do a background
check on every employee of the district. This is above and beyond that. This is a more in-depth one. The standard like BCA background check is usually I want to say under $50. That's what you probably typically do. That's what you're required to do. You also have to do the
I9 authorization that he mentioned. You're required to do all of that by law and you still need to complete all of those processes. We as a search firm are not legally able to check I9 authorization. Only the hiring authority is. So we can't do that. We can do these
additional background checks for you if you want. It includes a whole list of additional um databases that it checks. Um there's a whole list of like national criminal global watch list. They will also do a social media background check
as well. Um and then they flag posts that are they they can they just say they're flagged. Um not saying that they're necessarily good or bad, but they just want you to be aware of them. So, for example, any post that they might have that shows violence, anything that might show a weapon, anything that
might show something political and then it gives you an exact like it actually shows you the post that flagged that so that you can determine yourselves if that's appropriate or not and if you're okay with it or not. Um, so, for example, typically superintendent
candidates are not going to post something that's um really violent, right? Some of the flagged things that we've seen have been um uh we had one superintendent who had flagged posts and it was her son at a wrestling match,
right? So it it was flagged as violence. A lot of times you'll have superintendents who like to hunt. So there's a picture of them with a gun and so it it plagues it as a weapon, right? And so most of the time you're not going to get a lot in that. sometimes you'll
find some political posts that you wouldn't expect to see from a candidate, right? So, that that would be one thing, one area where it might be helpful. Um, we have a sample that we'll just pass around and you guys can just look at it and see what it looks like. Um, if
you're interested in doing it, great. You don't you don't have to decide tonight. You can wait until the end and see if you want to do that extra one on your final candidate. >> And you wouldn't have that done just your finalist, correct? cuz maybe that it would disqualify the guy that you say you're going to hire and you'd want to
grab the other three, four. I mean, so would you want to do that on the final two or three or four or something? >> We do have districts that will do it on anybody they're interviewing. They say as soon as we select them to interview, run background checks cuz we want to see all of it. Um, and so then that might
Yes. Typically the motion that you're going to make when you decide who you want to hire in the motion it says contingent on passing a background check that is acceptable to the school board. So then if you get something back after you've deterred that and if it's been
something that you have decided is not acceptable you can then um break with that candidate. However, then you would need to then you can decide at that time, do you want to go back to maybe who is your second runner up or
your third runner up or do you want to reopen the whole search? So, you'd have choices at that point in time. Typically, your background check is just going to confirm what you already know or hope, right? But just in case something were to arise, yeah, it would
be up to you if you wanted to do it on your finalists, if you wanted to after round one. So, you wouldn't be able to do it after round one when you've narrowed it down and get them back before [clears throat] round two because they take about a week to come in and you guys are doing round one on the 30th and 31st and round two on the 2nd. So,
you wouldn't have time to just do the round two finalists. You'd either want to do all of them that you're going to interview that you select on the 17th, you'd have it back in time for interviews or you could just wait for that loan finalist, have it, you know,
as a due diligence thing. We checked all of these um different watch lists and crime lists and all of that. You can do that if you want to. But again, um I would say most of our outstate
districts um choose to wait. And if they do it, they do it on the last finalist once they kind of know who it is. Once once they know who they're going to hire, then you can kind of say, "We don't know a lot about them. We've learned a lot about them, but we don't they're not like a known
commodity, right? They maybe haven't been in Minnesota for more than a year or whatever. And so, you might want to do that background check then. But it's up to you guys, whatever you're most comfortable with. >> So, we'll wait on that and and like I said, see what
>> in the end, a lot of it will end up who is that candidate. you know, if it's somebody local um that is well known um really is it worth spending the money? But if it ends up being someone like Amy said that's new and you you you feel
good but you just want to make 100% sure, why not? So we we'll keep that as a a question. Okay. So role of current superintendent. So Brian um what what is Brian's role in
this process going to be? >> So typically [laughter] there is no role for the current superintendent but it depends on um if he's going to be our point of contact or if we're going to have somebody else who will be our point of contact. So a lot of times it sometimes like when
[clears throat] when I was doing the search in Lake City, Eric was my point of contact. So he even though he was the current soup, he was the person that I worked with throughout the entire search. Him and the board chair most of the time. Um in a lot of districts it's like the admin assistant or um a
business manager or a HR director or something along that. So we'll need to know who our regular point of contact is going to be. Like every time we need to up send an update to the website, who do we reach out to every time with that information? um board chairs always CCed
on it, but um who do you want us to be sending that to? And if it's not Brian, then typically his role would be to basically be a cheerleader for the district because potential candidates will be calling him and asking about the
district and what's going on and asking about the board. Um not always, but usually you'll have candidates reach out to the city superintendent. So, I think depending on what who our contact is will determine what Brian's role is going to be through the
rest of the search. >> Do you have any feelings either way? >> Fine. If that's what you want me to do, that'd be fun. >> I will be okay with Brian. [clears throat] Yeah, we are good with that.
