At this time, I will call uh tonight's executive session meeting of the Mthoon School Committee to order. The date is Monday, March 23rd. The time is 5:36 p.m. We're meeting in the media center at the high school. Uh let's start off
with a roll call. Donovan Grassi present. >> Member Bayz >> prese >> here we have a quorum so we can proceed with our meeting. Uh we first need a motion and a second to accept our agenda.
>> Motion's for member Bayz. The second is for member Keegan. Any discussion? If not, we'll vote. All those in favor? >> Opposed? The eyes have it. Um, it's not on the agenda, but let's rise for a flag
salute. All right. First on the agenda, we have public participation. I don't see anybody in the audience and we haven't received anything in terms of written correspondence. So we'll move on to number two on the agenda. Executive session pursuant to mass general laws
chapter 38 section 2182 to conduct strategy sessions in preparation for negotiations with non-un personnel or to conduct collective bargaining sessions or contract negotiations with non-union personnel. This is regarding the acting superintendent.
Um what I will ask us to do first of all I want to mention uh that we will be reconvening into open session uh at the conclusion of the executive session. So we'll be back uh for that. Uh so with that I will entertain a motion and a
second to enter executive session again with a reminder that we will reconvene into open session. >> Motion is from uh member Keegan. The second is for member Soy. Any discussion? Uh if not, we'll take a roll
call vote on entering executive session. >> Yes. >> Yes. And we're being joined now by the vice chair. Uh so we're now entering executive session and we'll see you on the other side. Time is 5:38. Heat. Heat.
Heat. Heat. Heat. Hey, Heat. Heat. Heat. Oh, heat. Hey. Hey. Hey. Heat. Heat. Heat. Heat.
Heat. Heat. Great news from Jeremy in sales. He's loving the AI sales agent. Oh, >> yeah. >> Yeah. He's following up leads 23% faster. >> Great. So I can tell the board that the company's more productive.
>> Oh no, I wish. What you can tell them, Jeremy, in sales is following up from these 23% faster. >> A Jeremy. >> Jeremy, >> any business can use AI. IBM helps you use AI to change how you So, the Mthuan School Committee just
wrapped up an executive session and we're going to take attendance as we enter open session again. >> Okay. Vice Chair Jaglio, >> yes. >> Donovan Grassi, yes. Bas >> here.
>> McCarthy, >> present. >> Egan, >> present. Wlette, >> yeah. >> And Bogard, >> uh, here. Uh we need a motion and a second to approve the acting superintendent's contract. >> So moved. >> Second. >> Motion's for member Bayz. The second is
for member Soy. Discussion. >> Oh yes, >> member. >> I I would like to thank Lisa for taking on this task and you've done a fabulous job so far. It's been great working with you and it was my pleasure to in a
moment vote for your contract. I'll just say ditto. Uh we're going to be posting uh this online, of course. Uh so if anyone's interested, uh we'll have that up in uh the next couple of days, I'm sure. Uh so with that, let's take a
roll call vote on the contract. >> Vice Chair Daglio, >> yes. >> Donovan Grassi, yes. Bayz, >> yes. >> Keegan, >> yes. >> So, yes. Wlette, >> yes. and >> yes, congratulations and thank you.
>> Thank you for your confidence and thank you for the opportunity and I look forward to continuing to work with you all and our faculty and staff to support our students. Thank you. >> Wonderful. Thank you. Uh so with that, I will entertain a motion to adjourn. >> So move. >> Second.
>> Motion is from the vice chair, second's from member Keegan. Uh all those in favor? opposed. The eyes have it. The time is 5:58 and the the executive session meeting is adjourned and we will begin our uh workshop and business
session at 6:00 separately. to hit that button. Just So, I've been told that the live feed is still rolling. So, uh we'll just begin the six o'clock meeting. Uh what I'll do now is I will call the meeting to order.
All right. Uh so uh the school committee business workshop session of March 23rd, 2026 will now come to order. The time is 6:01 p.m. This meeting is being recorded and will be made available for viewing on the Mthuman Public Schools website.
I'll ask the secretary to call the role. >> Vice Chair Zaglio >> present. >> Donovan Grassi, >> yes. Bayas, >> present. >> Keegan, >> present. So >> present. >> Yeah. >> And Bogart >> here. All are present. We need a motion
and a second to accept the agenda for tonight's meeting. >> So move. >> Second. >> Motions from the vice chair, seconds from member Keegan. Any discussion? There's no discussion. We'll vote. All those in favor? >> Opposed? The ice have it will rise for
the flag salute >> to the flag United States of America and to a republic for which it stands. One nation under God, indivisible, with liberty and justice for all. Next on the agenda is public participation.
Do we have the list? Thank you. We'll start with Jack Burke. It is now sorry I have provided slides of what I'm going to uh speak about tonight. I apologize that I did not
coordinate appropriate audiovisisual resources to project to any audience present. Mr. Chair, superintendent, and committee members, I thank you for your time this evening,
I did peruse the school committee and high school processes and found no written procedure for what I am going to propose. I want to start with a simple observation. What we call debate in public life today
is not debate. It is moderated discourse, parallel statements, carefully prepared sound bites and performances designed to avoid genuine argumentative accountability.
I have produced these programs. I have sat in those rooms and I can tell you with confidence what you see on television when a moderator asks a question and candidates respond without answering it is not debate. It is
theater. That distinction matters more than it might appear and is the reason I am here. The problem. When an entire generation grows up believing that political
theater constitutes genuine debate, something important is lost. They have no model for what real argumentative accountability looks like. They cannot recognize it when it is absent, and they cannot demand it. the skills that
genuine debate builds. Constructing a clear argument, engaging an opposing position honestly, reasoning under pressure, changing your mind when the evidence warrants it. These are not just academic skills. They are the foundation
of civic life and they are not being taught. What I am proposing is specific and funded. a formal speech and debate club at Mthuan High School and all four middle schools. Membership in the
National Speech and Debate Association, which is an established national organization with proven curriculum, coaching resources, and competitive pathways. A dedicated municipal trust fund named for its civic purpose and not
for any individual contributor. that protects this program from annual budget pressures and a DEI framework embedded from day one because the confidence and self-worth
that genuine public argumentation builds belongs to every student in this community, not just those who already feel comfortable speaking. We also have a natural home for broadcasting student debates through the
school's existing audiovisisual studio and its existing relationship with our community cable network. Students doing genuine debate on the same platform where political theater
calls itself debate. That contrast will speak for itself. We are not building from scratch. The NSDA provides everything needed to start curriculum, standards, and national competition
access. Massachusetts has one of the strongest university debate ecosystems in this country. Harvard, Boston University, TUS, UMass students who begin this program have a documented
pathway. What that ecosystem also offers is something that does not appear on a budget. Line mentoring does not appear on a budget. line mentoring, program assistance, coaching
visits, and competitive preparation provided by university debate programs at little or no cost. Several Massachusetts programs, including UMass Amherst and UMass Boston, explicitly emphasize accessibility and community
outreach as part of their mission. That means our students gain access to collegiate level coaching and me mentorship without placing that burden on the fund. The universities benefit from a stronger pipeline of prepared
students. We benefit from resources that would otherwise require significant investment to acquire. This is a partnership waiting to be formed. We are also not experimenting. Debate training was once considered foundational to a
complete education. Sorry for the delay. I have a guide to debate from my own freshman year of high school. What I am proposing is a restoration, not an invention.
Starting in middle school matters. Students arrive at high school with skills already developing. The program becomes self-reinforcing funding. I am prepared to make a personal
founding donation of $2500. That covers NSDA membership for the high school and all four middle schools for five years. I'm asking the city to establish a separate dedicated municipal
trust bound fund, not a budget line item that disappears in a difficult year, but a protected fund. and to match the founding donation as a signal of institutional commitment. Business sponsorship, grant, and
community giving will sustain it beyond year five. The NSDA affiliation opens grant eligibility we do not currently have. The fund will be named for its purpose. This is a community institution. It belongs to Mthuan.
what success looks like. In year one, the program is established. Students are training. Faculty are developing. In year two, the first students debate student debates broadcast on community cable. Genuine debate, not a forum, not
a panel, visible in this community for the first time in a long time. In year four, the first cohort of students who went through the program graduate. They carry something their peers in most communities do not have. The experience
of building a real argument, defending it against genuine challenge and earning their conviction. By year five, the program's governance expands to include members of our special needs community, not as participants only, but as
leaders. because this program is about developing genuine human capacities and that belongs to everyone. So the ask the ask is this proposal and it's straightforward. I'd like to
establish a dedicated municipal trust fund for speech and debate education in Mthuan. I'll match I I'm asking if the city will match my $2,500 founding donation. and we'll need approval to enter the National Speech and Debate
Association, membership for our high school and four middle schools. What we are building is not just an extracurricular activity. It is civic infrastructure. It teaches the next generation that a well-
constructed argument matters. That engaging honestly with an opposing view is a form of respect. that you can change your mind and is not a weakness. It is what genuine reasoning
looks like. Those things used to be taught here. I am asking that we restore them. I am available to answer any questions and assist in any way to help establish this program with our town. Thank you.
>> Thank you, Jack. Maria Figueroa. Hi, good evening everyone. My name is Maria Figuro. I live at 10 Hughes Road in Methuan, Massachusetts. I just um wanted to come in and just share some thoughts. Um Vice Chair Daglia, you had asked at the last meeting and I want to
thank you by the way um the question about if one of your friends or colleagues or someone that you knew would come and work in Mithuin and why not. And I just wanted to give some insight that Methuan is a great place to work. I have worked in Methuan public
schools for three three years. So I have my lived experience to share. With that said, there are its challenges. I don't think that it's not that people don't want to come and work in Methuan. I just think if we don't talk about the audit um which has just seemed to somehow
vanish um and we're not having a conversation about it and there hasn't been any followth through that we're not really going to have the opportunity to address the challenges that are there in hand. So today I am respectfully publicly asking if the new committee
members have been privy to the unredacted version of that audit and if those conversations are still being had. I would love to see Mthuan move forward in a positive way. But if we're not having these conversations and we're pretending that these problems aren't
existing, we're doing no justice to anyone. With that said, I do also want to talk about um the resource center and what came to my attention about being um a change in the
hours at central office um which I did bring to Dr. Gillespy's attention. I did reach out to her February 26th I believe um because I had a family that went to personally want to take some documents
to central office. I'm just quite not understanding why the change of hours of operations if it's a universal unit D um union and everyone should be held by the same standard in terms of what's expected for a work performance day. Um
I know there's a lot that comes into questions in terms of registrations. I've heard that as well regarding the kindergarten and um the numbers. I can tell you from my lived expertise, a lot of what's being said is, you know, kindergarten is not mandatory. That is
not something that we should be telling parents when they're coming to central administration office and they're looking to register their child. We should be doing what's within our possibility to help them understand the process, bring in the documents that are needed, and make sure
their children are properly enrolled by that deadline of October, I believe it is 15th. um so that we're not running into any budget issues. The reason I bring that into light is because as we approach kindergarten registration again
um you're going to factor in what is going to be proposed as needing overtime. I wish that more questions were asked. I wish that spreadsheets were requested maybe within the last five years so that
you can see the differential of what is needed and what wasn't needed in terms of overtime and that there is respectful work that can be done within the expected time of a regular workday. Um, and I factored that in only because as
we talk about budget and deficiencies that matters. It also matters the fact that we're bringing back retired secretaries when we have secretaries in central office. They're capable and able to do the job. So why
are we visiting a selective pool of secretaries to come in and fill gaps that aren't needed or if they're needed, why are they needed? Why are we spending the extra budget on that as well? Um, so it's just things that I want to keep
you want you to keep in mind. My understanding prior to me coming into working at the um family resource center um is the fact that there was one person doing that prior to the family resource center coming to light. One person doing it for the whole
district. And from my understanding, she was more than capable of doing that job. Then we had three. Then we had two. So why are we tapping into funds that aren't necessarily available that could be a salary for another PA in the
classroom? That could be so much more. So I would appreciate if more questions are being asked of the moment a parent first walks into central administration office, what does that look like? How welcomed are they feeling? Who's answering the questions? And how is that
being approached? Very important, very important things to ask. Um, I also wanted to piggyback a little bit on the process of the concerns with bullying and harassment and how those are addressed. Um, because transparency is
important, accountability is important. Reason I'm bringing that is because it's still ongoing. Again, if we aren't addressing these issues and we aren't talking about it for what they truly are, how are we going to find a happy medium to find a resolution that is comfortable
for everyone? And this isn't a means to shame and blame. I'm not pointing fingers. We're human. We make mistakes, but if we don't take the opportunity to learn from them, what are we doing to improve the situation? Um,
I think that was overall what I wanted to talk about tonight. Um, but before anybody runs with any false narratives, which is accustomed, you know, to Mithuin and and I apologize and again, no shaming and blaming. I am not a disgruntled employee. Again, I'm an
employee with three years of lived expertise in Mthwin public schools and I am so grateful for that experience because it helps me better understand even in the job that I'm doing today on the challenges that I know families face and how to help them address them. Hence being why I had suggested to that
parent, go in person, do it before your workday, ask to have that timestamped and get a copy because her concern was documents were either being misplaced or and it happens. Again, we're human. But if we're not presenting those
opportunities for families and we're programming doors from 8:00 when the hours of operations are from 7:30 to 4 and it took a mere what, 5 to 10 minutes for that to be changed in the web page that now we're from 8 to 4. Why do we keep putting hurdles for these
families? We need we need them to feel welcomed. When a family moves to Methuan, when a family buys a home in Methuan, their first stop if they have kids is that central administration office, let's make them feel welcomed. Let's make them feel a part of something greater than
themselves because that's what community is all about. And in the wise words of a man just recently said, there's what we say privately and what we say publicly. Let's be transparent. Let's hold oursel
accountable and let's have those difficult conversations because the community wants to be a part of this process. Families want to be a part of this process. Our educators want to be a part of this process. You have amazing employees in Mthuan public schools. Let's honor them for who they are so
that we don't have that revolving door mentality and we're able to retain what we have and build on that. That's all I'm asking. I thank you. Have a nice evening. Thank you, Maria. Uh, we don't have anybody signed up, but is there anyone
in the audience who wishes to speak? If not, I will close public participation uh just to share with uh any residents who may be watching. If you're not able to make a meeting in person for public participation, you can send an email to Susan Shanti at SNS
ciuan.k12.m k12.mma us before 3 pm on the day of the school committee meeting. Next on the agenda we have the DECA International Career Development Conference running in April.
