--------- All right, you are live. >> All right, good afternoon. It's 4 o'clock in the secondary school media center and we will call the meeting to order and we'll start with the pledge of allegiance. >> I pledge algiance 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. >> Roll call. Vincent >> here. >> Holler >> here. >> Sour >> here. >> Sans that is not with us. Porter >> here >> and Gross >> here.
>> All right. Um we don't have any public comment today. Uh if you look at the agenda, there any questions on the agenda? All right, we will move right into new business. Um item number one would be to accept the resignation of Superintendent
Ralmo. Do you have any comments for us, Mr. Brown? >> Just want to say I thank thank you guys for your support and the time over the past four years. It's been a honor to serve the district to serve the great students and staff we have here. So, just was presented with a really good
opportunity and I'm going to take advantage of that. So, willing to help throughout the transition wherever I can. Um, so let me know where I can help and where I'm not needed, but I can also step out at those points there, too. So again, thank you for your support throughout these four years and allowing
me to serve here as was a teacher years ago and coming back to serve as a leader has been a real privilege. >> We want to thank you as well for your time here and all your hard work and all the roles that you served that weren't superintendent roles. We appreciate that. So
>> thank you. >> I'd like to say thank you as well, Paul. You've been great to work with and uh congratulations on your new endeavor. >> Thank you. I appreciate that. Other comments, questions?
I would look for a motion to accept that resignation. >> So move. >> Second. >> All in favor say I. >> I. >> Motion carries. Our second item you'll see discuss consider uh interim superintendent position. Obviously we need a
superintendent. So, there are some different opport different um routes we can go um with the late um with the time frame we're in currently. Um or maybe I should back up in a if you were going to
go out ideally, you would probably go out in January and you would post for a six week time period and then you would um take the all the applications and you would go through them and you decide to interview. um ends up being about a
three-month process. Uh we obviously with Paul's departure the end of June, we don't have three months to work with here. And so um you know, if the board chose to, we could certainly go down that road. I guess I don't think that's our best advantage right now. Um the other option
is uh the executive search committee for MSBA, um they place interims regularly. So, um they do have um an interim candidate that they would recommend to us. The candidates's been vetted. He is
actually was offered a job in Melrose. He was also a finalist in um Minowasa. Um so, comes highly recommended to us from MSBA. um we could just hire an
interim candidate for right now and and get to a better place to go out for an actual superintendent search. And so I guess starting point would be what are board thoughts on how do we want to proceed?
>> Would that interim candidate would that be like a year time frame or >> So there's a So there that's a good question. There are some options we could do. Um, I talked with Barb Dorne considerably last week. Um, we could do a one, two, threeear contract, whatever
we chose. Um, I personally I think we should do more than just a one-year contract. I don't think we get a, you know, essentially if we give a one-year contract by December, we have to decide if we're going to post for a job or not,
which means we get about four months roughly with school going on with the candidate. So to be able to have that answer in four months, I think is tough. Um so there are some things we could do. We could do a two-year contract. Um the
candidate that they have suggested to us would be interested in that with us. Um some of the urgency for this is Albany's in the same boat we are. They are out for an interim. They they started a little bit earlier than us. their
posting closes on Monday and he would potentially be a candidate there as well. So again, um there's interest in that. We could go a 1 2 3 doesn't matter. They said we could still do the same thing with an interim can or
contractually that we would do with a superintendent. It would just be an interim versus a superintendent. There would just be that difference in the title. Are there opportunities for language in an inner contract that would
give both parties uh way out before the end of the say if we went more than one? >> Yes, another good question. Um I did speak with Barb. you said there is um the ability to put that kind of language in there, not only to protect us, but
also to pro protect the candidate. If we get to the end of one year and the candidate says this isn't a good fit for me, um you know, they would have the ability to say this isn't this isn't a good fit or you know, potentially if we got to that same point, we we would also
have the opportunity for that. Oh my god. No, I was just, you know, we wouldn't want if we put language like that in to any contract for anyone we were looking at, we wouldn't want to give that person an hour in June. We'd be right where we're at now, >> right?
