Let's go. Welcome to the special meeting of, school board on December 5 fifth fifteenth. Thank you. This is, in closed session tonight. Oh, roll call. Can we have a roll call to establish quorum, please? Yes. On the roll call to establish quorum, student director Simmons, student director Smith, director Lauder? Present. Director Williams? Present. Present, sir. K. Director Hutchinson? Director Berry? Director Berry? Yeah. Okay. Alright. Director Thompson? Vice president of bachelor? Here. And Here. Thank you. Can we have interpretation check, mister Seichao?
Yes. Moving to interpreter's announcement. For tonight's meeting, we have three languages for live interpretation. They are Arabic, Spanish, and Cantonese. For in person, we have laptops in the, in the back of the room. For interpretation, there is also translation and closed caption feature available on Zoom that you can use by clicking the closed caption icon on your Zoom taskbar. With that, we'll move to Arabic. Please only raise your hand if you need Arabic interpretation. Ms. Abdi, if you can come off mute and make the interpretation announcement for Arabic, please. Great. Thank you, Mr. Tarek.
Check attendees, if any hands are raised for Arabic interpretation. I see no hands raised, we will now start with Arabic interpretation. Next, we'll go to Cantonese. Again, please only raise your hand if you need Cantonese interpretation. Mr. Yuan, if you can come off mute and make the interpretation announcement for Cantonese, please. Mr. Yuwen? Ms. Ho, if if you can hear me? The Cantonese announcement is Mr. Seichao. Great. Thanks so much, Ms. Ho. Appreciate you. Check attendees, if any hands are raised for Cantonese interpretation. Seeing no hands raised, we will now start with Cantonese interpretation.
Next, we'll go to Spanish. Again, please only raise your hand if you need Spanish interpretation. Well, mister Copenhagen, if you can come off mute and make the interpretation announcement. Yes. Thank you. Great. Thank you, mister Copenhagen. Checking to these if any hands raised for Spanish interpretation. Seeing no hands raised, we will not start with any interpretation and we'll check-in later during the meeting. Turn to you, Mr. Rick Shaw. Madam President, the availability of language translations announcement has been made. And back to you. Thank you. Tonight in closed session, we will discuss public employee performance evaluation matters D1.25-two
thousand four hundred and ninety four, Public Employee Performance Evaluation, Interim Superintendent of Schools. We will reconvene at 6PM. Are there any, public comments on closed session items? Madam President, there are no speakers for for closed session items. And with that I'm sorry. With that, we'll reconvene to, we'll go to closed or to a closed session and we'll reconvene at 6PM. Mister Raikes Druckin, I'd like to welcome everyone to the Alright. On the roll call to establish quorum, student director Simmons, student director Smith, director Lauter?
Present. Director Williams? Director Hutchinson? Present, sir. Present. Okay. Director Berry? Okay. I have director Thompson? Present. Vice president Bachelor? Here. And president Breauxhall? Here. Warren president. Thank you. Mister Saita, could we have an interpretation check, please? Yes. President Breuer, moving to interpretation announcement. For tonight's meeting, we have three languages for live interpretation. They are Arabic, Spanish and Cantonese. For in person, we have left tabs in the back of the room for interpretation. We will start with Arabic. I'll I will lower all attendees' hands.
Please only raise your hand if you need Arabic interpretation. Miss Abdi, if you can come off mute and make the internal test announcement for everybody, please. And miss Abdi is not there. Mister mister Turek? Thank you. Arabic announcement is done. Great. Thank you, mister Tarek. Checking attendees to see if any hands are raised for Arabic interpretation. Seeing no hands raised for Arabic, we will now start Arabic interpretation. Next, we'll go to Cantonese. Again, I'll I will lower all Chinese hands. Please only raise your hand if you need Cantonese interpretation. Mister Yuan,
if you can come off mute and make the interpretation announcement for Cantonese, please. Great. Thank you, Mr. Yuen. Check attendees to see if any hands are raised for Cantonese interpretation. I see no hands raised. We will now start with Cantonese interpretation. Next, we'll talk Spanish. Again, please someone raise your hand if you need Spanish interpretation. Miss Vargas, if you can come off mute and make the interpretation announcement for Spanish, please. Of course. Thank you. Spanish announcement is done. Great. Thank you, Mr. Vargas. Check attendees to see if any hands raised for Spanish interpretation. Seeing no hands raised, we will not start with any interpretation,
and we'll check-in later during the meeting. Turn to you, mister Riksdorf. Madam president, the second announcement for the availability of interpretive services has been completed. Thank you, Mr. Raikstra. Tonight in closed session, we discussed the following item under Public Employee Performance Evaluation Matters, D-one 120 one-two 494, Public Employee Performance Evaluation, Interim Superintendent of Schools. The Board discussed this matter. We'll now move on to the main item of the night, which is item H1, Governing Board,
20 five-three 27, Governing Board twenty twenty five-twenty 26 Search, Appointment of Superintendent of Schools, Planning Session, Hazard Young, Attea and Associates, HYA, Executive Search Firm. And I believe that we have a presentation from HYA. Good evening, mister Ali. Good evening good evening, madam president and members of the governing board. It's almost certainly a privilege to join you. You're muted. Can you hear me now? Testing. Testing. Yeah. Okay. There we go. Alright. Okay. We're cooking with fire here.