Uh this would be uh motion to approve uh the attendance of students at this conference. >> So moved. >> Second. I'm sorry. >> That's right. Motion from members Roy second. >> And we we do have students here this evening to present as well. >> Sounds good. So, uh, we'll entertain
discussion and start off with the presentation. >> Good evening, members of the school committee. Uh, I am Josh Regato. I'm the DECA and business teacher here at MHS. I'm proud to share some exciting news about our DECA program and the incredible work our students have
accomplished this year. This season we had about 250 students um compete at the district level which has uh gone up from last year and 43 students competed last week at the state competition. Our
students represented our school with professionalism, preparation and determination and several placed in the top 12 in their respective events which is a significant achievement at such a competitive level. Most notably, four of our students have qualified for the DECA International Career Development
Conference in Atlanta this April. This is the second year in a row. Last year, we went to Florida with five students, and um now we have four students this year. This marks um our program has advanced students to the international level, which is something we're extremely proud of. These students have
put in countless hours preparing, studying, practicing role plays, and pushing themselves academically and professionally. Their success is a direct reflection of their work ethic and commitment. And this program we talk about all the time. It connects the
business world from the classroom um to show you know things they're going to do in everyday life. Um you know whether that's talking to someone or actually working in the business world. We're incredibly excited to represent our school and community in the international stage once again and we
look forward to building um all this momentum in the future. Thank you guys for your continued support. Uh this club is constantly growing year by year, probably going to reach 300 students next year. So uh thank you guys so much and I have some of the students here with me and they're going to talk about
their experience in DECA. >> So before I begin, I just want to thank you for letting me speak up here today. Uh I just want to speak about how DECA has allowed me to understand what I want to do in the future. So before I entered DECA is a club at our school um I wasn't
sure what I wanted to do in the future. I knew I wanted to do something like finance techreated but I wasn't really sure what sector I would enter you know the specifics of it and I knew I had an uncle in finance and I understood that that's something I want to do in the future but I just wasn't sure what type
of job in finance that I want to do. Decades allowed me to understand what I truly want to do in the future because there's different uh choices that you can choose for the role plays that I did. I uh went into the corporate finance distinction which is when we get a case file, we get a scenario and we
act out as like a financial officer or a certified public accountant, things like that that truly uh help you understand the business scene and what actually goes on behind the scenes. So just going through the role plays, speaking to judges, just understanding the finance scene that has allowed me to understand that this is what I want to do in the
future. These are the people that I want to meet in the future and this is a job that I want to pursue. >> Ch is a DJ. Thank you. >> And do you want to share the records that you broke from high school DACA? >> Yeah. So, first person to qualify for
the international career development conference uh in the highest history. Uh highest exam score in the state 96 and top exam uh role play medal in the state with a 96 on my uh role play.
>> Hello everyone. I I just wanted to say thank you again for allowing us to talk to you. And my name is Kayen. This is my partner Damian. And unfortunately, like previous mentioned, uh our partner Jacob is sick today. And I just wanted to point out that Deca for me personally
has helped me uh work on my presentation skills and my confidence and um making sure that like I am able to work on tasks at appropriate times and make sure I work on like not procrastinate as
much. And it has allowed me to progress a lot in school. I've been doing much better in school now. And I imagine it also has helped my partners as well. >> Hello guys once again. Thank you for listening to us. My name is Damian Peligrini and I'm partners with Kaden and unfortunately our partner Jacob
can't be here. Um the way DECA has helped me is really just been uh talking publicly with especially presenting. It's kind of helped me get more familiar with talking to people that I don't really know or in big groups just like this. Uh it's also helped me kind of figure out what I want to do. I want to do construction in um my future life. I
also um strive to own my own business. Along those lines, the category my group had went into is the uh five is a business growth plan. So, kind of helped us get familiar with our finances of our business, running a business, uh how to estimate growth and kind of to plan a uh
a year plan for our business, which I feel like will help me in the long run once it comes to running my own business. It's also helped me kind of network with people and get to understand why people do the club and kind of learn more about the club to help me make new connections in life
that can also benefit me possibly in the future. We'd like to thank you for your time. >> Outstanding discussion, vice chair. >> So, outside of approving this tonight, I just want to congratulate the four of
you because this coming tonight should be your recognition as well. So, congratulations. I want to give you a round of applause. Uh for over 20 years, DECA has done some great things here in Methuan. Uh so, it's great to see the adviser, too. I
want to give you uh credit too on keeping this going and and sending two years in a row now to international uh the international conference. So congratulations guys if you haven't realized I'm a yes on this already. So you didn't have to to bribe me on that.
So congratulations and best of luck in Atlanta. >> Thank you. >> And we'll have them back after nationals for their recognition because there might be more awards to be won. >> Right. >> Absolutely. Any other questions, discussion? If not, oh, anyone else? Sorry, we'll
vote. All those in favor? >> I >> opposed. The eyes have it. Congratulations. Next on the agenda, we have uh interview uh of firms for the superintendent search. Uh we'll start with HYA. uh that
is first on the agenda and uh perhaps we'll uh allow the folks from HYA to share uh brief presentation then we'll engage in questions conversation etc. >> You know actually uh this spot here would be fine and we'll get a mic for
you. Press the button. >> Okay. So then I can press and talk. >> Thank you so much for having us here tonight. And not I don't want to get too close and get some feedback. I'm Dr. Susan Gy
>> and I'm uh Dr. and George Perry. >> Good. Okay. Oh, they could just hear us that way. All right. Great. Thank you. >> All right. So, we'll get started with the presentation. Um what George handed out to you were um was a response to the questions which
you forwarded to us and we really do appreciate you sending us those questions so we can give you targeted responses. We'll go over many of those responses as part of the conversation and do the presentation. And of course, if you have any additional questions,
please feel free to to ask them. We're here to to answer them for you. So, um, the first slide talks a little bit about HYA. And, you know, HYA is the premier, uh, executive search firm in the country, if not ranking first and the
top uh, tier. And we've done, they've been in business for over 35 years. They have done over 2,000 searches. We do about 80 or more searches per year. and we have 130 nate or more and more nationwide associates. George and I would be your local associates. We deal
primarily with this particular region. We work with school districts in New England, in the state of Massachusetts, as well as in New York and Connecticut, New Jersey, and Pennsylvania. Um, but we are focused primarily on you, and that's why we're here for you. We have a client
satisfaction rating of 9.4 out of 10. We have a full back office staff and we have partnerships throughout the country as well as in the state and many with local universities. Okay, go to the next slide. Do you want to talk a little bit about
this one? No. Okay, I'll go. All right. So, um, this really is an incredible opportunity for the Methuan public schools because when you are doing a superintendent search and you're looking for a new
leader, oh, everybody's eyes are on you and it's a wonderful opportunity for the committee to understand what the stakeholders are feeling, to gain their insights, and also to select a leader that meets the expectations of your
community. as you step forward on a new path and a new um roadway. It really is an opportunity for you to demonstrate community committee leadership and to build capacity and collaboration amongst your ranks.
As we said, this is your leadership team. So, there are three of us on the team. A little bit about me, if you haven't uh read our our bio in the in the uh materials that we forward to you, I'm a former superintendent of schools. I worked for 10 years as a superintendent in the Mount Pleasant
Central School District in New York. I had a long career in public education. I started as a high school English teacher and uh I worked my way up. I was a K through2 school library media specialist. I was a director of technology and I have a background in information technology and library
science. In addition to that, I was a director of curriculum and then I landed in the hot seat of the superintendency. So um and I enjoyed my time there and fortunately for me I retired right before COVID hit. So I have a lot of compassion for my colleagues who work
through a difficult time in public education. Um but I very very much have um a very broad interest and understanding of what goes on in K through2 schools. I've taught every grade level. my doctorates in leadership from Columbia University Teachers
College and um I bring that to the table really because I'm passionate about leadership and about learning. So I'm happy to bring that and share that with all of you in Mthuan. I'll let George introduce himself. >> Hello. Um thanks for the opportunity to
be with you today. I'm um uh for 25 years um I was on the other side of the search uh I was superintendent search uh function. Uh my colleagues and I worked in partnership
with school districts across the country. We worked over those years probably with uh 30 school districts uh similar demographics to the one to to Mthuan. Um and in that time we would partner with school committees, school
boards, uh superintendent and um sometimes even with the city uh city administration uh as well as with schools all focused on achie uh raising the achievement uh opportunities for for students for all
students within the school district. uh we ended up having long-term partnerships with uh in some of our districts 10 12 years. Um and during that time uh we would also we engage in uh strategic planning with
the boards. We would engage them in um uh board retreats, superintendent evaluations, things that the board board orientations, things that the board needed to do in order to do be effective leaders and of a school district. And um
also we would not be the we did not do superintendent searches but we helped school boards decide how who they should choose what they wanted in a search firm uh what uh what the search process would be look like how to anticipate that um
and um uh and to make good decisions. One of the things that I came I became familiar with HYA because many of the school districts that we worked with chose HYA as as a search firm. Um,
one of the reasons why they do that did that and was a deciding factor in the the school districts that I worked in was that HYA has uh was is a trusted broker of uh candidates. They had a very
broad um uh reach in terms of being able to attract uh candidates across the country, but also uh do a really good job of being presenting the the school committee with uh
um I say details about individuals. You know, when one of the biggest problems is people can say a lot of things about what they can do and what they can deliver and what their possibilities are. Uh but you have to really dig deep into that to find out who's really able
to do that. HYA has um uh the capacity to be able to do that and is even uh more so I think over the last four or five years been able to broaden that deepen that that capacity uh in terms of uh really presenting to school
committees candidates who you can be confident about what they're saying and about their background. So, um, so I'm happy to do be on this side with HYA and have I really appreciate the opportunity to work with you all, uh, going forward.
>> Okay. Um, and we should have to mention about Danielle Martell. Danielle is the third member of our team. She is our project manager. She's located in our home office which is in Illinois and she handles all of the paperwork and all of the contracts and all of that kind of
stuff because our focus is really to work with you and so we don't have to worry about that because Danielle's got that covered on the back end and she's always available by phone very um easy to get in touch with and of course if you can't reach her you tell us and we get in touch with her and so we work
very cohesively and really are here for the committee so close by your side throughout the entire process. So why HYA? What makes it important for you to think about us as your search firm? Well, HYA, like you really believes, as
as we expressed to you, that it's about every child and about giving that child a quality education and recruiting the right people and developing them and retaining those leaders here in your district is really what it's about. And it's about our relationship with you. We want this to be a long-standing
relationship and we want to help you to improve your district's student outcomes and by getting you the right leader to have in the right place at the right time. That's what it's about. The committee and the superintendent team, we're the catalyst for that advancement. So you can expect from us deep
meaningful engagement. We and we'll go through the process exactly what are those what does that look like with all of your stakeholders. You can expect from us that the candidate that we are candidates that we will present to you are going to match the profile that is
your profile. It's personalized to Methuan and that we have worked on with you and spoken to you about and communicated about throughout the process. And you know that the the team that you have working for you, our focus is on your district. There are no
sitting superintendent or committee members or board members who work as associates at HYA. We're trusted with that reputation for over 35 years and we ask you to please contact our references to confirm that and to ask about our dedication and our professionalism in
that regard. Okay, go to the next one. Okay. So, the process, the process has four phases. And one of your questions was about, you know, do we think it's reasonable to have someone in place by July 1st? And we think that's really
cutting it close. We would not recommend that, but we think that because a search generally takes about four to six months, we think it would be very reasonable to have someone in place by August 3rd. The phases of the search are four. engage, recruit, select, and
transition. And we'll go through those. So, we believe that once you appoint us as your search firm, we would get started immediately. And we would begin with the engage phase. And this means really getting to understand what the district wants and getting to know you
really well. We do that first and foremost by having a planning meeting with all of you. We detail the calendar of what the search is going to look like and we go through any and all questions that you might have regarding the search. We document everything. We put
it in minutes. We give it to you. It becomes a document for you to have and refer to and we will refer to it throughout the search. We then interview each and every one of the committee members. We want to know what you personally want in your next leader. And we ask everybody the same three
questions throughout the entire search. So whether we're meeting with committee members or we're meeting with stakeholder groups and parents, we ask what are the strengths of Mthuan? What are the challenges the next superintendent and the Methuan school district will face in the next three to five years? And then what are the
qualities and characteristics you'd like to see in your next superintendent of schools? We document everything that you tell us. We don't put anybody's name. It's all confidential. We just put it under a broader heading. So we'll have community members or students because we talk to students as well,
administrators. We have focus groups. We have um small intergroups interviews, individual interviews. And then we also have community forums. Think I got everything. Okay. Okay.
