I'll call the meeting to order. Board members present this morning, Thor, Lan, Perse, Banky, and Olsen. The agenda is in front of you. Are there any changes, additions, subtractions,
etc. Hear none, I'll take a motion to approve. >> I so move, chairman. Motion by Danny. >> I'll second it. >> Seconded by Shannon. Any further discussion on the agenda? >> I don't think we need roll call today,
right? Cuz we're all here. >> Yep. We're good. All right. >> So, all those in favor say I. >> Opposed. >> Motion carries. 4.0 is to review preparation already agreed to for the
superintendent's uh search process. Rick. Okay. Thank you and thanks to everybody for being in attendance this morning and um I really appreciate it. We're going to go
we'll be done by 8:30. If uh everything goes like it should and if uh people have to leave by that time, I'll I'll hang around to answer any questions that there might be. But I I doubt that there will be. Um, what I thought we'd start out with is because
the meeting we had the last time was um, let's see, Kent had to watch in uh, over the uh, screen and uh, Matt wasn't there. But I just wanted to review where where exactly where we're at in this
process because we're gonna because of legal responsibilities, we'll want to make sure that everything we do is well documented and I want to make sure the whole board understands every phase of what we're doing. It's not going to take long to go through, but on uh April
16th, we met and the board took official action to approve the superintendent interview schedule for four or five candidates. And I I think in it's safe to say we thought it'd be important not to have more than five that you interviewed.
preference would be four, but you know, you might look through the information when you get it and you might say, "We, you know, we only have three candidates that we think are kind of top tier that we want to look at." So, you're free to do that. And then once uh once we have
that meeting and you make that decision, then we'll be able to uh hone in on, okay, so we got we're going to use our interview schedule and that's going to include three or four or five candidates. So that's already been approved. You also approve the idea of
giving a tour uh to each candidate and so uh once we have the number of candidates then we'll solidify that. But the idea would be to have one or two t tour guides who would take the uh candidate through each of our three
buildings and also around the communities. And that person is going to be somebody that we select basically that's very knowledgeable and they can they can actually extend the interview for the candidate in terms of being able to answer questions and that type of
thing. That's already been approved. You said that the interviews it's okay to use the lap lab and we have it reserved for those days, right? Possible days. um it's going to be on you, but I included in the uh planning packet that
you have in front of you here today that you all received uh after our meeting on the 16th. It's so important that you look through that data privacy stuff and that's all we'll look through the whole packet, please. Uh Lisa made another
copy for you today, but that information on data privacy is the last four or five pages of the uh packet. So I think it starts on page 10 and uh because there's some dos and don'ts in there. We can't ask
questions of a real personal kind of a nature. I think it starts on page 12. You can't say, you know, are you married or how old are you? or uh um what's your family situation or will you move to the
school district or something like that? But you can ask a question, how important do you think it is for a superintendent to you know live within the boundaries of the district? Um and then let them answer that. But, uh,
there's a whole list of things that I just want you to be aware of in advance so we don't get tripped up during the interview and somebody doesn't say, "Well, they asked me some questions that they weren't entitled to ask." There's also some guidance about debating in
public when it comes time to uh well, I guess I'll let that go for a minute here, but um Lee Warren also sent you a copy of Limited Search Next Steps. Um I mean, you sure can review that, but
most everything in there are things that I'm doing for you uh in terms of the preparation stuff. Now you'll have to decide um do you want me to do on once you get applicants identified
and prior to that you're going to be the only ones the six board members will be the only people that have access to the applications. So if I were a candidate and I apply for this, I go through MSBA as you know and
then once once that information was with is with MSBA, it's totally confidential and it remains that way. It remains in a hopper there for you to look at, but it's incumbent on you to make sure you don't share that information with anyone
because if you did, you would be violating the data privacy laws which the applicants are entitled to. Once you decide here are top three or four or five candidates then uh on the on that Wednesday um
where you make your selections you'll refer to those people however MSBA has referred to them as candidate A, candidate C, candidate D or whatever. Once you decide here's our top three or four candidates then you'll see in here
and we'll get to it in a minute. We'll move we'll transition then from ABC D to uh here are the candidates Dan Persiki Kent Olsen Shannon Beni and so on and we can share a little bit about their history. They're the current
superintendent at this place or the high school principal at this place and so on. So, it's just really important because you're going to be peppered by either people in the community, people in your family, it could be staff or whatever about, hey, did so and so did,
you know, did Dan Persiki apply for the job? And it's just very important for you to say you know that is restricted information by law and um um we don't review that uh even after the selection is made.
