Yeah. Welcome to the Pasak Valley Regional High School District Board of Education meeting this September 25th, 2025. Uh, please stand. Can we have the roll call, please? Miss SK
here. Mrs. Wong >> here. >> Miss Keller, Mrs. Martin >> here. >> Mr. S >> present. >> Mr. Weaver >> here. >> Miss Steph >> present. >> Mrs. Martin
>> here. Please stand with me for the Igian to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all.
>> Adequate notice of this meeting has been provided by mailing copies of said notice to the record, found copies of set notice with municipal clerks of Hillsdale, Male, Riverale, and Lake and publishing set notice in the record on September 23rd, 2025.
Can I get a motion to enter into executive session? >> We we have a settlement to discuss and we'll come back. public session for the Pasc Valley Regional High School District Board of Education special meeting on September
25th, 2025. Uh, next we will have comments from the public. Citizens are invited to make comments regarding agenda items and they're limited to three minutes according to the Pasc Valley Regional High School District Board of Education policy number 0167. Persons wishing to
speak must upon being recognized rise, sign in, and state their name, type of residence, and which agenda item they are referencing. Okay, seeing as how there's no one to speak from the public, we'll move on. Next we have human resources where we will be discussing the process of the
superintendent search. >> So I I'll just speak briefly and we can just discuss how you guys like to proceed. I I gave each member a folder and it contains some information. um the timeline that I presented at the retreat. Um but
um the other information is from previous search that was done um using a search firm and along with the survey that was sent out to the public. So it gives you an outline of what to expect during the search at least. And then we
need to decide how we want to proceed from here as far as what are our next steps and the timelines on those next few steps. Um I also had a discussion with our law firm our attorneys to just find out what
assistance they could provide. Um and they said they more than happy to review any type of questions that we would want to bring forth to candidates and make sure they fall with um that they would obviously be part of
negotiations with the final candidate. They would review job postings um but they would stay out of the interview process. They would stay out of um reviewing resumes. They leave that up to
the board as part doing your own research. So we just go through what the superintendent. >> So we have to as far as deciding on search process uh are we in agreement that we are going
to do the process ourselves? Does anyone else have comments or uh any thoughts about doing it differently than that? Instead of like last time having a company assist us, we're just literally
going to post it and then take >> the application. So we'll have a initial committee made of four people and they'll go through all resumes and essentially like last time you know
A that fits the bill B there's and then C not so much. So every board member can have will have access to all of the resumes but it will be put into these categories so that it makes the process
a little bit more >> I know you a little bit early when I was >> um when I was after I resigned my board had to conduct their own search for my replacement. I've been through this process when the board's done it on
their own. I help them logistically go through it. So, I have some experience going through this. >> Thank you. Great. >> Do we need to commend? >> No, I think if there's anyone in disagreement that that should be the first thing to bring out, right? So, as
long as there's no one who's in disagreement, I think we can um we can safely say that we are all So we're just skipping this October date where we're hiring a search company, >> right? The part of it where it's award
the search company, but then the whole community outreach, posting, data collection and interview process will be that we have to do questions. >> No, all of you have experience just we don't. So do it. I just I want to make
sure though that you're heard, right? Like so so if you have questions, make sure you you stop um me or anybody else. So, okay. So, we are settled on the fact that we are going to do the search ourselves. Um so, let's move on to
October which is next week. Uh so, community outreach and posting is different. So, the average what what would we like to do? So we
there is doing a survey monkey which is what we did last time. We also had um focus groups I can't think of focus groups uh thoughts I I do think that we should send
something similar out to the community. anything drastically change. I think you're going to see a lot of the same trends, right? Um and then I think that those groups gave us an opportunity to kind of get a
better idea of like what do the teachers need? I feel like we need to kind of have a sampling um before we actually go out to the interviewing and data collection from the resumes so that when we look at the
resumes I just looked at you know the question is it important that they were superintendent is it important that they have the word doctor before their name like are these things that our community is searching for or is this something that's less of an emphasis so I do think we should kind of
go back to the community and see if anything's really changed and then also teachers and the other stakeholders. >> Okay. So along that ve looking at this um survey that's in the packet just quickly take a look or just look
through the questions um any changes that anyone wants to make. >> You mean Wait, where? What do you mean? >> The problem is
