Jan 25, 2023 Special Board Meetings

[I. OPEN SESSION ]

[II. ROLL CALL/PLEDGE OF ALLEGIANCE]

[00:00:44]

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.

>> THE DISTRICT MEETINGS OUR LIVES SCREAMED AND RECORDED AT THE DIRECTION OF THE BOARD. STREAM IS AVAILABLE AT -- --.

THE RECORDINGS WILL BE AVAILABLE FOR VIEWING THE DAY AFTER THE BOARD MEETING. THOSE IN ATTENDANCE SHOULD BE ECT THE RECORDING SHOULD CAPTURE ALL ACTIVITY AND

[III. APPROVAL OF THE AGENDA]

PLEASE NOTE THAT THE PUBLIC COMMENT WILL ONLY BE ACCEPTED IN REGARDS TO THE ITEM ON THE AGENDA THIS EVENING, SINCE THIS IS A SPECIAL BOARD MEETING. IN ACCORDANCE WITH THE BOARD BY LAW, 9223 MEETING CONDUCT, INDIVIDUAL SPEAKERS SHOULD BE ALLOWED TO MINUTES TO ADDRESS THE BOARD.

THE BOARD MAY LIMIT THE TOTAL TIME FOR PUBLIC INPUT ON EACH OF THE ITEMS TO 20 MINUTES.AT THIS POINT, I'M LOOKING FOR A

MOTION TO APPROVE THE AGENDA. >> UNMOVED.

>> BY TRUSTEE GRANT. >> SECOND.

>> SECONDED BY TRUSTEE HARDEN. YOU CALL THE ROLL, PLEASE.

[IV.a. Discussion and Action on NUSD Superintendent Search Next Steps]

I'M GOING TO TURN IT OVER TO DALE HEWITT AND (NAME).

I ALSO KNOW THAT WE HAVE ONE PUBLIC COMMENT THAT I AM GOING TO HOLD HERE UNTIL WE GET THROUGH THE PRESENTATION THIS EVENING. ONE PUBLIC CARD.

YEAH. SO THE BOARD WILL HEAR FROM THIS SPEAKER, BECAUSE THIS PERSON IS THE ONLY PERSON WHO SUBMITTED A SLIP TO SPEAK THIS EVENING.

AND THAT IS IN ACCORDANCE WITH BOARD BY LAW (INDISCERNIBLE).

-- (INDISCERNIBLE). OKAY.

ALL RIGHT. SO WELCOME TO NATOMAS UNIFIED.

>> THANK YOU VERY MUCH. MY NAME IS BILL HEWITT AND EMILY CONSULTANT FOR (INDISCERNIBLE).

WE WANT TO FIRST START BY THANKING YOU SO MUCH FOR SELECTING US. I'VE HAD THE PLEASURE OF KNOWING THIS DISTRICT AND WORKING WITH YOUR LEADERS IN THE PAST, AND WATCHING THE GREAT PROGRESS THAT NATOMAS UNIFIED HAS MADE. IT'S GROWTH DISTRICT.

MANY OF YOU KNOW A LOT OF MY CAREER WAS IN THE (NAME) SCHOOL DISTRICT -- A LONG TIME AGO NOW.

BUT WE ALWAYS THOUGHT THERE WERE SOME SIMILARITIES, THEY ARE BOTH GROWTH DISTRICTS. IT'S LOVELY TO BE ABLE TO PARTICIPATE IN THE SELECTION OF YOUR NEXT SUPERINTENDENT.

I DON'T THINK YOU HAVE FORMALLY MET HYENA, SOME TO LET HER

INTRODUCE HERSELF. >> GOOD EVENING, BOARD.

AS BILL SAID, I AM A PARTNER FOR THISSEARCH.

I'VE BEEN IN EDUCATION 36 YEARS , (INDISCERNIBLE).