So we see ourselves as your ambassadors to the community as part of this search process. Like we said, this is an opportunity for the committee to really showcase their capabilities and to really bring people in. We want to be transparent. We want you to know that we
are actively listening to everything that you're telling us as well as to your community voices. We're very flexible in terms of formats. We're here face to face. If you ask us to be in person, we will be here in person. and we'll work with you during the planning
meeting to decide who are the groups you'd like us to meet with. Who are the individuals you'd like us to meet with and if you'd like us to be here in person to meet with them, if you'd like us to meet on Zoom with them, if you'd like us to be in various locations, and we always accept email feedback. So, one
of the questions you asked us was about, you know, would we be face toface? Would we re we be remote? And what we tell you is that you know it depends on what exactly what you want because this is your search but also it depends on the task. So for instance we found that when
we do searches during the community forums especially the one that we offer in the evening it it's easier and more accessible to parents if we do it via Zoom an online format. They don't have to worry about child care. teachers, they usually like to meet with us after
school, usually on Zoom, because they could be home cooking dinner, taking care of their family, and they can still take some time to be on the Zoom call with us and share their ideas. The senior community, we found that they like to meet in person and sometimes
it's at the senior center or it's at the local library. We go where your constituents are and we want to be there for them. We want to be encouraging. We want to be open. This is a very inclusive process. If you have members of your community who need a translator,
we like to work with a member of an organization that's in your community to do translation services so that we're working in partnership and you bring those individuals in. It's about building relationships, building partnerships, being accessible, being
flexible so that people feel that they're part of the process. And this all shines a great light on all of you and on the school district. I should do this this way so it's easier for me to go on. Also, during this time
of engagement, we are providing a survey for you. The survey is researchbased. It's all IP driven. It's online. It's tabulated back in Illinois. So you can you can be sure that George and I are not staying up nights tabulating all of the the responses. It's available in
English and Spanish. And if you like any other languages, we can make arrangements for those languages to be put in place as well. We present a beautiful uh report at the end to provide to you. Again, we said it's researchbased and it's going to give you
information about how people feel regarding the state of the district in addition to what they're looking for in their next school leader. We put all this information together and we feel that we can have this done and present it to you in a lead what we call
a leadership profile report and that will give you kind of the story and the statistics. So, we will combine the information we heard from all of the community engagement with the statistics from the survey, present that to you,
and we'll ask you with that to take a look at what we call a draft leadership profile. And if you agree that we we kind of hit the target, this is exactly what you're looking for in terms of who your next superintendent will be, then those are kind of our marching orders.
and we're going to go and find the person who makes a closest fit to what's in that profile. And we tell you also, we recommend put it up on this report up on your website. Let everyone see that what they told us is what we told you and that it's there
for everyone. We're very transparent about that. So, it's all upfront and available for them to look at. So key happenings we mentioned that we would hit the ground running as soon as we were appointed with that engage phase and also know that as soon as we talk to
all of you that gives us an idea of the kind of person that you're looking for. So we will start immediately researching reaching out contacting people. Think of it as we're going to cast a very broad net to find the widest range of talented
candidates who are going to meet your expectations. This process when we're contacting people is completely confidential. And just so you know, people will ask us, they ask us two questions really. They'll ask us why is the last superintendent or the current
superintendent leaving? And they'll ask us what is the committee like? So when we reach out to them, we're going to talk to them and let them know about the district. So you remember, they're going to be interviewing you as much as you're
interviewing them. Um, but Methuan is a really special place, and I say that in the best possible way because um, you have so many incredibly phenomenal programs. I mean, just tonight that you have um members of your community come
forward, they feel comfortable speaking to the committee. Your students are incredible. I mean, that was fantastic. 300 children involved in the club. That's great. Um and superintendent, we're a really strange bunch. We like to come to a place where there are some
terrific things and where there are some things for us to do and get our hands dirty. So we will tell them all about the good, the bad, the ugly of Methuan so they really know. We believe there are no surprises. We want them to feel very comfortable. We want them to love
you. We want them to have a long relationship with you. And you want we want you to love them and to want to have them as your superintendent for a really long time. We are aggressive recruiters. We try not to be annoying. Uh you talk a lot, you can tell. So I I
try not to be annoying, but But we go out there, we really dig, we contact people. We have local networks, national networks. We have a lot of colleagues in HYA. We make phone calls. You never know, there might be someone in Nevada who has family here in
Massachusetts and wants to come back to be with their family and they're a superintendent and they hear about Methuan's opening and and they want to come. There's advertising on our website. We have over 25,000 hits a month. We have very active on social
media. We have an email subscription list of over 30,000 email subscribers and we do all the usual advertising as well with school spring and mass and uh all of those general things with uh AASA and then the local national associations
for black administrators and Hispanic administrators as well. We screen everybody and we check references and we're happy to say that 94% of the superintendent who are put in place through HYA stay fullterm through their
contract and uh 75% of superintendent that committees select were recruited from HYA through HYA. So the advertising is helpful. We do it. We get it out there. We cover all our bases. But primarily the people that we will
present to you are people whom George and I have recruited for you. During the months of May and June, we anticipate moving into the next phase of the search, which is a third phase called select. And during this time, your selection committee will be
presented with a slate of candidates. It's usually five to seven depending on what the committee would like to see. And all of these in all of these individuals would have been vetted initially through us. We'll also with your screening committee work directly with them. We'll go through interview
protocols with them. We'll talk about best practices. We'll help them craft questions on what to ask and we'll help them to come to consensive consensus if need be. And we would anticipate then you would meet with uh those candidates
those finalists in the end toward the end of May early June with the goal of appointing someone by June 2026. So before the end of the school year the final phase of the search process is the transition piece and HYA is very
pleased to have initiated a transition academy because like we said it's about the relationship and it's about success. It's about your students. So, the person who you select as your next superintendent would have access to the HYA transition academy. And we would work with this person. It's a six-month
program building a 100 day transition plan. talking about how do you measure success? Setting up key performance uh indicators, going through the evaluation process, working with the committee, how do you evaluate your new superintendent, agreeing on an instrument, and then
taking a look at your current strategic plan and working with you about thinking what comes next strategically for the Mthuan public schools. All right, I think I got everything in. Thank you so much. What other questions do you
have? I tried to we tried to address most of what you um requested, but I'm sure there's a lot maybe other things that you'd like to know. >> Thank you very much for the presentation. So, we'll go right around. Just raise your hand and be recognized. Members,
>> the the screening committee, you said five to seven members. >> Yeah. >> Five to seven candidates that present to them. >> Excuse me. um how do you choose the members of your screening committee and who do you choose for that committee? >> We will work directly with the school
committee to make those decisions. So there are individuals that you may you know you really would love to have on your committee. So traditionally what we would see is that um many districts many school committees would select for instance members of their teachers
bargaining unit to be on their members of the administrative team. There may be one or two members of the school committee who are on the selection committee. So, it really is up to you. We work closely with you and to craft exactly how many people you'd like to
have on that committee and who those people would be. >> And it's also Sorry, just no jump in add. It's also an opportunity to bring in community representatives onto that onto that group. They're not the group that makes a decision, but they're a group that makes a presentation and
recommendations to you all, >> right? What what do you see as a good number for that committee? A good number of people. >> What we've seen is 7 to 10. Once it gets larger than that, then it gets kind of unwieldy. So 7 to 10 is pretty reasonable. And um they usually meet
over we it depends on people's availability of course but we recommend for an as an example let's say a Friday evening uh Saturday and then maybe uh early Sunday if they depending on how many candidates they have to interview
that that selection committee would meet um they have the interview that they have it's a scripted interview so we help them craft the questions they ask the candidates the same questions so they're comparing sharing apples to apples. Those interviews last about an hour and a half each. When they're done,
they have conversation. Who would they like to forward on in the process to the school committee to meet? And um sometimes they recommend traditionally three people get recommended to the school committee, sometimes they'll say two, you know, and that once it comes to
the school committee, then it becomes public so everybody knows. So um so we're very careful confidentiality first and then of course when it comes to you it's all open conversation. >> Thank you. >> You're welcome. >> Other questions? Member Wlette.
>> Um thank you for the presentation. Uh offhand you highlighted uh 20 searches in Massachusetts and Hollston is the most recent. >> Yes. Do you have a sense of the other communities that you can mention to us that we might be familiar with?
>> Yes. Well, one of the ones that we did prior to Hollist, one of the newest ones was Newton. So, we did that and um I I don't have the list. Go ahead. >> So, yeah, the I think there was uh more of a presence by HYA until the last five
years person who was doing it here retired. Uh but that the comm the ones prior to that were communities that are similar in some ways. Cambridge, Somerville, um, uh, Lawrence was early on. Um,
uh, then there were, um, uh, as Sue mentioned, uh, Newton. I'm trying to think of some of the others. I can get a list to you if you, if you'd like. >> No, I I think that covers it. And then uh I think one of the mandates from the
committee is in terms of the diversity and and how would you approach that with the diversity of the community to make sure that that search committee is composed of diversity. How would you tackle that? >> Okay. >> Just uh I think that's a a conversation
as Sue mentioned that in the planning meeting with the school committee that's the kind of discussion that happens. Who do you want on the on the search committee? How can we work? What partnership groups do you want to be able to work with? We're aware of the audit that you've just had and some of
the concerns about being bringing people together to have conversations. How do you how would you like to handle that as a committee? Uh and we're open. This is your search. So, we're open to doing a way that you think works best for Muan. >> Right. And you know, one of the things
that we would recommend to you is that you have members of, let's say, you have diverse members of your community on that search committee, but in addition to that, we would set up focus groups as part of the engagement process with maybe particular groups that you have in your community that you'd like to have
get their feedback and get their voices into the process. So even though they may not be sitting on the search committee, they definitely would have input, their ideas, questions, things like that, and we would include them in that way. So we want to be more inclusive than anything else. That's
most important. >> And then obviously we want to preserve an element of confidentiality. >> Yes. and have a firewall and not necessarily have the school committee itself be involved, you know, because my personal view is I want the search
committee to be composed and have the confidence that they can confidentially report things to your attention. >> That's right. >> Um and have like a firewall. So that's something I would be interested in. Yes. As well. So making sure that if someone is forthcoming and wants to serve that
they can volunteer things that might not be putting us in a great light but also would be honest in the assessment as well. >> Absolutely. >> Okay. Thank you. >> You're welcome. >> Member Donovan and then the vice chair.
>> Thank you. I do appreciate the pretty extensive list of uh communities that you've worked with that you provided with us um in your first package. So here's my questions. Um, you say that typically five to seven candidates. How many of those candidates
are typically sitting superintendent? It depends on the search. I'll give you an example from Hollist. So, I'm not talking out of school. We give every uh school committee that we work with uh what we call a candidate summary sheet and we break down for the committee to
show them exactly how many individuals. We don't give the name of the individual. We don't give the district, but we let you know how many people we've reached out to, how many people applied for the position, and what their current positions are. Uh, in the search
that we did in Hollist, we had um six interviews that met, six, six candidates who met with the search team and of them, two were assistant superintendent, four were sitting superintendent. the
selection was made uh by the school committee. They selected an an assist sitting assistant superintendent as their new superintendent. So that's how that search went. So it really depends. We um one of the things that may come
out as we meet during the engagement phase is that people feel that they would like an experienced superintendent coming to Methuan. So of course if that's what we hear, that's what we're going to be looking for. But if we see an incredible assistant superintendent
who comes, you know, with high high references and glowing comments, we're going to definitely talk to them. And if we feel that they, you know, measure up to what the standard that we're looking for and that they would be a good fit culturally for Mthuan, we're going to bring them to the table and let let you
meet them. >> Okay. May I ask a few followup? Okay. Thank you. Um it we if we started something and look hoping to get someone in place by August truly
what kind of candidates are looking for jobs as we end a school year when we know we have you know um contract obligations trying to get out of a contract. uh truly does the caliber of the candidate kind
of diminish as we get closer to the start of the school year because we don't want to waste our money or your time or anyone's time. >> That's that's a fair question. Um what we tell you like we said we are aggressive recruiters. That's our job. That's why you hire us. We are we're you
know there are people who are out there looking for a superintendency right now. Then there are people who are not looking for a superintendency who are the people that we really want to tap into. There may be a sitting superintendent who would be a phenomenal
candidate for Mthuan. We want to find them. We are we are making phone calls. We're researching them. We're contacting them. So when I call someone or like I say when George calls someone, he's going to say, "I'm call I'd like to speak to your city your superintendent." And they're going to say, "Who's calling?" He's going to say, "Dr. George
Perry. Why are you calling?" He's going to say, "I have a safety concern." They're going to put the superintendent on immediately. They'll put them on. What's the safety concern? Or what is the personnel issue that you're calling about? And when the superintendent gets on board on the phone, you say, "This is
who I am. This is why I'm calling. I didn't want your secretary to know." I call and I say, "This is Dr. Susan Gyne. I'm the superintendent of schools. I'd like to speak to your superintendent. I have I'm looking for a making a reference call or a concern. Person gets on the phone. I tell them what it's
about and I'll say to them, "So, I'm really calling because I think you'd be a great fit for Methooan." And they're going to say, "Is that why you're calling? I'm not looking for a job." Say, "You know what? We think you'd be really great. Do you know about Mthuan?" They're going to say, "No." Say, "All right. Well, let me tell you about them.