Let's say there are 10 people that have applied. We'll never know who anybody you guys will know who's applied but nobody else will know if they weren't selected to be interviewed. So the confidentiality is at a high level and I
want to make sure I provide some time to answer any questions if you have that. I know that I think all of you probably except Kent have gone through it before and maybe maybe you have since I left um on a position or two, but any questions
on that? Okay, good. Then um this was the meeting schedule then that we uh approved back on April 16th. So, we're at number one today. We're at this meeting this morning. Our next meeting, and there'll be very little I'll I'll
maybe shoot you a text or email along the way, but there shouldn't be a need for much correspondence after this meeting. However, if you have a question, don't ever be uh shy about asking me. But on that date, we'll be meeting at 7:30 in the morning and um
we're going to deliberate the information that you will become access have access to starting I think May 7th or 8th. You're going to get the information from MSBA. They're going to send you an email and they'll say here's
your link. You go to this site. It's called Revelis. and then you punch in your your information and you'll have access to however many candidates we have. Um, following that, then two day within two
days of them sending you that, they're going to send you another email. And that email or text will be here is who MSBA is recommending that you consider interviewing based on the priorities that you
identified that were in your the brochure that went out. Five or six things that you said were important. So, they're going to look at that and they have a team of uh people who uh will look at all of the applicants and
they'll say from their perspective, here's who they recommend you interview. But that is a recommendation. If there are other people on that list that you guys agree to bring in, that's your call. Okay? So, um, but once that
happens, they're going to they're going to recommend it as candidate A, candidate C, candidate D, and then they'll you'll get a little roster of how A is tied to a name. Um, so it'll be self-explanatory. It's probably a lot easier than what I'm sharing now. I want
to have everything in place, and we'll be highly organized on this part, but everything in place. So the morning of the uh 13th once you make those decisions then I will reach out on the heels of that meeting and make invitation. I'll
call every one of the candidates you want to interview and we'll set up a time for their interview the day and time and that's already been established in that lure document which is on page uh four or five of page three and four
of your packet. Um, so everybody in the state that might have interest in applying will see that we're going to interview for this job on on Friday, May 15th. And they should set that whole day aside if they have interest in coming here. So that when I
call them, it's not a surprise and they're saying, "Okay, I'll take the slot from 9 to 11 or whatever." And at that time, I'll explain to them some of the things that MSBA suggests in here, but it's here's where the interviews are going to be. here's where you should
park. Here's the time of your tour if you decide to accept it. Here's uh where you're going to be coming for the interview. Um and I'll give them as much information so they're they're not surprised about any of the you know the
setting that we're in. Um but they're not going to have access to the questions. uh and we don't even know what those are and we won't know until that we'll finalize them on on the 13th of May even though we've already looked at a
preliminary list of questions 12 and remember I I just randomly assigned a question to each one of you. Uh since that time, uh Scott and Corey and I met with Paul Lowry and and uh Teresa
was Teresa's last name. Brown. >> Teresa Brown and uh Marine Hineki. And we asked uh based on your approval of an enhanced feedback system, we asked them to identify as many as 10 or 11 people
total. I think that includes students. uh who would actually sit in on the interviews and we had their rights or what their responsibilities are explained to them. So the responsibility to hire the soup is on your shoulders,
but you can take input from folks. And so we designed a system where if I was one of the teachers that was selected, let's say, to be a representative of this building as an example, I will be sitting in on the interview, and this will be a little different than we did
it um three years ago, but I would sit in on the interview and I'm going to have a device, and I've worked with Dave Radits. Uh there's three three areas of information that I can fill out at the end of each interview. And the first one
is identify two or three things that uh or qualities this applicant has that you think would help him or her thrive in this district. The second question is identify two or three things where they got they're going to have to get going or get up to speed or make improvements
if they're going to be able to thrive in this district. And the third one will be just some open comments, some general comments, but they're steered because we don't want any of those people to put you in a situation where you can't
please don't choose Rick or please don't choose this candidate or this is the only person you can choose. That is your responsibility. And so we're uh we're gonna ask Dave to pick off those kind of comments, but they'll
put they'll enter it in their device and at the end of each interview they'll have the opportunity to provide their input. That's why we have 15 minutes set aside between interviews and when they push send, it's going to go to a Google doc and it will accumulate over the
course of the day on all three or four interviews. And when the interviews are done, you're going to be handed hard copies of that Google doc and it will have all the comments, how they think they could thrive, how they think they might need to improve to thrive, and
then the general stuff. And we will take time before you actually go through a selection process uh to make sure you get a chance to read all those. And thank you to David and Julie Asfeld for helping set all this
up. Or I should say they set it up. Uh I didn't do a darn thing with it other than explain the concept. And uh but it really it really works well is my job is to get as much information to you as we can before you you choose a candidate.