I STARTED OFF AS A BILINGUAL TEACHER BEFORE WE HAD MATERIALS FOR BILINGUAL ADD. I WAS A TEACHER FOR EIGHT YEARS. I BECAME VICE PRINCIPAL OF A JUNIOR HIGH SCHOOL IN WOODLAND. I WAS ALSO A COORDINATOR FOR BILINGUAL ADD FOR TWO YEARS. I WAS (INDISCERNIBLE) FOR 10 YEARS. I BECAME AN ADMINISTRATOR AT (INDISCERNIBLE) UNIFIED SCHOOL DISTRICT (INDISCERNIBLE) AND THEN, I TRANSITIONED INTO THE SUPERINTENDENCY.

I WAS A SUPERINTENDENT FOR EIGHT YEARS WITH -- WHAT WAS THE NAME OF THE DISTRICT? (NAME) UNIFIED SCHOOL DISTRICT

[00:05:03]

I AM BILINGUAL IN SPANISH, SO I AM ABLE TO COMMUNICATE WITH COMMUNITIES LARGE NUMBERS OF SPANISH SPEAKING CONSTITUENTS.

I'VE DONE DOZEN SEARCHES. >> SHE DID A DOZEN IN ONE YEAR! OKAY, IF WE CAN GO AHEAD AND PULL THE CALENDAR UP ON THE SCREEN. YOU ALL HAVE HARD COPIES WITH YOU? OF THE CALENDAR? IF NOT, I'VE GOT SOME EXTRAS. ANYBODY NEED ONE? OKAY. SO THIS IS GOING TO BE OUR GUIDE FOR THIS EVENING. AND AFTER WE ARE DONE WITH THIS, THERE ALSO GOING TO THEN MOVE TO DOING WORK ON YOUR CRITERIA FOR THE POSITION. SO WHAT WE ARE GOING TO DO TONIGHT IS TAKE YOU THROUGH THE PROCESS, FROM THE BEGINNING TO THE END. AND WE ARE GOING TO GIVE YOU DETAILS -- AN AWFUL LOT OF DETAILS! HIM AND WARN YOU RIGHT NOW, IF YOU WANT TO TAKE NOTES THAT'S FINE. BUT I WANT TO LET YOU KNOW YOU DON'T HAVE TO REMEMBER ALL THESE DETAILS.

AS WE MEET WITH YOU AND AS I COMMUNICATE WITH YOU THROUGH MEMOS AND EMAILS, I WILL REPEAT THESE EMAILS AND TALK TO YOU AS YOU GO. I WANT TO LET YOU KNOW THAT THERE IS A LOT THAT MCPHERSON AND JACOBSON DOES WHEN YOU DO A SEARCH. YOU HIRE US TO TAKE CARE OF THE SINKS. WE ALWAYS KEEP YOUR PRIZE AND YOU CAN CALL EITHER ONE OF US AT ANY TIME.

OUR NUMBERS ARE LISTED WITH THE DISTRICT AND WE WILL TAKE YOUR PHONE CALL AT ANY TIME. DON'T FEEL LIKE YOU CAN'T BOTHER US. WE ALWAYS WANT TO BE AT YOUR SERVICE. I WANT TO START WITH SOMETHING I SAID WHEN WE FIRST DID THE INTERVIEW WITH YOU AS WE GO THROUGH THIS. WE WORK FOR YOU, OKAY? WE'LL GIVE YOU SUGGESTIONS OF HOW TO DO THINGS AND HOW WE'VE DONE THESE SEARCHES. (NAME) HAS DONE AT LEAST 13, AND I'VE DONE 35. SO WE'VE DONE A LOT OF THESE AND WE HAVE A LOT OF EXPERIENCE.

I HAVE TO TELL YOU, EVERY SINGLE SEARCHES A LITTLE DIFFERENT BECAUSE WE TAILOR IT TO WHAT THE BOARD AND YOU NEED.

WE GO THE EXTRA MILE IN DOING THAT.

SO IF AT ANY TIME WE ARE SAYING THIS IS WHAT WE SUGGEST, IT'S OKAY TO SAY WAIT A MINUTE -- MAYBE WE DON'T WANT TO DO IT THAT WAY. OR MAYBE WE LIKE TO DO THIS.