>> Um, so it would have to be like a date. >> We would have to look at we'd have to look at some >> March one or something that would give you still adequate time to do something. >> Go ahead, Darren. I'm >> sure that's not at a year. right back in the same
sponsor a year and a half but >> being an intern position I don't >> and we haven't used the person because we haven't >> no and so that would be so that's another piece then if if we decided to
go that route yes we absolutely would we would set a date we would have to post again we'd have to give at least a three-day notice for our posting um we could sit down Um I talked again I asked the question of Barb um she said it could be as formal or as informal as you
like. You would have the the opportunity to vet that person or at least have a conversation. It's not a hey we should hire this guy and you've never seen him before type of a deal. We certainly could bring them in and and have that conversation. I I mean I guess personally I would I would hope that's
what we would want to do. um it would just basically would remove our obligation to post for a certain length of time and then it would also allow us um you know just some I would guess
maybe to expedite the process a little bit. So um there is legality behind having a superintendent in your district. Um there also is wiggle room. you know, obviously if we you know, there's there's times when you don't you
might not have one. Um but as long as we're actively pursuing someone or or some a plan, um she said there's some some lenience there. So my feeling is that I would like to
approve this person as the interim position and move forward. Um I I I don't I I as well don't want to see a vacuum in our superintendent position. So I think it's important >> and you all saw you everybody got the
information. >> Yeah, >> that was the candidate MSBA would and again um it's a protected item until we would make a decision on that. But um it's certainly that's why we put it here. If everybody's in favor of going the interim route and they they would like to do that, then what we would do
is we would um we would make that decision. We're going to go forward with the interim position. Um and then we would have to set up time with that candidate to get in where we could all meet and and ask questions. Um get a
feel. And then after that, we would potentially then look to approve the hire. >> I'm fine with moving forward with an intern position. I'm not okay with moving forward without speaking to the candidate first. >> Absolutely. I I agree 100%.
>> Regardless of what I've read, not read. >> That's why I think, you know, not just for us here at the table, for the community. Listen, this is complicated, right? So if we as a group agree that we are going
to seek an interim then the group ne next needs to say are we going to need to post there's no requirement to post right so it's like we got to chunk this do we feel strongly we need to post do we feel like we're we're in a position to do that differently and not post
>> and then >> is it a full board interview then we open meeting or you know >> Mhm. >> it's a struggle because the competition is intense right now for very few people. >> I can't remember the number of open
superintendent positions but there are several across the state. >> So to me you just kind of got to tease that out make sure we are all understanding. >> Well the question is right now are we going to approve an interim superintendent position or not? So I I
think you should call the question. Are you moving for that? >> Yeah, >> I'll second that. >> So, I have a motion and a second that we would go forward with the interim position. >> I do have one question. >> Understanding. Go ahead. >> If
we we all, you know, basically agree that we want to move forward with the interim. That's step one. >> Yep. >> If we decide that this candidate from MSBA is not a good fit for us,
What is our option then? Like >> then well then we'd have to then essentially we'd have to we probably have to post. >> Um again the information I'm getting is from the MSBA executive search committee. So they don't have very many
candidates in our region. They have several candidates throughout the state. There's not very many close to us. So this would be their top candidate for us. Um Barb said she she felt like it would be a good fit for us. If we don't choose that, then yes, we would we would
want to go back to the posting piece for an amount of time that we chose. It could be a week, could be two weeks, we'd have to see what kind of candidates we found. And then again we would have to look at um setting up interviews and going that route which again extends us
out to you know >> but but moving for an interim >> Mhm. doesn't really aside from you know this candidate that is a potential >> doesn't really harm us in any way like
if we don't accept that candidate >> right >> there is still an avenue it's not like we move and we've just decided >> n that's the guy >> n that's not the question we're looking for an interview position not a person specific
>> right so what looking for. So by calling that question, are we not posting? Are we are we having the discussion posting? >> So then >> we're just saying that that's the route we're going to go. We haven't said if we're going to post. We're not how long we're going to post. Haven't said how many candidates we're going to talk
about. >> And so then that is as often >> this would be one step of that process to say yes, we want an we want to go the interim route. And then we'd have to have that discussion about are we going to post or not post. Um do we want to if
if we if everybody's gone through and say well we'd like to interview this guy to see then then we would look we would look to set that date for an interview and and then we'd move forward from that point. >> I wonder if it makes sense to look at it like this. We we the motion passed.
