7:30 on Thursday, April 16th, 2026. We'll call the special board meeting to order. Board members present uh this morning or Sham and Scott, Corey um live and virtually. We have Kent join us.
Danny and Matt are are absent this morning. Uh move on to 3.0, the approval of the agenda. Is there anything to add to that agenda, change, etc.
Okay, hearing none, then I'll take a motion to approve. >> Make a motion by Shannon. >> I'll second. >> Second by Scott. So again, roll call this morning. So Shannon, >> yep. >> Scott,
>> yep. Yes. Ken, >> yes. All right, motion carries. Uh, we'll then jump to MSBA. Uh, Lee is with us this morning. Thank you, Lee, for getting up early and and, uh, being with
us today. I will, uh, turn it over to you. >> Thanks, C. Glad to be with you again. Uh, you know, sometimes I'm always a little concerned when I come back for a second or LA. Last week I was in Boston for
career time and the last few years but glad to help you for sure and thanks to Rick uh for being part of this whole process. I know that you're on time not only this morning but a timeline far as short
putting the process up so that you get the maximum number of applicants in the shortest amount of time. So, uh, I'll try to, uh, pull through this as quickly as I can this morning. And, uh, where we kind of, uh, use some things from the past, but it was only two years ago that
we did this. Uh, first of all, just a couple of reminders about statutes. Um, through the process, everything you do is done in an open meeting. Uh, negotiations done in an open meeting. Your deliberating done in an open meeting. When you talk about candidates,
uh, that's done in an open meeting. and I'll explain about that as well. Um, but we just uh remember that everything's in an open meeting. Secondly, uh, applicants don't have veterans preference. Superintendent fall into a separate category. They don't uh they
don't uh uh have preference points that you apply for them. Uh, they are at will employees or contract employees. Uh, so they're different and unique. Uh, and taking a look at Rick, you'll know that. Um
uh the the board owns this process. You can't give it away anybody. Uh by statute you're the make decisions. Some boards like to have a lot of outside people involvement and that kind of thing for various reasons whether it's political reasons whether it's for uh
you know uh just a a more wide group of people being involved. Be cautious. Okay. uh you're the one that has to make the decision. You can't ask somebody else and it just not too many years ago. Uh I worked in district wasn't terribly
far from you where they had a community group do interviews. Uh then I took edity from that group to the board. They interviewed interviewed him and when it hadn't done the community group came in and told the board they absolutely were
unanimous about candidate B. However, the problem was the court was unanimous about candidate A and it created quite a conflict and the court hired candidate A and to this day in the last six years they gone through three or four
superintendents board members have switched over and it's caused massive fight. So be careful uh how you go having outside in uh input always do it. Rick is familiar with some of them. I'll
always provide some guidance as well. contri and then uh uh I'm getting a lot of feedback that >> Yeah, Dave Dave is uh messing with the m
with the uh sound here because you're kind of breaking up for us to also >> just I'll say Okay, no problem. Um, both the, uh, one of the things we want to look at then, uh, today is, uh, we want to put
together the timeline because in the advertisement, the candidate looks at it, they want to block off the dates you're that the applications are due, when you're going to be doing interviews, all of those kinds of things. So, we'll do the timeline. Secondly, we build a
vacancy vote for um in consultation with Rick uh and if Rick's probably talking to Corey, I'm not sure. Uh we put together a draft app for you to have a copy of that's based on the the uh draft we used last time. uh we did a community
survey at times. So we didn't uh plan on doing that at this point. All in the interest of trying to shorten that window for applications. Um we'll do that vacancy brochure. We've got everything lined up on our end. We typically would go live with the first
thing for almost fourth per. But we've built everything and got it all set on our so that we go live tomorrow morning. That's our plan. uh we would post the timeline vacancy brochure
and we provide that uh to you to put up your website because anybody that is going to be looking at the job the minute they see there's an opening uh they will go to your website and start digging around. So, uh, and we this the last time we we built a, uh, you one of
your folks built probably David, I'm not sure who, uh, a landing page on on your website and superintendent search and any documents they have were placed inside that for anybody to see. Uh, in addition, we will supply other
information as necessary. Now, our part of the contract is that uh we will do all of this early stuff and the advertising. Matter of fact, there'll be an email that will go out to all administrators tomorrow uh sharing your
opening and uh providing the link to MSBA so that they can look at all the data. Um I've actually had three of these uh short uh timeline uh meetings in the last week. uh there there are two
other districts up north that are doing the same uh the same thing we're doing. So we we to condense this an opening of about 3 weeks or less uh for you to consider. Um then uh uh we will uh
review all of the come through and I have a team of people like me. there'll probably be three of us and we will go through all the applicants and uh you know one of the nice things about using MSBA is that uh if we don't know everybody directly we know somebody who knows them only one degree of separation
so for Minnesota candidates it's really easy uh to to find out about them um and we will provide you with a recommendation I think we looked at u May 8th as a possible uh by May 7th I
think midnight on May 7th for the applications to be due May 8th, the morning of May 8th, we put our team together and then later on, I hope May 8th, I that's really pressing it, but I'm hoping that I can then send uh you
uh recommendations uh for consideration to offer an interview. We don't tell you who to interview. We just say, "Here's some folks that match what it is we think you're looking for because of the leadership profile that you put in your vacancy brochure, because of what we
know about the district." And we'll be part of that discussion as well. Um, so that uh we get the best uh advice we can provide you as possible and I'll give that out to all of you as as board members. the uh information that you'll
get access to from May 7 at midnight is a deadline in the morning on May 8th. Shelby Herrera from our office will send you an email and you perhaps remember this where you can create a username and password that'll allow you to get into
our online uh registration system called Revelis. Revels all of a candidate's papers. So their their application, their work history, uh their letter of interest, uh their uh references, uh everything that they submit uh that we
see, you get to see and you get to see it 24/7 throughout the process. So even when you're interviewing somebody, you could have your computer open and be reading through their resume while they interview if you choose to do that. So that'll be made available to you. And so
we'll we'll uh take care of everybody's application and provide all that information to you as well as uh our team's recommendation for who you might want to consider offering an interview to. The question always comes up, how many applicants, you know, are we listed?