MAYBE WOULD LIKE TO DO MORE OF THAT.

WE ARE VERY RECEPTIVE AND TRY TO MEET YOUR NEEDS AS MUCH AS WE CAN.KAY? SO I WOULD LIKE TO START WITH THAT AND LET YOU KNOW, AS MUCH AS WE ARE GIVING YOU WAYS TO DO THINGS, YOU MAY WANT TO ASK ABOUT THAT OR MODIFY THAT.

EVERY SEARCH HAS A LITTLE DIFFERENT TWIST TO IT.

AND WE APPRECIATE THAT. OKAY, LET'S GO AHEAD AND TAKE A LOOK NOW AT WHAT WE ARE DOING RIGHT NOW.

TONIGHT IS OUR FIRST MEETING WITH YOU.

WE HAVE THREE BOARD MEETINGS WITH YOU.

AND THEN, WE HAVE, OF COURSE, THE INTERVIEW PROCESS AFTER THAT. THE FIRST BOARD MEETING WE SET THE CALENDAR. WE IDENTIFY STAKEHOLDER CONTACTS THAT YOU WANT TO COME IN AND TALK TO.

THERE'S A LIST OF THEM HERE. WE WILL GET TO IT AS WE GO THROUGH THE CALENDAR OF EVENTS. THEN YOU WILL ADD TO THEM TONIGHT. WE TALKED TO YOU ABOUT HOW YOU MIGHT HAVE STAKEHOLDERS INVOLVED IN THE PROCESS AND HOW YOU MIGHT COMPOSE A STAKEHOLDER PANEL TO HELP YOU IN THE PROCESS. WE WILL GO AHEAD AND IDENTIFY THE CRITERIA. THAT WILL BE THE LAST THING WE DO TONIGHT. THAT'S PROBABLY THE MOST LABOR-INTENSIVE FOR YOU.HE CONTACT INFORMATION WE ARE READY HAVE. COMPENSATION, WE WILL JUST SIMPLY TALK VERY BRIEFLY ABOUT THAT.AND IT WON'T BE OF A NATURE THAT WE NEED TO GO TO CLOSED SESSION.

WE WILL ASK YOU WHAT YOU REALLY WANT US TO DO THERE IN THE FUTURE. WE HAVE ALREADY IDENTIFIED THE POINTS OF CONTACT, AND WE BEEN IN, AT LEAST, TO MEETINGS, RIGHT? TO MEETINGS WITH YOUR POINT OF CONTACTS. AND THEN, WE WILL GO AHEAD AND TALK ABOUT HOW YOU WANT TO ADVERTISE THE JOB.

NOW ONE OF THE THINGS THAT IS AN OUTCOME OR TONIGHT IS WE WANT TO BE PREPARED TO ADVERTISE THE JOB.

WE WANT TO ABSOLUTELY BE READY TO PUT THIS OUT QUICKLY, AS SOON AS POSSIBLE OUT THERE, SO WE CAN START THE CLOCK OF ADVERTISING THE JOB. (INDISCERNIBLE).

BUT TO ADVERTISE THE JOB, THERE ARE TWO THINGS THAT WE NEED: WE NEED TO HAVE A CALENDAR BECAUSE WE NEED TO KNOW WHEN THE JOB OPENS AND CLOSES. WE NEED THE CRITERIA, TOO.

NOT EVERY COMPANY NEEDS A CRITERIA WHEN YOU START, BUT WE

[00:10:03]

AND WE WILL PUT A DRAFT TOGETHER FOR EITHER THE PRESIDENT OF THE BOARD OR THE WHOLE BOARD, SO WE CAN PUT THAT IN OUR APPLICATION. IN THE APPLICATION, CANDIDATES HAVE TO (INDISCERNIBLE) TO YOUR CRITERIA.

