That's why I couldn't be wanted to be up here the last time and I was in middle of recovering from it. Yeah. You know, I told my shoulders and my knees and my hips to coordinate with me
if we're going to go south. They never do. They never made mention. Yeah. Well, hip is a hip surgery is a lot easier than knee surgery, I've been told. So, we're good. All right. Hey, it's a minute or two
after 2 o'clock. David, are you there? I'm here. Wonderful. Hi. Order. Roll call, please. Barkley, here. Hates here. Jim will be joining us in a minute
by phone. Patterson here. Prores here. Okay. The purpose of this meeting is uh to meet with Gunmire Leader Services, prepare for a superintendent search process.
That being said, how would you guys like to kick this off? You can tell me go and I'll go. I'll lead us. On your marks. You guys, I I want to thank you for
uh trusting us, honoring us, allowing us uh to be part of this process. Um when I say part of this process, I want to make something really clear because I think it's important. Um this is your search. So there'll be times and I will
encourage you to push back at me and go, Chris, no, that's not where we want to go. and you will not uh I have very thick skin because it's it's about you and it's about the search and it's about the community and it's about the students and the staff.
Um so I want to say that up front we just started. One way you'll see us do different is I'm gonna show you every application like you're going to see every here's what we believe in because it's your search and because you know
the community we we can't we do this all the time and we can advise you and say here's what we see but you may see something in a candidate and if I don't show you that application you're never going to get to have that uh that
discussion. So, I want to point that out that that's something we do different uh because and sometimes it takes a little longer, but we never want to miss a diamond in the rough that goes, "Wait a minute, wait a minute, that one. Let's
talk more about that one." Okay. So, often I will say, "Remember this is your search." And then you'll go, "Okay, yeah, but we hired you to give your input." And then I will do that, right? Well, certainly. Let me give you a little bit of
background. Yeah. Heaggan that is in human resources, so she's got some some good knowledge of of this pro this process in the private in the private sector. Uh David over here and Sue have
been involved in superintendent search before, but Cassie and I, we weren't on the board the last time there was a superintendent search. So that's kind of the background of this group. Beautiful. So go ahead. It's a good mix. Okay. So I
I brought a folder today. May I interrupt real quick, please? Yes. David, I'm having a very difficult time hearing. Uh is there something you can do to the microphone so I can hear it into my into u whatever phone I'm
listening through. Brown, maybe we need to speak closer to our mics. Does that help? Well, I don't. But if we can do something, maybe I can put my hands my earbuds in. That might
help. Well, you're coming through. You're coming through very well. All right, we'll try to talk into our mics. Maybe that'll help. Okay. Um, uh, so and what is it? David that was just speaking. Yes. Uh, David,
I'm going to give you my cell phone because we may be offline talking about things and I'm going to invite a lot of that kind of communication. So, in the packet on the left side is what I call our our script for today. Uh, it
Nick, it's kind of like what you handed out, but maybe a little bit on steroids or a little bit more specific. Okay. Okay. So, that this is our script. The first one on the left today will be going through what we call our setup behind it. I've done some research about
salary comparisons u based on size and what I know about some of these districts and that they've searched for a superintendent recently which tells us a lot about the market versus we could pick any district that's
had a superintendent for a while and point to that salary. sometimes it does not apply because they've been there a while and I would not advise the board to use those kinds of numbers. So that's just there. We'll get to it if you want
to use it um when we talk about a potential salary range. Um before do we know in the budget was there a specific salary range or salary cap that was put plugged in there? Well, there was a
number number plugged in there for the superintendent. I do not know what what that what that amount was. Could we get that information from whomever? Yeah, that would be super good. That shouldn't be hard to to get our hands
on. You know what the cap is always to you guys. That's always good to know. Yeah, because when we put the flyer out, we'll want to we need to put that range on there. So, we'll want to iron down on that and and be accurate about it. Well,
and I did some research on all of the districts in the state and it's all over the place and you know, I don't know the size of many of those, but it it was all over their map. Yes. Okay. On the right side, you have two
articles. I'm just going to show them to you because they're not they're in graph form. These two, one is kind of what the stakeholder survey, not the survey itself, but if we decide that we want to do a stakeholder
survey to the community, to the public, to the staff, all those things. This is kind of the landing page and we'll again it's going to be refined and then there's a QR code and then we can provide a link. There's so many ways we can do it and we'll get to that
discussion today. And then there's the flyer that's draft draft draft draft draft. We're gonna we're going to fill that out. After today's meeting, I'm going to go back in the home office from my information and conversations today and really narrow this down so it's
super accurate to Woodland things we want to say on it. The uh what we call the chief qualifications or key priorities that we're looking for in a person. So, we're communicating out what what is expected of you. What are we
really looking at? So, those are some things we may talk about today. They're just for you to have as we go along. Okay. So, let's get started with the initial document here, right? And we'll go down it. There'll be plenty of times
for you to say, Chris, don't understand, have a question. Okay, let's go over that again. Whatever it might be. What I think what you're going to learn about to me is you'll hear from me a lot and I'll encourage you to talk to me a lot even offline. Uh and my cell phone is on
the back page of this and email. Okay. On this document, uh I I I like personal touch. I like clarifying. I like, hey, what do you know? Uh we're not making a decision outside of a board meeting. That's not the point of it. It's
communication to make sure we get the exact person and the process is exactly how you need it. Okay. So number one is just hey follow up to the presentation. Any highlevel questions? We're going to
get to detail but at any high level or any question now you had the presentation. You you uh I thank you for going with Grunt Meyer. any questions that have been burning holes anywhere like you wanted to ask now that
you've thought about it. We're good. We're good. We're good. Okay. Oh, you guys are great. Uh key things that communication is key to us. Communication is key to me. Uh you're going to get a weekly email once the
applications start coming. I like to point this out with uh application, resume and um uh references. Okay. So, you will copy the entire board on it goes to the
board. It's in a folder, a goo like a Google folder. You go in and you go boom, pulls up. There it is for you for every candidate. And it I will do it as they come in. It's not wait till the end
and I bull rush you with all these names. Good. Good. It's It's this way. It's sprinkled through. Yes. Do you have an ATS system that we're able to access or will it all be like emails with a resident? Would the board members talk just a little bit louder? I couldn't
even tell who was talking. Sorry, David. I was asking if there was an ATS system that we would have access to as opposed to getting email. So, the applicant tracking system um where we could see I don't know how do you guys
we it uh ours comes into Appl. Okay. And then we download then it goes into each search and then uh we go in and it'll say print save. I might be able to figure out how to manipulate this. No one's ever asked that. There you go.