What what do you think we're going to end up with? And the the plain simple truth is I don't know. However, uh a few years ago when we were looking at candidates, the pools were relatively small. This year, the pools have been really fairly uh good sizes. Uh the
districts your size have easily pulled in 12 14 candidates. However, a number of those people have gotten jobs. We are a little late in the season. Um so, we'll see uh just how that goes. Uh what
the districts that I'm working with that are on the same short timeline that that you were on already has like six or seven applicants. uh and they close I think a day or two before us one extra week of four or five days more uh of
advertising. So it's possible you could get some uh a number of applicants to to take a look at. Um, one of the really important things and one of the areas that you can get into trouble with in a hurry is uh, and by
the way, if you if this becomes a violation if you don't keep their information private, this will cost you financially. And I'll give you an example. Candidates are are protected by statute for privacy. So, when you see a
candidate's papers, you can't tell anybody about them. uh their names and information are kept private until and unless you decide to offer them an interview. So when you get to the point uh on the timeline that you want to uh
decide who you want to invite to interview, once their names become public at that meeting, then uh uh anybody else who was not offered an interview, their names must be kept private and their information private forever. Um, so that's the one area that
you can get in trouble. There was a district not too long ago uh who uh shared information about a candidate uh and they candidate wasn't selected to be hired uh filed suit and won and it cost them a lot of money. So be careful about
that. That's that's one of the areas you really want to be be cautious about. So, you'll get to look at these applications then beginning on May 8th and then um in a second we'll talk about the timeline and let you pick out dates. Corey, I'll
I'll toss it back to you to discuss and decide those dates uh in just a second. Um, and then, uh, finally with the with the candidates's information, when we send you the list of names, there'll be
a letter attached. You probably remember a letter A, B, C, D, whatever it is. Uh, and so when you go to talk about candidates in public, we thought you use their letter designation. So Rick might be candidate A. I'd like to be candidate B. And so as you're talking about rich
candidates to offer an interview to, you could say candidate A was definitely somebody that I uh want to uh to interview and we think that that would be a good candidate. Candidate B loser. We're not going to use him. You know, forget about candidate B kind of thing.
That way you maintain their privacy. So when it comes time for you to make the motion to approve the candidate uh to offer candidates to offer an interview to the motion would be I would move to offer uh interviews through candidate A
and C and the motion is passed that way. When that's done then you can release the names mix the order up so they can't attach the letter to the name and you will have protected yourself completely as far as the privacy goes. So, um, let's talk a little bit about
timeline. Um, what we're looking at, today is the 16th. You've got the timeline in front of you. Today is the 16th. Um, and, uh, we would start posting tomorrow, the 17th, and um, we've posted
almost everybody looks for a superintendent job. Arch is looking at MSBA's website. Some people do look at MASA, the superintendent association. they posted as well. We also post with Ed Post uh and uh uh some in some cases
districts would like us to go national. I don't know if that's your interest. I don't think it's necessary. Uh but there are some districts for example that use the uh the National American Indian Education Association uh and uh whatever they charge is what cost you to go get
involved into that. Some districts use the National Hispanic Educators Association, uh, etc. Some of those are responsive. One of those associations we use, they only charge $90 to run it for a month. However, they didn't put it in
for over a month and by that time the opening had closed. So, I'd be little cautious about how to do that because you're on a short time frame. I'm not sure if that would be helpful to you. I think uh the candidates that you'll get probably be people that are already
looking for a superintendency or uh hear about they'll see the email that goes out to all superintendent, administrators, business managers, special ed directors, etc. Um they'll see the email and they'll get digging.
That's how the word will get out. So then uh we'll be we'll have the opening uh available from the 17th until May 7th. Um and again you'll get to approve and submit it. This is just our proposal. May 7th at midnight is the
deadline. The 8th uh you'll get that email from Shelby. She had great instructions on how to go about setting up your username and password. As soon as you set up the username and password, Shelby uh will send you uh shortly thereafter the link to let you get in.
Normally, we do it the next day and everybody call the same time. Shelby has agreed to try and get it out to you that same as soon as you do the username and password. She'll send you the link so that you can see you get one extra day to look at uh the candidates papers.
Somebody said, "How long does it take to look at papers?" It really does. Some people take a really thorough time. They take a a deep dive into uh say their references and all that kind of thing. Uh you could spend an hour easily. Uh
sometimes more. Uh it's totally up to you. I don't know how many papers we get. Uh but uh by us sending you uh our recommendations or the folks that we think are the best match might give you a chance to look at those people first and decide that that might be somebody
you want to consider uh and then move on to the others or whatever. But you will have time. So um then uh Corey the next dates uh to uh determine are when uh number one when do you want to meet to
determine who you want to offer an interview to? I would say give it a couple three days. You know if you did it on the ETH that is uh what date is that like Thursday or Friday? Yeah, it's Friday.