And if you choose to ignore it, that's your call. If you choose to make that absolutely viable, that's your call. But we want to have staff be empowered to provide some input that uh they think's important. So there's representatives
from all different branches of our staff and I think there are two students, Scott, right? >> I'm not sure. I there should be two students that get identified who can come and sit in on the interviews for the full day and they'll also be
providing that kind of input and and Dave will be responsible for talking them through how that all is going to go. >> Any questions on that? >> How are those students being identified >> uh to to sit in on the interviews? I
don't know that they have been yet, but um what what uh what I ask for is a representative from grades 11 and 12 and a representative from grades 9 and 10. And I can leave it to you to >> Yep. I'll make sure you have it.
>> Yeah. So, um, you know, hopefully it'll be somebody that's been engaged in a lot of activities that, uh, would be kind of worldly as it relates to how they respond to questions. >> Scott, did you have any thoughts on how
they'd be selected or? >> Not really. >> Um, >> that's if can find anybody someone like I said, well, we might get a free sub out of it. Well, I I think that I maybe it wouldn't
hurt just to po just to post it. If anybody's interested, at least walk down and then we can see who's there and take it from there. >> Um >> I'll find out. >> Okay. All right. That sounds good.
Okay. So, uh on the 13th, what we're going to be doing then is meeting to select your top candidates. And I'm not even going to know, you know, much about that unless MSBA allows
me to be part of that recommending process they go through. I won't recommend anybody. But if I can, that'd be the only chance I have of access to that. And I don't really need it. It's your call. You know, it's it's your responsib
to ensure that you have access. We can oruh Corey's actually this is a Lee Warren question but yeah Corey could say we're okay with Rick uh sitting in or having access but they won't give me
access to the applications. They might allow me to sit in on the on their process but because I'm not an employee of the district legally I cannot have access. I'm a consultant.
>> Yep. >> You're hired and getting paid by the school district. So, are you not an employee? >> Well, my responsibility is to facilitate the process. They're very adamant about protecting your the responsibility that you have
just being on your shoulders. And I'm okay with that. They they actually have this is my second time doing this or third time doing this, but it's um it's it's meant to protect the applicants.
So, and I'm okay with it. But believe me, I'll answer any questions you have as we, you know, as we go through that. Um, >> but the problem with asking questions, if I ask questions about a specific individual and how you would interpret it >> at a public meeting
>> at a public meeting. >> So, you won't be able to do that at a public meeting. >> Do you know what I'm saying? >> Yeah. >> Okay. I mean, it's just the data privacy law as it's written. However, it doesn't
prevent you all from doing what you always do as a board, which is, you know, how do I how do I sort through this? And so, I might call Shannon or Shannon might call me and say, you know, I'm having these are my thoughts. Um, can you shed any light on this? That's
as long as we're not talking about a name, that's not >> like I could say I I need some iffy about candidate A. Yeah. >> But I can't say the person's name, >> right? >> But do you but you won't be able to see it though, right?
>> I won't I won't see I won't have access to the applications. I will be if if it's okay. If Corey clears this with Lee, then I will be able to listen in to the conversation
and correct them if like uh when when we did this before um they had an a perception of what the board wanted in terms of what was those six things that were important, those six criteria, >> and I could shed some light on that. And
they could say, and then they'd ask, well, how important is experience? Well, right in our in our brochure here that went out, we said uh I mean it it has value, but it's not a must for the position. So, it's kind of like
collectively I would be giving them some insight from from my conversations with you all or history with you all. >> So, we have a maintenance position open >> still or no? Um,
>> I'm trying to make maintenance for till May 18th. >> Can you be a >> Well, I do have some experience cleaning things up, but >> I have direction over that. >> I kind of like this.