Good for you. Y Okay. Let me find out. Okay. Yeah. Because we have we use um Frontline. Mhm. So there might be a way that we can do that. Yeah. I don't know if it's easy to give. access to outside. Hey, I like to learn. I like to see if we can Yeah. Yeah.
Sometimes it's easier to flip through in that sense as opposed to back and forth. I agree. I'll see if I can make that happen. Uh I already said the board will uh see all applications. Uh as you know, uh I know you know this, the board from this point forward should
not contact candidates. I just have to say it because then someone said, "Well, you didn't say that, Chris." So I asked this person and this person and this person and I ended up with them. Just avoid that. I will
get you any and if you say dig more, get more information, we will dig more, get more information. That's what we're here for to do for you. And if they contact you, let Chris know immediately. Yeah. if for any reason a candidate contacts
you and the best way to do it is say uh sorry I love your eagerness here's his cell phone you know like great makes sense yeah um as you know all candidate information
is confidential until you name the finalist down the road so if someone says hey who is the semi people um can't share that we'll find out when we get down by law, we have to name finalists.
And so at that point, everybody will know. Yes, we know, but we're internal and it's confidential. And so that's a another key thing just to remember because people will pressure you. I'll be shocked if they don't pressure you and say, "Now come on, you can tell me
did such and such apply. Sorry, can't do it." questions on any of those? No. Okay. Probably the biggest discussion of today, the biggest discussion of the day is do
we go now? Do we wait? Um, I have some thoughts. I don't know if you want to hear my thoughts first or you want to dialogue first. Um,
let me just make one generic comment, but it's a common one. You know, when you talk to people about looking for a superintendent, the first thing you hear is, well, you start thinking about it in October and you move ahead from there. Well, ever since I first spoke to you
guys, you said there's never never really a bad time to look for a superintendent. So for myself, I'll be curious what y what your your feedback is on that because you hear two different avenues. Yep. Um to throw my
two cents in. I So when we originally when Mr. Wit originally left, my knee-jerk reaction was that we should try and fill quickly, find someone we could fill as a permanent position on on the quicker side. Um since it has been
several months and we're going forward with an interim superintendent process, um my thinking is then let's take the time to make sure we actually go through and have the good survey results and and have understand exactly what it is the
profile right what that profile looks like and what we're looking for before jumping in. Um and to be sure we're not kind of putting a cart in front of the horse. I I agree. You need to make the time to get the best candidate possible. I agree. Hey,
can you guys hear me? Yes, sir. Okay. It's ma'am, but um I agree with what Keegan Barkley said about making sure we have a stakeholder and just input the survey. But I'm curious to know what Chris thought if that's
something we start that process now or if it's something we wait until the fall and and kickstart it as well as the board of what your thoughts on because I don't want to rush this decision but I don't know when the timeline is and what
that looks like um with this company and how they would want to do that and go forward. These are all any any other comments and then I'm going to answer uh what I think based on what you're saying and I think
there's a win-win here. Um, what are your thoughts on starting the survey and and bringing in applications at the same time? Can it be done at the same time? The answer is yes. So, I totally agree
with you that say uh just thinking we can do it. Can you do it? Yes. Um, from a recruiter standpoint, it's always better for us to know exactly what we're looking for before we start looking at candidates. Otherwise, we wind up kind
of in this weird space and our recruiters wind up in a weird space where they're not sure what they're looking for either. Um, so from my personal professional opinion, I would say we should have our ducks in a row before we initiate a full search. But I'm still asking what what would be the
time frame for the survey to move forward to for the candidates. Okay. So let's go through let's go through I'm going to take what you're saying and talk through and answer this. Okay. So there certainly is wisdom in starting
the survey. I would start to answer it. I'd start the survey as soon as we figure out, okay, we're this is our plan. Because if you do the survey soon or upfront, you can legitimately say to
the community, you helped us shape who we're looking for. If you rush that process, and I have seen it, okay, it's really the board deciding what that person looks like. Why?
Because you've decided to start the search, so we're going. So, if you do what you're talking about and say, "Okay, we're going to front end uh the front side, right, with the uh survey
and board discussion." And even if you want uh focus groups, you may say, "Hey, Chris, Mike, uh we want to run a couple focus groups." The focus groups would be, I don't know, whatever it might be. We could run all kinds of focus groups.
You can start that and say, "We're going to frontload this and be very serious about deciding what this person needs to be. Who are they? What's their strength?" Right? and do that which
could be started any time as long as we have the plan. You can run the survey as long as you want to run the survey. We've seen sometimes two, three weeks. We've seen longer, right? Sometimes if
it's too long, you lose interest. If it's too short, you know what they'll say to you? We didn't get to fill out the survey. We didn't see the survey. So it needs to be longer depending on your community and your communication
channels and the ability in internally to make people aware of it. It needs to be long enough for to do that not too long that people get bored with the process. So step one we can do that.
uh step or answer to uh Mick's question that Mick has talked about this before. Yes, if you wait till the next November, December um season,
you will get more applicants. Yes. The one reason you would go now is if you said to yourself, we need the the the need for a permanent leader uh is more important
than waiting. So I think what the board in my opinion needs to decide is that need to have your permanent person to work with the community to work with the town you know the town to
address this issue to address that issue if you need that level of person to do that because you're going if we wait I'm concerned about us not addressing some issues because the interim honestly has to do
in work. They're not typically making those bigger decisions because you're waiting for the next person sometimes with the board to make that. So the question is how confident
are you in your current leadership structure to carry you through right till either you could say we're going to get someone after the first of the year someone between the first of the year and July 1st we can dictate
that we can have conversations about it that's one of the reasons uh that I would put out to you and if you say no We're good. We don't need that person right now. Would that be nice? Yes, it'd
be nice. But we feel like we have the leadership structure in place. You have to ask for that. You're the only ones that can really to me that dictates it. The now between waiting
thoughts. Well, how do the rest of you feel? I mean, my my personal opinion is we're chugging along pretty well. I mean, we're fortunate that adjustments have been made and we're not really seeing any anything serious lacking
versus other situations that I know things may be falling apart and continue to fall apart, then it's more urgent. But what do the rest of you think? Are we chugging along here? Yeah, I mean again kind of what I said before initially I wanted us to do it
sooner rather than later since we've posted an inter I can't hear who's talking. It's me David. Um just saying that since we do have that interim posted and um
you know we're going that route with the assumption that we're looking through the end of this school year for that person to to fill. I think it makes more sense to to wait, maybe do a more traditional uh search process as opposed to trying
to get someone in right now. I also agree with Can I continue? Yes. I also agree. I thought we were all in a um agreement as
a board to try to have a new hire superintendent by July 1st of next year. [Music] I could I could hear you, Kathy. I honestly don't see the problem with
starting right now with the process and trying to get if we have good candidates then we would make the hire. If we don't have good candidates, then we continue on. But uh the customary notion of doing
it on a predictable timeline, you know, why I understand why it's been done that way, and we've talked about that the last hire, but I don't see a problem with starting the hiring process or interviewing
process as soon as we're done with the uh surveying the community and stakeholders. That that would be my preference. I'd rather get someone in place sooner than later. Okay. It's not I don't think um it's about starting the process, but knowing the
timing of when we would sign a contract and have that contract ready for a new superintendent, but also not rushing it. Um like Barkley said and Mick and I believe Sue, but having um
through it, but also a date of when you would want them to come into the school system. I I just want to add that waiting later doesn't necessarily mean you're going to get better candidates because there are more candidates. If there are candidates
out there now that are available and we can provide that and it's there for you to look at, there is some semblance of reason to start early or start now. There's always two or three sides to that. Something that I believe I've heard from both of you is
a person comes along every now and then that is is a perfect fit. Someone that says, "Hey, what what are they doing up there in Woodland Park? When when's that going to open up? I have a real interest in in that position." Uh and and you had
mentioned that before that someone could come up that you came to us and said, "Hey, you need to take a close look at this person. They uh they seem to be a very good fit." So I we've got some leg work to do ahead of
time here, but as we get that completed should something come up, I can't see a reason not to pursue that other than to say, boy, I don't want to rush this and miss someone else good. Well, here here's a question then to to
just counter that a little bit. So say we start, we do our survey, we you know, people are really responsive. We get a lot of information. We're able to build out our our profile and our job description pretty quickly. We get it posted. Um, we find someone quickly.