>> Friday and then then you'll have to the weekend everybody do that. Even though I think isn't that Mother's Day weekend? Um and um then uh more importantly, but
my wife doesn't just like to say that. Um but the uh uh whenever you want to meet then after that Monday, Tuesday, whatever is a good time uh to pick out who you might want to offer an interview to. Then the question becomes how fast
can we do the interviews based upon when we uh invite them. Usually at least give them a minimum a day if not two to to get the information, make their arrangements. The reason we establish these dates is that we'll put a hold on it on their calendar so they're
available. So if they get an induct from you, they know that they're free and uh so then you conduct the first round of interviews, pick a date for that and pick it for the second round of interviews. Question always comes up then do we have to I mean if we get one
person who's you know as above everybody else, can we offer uh she or he the contract after the first round? The answer is yes, you can absolutely do that. Um, more than likely you could do the first round interviews in one day
with an extended session. I don't know how many people you'll get with a guessing game. Um, as far as time goes, uh, at least an hour for an interview and give yourself 15 minutes of leeway time afterwards. So you can either uh
take a r a health break or write notes or or you know juggle people in and out kind of thing. So you can easily report people if you start at 5:00 and you're done before 10 o'clock at night. Um so if you go during the day it's you know
isn't much of an issue. Uh, I'm sure some of you do interviews and know that if you do like five or six in a day, your eyes start to roll back in your head and get a little numb. It gets real hard, but it can be done.
Then, um, the second round interview typically set a date for that. How much space between that one and the first round? Totally. Um, last week I did a district where they they did the first rounds uh Tuesday and Wednesday and the
second round was Thursday and so they interviewed people two nights and immediately invited them back for the next night. I haven't done one of those back to back to back for a while but it's possible to do that as long as the candidates know in advance they make uh
preparations. Um but typically they have a day or so in between so people can adjust. Um so how fast can you do it then looking at that calendar that uh May 11th is a Monday I believe. So you have
that whole week to work on um and get things put together. Rick had put together some some suggested dates and I'll let him kind of talk about that. Uh but uh it's very possible that you could uh screen candidates on May 13th and
then do interviews on Friday the 15th uh kind of thing and whatever you want to do. But at this point you have questions about timeline. Corey I'm going to hand it back to you and you guys can discuss and decide what aids you would like to use.
>> Okay. Thank you Lee. Corey, if I could >> if I could jump in here just just for the sake of time and everybody's schedule. So, if you're looking at that handout that Lee gave you, you'll see the 16th um the 17th they're going to
post. That's tomorrow. And then I would suggest or I would like to have a special board meeting on May 4th. That's a Monday. Um, and uh, at that time there's stuff that we have to go through or that I want to go through with you about the interview process,
questions and all that. And I will send information out to each board member to look at in advance so we can make that a fairly short meeting. But you I want uh uh I want you guys to own the process and we want to make sure that we're the
high level there's a high level communication at board level because like Lee said even though everybody wants to be part of this there's a way for that to happen but the responsibility falls on your shoulders and you can't delegate it to anybody
else. So on that sheet that Lee gave, May 4th would be a special meeting and then May 7th is good for the application deadline. May 8th would be MSBA reviews their applications and they'd also be sending that to you at that time. Uh
then we go down to the yellow and the second tier boxes there, rectangles. I would suggest May 13th, that's a Wednesday, that we have a special board meeting and that would be for you to determine the finalists.
And uh in a packet that I'll give you after after Lee gets done here, we've I've laid out a interview schedule in one day for either four or five interviews. Now, maybe you wouldn't need that many, but um I think because of the
lateness here, we're going to get to a point where if we have four or five pretty good candidates, you'll be able to find a superintendent. Uh so that would be May 13th. We choose that. May 15th, as Lee said, would be our first round of interviews.
And in my experience, uh, in the last two thing, which is the only times I've done it, one round of interviews would be enough. Um, and, uh, if there was some reason that you wanted to bring the candidates back, we can always do that.
But I just suggest we plan on one round of interviews. That would be May 15th, and that would be an all day thing with uh, probably four or five. And then uh May 15th, you would make that selection
at the end of the interview. We would have vetted the people beforehand. So if there's any questions about, you know, their history or any depth you want to have about where they've been, we would have the answers to that. We have to be very careful, as Lee said, about talking
about that in public, but there's a way to do it. Um, so May 15th, you would uh have the interviews and you would select somebody that later that afternoon. And then over the weekend, so the 18th,
19th, and 20th, uh, your board has to decide how you're going to negotiate with the superintendent a contract. If it's by committee or if you just delegate it to the board chair or you want me to do it, you guys decide that. But then we would in advance set a
special board meeting for Monday, May 18th. I think that was that Monday. >> Yeah. At uh to do a 7:30 in the morning meeting to approve the contract so that we could get um that person
hired and he or she could give notice to their current school district that, you know, they're going to accept a job if that's their desire. And uh in full disclosure, I also have a predetermined engagement that was planned ahead of time that I'll be gone
for for two or three days prior to the 13th. And uh but that schedule would allow us to breathe and feel very comfortable at board level with uh the importance of you guys uh being high class in terms of honoring all the data
privacy stuff and also giving the candidates uh the dates as I and just one more thing. So when Lee publishes the information, if this is our schedule, let's say, that will go out to
all of the candidates across the whole state or not candidates, but anybody that's looking at this, that'll be on that um uh Eagle uh demographic sheet that's part of this also. And those dates would be in there. So I just want
to reinforce what Lee said. Anybody that's seriously interested in looking at us, they will get those dates on their calendar and we have to hold firm to those. But they can see here in the middle of April that if I'm going to be invited to Lacapar for an interview, I
need to make darn sure that I set aside May 15th for first round of interviews and that I'll be informed about who those folks are going to be on the 13th and then uh they're not planning a second round. So, uh, they'll see that
we're very interested in conducting everything efficiently, but recognizing the lateness of the application process. Any questions on that? Kent, do you have anything on my what I just suggested?