>> I might be doing more of them temporary contract or do we have to have it post it? >> Yeah, I'm sure you have to have it. we don't have to go there. There'll be there's there's enough latitude, but um and and I just want you to know like
one of the reasons that I'm willing to uh work on this end um which is very different from how MSBA does it any place else. you know, they usually do the whole thing, but I I do this because I feel like I know the district and the
board more intimately than Lee Warren or whoever they would assign to it. And I think that that adds a quality dimension that you don't get when it's just general. Now maybe there's something missed too but
um okay so uh getting back to this then Friday morning we will be convening by 8 and if you could come a little bit early that'd be great but remember now there'll be the six of you in the room and there will also be 10 or 12 other
people who will be uh the representatives and uh we'll be in the lack lab and we're going to be like on that schedule to a T. So if you remember the interview questions are 65 minutes, not 66.
There's going to be 10 sec 10 minutes for the candidate to ask questions, not 11. They could go less and then there'll be that 15 minute window for the representatives to supply information. But remember, we're coordinating tours
and everything else. So, we're going to stay on schedule. And actually, it would be a violation for us to extend to candidate A 10 more minutes than maybe candidate C gets. So, it's about equality. And
>> we decided who's driving people around. Do we know that yet? >> Well, that's what we'll do. >> No, I mean, do we know who it is? >> Not yet. Um, but um I'll I'll work with Scott on that. I think last time we had uh >> wasn't it Ramo?
>> I I think Paul Ramo helped us and maybe Lisa probably would have it to who we used before. >> Brenda I know did last time too. >> Yeah. >> So number. >> Okay. So that is for the schoolboard
meeting on the 15th. on the 16th. That was the date you we set uh MSBA wanted to set us have us establish a second interview date just in case we need it. But it could end up that after the first interview, this is what happened when uh
Scott was there. I mean, I remember when Scott was doing this there, we went back and forth. You went back and forth and back and forth and back and forth, back and forth. Remember that? >> I think it was 2 a.m. before we finally got out here. >> Then we finally called them. I mean that was
>> it wasn't that >> that was brutal. >> Oh, okay. At any rate, um we dispensed with the second interview then also, but because it's a public meeting, we have to set the date and Lisa's already got
them posted. If if we don't need it, if you decide not to use that date, then we'll just cancel that meeting. And then you guys would have a uh directive to either the negotiations committee or the schoolboard chair to negotiate a
contract. We have the latest MSBA revised contract already uh with SUV so it can be p customized based on whatever that dialogue is. But with the with the latest law changes from a couple years
ago in the state, um, sick leave and ESST time and whatever that thing was that started on January 1, that new law that all has to be incorporated into the conversation. It's important to for you to know in
case anybody asks, and I figure you already do, but um any any uh teaching person that's got a license in the school district. So, this would be teachers, uh principles,
assistant principles, all have uh are entitled after three years of successful service in a Minnesota school district, they have tenure. The superintendent of schools does not, your business manager does
not, your maintenance guy does not. Um, so they are pretty much at will employees. So you might as well get used to this. Anybody that we uh hire for this position is probably going to want
a three-year contract. It can't go beyond that. Legally, it cannot extend beyond three years, but it could be one year or two years. However, it's a signal of support that a the superintendent would look at to get a three-year contract.
Um, but once once that happens, there's no assurances of a second contract. That that is something that you'll do once the first two years are over in the first contract. Um, just wanting you to know that's how that the new contract will read. And
then Monday, you'll meet at 7:30 in the morning, and that could be a 10-minute meeting, but we'll have to make sure we have a quorum. And that would be if uh the personnel committee or Corey's successful negotiating the contract within the terms you you announce.
Then uh that will be signed by the new candidate and it would be presented that morning. And all we need is to convene the meeting and you to ratify that vote. And I I just want to make sure that any
of the dialogue that you have along the way is is done before you take a vote because I think that to get a candidate to accept a position, a unanimous vote
is is pretty much the rule today. And uh I mean it's it's not a rule. I shouldn't say that. It's it's it's the it's the indicator, the trigger that says to the candidate, I have full board support here and uh so I
have a reasonable chance of adop uh of uh accomplishing whatever it is the board wants me to do. Make no mistake though, they work for you. you you are the leadership and you your responsibility to hire the soup and then
give him or her another contract is conditional upon the work that they do in that three years. And uh so I'd probably be laboring that a little bit. I don't mean to. I just want you to know that'll be very important to whomever we
bring in. Okay. If you flip to page two of your agenda, um, we have to finalize and assign the questions the school board members will ask.