Okay. We presumably we will have just found or or had a contract for a interim superintendent. Are we looking to make that a short contract? Are we looking to have in that contract that if we find a permanent superintendent, they'll be
replaced? like what wanting to make sure we are looking at the legal um cost ramifications in that sense as well since that's the route we decided to go. Well, and and something that I've been
inquiring out inquiring about to some degree is under our current circumstances, you know, would that would the person that is the interim superintendent that was a COO, would they revert back to that position? money is a key factor
here as to how loaded or or or light we are. But, you know, trying to look at that from any interim superintendent's position if you know I'd like for them to have a little more
security than, oh, you guys just found someone and you know, am I done? Am I out of a job? because that was one of the stumbling blocks that you and I, Keegan, ran into early on in discussing this and
and the duration of a contract with an interim. So, it's a good question. It's something we'll want to consider, but uh you know, I I don't have the answer to that because back going back to my original question,
you know, I don't know if sooner is is better or later is better. I don't know. And I'm not sure anyone in this room knows until we get the process going, right? And I think we can still start like the the input process soon, right?
I'm not I'm not advocating for waiting to do that until November. Like I think we could start that maybe September makes the most sense once everyone's back in school and used to getting those emails and notifications again. Um just just for the timeline of when we actually want to have a selection made
and the start date is is what I was recommending maybe waiting. Understood. Could you repeat just the last sentence or two that you just said? It kind of faded away. I heard everything you said except the last two sentences.
Um, uh, I was just saying that I think we can start the survey process sooner, maybe when school starts, but as far as the full timeline, maybe setting when we hope or when we want the the uh,
requisition to close, the position to close, and when we are hoping to have it as a start date, have that be later as opposed to waiting for the full process to start. Just just setting that timeline a little later.
Okay, understood. David, do you want me to loan you one of my hearing aids? We could each have half an in here. Mine are on order. Thank you. Go ahead. I'd love to hear your
Okay, I'm gonna go back and once in a while I'm gonna repeat something because I want you um this is your search. The the more you're comfortable, the more the community will be
comfortable, the more the candidates will be comfortable, everybody will it will be attracted. Um, so here's what I would say based on one at one time you had a conversation where you said, "Hey, we're gonna this
is going to be a July 1st, 2026." That's what I heard. So, uh, I'm not here to change minds. You had thinking around that. Um, I agree with Mike that just because the pool's bigger, it doesn't
mean we're going to find our person. I agree with that. But I also hear and hear wisdom in the frontend process. So I would recommend we build a a an extended process
that shows the community, the staff, everybody that we're doing a ton of front end work. might that front end work maybe two or three months with the um the the
uh survey being four or five weeks followed by some you know focus groups, right? Really construct a front-end process and then hit the typical cycle. Now, we
could change the typical cycle, meaning, hey, we're going out with this job in October or, hey, we're going out a little bit earlier than a lot of districts are doing. Why? They have no clue what's going on. We do. So, we may hit the front end curve a little bit
more. Meanwhile, I have I do have a pool. This pool over here, what I will do is go to them and say, "They're waiting. They know I'm here. I would go to them and say, "Okay, here's the plan.
I want you to call me if you feel like if you're a fit there, does this work into your plan?" Why? Now, we already have two, three, four, five people we can seed into
the pool along with what everybody else is going to apply. Then when we get to the other side of July or other side of January, depending on the agreement that you have
with your I'm going to focus on something else. I'm going to focus on your assistant superintendent. Here's why. If I was a new superintendent coming in with someone who had knowledge of the district, knowledge of the community,
and had posit had done positive things. The first thing I would be doing is working with the board and that person to say, "Hey, will you stay in the if if it's the budget's there, will you stay in this role?" Because if all those
things are in place, it's a win-win. It's it's a win-win. Now, there may be something in there, I don't know, that would not make it a win-win. I don't know if that person would want to stay. I don't know all those things, right? But listening to
you and the conversation you already had and you're some of you are raising a proper flag to say, "Chris, we got to do solid front end work. We have got to do this." There's wisdom because if you do the
solid frontend work, you can really listen. And when we build this flyer and we build this is who we're looking for, you're honestly saying you heard and you matched the board's thinking and the community and the staff thinking and
created that profile that is rock salt. I think there's a lot of value in that overlap. Uh an example, a person sold their business and agreed to stay on for a year to help them with the transition.