>> Um, the only question I have is if I assume that if we get into this and we decide on the 15th that, hey, we need to bring two people back, we still have the ability to do that, right? >> Yes. But if if we did that because of the
lateness, I might even suggest that uh just as Lee said, if we interview first round on the 15th, that we we could put in here that a second round could be on the 16th. That would be a Saturday, but that would give you a chance to uh
be more in-depth, let's say, with questioning or or whatever if you want to fully vet out some answers. But I also want everybody to know that you're going to get to choose the questions. And the the only other two times that
I've done this, the board got to ask the first time around the questions they really want to have ants as ask. And then because we vet the person in advance, uh it usually comes up that the board can figure out and the process
would be if there's five candidates, let's say two of them rise to the top, that's where you'll spend most of your discussion time as a board on the heels of the interviews. So it it gets to be pretty efficient, but we could do that. We could post a second round of
interview on that Saturday as an example or Monday. But I I'm fine with your proposal. I just wanted to make sure if if for some reason I we we have the ability to alter it if we need to and we're not locked into it. >> Sure. Sure. Lee, do you have anything to
add to that or? >> Yeah, I I think uh got a really good point. I would go ahead if you're going to do the take the first round, go ahead and name the 16th as the second round. And the reason why is that you have a three-day requirement for the posting. That way, that
requirement is satisfied. And then if you don't need it, you just cancel the meeting. If you have to have it, all of a sudden you've got a three-day window and you've got a push back. So, I think June 15th makes a lot of sense. >> Okay. Yeah, good suggestion and Kent.
This way it's locked in and and the candidates would know we might be coming back on Saturday if that was the date you chose. >> Any other questions from board members here? >> No. Other than just a comment, Lee, we
would not want it to go national unless somebody >> I mean I'm not interested in somebody from New Jersey. and they find it whether you post it nationally or not. >> Yeah. >> It doesn't mean that people nationally can't apply. You're just not going to advertise
>> the interesting thing about uh us using the law system rebels. It was created by the Ohio State School Board Association and 25 or 26 states now use it. It's expanding rapidly and anybody that wants to can look at other states if they
choose to. Um uh we're pretty cautious about the candidates as they as the applications come in and um and out of state unless uh you know in your case South Dakota and North Dakota are logical but candidates that apply from
out of state uh the first thing we go to is why you know you're motan originally have family in the area you own land what's the connection uh or are you running away something and we're really
cautious about that. We want to be uh absolutely sure. So we do quite a bit of background. Some years ago I ran the service box national association and while there are like 16 or so in Minnesota there were 600 in the country and I did have connections in almost
every state. I still have some in North Dakota and South Dakota but sometimes I can run those down that way. Um but otherwise uh uh we do we try to really take a close look at all the stators but there haven't been that many lately.
>> So I think Lee that you could if you've got those dates down or you and I could talk later but uh it sounds like the >> talk about time what time we're going to have it at. Um so May 4th special meeting
>> 7:30 Good morning. >> Yeah, >> Kent, does that work? >> I would just want to make sure that everybody's either like Kent is online or here because it'll be very important for everybody to,
you know, the process. >> May Yeah, May 4th. You're saying May 4th in the morning? >> Yeah. >> Yeah, that should work. >> Okay. So, 7:30 >> and then I would say on the 13th the same thing. 7:30 in the morning.
And then 15th would be all day. So starting at at 8 8:00 I would ask you to be here and we'd start interviews at 8:15 if you have five or four and we just get done earlier on a five or four
>> and that that document's in front of you. And Kent, I'll I'll make sure we send these documents to you that I'm handing out this morning after the meeting. And then the 16th uh if needed. >> Now that's a that's the Saturday if
needed. >> Saturday. >> Um >> I won't I won't go into >> We could we could change that to Monday. >> 18th is better. But yeah, I mean if everybody else can make it on the 16th,
I'm fine. But >> Okay. Well, should we leave it on the 16th? That was going to be our date >> if we needed it. >> I don't think we're going to need it. >> Okay. >> So, if we have it, you set the introduce at 8:00, you say? Okay. >> Saturday. No, probably should be 9
10 9 >> Let's do >> Okay. And if we had two, it' be from 9 till about 11:45 or so. And you got to make your choice then. I don't know if there's any extracurriculars that folks will want to attend, but
>> Well, that's I have a basketball. That's why I can't go on that. >> Other than that, there's not there's nothing for the school. >> Okay. And uh uh then the meeting on the 18th then that'll be Monday and 7:30 again because that'll be
a 10 meeting. >> Okay. Before you act on the uh I'm just like to approve it if the board will post it. I want to make sure I've got the dates correct. Uh uh May 13th is at 7:30 a.m.