>> So, I'm going to kind of skip a couple and go down. Um, so is Brian also then going to be the in district contact person? Okay. [clears throat]
Um, school board spokesperson. Usually this is a chair, but again this is your guys's decision. Um sometimes uh the communication like I said you're all welcome to contact me but if somebody's going to do something
um a little different um maximize synergize your work right so you would have a point person um I mean would that be you are okay person >> what >> you're okay being point person >> yeah I'm okay with it if you guys are
>> to put your name on the press releases Oh, yeah. [laughter] >> That's part of that. >> Surprise. [laughter] >> Yeah. >> Yes, that's fine. >> All right. And then just want to cover a
couple more dos and don'ts. You know, the biggest one I've already talked about is that data privacy. But listen to these and and and like I said, it really helps you as a a board member um as I'm transitioning
from being a superintendent. Remember last year I was a superintendent. I came back out of retirement, did an interim. Um I'm working for MSBA now. So I operate different as Eric Inger, the MSBA service provider than I did as a superintendent.
um colleagues that I have potentially could apply to uh Hinckley Folson for the superintendent job, right? So, just remember you're the board members. Um we've got to protect ourselves as well. Doesn't mean they're still not my
friends. It's just um they got to understand my role and folks need to understand your role. So turn down any candidates asking questions for board member reference or um letters of recommendation. So I heard
Brian say you've got a couple of folks with superintendent lensure. If we're going to have internal candidates, um, just keep that in mind that if one of them were it would if one of them were to ask you for a letter or or to be a reference, um, you wouldn't want to do that because you you kind of are giving
them a leg up because you're board members. Does that make sense? >> And what if they ask me as the sitting superintendent? Is that fine? >> Yes, that's pretty common. That's your call. Yep. And you won't be voting on them. So, okay. if contacted by
candidates, please direct them to MSBA instead. So, if somebody reaches out to you, um, and again, it could be something general that that I guess I find it odd if they were to reach out directly to a board member. Um, but if
you feel it's a a really a minute question that they're asking something, simplifying, but anything that um starts to get into the actual process of hiring, just tell them Eric is our uh
MSBA lead and he'd be more than happy to answer that question for you. So, just direct them for me. That's that's why you're you're using MSBA. Don't conduct deep social media investigations yourself. Um it's kind of like when we find out we've got
something, right, and then you go on the the web and you start researching it and oh my gosh, do you panic, right? Um doctor didn't say that. It's just what we read on the web. You probably could Google me and there's something out there weird. I don't know. >> Oh, there it is. No, [laughter]
>> just kidding. >> That's part of the vetting that we do. Okay. So, um, you you don't need to worry about it. If someone brings that to your attention, feel free to share that with me. I'll be more than glad to make sure. We don't want to miss
something either. So, um, but don't feel I would recommend to you don't go out and do your own um Google searches. That's that's part of what you have us for. And like I said, if but if you do hear something or someone shares something, I think that's in here. Yeah.
um you will be lobbyed by uh stakeholders. Listen, thank them, but don't debate, but also share that. Um if if something comes up that you think is of value, pass it on. We definitely don't want to miss anything.