Six months into it, both parties agreed, you know, there's not much else I can do here. Uh we we'll end this now. But they had up to a year as long as it was productive. When it's no longer productive, then u or or you I mean, you
don't let that go on and on and on, but That's some challenges we've encountered in the past is uh h having to replace someone and someone coming in here green and there's no there's no training there's no oversight
and that can be very helpful uh in my opinion. Yes. Thoughts about I'm just sitting and listening and I we could go either way. I'm trying to go the way or thinking and I'm not it's
not like I'm giving in here. I'm not thinking well I'm giving in. No, there is wisdom to this thoughts what I just kind of laid out. Keep looking. Well,
to be honest, I don't see it in our budget for a six-month uh overlap for two superintendent uh salaries. We're not in the position to do that. And we won't and I believe we won't be in that position um July of
next year. So, I I I think that that is probably off the table unless our interim superintendent goes back to COO. I don't I'm not I can't put my finger on the where where everything is in the
budget at this time, but I don't I personally I don't see that that plan in action. We we just don't have the finances. No. And and that was just an example. I mean that was in the private sector and they had worked that out in the in the purchase agreement. No, I
agree with you. We don't have that. No, probably not. Although we a better idea of what the actuals look like by October. Yes. So, it's something we could revisit. So again, if our if our
main plan is to front end with with um community input and and surveys and whatnot and then open it, you know, craft a job description based on that and the profile we're looking for based on that and someone happens to pop up,
we can make a more informed decision in that October, November time frame if that makes sense. Like maybe that's something we can fold as an option. Yes. Um, but obviously if it's not in the budget, that's not an option.
I don't know that, and I haven't explained this. I have my own consulting business, Coaching Next Level, that works with school districts. Okay. I went out and found Grandm and and and we matched and took off in Colorado. It's
been great. Point of this is they're going to have coaching support. It just comes. it just comes. It's not I'm not saying I'm gonna ask you to write this big bill. That's not what I'm saying. That's what we do.
Uh so they're not gonna No one's going to come in here with a lack of support. And the person we're going to get for Woodland Park, you ready? They uh they better have their
eyes dotted and tees crossed. Like we're not this. We're not going for a be person. I just want to say that especially the way we're doing it and the time we're taking, it's not going to be that
person. So if we we do all the front end work and we uh do the survey, we involve the community and open it up for applications. I think we just need to to um see what
happens in those applications that we get and be flexible whether I don't think we should push it back in stone to July 1. I think there may be a lot of variables in between that um if the right candidate comes along and everything falls into place uh we might
want to act on it. I I I don't agree with just pushing it back to July 1 and and saying that's what we're going to do. I I agree with that. I mean this is in my in my thinking a design build will be good because as we move along and
we're making progress and looking at our level of progress things will change as far as time frames a as we're going through this process and and you know and let's it's going
well then it'll kind of dictate some of the decisions and time frames that we're discussing right now. So the other the other part of this is I I think here's what I would like to say. Uh once you
get past Jan January, there are superintendents and boards and that have been good makes but they can leave two three months earlier to take another position. That doesn't mean there's dissension or whatever. They have time
buildup. They want the new superintendent to come on earlier so that superintendent leaves. So I I agree. I don't think it has to be July 1 because there's so many options. But what I hear you say is let's take our
time. Let's make sure we're getting the right candidate pool right. And we do have to put a search or not search a closing date for the first applications. So we're going
to have to put a something in the sand. That was actually what my question was. How how long do you usually recommend leaving the application process open? It so is it it doesn't apply to this. Uh
usually it's open like 30, you know, four weeks to five weeks, sometimes six, seven. Uh you could say, okay, let's go out, make it seven weeks. Where does that put us? Make it eight weeks. Where does that put
us? We're going to lose some people. That's okay. We've already said I think we have to come into agreement. Correct me if I'm wrong. If the timing is not right for someone and we lose some, we can't drop our head and go, "Oh, if we
would have, if we would have, you're you're going to attract some and gain some based on this job and the job that you do, we do preparing the groundwork." So, I don't think it has to be July 1. I
think it needs to be written that the start date I mean it can be the start date we can leave very open because they're going to come back to me and go what does that mean? Well, it means this. The only thing I can I'm worried about
with the start date as long as we're if we sign a contract in with the interim superintendent that we're not paying out you know another superintendent and just on board someone earlier.
That is my concern as well. Cassie, that would dict that would dictate Cassie. I believe that dictates part of that or most of it. In other words, if the board says I'm not disagreeing with you, Chris, we can't pay I don't know three
months of the salary of the interim and pay three months. Okay. then that dictates that where it will be now with discussions with the person who's doing it now. We will have to figure that out. There needs to be some
discussion around that and and we don't have to figure that particular piece out today, right? Like we can because if if our plan is to start the the the outreach first and get the surveys first like we'll we can even post on the job
description that you know a start date negotiable maybe. Yes. You just have to decide okay here's when we're closing applications because that will you've already said that will confuse candidates. It will
confuse a lot. If that's it, you can do start date negotiable. That leaves it wide open to come back and have conversations. I like it. Yeah, to me that seems like the smart move. We just need to figure
out when we want to post the job or how long we want to give for the front end process, I suppose, is what we really need to figure out first. and then how long we want the application open.
And I, as I was saying in the in the design build thing, as as we progress along, things could speed up or they could slow down a little uh to to still meet the meet our objective of having
this be strong communication, transparency, and and and to get it done. But but that could vary. I don't think we want to pin ourselves down to any one particular day, especially this early in the game.
Well, we have to pin ourselves down to uh a application day. Yeah. Any day because we're going to confuse people. Well, are you sitting around and waiting for other people? Well, are you Right.
So, but the key I think is the if you look down here where it says contract start date, that should be negotiable. The word is negotiable. And we would tell them that and it would be on the flyer and I would be having conversations. Chris, what does that
exactly mean? Because if you find someone, let's say uh eight weeks from now is going to be the the ending of the application period. Let's just say that. and you go through again, you may want
them to start in November, but you have a contract with someone else and then you're committed to paying two people, which is I want to go back to that like like yes, we can be a little flexible,
but unless you're willing to pay money, it's still So, so this is Does that make sense, Mick? Yes. Okay. I'm sorry. This is a question for Mick. What dates? I wasn't
aware that we signed the interim contract. What What are the effective dates? Uh, we have not signed an interim contract. We haven't. No, we have not. We just posted the job and it came down
the first of this week. We do not have we do not have that number and we we don't know as we speak the duration of that contract uh with that interim superintendent. And and then back to the other issue, you
know, of course we don't I I can't see a reason we'd have money to double up for six months, but if if the finances would allow and we could have a 30-day overlap, something like that could be beneficial. So my
Yes. Go ahead, Cassie. No, it did not. If you looked at that posting, it said to be determined or or something along those lines. No, no problem. So, I'm just trying to kind of craft the timeline in my head.