the special board meeting. May 15th is at 8:00 a.m. Special board meeting. May 16th is 9:00 a.m. Special board meeting May 18th is 7:30. Uh is that are those date those times correct? >> And then we'd have May 4th
>> and he doesn't need to know that. >> Okay. Okay. >> That's just uh but Lisa, we'd have to have these meetings posted and he could do it all in one posting, you know. >> Yeah, we have a sample we have a sample meeting postings and uh make sure that
Lisa has got them, but she hasn't sent them yet. I will make sure that she's that we send at least there's ample postings and I'll see Rick on that as well >> and Lisa I and Lee I don't think can we do the interviews can someone sit in on
the interviews remotely um if that were the case >> or if that were needed >> covers that yeah >> okay so we'll just have to make sure we post the meeting that we could have a board
member sitting in remotely according Yeah, you I think you're not an expert on the statue because I think the way the statute is that they need to post where they are and they have to be available to the public like you know if you're in Florida on vacation somebody's going to walk in and sit down to watch
interviews you know not going to happen but that's the statute say so so my guidance would be let's just ask everybody to have a high priority to be here at that time otherwise and then we don't have to monkey with the statute
for the interviews. It's just clean then. Okay. Okay. So, I'll take a motion uh to approve May 4th at 7:30 a.m. Uh May 13th at 7:30 a.m.
May 15th all day starting at 8. May 16th uh if needed at 900 a.m. And then May 18th again at 7:30 a.m. >> Motion by Shannon. A second.
>> Second by Ken. Any further discussion on the calendar? >> Okay. Shannon. >> Yep. >> Scott. >> Yep. >> Cory. Yes. Ken. >> Yes. >> Okay. Motion carries.
>> Uh Cory, what I'll do is we will rebuild these today. Uh, I think uh I hope we've got there there are three of us through this board interface and we're running like eight or nine searches all at one time. So, I'll try to get this out to
you uh today for a final uh approval before we uh go posting tomorrow morning. Uh if that's all right, can I send it to you by email for a fixing on? >> Yep, that's fine. >> Okay. And I will also include Rick on
that as well. Um, so then let's look at your uh look at your uh vacancy brochure u uh we use the the dates that are on here will automatically fill based upon the the timeline you just approved. Um we
use the same basic information. Um uh the points of equal drive on on the upper the left side uh we did get new uh uh information by the numbers uh those are updated. Um and about the communities are the same basic
information that we had last time. Uh and if you'll go to page two uh we use the same leadership profile. We assume that uh nothing has changed on that front. By the way, we can change any of this stuff if you want to. Um and you have indicated uh on the last survey we
did that previous superintendent experience is not required. Um the uh upper right salary benefits. This is something that changed since the last time. Um before uh uh our recommendation typically was
don't put any salary in it. Just say it's commensurate upon um uh background and and uh education experience and qualification. And um the that that year uh this the legislature in its infinite
wisdom uh passed a statute saying uh that uh we had to post the beginning uh salary range. So the bottom end and the top end of the salary range and that was passed in statute. So now districts will
go to advertise have to say that uh the competitive package will start with a salary range of blank to blank and uh visiting with Rick uh we just put a a placeholder in there of 155 to 175. We can change that whatever it is that you
want. Uh so uh in a minute when I get this factory for you can decide what that dollar amount will be but you have to put that in there. Some folks have been struggling with that. They don't, you know, they take a look at what their neighbors are spending or what they're,
excuse me, currently spending and uh uh or they're doing budget reductions. I did a district uh that was running a referendum and that actually was done on Tuesday. It's failed unfortunately. And uh so they really wanted to hold it down. And somebody said, "Well, if we're
going to use a two or three year contract, we can adjust it, you know, the following years to make up for it." And that's true. You can do those things. You can also be creative uh uh to uh put in more 403b or one time
relocation uh dollar amount or whatever it might be. Uh when you get into the seller negotiations, you have flexibility, but you do need to state what the starting salary is. So, in visiting with Rick, we talked about uh Rick's should get the, you know,
probably want a salary range at this point in time that'll attract somebody that will get somebody there. Um, so take a look at that. We also put in all new district financial information that we just got as well. So, uh, Corey, with
that, uh, I know we're on a a timeline here, so I'm back to discussion and any changes that you want to make, we do. Okay. any changes to what's uh what's currently in the brochure except for the
timelines uh will be added. Anything that you want to see added or taken out or rewarded >> I think we're good leader. Okay. >> Yeah.
Uh could you pass a motion then we can then we can make sure >> Okay. >> Uh so I'll take a motion to approve uh approve the brochure for our district
for the superintendent search uh with those dates that we just approved. filled in this morning sometime. I make a motion. I have a motion by Scott. >> Second. >> Second by Shannon.