Right. Good evening, madam president and members of the governing board. It's a privilege and pleasure to be with you this evening. I'm not for certain if you, in fact, received the PowerPoint prepared that was sent to your legal counsel. And if not, then we can make certain that you get it. But if you have it, if we can put it up on the screen oh, I see it there. I'm sorry. Okay. There it is. Alright. Do we wanna share it? Okay. There we go. Alright. So let us drop to the next, the first slide. So this is the
engagement process. If you recall during the presentations several months past, we discussed the signature engagement process relative to how we will conduct the search and exactly the steps that we'll take, the first being engage. This is the search process. The second being recruit. So understanding the desires of the organization, and then, of course, bringing a wide range of talent to the board for consideration. Then, we move into the selection phase,
which will assist with the facilitation of that process and then transitioning, supporting the board as well as the new superintendent relative to onboarding and facilitating a smooth transition. Next slide. So, if you look at this, it's a little small, and I hope everyone has an opportunity to see it, that's not as blemished as it is on on my my screen. Give me one second. Let me just pull up the, Alright. On this particular slide, this slide details and this will all be filled in.
This details all of the events that will take place, a comprehensive timeline, and so I'm gonna spend a little time walking through exactly what's gonna happen and what we are gonna do step by step. Okay? The first aspect is what we're gonna do as we discussed, is we're gonna engage students. We're gonna schedule interviews with students as a part of the focus group and then we're going to engage members of the board. The following are some suggested groups and individuals to consider as a part of this
process: Board members, the interim superintendent, district level administrators, principals, the union, teachers as well as classified, city council, mayor, former board members potentially, the PTO, the PTO council, the business community, the ecumenical community, as well as other strategic partners that the district, as well as the board, deem appropriate in order for us to have a fruitful discussion and be able to elicit information. With any leverage and online survey, in addition to the on the ground engagement.
An online survey that will go out to the entire community in multiple languages and will that would allow everyone to be able to have their voices heard. We can look at this in several different ways. We can look at various customization to include opening the comments. We can do forced choice questions up to 10, candidate suggested questions. So there are many ways that that we will utilize and leverage technology as well as our intellectual prowess, having conducted numerous searches around the country,
bring that knowledge to bear to be able to ensure that we capture the voice and the voices of all of the individuals who are within the Oakland, community. There's some, several key areas for us to also consider. To to, posting of the job. The job will be posted on Hway site, which is one of the most, highly trafficked, sites as it were within this industry, as well as social media, including the district's website, and we'll more than likely post to ed join.
We'll advertise, and then we'll leverage our network of consultants and strategic allies around the state and country to be able to share that we're able to, put together a very palatable slate. We'll make certain that the board has provided a comprehensive district leadership profile report. That report will also be shared with the candidates. That report will serve as the fulcrum of the search. It'll be the guiding star, the guiding light, if you will, relative to,
the search. Next slide. This slide details the decision and information, items for the search that are essential to ensuring that we're able to move forward very seamlessly. Transparency, making certain that everybody has all of the information together. We will not engage board members, separately or anyone for that matter. We wanna make sure that we maintain a high level of transparency within this process. It is best practice for the district to build a website or landing page dedicated
to the superintendent search. All information will be shared via that, website, and I can provide several examples to, your staff as well as to the IT professionals who are responsible for developing your web page. As stated before, we'll begin scheduling engagement sessions, interviewing students, student leaders, as well as members of the board. We're gonna launch the online survey. The online survey will remain open for roughly sixty days in in order to make certain we're able to advertise and drive people to that
survey. The focus groups, again, scheduling focus groups, making certain that the board members understand the candidates as well as the number of candidates we're gonna bring to bear. We're recommending between five and ten. That number can vary. Of course, I would emphatically recommend that OUSD reimbursed candidates for their travel expenses, which is customary. And I suspect we'll keep the job open for sixty or perhaps ninety days. We can discuss that in subsequent meetings.