>> it's not measurable. >> How do you measure that? >> I know. I know. >> So, how do you measure that? Right. >> We decided that during the last search, we didn't want to have that. So, that's why we took out that short phrase in
single words, right? So, um and we replaced it with involving stakeholder input in the decision making process. One thing we added last time that I don't see here again is experience. I see the specialized practices and I
guess we can kind of pull that in since we do have the park academy. I think we need to have something along those lines since that is part of responsibilities of the superintendent. >> Um would you want that more detailed? >> I don't know. I just think that it's
unique to our district that somebody with some sort of special ed background might be important more important districts. So if we look at the whole questions, demonstrate expertise in and
upto-date knowledge of effective curriculum, instru instructional practices, and special education. >> I think we can leave this open for suggestions if anybody wants. We don't need to do it now. We can open this up to, you know, but this isn't going out
tomorrow. So maybe we can take the weekend, you know, and circle back if anyone has any anything they want to add or modify here. This isn't done yet, right? So we can we can play around with this. Take a little time to do that. Um >> but we do have time like we do have to
be concerned about time also. >> Yeah, I want to stress that. Um and I I agree because it doesn't have to be done this moment, but time is important. We know there's a lot of openings and you don't want to be the last one to hire a superintendent. >> So you're going to be losing candidates.
>> Along those lines, I think if we're looking at the timeline and process, I think to your point, we can take a look at this um collectively as we've gathered the information that we did from the last search to be able to compare and
contrast what other districts may have used. But I I really think we need to post the opening Like I just looked on school boards and Cresfield is open now too. So when you look at Bergen County openings, you've got Park Ridge will be posted, Emerson
is in the process, Cresill just advertised, Waldwick is advertised and Fort Le is advertised in their second year of minimum >> and Fort Lee is actually posted for a May 1st start date. So just in terms of
timelines, I think people often think July 1st, July 1st, July 1st. We talked last meeting about how our board will be intact. There's no there aren't any contested seats. I think if there were contested seats, you probably won't start the interview process until
January when your new board is seated. I think considering that we're all going to be back here and we have that continuity. I think if we can post ASAP, then we'll start gathering resumes. Then we're fine-tuning this information. And
then we've gathered this information and then we can take the information from the surveys and and any um small group meetings that we've had with the stakeholders and then use that information in reviewing the resumes.
And then maybe even start interviews after Thanksgiving to try. I I know it's busy around holidays, but we can get interviews at least first rounds done in December, you come back, you knock out second round in January, then we're ready to make an
offer in February. >> Yeah, >> that's a good idea. >> Yeah. How about if with this survey uh Monday morning by by Monday morning? So that Monday, right? >> Yes. That gives everyone time to read it
over, think about what, if anything, they would like to change at blah blah blah. We have to give our inputs by Monday morning and uh I guess you
>> Well, this is for stakeholders, right? This is not >> for stakeholders. We have rewards. >> I think more important is to get the job. >> I agree very target.
>> I think if we go back to our last job posting, which I know we need to to get um >> I I would be hardressed to think that the job posting that we put out now is going to be that much different than the job. >> Very general.
>> We need to focus on that. I agree with my perfect >> focus on that come along like two weeks or so we can get that done. >> We just need this before we start looking at resumes. >> So let's set a deadline to get this back.
>> So two weeks from today. >> Can't we just still have it ready by Monday? >> You can we worked on this. We worked on this already the last round. So this is pretty um you know based on obviously we
have new members here but >> we did this >> the difference is though how are we going to >> crunch this data >> some of the questions are similar to one another are we bringing them together >> into categories after that
>> that's >> this is where I I'm recommending that there is a steering committee >> otherwise you're going to have too many cooks in the and it's going to be difficult to accomplish a task >> for just going back to you can't have
>> it has to be a board no >> I think if we're looking to set like timeline and goals I would I would look at this and say we want to have the job posting at least on school boards K12
Job spot any of the the major advertising sites by October 6th. >> That's in the next week. >> That's Monday. >> And last time Monday after >> last time unanimously decided we don't need any national hosting because we really are looking for people in
>> right. >> Uh so as far as the steering committee, let's let's get that out of the way first so that we can kind of get an idea of how this is going to hold. So Deb and I talked about it and uh so we're going
to do four people and it's going to be Deb and I, Elizabeth and Mike. And I think that gives us a good um you know uh sampling of everybody on the board educator, you know, somebody works in HR
and >> so um everyone okay? All right. So, we'll do that. So, we know the four of us are going to work on that. Uh the job post I'm trying to find.