Any further discussion? >> Okay. Hearing none, Shannon? >> Yep. >> Scott, >> yep. >> Cory, yes. Kent, >> yes. >> All right. Motion passes. >> So, uh, talk a little bit about public
input. I don't know what happened because we also limited church but Rick is familiar with this more but you have options if you have public I did give you a caution about what one
district did that that failed and I think part of that was because they weren't very clear with the group when they started one of the techniques we've been using a lot uh and uh districts are having a lot of success with it is uh
what we're audience input. So you could go to the various groups within your district who all want to you know have input at one time or another usually uh and they would u uh say uh pick a representative of the high school or the
elementary or the teachers union or their non-certified uh staff or the administr administrative staff or whatever. And uh those people would sit in on the interviews and provide input to you maybe say two questions. Uh one
is what are the strengths you see of this candidate? What are the strengths you see of this candidate and what are the three areas of growth you see for this candidate? And then you could read through all of those before you begin your deliberations. It would give you the opportunity to not only have other
people provide input to you but also to uh uh uh deal with the issue of a lot of people wanting to be involved. I've had a group as high as 10 involved and uh some as four or five. Most of them are in that six seven because each person
depending upon how many people you interview each person that doesn't yell on each input will give you at least six in responses at least six for each candidate. So let's say you interview your four people um each candidate then
would provide 24 comments uh to you to read and uh if you have uh six people uh say doing that you have what 157 uh inputs to read before you uh begin your deliberation. So uh that's one
option. Rick is familiar with that and if you have questions I can talk to you more about that. That's not something you have to decide tonight uh today, excuse me. But I think you might want to just keep it in mind as you as you move forward. Um there is one other thing within the uh that I want to mention
within the the uh uh search agreement which I'm not sure you need to do. However, uh if you remember, uh De Moine about six months ago had a superintendent or maybe a little longer ago who uh was arrested by the police
because uh he uh wasn't licensed, but he was uh in the states illegally. And uh when they arrested him, he had a gun and $3,000 in cash in his school car and was running from them. uh and apparently had
caught in the system uh and gotten into the job etc. u you have to do a BCA background check for everybody that you hired by our team doing a vetting we don't do background checks but we vet them and check out their references and
uh for the most part we know the candidates uh can somebody slip through with information or hide it's hard in today's environment um simply because there's so much uh is such a digital footprint for so many people. Uh but uh if you want to do a background check, we
do have a company that does background checks. It cost you about 40 bucks. We don't get involved and we don't take any money for it, but um we can put you in contact with him. The difficulty is it takes a week to get it back. Um but if that interests you at all, u we'll talk
to Barb Dorne and Barb get you lined up. Typically, I would recommend if you even if you consider that, don't do it till you get to the end. And then any offer that you make is contingent upon successful negotiations and a successful background check. That way you can
protect yourself and and you don't get caught into a binding offer uh that that could bridge you wrongly. Um no, typically uh your current superintendent would not be involved in this process.
uh and uh Rick actually would serve as kind of an intermediary or your current superintendent so to speak uh and provide you with some of that guidance. I also am available to any of the board members whenever you want to call and I don't care if you call evenings or
weekends that's fine. When you begin to look at candidates uh and you have questions, please call me. we can have uh good conversations uh over the telephone uh where we couldn't have these conversations in a setting like this. So if you have questions, please
call me u and I think I've already put my cell phone number there. I'll make sure that in the following documents you have it as well. Uh Rick uh also has it. Um there uh typically uh one person from
the board should be selected as a spokesperson. More than likely would never need to be uh used but I think I mentioned few years ago uh they had selected their candidates and uh Rick and I happen to know this
person. They had selected their finalists and um that night one of the finalists was arrested in a convenience store uh uh in an exposure uh type setting uh and u the media caught up on
it right away because Morehead was a mediarich environment uh radio stations TV stations began hitting on board members and they weren't prepared for it. um they didn't they they they got caught if you will but they're passed
down as the wrong term. They got uh not prepared for how to respond. So I would recommend that you select one person to be your spokesperson. I don't think they'll need to be he needed but if something should come up then board members can say talk to so and so you
know talk to our board chair whatever it might be. It's just a a wise uh to figure out who that is. Probably Cory. I don't know. It's really up to you as a board uh in case we get to that. Should anything like that ever happen, please call immediately. Uh and again, I don't
care if it's nights or weekends. If I'm answering the point working, and between Rick and I, we can get through those things. Um there's a a couple of things that I I just want to point out to you. Uh we call them dos and don'ts, but I it's bottom line is pretty simple. You
could easily be asked by somebody to write them a reference. I would uh encourage you consider twice whether or not you want to do that. There's a quid proposal that kind of comes along with if you write a reference for somebody, you're basically saying you're going to
be an advocate for them. And if it happens to be an internal person, uh it's it's even more so. And then if they don't get hired uh because you'll do your job and you know be impartial uh and if they don't get hired then there's hard feelings that go on you know for a
long time afterwards not only from them but from friends. So uh if any contact candidates contact you uh you refer them to MSP you'll even notice on the back where they seeer we tell candidates in that bottom second page bottom paragraph
do not contact board members directly. some still do. There are a couple out there that are running to this year that are calling and writing to every single school board member and uh trying to, you know, get a leg up on the competition. If that happens, just try
to stay out of that. Refer them uh to me. Secondly, uh be careful about doing your own in-depth social media sweeps. Um uh they can't put on the internet. Not true, right? Uh but uh be really
cautious about what you read and see. Uh there are uh there are people uh >> Good morning. The waiver will be open after school Friday this week. There just a reminder to all staff and students that NCA testing is currently happening at LQB. Testing will continue
through May 1st. Students, please make sure that your Chromebooks are working properly and are fully charged each morning you come to school. If your Chromebook is not working, please see Mr. R. to eat a healthy breakfast. Take your time and do your best for the following
students. Please come to the high school Johnson and David creating stuff and sending it out and it originated uh in um an African nation I forget. which one and uh somebody obviously had set this up and was record
grabbing uh candidates names and attaching other uh stories from the internet to their name and uh it made life extremely difficult not only for the board but particularly for candidate.