Do you know they have this? They have this. These are Would you like me to send you a copy of the leadership profile report? Would you like and take a look at it and I'll give you a call back in a day or two. Let me know what you're thinking. see if it's something you think is a good fit. And I can tell you there are more times than not that
that individual says, "You know what? I'm in. Include me. This sounds like a really interesting opportunity. I think I can do a lot of good there. I'd like to try. I'd like to be put in." And uh and that's how we build that's how we build the slave for you,
>> you know. >> And my last question, not to put you on the spot. >> Put me on the spot. >> No, I really don't want to because I think it's something we're still working out. >> Okay. Talk to us about the impact of salary on your search and what you know about our salary
of our staff here. >> Uhhuh. >> And how that could serve positively or negatively in your search? Well, you know, um, many of the superintendent candidates that we've spoken to have said to us,
it's not about the salary, it's about the committee. If it's a good committee, and I get along with them, and it's a wonderful place, I'm I'm fine with that. I'm fine with that. So they're not looking um you know
it was interesting in the um Hollist when we did that search they um they had a very competitive salary that they offered and every single person that we slated had that response when we told
them what the salary was. They said what what's the committee like? What's the community like? That's what we want to know. What can we do there? How can we help? This sounds really fascinating. we'd like to come. So, um I think I think the people that we'll be talking
to and about, you know, about Methuan, we're going to tell them about the district. We're going to tell them about the finances. We're going to tell them about the salary. And like we said, there are no surprises. They want we want people who really want to come here to work with you and we want you to love them. And you know, it's kind of like
we're like marriage brokers, you know, we want this to be a good a good fit. So, um so that's how we'll handle it. >> Okay. Thank you. Those are my questions. >> You're welcome. >> I'd like to just bridge off of what the um secretary stated just a second ago,
too. Is do you find the time of year though >> a criteria on finding good candidates for a school district? Do you see most of your searches happening this time of year or do you see it happening starting
July 1st or September? Because there's really zero room for error here at this point. >> That's right. >> We're going into >> Well, >> go ahead. I was going to say, you know, we find that we um it gets very busy at the beginning of the school year in
September. People come back from vacation and they go, you know what? I'm done. I'm I'm going to retire. I'm going to I need to find a new job. or and the second time that we see things really start getting busy is um the you know the the middle of of the second
semester. So usually around March we start getting a lot a lot many more searches because people are saying you know what I have I'm going to give my notice to the district and I'm you know I have a couple of months I want to just finish out this school year and I want to be someplace else for the start of
next year. So, it really it balances. And like I said, somebody may may not currently be looking, but when we call them and talk to them, you know, they say, "You know what? I I've done enough. I've done, you know, so many years. I've accomplished what I want to accomplish in my current position. I'd like to move
on to something a new challenge, and this sounds like something very interesting that I'd like to engage in." If >> I could just add to that, um, you spent a lot of time talking about that very question. Is this a good time of the year? Um, and we responded to your
request of July 1st was a question. Well, we're really flexible to do whatever you choose to do. >> Uh, so we want to do it now, want to do it later, you know, we can we're certainly open to that. Uh, you want to try something and see if it see if it uh
we can what the feeling is, we're open to that as well. Uh but I think that there are times at this time of year where some that you know there are some sitting superintendent who
uh would be willing to make a shift and there also and what we were talking about is also there are a lot of uh deputy superintendent or assistant superintendent who have some experience or looking for an opportunity and as the
end of the school year comes that's a good time for them to make a change. So, uh you know, there are times that are better than others and more activity, but you know, now is not it's not that you couldn't do it and have a some strong candidates now if that's what you
chose. >> And you know, the other piece too um that we discussed was and this is how you know we operate. We haven't had this happen to us, but just so you know, if we had difficulty finding candidates, we're going to tell you, we're in constant communication with you
throughout the process. We're going to say, you know what, we're not finding the people that we want to present to you. We're going to take a little bit longer. And when we plan out the calendar, we'll say, you know what, we have a target date of, let's say, August 3rd, but if we don't feel that that's appropriate, we'll let you know and
we'll say, you know, we want to extend it. We're not we're not there yet. and we'll work with you, you know, as part of that. >> So, and if I could still have the floor. So, >> sure. >> The reason why I ask is because one, the
dynamic of this community is going to really have a say in how this committee votes. >> So, I could see it going through the first round and potentially not finding the candidate that everyone's in love with. And that's what I would I want to
avoid is is getting the four that we had to submit to the committee for review. I want the search committee to say there's three or four stars here that we would be fine with, not just because I have to send it up to the committee.
>> That's right. That's exactly how it works. And if they say to us, you know what, you brought us these, we interviewed these five people, we don't like any of them. Then we go back and we find new people. And there, we just continue until we find the people. We,
you know, when in doubt, don't do it. We and we would hope that the committee votes unanimously on the next superintendent. No superintendent wants to come to a school district where the full committee has right with a split vote. So we really want to make sure
that it's the right person. >> Thank you. >> Other questions bias. >> Thank you for your presentation. Uh it was lovely. I just had a few questions. >> Of course. >> Um first, maybe I missed it, but I know you guys said you as a company conduct
80 superintendent searches a year. >> Yes. Um, personally though, are would Mthuan be the only search that you're that the team? >> Yes, that's the only you would be our only search. We've completely focused on you. >> Perfect. And my follow-up question is
sometimes the loudest voices make the biggest impact on let's say interviews or surveys. And usually the loudest voices sometimes are the minority voices um in a dynamic which uh vice chair Gizuglio
um rightly said that the dynamics play a role. >> Yes. >> So how would you ensure that the engagement phase is fully inclusive of all voices not just those that are the loudest? >> Right. >> Go ahead. >> No I would just say that that's the
conversation we have to have with you all in planning this piece. Right. you know the dynamics of the city. We know some of it. Um and we want to work with you on being able to say how do we get to success at the end of this this
point? Who do we need to check with? Do who are the focus groups that we need to have? Is everybody feeling that they are have at least been heard? Um and again there's a combination of community forums. There's a combination with the
surveys. there's um focus groups that would be able to do so. There are al lot of opportunities to gather uh information and of course you've had some a couple of audits and other kinds of ways of hearing from folks and that
information is also going to be part of the >> how you all make a decision about who you want for a leader, what kind of call characteristics that person is going to have. Uh so >> if you if you say to us, you know, there's a particular group, you definitely need to talk to them. Maybe
they're quiet, they're more reserved, but you give us that you tell us that you want us to speak to them, we're going to speak to them. We're going to make sure that, you know, we include as everyone that you'd like us to include. >> Perfect. That sounds nice. Can I ask one more follow-up question?
>> Um so for example, let's say you guys are gearing up to conduct interviews, right? >> Yes. So what's your selection process for participants? Is it a sign up or a variation of the selection committee coming together and selecting candidates? Like how is that process handled?
>> Great. Um what we do is we we will go through as many candidates as we can find. Like I said, we're going to cast a broad net. We look at people's you mean you're talking about interviews for like the actual candidates? >> No, I'm talking about like community members. >> Community who we're going to talk to for community members.
>> Yes. how how that is how that is. >> Well, we're going to we're going to talk to you. You know who we should talk to most of all. So, we have like George said, we know some a little bit about your community, but we're going to sit with you during the planning meeting and create a list of all of the individuals you'd like us to speak with. And so,
we'll give you kind of um a draft of groups and people to talk to. And then you'll say to us, you know, we um we don't need to speak to this group, but you definitely need to talk to these other people. And we'll put that list together. We'll ask if there's someone on staff we have um who can help us send
out invitations to meet with us. We have templates of invitations and everything that we will work with you with. We'll really, you know, go go through this together with you and we will invite those individuals to come to meet with us. Um either, you know, like I said, in person, over Zoom, whatever is most
convenient to them. We're very flexible with the time. We're very flexible with the location. You know, the idea is that we want to be as accessible as possible to them. We don't want to give anybody the um excuse to say they weren't they weren't spoken to or they could we
couldn't meet with them or anything like that. We want to be very accessible to them. >> Thank you very much. >> You're welcome. >> Other questions? >> If not, I I think that'll do it. Thank you. >> Okay. So, this is a very awkward situation because our competition has
been sitting that they're listening to everything that we've said. So, do we get a rebuttal? because what if they said I just have to say okay thank you so much it's so wonderful to meet you we really hope we get to work with you it' be our honor and pleasure
>> thank you >> next on the agenda we have uh interview with Zeal Education Group >> Hi good evening feel free to dive right in. >> All right. Hi everybody. >> Um, first of all, I just I I I know Sue
Gini. Um, we've run in similar circles and um, it's you can't go wrong uh, with their firm. I actually spent two years working for HYA as a consultant while I was a superintendent. And um, I I think very highly of of Sue. I don't know her
counterpart but um certainly no I I will have nothing negative to say about hya. Um >> it is on or it is not. >> Okay. >> All right. So I will um try to go
through uh this very this presentation very quickly. I know you have uh you submitted the questions to me. I provided you some answers but I'd love to uh be able to uh elaborate here. So what I'll start with um are you're doing the slides? Okay. Yeah, if you can go to the next slide.
So um just a little bit about um Zeal. So I've spent 25 years in education. I also went to teachers college, got my doctorate, did some teaching there for about 12 years in as as an adjunct. Uh was a teacher sup teacher principal and superintendent. um after 25 years went
right around co decided I wanted to uh I read a book by Dan Pink the power of regret and wondered if I really wanted to be a superintendent for the next uh 12 to 15 years and I decided I didn't and my wife was very supportive and started this firm and we do everything from superintendent searches we do
security audits we do financial special ed audits we do professional development uh we have about 130 people on our team that have all different passions and expertise and uh We my job is basically to put teams together uh based on the needs of the of the district. We work
all around the country. Uh the search team that we have for this project uh is me. I be the lead on this search and I'm going to lead on any search that we do. I'm very involved. Um we have a um a superintendent who is in
Brockton. Uh her name is Priya Talani. We have Dr. Matthew Freriedman who's a superintendent from New Jersey. And we have a longtime friend of mine uh who was a superintendent in Connecticut for about 10 years in a neighboring district and he's now the dean of the school of education at Central Connecticut State
University. So he has we have a team that I think um brings a wide variety of experiences, different demographic experiences and helps with our recruitment. the things that I would say are um unique about Zeal and and I think you'll it's somewhat nuanced but I'd like to
try to help um elaborate on what we do slightly differently from HYA. The first is about stakeholder engagement. Um we do surveys, HYA does surveys um we do stakehold we do meetings virtual and in person. um we do town halls, they do
community forums, but I think what differentiates Zeal is the um the passion and the exuberance with which we reach out to people. Um we are really committed to hearing every voice. We and I'll give you an example. Um actually,
if you go to the next slide, um if you um we were we did a a search in Rock Hill, South Carolina, the board explained that they have a large tribal community. We spent three of we sent three of our consultants to the tribal um reservation to make sure that we spoke to and had an opportunity to chat
with um members of that community. Um we meet with students as as most would. Um we were in doing a search in South Portland, Maine and um wanted to get feedback from high school students. sat up a table in the cafeteria, had a bowl
of candy and got to talk to students that way because getting them to come to a forum uh you know after school day would be uh very very difficult. The search we're doing in Stamford, Connecticut, we they have 23 schools. We sent consultants to every single school
after school based on contract requirements. We worked with their assistant superintendent. We worked with their communications director. We we did a total of I think 72 stakeholder engagements in that community. Uh that
included in person, virtual at early in the morning, late at night. Uh we stop at nothing to make sure that people have their voices heard. Um, in addition, we do thought exchange and your question, one of the questions about um diversity is a is a big piece. And actually, I
think your your question about, you know, the the minority voice being uh subtle in the background. Thought exchange is a tool that we that is a proprietary tool. I don't has anybody ever here used Thought Exchange or heard of it? >> Actually, I did some research on it. >> Okay, great. Yeah. And actually, um, if
you go to the, um, I don't want to skip too much. Go to the next one. We'll go quickly through this. Yeah, there's a QR code there. And what we've done is set up a um a sample um use of that tool. So, if you do want to have your if you have your phone and you want to take a
scan of that QR code, you can see what it's like to participate in a thought exchange. Basically, thought exchange is a um AI uh generated. It it has um it's a more social way of engaging with
folks. So what it does is it allows uh us to pose a single question like what's the most important thing for uh for you in Methuan regarding your next superintendent and people can respond and it's completely anonymous. It's
natively translated into over a hundred languages. So if I want to respond in Hindi or in Mandarin, the the people that are reading the comments that people wrote um will be in their native language as well. And then you rate with
a star from one to five stars how much you agree or disagree with that comment. And what it does is it um tabulates that and the comments that have the most merit rise to the top. And we use that piece in combination with the in-person meetings, the virtual meetings, the town
hall meetings, and we use all of that to create our our our version of a leadership profile. Skip to next slide. The second thing that I think um and you and you definitely heard this from HYA and they're a very large organization about national recruitment. I'll I'll I
guess what I'll say differentiates us. I believe is um and you can read that quote there from a a superintendent that we wound up um hiring the the the the detail in our leadership profiles is uh
extraordinary. We we develop a SWAT analysis. We develop a um we provide verbatim quotes from the community that we were able to extract from our analysis so that people can see exactly what the top most relevant um pieces of
feedback were and that star rating that we talked about with thought exchange, how that translated into um why that you know why that thought was so prominent in the community. Um, we have, uh, like I said, 130, um, consultants. We do the
same thing. We have email lists. Um, LinkedIn has 11,000 members. I'm sorry, 11,000 um, yeah um, followers. 11,000 followers. Um, we go to your local state association, we go to adjacent state
associations. Um we're affiliated with and and when I say affiliated uh so for instance ALAS Latino administrator and super superintendent association um two Saturdays ago I was asked to be on an a mock interview committee with them and I
spent two and a half hours giving feedback to their candidates that are in the superintendent pipeline and and and and meeting with them and and dedicating our time giving them feedback. when it came to um men of color and educational leadership. Um Harrison Peters, the CEO,
invited me to come to Florida and it was in January, so it was like no problem. And speak to some of his candidates and some of his stu his um you know, some of the candidates that are in their program when it came to AASA in Nashville. Again, I don't mind traveling to Nashville, Tennessee a couple months
ago. And I literally rather than getting a booth where you where you know people walked through these booths with their heads down, I I planted a chair right outside of the um the uh the sessions and spoke to probably 50 different people. I had a little table and chair.