We're assuming and we're not >> it hasn't you're right but you're right. So we're hypothetic we haven't boarded we haven't voted yet but we're still there's that Yep. additional discussion there. >> So if time is of the essence which I heard you say I think it'd be important
for the board to interview this person however that format looks at quickly so we could rule in or rule out and hop to a posting if we needed to. like we wouldn't we would want to do that >> soon >> very promptly then we know that if we're
going to post we know we we're going to want to maximize that opportunity as quickly as possible to do that >> how many candidates did they have available in our region that they know of >> they had two >> two
okay how soon do you think we would be able to sit down and talk with So >> candidate >> question for you Paul would be what is the if we post on a Friday
>> so it's 72 hours so >> does the weekend count the weekend >> count the weekend so essentially if we were to say right now we're going to interview this gentleman the quickest would be
Monday or Tuesday and we have a board meeting on Wednesday already, right? So, um, that would be the soonest that that could happen. >> I'm not trying to be reckless. No, no, no. I'm just saying if this is a
candidate MSBA has vetted >> and they need to work for us, obviously, then I don't know that I would feel a strong need to post for this particular candidate. I'd want to look at them as quickly as possible to rule them in or rule them out and then post
if if we are at risk of a candidate being picked up by another district like Albany. >> I agree. So I guess if we were >> the only downside the only downside with that clear is that if we were actually going out for a full process they would
have vetted all of the candidates and they they would say they're all you know they would have gave us these five right >> we'll say however many it may be it might be three five seven 10 I don't know but they're going to say we vetted these people we think these people would
work for you but then they get to us and none of them might work for when we get through the progress or we narrow it down to one. That typically how it works, right? >> So, I'm not trying to be I just want to make sure that we're not
>> rush and we have to rush, but we can't we got to still try and do the you know our due diligence and not just go up because if MSBIA is wrong, what are they? >> Right?
If they're wrong and we hire them, we're out a lot, right? We got to live with it dayto day, >> right? >> They get to move on to the next person. >> So, I agree. It's a It's a very >> I would I have a question. >> If if we post and we get 10 applicants,
is MSBA going to vet all of them? >> Um, we can work with MSBA. They >> We would have to ask them, >> right? We could to do it. We could ask them to look at those candidates >> and right now you would say that they
have two candidates and they vetted one. >> No, I would tell you that they have two interim possibilities in our region. >> Not necess not necessarily are they >> they've recommended one to us, >> right? the I guess my point would be is
you know there there could be a principle with the credentials that isn't in their mix that would apply that they aren't going to have any information on yet right so that they're not going to have every person that could apply in their >> let's call it a database
>> who that are in terms that they they say are have been vetted and are qualified theoretically >> and what I'm getting at is if we get a bunch that apply >> unless we ask me be able to do But they're not gone. >> It's not on the >> school is going and I understand that.
>> Correct. >> So my I'm going to make a motion again. It's on the table that we approve an interim superintendent position and talk to this person. Claire has seconded it. >> Okay. >> Call the question, please.
One one question I'll ask before we vote is is if we were to set up an interview, say Monday, Tuesday with this candidate, >> would it be any would anybody be heartbroken that we waited four days to post?
Is that going to change much >> if the candidate is >> if we don't like the C? My my point is if we don't like the camp, if we're going to talk to him Monday or Tuesday, >> would anybody here feel like we're we've really outed ourselves going waiting from Friday to Monday? >> Can we post >> or Tuesday to post?
>> I don't know that we have all the information ready. >> Well, that's what I'm getting at. We're not going to be ready to post anyway. So, I think we move ahead and see if we can talk to this person. And if it doesn't work out Monday, Tuesday, Wednesday and we we don't have a good
feeling, then we'll post. >> Okay. >> I think we could always post. Nobody, >> right? But we're not going to post till Monday, >> right? But I would agree with you. If we move forward and something feels mushy or however you want to describe that, then we say post.
>> So then we got we just have to talk to the person ahead of time. Well, >> and we don't have a lot of options that are right now they say we can are, you know, qualified in our area. >> Yep. >> So, >> and we don't have right now on our
agenda to approve anybody but position. >> No, we wouldn't do that. But we could then what I would do is work with this candidate A and try to set something up for next week, which we would have to post for if we're going to do the full board. Um, and I would think, you know,
there again, we could do that and then we would we could make that decision and potentially that could be on our Wednesday agenda if we chose to make that, you know, we would have that discussion afterwards. Obviously, if everybody's in favor, that would be an agenda item for Wednesday
>> of of candidate after >> interview >> of the if we were going to interview candidate A as our interim position, >> we would then have that discussion. And since we already have a meeting scheduled for Wednesday, that would give us Wednesday to be able to make that
that could be an agenda item for Wednesday's meeting. >> So, I'm going to mic the water floor and I'm sorry because I know there's an agenda, but or a motion. If if we're going to have a full board interview, we have to have three days.