I THINK THAT IT WE ARE THE ONLY COMPANY TO DO THAT.

SO THOSE ARE THE BIG ACCOMPLISHMENTS FOR TONIGHT.

ARE YOU ALREADY? DO YOU HAVE ANY QUESTIONS BEFORE WE DIVE IN? OKAY.

HERE WE GO. SO THE FIRST THING THAT WE ARE GOING TO DO IS WE ARE GOING TO HAVE THE MEETING TONIGHT AND MOVE THROUGH THIS. AFTER WE ACCOMPLISH ALL OF THOSE BULLET POINTS THERE, WE WILL GO AHEAD AND FINALIZE THE CRITERIA. WE WILL TALK MORE ABOUT THAT WHEN WE GET TO THE CRITERIA TONIGHT.

WE WILL GO AHEAD AND THEN ADVERTISE THE POSITION.

WE ARE PLANNING ON HAVING THIS COME FORWARD ON FEBRUARY 2, THAT THE POSITION WILL BE ADVERTISED ON FEBRUARY 2. I WON'T GET INTO ALL THE MEDIA RIGHT AWAY.

IT TAKES SOMETIMES TO GET IT PUBLISHED THE STOP BUT MOST OF THE MEDIA IT WILL BE AVAILABLE. AND WE WOULD LIKE TO SUGGEST YOU THAT YOU HAVE IT IN (NAME) PRINT.

IT'S MOST EXPENSIVE, BUT IT ALSO IS THE MOST WIDELY READ IN CALIFORNIA FOR CANDIDATES. WE WOULD SAY TRY TO GET FOUR POSTINGS. IF WE GET RIGHT TO IT, WE COULD PROBABLY GET FOUR POSTINGS DURING THE OPEN PERIOD.

IF NOT, WE WILL GET THREE. AND THEN, 60 DAYS ONLINE.

IN GENERAL, THE COST IS USUALLY AROUND $1000 FOR THAT.

MUCH OF YOUR ADVERTISING IS INCLUDED IN YOUR CONTRACT COST ALREADY. OKAY? MCPHERSON AND JACOBSON WEBSITE IS WIDELY READ AROUND THE COUNTRY. THIS IS THE ONLY NATIONAL PUBLICATION WE RECOMMEND THAT YOU USE.

YOU CAN PUT IN OTHER ONES, SUCH AS ED WEEK THE NATIONAL ASSOCIATION OF ELEMENTARY ADMINISTRATORS, NATIONAL ASSOCIATION OF SECONDARY ADMINISTRATORS, BUT THEY ARE VERY EXPENSIVE AND THEY DON'T YIELD ANYTHING MORE THAN WHAT OUR WEBSITE DOES. SO WE DON'T RECOMMEND YOU GO WITH ANY NATIONAL PUBLICATIONS THAT WOULD COST YOU ADDITIONAL FUNDS UNLESS YOU WISH TO. JOIN IS ALSO WIDELY READ IN CALIFORNIA AND AROUND THE COUNTRY.

WE GET CANDIDATES FROM ALL OVER FOR A JOIN, SO THAT HAS NATIONAL EXPOSURE IF YOU ARE INTERESTED IN THAT.

USUALLY YOU ARE ALREADY A MEMBER OF IT AND THERE IS NO COST TO THAT. AND USUALLY, WE CAN GET THAT POSTED RIGHT AWAY. IT'S AN ONLINE POSTING.

THEN OF COURSE WE ALSO PUT TOGETHER A BROCHURE FOR YOU THAT WE SEND OUT --. WE HAVE 1200 PEOPLE THAT MCPHERSON AND JACOBSON SEND THAT OUT TO AROUND THE COUNTRY.

IT'S AMAZING HOW MANY PEOPLE HEAR ABOUT IT THROUGH THE POSTING THAT WE DO AND EMAILS. SO DO YOU HAVE ANY QUESTIONS OR ANYTHING YOU WANT TO ASK ABOUT (INDISCERNIBLE)?