So, my my initial thinking is if we send out the survey early September, right? School's been in session for a couple of weeks, people have settled in, they're ready to engage, it stays open for like four weeks. Um, we can kind of pull all
of the the results together. We can present it at the next board meeting. So, maybe that October meeting. What's the October meeting date? the second week. Um so um anyway, kind of review the results
in that board meeting and then use that information to craft the JV and the profile that we're looking finalize it and then post after that. November. Yeah. Late October, early November posting. So that would be piggy back on
real quick. Yeah. My thoughts are people are really busy in the summertime too. So I don't know if that's something we wait until after like summer break. We
do a lot of the work. we get that ready to go out um to go out in you know the first of the year but then also is it do superintendent are they searching and more open during Christmas
break when school's out of session or fall break when they start to look and that may be a question for Chris yeah it's very advantageous to have your job open during uh Thanksgiving and Christmas because it gives them time. I
have learned to have serious conversations with family to have the time to put their things together, right? It's it's just you get a quality decision out of that person because one
thing as we go through the process is how committed is their family to being in Woodland Park. That is a high high high want need for this search that it will stick.
There's a greater chance of it sticking and you going, "Man, this was great." Well, and when we get to that place, it's very important to this board that we have a superintendent that that is local, that is part of the community. um
that that's going to be beneficial and I think that's something the whole group agrees that we want the direction we want to go. Um so so would the kind of spitfalling timeline they had there make sense then for us to be able to get it posted
before the Thanksgiving break to get it? Oh, easy. Yeah. Yeah. Well, and then have it open. Make sense for it to be open that long. The
key is when we open it, how long we're going to leave it open, right? Based on what we said, it's going to take us till it's going to take us till into October to know what you community and what the
board is saying. Right. Mhm. Okay. So then in sometime in November, we can open it. Yeah. And then sometime either at the end of November or early December because now it's hot season.
Okay. Or sometime in December, we close the application pool. So do you recommend closing it before the Christmas break? I think yes because we're giving them Thanksgiving
and we want to be on the front of the search. We want the best of the best candidates. So my answer would be yes. So somewhere before Christmas break it would close. Now, some people are going to tell you,
okay, that's too early. I'm going to I'm going to tell you I don't think so because we have built this up like this search is going to be like building building. That's not bad. That's good. I think it's really good.
So, let me make a note. Um, prior to Christmas, we're going to close and then I'll fix this up and let you guys see it, of course. So, are we looking at like a month and a half then of it being posted or midnight?
I I like that. I like that time frame. And I and again, sorry, the momentum to this will be different than, oh, a superintendent walked in aboard me and said, I'm not coming back and it's
December. And then you're like, oh, we want to get out in front of it. We're way out in front of it, which is what I hear you talking about over and over. Let's be diligent on the front end. Okay. So, we we've covered
um September, uh we've got the survey, right? October, we're going to do a board meeting and if we have to do some focus groups or whatever, right, we got
that time in there. Um we're going to post it uh in November, correct? And close it prior to Christmas thoughts, feeling I like part of this I
hate to say it. Part of it is a feel. Part of it is now you just gave me some more information about the assistant superintendent. It's public information. I'm not speaking I'm speaking public information. I now know where you're at like with a
contract with that. And so that's not bad. That's actually good. Um and if you want to talk more about that at a different time or whatever, I could talk through that uh with you to make it
merge with this. Uh well, um okay. questions about this timeline approach. Any other thoughts before we move on?
No. Anyone else? Okay. Sorry. I'm really I'm excited for you. Look at you guys. What you did. You think that took a long time. Trust me,
it didn't take a long time. You actually did it in a good time. It's a record. Yeah. Okay. Um, I'm going to go down to the bottom. So, I'm on number three. Okay. Uh, we already talked about the survey. Uh, one of the things that we
have time, but one of the things is I'm going to get you a sample survey and so you can start thinking about what you want to ask on the survey. Okay. Um, and I'll get that to you and you can start processing because that's coming
out from you guys. Um, and we can do that. We have time for that. Um, please, please, please, uh, virtual interview support. As you saw in the presentation, we do something different. We don't have people do videos online and send you the
videos. The board will be Zoom. I call it speed dating. I call, nobody else calls this. Sorry. I call it speed dating, okay? Where you'll be doing those with your semi finalists online with on a Zoom call. You can see how they react. Tells you a ton. They can
see you up front. Um, and you know, they can see you. Uh, please always have a tech person at these things. I can't tell you where's our guy. I'm not to boost your head, but you're probably the
most important guy in this whole or person in this in this process, you can do it because when the tech goes bad, I'm telling you, it it's it's not good. Okay, moving along. Next page real quick. So, with those um will we be
discussing as a board the interview questions that we'll have prior to that so we could be asking? We should. Yes, I will uh provide you samples and then you will beat them up. Okay. Thank you. Yeah, I I will if no one is opposed um
present a calibration sheet we can use as well. I don't know if you guys have that but um I use it. Wonderful. Yeah, this way we can have information on all the How busy are you? Very busy.
No, no, I'm not looking for I'm looking for I'm looking for technical skills. Okay, we can we can work all that out. Good. Uh page two, inperson interviews. Um I it's not too early. It is not too
early to start thinking about venues, right? Like how are we going to do where are we going to have the personal interviews? when you uh when you get to your uh final uh day uh which usually means an interviews
personal interviews and some people like to do some sort of public time where the candidates are the the public sees the candidates etc. We don't have to go into all that, but start thinking about your venues and how where you want that those
things out. Uh because it just happens this quick. Even in this search, you're like, "Oh my word, we never discussed that." So that's why it's written down. Okay. Um uh new traits. Uh here's we're not going to do all this because of the way we're
going to do so much frontend work where it says on number four, ideal traits, because we're going to the public as well. These are just some traits that some districts have used like in their survey and things that let's leave that there.
Let's talk about the big ones. Now, here are the big ones. Uh out of state candidates, not out of state candidates only if they're willing to move and uh relocate to the surrounding area.
Surrounding area or what? The park? Ter County. Tiller County is what I meant because our district goes throughout Tiller County and so if they could not find a home in Woodland Park, I wouldn't want to say they had to live in the city versus Dubai or Okay, so you answered uh
live in the district Teller County. Yes, they will. They when they relocate, they would have to be in Teller County. I got that. Okay. experience. Uh, this is Do we want to include like
Green Mountains or like I guess that's why I said surrounding area at first in my notes because how big is our circle? Well, maybe that's part of the question we ask in the survey. How big? Because there are certain people that could live in Green Mountain Falls Cascade. Even in Manitou, you
would still be close enough to Manit might be too far. very different feel there. It is Cascade and Green Mountain Falls feel closer, but I think I think maybe that's part of the survey. Yeah. So, I I think we
already know we want them to be able we want them on, you know, premise full-time, uh want them to be in the community, know the people outside of of the building, right? To bump into them in the supermarkets and go to some of the same restaurants and events, right?