Correct. 72. >> That's why I need to set it up for Monday or Tuesday next week. And and that would count that that clock starts ticking at 6:00 tonight or >> Yeah. Whatever we if we would post I would have to obviously get >> not if we post we have to post for that
interview. We'd have to post for the interview. >> What's the earliest we could interview under that scenario? >> Under that scenario would be Monday evening at this point. Monday or Tuesday evening would be >> okay. As long as we as long as I could confirm and we could get it posted, we
would have to be whatever time we post today would be the earliest we could do it on Monday. Does that make sense to everybody? >> Yeah. >> Saturday's one day, Sunday's two days, Monday's three days. >> And this person >> and this when this person can get it, >> right? So that would be what I would have to figure out is if we could get
them here either Monday night or sometime Tuesday >> and you know, posting tonight. I'm not sure. Paul's kind of busy. Paul might be busy tonight with a something, but >> I can still get a postit stuff. That's >> Do you remember? I don't remember at
all, but when we've um hired the intern of >> Yep. >> Were they like a single person thing or was >> Yes. So, well, so what happened was we had done a search. The last one we hired
was Doc Cheney. We had done a search um we offered to a gentleman and he declined. And so at that point we offered to our second he was not inclined to be the second choice so he declined. And at that point then we had
MSBA. They were actually working with us on that search I believe and they said we have potential interim in that case. Doc Chain had already been here for a couple years previous to that. So, he was familiar with the district. I think we just said, "Yep, that'll be our fill
because at this point now we're, you know, we were way deep into the process and we were we were late again then and I think we were in March, >> you know, so that at that time the board decided, hey, we're going to take this opportunity to get him in here for this time
>> and then we move forward that way." And I would guess I would say the only other the only other difference was well and I won't Mr. Mr. Hogi was here for three years and he he was only looking for a three-year contract at
that time. So, and we knew that when we hired him and we said, "Okay, well, this is a good, you know, transition period." And we didn't have a a a really he was by far, I think, the strongest candidate, but we didn't have a very good pool outside of that. And the idea
was this is kind of like an interim because we know we're only going to get three years, but we're going to get somebody who knows what they're doing for three years. So, that was kind of the same. I would say a similar, although he was, you know, he was not in an interim position. Does that make sense? >> Yeah.
>> So, any further discussion? As I do have a motion and a second on the table to move forward with an interim position. Any other discussion? All in favor say I. >> I. >> I.
>> Oppos same sign. >> Motion carries. So, at this point now then I will reach out to the candidate. I will try to set something up. Is there anybody that has conflict either Monday or Tuesday that would prohibit them from
meeting? Let's just say it's probably a I'm going to say it's a five or six o'clock, you know, >> when Paul's got a post, >> right? So, >> and it has to be done before can't receive a minute. >> No, exactly. So, we'll we'll have to figure that out. So, I'm going to I'm going to say at the earliest it could be
is probably >> six o'clock on Monday >> by the time you get called and everything. Monday. >> You have a city council meeting. Okay. >> Tuesday's open. >> I'm open Tuesday. >> Earlier Monday, >> yeah, I don't know if I don't know if
we'll make that. >> Yeah, I think we should be on Tuesday. >> In the evening, Monday I mean like 8:30 or something. >> Okay. >> But >> um >> Paul, how long I I don't know the current post. How long would it take you
to put that posting? >> I can type it up, get it to Kevin. He's here, so he'll get it posted. And so >> what I'm wondering if you excuse yourself to post then we can talk about some more pieces. >> Do you need to confirm though with the candidate, right? I think is what you're Yeah, I'll have to
>> confirming the position like I have some contracts I have to kind of explore. >> No, you haven't gotten there yet though. That would be after we >> Well, it be with any candidate, but Okay, we can wait. We can wait. >> Yes, you're you're absolutely right. It would be something we would have to negotiate. But as soon as we have somebody
>> no right language and stuff like that. That's all stuff we could do after we >> all right >> you know we would set that up we would we would go into when we decided if let's just say we went say it's Tuesday night everybody interviewed we said yes we're
going to hire this candidate at that time then we would put an offer out and say we'd like to go into negotiations with a for a contract and that's where we would get to that point. Does that make sense? >> City council meeting. >> Okay.
>> And I haven't seen the agenda, but I'm thinking I don't know any giant things on time. >> I'm just wondering if we could do it at 5:30. >> Well, I mean, we might be able to get to that, but again, I still would have to
reach out to the candidate to make sure that he would be available. I think we need to let mine a visit with them and see if something is possible or not. >> Well, what I'll do is is there any anybody else got conflicts with Tuesday? >> Not in not in the evenings.