I'm I'm out there. I'm grinding trying to recruit people. Uh and it's evidenced in in some of our results of the search uh search results and candidates we've recruited. This was the search we did in Rock Hill, South Carolina. We had 25 candidates from 17 states across the
country. The one we just did in um and we didn't complete the search but the pool of candidates that we brought for the Stamford Connecticut search had 27 applicants from 11 states across the country. So we have a track record when you want a national search. Um these are
not just people we don't just sit and wait for applicants to come in. uh we are actively on the ground pursuing um and and leveraging our network, leveraging what we know about people. Um the next thing I think that um we do
is in a slight different and again like I said I worked with HA so I know their process very well. Um one thing I think that sets us apart in the the way we put together the slate of candidates a little bit different. So, we we bring you 8 to 10 of the best applicants based
on the leadership profile and the criteria that we've established with you in consultation with you to um to um determine who would be the best fit at this time for your district. And um we have each of the uh so let's say we have
20 applicants. We'll we'll bring the the best eight to 10. We'll have them create a packet. The packet will include their application, their cover letter, resume, recommendations, transcripts. Um, it'll come with an executive summary from our team that will personally write and
explain why we're presenting this candidate to you, how their persona, which we'll get into in a little bit because on the application, they're asked which of the six personas they believe most represents their leadership style, and then we asked them to uh
record a 90-second video just answering the question, why Mthuan? And um we put that along with when we present all you know eight to 10 of these candidates we we do an oral presentation. They're not in the room by the way. You just have their packets and we show you this 90
second video and then we do all 10 of those and then we have a deliberation. I found that that that small little detail of letting you see the candidates and hear their voice and and understand uh what they're what they're passionate about, why they want to work here, uh
makes a big difference. And I've seen my team and I candidates that we didn't think were going to be uh preferred by the by the board and school committee. Uh they're they're they came across in a way that they felt would resonate best with their community and and um and did
very well. Uh we then do a very comprehensive board prep. uh you you will if you choose to work with us, you will your time will be really focused and I'll get into this into towards the end of the last slide, but um I want you
as a as a school committee to focus on the candidates. We handle all the logistics. Um but we want to make sure that when you do get to the point where you're interviewing that you are representing yourself and your community well. So we give you training on bias.
Uh we give you some ethical background um on practices. Many of you may not interview. You only interview one. You only hire one one employee, so you're probably not used to that. Um so we go through that. We have you narrow down the slate from 8 to 10 to five to seven semi-finalists. We bring those people in
for in-person interviews. Uh we help you develop the questions and then from there you narrow it down to two or three final candidates. And um and then through and very very similar consensus driven. It it really and this is
something um that we're adamant about is um that the school committee needs to be unanimous has to reach consensus on the on the candidate. Um consensus being defined as all the voices have been heard but the will of group of the group
is evident even to those who oppose it most. A superintendent cannot be successful if he or she is selected and and it's a split vote. And so I know that might be controversial and it's not suggesting that you you compromise your beliefs or you you um give anything up.
It's good to have debate. It's good to have discussion, but it's essential that on this decision who you're selecting that you be anonymous. Um so that's that's about the uh candidate assessment. Uh the next slide is about our leadership profile. Again, you can
see samples of that. And then the personas. Let me just explain what the personas are. So you can go to Yeah, go to the next one because it's a little easier to see. So we came up with six personas which we believe reflect um the archetypes of a superintendent and what
they tend to be better at than other things. Um in the presentation and in my um submission, it it gives you a lot more detail about each of the different personas and how if you're an instructional leader, this is a good example. If you identify as an
instructional leader, that means you're the type of superintendent that might have been a CEO or curriculum assistant superintendent. You probably love instruction. You probably love being in the classrooms. If you're doing those things and that's how you're spending your time and that's your passion, you're probably going to neglect some
other important attributes. If you can't be in a classroom and be out in the community at the same time, you can't be in a classroom and be in your office dealing with budget at the same time. So, it's about trade-offs and understanding how there are offsets. Um, one of the most intriguing comments I
had was with a with a high schooler from the Stamford search and when we asked them about these personas, a student, high school student correctly identified that what they need in a superintendent is one that understands what they can bring to the job but also understands their weaknesses and how to surround
themsel with their people on their team to augment and to offset their areas of weakness. So, um it it isn't that this is the only um decision-making point, but it's a lens through which um I I urge the school committee to to think about what you need right now at this
time. What you need today may be different five years may have been different five years ago. It may be different five years from now. Um the fourth thing is post-hire support. Um we included in our proposal a month of executive coaching. Um what
we do with that month of executive coaching is we unpack the loads and loads and loads of data that we got from the thought exchange, the leadership profile and the I'm sorry uh leadership uh the um thought exchange data and the
community focus groups and interviews which with each one of you. Um we use this to help the new superintendent develop an entry plan. Um we help with transition support. We are mentors. We are guides. We are friends of um both
the committee and the superintendent working to try to get you to be a high functioning governance team. That is what keeps superintendents in place is when they function as a team. And so we are committed to that. We also do school committee retreats. Uh that is something
that would be optional. If you would like to have us facilitate that, we can do that also with a board member and a school committee member from our team that has experience kind of with both sides of the equation, being on the the governance side and being on the
administration side. That can often help ease some of the tension that might exist between a school board or school committee and their leader. Uh, and so we we love doing that. And then the final slide and I'm going quick because I'm trying to make sure you you know we
have time for questions is that like I said earlier concier level service um our goal is to make this process so that you feel like you know exactly what is happening. We provide you weekly updates via email. We have a uh we use a program
called Asauna which is a um project management software. You can see, I know you can't see it here, but there's, you know, over 60 action points that need to be um taken uh that need to be need to happen. We have um a little uh data um
dashboard that shows the progress. We um fully transparent with with the school uh committee and you know answer questions hopefully before you ask them. We anticipate your questions and your concerns and we want to make sure that you look good in this process and that a
superintendent who's interviewing you sees you as the type of governing body that they want to be a part of. Um last slide just has you know and no way you could see that but um just some of the um some of the um reflections from from
our uh former you know clients and current clients. So I'll I'll stop there and would love to answer any questions you might have. questions. Member Royce, >> the slide that you showed, um, there was
17 applicants from all over the country. What do you see a lot of the reasoning for them to go from one side of the country to the other? I know lots of times it's family, but what are they looking for that would would um drive
them to go completely across country for a position? >> Yeah, that's a that's an excellent question. Um and one that we are in the process of sort of getting feedback from um in some cases it is from the candidates who do apply because that's an important consideration. In some
cases it is family. What I what I think though and and so and the clarity with which we described the challenges and the opportunities and the strengths and the weaknesses of the district were appealing to the superintendent candidate that it want they they were they were compelled and interested in
this. Now, it's going to take a certain type of person at a certain phase of life. If you have kids in the elementary school, you're probably not going to move from California to to to, you know, to Boston. But um but we I the feedback that we get and you can actually it was
in that quote a little bit of it was you know the the detail that we put um the way we I don't want to sound bad but like market the way we express the opportunity is compelling and we draw people from all over the place consistently.
>> Thank you. >> Other questions? Member Bayas. >> Uh through you Mr. Chair. Um so thought exchange and I know my colleague did research and thank you. Um one of my concerns is and please correct me if
there's if I'm wrong but what would stop me for example as a community member filling out the survey 10 times and representing my my thoughts 10 times. Right. >> Yeah. Um I get that question all the time. it it doesn't the system actually
can detect from your IP address where where that is happening and actually there's another interesting feature if you put in a comment that is like let's say you put in gibberish like you just just put in it says it'll respond back
to you and say it seems like your answer was incomplete would you like to resubmit it so it uses really proprietary software it makes sure that you know the person completes their answer. Um, and you can only submit an answer one time uh with your with your
devote your phone or your computer and um yeah, good question. >> Thank you. >> Yeah, vice chair. >> So, I'm going to ask the same exact questions as I did to the uh last group
that came up hya. Do you feel that the time of year and the impact that that brings to us right now, I mean, it it's a crunch. If we started this process right now, do you see
having a potential candidate by by September? >> So, um the short answer is yes. Um, and the reason for that is because I don't know if um there is a particular pattern
to when candidates are looking. I think it's very individual and I and I'll um I heard Sue mention that um you know when when people come back from the summer and it's the fall. I think the experiences and the conversations I've had with superintendents have been
that's not the time that they want to think about a new job because they feel obligated and committed to starting their school year off in the right way. I don't think she's wrong. I think she's spoken to superintendents that have maintained that that position and I've spoken to superintendents that have had
a different position. So, I don't really know that there's a way to um to um determine the ideal time. What I would say is if um there are some things that are outside of our control that we need
to consider. One being how much time a superintendent that needs to you know gives give notice to his or her community. In some cases that could be three months >> in some cases super I've seen contracts where superintendents get a tremendous bonus if they give 12 months notice. And
so you know there there are incentives for that. I think if you're not it I think it depends where I would advise you on whether to start now or whether to wait would be how you feel I know you have an interim in place how are things going there what's your desire to
continue to stay committed so I think it's a conversation about when uh but I don't know that there's a there's an easy answer or a or a definitive answer one way or the other I think there's what I what I do have is I have data um I put in In question number 11, I put a
little screenshot of a tool we developed that gives you a sense for how many days we need in each of these different component processes. U we can play with that. So for instance, I say 35 days to post it. Well, we could do 30 days. So if that week would help, um we have to
think about spring breaks, we have to think about, you know, winter recess. We have to think about different things. So, it's um yeah, it's not in the presentation. It's in the it's in the answers that I that I sent. So, >> the other question that I didn't ask was
Zil does much more than just superintendent searches, correct? >> Yes. >> You guys do um broader audits and and things like that, too. Have you seen Well, I mean, we recently did an audit, but we have also potentially thought
about our our city as a whole in in just navigating this question to you, not just throwing it out there. Do you see a necessary need based off of bringing
in new leadership? Does an audit help find candidates? Do you see an audit being done from a fiscal piece and or also a organizational piece being helpful in being completed before
finding a new superintendent or right when they start? >> It's a good question. We um I'll speak from experience and I'll give you uh I'll give you this point of view. We were just asked to um in December to do a comprehensive audit for Kenny
Bunkport, Maine. It they want us to look at their finance and operations, their transportation, their special education, their curriculum instruction, every single area of of operation. Um everything soup to nuts. Literally had
it was 202 pages. um this audit. Um the superintendent used this to help make budget decisions. The recommendations that we provided 150 recommendations that and this is a small district could conservatively save $1.6 million. And it
also gave recommendations for where they could reinvest some of those savings to have some of the outcomes that they want in their community. Now, for this superintendent who has only been there about a year, less than a year, it becomes their strategic plan because we create a uh a tool with this that has
all 150 of those recommendations and identify I don't want to go into too much detail, but like how much it would save, how much it would cost, who would be responsible, what the bill of verbal is, KPIs, due date, etc. So I think yes an audit is a very very powerful tool to
inform decisions. Um when I was a superintendent I I always said that our strategic plan is what guides our budget if you know and so it's it's the way you make decisions about how to spend is what does your plan say? If you don't
want to, if we say we need a new ELA program and the school committee doesn't want to pay for it, then okay, well, let's change our strategic plan because we said we wanted a new, you know, a new curriculum. Um, so I think it's it's incredibly helpful and valuable,
especially on the on the beginning of a of a person's tenure. Um, but if you've been in the place for five years, it's also very helpful to have a third party. We had a team of directors of finance, assistant superintendent for curriculum,
assistant soups for special ed, um superintendent. We had a large team that went in and did this um and gave them great insights. But so short answer, yes. Um but it it doesn't mean that it
doesn't have to be essential, but I think whatever your whatever additional data you can give to a superintendent to guide his or her first steps is is valuable. Other questions? >> Member will >> and I kind of mentioned it with the
other uh firm. >> Yeah. >> And it it could be a double-edged sword. It could be advantage disadvantage in terms of uh local experience and and forte into the local communities. And this would if we do the ultimately your
firm is approved. Um, in terms of it would be a new process for you in Massachusetts and you are a national firm and then you would be going into Massachusetts.
differentiate with the with the other firms that had experience in Massachusetts and what would be your advantage as a firm and be the first going into the new market of Massachusetts and I know you mentioned New Hampshire, Maine and Connecticut as
neighboring states. Yeah. >> So it's not exactly entirely new but please you know go into that experience was a factor. >> I think can we did our initial criteria? >> Sure. Go ahead. So how would that as advantages and disadvantages to each?