And they were on page, I want to say 10. We don't have to actually finalize this today, but if you look at exhibit seven on pages 10 and 11, that's the roster of 12 questions that the board approved the last time we met. And we'll just keep
that as a tentative approval. And after this meeting today, I will talk to Meen and Paul Lowry and um Teresa to see if they wanted to solicit a couple questions from each one of
those groups. Then you can consider those when we meet again on the 13th and you can substitute one or two or three of those for the questions we have here. But it's maybe they'll ask a better question more in line with what
you were thinking about and it'll be phrased differently than than what we have here or might go in a whole different direction. Uh but um I think the other thing was we had to
decide who's going to ask the questions and right now tenatively we were going to go round robin. So each of you would would ask two questions I think and as the board chair Corey would introduce and make sure at the very beginning of
the interview that he asked each one of you to introduce yourself to the candidate and that type of thing and then Corey would lead uh the idea of hey now it's time for you if you have any questions uh as a candidate to ask the board and then any of you could answer
those questions um or you could decide I, you know, one person's going to that's still to be done. And so, um, item number five there, I I've actually put together the motion so that once we
get those other questions in, if there are any, then we can revise and then we'll approve that list. But I want to keep that as a separate item in terms of the actual roster of questions.
So, it's not public knowledge. So, if we approve the uh a document versus here's the here are the questions that we've agreed to. We're going to ask Lisa to keep that separate and then that will go to each one of you. The morning of the
interview, the candidate will be given those questions to have in front of him or her. So, if they start to answer a question and kind of get tripped up uh or forgetful, um what was I saying? No, I'm just teasing.
But if that were to happen, then they they have a reference, right? >> Memory care appointment today, I hope. >> Yeah, I'm going to my memory care stuff afterwards. So, that that is a something that we'll have to finalize on uh May 15th. And then the other thing I wanted
to do today was just uh go through this thing that we tal or go ahead. Sorry. Um on those questions. So getting through all of these I see as being a a challenge. So I think we need to make sure that we
have the ones that we want to ask very early because I've never gone through an interview with 12 questions before. If I can get through four, I'd be happy. Um >> I think we have depends upon the candidate. >> Yeah. >> So, some of them we've whipped through
in like 30 minutes. >> Yeah. >> And others have gotten right up to the we got to cut you off. >> It's a very good question. Okay. And I think >> we need to prioritize >> on the 13th, >> but and it it it leads to this. So, when
I'm in the room, >> um I'm going to be positioned. So, we're giving whoever is leading the interview. I think it'll be Corey, but I'm going to say we have 15 minutes and I'll be texting all of you. If you have your phone there, you're going to get a text
from me with about 25 minutes left. So, we try to pace it, but it could be that Corey has to say to the candidate, um, you know, from a equity thing, it's important to the board that we spend 65 minutes in questions. So, we're going to
need you to be um a little more succinct or respectful of that. Uh but that's why I say we have 65 minutes and and it's it's intended to be about five minutes per question, you know, and so we we should be okay,
but I'm like you like sometimes there are people we don't get through the first three. They're still we've said, "What's your name?" and they're still talking about it. Like if you were interviewing Rick, we get through. >> Yeah. I didn't want to do this, Kent, but they they put this schedule on me and said,
"Ah, if anybody's like you, we got to have time like me." But it it's really a good point. Uh and that's why we're going to limit it to 12 also. Um so, but we'll we'll be doing the pacing thing and Cy will that'll be
his responsibility. I think to that point I think we all got to fig figure out before the 13th what is the priority going forward right so what is our projects are not anymore I think we're done hopefully >> well my thing would be making sure that
they keep getting m maintained >> yes I maintained but what's what's next right we've got all the buildings figured out so what is next is it driving this result or that result would the theme be >> accountability
is going to be really important >> or academic, you know, trying to get academic growth or or whatever. >> Um, >> but I think we have that theme, then we can >> prioritize where the top questions >> and that that will be on the 13th, right? >> Yes.
>> So, that'll be our last chance to really solidify what this is going to be and that'll be two days before you actually do it. >> Okay. So then the next thing and and you'll see that when we get there, I'm asking for a roll call vote so that it's
recorded who's in attendance and that everybody's on board. And then the board members will discuss the uh the four candidates, let's say, that you interview. And when you do that, I I
would ask you to refer back to your packet because there are ways that you can do that. without um degrading somebody or without final uh being hurtful to somebody that might have interviewed with us, but there's no
chance, you know, that they're going to see the light of day. And and what I've noticed, we did this the last time, was there'll probably be a person or two or possibly three, but at least one or two
people that sort of rise to the top. And so the way to do this productively without violating anybody's rights would be to have that loose conversation in the room. Hey, does everybody have a couple top candidates?