>> Not in the evenings. Okay. So, what I'll do is I'll reach out right after this meeting. I'll try to get something to Paul. Hopefully, I can get a hold of him and we can set something up prior to graduation and then we could get posted and we could get that figured out. So,
if it was 5:30, you could make Monday Okay. And then I'll also reach out to Kayla, too. I know she works today. If Did you say Monday's okay? >> Yeah, Monday or Tuesday or both. >> Okay. And you're good. >> Long as Okay. So, let me
We'll conclude this meeting then. Um, so Nathan made that motion, Claire seconded it. >> Yep. >> And that passed. and then we would look for adjournment, but then I'll reach out to the candidate and see what we can set up and we'll get I'll get a message to
the board and we'll get it posted. >> Motion to >> second. All in favor say I. >> I have uh 4:27. >> I will go start typing. Okay. Part: 2
Um, we don't have any public comment today. Uh, if you look at the agenda, there any questions on the agenda? All right, we will move right into new business. Um, item number one would be to accept the resignation of
Superintendent Brown. Do you have any comments for us, Mr. Brown? >> Just want to say I thank thank you guys for your support and the time over the past four years. It's been a honor to serve the district to serve the great students and staff we have here. So,
just was presented with a really good opportunity and I'm going to take advantage of that. So, willing to help throughout the transition wherever I can. Um, so let me know where I can help and where I'm not needed, but I can also step out at those points there too. So, again, thank you for your support
throughout these four years and allowing me to serve here as was a teacher years ago and coming back to serve as a leader has been a real privilege. Well, we want to thank you as well for your time here and all your hard work and all the roles that you served that weren't superintendent roles. We
appreciate that. So, >> thank you. >> I'd like to say thank you as well, Paul. You've been great to work with and uh congratulations on your new endeavor. >> Thank you. I appreciate that. >> Other comments, questions?
I would look for a motion to accept that resignation. >> So, move second. All in favor say I. >> I. >> Motion carries. >> Our second item you'll see discuss consider uh interim superintendent position. Obviously we need a
superintendent. So there are some different opport different um routes we can go um with the late um with the time frame we're in currently. Um or maybe I should back up in a if you were going to
go out ideally you would probably go out in January and you would post for a six week time period and then you would um take the all the applications and you would go through them and you decide to interview um ends up being about a
three-month process. uh we obviously with all departure the end of June we don't have 3 months to work with here and so um you know if the board chose to we could certainly go down that road I guess I don't think that's our best advantage right now um the other option
is uh the executive search committee for MSBA um they place interims regularly so um they do have um an interim candidate that they would recommend to us. The
candidates's been vetted. He is actually was offered a job in Melrose. He was also a finalist in um Minowaska. Um so comes highly recommended to us from MSBA. Um we could just hire an interim
candidate for right now and and get to a better place to go out for an actual superintendent search. And so I guess starting point would be what are board thoughts on how do we want to proceed?
>> Would that interim candidate would that be like a year time frame or >> so there's a so there that's a good question. There are some options we could do um I talked with Barb Dorne considerably last week. Um we could do a
one two three-year contract whatever we chose. Um, I personally I think we should do more than just a one-year contract. I don't think we get a, you know, essentially if we give a one-year contract by December, we have to decide
if we're going to post for a job or not, which means we get about four months roughly with school going on with the candidate. So to be able to have that answer in four months, I think is tough. Um, so there are some things we could do. We
could do a two-year contract. Um, the candidate that they have suggested to us would be interested in that with us. Um, some of the urgency for this is Albany's in the same boat we are. They are out for an interim. They they started a
little bit earlier than us. Their posting closes on Monday and he would potentially be a candidate there as well. So again, um there's interest in that. We could go a one, two, three year. It doesn't matter. They said we could still do the same thing with an
interim can or contractually that we would do with a superintendent. It would just be an interim versus a superintendent. There would just be that difference in the title. >> Are there opportunities for language in an inner contract that would
give both parties uh way out before the end of it. Say if we went more than one. >> Yes. Another good question. Um I did speak with Barb. She said there is um the ability to put that kind of language in there not only to protect us but also
to pro protect the candidate. If we get to the end of one year and the candidate says this isn't a good fit for me. um you know they would have the ability to say this isn't this isn't a good fit or you know potentially if we got to that same point we we would also have the
opportunity for that. >> No I was just you know we wouldn't want if we put language like that in to any contract for anyone we were looking at. We wouldn't want to give that person an out and June would be right where we're at now, >> right?
>> Um, so it would have to be like a date. >> We would have to look at We'd have to look at some >> March one or something that would give you still adequate time to do something. >> Mhm. >> Go ahead, Darren. >> I'm sure that's not going to get if it's a year then we're back in the same
sponsor a year and a half. But >> this position I don't and we haven't used the person because we haven't >> no and so that would be so that's another piece then if if we decided to
go that route yes we absolutely would we would set a date we would have to post again we'd have to give at least a 3-day notice for our posting um we could sit down um I talked again I asked the question of Barb um she said it could be as formal or as informal as you like you
would have the the opportunity to vet that that person or at least have a conversation. It's not a hey, we should hire this guy and you've never seen him before type of a deal. We certainly could bring him in and and have that conversation. I I I mean, I guess personally, I would I would hope that's what we would want to do.