Like that's what's important. I think we can leave have a question in the survey and ask the community what they feel is the right circle. Perfect. The cut off radius. Yes. No, that's fair. I mean, I
think the overall objective is someone that's close enough to understand the mountain life, for lack of a better word for it, that that understands it is different up here than it is down
in D20 or somewhere. And we want them to understand the character of our community. Yeah. And and beyond that, it's just it's um being part of the community, right? Like what what so many people move here for, what I moved here for um
was so that when my kids were going to school and they and you know their teachers were also part of the community, right? We were going to bump into them at the park or at the supermarket, right? And and so for the superintendent to also be part of that I think is important not only for the students but for the teachers as well.
Uh the reason I put that on sometimes we don't discuss this but the reason I put it on there I think that's critical for this search and it's critical for the next phase of leadership in this in particularly in this district all districts but particularly where you
want someone where people are saying I saw him at the ball game I saw him at the park I saw him at the if and you have to kind of make that a you have to make it a requirement Because people honestly, they won't mean it, but
they'll say this. Oh, I'll be there. I'll be there. I'll be there. No, you got to narrow it down enough, not to force them, but to know, you know, they're going to rub elbows. Um, okay, that's good. Um, experience,
superintendent, district office, principal. What's your bottom what's your bottom dollar? What's what what do they have to be? What are they coming to you for? If you want to say, "Well, I don't know. I want to leave it open." Okay. But you you got to eliminate some people or
attract some people. Yeah. Personally, I think they should have teaching experience probably district office, maybe the um um administrative license. So, yeah, just to add on to you, the last two um I
have both the last two uh from 2020 and 2022. and usually says prior superintendent, assistant superintendent or comparable administrative experience prefer. So we can either keep it something like that change it. The preferred part though I think is what we
want to change. I think we want to require require the administrative or you know teaching principal like having in in building experience. And then the next one was um just another line Colorado superintendent's license or ability to
attain regarding the licensing um from the Colorado Department of Education. Okay. Is that so that was one of my questions. Do you want them to be able to attain the certification in Colorado? I'm not saying right or wrong. You don't
have to do you don't have to do that to be a superintendent. I'm not saying I'm just saying you're saying they need to have that uh certification or the ability or the ability right that so for instance um let's say our CA our chief
applicative event officer is administrative she's have you know principal experience something she applies for and but she doesn't have this lensure yet she would be have the ability to obtain it right but she has the prerequisites So if you have so if
you're from out of state um but you have the prerequisites that would you know to actually go and apply and obtain it then that's okay I think right that's what we're so you're saying we're only looking for for females huh you said
she'll I'm not I'm not saying that do not have on me I don't think that's a requirement to become a superintendent it is not that's not a requisite No. Okay, moving on. Did
I hear right? No principal. No principal. Uh, that's a question. There are principles who would apply for this job. Well, that'd be wonderful if if someone's got that background. Just say building or so teaching or building.
Does that check what the requirements to obtain the superintendent's lure? Building administrator would fit that here. I think here. No, I know that. Here's my question. Do you want someone
how important is it that someone has either district? Well, first of all, how important is that they've been a superintendent for this job coming in right now? How important is it that they've been a superintendent?
I know I'm pumping the brakes on this, but I really think we have I think we really need to think about it. I'm not trying to sway you. I'm just saying how important is that? Think that would go a long way in the community. Oh, I think
it would. I mean, maybe it's super superintendent or similar background. Uh, of course we'd all like to have someone that's got superintendent experience, but So I think maybe we wouldn't, and
correct me if I'm wrong, we're saying we wouldn't necessarily knock somebody out for not having prior superintendent experience immediately. Is superintendent experience preferred? Yeah, because you can word this, right?
Like a Is it preferred? Yes. Yeah, I would. I think that would, you know, if you're if you're rating candidates, that would get you that would bump you up. Yeah. But I think you're also saying all of the applications as well. I
agree. It would be in other words, I think we should we should line period. Well, I think many many many times the issues with past superintendents was that there was zero school experience. It's not only superintendent but zero school
experience. So a principal who has worked you know the way they have the teaching experience they know understand the kids they understand the inner workings of the school maybe they're going for the maybe they have the administrative license you know what that's not to say that to discredit them completely I think again we can ask this
in the survey I don't want to make assumptions but I think the bigger issue with the past wasn't that there wasn't prior superintendent experience but that there was no prior teaching or school experience I think those would all be enforced course the important facets
they need to understand the environment and uh to to do that they have to have been a part of that. So if you put prefer you're not knocking anybody out. Yeah. If you leave it open and put in district office and building you're
going to know when they get there like you may say oh this person really toolled themselves up and they have experience with it. But the first level uh I'm hoping is going to be superintendent preferred
because this is a larger I'm I'm going to be honest. This is a larger district not large but larger district in a amazing environment etc etc. We're going for
We're going for highly highly qualified. Could you put a note to um put something about that in the survey as well? Yeah. Thank you. Yeah. The way you're doing it because you're not rushing yourself that this lends to
that to building the surf, right? I think this is a surfing. Yeah. Yes. Okay. Um master's doctorate. Some people will say required masters, preferred doctorate or just you're probably going to have it's a
minimum of a master. So it's do you want to put anything about doctrine? Is it all considered or I don't know if we can afford a doctorate. Seriously. Well, just saying.
Yes. And I and I think a masters but in education or administration is important administr masters in administration we're not mentioning doctor I I'm okay with that I'm okay with it I'm okay with that too
okay we're going to talk about the traits after we do this survey we're going to narrow those down I would take the time for yourself whether you want to do it a little bit now or you want to do it another time usually what we'll do is
even though the survey is coming I would sit with the board and say now let's do this let's do that with the board you want to do that now or after the survey or during the survey or whatever in other words the traits that you are looking for
when do you want to have that brainstorm get on the same page session feel like we can do that at another time. Um, one again so we have some of that community input but also just to really sit and think with think about
it. Yeah. No, that's fine. Collectively think about No, that that's great. And guess what? We've already started to say things. You know, some of these like experience education is starting to put part of the pool to the upper end.
It will it'll automatically do that. Okay. Um pay or number five. Uh I wanted to show you uh the some of the salary that I thought was pertinent.