>> MY QUESTION IS I'M FAMILIAR WITH THESE, SO I HAVE A QUESTION THOUGH ABOUT YOUR (INDISCERNIBLE) BROCHURE THAT GOES TO 1200 PEOPLE. IS THAT 1200 INDIVIDUALS OR A COMBINATION OF INDIVIDUALS OR ORGANIZATIONS?

>> IT'S INDIVIDUALS. IT'S PEOPLE WHO HAVE APPLIED FOR JOBS IN THE LAST FIVE, 10 YEARS.

TO KEEP A RUNNING EMAIL LIST OF ALL THE CANDIDATES WHO HAVE APPLIED. THERE'S A DATABASE.

SO GOES OUT TO ALL THE PEOPLE WHO WE HAVE HAD APPLIED.AND I

THINK (INDISCERNIBLE). >> AND IT GOES TO ALL CONSULTANTS. ESPECIALLY IN CALIFORNIA.

(INDISCERNIBLE). >> WE CURRENTLY HAVE SIX AND CONSULTANTS IN CALIFORNIA AND 110 NATIONWIDE.

>> ALL RIGHT, SO DOES THAT MEAN, FOR EXAMPLE DOESN'T GO TO ORGANIZATIONS LIKE TOSA (INDISCERNIBLE).

>> SOME BOARDS LIKE US TO ADVERTISE IN CAUSA AND CAUSA.

WE HAVE DONE THAT IF YOU ARE INTERESTED IN THAT.

AND THERE IS ALSO A PUBLICATION FOR ASIAN ADMINISTRATORS TOO.

[00:15:01]

MOST DISTRICTS THAT DO THAT ARE PAYING ATTENTION TO MAKING SURE THEY ATTRACT A DIVERSE GROUP OF CANDIDATES ETHNICALLY.

AND SO, IN MY OPINION, MOST CANDIDATES IN CALIFORNIA WILL SEE THIS IN A JOIN OR ADD COW. BUT WE WOULD ENCOURAGE YOU, IF YOU WISH, TO SPEND THE EXTRA MONEY TO HAVE IT IN OTHER

PUBLICATIONS (INDISCERNIBLE). >> WELL, THANKS FOR ALL THE INFORMATION SO FAR. I'M NOT ONLY NEW TO THE SUPERINTENDENT SEARCH PROCESS, BUT ALSO TO THIS BOARD.

SO BEAR WITH ME, I HAVE A COUPLE OF REALLY JUST TERMINOLOGY -- OR -- QUESTIONS ABOUT, YOU KNOW, WHO IS DOING WHAT.HE DISTRICT POINT OF CONTACT.

IS THERE SOMEBODY WHO IS, ACROSS ALL YOUR SEARCHES, USUALLY ONE PERSON? WOULD IT BE THE BOARD PRESIDENT? A STAFF MEMBER?

I WAS JUST CURIOUS ABOUT THAT. >> IT USUALLY IS A STAFF MEMBER AND IT'S USUALLY SOMEBODY OUT OF THE SUPERINTENDENT'S OFFICE.

THINK AT THIS POINT, (INDISCERNIBLE) CHRISTINA AND SHE IS DOING A WONDERFUL JOB WORKING WITH US.

BUT WE ALSO WORK (INDISCERNIBLE) BOARD PRESIDENT TOO. IF IT'S DETAIL WORK ABOUT ORGANIZING DIFFERENT THINGS, WE WILL WORK WITH CHRISTINA AND KEEP THE BOARD PRESIDENT APPRISED.

BUT IF IT'S DECISIONS, LIKE WHERE AND WHEN WE SHOULD BE DOING THIS, THEN IT'S THROUGH THE PRESIDENT OF THE BOARD, TYPICALLY. WOULD THAT WORK FOR ALL OF YOU

TO DO IT IN THAT REGARD? >> EXCUSE ME -- MY MICROPHONE.

IT HAS BEEN THE PROCESS, FOR EXAMPLE, CHRISTINA IS THE (INDISCERNIBLE) PERSON AND SHE HAS A MEETING WITH THE FIRM.