um it would just basically would remove our obligation to post for a certain length of time and then it would also allow us um you know just some I I would guess maybe to expedite the process a
little bit. So um there is legality behind having a superintendent in your district. Um there also is wiggle room. you know, obviously if we you know, there's there's times when you don't you might not have one. Um but as long as
we're actively pursuing someone or or some a plan, um she said there's some some lenience there. So my feeling is that I would like to approve this person as the interim
position and move forward. Um I I I don't I I as well don't want to see a vacuum in our superintendent position. So I think it's important >> and you all saw you everybody got the information. >> Yeah,
>> that was the candidate MSBA would and again um it's a protected item until we would make a decision on that. But um it's certainly that's why we put it here. If everybody's in favor of going the interim route and they they would like to do that, then what we would do is we would um we would make that
decision. We're going to go forward with an interim position. Um and then we would have to set up time with that candidate to get in where we could all meet and and ask questions. Um get a feel. And then after that, we would
potentially then look to approve the hire. >> I'm I'm fine with moving forward with an intern position. I'm not okay with moving forward without speaking to the candidate first. >> Absolutely. I I agree 100%. >> Regardless of what I've read, not read. >> That's why I think, you know, not just
for us here at the table, for the community. Listen, this is complicated, right? So if we as a group agree that we are going to seek an interim then the group ne next needs to say are
we going to post there's no requirement to post right so >> it's like we got to chunk this do we feel strongly we need to post do we feel like we're we're in a position to do that differently and not post >> and then >> is it a full board interview then we
then it's open meeting or you know >> it's a struggle because the competition is intense right now for very few people. >> I can't remember the number of open superintendent positions but there are several across the state. >> So to me you just kind of got to tease
that out make sure we are all understanding. >> Well the question is right now are we going to approve an interim superintendent position or not? So I think you should call the question. Are you are you moving for that? >> Yeah, >> I'll second that.
>> So I have a motion and a second that we would go forward with the interim position. >> I do have one question. Go ahead. >> If we we all, you know, basically agree that we want to move forward with the
interim. That's step one. >> Yep. If we decide that this candidate from MSBA is not a good fit for us, >> what is our option then? Like >> then, well, then we'd have to then
essentially we'd have to we probably have to post. >> Um, again, the information I'm getting is from the MSBA executive search committee. So, they don't have very many candidates in our region. They have several candidates throughout the state.
There's not very many close to us. So, this would be their top candidate for us. Um Barb said she she felt like it would be a good fit for us. If we don't choose that, then yes, we would we would want to go back to the posting piece for an amount of time that we chose. It
could be a week, could be two weeks. We'd have to see what kind of candidates we found. And then again we would have to look at um setting up interviews and going that route which again extends us out to you know >> but but moving for an interim
>> Mhm. doesn't really aside from you know this candidate that is a potential >> doesn't really harm us in any way like >> if we don't accept that candidate right >> there is still an avenue it's not like
we move and we've just decided >> n that's the guy >> n >> that's not the question we're looking for an interview position not a person specifically >> right right so what looking for by calling that question. Are we not
posting? Are we are we having the discussion posting? >> So then >> we're just saying that that's the route we're going to go. We haven't said if we're going to post. We're not how long we're going to post. Haven't said how many candidates we're going to talk about. >> And so then as as often >> this would be one step of that process
to say yes, we want an we want to go the interim route. And then we'd have to have that discussion about are we going to post or not post. Um do we want to if if we if everybody's gone through and say well we'd like to interview this guy
to see then then we would look we would look to set that date for an interview and and then we'd move forward from that point. >> I wonder if it makes sense to look at it like this. We we the motion passed. and we're not
>> it hasn't you're right but you're right we're hypothetic we haven't boarded we haven't voted yet but we're still there's that Yep additional discussion there >> so if time is of the essence which I heard you say I think it'd be important for the board to interview this person
however that format looks at quickly so we could rule in or rule out and hop to a posting if we needed to like we wouldn't we would want to do that >> soon >> very promply Then we know that if we're going to post, we know we we're going to want to
maximize that opportunity as quickly as possible to do that. >> How many candidates did they have available in our region that they know of? >> They had two. >> Two. Okay.