Advertising options. We'll advertise in the local circulars. AdWeek AASA, which is the superintendents, a national association. They have a landing page dedicated to superintendent searches. ALAS, which is the Latino Superintendents Association, as well as NAPSI, which is the Black Superintendents Association. We work very closely with HR as well as legal on the job description and then and making certain that that job description, of course, aligns with state law. In addition to ensuring that their proper salary ranges are also posted.
How do we facilitate focus groups? Very versatile. Face to face, virtual. Again, face to face, meaning various locations on the ground in Oakland. We're very flexible to be able to ensure that we're in a position to work with the community, ensuring that they can attend whether it's morning, afternoon, or evening, weekday, or weekend. We want to make certain that we're very much connected and we provide a measure of flexibility to the community. As I said before, potential focus groups, stakeholders, business leaders, students, families,
civic organizations. And then, of course, looking at being inclusive. And so, our objective is to seek and reach all community members, all stakeholders, which is why we're doing on the ground focus groups in addition to the survey. If you are not interested in coming out for any reason, not a problem. The community can complete the survey twenty four hours a day, seven days a week at their leisure. We're going to make certain we communicate that to them. The next slide. Next slide should say survey and focus groups. Okay.
So here I put the survey will be live for two to three weeks, but this would be a little bit longer, little bit longer. The survey will be broadly distributed, and we'll work very closely with the school district to leverage all of the avenues that currently exist. The district does an exceptional job disseminating or propagating information to stakeholders, and we wanna make certain that we leverage those resources. The survey will be accessible in multiple languages as stated, and we most certainly look for the community's,
response therein. All right. Next slide. Successful and deep community engagement. If you look to the right of the slide, it looks at or displays goals and guardrails, board interviews, individual interviews. All of these areas are very essential and very catalytic to the development of a successful community engagement initiative and making certain that we're able to extract the necessary information from the community through various means. The district has posted goals as established.
We wanna make sure we communicate that and utilize that. The core objective is to listen to members of the governing board while the community is paramount, essential, at the forefront of the process. The board will make the decision. It's very important for us to have those individual interviews and the time with the board and, of course, leverage leverage that online survey. So we're gonna be counting on our members of the board to work with us to make sure that we are able to be very successful in our community engagement efforts. Next slide. Presentation of the slate. So I know we say this and sometimes
people push back. In California, this is a confidential process covered pursuant to the, government code. We're gonna keep the process confidential. Why? Because that allows us to get the best slate of candidates, the best slate possible. HYA will present a slate of candidates to the board that best match the leadership profile. Go back to the word. The leadership profile report is the fulcrum of the search. Meaning, if the person does not align, then we will not recommend to the board for consideration. The board has the right as a governing authority to interview anyone.
But again, we're submitting and presenting based upon our analysis. If a person does not match the leadership profile, it will be very difficult for them to move forward and lead the system, especially during our very trying times. The Board decides the individuals it wants to include in the process from the slate. Again, if you wanna select someone that's not a part of the initial band, band one or band a, the board has that right. It'll be be critically important for the board to be able to discuss among itself
in closed session and have deliberative and vigorous debate around moving individuals who may not necessarily align with the leadership profile. That hard discussion really helps to flush out, the process and allows all to be able to hear the very various diverse perspectives that board members bring to bear as well as underscore why you believe individuals ought to be interviewed if not presented as a part of the initial first slate.