THERE ARE A COUPLE OF TIMES THAT SHE HAS CALLED ME TO JUST ASK ME A QUESTION ABOUT MINOR DETAILS.

NO MAJOR DECISIONS (INDISCERNIBLE).

I'M OKAY WITH THE PROCESS, YEAH.

>> WELL, THANK YOU FOR THAT. I DIDN'T KNOW HOW THAT DYNAMIC WORKED, SO I JUST WANTED TO MAKE SURE NC TO WHAT EXTENT THE BOARD IS CARRIED ALONG THE ENTIRE EXCHANGE PROCESS BETWEEN THE POINT OF CONTACT AND THE FIRM.

MY OTHER QUESTION IS RELATED TO THE ADVERTISING OF THE POSITION. I HEARD A QUESTION-STATEMENT ABOUT WHETHER OR NOT THIS BOARD SHOULD CONSIDER ADVERTISING AND SOME OF THOSE PUBLICATIONS WITH ORGANIZATIONS THAT HAVE AN ETHNIC GROUP OF EDUCATION LEADERS IN FOCUS.

THAT'S KIND OF A NO-BRAINER SITUATION FOR ME, BECAUSE WE ARE SUCH A DIVERSE DISTRICT THAT THE EXTRA MONEY, WITHOUT A DOUBT IN MY MIND, WELL SPENT. AND AS A SUBQUESTION TO COMMENT, I'M CURIOUS TO KNOW IF YOU HAVE SEEN ANY CANDIDATES ATTRACTED IN YOUR SEARCHES WHERE YOU DO POST AND PUBLICATIONS THAT HAVE A DIVERSE AUDIENCE?YOU SEE MORE CANDIDATES THAT YOU WOULDN'T NORMALLY -- ANY REPEAT CANDIDATES THAT YOU DON'T SEE WHEN YOU DON'T POST IN THOSE

PUBLICATIONS? >> I'M NOT SURE I KNOW THE ANSWER TO THAT. WE REALLY ARE PROUD THAT WE HAVE DIVERSE CANDIDATES APPLY IN ALL OF OUR SEARCHES.

BUT WE'VE NEVER DONE A STUDY ABOUT WHERE DID YOU HEAR IT FIRST, YOU KNOW? AND SO, IT MAY WELL BE THAT THEY HEARD IT FIRST IN THEIR OWN PUBLICATION BECAUSE THEY ARE CLOSE TO IT, YOU KNOW? LIKE CAUSA'S PUBLICATION, YOU KNOW? BUT I THINK ALMOST ALL CURRENT ADMINISTRATORS PAY CLOSE ATTENTION TO ADD COW.

SO I THINK, PROBABLY, WHERE THEY HEAR FIRST MAY WELL BE IN THEIR OWN PUBLICATION. BUT EVENTUALLY, THEY PROBABLY DO SEE IT IN THE GENERAL PUBLICATIONS.

WOULD YOU SAY THAT'S A FAIR ANSWER?

>> THAT'S A FAIR ANSWER. I THINK THE OTHER THING IS, BOTH BILL AND I ARE MEMBERS OF (NAME) AND I AM ALSO AN EMERITUS MEMBER OF (NAME). SO I HAVE AN IN WITH THE PRESIDENT OF (NAME), WHO HAPPENS TO BE A SUPERINTENDENT IN (INDISCERNIBLE). SO I'M SURE WE CAN SPREAD THE WORD TO AS MANY DIVERSE CANDIDATES AS POSSIBLE.

[00:20:01]

>> THANK YOU. >> ANY OTHER QUESTIONS?