And yes, as Amy said, we got great veterans, but the more the marrier. Um so share anything that you hear or shared with you to me. Don't recruit candidates yourself. Um, this one just common sense because you
you don't have a guarantee you're going to be able to hire them anyway. So, if they're interested, you you they should come to your school district based on your school district. You shouldn't have to recruit. Uh, MSBA doesn't recruit. That posting goes out um, you know, big
time, I said nationally, but in in the state of Minnesota, every superintendent um, is going to know that you have an opening. Don't worry about that. and for that matter uh admin uh anybody interested. So you don't need to recruit. They they'll be aware of it and
they should come because they want to be here. You shouldn't have to recruit them. All right. So couple pages left. >> We're getting there. We're getting there, you guys. [laughter] >> Uh can you double check this one as
well? >> Oh, yes. I remember the industry. So, >> yep. >> Um, >> the confidentiality employee. Um, my understanding is we might not some of us might need to be looking at some of this
stuff um as a hard copy. Correct. Okay. And we can work through that. Um, that's all right. We've added in other districts, but what's important is we do need to know the person that's going to um be a part of that process. So there are important steps that need to be
followed because again remember we're dealing with data um privacy and practices. We don't want to um have any violations in that area. Who would that person be? [laughter] So when Leo comes um usually it would be
the district office and he's going to to look at something could be Brian. Sometimes it's your HR, the person that does the um employment type stuff, or I think in PEMP, we had my secretary at the district office.
>> Whoever normally handles personnel files is the best choice because >> we did it last time. >> Okay. >> Julie and Rob did it last time just for reference. and they would then be re like they would be responsible for keeping all of
the application materials under lock and key. Leo would make an appointment with them to review the materials in the office um and making sure then that nothing leaves the office. >> That's we all had to come in. There
wasn't any electronic last time. >> Yeah, >> we all had to go in and set >> You're going to love it then. [laughter] So, for those who are comfortable, you'll have 24/7 online access cuz all of the application materials will be um
available to you to view online. So, for anybody who doesn't want to view them online, you can make an appointment to go view them in the in the office as well, not just Leo. If anybody wants to view them in hard copy form, um you're not allowed to copy them. You can't remove them from the office or anything,
but you can review them there and take your notes there. Um, so who like we just need to know who that person would be that we would get set up to set those up. >> I would say Julie. >> And what's Julie's last name? >> Nelson.
>> Do we want two? Both Julie and Brian. >> Julie and Brian. >> In case one of us forgot. >> We had two last time. >> Fine with that. >> So this might be a silly question, but so for the digital ones like those are secure, right? So they couldn't be like
forwarded on or printed or you will have a link so the so that your um applications are going to close on the 8th. On the 9th you're going to get an email from Shelby Herrera and it'll tell you how to set up your account. >> Okay. >> And then the next day you'll get another
email from her that will have your alpha identifier list. So as Eric mentioned, you're going to be talking about private data in an open meeting. So you'll have an alpha identifier list that'll have the names of the candidates, what their alphabet identifier is. So in that
meeting when you're choosing who you're going to interview, you'll be referring to them as like candidate A, candidate B, and so on and so forth. And so you'll get that list and then she'll be telling you that now you have access to online. When you have access to them, there isn't even an option for you to download
the material. So you shouldn't even be able to do that. if you can let me know ASAP because something is set up wrong. So only the person who is that that personnel confidentiality employee will be able to download the materials and then there's a process for how they're
filed and how they're marked and how they're kept. And so we just need to know who to work with for that process to make sure that it's all being done properly. So >> but again you're still dealing with that data privacy right that we talked about earlier. So somebody asks um hey so and
so um no they're in alphabet right now. So until that list of finalists the folks that we select to interview um you really cannot tell or verify anybody's
name in that in that pool. All right. So, this one pager. Does everybody got that? >> Last page of the packet, you guys? >> Last page of the packet. We're almost there. >> Not >> bad. Not bad. [laughter] Um, so out of these, and there's quite a few, but
we're just going to be selecting um two questions. And what these will be is these will be two questions that'll be part of your application process. So as the candidates fill out the application and all the information, these two will
um help us in determining in the vetting process um with their answers. A lot of it falls on their own credentials, but I will tell you because I've had the opportunity um I'm shadowing Amy in another district where she's this and
I'm that. And then I am also um had the opportunity this morning to help vet another district. So um I do the the folks that do the vetting, they pay attention to the answers that are in those questions and some of them feel,
wow, you know, that person hit that 100% or that person had no clue what they were talking about on. So there's a lot of questions there, but realize we're only going to pick two. and what do we feel are our two um that are most
valuable for for our district. We highlighted so that um if you remember back to your leadership profile, it might help to to look at that. But the highlighted words is are really helping you to know that's that's the the main function of that question.