And then uh so let's just use this as an example. Kent would say, "Yeah, I like A and T." Dan would go, "Hey, those are my two." And and so it can be that simple.
Um because what we want to really get to is talking about those that are relevant to possibly getting an offer. And you you can do that at the meeting, but you we don't want to say, well, this
guy, this Rick here, he talked for 25 minutes when we asked him his name. Like, we can't have that. >> Um so, you don't have to say that. you don't have to have it, but instead of saying it, you just go, he's not my top list.
And generally speaking though, um when you have a board that's been together pretty much like you guys have, there are things that you're looking for that uh are common and u so you can be thoughtful. There might be other ways to
do that, but MSBA really encourages not to say, "Well, you know, this person got fired three times in his last districts and I don't know how he got through the interview." Like, we wouldn't we don't want to go there.
Uh so then what happens is on the day of the 13th or of the 15th we'll move to item number six and that'll be the that's going to be the motion after you've had a chance to interview them
after you've had a chance to look at the community input which you're going to get uh a couple day within a day or two after we close that. I think that was May 7th or 8th >> sixth. Okay. So, starting the next day,
let's say May 7th, Dave will send out the survey results to you and we will post those on our website from a transparency thing. I think you told me Dave, did we have like 60 some already? >> Last time I looked it was like 61 >> 61 >> 3 4 days ago.
>> So, we want to be acknowledging to our public, hey, we're looking at the feedback that you took the time to give us. So that wasn't just something that got dissed someplace. And uh and so when you get that, you don't have to talk about it, but please take the time to
review that information. Then you're going to get the same stuff from those people sitting in the room along with you at the reps. You're going to get that information to look at. And we're going to have all that before we do number six or as part of number six.
After you've had a chance to reflect on all that, then you can have the dialogue and you'll choose here are the people we're going to interview and that will be A B CDE E and that's how we'll put them in there. The candidates are listed in no particular order below
and they're by their alphabetically assigned number. Okay. So after you you do that, that'll be a roll call vote. Then when you go to the top of page seven, now those people have been identified. So this is the motion that identifies
them publicly. So we have to make this transition from alphabet to actually here are the people we're bringing in. So this would be candidate uh uh Scott and he's currently the candidate or the currently the
superintendent at someplace else. And this will actually become a press release then. So when it becomes public, we make it public to our community. Um we make it public to our staff.
Uh and uh it actually can be released by the newspaper, the radio station, and just just by whatever we provide. But you'll see we give them the name and where they're currently at. get there someplace or they might it
might say formerly a superintendent at or formerly a principal if they're not currently employed. Notice that the interviews are open to the public. So we'll have a few extra chairs so the public can meander in or staff can meander in during the
interviews but uh we will not live stream the uh the interviews. And the reason for that is if I'm the fourth interview, I might watch the interview of the first person and now I'm gonna be able to tag
12 questions and do a little prep for uh and so it's actually MSBA. I don't know that it's a law, but MSBA says in order to be fair to everybody, uh don't reveal your questions in advance.
Um, and then finally, I'm really projecting forward now. If you have somebody that you want to hire, let's say somebody you arrive at, and this would be after the interview process is concluded, you've looked at everything.
Then this is a sample motion of how that would look. So you can see it says following the completion of the first round of interviews and schoolboard deliberation uh board action may be appropriate extending an offer of employment for the
position of school superintendent to Joe Blow contingent upon negotiating a mutually agreeable employment contract which will have to happen between the time you make that offer to that person.
So that could be Friday night and then Friday night, Saturday and Sunday the negotiations would occur on the contract so that we could get that contract to the employee or the superintendent for signature.
So when you meet on Monday morning at 7:30, the contract's in front of you with all the terms listed and uh it's signed and then you would ratify it and uh that takes a roll call vote and it
will be dependent then also on a successful background search. So I think items 6, 7, 8 are all preliminary, but I want to expose you to these are the motions that we'll be getting to as part of the process.