Next slide. So, the next slide details and gives an overview of the process, the interview process. The first round of interviews will be a performance based SWOT analysis. Again, an all day event, an all day event. Here, members of the, members of the the the slate or candidates, if you will, we're afforded, sixty minutes or so, including a q and a. Each candidate prepares a presentation for the board slash screening committee, which is pretty much what, and what you would be. That SWOT analysis of the district will highlight
and align their match to the leadership profile report. They would then show an evidentiary trail of what they have done in previous districts on other positions in order to meet or exceed, the various issues or or or scenarios presented to each applicant. Right now, we're dealing with some serious fiscal challenges in in OUSD. Someone would have to understand school finance, HR, or the operations of a system. Right? Not to say that they
will be without a level of, instructional prowess, but you want somebody to bring a different level of strategic focus vis a vis finance and operations, that's the issue you're dealing with currently. And so this will give the board an opportunity to to see a deep dive into the ability of the aspirant and under understand how they perceive the strengths, weaknesses, opportunities, and threats of the system, and then how they can provide a level of of understanding as well as bring experience to bear and allow that
experience to, move the district forward. This is also an opportunity for members of the board to see how individuals communicate and present. I put in here persuasive skills. Very challenging if the superintendent is unable to present to the community or the legislature, whether it's the house in DC, the senate, or even the hidden legislative house in in California. You need to have someone who is in a position who can articulate the district's
vision, not in the, but they actually understand is what is happening in the district and ways in which they can bring years of experience to bear in order to address or quell. Next slide. Second day of interviews. Here, you get off into the case study and the one hundred day plan. This is usually reserved for the top two candidates. The case study assessment utilizes HYA's data brief that presents the district's student achievement and financial data requiring a candidate to utilize the same source material in their analysis.
The one hundred day planned presentation by each half sprint, they will lay out exactly what they would do day one and how they'll be able to address some of the more pressing needs within that that first quarter. Second, the the third bullet will be questions from the board regarding the Canada's perspective, style, competency, philosophical perspective, burning platforms relative to, the system. This will allow the candidate to or the aspirant to answer questions,
address issues or concerns raised. Plus, it gives an opportunity for the board to have true hearty discussion around issues that are relevant to OUSD and see and discover how the aspirin would address those particular issues. Again, this is limited to the top two within the field. Alright. The last slide is questions. Thank you for your presentation. I wanted to go back to slide number there isn't a slide number on here. It's, successful and deep, meaningful community engagement.
You have goals and guardrails. Can you explain a little bit of what you mean by guardrails and what are some and provide some examples of other school districts, guardrails? Yeah. So the guardrails that I'm referencing are the OUSD of goals and guardrails that you have established. They're within your district. You did some work I'm looking for the document now. You did some work with, the accounts of the Great City Schools relative to the the doors and guardrails. And I'm I'm specifically referencing that information.
All of that will be part and parcel to, the search as well as the overall process as we analyze information, and we're we're able to then utilize that information to work with the community during the focus groups. Thank you. Any additional questions from members of the board? We do. We have some. Director Hutchins. Oh, okay. Thank you. Thank you, Mr. Ali. I was, trying to listen carefully, so I wanna make sure that, I captured this correctly. So, if I understood correctly, you said that it would, take two to three weeks for a survey,
sent out to the community to be conducted and that there be a round of focus groups because, still to this point the school board has not developed a candidate profile yet. So if I understood correctly, I'll just round it up and say about a month long process at least, to, gather that information from the community. Is that correct? Well, partially. And because we've we're starting at the the top of the year, we've pivoted. And so as opposed to two to three weeks, we'll do two months for the survey.
We'll do two months for on the ground community engagement to be able to capture all of the voices that we know our desires are being heard in the community. You're hiring us or you've hired us rather to serve as the owner's representative and to develop the leadership profile report. You don't have to do anything. We will take all that on, utilize all of the information extracted from the on the ground focus groups as well as the data from the survey to build out the community profile report.