How soon do you think we would be able to sit down and talk with this? So >> candidate >> question for you Paul would be what is the if we post on a Friday so it's 72
hours so >> does the weekend count the weekend >> we'd count the weekend so essentially if we were to say right now we're going to interview this gentleman the quickest would be Monday or Tuesday and we have a board
meeting on Wednesday already right so Um, that would be the soonest that that could happen. >> I'm not trying to be reckless. >> No, no, no. I'm just saying if this is a candidate MSBA has vetted
>> and they need to work for us, obviously, then I don't know that I would feel a strong need to post for this particular candidate. I'd want to look at them as quickly as possible to rule them in or rule them out and then post if if we are at risk of a candidate
being picked up by another district like Albany. >> I agree. So I guess if we were >> the only downside the only downside with that that clear is that if we were actually going out for a full process they would have vetted all of the
candidates and they they would say they're all you know they would have gave us these five right >> we'll say however many it may be it might be three five seven 10 I don't know but they're going to say we've added these people we think these people would work for you but then they get to
us and none of them might work for when we get through the progress or we narrow it down to one. That's typically how it works, right? >> So, I'm not trying to be I just want to make sure that we're not >> rushing. We have to rush, but we can't
we got to still try and do the, you know, our due diligence and not just go up because if MSBIA is wrong, what are they, >> right? If they're wrong and we hire them, we're out a lot, right? We got to live with it
dayto day, >> right? >> They get to move on to the next person. >> So, it's a it's a very >> I have a question. >> If if we post and we get 10 applicants, is MSBA going to vet all of them?
>> Uh, we can work with MSBA. They >> We would have to ask them, >> right? We could >> to do it. We could ask them to look at those candidates >> and right now you would say that they have two candidates and they vetted one. >> No, I would tell you that they have two
interim possibilities in our region. >> Not necess not necessarily >> are they >> they've recommended one to us, >> right? I guess my point would be is, you know, there there could be a principle with the credentials that isn't in their
mix that would apply that they aren't going to have any information on yet, right? So that they're not going to have every person that could apply in their >> let's call it a database >> who that are in terms that they they say are have been vetted and are qualified.
And what I'm getting at is if we get a bunch that apply >> unless we ask me to be able to do it, they're not gone. >> It's not slow down and I understand that. >> So my I'm going to make a motion again.
It's on the table that we approve an interim superintendent position and talk to this person. Clar seconded it. >> Okay. >> Call the question, please. One one question I'll ask before we vote is is if we were to set up an interview,
say Monday, Tuesday with this candidate, >> would it be any would anybody be heartbroken that we waited four days to post? Is that going to change much >> if the candidate is >> if we don't like the c my my point is if we don't like the can if we're going to talk to him Monday or Tuesday
>> would anybody here feel like we're we've really outed ourselves going waiting from Friday to Monday >> can we post >> or Tuesday to post >> I don't know that we have all the information ready >> that's what I'm getting at we're not going to be ready to post anyway so I
think we move ahead and see if we can talk to this person >> and if it doesn't work out Monday Tuesday day and we we don't have a good feeling then we post. >> Okay. >> I think we could always post. Nobody >> right. But we're not going to post till
Monday, >> right? But I would agree with you. If we move forward and something feels mushy or however you want to describe that, then we say post. >> So then I we got we just have to talk to the person ahead of time. Well
>> and we don't have a lot of options that are >> right now. They say we can are, you know, qualified in our area. >> Yep. >> So, >> and we don't have right now on our agenda to approve anybody but in our position.
>> No, we wouldn't do that. But we could then what I would do is work with this candidate A and try to set something up for next week, which we would have to post for if we're going to do the full board. Um, and I would think, you know, there again, we could do that and then
we would we could make that decision and potentially that could be on our Wednesday agenda if we chose to make that, you know, we would have that discussion afterwards. Obviously, if everybody's in favor, that would be an agenda item for Wednesday >> of candidate after interview
>> of the if we were going to interview candidate A as our interim position, >> we would then have that discussion. And since we already have a meeting scheduled for Wednesday, that would give us Wednesday to be able to make that that could be an agenda item for Wednesday's meeting.