Um I want to make this comment and then you can throw things at me. Um, this superintendent, I would strongly encourage you to look at maybe structures or whatever and invest in
this. Be very competitive for this superintendent. I'm not saying you haven't been. I'm just saying I think that's super super important. Uh, because that superintendent that's invested in will need less help. just
being honest then uh because they're a high flyer and they can take on some tasks maybe that have been divvied out in the past and if you're enrollment were to ever go down and you see that trend you want it always to go up
sometimes you can't keep some structures in place when a district settles out at a certain enrollment level it's it's reality it doesn't mean that you're horrible it's every district is settling in. You know, it could be better, but
settling in at a certain level. Um, so at some point we're going to have to talk salary. When when is that another time? I think so because we're still waiting to see what number was plugged into the budget. So once we get that, we
can have a more informed conversation. We need more to make a smart decision. Love it. Love it. And and you will female push on some things, not that because I know how even though it seems like we have forever, forever ends and
we're like, uhoh, we didn't ask that question or we didn't discuss it. Contract length. Are you okay with a three-year contract or not? Oh, I don't know that um I personally would want to go as far as three. I
don't know that I'd be opposed to two, but I mean, I'm not saying I wouldn't do a three, but that's that's a lot of time. Um, I don't, you know, people aren't going to want to look at a, you know, well, all this is a one-year contract. You know, I I've got to make
better plans than that. What do you guys think? So, here here's my thoughts. Um, you can have a three-year contract and within the terms of the contract, you can say, you know, um, you know, contingent upon meeting all of the OKRs that are set by the board. And as long
as you're having a rigorous review process, then if they're not meeting those terms, we have the ability to end the contract early with cause, which means we won't have any payouts. So, we can still say, "Yes, we're willing to
commit to three years as long as you are willing to commit to meeting different." Yeah. Yeah. I like that because the best candidate is going to say this. Hey, Mick, I'm going to show you I'm going to do this. Like, you're not going to have to do that frontend exit, but I want you to I
want you to pay me. They're not going to say this, but I want I'm I work with them all the time. I want you to pay me and give me the time to show you and we'll get this done. Those are the those are the the candidate. Those are the
those are the get it done people. I mean well let let me show you. Yeah, but you're right. If they're not meeting certain things you there's ways to uh get out. So is it okay to initially on my notes to say three?
I think so. I think we can structure the contract that if there's problems we can end it. So I think the way we write that contract will be very important. Forget how many years as long as there are benchmarks that they are meeting
uh we're we're fine to continue on. Okay. Based on our strategy, I think we're coming back to the other things on five because those are more details that will come like health insurance,
relocation costs because we're extending this out. We have the time to do that. Okay. Um it helps uh if someone has a pulse on the Well, you don't have a current. You'll need to focus on the contract.
like you've already talked about like that's something that will have be very important. Really what this is talking about is focus on the content. When you get to that point, make sure you have what you need and what they need in that. Okay.
Um okay. Uh here's okay. Ready? Number number seven here. Let me say a big talk. I can't tell you how many times I ask this question. every time on purpose. I say, "Poor board." And I go back to the board and they're like,
"Chris, what just happened?" Um, board. Yeah. Chris, will there be any internal candidates? No, Chris. Right. They're being honest. No. Um, and then there's an internal candidate. They have the right to be an
internal candidate, but it's good to know that it it because it creates a dynamic that is just different. It's not bad. They have the right to do that. But one of the things I would like to know uh at some point if I can, however that
is, is if you believe there's an internal candidate, I should be working with them just like I'm working with a candidate from Oregon or whatever because I have a lot of communication. They should be treated the same. And so if you know that, it would be good for
me to just say, "I don't know, but I think this person might be interested. Will you follow up? The one on-one phone calls, followup saves so much heartache because I'm able to talk through them
with them about Okay. So, you think you might want to apply? Would you like to talk about that? Every time I get Sure. Yes, Chris, I would like to talk about Okay, let's talk about it. Yeah, I don't think we'd want to rule that out. No, no, no, no. I'm not saying rule it out. I'm saying
if there are internal candidates it always ch this doesn't mean but it's nice to know that upfront wouldn't you know when they apply I would know when I apply they would apply and so if that's the way and I'm
okay with that I just mean like if we don't have in insider information or know right you'll know before we do I will know I will know yeah I was going to say specific thing like you'll probably know if they apply. We won't don't think any of us know. Okay.
I just wouldn't want to rule that group out. No, no, no, no. I'm not. And I want to make sure everybody knows. I'm not saying I'm ruling them out. I want to make sure uh Well, let's just go through it and then when when we come back, you may say, "Oh, I get what you mean." It
doesn't really matter. I I just That's one thing I we always ask. Um because here's the truth. The outside candidates, there'll be some outside candidates that will not apply if there's an internal candidate and and
you just I I because you're making assumptions that the internal will get it. It's nothing you can control. But that's why I try to get ahead of it because one of the first things they're ask me is, is there an internal candidate?
They're going to ask that. They're insecure. No, they're smart. No, yeah, they're not insecure, Mick. What happens a lot is it's not happening here. What happens more than it should is the process goes
on and in the end they picked the internal Canada because it was comfortable. They knew. Okay. and we went through this whole process and we asked the community or not not here but other places seen it too many times.
So that's why I hit the pause and say yes, I I may get it when the applications come in, but there's more dynamics than that because I can't tell uh candidate whatever, hey, that person applied,
right? I can tell them there's an inside candidate, but they won't know until they apply. There's no good There's no good way around this, but it does have an effect. Interesting. I don't want it to have an
effect on this one. What's that? I said I don't want it to have an effect on this. I want I want like a a real Anyone else jump in? But personally, I want a full search. Not going to discredit anyone from the outside because somebody internal
applied. So when I get done with these meetings and I can tell you're serious. Okay. When I get done with these meetings and someone asks me that, I will say to them, "You're good." Yeah. And I will. And if my reputation's on the line, like, "You better not be
bluffing me, Chris. No, no, I'm not bluffing you. This district is going through a surge." So that old that old uh tale that you've heard or or sometimes reality I do not see it playing a game a part in this search and
that's how I will handle and so that answers a for your question because that's is the board aware of any inside candidates as well right yeah okay um uh it is okay for you to uh
communicate with me and say, um, I'd like you to have a conversation with said candidate, and I would actually encourage you to do that. My number is on the back, and if you've I just I'd like you to have a conversation. I can have that
conversation and uh it's it's helpful. Um, so administrative input, what's that? We're administrative input. Yes. Uh, number eight, we talked about that, right? Well, do we want to confirm which
administrative staff members should provide input from the new hire? Okay. Yes. Sorry. Hey, good job. Look at you. I almost stabbed you to death. So, again, initial reaction is we have
them participate in surveys also in what they're looking for and have their input on the front end as opposed to in the back end. Yeah. And unless we want to include them in the actual interview perhaps as
part of the interview panel. One of one of them or a few of them like apply. We don't know. I don't I don't want to I don't know. So uh experience you would want people you would want the minimum
in the interview team who would work with the hired person who obviously then are also not applying for the role. So, you know, like yes, that's what one of my initial thoughts principles mean the chief chief academic officer. Um,
assuming they're not applying. Obviously, if they're applying, we will not have them part of the interview process or and I think that would be beneficial. You use the our internal expertise for some of this. So, and let's jump down
then. Let let me take you down to 10. Let me tell you what we suggest different other people. Uh that doesn't mean they're wrong. Uh we suggest mixed interview teams, right? Not not uh okay, the board is the board,
not then administrative team of the community, administrative team of administrators because what's going to happen is one's going to come back say I love that person you guys and the other group I love that person you guys mix them up.
you if you if they're not applying an administrator, a teacher, a public member, a community member, a student, and create one or two or whatever you want mixed interview teams and mix them up. So that way if you want to involve the administrators that are not
applying, they could be on one of those teams. Does that sound Yes. And and also the the we know when the job is going to close, right? We're not getting any more applicants. So, we can decide which internal people are on the interview team once that is not an applicant.