But actually those things are kind of generic. So um an idea is that um that's very positive that's not controlling but in the end it it provides a vehicle for
staff to provide input is uh shown here. It says that first of all we would communicate with the whole staff roles and responsibilities what your roles are and that you can't delegate the responsibility to hire somebody. But then as you look at item number under
item two Roman numeral three uh the school board may further enhance gathering information by item number one there. The schoolboard requests four to eight teacher employee and union 70 representatives be identified
and we would ask the union to identify three or four and union 70 to identify a couple and I would say you have somebody from the administration team who would actually sit on on the interviews on May 15 and they don't ask questions they are
just watching but they would be using a uh um Google Doc to record three things um on the plus side and that would be what are the strengths of this candidate as you watch them interview that would
help our district thrive and then are there areas of improvement that you want to identify that would help the district if hired thrive so you to some degree control the kind of input because what we don't want to do is ask for input and then somebody
says I don't absolutely don't want to hire Rick. Like he's a bad dude. Don't hire him. Uh because it just sets up these things that are u divisive. So we want to make sure we ask the right kinds of questions. And
then what would happen is they would bring their devices to the to the interview. And at the end of each interview, we would allow about 10 15 minutes for each candidate or for each uh of these representatives to submit
their input via Google Doc that essentially will determine a way it gets directly to you to look at at the end of the interview process. That's if you want to involve them in the process. Um, but it's uh we say right in there,
if you look at item number two, recommendations for preferred or unacceptable candidates will not be solicited nor accepted. We're not looking for that kind of information. Um, and if you decided to do that, then I would uh probably ask uh Corey or
somebody off the board to meet with myself and we would meet with the union presidents of each of those two organizations and of an administrator and ask them to select three or four people from each of the groups or five from one, two from one, one, you know.
Uh but it's a way to get some more feedback after people get to uh witness the interview in process and we should decide that today so that we can set a interview time or a
time up to meet with whoever the uh leaders of these different groups are. So then they can identify the three or four people that each group wants and then we have to find subs for them for that day if they're teachers or whatever.
So this is what we actually did at Minowasa and uh I I recommend but you know the district today better than I did from a couple years ago. Um, but that is a way to spread the
input uh opportunity. And then on the back side of that page and Kent, I'll I'll send you these things right on the heels of this, but on the back side of the page, there's an interview schedule for that day for four
or five candidates. And it does permit the employee students uh submitting their con comments. At the bottom of the page, you'll see 15 minutes at the end of each interview for them to provide that input. And then when we got done
with all four or five interviews, then Lisa or somebody she delegates would print the Google Doc document and hand you a hard copy that you could use at the beginning of your deliberations
to make sure that if there was input uh that you saw their input. If we decide to interview four candidates or if you guys decide to do that, then my suggestion would be we just slide away from item number five
from candidate number five there. We wouldn't need that interview time and we would actually have from about 3:00 in the afternoon with four candidates till you get done to do your deliberation. The interview schedule would be is shown
there for each of the candidates. And then I have a question. The last time we did this, when Scott was hired, we gave a community and school tour and we asked a couple people not part of the district or but who know the district. So I think
Paul Ray or uh yeah, Paul was one and I can't remember who the other might be. Uh Brenda. So we we might have somebody internally that could do that. And I think that's a nice touch for candidates that uh so they get somebody that's
knowledgeable that takes them from our to all three of our buildings and and quite a few of our communities. I would just stop there then and ask you to ask questions or decide yeah we we're good with the schedule except we don't
want to do the staff input part or we're good with it all. I'm good with it all. I mean, it's just >> it's just being a little more transparent with everybody, you know, with >> with the input because we can >> we can take their input how we see fit.
I >> mean, that's just >> Yep. It's not subjective. >> It's not verbalized. It's all very efficient and it's just written, >> right? >> It says to are we doing students too? It's it's up to you but I know that we've had the uh various students who
have come uh to board meetings and present you know from month to month to month and that would be an option to get some student input. I know you also I think you continue to do the board student uh interaction thing in the spring,
>> but this would be a way to show students, hey, you know, and I would suggest just a couple students if you do upper classmen. Um but that's possibility also. And if you do that, then you would just name those
two students and they'd be in addition to these up to eight people here. I think it's the important piece of it is what their role of responsibility is when we are sitting here and not to ask questions or raise their hand or and
that's an absolute that's why we would have a special date where a board member and I would meet with uh those union people and say and they might say we don't want to be invited. My other worry is I'm just throwing as subs
because we're low on sub. >> So we would have to probably do something special if you had four four teachers. Let's say that depending on who they were. >> Okay. So what do you think >> Cy? I'm doing speeches.