School finance, initiative, effectiveness of your leadership, evaluation and professional development, decision making and problem solving, academic and social emotional needs, equity and inclusion,
competing priorities, cope with stress and resilience. Are these questions unique now or can these come kind of revisit these after we get community feedback. >> So these are going to go in your
application. So this is part of the application. So these sorry >> n just two for the application. So so what will help you >> learn about the candidates to know whether or not you'd want to interview them. >> And then the and if there's something on here you really like but you're like
that might be a better interview question, let us know and we'll bring that back as a proposed interview question, too. Based off of our score, um I would think that number five would stand out. That's
my personal opinion. Um our qualifications number two jumps out at me cuz it's collaboration, trusting, respect. I think that was the one that we had seven all seven of us.
So that was >> and also you can word smmith these if they're not exactly what you want. We can tweak them. They don't have to be these exact questions. It's just to kind of get your juices flowing to have an idea of what you want to ask. So on the application they're going to answer two
questions and it'll give us some ideas just for the screening. >> Yeah. There's another question on there too that's something along the lines of uh why do you think you're a good fit for the school district or something like that or tell us about yourself. >> There's one that's a general one that's on all applications and then these are
the two optional questions in addition Any questions? Cuz we're losing, right? Oh, [clears throat] just Yeah.
Have you ever had a question about like community involvement and being part getting them basically to relocate their willingness to be part of this community instead of traveling from another area
here? I don't know how to word that. They don't tell them district kids that go to our district. >> Do you want to take that? >> I think I'll defer to you. [laughter] >> I know it's not legal.
>> I you can't consider that. It's it's it's against the law for you to consider whether or not they'll live in the community or not >> as a superintendent. So, >> word a question [laughter] in the screening process. I I mean
>> good thing we asked. >> Yeah. Yeah. So in statute or in policy, I think it's a statute. Um a a superintendent is like a teacher in where you cannot in statute you cannot
require them to live within the district in order to be employed in the district. So just like a teacher under that and that's actually part of our interview training. We'll go over that. We'll show you the statute and all of that. So, um, there's a couple of things that like if
visibility and approachability is high key for you. It's obviously if a if a superintendent can live outside of the district and perform their duties, they can do that. So, it's about making sure that that's a priority and that they know that's a priority. So you can ask a
question about visibility and approachability or like how do you keep yourself visible and balancing that with you know your duties as a superintendent or something like that. Um maintaining visibility in the in the community. >> See I think there's a way you twisted >> but that doesn't require them to move
here. There's not no residenc that way. I just meant >> Yeah. You want them to be a part of the community. Of course. >> Yeah. >> Every superintendent that I [laughter] know has been a part of our community. just >> there's almost always interview questions around visibility
type of things, you know. So, but also um like because I I mean like I said, you you can't even consider it. So, if you have a superintendent who comes into an interview and tells you all about them and says, "I have five kids and I'm going to move to the district and I'm
going to bring them to the district. They're going to go to the schools here." Um that's great. You can't even write that down in your notes because you cannot consider that when determining whether you're going to hire that person. Okay? It's just not legal for you to consider that. And so, it's
great information, but it's not part of a it it's just it just can't be considered. So, >> and you can't hold them to that. The community will hear it. They will hold them to it, right? But you you can't
consider it. and they can say that, but it's not a requirement. >> And you put it in their contract that they're going to get 30,000 and we'll give you 20,000 if you live [clears throat] in the district. >> An incentive fee. [laughter] >> Is that legal? I don't think you can do
in the district, but I know you can do a um moving, >> but that isn't going to guarantee they're going to live in your district. I have seen I have seen um an incentive like that. >> Um and I've had other districts ask me
that and I've checked with our legal counsel and I so or our general counsel. Um that's a very slippery slope [laughter] because also then what if they were planning to move >> and now they're getting a bonus for