>> Yeah, I'll help you with that. I'll send it to the committee. >> Okay. So, this thing when we look at it on Monday, give it to you. >> You can send it. >> Yeah. Let's just send it to me.
>> But all in one one shot. >> Yeah. >> Okay. Yeah. So I guess we just need to find that job description as soon as um we are able to find that. I think we send it out to the steering committee. >> Correct.
>> Yeah. And and probably good idea to look at a couple. >> Yes, it's a good idea. Okay. >> I mean it's not rocket science. We're not Yeah. So, let's get that out as >> let's look at October 6. Does everyone
agree on October 6th? >> Why don't we do Friday? Next Friday. >> Get it out. If we get it before, great. But at least this way we're not crunched for time. Let's just say October 6th. Okay. >> Um we do it earlier. Great. >> Can I ask a question?
>> Sure. Before you you had mentioned you said job description. Did you mean job posting? >> Sorry. Okay. I was just also just um >> I mean it's probably >> it would be great to work with that too just to kind
>> Yeah, but the job description is going to help us drive. >> So if you would send me that would be great. Thank you. >> Uh okay. Can we all see that definition? >> Sure. Just Actually, tomorrow when the
Friday briefing, we'll we'll attach that. >> Perfect. Thank you. >> Uh so the data collection, we're we're working on this. By Monday, everyone have your Are we Are we done with talking about posting? >> Wait. Yeah, posting's fine, but this is
going out to the community. Do we have a similar thing going out to staff, board members? >> It's the same line. >> You know what I mean? Is that we're going to have separate collections? I'm sorry. That's what I meant. It's going out to everybody, but is that going to be is the data going to be looked at differently? It's the same survey
monkey. >> But I don't want I want to separate it out. This is what >> So you when you data collect like that, you can um who you know again if it's Dr. Russo, he can say, "Okay, everyone, we are volunteering Dr.
uh if it if you say students, then all the students answers come in and we see what's the most important thing to them. We can wants to support staff, you know. >> So, we need to figure out what criteria we want to identify there. So, what do we want the dropout to be? You're a teacher, you're a student, you're
>> all here, administrator, teacher, support, staff, parent, community members, all student. >> Perfect. Okay. >> Okay. >> I like it. >> Okay. Uh, anything else with the posting or with the community outreach? >> I would limit the um like two the
forums, the focus groups, whatever. >> So, we didn't talk about that yet. >> Yeah. >> So, that's something that we have to talk about. So, data collection. Um, what's everyone's thoughts on focus groups? Do we have time?
>> When you did them in Gledus, our attorney did. I don't believe this district's attorney will not >> so it's not the attorney. >> So it could be the committee
you could reach out to another firm to conduct them. What would we get out of a focus? quantitative versus qualitative. That's what it is. >> So then why not just provide the opportunity for open s
it it's it's it's a focus component that you're bringing in, you know, groups of teacher leaders. You might want to hear from administrators. It's more personalized communication. You might want to hear from
>> um parent leaders of the you know the parent association the booster club leaders who have a band >> people who are more involved in the school system. So then it sounds like it would be either members of the subcommittee
or participate. >> I did. >> You might want to have >> I think you're going to want parents, >> right? Yeah, definitely. Definitely
students. That's super. >> Well, what do you have on the top of the survey there? >> With within one or two maybe that those groups >> we can always combine parent and community member, right? That could go together.
>> So, >> and I think support >> well administration I think is important >> for that personalized sort of input. So I really feel like administration has to have their own um focus group focus
groups. >> Yeah. >> Okay. >> So just again to go back to timelines I'm trying to think about this realistically if we posted the position on October 6th and then the expectation was to have
resumes by what's a good amount of time weeks. If res have to be in by say again I'm justing here November 3rd >> then you're able to sort through the resumes in November and potentially
bring people in for first round interviews on December 6th and 13th which are the s the first two Saturdays in December and then you could then if you're backing it out conduct focus groups
you know the week of October 20th and 27th before we start doing rest. >> So, post the job. >> You get to wait that long. >> Wait for the focus groups. I think we could
do it >> 100%. >> So, we're jumping around things, but when you're talking first round interviews, >> you may want to do them in the evening and make them virtual, too. first round, >> right? >> That's happening all the time, >> right?