Question, Dan. >> Yeah. So what sense does it make waiting till we've went through this whole process, selecting an individual, and then doing a criminal background check only to find out potentially
that they do have a background. and we are we're not able by law to hire them nor by conscience to throw all this out the window. Wouldn't it make more sense to do criminal background checks prior to interviewing them? >> Um well
>> now tell me that's a privacy thing and it's not fairly it's a really good question but once you identify here are five candidates then I mean it could be a board committee or it could be me as a facilitator. I will be looking into
their background. Now, I'm not the Bureau of Criminal Apprehension, >> but if somebody's got a career that they've been someplace at, we're going to be able to vet that. They will identify in their uh applications, which are now public.
So, I can look at all that. I could call I could call Redwood Falls and say, "Hey, is there anything in the closet on Rick Ellingworth or you know, so we will have a pretty a pretty good
idea, but the law requires that we uh prior to a mutual agreement, they have to pass a background check. I I don't think we're going to miss it. The school districts that get into trouble on this, they haven't vetted at all.
They they had people come in. This was down in De Mo, Iowa recently. I think they they had somebody that wooed them and boom, they've they hired them and all of a sudden something came up. So,
>> um so that that's the answer. we're it it could happen, but in the end we'll catch it anyway because it's got to be done by law. And uh I don't I don't know of anybody that do
that does the background search um or the vetting more intensely than that prior to an offer. But we we could do whatever. Uh, I think we just have to announce Well, the thing is with BCHX,
you don't get them back like >> in a day or two. >> Doesn't take a couple weeks to get >> Yeah. >> And they're uh each we do it for everybody that we hire. So, when we when Scott offers a position to a teacher right now, it's conditional upon the
background check coming through. And sometimes there's something that comes through that we need to talk to the candidate about, but then that's administrative discretion and okay, well, this was something that happened 5 years ago. It's not related to kids or,
you know, um, so >> we could use that Minnesota State one >> and that will take as long. >> You can just type in their name and see what they've been arrested for. >> Oh, I see it.
Minnesota courts. >> I think the reason they use the BCA is because it's a it does a federal >> does the federal search. >> Yeah. >> Yeah.
>> I don't think you did that when you hired me though. >> I absolutely did. >> Oh, you did? >> Machine. >> It was the 70s anime. >> Give him a little bit of leeway. And I tell you, nobody checked to see if
I graduated from college, though. Okay. So, Corey, that's if you guys don't have any other questions. That's kind of where we're at today. >> The only other thing I had was do we need to retain our notes for the interviews? >> Yes.
>> Very, very good question. you can um then any notes that you take and so the questions that we're asking so I'm going to be asking Lisa to put two questions on a page so there'll be the question then there'll be comment sections that you will take notes on if you want and
there'll be two on a page so you'll get with 12 questions six pages and then that's a a very good question Kent because that is part of the public record so we will collect those afterwards and uh put them in a file.
And if anybody ever asked about that, um it's it's a public information. So when you write your comments, it's good to be aware of that. Um >> and now with the input from the others,
I assume that becomes part of that as well. >> Yep. All of that will go because that's what you're considering, you know, in your deliberation process. And the people that are sitting there once we start deliberating at the end they they leave right?
>> No they can it's a public meeting. >> Oh so they so like the teachers everybody can stay in there too. >> Yeah. Okay. >> Anybody that that whole process is by law public >> and that's why I want you to be thoughtful in advance like how how do we
communicate in a way that is not hurtful to one of our candidates? But these are really good questions. Uh if you think about public data, just about everything is
um emails like uh every I don't know if the staff always remembers this, but email that's all public information. Texts is public information if it's if we're using school district uh resources
to provide it. Okay. Okay. Well, it's 8:20 and I don't want to waste any more of your time, but if you have other questions, otherwise Cory, I'll turn it back to you. And uh so, a couple of things. One is everyone in agreement uh that I asked
Lee or MSBA to allow Rick to sit in on the recommendations. You're okay there? Um, Lisa or Scott, can we get paper over the windows at the lack lab so we don't have traffic or scene traffic in the hallways
or outside, etc. Everyone's okay with that. >> I agree with that. >> And then you'll have the bells off and the speaker off and all that. So, next meeting is the 13th. Look at the questions. Look at the theme that
you're you think we should go with with those questions. So we can get you know what we're looking to drive out uh the next uh well for sure three years potentially longer. Um anything else?
Okay. If none I'll take a motion to make >> motion by Scott, second by Shannon. All those in favor? >> I opposed. >> Motion carries. We are journed. Thanks everybody.