>> Okay, good. Okay, don't take that. >> And presentations. >> Okay, that's good. So, are you okay with that interview schedule depending on four or five candidates? >> Yeah. >> Okay. Um and then what do you want to do
on the uh uh ex possibly expanding the input thing in this fashion? >> I'd like to have um like a couple students come in and just see And maybe depending on what class maybe they could get
to make it a little more feasible. >> Are you okay with the employee? >> Oh yeah. >> Yeah. >> Okay. So, I'm going to take it that um I'll set us we don't need to be a board
meeting, but I'll work something out. Do you want Corey to go with me to meet with the union or I just think it's important to have a board member who does that? So, when we convey here's your role, everybody's
heard it and understands it's the same thing. >> Okay. Okay. So, we'll include those two things. I think that everything else on that uh now I'm looking at my sheet that I gave out of things we had to cover. Uh
review of qualities and attributes, you already did that review of candidate selection process once handed off to the school board. So, what's going to happen is MSBA will finish and they'll get to a point where they hand it off to me. They'll still Lee will be engaged but we
the limited search says here's what they provide here will be providing but I'm really comfortable with that now set meeting dates we've already done that determine interview questions the school board will ask we don't have to do that today and Kent I'll send you this but I
did take the liberty of putting together this is an AI list generated of the most common questions asked that can be customized. And uh I would say do you want to have one person ask the questions? You can
discern this late later. Or do you just divide the list of questions up and you can see that I've got each board member assigned to two questions and Corey would lead the interview process by introducing the candidate and so on. And also at the end of the interview
process, the candidate would be allowed to ask some questions. And uh but you can look at this and we can finalize the questions when we meet together on the 4th. And I'll be sending this out to the other folks that aren't here today. Uh all of this stuff. So then we talked
about um data privacy. I think Lee did enough on that, but I'll send you some stuff on that. Uh you're okay interviewing in the lack lab again. you. >> Okay. Uh you you're you said you're okay with
doing community and building tours. Determine the candidate interview schedule. You did that. We've already discussed that we'll the dates when we'll set the final interviews, which would be the 15th and now the 16th. And then I just want you to know that in the end what we're headed to is a motion
that I've got on the bottom of that sheet. And that motion will say somebody makes a motion and somebody seconds to offer the candidates listed below an interview for the Lacaparo Valley School Superintendent position. And at this point all of those candidates are
identified as Lee said as A B CDE E F. Nobody would know anything about him other than but once you make this motion and prove it then uh candidate A turns into >> Rick or
>> candidate >> Scott or candidate Cess so much easier. >> Yeah Rick, you just throw in your hat and be like good to go. >> Just name your number. And then and then here's something else that Lee talked about that I just wanted to say is
depending on who applies. Um I have known a lot of people over time and they might have an a a letter of recommendation from eight years ago. So, I just want to be very forward about uh
and and usually what I've done with those people is say as long as you haven't been arrested, you can change the date on the interview I gave you and send it in. Um I don't know that I have to be concerned about that. But on occasion, and I and there are applicants that
would ask, you know, anybody that's been around a while for a reference. Uh but now anybody that asks me now that I'm working for you, I would just tell them uh you know it's inappropriate for me to do that because of how how Lee shared.
So I just want you to know that there there could be some people because I've been encouraging people to apply uh good good folks and I don't know if they will. It's getting late but here's where we're at. >> I don't have anything else Corey from my end. Uh, I can certainly answer
questions and I promised to send Kent and uh Matt and Danny the same packet that you'll all get uh when I get home. I'll probably send it to Lisa and have her send it out. But >> I think just the one thing and maybe it
was in the MSBA stuff. I didn't see but just the um illegal questions. I'm gonna in my packet I'll send you will be the dos and don'ts and there there'll be like three pages of don'ts
but I think they're just trying to warn you on and that comes from national schoolboard association too. So, >> I just want to make sure everyone's aware. >> Yeah. >> Okay. >> Yeah. And and an example of that is you can't ask
uh if you were to get this job, will you move to the community, >> let's say, or within our district. However, the the candidate could share that >> said, you know, I believe this about being in involved and so here would be
my plan. I mean, there's some things they can volunteer. They can say, "I'm 35 years old." You can't say to them, "Are you married? Are you what's your how old are you?" And so on. And then like if you asked me, I'd say, "Well, I'm 37 years old." You go, "Well,
here's here's that ethical thing being violated." >> We could bypass that, right? >> I would overlook that. >> Well, I've been coloring my hair white for years, so I don't have anything else. and I appreciate you guys all the time you put in today.
>> Okay. Anything else? Any comments, questions, etc. >> Um, one question. So, like the earlier, not the interview um dates, are they going to be an hour, do you think, post the >> the interviews?
>> No, the >> all the board meetings. >> Yeah. I I think that the the one on May 4th uh we can wrap up in an hour if everybody will be here. All I really need to do is confirm just like we did now. What what uh do you have do you
understand any questions about confidentiality? Any questions about what we're leading to in terms of motions and so on. So we'll be able to wrap that up in an hour. I would say that um if you do a good job of looking through and you'll be the only ones I
won't get to look at the applications in advance. You will though and you have to protect that cuz there'll be somebody that you know that might say uh you know um hey I'll could I just look can I get your password and stuff and look on
we'll ask everybody do we have a couple candidates on everybody's list that is kind of bubbled to the top. I just need to know like so I can make sure some >> Yeah. Yeah. >> But I mean so that could be an hour or less too
>> if if that's how it goes. >> And I should also share that on that Minawasa thing when I was there that when Lee talked about that superintendent down in Iowa that was on the run. I mean, that was a major question when they saw who was going to be considered, but somehow it got
resolved. >> Question. >> He didn't have a gun with him. >> I was going to say, where's his cat? >> Well, shotguns are okay. >> Yeah, you can tell I still enjoy kind of
teasing teasing bolts. >> Okay, I'm done for you. >> Okay. Anything else? Okay. And I'll take a motion to adjourn. >> I'll make motion. >> Motion by Shannon. >> I'll second. >> Seconded by Scott. >> Shannon.
>> Yes. >> Scott. >> Yep. Cory. Yes. >> Yes. >> All right. Thanks, K. >> Thank you. >> Thank you. >> Thank you, Ken. >> Thank you, everybody. >> Ke my Why don't >> Okay, here you go. I was going to say
I'll send everybody my phone number too and then if you have any questions about look through the documents you give a call >> or you can feel free to call we