Okay. Uh, we good on that? And are we good on eight? Yes. And on 10, I guess. Yeah. Yes. Um, nine. Uh so you probably know this
but it'll be advertised on Case Casby Run Meer site which is thousands of people uh AASA which is the national site and Indeed. Is there anywhere else you would like this to be advertised?
You don't do LinkedIn? I will do LinkedIn. Okay. Myself. Okay. Yeah. expensive to have the recruiter and I can if we make that like a sharable thing so I I would like to see that too. So um
as part of whatever we're doing we can craft a sharable um like advertisement for the physicians so because the community is pretty involved also and I know they'll just want to share spread it also. Yeah.
Love it. Anything else on advertising, posting? No, we just want the best person that that's out there in this country who wants to live in Woodland Park. As long as they're willing to come in
Woodland Park and their family, if they key, their family wants to be here. bonus points if the kids go to the school,
right? Like I've seen uh candidates fall off because they didn't their family really wasn't committed to either make the move or be in the Abs. Absolutely.
I mean, you talked about it earlier. Yeah. you know that they got to make this decision along with their family. Okay. Uh number 11, last one if you have questions. Um who am I communicating
with? Who's my primary contact? And then and then Nick, if it's Mick, is it me or who is it? Nick's our president. So in our board policy, that's usually the key contact, but I think all the board
members want to be included in communication. you maybe you can address it to Mick, but I'm glad to be the contact, but I want to make sure that the rest of the board is apprised of this because under the current rules, there's some I'm limited a little bit as
far as putting this stuff out and about whereas you've got permission to keep the board up to speed on this and there's no reason we wouldn't do that, right? and then Candace if you're looking to like schedule rooms and meetings and things. So, do I go to him
and then to Candace for scheduling stuff or to put if we agree on something, it needs to go on the website or or or or Well, it's very frequently a tandem decision. Candace is very good about her communication. So, for both of us to
have the opportunity to weigh in on that is good. I I I need her to help schedule this. Okay. For schedule meetings, I don't know that Candace necessarily needs all of the like candidate emails, but I mean
like meeting planning that I can't be involved in the regular part. It's just the right. Yes. The coordination of the Candace of the World will get No, sorry. Mechanis of the world will
get things on the website quicker than anybody or whatever whatever that true in this case. Okay. No, it's just it just works out. Okay. Other questions or thoughts or arguments
or hand claps, whatever you want. Well, I'm I was I was wide open to how we kicked this off. I like many of the questions that we've had. I don't think I have anything to add to that. I look forward to this growing and and
proceeding along. With that will come questions. Yep. But as as an initial presentation, I personally feel pretty good about this. Any what else? What's everyone else think? Um when could we expect the
sample survey so we can start we can then get a scheduled work session so we can go through it and Yes. In the next two days. Cool. Okay. Does that work? Yes. Are you teasing me? He probably
myself. Was that is the two-day thing okay? Yeah. I will say that, you know, we normally don't have meetings in July. It gives our staff um a break as well all of us. That was that's a good point. July, we probably won't have any scheduled meetings. I've been looking to
possibly take some time off. There's some other Yeah, July is pretty busy because as soon as August hits then, you know, we're back on. Well, I think you build a way schedule. Yeah, we're good on that. So, just you guys
know as well that gives our tech team, Canvas, and um the whole school to shut down. Yeah. I mean, the reality of it is there are going to be some meetings, but there there are no board meetings planned. Maybe some work sessions and
there will probably be a couple of uh executive sessions during that time, but we too are going to try to give this board a break and not not overload them with things to do in the month of July.
No, the timing is fine. I I see this because you'll you'll see once we get going, once we get past that initial part, there's a part in there where it's going to be a little silent. I'll still be checking in with you uh and I'll be
working with candidates so they understand what this process looks like so we don't lose them. Like listen, don't panic. No, don't jump off. Jump on. Well, I'll be calling you every morning for roll call. Okay.
Anybody else? You good? Or anybody? Um, do you need salary and benefits package before like is there a specific time where you want to have that or is it still okay before we have it posted to have that? Well, we
I presume we will have more definitive numbers from the budget here in a couple of days as well. be honest with you. Um, no, no, we just need it when we're going to post. Now, the other part of it is I'm going to leave out when keep on
working back channels. What's this going to pay? We don't know yet. Right. So, I just I'm going to be non-committal about all that. If you go out and do a brief search, which I did today, it's it's all over the board. I mean there's there's
not a a good a good system or a good so much on the size of the district and then the tax base because sometimes there's a larger tax base with smaller number of students so then you can have more per student and well the other
thing about salary is cost of living in other words if you're asking them to live in Ter County but what's the housing I don't I don't know right what's the housing going to cost them they're going to look at Not that doesn't mean it's bad. They're just that's what they're going to look at. Well, I mean I saw numbers anywhere from
50,000 to 380,000. The average of the whole state was 150, but it but it was everywhere between there coming for a superintendent. Well, it was a very
Yeah, I think it might have been Kim or like the cost of living. You see, I had that job. Well, it's nice meeting you. Thank you very much. That was that was that was well done. I I'm pleased with the
progress this first meeting. Good. No, Mike, you have there was some at like 65, but it is like a really small small like three hits. That won't be a good shower. There's one from the CDE and I
don't know if it's correct. They said 2007. Part time. Part time. Thank you, gentlemen. Now, when are we going to hear from you next? In a couple of days when he sends us to serve. I thought you had in your car and you were
going to bring it right back to you. I asked I asked for confirmation with a couple days then when I deliver it before then should Okay. Uh this is Chris over do we need a motion to during the work session? We will have as soon as as soon
as everyone's everyone's done with their smile smart off remarks like mine. Okay. Then that being said, uh, I'd ask for a motion to adjurnn. So moved. Do I have a second? Second. Roll
call. Miss Candace Barkley. Hi. Bates. Hi. Gimbal. I. Patterson. Hi. Holtz. I think we lost Holtz. I tried texting him, but I don't. Maybe he can't hear us. Thank you all. Thanks folks for
joining us.