moving here and the community gets a hold of that and they're like what? You had to pay them to move here? like we don't you know and so it can backfire >> so it's a really slippery slope >> I >> I have seen them do it if you would consider that you need to check with
your general counsel or your your district council before you would put something like that in your contract local control [laughter] we would recommend not doing that but >> does anyone have any questions that they
particularly like from the list. >> Number 10. >> Number 10. Leo any particular >> I have number seven but >> treasurer wants a finance question. >> Yes. >> What [laughter] >> but you know [clears throat] on the
values >> it was an important thing. >> It was that was >> number six. I mean that was six out of >> Yeah. So if we went based on that, seven of us were both the honesty and ethical
with board, staff, students, parents and community and finances. So if we stuck with those kinds of questions, it would ask the other questions >> in the interview process. So you're not necessarily ruling out doing the other
questions, right? Picking the two there. Yep. >> So do we stick with those and go with two and seven? [clears throat] They're all great questions. I think two and seven it gives you a little more diversity. The two and five were pretty close. You got ethics, you know, and then trust, respect. Now you've hit two
two spots with the the trust and respect and then the finance two and seven I think are great. And you're right. The um interview questions can focus on >> this is a question probably for later, but just out of curiosity. So like when
I'm looking at like 13 um and it talks about the equity and inclusion, um our population does have a larger Native American population. are we able to tailor a question to that group um or
knowledge and support of that specific group being that we know that that's a >> important part of our community. >> I just didn't know if >> y >> you could tailor that much but I think that would be an important thing to consider. >> Mhm. Good job. Yeah. And um for the interview training,
we'll talk about the public input survey report and then interview questions. We'll come with proposed interview questions. And again, they can typically round one falls pretty heavily around the leadership profile and those things that you identified as the key things
for the district, but also on anything that was uh designated by the community or staff. If there was anything in addition to what you guys had already had, there will be interview questions around that as well. Um, but they can be if there's other questions that you want
to ask, if there's other topics or areas that you want covered, just let Eric know and we'll make sure that we include some of those options in there for you as well. So, knowing that, we'll make sure that there's a few questions around that area as well. So, for you to just consider. >> Yeah. Thank you.
>> Yeah. >> Any other questions? Well, I think you guys did a wonderful job. Um, I'm excited to keep moving forward. We got a lot done tonight. So,
and like I said, don't hesitate to uh and as Amy said, you know, CC her on it because it just saves me from especially this first time around, everything that I do because as I mentioned earlier, I represent MSBA. So, I've got to make
sure that I do it correctly. So, I'm always checking with Amy this first time around because I want to make sure it's it's right. But feel free to contact me um any questions. >> So March January 27th is Tuesday. So
just so I have the heading for you know the first day of posting we should have on our website as well a superintendent search page with the vacancy with the time you know what what what [clears throat] we just talked about. Should we by that Tuesday also have the
online survey information, things like that, or on the I know MSBA will post it on MSBA. What should we do as the district besides get that on our website? >> Have you started a landing page already? >> I talked to our tech staff today and
said that's coming. Okay. Um, and we just model. You sent some samples. >> I'm wondering >> as this goes live Tuesday, >> is there any thou shalt need to have absolutely on that landing page besides
the vacancy which has of course the timeline, right? >> Like are we ready to have that survey do you think by Tuesday when we put the posting out? >> Yes. So here's what what this is going to look like. So tonight, well actually I already did all of the updates to the
timeline and the vacancy brochure while we were sitting here. Typically what would happen, Eric would send us the email with what those updates are and then he'll send you the final timeline and the final brochure from what we discussed tonight. He'll send that to you tomorrow morning and he'll give you
a deadline probably of like Sunday at 5:00 p.m. Let's say I'm just going to write that down. Sunday at 5:00 p.m. That's your deadline to get him back any final changes if you notice there's any other errors or any other edits that need to happen to that
timeline or to the vacancy brochure because if we don't hear from you by that time, we're we're going live with them on Tuesday. >> Will that come to me and Julie to distribute to the seven of them or will you send that like you did this? >> Yes, we'll send >> a copy of the board, send it to me.