>> So, I'm going to mic the water floor and I'm sorry because I know there's an agenda, but or a motion. If if we're going to have a full board interview, we have to have three days. Correct. 72. >> That's why I need to set it up for
Monday or Tuesday next week. And and that would count that that clock starts ticking at 6 tonight or >> yeah whatever we if we would post I would have to obviously get >> not if we post we have to post for that interview. We'd have to post for the interview. >> What's the earliest we could interview
under that scenario >> under that scenario would be Monday evening at this point. Monday or Tuesday evening would be okay. As long as we as long as I could confirm and we could get it posted, we would have to be whatever time we post today would be the earliest we could do it on Monday. Does that make
sense to everybody? >> Yeah. >> Saturday's one day, Sunday's two days, Monday's three days. >> And this person >> and this >> when this person can get it, >> right? So that would be what I would have to figure out is if we could get them here either Monday night or sometime Tuesday
>> and you know, posted tonight. I'm not sure Paul's kind of busy. Well, might be busy tonight with a something, but >> I can still get a posted stuff. That's >> Do you remember? I don't remember at all, but when we've um hired intern in
the past because we've had a few of them. >> Yep. >> Were they like a single person thing or was >> Yes. So, well, so what happened was we had done a search. The last one we hired
was Doc Cheney. We had done a search um we offered to a gentleman and he declined. And so at that point we offered to our second he was not inclined to be the second choice so he declined. And at that point then we had
MSBA. They were actually working with us on that search I believe and they said we have potential interim. In that case, Doc Chain had already been here for a couple of years previous to that. So, he was familiar with the district. I think we just said, "Yep, that'll be our fill because at this
point now we're, you know, we were way deep into the process and we were we were late again then and I think we were in March, >> you know, so that at that time the board decided, hey, we're going to take this opportunity to get him in here for this time
>> and then we move forward that way." And I would guess I would say the only other the only other difference was well and I won't Mr. Mr. Hogi was here for three years and he he was only looking for a three-year contract at
that time. So, and we knew that when we hired him and we said, "Okay, well, this is a good, you know, transition period." And we didn't have a a a really he was by far, I think, the strongest candidate, but we didn't have a very good pool outside of that. And the idea
was this is kind of like an interim because we know we're only going to get three years, but we're going to get somebody who knows what they're doing for three years. So, that was kind of the same. I would say a similar, although he was, you know, he was not in an interim position. Does that make sense? >> Yeah.
>> So, any further discussion? As I do have a motion and a second on the table to move forward with an interim position. Any other discussion? All in favor say I. >> I. I.
>> Oppos? Same sign. >> Motion carries. So, at this point now then I will reach out to the candidate. I will try to set something up. Is there anybody that has conflict either Monday or Tuesday that would prohibit them from
meeting let's just say it's probably a I'm going to say it's a five or six o'clock, you know, >> when Paul's got a post, >> right? So, >> and it has to be done before even a minute. >> No, exactly. So, we'll we'll have to figure that out. So, I'm going to I'm going to say at the earliest it could be
is probably >> six o'clock on Monday >> by the time you get calls made and everything. meeting Monday. >> You have a city council meeting. Okay. >> Tuesday's open. >> I'm open Tuesday. >> Earlier Monday, >> yeah, I don't know if I don't know if
we'll make that. >> Yeah, I think we should be on Tuesday in the evening Monday like I mean like 8:30 or something. >> Okay. >> But >> um >> Paul, how long I I don't know the current post. How long would it take you
to put that posting? >> I can type it up, get it to Kevin. He's here, so he'll get it posted. And so >> what what I'm wondering if you excuse yourself to post, then we can talk about some more pieces. >> Do you need to confirm though with the candidate, right? I think is what you're Yeah, I'll have to
>> confirming the position like I have some contracts I have to kind of explore. >> No, you haven't gotten there yet, though. That would be after we >> Well, be with any candidate, but Okay, we can wait. We can wait. >> Yes, you're you're absolutely right. It would be something we would have to negotiate. But as soon as we have somebody
>> no right language and stuff like that. That's all stuff we could do after we >> all right >> you know we would set that up we would we would go into when we decided if let's just say we went say it's Tuesday night everybody interviewed we said yes we're
going to hire this candidate at that time then we would put an offer out and say we'd like to go into negotiations with a for a contract and that's where we would get to that point. Does that make sense? >> Country city council meeting >> 7:00 on the
>> Okay. >> I haven't seen the agenda, but I'm thinking I don't know any giant things time. >> I'm just wondering if we could do it at 5:30. >> Well, I mean, we might be able to get to that, but again, I still would have to
reach out to the candidate to make sure that he would be available. I think we need to let Maya have a visit with them and see if something is possible or not. >> Well, what I'll do is Is there any anybody else got conflicts with Tuesday? >> Not Not in the evenings.
>> Not in the evenings. Okay. So, what I'll do is I'll reach out right after this meeting. I'll try to get something to Paul. Hopefully, I can get a hold of him and we can set something up prior to graduation and then we could get posted and we could get that figured out. So,
if it was 5:30, you could make Monday. >> Yep. Okay. And then I'll also reach out to Kayla, too. I know she works today. If Did you say Monday's okay? >> Yeah, Monday or Tuesday or both. >> Okay. And you're good. >> As long as Okay. So, let me
We'll conclude this meeting then. Um, so Nathan made that motion, Claire seconded it. >> Yep. >> And that passed. and then we would look for adjournment, but then I'll reach out to the candidate and see what we can set up and we'll get I'll get a message to
the board and we'll get it posted. >> Motion to >> second. All in favor say I. >> I. I have uh 420 seven.