What is needed go right ahead, sir. I apologize. Okay. No. I I I just wanna go ahead and finish with the the rest because, I I'm just trying to develop the full timeline that we're talking about here. And so I'll round that up. So after, two months of focus group work and engagement, to develop a candidate profile, then the job will be posted. And I heard you say that the job will remain open for sixty to ninety days. Then I heard after that there will be a round of interviews and then a second round of interviews for the two,
likely finalist candidates. And I would assume that process would take at least a month. And so when I put this all together in my head, if there's two months for the focus group, if the job is going to be posted for three months, and then it's going to be a month of interviews, that takes us to June already. And, you know that doesn't even take into account what's just been happening in our school district and the recent changes to both the Chief Business Officer and the Chief of Staff. And it doesn't take into account that we are in extreme financial crisis and at
any time during this process, we could very well be taken over. And so I'm really worried about this board's ability to hire another superintendent to fill this role based on what's going on and I just really want to point out here on the record since we have one person sitting in attendance and only about 10 attendees on Zoom. Not only has there been no work done but what I just heard laid out was a six month process and I know that coincides with,
in six months our interim superintendent's contract expires. So So it doesn't sound like there's going to be any way for us to hire a new permanent superintendent for next school year within this time frame. And I just want everyone to hear it very clearly because, again I'm very disappointed and very frustrated that the school board has put us in this situation. So if I miscounted the days that you laid out in the months, please correct me. But I'm pretty sure that equals five to six months and chances are it could take longer. Thank you. Director,
if you allow me, madam madam chair. Yes. Go ahead. Thank you. The entire process will be wrapped up within a hundred and twenty days. There's some of the activities which will be simultaneous. Some of the activities will be simultaneous. Well, I'll give an example of of some of the simultaneous work. So right now, we're doing the planning meeting. This week, I work with your HR team as well as legal relative to advertisement, the application deadline, and then we'll launch the survey. The top of the year, we'll launch the online survey, immediately begin focus groups in the development of leadership profile.
That exercise in and of itself will be simultaneous and will take place within within the first, sixty to ninety days. They will move into the leadership profile, which will be, proffered to the board. That's after roughly ninety days. The interview of protocols and workshop will be done in concert or provided to the board. The protocols will be provided when the leadership profile report is provided. The the entire process will be wrapped up in a way to where when you get down to
the board announcing the superintendent and transitioning, you'd have a one month lag for negotiation and transition, meaning the interim contract ends the June. The full term superintendent's contract begins July 1. So I I hear that, but what I also heard is, it's gonna be sixty to ninety days to develop the, Leadership Profile. And the part that you left out in that last timeline was the lag time where the job needs to be posted. The job can't be posted until we've fully developed the Leadership Profile and the job
has to be posted for at least two months if not three months. So again the process that's been laid out is a five to six month process which takes us into June. And so this isn't necessarily directed at your firm, this is directed at for the community and to the school board that again it's an unrealistic timeline because we haven't done the work. The school board has done no pre work. There's no one from the community even here today to start the work today. And what you laid out by definition is a five month process before we get
to being able to interview anyone. Thank you. Mr. Lee, could I suggest, maybe a written, like a calendar of the timeline so we could see, excuse me, because I I am seeing that the January that the the the community and the, survey are done simultaneously, then the leadership profile, and then we start the interviews. Is that correct? Yes. So if you look at the top of the activity, if we're looking at this and then looking at almost like a matrix, if you will, The initial activity is planning.
The job can will open the top of the year. The job will remain open, which allow individuals to be able to obtain letters and all the other requisite, documentation that's normally utilized in this process. Now the survey will be launched. This these are very quick exercises. The survey will build a survey, We'll structure the survey. That's launched post hace. The the challenge centers around scheduling community engagement sessions, which is why we're doing sixty days.
And I can most certainly provide a comprehensive timeline, which is customary. You would indeed get a comprehensive timeline, madam chair. It's not a problem at all. But this process is designed, to be buttoned up before the interim superintendent's contract expires. Okay. Thank you, and thank you for clarifying. Are there any other board questions? Director Thompson. Mr. Ali, thank you very kindly, sir, for a very comprehensive outlook of how you're going to, proceed in this process. But I would like to make one request because I didn't hear it and it's
not that you are supposed to know this, but I think I'm supposed to assist you as you go through this process. And so I would like for you when you talked about number one, engaging students, I would like for you to specifically engage a group called the All City Council. That's a group of young individuals at the high school and middle school levels necessarily, but they like they would like to be involved in any process that involves the
board doing something for the district. And because this is such, an important part of what's happening in our district, I do think the young people, who are specifically in this group called the All City Council would like to be, somehow involved. I don't know if you want to make it a situation, where you deal with them specifically or if they're invited to be in another group. I don't know how you I'm not trying to dictate how you run what you're gonna do,
but I just wanna say that that group is a very important group in, decision making, especially at the board level. Thank you very much, President. Thank you. Director Batchelor. Thank you. I'm excited to start with these engagements and have a few ideas of different school sites that I would like to cohost with you some of these engagements. But, we also have a lot of nonprofit community organizations, in Oakland that do a lot of work, especially with our young people and our families. And so I think it'd be helpful as well to do some pre engagements with
those, like, leaders and figure out if they're what are the different modalities or ways that we can engage with the communities that they serve. Like, I'm thinking of folks like La Clinica, Courage, Black Organizing Project, and the list goes on. So I would love to find a time to engage with you to figure out, again, how do we have the best, conversations with those leaders to figure out what is the best way to support in getting this and having them get the surveys out, but also engaging with the folks that they work with. And I guess with, city council,
how have you done those, engagements, in the past? Would they be, full city council meetings? Would they be individual conversations? And would school board directors also be involved in those since we have relationships with some of those city council members? Yes. Madam vice president, exactly what you said is exactly what we're gonna do. We're gonna rely on you to assist us with the introduction of members of the city council and or any other elected officials in the immediate vicinity. We will not engage the council as a whole, who would meet with members of the city council who may have specific jurisdiction and
or authority by way of commissions or other ancillary boards for which those members of the city council sit that may have direct correlation to aspects and activities within the district. So, for example, if a member of the city council chairs a commission responsible for the parks and recreations, that person may be someone we would engage. If a city council member is over transportation and or, street lighting and landscape, safe routes to school, etcetera. These are people who we would engage because, students are traversing the streets. Perhaps we talk with the police chief.