>> Yes. Okay, >> we'll just keep we'll just keep since you're one of our our um you're a district contact, you'll be CCD on almost all of the information, just not the things that have confidential stuff. >> Yep. >> So, you'll just be CCD on all of it, so you'll know. And then when we're sending
direct communications to you, typically the board chair is CCed on it so that everybody's kind of in the loop. >> But, um we'll send you the communications form tomorrow. Shelby will send that to you and that will have the links to the Q&A, the links to the
Zoom session or to the Q&A Zoom session, the um way to submit questions ahead of time and the um survey, >> but those links won't like I shouldn't put them. >> They'll be live by Monday, >> so I could post social media Monday. >> Yes. Yeah, they'll be live by Monday and
you'll have the links so you can just test them and if they're live, they're live. They might be live tomorrow. >> Okay. So, um that they won't be official until the 27th, but if anybody clicks on them and they're open, it'll be accepted. It'll work. >> Um the obviously the Zoom won't
>> Yep. >> but um they can submit questions. All of that will be you'll get that tomorrow. So, that stuff will be ready to go and it includes like how to get the word out, you know, some suggested whatever. And it gives you wording so you can copy and paste or you can edit it to fit your communication.
>> Yep. And then um and then once that deadline passes on Sunday at 5:00 p.m. then um I send a let's post email to our internal staff. That would be typical with any search whether he's the lead, I'm the lead, Barb's the lead. I do
that. I send an internal post or an internal message to our our staff who do the specific postings, who puts them up on what page and who sends out the email and all of that information. that it's going to go on Tuesday and
also tells Eric to send the final documents to you. So then you'll know, yep, these are live and they're ready to post. So then you can get them added to the website. >> We wanted to also like MASA I know has some or other should we stay just stick with MSBA or use those?
>> We do post on MASA. >> You do post on >> we post on MS on our website. We post on MASA on edost and then >> so we don't need to worry about all that any of that. >> Yep. Nope. We've got all that. Yep. >> Yep. Does this page, this estimated fee for service page go anywhere else than to just us? Cuz I just noticed that the
school name was wrong on that page. So if that was going to be posted out anywhere. >> No, it doesn't. >> Okay. Nope. >> Um, yep, I see that. >> Okay. >> But if it doesn't go out anywhere, >> it doesn't go anywhere. Nope. >> It's it's just for us to use this to
show you the national posting options and the background check. So, but yeah. No, it doesn't get posted anywhere. just the timeline, the vacancy brochure and the the um survey itself will be posted and then I'll send you the you'll have all the information to get out. You can
just copy and paste it into an email. You can do a posting. Some districts will have it where as soon as you go to a district website, they have a like a a warning thing that comes up. A lot of schools use those for like when school closes and it'll say we want to hear from you about the superintendent search
and then they click on there and they can get into the take the survey. But whatever works for you guys is is >> we'll have it up ready to go by Tuesday. >> Yep. And so you'll have everything on Monday that you need for Tuesday to be live. >> Yep. >> Yeah. >> It's a long night, you guys.
>> I I did want to say one thing. Remember I told you I'm available, right? 24/7, whatever you need. But one thing I want to point out might drive some of you crazy. It did me um even as superintendent when she said I was the contact. Don't ask me about applicants.
um numbers, people, anything like that, you're going to get that information um when we have that meeting. But if you call me and ask uh you know, two weeks into or a week into the posting, how many applicants we got? I'm going to tell you. I can't tell you cuz they that's MSB. We just you know, you're
just going to have to live with that. All right? So, just realize as far as the applicants and what's in the hopper and all that, that'll make that meeting more fun. But I won't I can't tell you what's going on. [laughter] What? It bothered you when I wouldn't tell you? >> Yeah. Just at least want a number,
right? Like, [laughter] >> does anybody have any further questions for Eric or Amy while they're still here? >> Thank you so much. >> Of course, >> they do. Great. [laughter] >> All right, we've reached the end of our
agenda. Is there a motion to adjourn? >> A second. >> All right, we have a motion on a second. I >> and he adjourned