>> I I honestly don't think I think where the the where it's important to understand the local context is around rules and regulations statutes that affect the process and I'll give you an example. In South Carolina when we did our search the three final candidates
had to be publicly presented. in Texas where I did a search um five years ago uh with HYA, the final candidate had to have their name put in the newspaper. Um a search that I did actually um Sue mentioned Newton. I was on the search
team for HYA in Newton, Mass. So um I was I co-led that search in Newton. So I'm familiar with Newton. I don't think geog geography matters. I don't think um I think um but understanding the nuances and that's why I brought Priya on our
team because Priya is a sitting superintendent in Brockton an hour away. She understands the local context. Uh she also has a lot of relationships. She's a lifelong educator, Boston public schools. So that's what I do. Like I said earlier, I build teams. I've pulled
together the teams that I think are going to bring the best value and reach and insight to the search. >> Yep. >> Any other questions? Member D.
>> In your answers that you uh provided today, um number 10, you were asked if there's a bilingual person. Now would your company come and you say you have several leaders on our team that can con is that a guarantee that you
would bring someone who could okay as opposed to us saying oh we well we need to find okay >> y >> um >> currently how many searches would you well how many searches would you be conducting in addition to methooans
>> concurrently >> like yeah that's uh Uh well, we have a couple of proposals out um but right now we don't have we have we have ones that are ending. We don't have anything else that is beginning. >> Okay.
>> But but I want to and I was actually asked this question. Um it was interesting. I was asked this question when we were uh being interviewed by Yarmouth, Maine and and we were current we were then at the same time doing the search in South Portland, Maine, which
is a very similar uh or adjacent community, very different community. And um she asked if we were doing any other searches in the area and I said no at the time. And then we were granted I I don't think I explained that well, but then we were granted to South Portland. So, I called the chair, the school
committee chair back and I said, "I just want to let you know um we we were granted that ma that other main search and I wanted to be upfront with you and disclose that to you." And she really appreciated my transparency, but that's how I act. So, if um if we were doing
another search, uh number one, it wouldn't impede or challenge my ability to give you the time and attention you need, uh because I could always bring additional people on. Um but um I can't say that we're not
going to pursue other opportunities at the same time that may run concurrent with >> Mthuan. And again, can you just remind me how many people you said you'd bring other people on? Okay. >> Um I'm good. >> Um my >> and I could give and just to give you an
example to a little detail for Stanford. So, we didn't originally realize that Stanford wanted us to go to 23 schools um and that we could only do it on Monday, Tuesday, and Thursday given some contractual limitations. So, I reached out to my team and was able to get um
enough consultants to to go and and do those in-person sessions and um you know, it can only be between three and four o'clock because they had to be after the school day. So, capacity is not an issue uh whatsoever. And and so I just want to let you, you know, be clear about that.
>> Thank you. I think I have one more question. Oh, you spoke about you, we all understand this would be your first school in Massachusetts and you you you explained >> kind of >> Yeah. Yeah. But you explained >> um the process and how you'd be
comfortable with that. But we are a gateway city >> with different needs, different strengths. Do you see that impacting your the search? Would would you we be looking
for a different candidate? >> So, it was interesting in the questions and I know we didn't we didn't I didn't really address this one, but you know, you talked about some of the challenges that you're experiencing as a school committee. >> Yes. >> Um it's unfortunately more the rule than
the exception. Um, one question was, and I thought about like a a kind of funny response, like, you know, we're dealing with um financial challenges. >> I mean, who isn't? I mean, every single district that I've encountered has had the same exact, >> um,
>> reality. So, um, the key is to help you identify what you need and to help find a superintendent that has the same passion for that area of work that needs to be done. A lot of it is overlapping
and and reality is, and there was another there was another question I'll you didn't ask, but I'll sort of answer. I don't think I think superintendents actually Sue Sue did allude to this. Superintendents love a challenge, but they like a challenge where they can clearly identify it and where they can
and I'm adding this part I think where they can rely on their team, their school committee, their board, their community, their administration to to solve the problems that are put before them. uh that requires incredible
amounts of trust, incredible amounts of social capital. And what we've found we do when we have these engagements with stakeholders is we build that social capital for your community. We give you we give you a report that will detail
your community more to to a so such a high degree that there will be no ambiguity about what your most prevalent challenges are. We really we go deep into that and because we can hear it from multiple sources
across multiple platforms thought exchange completely anonymous in person virtual you know so we I think that's really what differentiates us is we get we understand um what the community is going through >> it's and it's an accurate reflection >> may I ask one more question so of the
candidates that you do bring to school districts could you say what percentage of the candidates for superintendent are sitting superintendent or are you seeing um more
nonsitting superintendent applying? I would say that um it depends on the it depends on the the district. Um so for instance in a small we did a
we did a search in Oxford, Connecticut. Most of the candidates, it's about 1,600 students. Most of the candidates were um assistant superintendent, some superintendent, like a couple of superintendents and some principles. Um however,
we did the we did a search for uh we're doing the search for Stamford. I mean, and that's a very attractive and desirable position. And you know, we had we had candidates that are assistant superintendents or chief of schools in
districts that have 100,000 kids. So, how do you compare the scope and scale of work for a superintendent of a 1600 student district versus an assistant superintendent of a district with 100,000 students? So, I I tend not to I
try to urge you to look at the candidate, the skills and dispositions of that candidate, what they've done rather than their title. The title can be a little bit misleading. Um I think um you know, you can have a
superintendent been doing it for 25 years, not good. So, it doesn't matter what's the title matter. I think it's about finding the right person, using those personas to understand that person's, you know, preferred, you know,
passion and u and then providing the right support. >> Okay. Thank you. I appreciate it. >> Any other questions? Members Royce, >> you um you mentioned that it would be a
um a fourperson team for Mthan that that you showed us on the screen. Do you sit on every one of your teams or not all of them? If you had several um searches going on at once, are you available for every team? My reason and
my thought process for that question is I'm wondering if one team has a candidate. Do your teams cross reference I guess is my question. Like if you are they familiar with all the team candidates and oh that team might have
one that would fit this team. Is there any type of >> cross reference? >> Yes, there is. Yeah. And like a perfect example um we are mindful in the way we conduct our timelines.
Not that we we we ask a school committee to compromise its intent, but we're mindful of how we stagger it. um because we have may have one superintendent position closing and then another one closing a week later. That gives the opportunity for us to to look at
candidates. But but here's the here's the reality is I don't just this would be going back against everything that I believe about recruitment is if I just said hey I you didn't get the Yarmmouth which is like a high performing you know um upper middle class wealthy community
um and then you didn't get that one so hey you want to apply to South Portland which is a complete de different demographic it would be it that would so we don't just say because you didn't get that job here's another job in the that's an hour away. We're we're more
diligent about who we're recommending because of the skill set that the candidates bring and whether or not they'd be the right fit because my reputation is whether or not I succeed at bringing you a candidate that's successful. So, I don't want to
just fill a position. I want to fill it. I want to I want to help you find somebody that's the right fit. >> Any other questions? Mayor Bias >> just one more question from me uh through you Mr. here. Um, so as
a previous question that was asked, how you you mentioned that you would handle logistics, right? Like that's in your presentation. Does that mean uh in terms of creating, let's say, a search committee, right? You'd give strong recommendations to the school committee on
who should be on them and and the the the targeted members and and all that. like walk us through that process of a search committee or is that something that you say we strongly handle um those preliminary candidates? How does that work?
>> I don't know if I understand your question. So you're talking about a search committee being independent from the school committee. Is that correct? Well, usually there's be a search committee that would uh kind of filter through initial candidates like let's say 25
candidates for example and then a search committee would present to the full committee three candidates or something like that. Do you work with search committees or is would you do you handle let's say the preliminary candidates and then you would present to the full committee the three candidates?
>> Thank you. So whatever committee is appointed by the school committee to make recommendations for candidates, we present to them the entire slate of 8 to 10 candidates. That's the where we do the uh the packet with it's a single
packet and it has the 30 90 second video and we present each candidate. It's like a doseier for each candidate why we're recommending them. Um yeah. So, so the the search committee, if that's been identified, will see all
eight to 10 of those candidates. So, there's there's basically three meetings. There's the slate presentation, which is usually virtual because we could do it all online with the videos and the presentations. Um, and then we do the semi-final round, which is in person, and the final round, which is in person.
>> Thank you. >> Any other questions? All right, that'll do it. Thank you very much. >> Okay. Thank you. >> All right. Next on the agenda, we have policy subcommittee updates. We have any updates, member bay.
>> Uh thank you through you, Mr. Chair. So, uh in our first meeting for the policy subcommittee of 2026, we identified uh a chair and a secretary. So I was graciously appointed chair and uh member Soy uh secretary. We identified really
what our duties are, our functions and our goals. So uh I'm happy to report that the goals that we identified for the policy subcommittee is to kind of finish our policy review with mask uh by
June in terms of the important instructional sections sections I and section section J. so that we could simultaneously be working on a handbook uh for the district. We will be meeting weekly and we've also identified that
one of our duties will be to consider policies that have been referred to from the full committee to the subcommittee on an asne basis. uh we'll be meeting weekly and we will likely be reporting to the full committee recommendations on
a wellness policy that we need to um get passed. So what from what you guys could expect from us uh in the coming meetings is a recommendation for a wellness policy and
uh finishing up sections I and J. Anything else from any other members? >> Question. >> May I? and and to the members of the committee and congratulations to our new uh leaders on that committee. But my question is when you folks bring a
recommendation to us, will it be a true recommendation that the board has agreed on and want us to consider? because that wasn't necessarily the case in the past. And I think we spent a lot of time talking about things that if we knew it came
from the board, I mean from the subcommittee as something they all agreed upon to a degree. Um I think we'd move a lot faster and be more efficient. And I don't want to put you on the spot, member bias, but I'm wondering what the feel is right now. I so something that we talked about in
our subcommittees and you'll see it in the minutes is uh procedure right on how things are going to be get are going to get done and so when we go through our policies Alicia from mask will send us her recommendations her red line and her analysis of our sections we have time to
look at it we do the analysis live um members are willing and able to >> kind of give their two cents and then what well sort of what I'm thinking is is going to be implemented is generally debate and then try to get consensus on
recommendations. So I don't know I mean I publicly participated as a constituent before on public on the policy subcommittee but I could tell you moving forward as chair I can um commit to trying to reach consensus and true debate for the for recommendations to
the full committee. >> Thank you. Thank you. I would certainly I think that would be really productive for us. Thank you. I mean more of a statement. I think anything that comes from any of the boards is a recommendation from that
board even if it's like two to one. I mean that's a pass. So and we would want to know that too from the the the boards uh to to to provide that to us. However, I do think and and to member Dunovan's
point, these are recommendations that you guys have thoroughly went through. And I'm not sure how it was in the past because I've been on committees where it wasn't fully baked the idea and it it came to fruition here. So, or not
so much on the school committee, but in in in other uh positions I've settled. So, um, but on my side, I will be scheduling a meeting um for the redistricting group. I know I said that the last m meeting, but I will have it
on the calendar before our next business meeting so we can meet before the vacation period. Thank you. So, our budget subcommittee met today. We are starting to drill down to some of the numbers. All very preliminary
um and waiting for some additional information. We will be meeting in a joint meeting with our colleagues on the school uh city council and I understand that date is kind of up in the air right now, but we hope to have that nailed
down. And um excuse me. This budget will be the budget that is um pretty without any extras right now. We have an alakat
uh menu that um Dr. Gowski and her team is working on, but um it's definitely one with deep concern and responsibility to our fiscal situation in the city right now.
Um I I do want to mention that um the Tribune was at our subcommittee meeting today. So I would expect to be reading about it tomorrow just to so there are no surprises. So, this is to the mayor really really
um the joint meeting of the school committee and and city council finance sub subcommittees. I do have it on the calendar for Thursday 49. I'm not sure if that's confirmed. >> We'll confirm that. >> But does that count as
the school committee and city council meeting twice a year? Does that count towards that quota? >> I don't think it does because my understanding it would be both full bodies meeting twice a year. >> I just want to make sure. And do we have anything in the agenda to start planning that second meeting because it sounds
like you guys are going to be meeting which is great. That's more than we have ever done before. Um so I I I know that both committees will probably be updating their own bodies. At what point do we think it's time for us to go before the budget cycle or
after we've approved our budget? Just to throw it out there because I I do think time's going to creep up on us pretty quickly. We're going into April. >> Sure. Uh I don't haven't really given that much thought. I think that something that we could certainly do is align that first joint meeting with the
budget conversation. So, uh definitely something to think about. Thanks. >> All right, we're done with subcommittee updates. Uh we can move on to the Mthoon Public Schools subcommittee meeting recording and public access policy
proposal. Uh this would be a first read vote. Uh it's been proposed by member Bayz. Let's have a motion and a second and we can entertain discussion. >> So move. >> Second. >> Motion from the vice chair. Second from member Donovan. I'll invite me buyers if you want to share an introduction and
then we can engage in discussion. >> Thank you Mr. Mayor through you. Uh so this policy was really born um from the time when I was a constituent to this body uh in doing research in attending meetings and finding it very difficult
to follow along. And to that end, I believe that it is important that we supplement public trust with a dedication to transparency and accountability. So, just for the general
public's uh knowledge, I'm just going to read out the purpose. The Mthuan School Committee affirms its commitment to transparency, public access, and accountability to ensure the public has meaningful opportunities to follow the work of its subcommittees. This policy
requires that all subcommittee meetings be recorded and that those recordings be made available to the public through the district's official website and media platforms. So, this is what this policy would essentially do. I've had conversations with the acting
superintendent about its feasibility and I was reassured that uh this policy could be uh not only feasible but effective in its end. So, I don't know if the before uh my colleagues have a chance to ask questions or debate if the
acting superintendent could speak to that feasibility on how we could make this possible. >> Sure. Uh I've checked in with our technology department and uh Mr. Wilkins who heads up our our CTE department and does uh he and the students help with
the filming of these meetings. they feel confident that there's a way um in which we could have a portable uh recording station so that it wouldn't necessarily need to be the case where we have subcommittee meetings in a larger venue with just a few people um but that
through whether it be streaming u I'm not sure of the the technical um verbiage here but there'd be a recording station that would come along that we'd be able to to record the meetings. Um, it's been also brought up that there may
be a concern about storage or where all this footage would be stored. Would there be a cost for that? Um, I could certainly look into that with Mr. Wilkins. Um, but certainly use by use of an owl camera or something of the like. I think we'd be able to to get it done.