>> People are also asking for video solutions. >> Yes. >> Yes. >> Yeah, that's good. >> Um because depending on how many people you want to bring in, it's going to save you time. It's going to save them time and you're
>> if you've been through the interview process, um you quickly weed out people. >> So, I think when I think about what we went through last time, that's a great point. We we devoted an hour to each person for the first time
>> and that was a lot of time to ask. >> So maybe we want to think of video submission for virtual first round which >> great suggestion to go back to focus groups for a second. Do we have to wait to do focus groups?
Like say okay for example if we got the administrators like definitely the two principles and they said listen I can meet next Thursday what about you guys the the steering committee and we can all meet I'd say we do it >> is it my only question is would it be
good practice to have this set >> well that's going to be Monday we're going to clean that up >> so that's going to focus group how soon after We want to have it advertised before we
start. >> So, okay. So, we can start scheduling or just like tentatively after October 6th. Uh do focus groups after October 6. So, next week we're going to clean this this up and we're going to we're going to get the posting out,
>> right? >> And then right after that, we'll the following week we can do the focus group. So, you can start on that. One to two a week. You know, two a week to the week 20th to the week of the
27th. They're all done. Exactly. >> Resumes close on say November 3rd. >> Yeah. >> Is anyone going to school boards? We'll keep that in mind. >> How much time should we >> perfect? I'd say about 45 minutes.
>> Love it. If you say this is like half an argument, we just want to get a general feel. >> Well, maybe we can figure out which ones we can maybe back so that we knock out two focus groups and >> not a bad idea.
>> Okay. >> All right. How do we see ourselves versus all these other talents at home? [Music] >> You're you're unique because you're 9 through 12. >> Regional.
>> They're going to be looking if if I'm a K through 12 district, I'm looking for someone to be honest who has a lot of unique experiences throughout that doesn't happen
to be honest as a K through 12 you focus in on people who have high school experience you know you're probably not as for you guys as a board you're probably not going to focus
on someone who's at the elementary level, right? level. So that makes you kind of unique that way. Um having to deal with it is unique also.
But I think when you also look how well this district has ran and the support system it has in place, I think it's a very attractive position. I do not think you're going to have a problem. >> Did we um decide how long we're going to
post the 30 days? >> So, Mike, can you say that um timeline again that you said for the start of So if we advertise by the 6, >> right? >> We could then do focus groups the week of the 13th, 20th, 27th.
The application window closes on the third. We're then into review the weeks of the 10th and 17th. Then that's the week of Thanksgiving where potentially we're reviewing
starting to review as a board and then Starting 1 of December would be first round interviews either virtually in person or asking people to submit. >> So it kind of takes us through three months. >> Yeah. Post
resumes reviewed interviews start in December and then the cool down to January and then potentially we're in negotiations with someone for February and looking to someone
February they 60 days that's March and April >> potentially May or most people 60 or 90 days I mean, you could potentially be looking at first and that's the timeline.
>> Gives us room. >> Great. We're going to offer a video in person. >> Yes. >> Will they open that up to virtual people or
>> I don't know. >> In my opinion, I think it should be come in. Okay. >> What else? Uh, >> anything else that we need to talk about that we have not talked about?
>> Yeah. Monday. So, Monday, please, everybody, whoever has a comment, uh, concern, blah, blah, blah, wants to add a question or something like that, please. have it by Monday morning. Um if if you don't say anything then hold your
peace and make you know it is what it is. And then uh by October 6 is when we are looking to have the job posted out monkey.
We have >> focus group. >> I'm going to try to get everything from >> what? Usually fourachch. >> Okay. Um, anything else that anyone would like to talk about in regards to
the superintendent We did not discuss. >> Okay. So, we can move forward. >> Next, we have comments from the public. Citizens are invited to make comments on our limited three minutes according to the Pasc Valley Regional High School District Board of Education policy number 0167. Persons wishing to speak
must upon being recognized by sign in and state their name and res. Okay. No one to speak. Can I get a motion to adjourn, please? went out September 13th.