We would take direction from the board of directors. Director, Thompson referenced students. He would like to be engaged. Not a problem. The objective is for me to work with you individually to obtain lists from you of individuals or groups you deem appropriate, and those folk ought to be included in an engagement process. Thank you. I'd be happy to work with you on that. Are there any other board questions? I think that's those are all the questions that we have here. Doctor. Hutchinson, did you have another question? Thank you. As we need to fill up a time for a special meeting that didn't need
to be called today. Again I'm really worried about this process and I'm really worried to hear anyone say I'm gonna leave it up to the school board to help me out with that. That's kind of the problem that we've been facing here. I cannot, again, I cannot overstate enough how troubled I was by the news on Friday that we're losing members of our senior leadership team and that's coming off of last week's meeting where no direction was taken in terms of building a budget plan for next year.
And now on top of it we're starting to have discussions about hiring a new Superintendent. I don't know how we're supposed to have the ability to hire anyone who's qualified with the District in this situation with the community not engaged around this decision. And we have other things that we need to take care of first. And so I just also want to put on the record now that we are still paying our former superintendent, paying a new superintendent, and now paying for a search firm, I'm a be very disappointed that all of that money is being wasted and we're just gonna wind up extending the interim superintendent.
That would be unacceptable if we're going through this process, but I don't see how we can post the job. Job offering before we've developed a candidate profile. And there's a lag to all of these things. And it sure doesn't feel like we will be able to be to the point where we're ready to offer a contract to a superintendent in March so so we can even be competitive nationally with the timing of when other districts make those decisions. So I think this is another, really waste of time at this point and a setup for failure. And I really encourage everyone in the community to really get engaged.
I know there was no public notification that this meeting was even happening tonight. That's why there's nobody here. That's why there's no student directors here present. That's why there's not even all of the regular school board directors here either. I need everyone's help to make sure that we are able to control our district and make wise decisions and we really have to stop all of this from happening. And lastly, I encourage everyone to watch the video of last Wednesday's meeting where everyone showed their
true colors or please feel free to watch the clips that I'm gonna continue sharing on social media. Thank you. Mr. Lee, I wanted to thank you for your presentation. What would be the next, steps for us as a Board? The next steps, for the Board is we would schedule some time within March excuse me, within January, the January, to meet in closed session, and I work with your legal counsel on the appropriate language and to ensure compliance relative to that. But we meet in closed session to discuss other elements of the search.
The other steps would include scheduling, separate meetings with members of the board to talk about the board engagement that we will conduct right after work with your students. So in terms of scheduling those meetings, the board engagement piece would be with individual board members? Yes. Individual board members. So we should probably start doing that now. Right? That would make sense? Yes. Okay. The team yeah. The H. Y. Team will reach out to your staff and we'll coordinate appropriately.
Okay. Thank you so much. If there are no other questions again, thank you for your presentation. Thank you for your work in helping us find a new superintendent, and I appreciate the work in your presentation tonight. Thank you. Thank you. Oh, public comment. I'm sorry. Madam president, there are no public speakers for this item. Right. There are no public speakers, so the meeting is now adjourned. Thank you.