>> Thank you. And so, uh, through you, Mr. Mayor, obviously it's your prerogative, but I'd open up the floor to positive criticism. Absolutely. Member Wlette and the vice chair. >> I mean, I think it's an excellent idea and I'm fully supportive of it. Uh the only things I would add is that we need
to have um consistency of where we meet uh for the subcommittee meetings. Um it could be in the mayor's office or at at city hall. It could be in the superintendent's office, but I think we have to really designate one location
for subcommittee meetings. If it's in deference to the acting superintendent that we have at that location and then the equipment could be installed and it's easier for that to be accomplished, that's great. I'm also concerned about the different timelines and I want to
have consistency on the timelines. I don't want to have like one would be 10 o'clock in the morning versus 3:30 in the afternoon or before our meetings. So in order to accommodate people's schedules, I think we either have to survey the population or try to get some
sense of the location and the timeline and then if we have again matching as much as possible because I brought up about the workshops in years past and previously we didn't have our workshops televised and I wanted to make sure that
was accomplished. So I did that in the past and then we had it at the SRS building, but I also understand it's credit for the students here and we have a good facility here to have meetings. I'm just concerned the subcommittee meetings how we're arranging it.
Sometimes it's at the media center, sometimes it's at the mayor's office, we've had it at the superintendent's office and if someone happens to want to attend the meeting, uh there might be some confusion and then also the the timelines. So those as we're going through the process, obviously this is a
first read. Those are the concerns I would bring to um the subcommittee policy subcommittee on this in terms of the the timeline and having some type of as much as we can just a permanent location for subcommittee meetings. If
the superintendent and her intelligence is willing to do that and then we have a reasonable timeline of like anything be like three o'clock onward that would maybe accommodate maybe people's schedules if they take a half day or after kids are dropped off at school if
you have at 10:00 in the morning maybe people will have to take a day out of work so I think we want to do is have transparency and consistency and a good location for these meetings. Thank you. Thank you, vice chair and then member. >> Thank you. I you know I want to echo
what member Wlette said because you know we could have potentially these meetings at 10:00 at any location but we can't have it here. Um it would have to be somewhere in a private location in the school like in the conference room if
that's even a place that we would want to do it. But this is a school. It's actively working. Uh so we are kind of locked in between what after three o'clock pretty much at this point. Uh Madam Super. >> Yes.
>> So anytime between three and before a meeting um andor a day that is convenient now for this group. So my question can be could we technic I mean it the storage
is YouTube. It goes right to the YouTube site. Could we in theory partner with MCS if we were to wanted to do live stream or could we in theory do it at
the SR's uh in the great hall if we wanted to have it during the week and then post it onto the YouTube channel. >> Just to share a thought uh just based on my own experience as a counselor etc. um you know nothing prohibits us
from for instance say holding a meeting having it recorded somehow and then it being aired later like there's no I don't think there's anything that requires >> I get that but public access is needed >> well something else to keep in mind as well right now in Massachusetts we still
have the ability to conduct remote meetings and so one workaround to allow for all meetings to be recorded uh and let's say there were issues with location with say convenience in terms of you know getting to that location at a particular time. One option that we
might want to consider is we do have the ability to meet via Zoom and have those recorded and such and that could provide some flexibility as well just to guide the conversation. >> I agree. But but public access is what I'm trying to get at. If we were to have this meeting here, it would have to be
open to the public after the school's closed. There shouldn't be any students in the school if we're going to have a public meeting. A subcommittee should have the ability for the public to attend. That's a subcommittee meeting.
But what I do want to echo is that if and and I do want to make a friendly amendment here to to policy uh subsection one recording requirement um a
is video could be dead one day. the video might not work. You could technically record it on your phone, the audio, and submit it as a a file. Um, or we get a recording device here. I'm not sure if we have one, but record the
meeting. And then at that point, it could be held anywhere. So, I would like to to to do a friendly amendment here if possible. um where it it says all standing and ad hoc subcommittee meetings of the Mthuan
School Committee shall be recorded in audio and or video format. And Mr. Bayz, do you accept that friendly amendment? >> I'll accept a debate on that. I'll open it up.
>> Is there a second? >> Well, I motioned it and he seconded. So, yeah. Yes, >> I'm open. I mean, if you're going to open it up for debates. Uh, so I get your point about the video might
be dead and if this is So, let me backtrack a little bit. So, the concerns that have been raised about time uh and location on this policy, the reason why there isn't a specific, and I talked to the superintendent about this, the reason there's not a specific location
or place or time because we believe, and I think member will was getting at this, that's a separate probably policy that could be crafted about subcommittee meetings, procedures. What this policy is just doing is just saying wherever it is held in whatever format it's held
that it should needs to be recorded right um to the amendment on and or uh I get it but how for the community is it any help to just have you know a
voice or or I mean I guess if there's a transcript but that's even more work for for whoever's going to be uh doing a transcript on who's saying what on member on community members that don't know the voices of uh school committee members or officers that are of the subcommittee like we have Alicia on the
policy subcommittee right who it's it I just think that it might be a little bit harder to follow um and if we have that andor language we might fall to that just audio out of convenience thank you but I understand what what you're saying
>> so two things if a video is not there then the subcommittee is canceled so you you lose opportunity there. The second part is that's a podcast. I mean I I podcast aren't video. It's not all of them are video. Audio allows you the
ability to continue to do the business if video is not available. But again, it's andor. So it's really up to the subcommittee to make it available for video. It's just an alternative in my opinion. So instead of cancing the
meeting >> to your point about uh subcommittees being cancelled if we can't do video that is un well I would say I would refer to you to section three exceptions A where it says in the event that technical logistical or emergency
circumstances make recording unfeasible the chair of the subcommittee shall document the uh reasons in writing. So it doesn't mean that the subcommittee meeting doesn't happen. It just means that uh in the event that it can't be recorded, it needs to be presented and
writing to the full committee later on. >> So going back to what you just stated, audio would be the alternative instead of writing the transcript. So I'm just saying an easier route would be and or audio. But also then if we're just going to do that, then location is key because
you need to be a place that video is acceptable. So then going back to your original point of that being a separate policy, I disagree. We need a location for this before we can vote on this in my opinion. >> Well then I'll just leave that to the will of the committee on that debate.
>> I again um through the chair I think because this is a first read, we we can amend this process before we vote on the final package. I brought concerns tonight that I didn't bring it up to member Bayz. you might have similar
concerns. Um I think there's an emergency provision in this that worst case scenario if you have the video would be the first thing. The default would be the audio. If both things go then you have a writing uh thing but it
wouldn't be the default to go to to writing. You you would have a video component to it automatically. And I think you have to codify that in a policy. We don't have that right now. We could set up a meeting for a subcommittee meeting and not have video
or audio. Someone would be just taking notes and we could have different locations for that. So, I think it's a good strong starting point and then we can we can tinker with it, amend it as we're going along the process because the second and final read will need to
have certain things that I'll be satisfied with. Um, again, I'm, you know, I'm concerned about that one person wanting to go to a subcommittee meeting and thinking it's at the media center or a person that would love to go to it but can't take time off of work
but can be there for a 3:00 meeting and we've had subcommittee meetings at 10:00 in the morning. I think in order to have the the greatest audience potentially for these subcommittee meetings which again we're conducting very important work
um I I think we need to be as transparent and consistent as possible um and we can explore it before we take a final vote. That's just my opinion on that. So I'm concerned about saying that we have to have it in a
certain location or a certain time etc. Because for instance the policy subcommittee requires Maggie to be there and Ian to be there. So we do it at city hall during work hours so that Maggie can be there because that's what's important for that subcommittee.
The policy subcommittee requires Dr. Globsky to be there and possibly other people as we've pulled in. We've had to pull in Colleen before. Again, it has to be during school working hours because that's when those people are available. So to say that we can't have a meeting
at 10:00 in the morning is not necessarily a good idea because that might be when those people are actually available and those are the people we need to get the information we need to make the decisions and bring those forward to the committee. So, I'm very
very concerned about limiting our ability to be flexible with the people who work in this city and being at us going to them when they're available. Um, so I would be very very hesitant to
any policy that limits when and where and how we do anything. Um, additionally, I'm also concerned that it doesn't say how long we need to keep the um the videos. So, for instance, if
>> not to interrupt, but we have a we're going we're going off the amendment. >> I don't want I just want to stay in the amendment. What you're saying is very important stuff. >> I don't want to interrupt it, but let's close up the amendment and then go on for the rest of the policy. I just don't want you to lose on that. >> Sure. Sure. Sure. Can you clarify the
amendment just so we know? >> The amendment is under policy section one subsection A. All standing in ad hoc subcommittee meetings of the Muan School Committee shall be recorded in audio and
or video format >> and that's the proposed amendment. So and so let's take a we'll vote on it. All those in favor? >> I >> opposed. Right. The eyes have it. has been amended. So let's let's have a
motion to approve as amended. >> So move second. >> Okay. Motions from the vice chair, seconds from member Donovan. So we'll have further discussion. I'll invite member Keegan to finish up com. >> That's okay. No, I appreciate it. Um so my other concern is is storage and how
long we're keeping things. And I know you said, well, it just goes to YouTube. Well, if this policy says that we have to have the video and YouTube goes away, we need a backup here somehow that we own and we're in in
in um control of because if YouTube were to go away tomorrow because it goes under for whatever reason and I know we'll think, oh no, it never could happen, but it could happen. So, we actually are responsible for storing our own things. And one, we need to know how
much that's going to cost. Two, we need to know how long we need to store the videos for. Um, videos are large files. And so, at this point, are we buying something to store these videos on in perpetuity? And
I mean, it's it gets to be a cost issue. And I would not be in favor of anything that's going to add cost to our budget right now at all. That's all. >> Let's hear from member Donovan, the member Wlette. >> So, I just have some questions that
maybe will help us move this forward. Um, member Bayz, um, all good points brought up. I would just want us to focus on this and not locations right now because that's a whole different ballgame. And I'd also like to point out
that many of us have responsibilities during the day and work and and have families and all sorts of stuff. So, it's really really hard to schedule. And I'm referring specifically to the people in the school department who
um have jobs to do and we we kind of try to accommodate the schedule because we so need them to do this important work. So that said, do we have an owl camera? Because I've seen it in action and it's pretty terrific.
>> I have too. Uh um I have also I should say we're in the process of purchasing Owl C cameras as part of our early college program. Um and also looking to install them in some of our central meeting places. >> Okay, that would be a significant um
help. The other question city hall, too. >> Oh, you do? Okay. Well, that's all good news. We're in city hall. >> It maintains it. Okay. Actually, we used it for the meeting with Desessie. >> Oh, okay. You're right. >> Member Dunovan, can you just speak to the effectiveness of our cameras since you >> Well, I have sat in on meetings um for
instance at the local library where we're able to have people um joining in remotely and people present. And it seems I don't know much about it, but it seems to be voice activated. And um I found it to be incredibly easy um to be part of a
meeting where the owl camera was also present and everyone was heard. So that would be terrific if we could somehow get our hands on that. Member Keegan, I think you have a really good point. Um and I'd be very curious because I believe the what does the city council do? Maybe we can learn from them.
>> No, but in terms of where where these meetings the video would be s stored. May I? >> So that could be and then I'm done. Yes. >> So I have to say that I do agree with member Keegan on time and location. Like
I mentioned, this was the language was built to accommodate all possible scenarios. um in terms of the retention right and where where it would be stored the language in the policy does say you know
it should follow state retention schedules uh where it would be stored I think that that's something that we could explore with the website redesign and what does and what that means with the website redesign and uh you know like just mentioned that that brought me
back to the city and what the city does and they have their comprehensive website which um might be a little bit to my own personal experience the city website is a little bit difficult to use in that sense but um that's something that I think is good for the website
redesign and what that means for it >> member will >> yeah just to piggyback on the secretary in terms of uh the timelines I'd be curious too about the city council I think the vice chair alluded to that they've had some flexibility in the in the time frame so if we verify that.
That might allay some of my concerns. Thank you. >> All right. >> So, I'd like to move the question. >> All right. All right. Let's >> All right. So, we have a motion to move the question. It's been seconded. All those in favor of moving the question.
>> I >> All right. So, let's take a vote on the proposal as amended. Uh, all those in favor? >> I opposed. >> You guys have it. So, it's passed on a first read. Uh next we have on the agenda >> uh maintenance and custodial supervisors
job title and description change. >> Uh we need a motion and a second to approve. >> So move >> second >> motion from member so second from member Keegan. Discussion. >> This was the same proposal that was brought forth by uh Mr. Goslin on March
5th uh on the agenda at that on that date. We didn't have um the vote for approval. So although I think the the committee was in support of this change, we're just put it back on tonight for formal approval. >> Any other discussion, questions?
If not, we'll vote. All those in favor? >> I opposed. The eyes have it. >> Next on the agenda, we have selection of additional school committee meeting dates for budget workshops. Um this is something that we can uh certainly discuss but also uh you know we could
also uh just trying to think of uh scheduling. I mean I we could piggyback it off of regular meetings you know if we want to do them separately. I'll leave it up to the committee but we can coordinate dates.
>> I don't think we have to set dates tonight. >> Yeah. Quick question. Is this coming from the superintendent's office or from >> or subcommittee? Sorry. just trying to >> uh we had discussed in our finance subcommittee today a special meeting to pres with the preliminary budget presentation. We just wanted to see if
that was a date we could get on everyone's calendars and then subsequently schedule budget workshops or items to discuss on other workshop dates. >> So point of inquiry to the chair of the subcommittee, >> are you ready to pre present the budget
to us by by May 1st? It's it's usually after >> no to prepare to present to the school committee. >> Yeah. >> Yes. >> Well, April 15 weeks. That's why I asked. >> I think there are many moving parts and as we've learned from the past few
years, it's never over till it's really over. >> But I think it's important. I would like to hear the team has been working really hard to I mean they're looking at numbers, sta student numbers. They're looking at what we really really need,
but I think sup Dr. Golopsky would appreciate some feedback from us with some of the information that she is now bringing forward. >> Um, so we were thinking of on April 16th scheduling a a special meeting to
present um our first iteration of preliminary budget for for review within subsequent workshop dates for us to discuss. um maybe go back and alter revise based on your feedback. >> So quick question are you propo are when
you have that sub uh sub subcommittee meeting with the council >> are you presenting the numbers that you would present to us at that following meeting? I don't think in in the comprehensive package, but I think we would give the highlights of some um perceived areas of
need or um significant um savings if there are any of those um and highlight, you know, like we did today in the subcommittee, um changes in terms of salary and special education figures. Um but to give the comprehensive package and presentation, we would wait until
that that date. It's a special meeting with the school committee >> and that meeting with our friends on the city council came from them. That was the request that came from them. And I think it's important that we do meet. Um but I also think it's important
that the board here give our listen to Dr. Golovsky and then give her the feedback that will will drive us forward. >> So, April 16th was the preliminary. >> That was the thought. Um, on the 27th of
April, we have a regularly scheduled workshop meeting which we could add some more um add an item for discussion on the workshop uh budget issue again. Um, and then we could follow up with other meetings as well. Uh we'd like to get an
earlier start than we did last year. >> So quick question to you, chairp committee. >> Is it possible that we receive it then on the 16th and review it over vacation break and then come back on the 27th
with our questions and review. If not, we would want I would personally would want it at least a week in advance before the 16th so I'm prepping. >> I don't see any issue with that. No, if I may, knowing that there will
probably be changes, nothing is going to be set in stone as we this is a living working document. And I know I think it sounds like part of the issue is the meeting is during April vacation. Would that be part of the concern? >> The meeting is not during April vacation.
>> Oh, it's not following Thursday before April vacation. >> Oh, okay. Okay. I thought >> this would just be an opportunity to give a presentation and a meeting. We can just focus on that first pass and then you could digest over vacation. >> I think that would be fine and we can
coordinate this, you know, with with the acting superintendent the specific date. member will >> another thing to keep in mind too is that um concurrently we'll be dealing with the budget and the house side >> and they'll be filing amendments and
usually during that April school vacation week they reconcile the language. I think we need to have an initial meeting to to warn the population that there's going to be a differential between our expectations and reality what we want versus what the
the final product is going to be and there's going to have to be a lifeline again with the circuit breaker funding and giving us some tools at the local level because like in terms of like I mentioned before with the pot dispensaries right it's a herculean
red tape drowning process to even entertain pot dispensaries and we couldn't even if we established it went through a controversial process and had an industrial park right the funding has to be allocated for a different purpose
than what we could for our schools uh the meals tax which I might want to increase incrementally and dedicate that to our libraries because we've had people at the podium year after here advocate for librarians. Now, if we
increase the meals tax as a local option and take that vote, right, that might be entertained as part of the budget process. I know circuit breaker funding is a huge thing. And also on the House side and the Senate side, the differential on chapter 70 to account
for inflation in the past, that's been offered as amendments as well. And we're talking anywhere from 200 to $300 million. that would be another lifeline. So, I think it's crucial that before the the House uh reconciles its budget
amendments and goes through a whole uh marathon session, we as a body need to present to the community because what end up happening is they'll go to the podium and they'll focus their energy on the school committee and on the city
council and that's not where the focus should be. I commend the people that went to I wasn't able to go to in Haveril and they brought the the local officials but they also brought the state officials the legislative delegations from Haveril and the Thoren right it's paramount
again as a body that we approach regarding the millionaire's tax that we approach for additional tools not to overt tax people but to help us fund literacy programs and fund our libraries.
So that would be the the time frame I'm looking at and I think I appreciate the subcommittee for it but I think time is of the essence because we really have to mobilize as a community and focus our energies at Beacon Hill because it's going to be a very difficult year. Thank
you. >> I think this is another thing we just need to move forward on. Um, member Zuglio um, and other folks, do you think it'd be more helpful if we had our meeting first and then met with the city council? >> I I don't know. I did not set
>> I didn't want to hint towards that, but >> No, I mean I'm just wondering what would be >> before April 9th. >> What would be more and I understand that date is not set in stone. I was not involved in setting that, but I mean what would be the best for our what
we're attempting to do pull everything together. I'm open to either make myself available, but if that's what you are heading towards, member Daglio, I understand. >> Again, the mayor just said it. What can we accomplish by April 9th? I mean,
>> what's another week for us to find out? That's why I was asking for it in advance before the 16th. I didn't want to hint towards that, but I and and and speak on on why you guys were meeting. Anything that's going to be said in a meeting like that, I don't want it to be
the first time this body hears it potentially. So that's why if we can get a copy of whatever is presented to them and or the actual budget so that we could have it a week in advance, your proposal instead of just seeing it for the first time digesting it. I feel like
every time we receive a budget, >> it's a shock, you know? I I just just in general and again I I don't want the initial shock to be on the floor here or watching it in another room where the rest of the body is not at. That's it.
>> That makes sense. >> Y >> just a quick question and then >> uh yeah thank you Mr. Chair through you. I just wanted to point out that I'm reading this, you know, scheduling a
workshop not to necessarily set super high expectations on where we want to be, but just to present where we are, right? I think there's a difference in perspective on that. And um I just think that we should let the subcommittee and
the city council subcommittee be able to do their work without again yes we it is a timely uh process but I'm personally willing to make sure that
you guys have the tools and the time and and the availability to present to us what you have been working on. not necessarily have something that you you're expected to present to us during this April 16th meeting. For example,
>> member Soy and member Keegan, I I was just looking for clarification on the dates you're speaking about. The one for April 16th, that's just the school committee that would be meeting at that meeting. And then you said April 9th. I wasn't sure what that >> that's the subcommittee.
>> The subcommittee meeting. Okay, >> I'm not sure if there's anyone else, but I just want to >> Member Keegan, and this is something we we can sort this out, >> you know, offline. >> So, I have two points to make. First off, um, subcommittee meeting handouts
are public and like I said, you're going to be reading about it tomorrow in the Tribune. So, um, it's not going to be a surprise come April 9th, you're going to get numbers tomorrow in the Tribune. Okay? So, I just want to be clear on that. Um, you know, like that's that's
the reality, right? Um, and my I forget what my second point is. Oh, we're doing things a little bit differently this year. Um, and we're presenting a just a a straight rollover budget of what we are funding right now, what it's going
to cost us next year, and then we're going to add on the side a wish list of things we would love to add if there were money. Okay? So, it's going to be presented very differently than it has been in the past. The goal is to have
one budget proposal for the committee to consider so that we don't have >> the issue that we had last year where there were multiples and uh the thought is uh for us to you know enter the process on a more united front
>> and that's where we're at now. >> Yes. And we can coord we can coordinate this offline. ask is it's like you know think of it when you go book a hotel you pick a standard room and then if you want to go up to the next thing it's plus a number if you want to go up another step it's
plus this number the only reason why I am saying this now is because you know this room is going to be full at some point with people talking to us about not cutting theater or not charging for sports or not taking away
bus routes and And I want that narrative out sooner and us understanding it before the council starts weighing in on their own commentary. Just prepping us all. And Mr. Bayas for you for you for the first time going through the budget.
You're now on the other side of the fence here. So that's why we all know that this room is going to get wild and crazy by April. So I'm just I just want to be open and honest here. us finding out those numbers before everyone else.
Thank you. >> All right, last comment. Member will let >> and we we've been here I've been here for this is my third year back on the school committee. We know that the governor's budget is devastating automatically, but one
uh.5 to 2% increase isn't going to accomplish when you have uh insurance costs, energy costs, transportation costs, um collective bargaining agreements.
Okay. So just the the normal costs of operation are going to be far exceeded by what the governor had presented in in her budget plan. That's been consistent over the last three years. And I like I said before, I think the millionaires uh
tax is becoming um a poor uh bill of goods because it's it's being more diverted towards the tea. And I I've said that in the record in the past. I think your foundation to your society is your your K through 12 public education
going back to Horus man in in Massachusetts. Okay? It's it's not community colleges. It's not the T. It's not open borders. It's your K through 12 education. And we're grossly underfunded
in Massachusetts. Okay. And we have a neighboring uh community of Haveril. He has a PhD in economics. He'll tell you a mass budget which is left-leaning will tell you that we're undercut by anywhere from seven to
eight million dollars. So, you know, that's all that figures is well known to the the populace. What my concern is is is mobilizing that energy. And it's a good positive energy. I don't mind attending the the the public
hearings. I really don't. your focus needs to be on Beacon Hill because if we didn't get at the last second the circuit breaker funding, we would have had massive layoffs beyond the layoffs that we incurred. Okay? I don't want to
go through that experience again. I also hear at the podium a lot too is people crying to have librarians in our schools and it's a valid concern, but we're not as a community, we're not given the tools. Like I said before, the pot
dispensaries is a ridiculous red tape and we can't divert that money to the schools. It has to be for uh a mitigating thing for the pot dispensary. It's ridiculous. It should be diverted to the schools if we decide to do that. If we wanted an incremental increase to
the meals tax, that should be able to go to the schools. What they focus on is uh doing away a Proposition two and a half, which is ridiculous, or doing an astronomical increase to the auto excise tax, right? Give us the tools and give
us some additional funding. 48% of people in Massachusetts voted against the millionaires tax. I think those 48% of the people are starting to be uh right in their assessment because if you're going into the endless pit of the tea, right? The original promise was to
education and we're not receiving that. They have the sales tax goes to the tea and now the millionaires tax go to the tea and we're paying off the debt of the tea. Meanwhile, we're laying off Boston's going to be laying off hundreds of
people. We've laid off dozens of people over the last three years. Okay. What is the purpose of the millionaires tax? What's the purpose of DraftKings? What's the purpose of casinos? What's the purpose of the meals tax? What's the purpose of pot dispensaries? You don't
give the communities the tools and then you promote open borders, which is draining our accounts locally, right? You put us between a rock and a hard place. But we've had this same conversation year after year. I'll give the same speech again. Thank you.
>> All right. Any other business from the committee? >> Did we agree on a date? No. A time. >> We'll we'll we'll sort that out. >> Yeah. >> Okay. >> Yeah. All right. Did >> you say business from the committee? >> Yes. >> Tell us Wednesday, Tuesday, and Wednesday night. Make sure it's going to
be great. We raise money for so many of our students. Well, our scholarship committee does, and they are the best people. They work so hard. So, make sure some of us will be there manning the phones. I hope everyone calls in and makes a donation. For every $50 donation, you get $80 in like good stuff
like gift gift certificates. It's great. So, can't wait. >> Very good. >> Of course, I always have to mention the backpack program. They're still looking for donations if anybody has anything that they would like to drop off at the central building. Thank you.
Um, member Donovan, could you tell us about your literacy night, please? >> Okay. Tomorrow night, 6:00 to 8:00 PM at the Timny. If you have not signed up, please feel welcome. Anyway, we'll be uh breaking into three working groups because as a result of the survey that we did, um we know there's a need for
dealing with the summer slide, reaching out to our youngest readers, early childhood, and their families, and then um building some sort of community bridge so we can have people in the community actively support our our readers. And keep in mind, this
was all created because we truly believe it takes a village to raise a lead a reader. It is not the sole responsibility of our uh schools. So, we're hoping for a good turnout the first time and we're hoping for more to come. So, 6:00 to 8 tomorrow at the
Timny, there'll be a story time for kids if you want to bring your children and there'll be food. So, look forward to seeing people there. Just want to let the community know about the 22nd annual Valley Patriot Scholarship badge. Two MDUN students
will be receiving scholarships uh during this batch on March 27th. So very proud. >> Member Wlette, >> I'll be making my plea once again to have a second round of the survey for the audit and hopefully that's going to
be funded by the city council or if we need to do it. I think we need to have a second round of the survey go out based on the audit results. Thank you. >> All right, make a motion. >> We have a motion to adjurnn. >> Second. >> I'll make a motion. >> Second.
>> All right. Motions from member Bayas, seconds from member Donovan. All those in favor? >> I >> opposed. The time is 8:43 and we're adjourned. So we do.