YES, PLEASE? >> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

SENSE THAT YOU WOULD LIKE TO BE A LITTLE BROADER -- ADVERTISING? DO YOU ALL WANT TO WAIT IN ON THAT? AND WE CAN FACILITATE THAT, IF

THAT'S WHAT YOU LIKE TO DO. >> I THINK PERSONALLY I WOULD LIKE TO SEE THE NUMBER 1ST. I KNOW THAT WE ARE ALREADY GETTING PROSPECTS OUT THERE. (INDISCERNIBLE) BE OVERWHELMED, KNOWING THAT YOU (INDISCERNIBLE).

SO I'M LOOKING FORWARD TO MOVING INTO IT.

WE CAN SEE THE NUMBERS, BUT (INDISCERNIBLE) TAKE A LOOK AT

IT FIRST. >> TO FOLLOW UP WITH ERICA, YEAH, I AM SORT OF WHERE ERICA IS RIGHT NOW.

ONLY BECAUSE I KNOW THAT PEOPLE WHO WANT TO BE SUPERINTENDENTS READ THAT PAPER EVERY DAY (INDISCERNIBLE).

EVERY DAY. RELIGIOUSLY, WHEN YOU ARE LOOKING FOR A JOB. WELL, ACTUALLY (INDISCERNIBLE) JOBS. I THINK WHAT MIGHT BE HELPFUL IS IF YOU JUST WANT TO BRING BACK MAY BE JUST THE COST?

>> WE CAN DO THAT. >> YOU KNOW, BUT THE OTHER ORGANIZATIONS ARE SO WE CAN LOOK AT IT.

BUT I, TOO, LIKE ERICA, AND CONFIDENT ABOUT THE ASSOCIATION WITH THE SUPERINTENDENT IN WOODLAND WHO IS A FANTASTIC SUPERINTENDENT. AND THEN, THROUGH THE OTHER ORGANIZATIONS (INDISCERNIBLE).

MAYBE WHAT WE CAN DO IS IF WE SEE THE RISING COSTS, WE COULD SAY WOULD YOU MAKE A POINT OF CALLING THESE SPECIFIC PEOPLE AND LETTING THEM KNOW. BUT YEAH, I THINK IT WOULD BE FAIR TO AT LEAST LOOK AT THE NUMBERS.

>> I HEARD A COMMENT ABOUT TRYING TO TRACK THE PEOPLE THAT HAVE APPLIED , SEEING IF WE ARE GETTING ENOUGH.

ONE CAUTION -- AND I THINK THAT'S A GOOD THING TO DO.

BUT ONE CAUTION I WOULD PUT OUT THERE, AND I DON'T KNOW IF ADMINISTRATORS ARE PROCRASTINATORS OR NOT, BUT I WOULD SAY THREE QUARTERS OF OUR APPLICATIONS DON'T COME IN UNTIL THE LAST 10 DAYS. YEAH.

SO EARLY IN THE TIME, USUALLY THE APPLICATIONS I GET ARE, UNFORTUNATELY, PEOPLE WHO APPLY TO EVERYTHING.

AND YOU ARE LOOKING FOR PEOPLE WHO REALLY WANT TO BE WITH YOU.

SO THOSE TYPES OF APPLICATIONS -- THE BEST IN GENERAL APPLICATIONS COME IN THE LAST 10 DAYS.

BUT WE WILL KEEP YOU APPRISED OF WHAT'S GOING ON.

I WILL BE SENDING YOU EMAILS PERIODICALLY TELLING YOU WHAT OUR PROGRESS IS AN (INDISCERNIBLE).

IT'S NOT LISTED HERE, BUT WE'D ALSO LIKE TO HAVE THE TIMELINE AND THE SUPERINTENDENT SEARCH ON YOUR OWN WEBSITE.

SO PEOPLE CAN CLICK ON YOUR WEBSITE, FIND OUT WHAT ARE THE DETAILS ABOUT THE SEARCH, AND SO WE GET THAT ACCOMPLISHED.

THAT WAY, THERE'S ONE MORE VENUE FOR THEM TO LOOK AT FOR

ADVERTISING. >> YEAH, THAT'S REALLY GOOD POINT. IF YOU CAN PUT THIS TIMELINE ON YOUR WEBSITE, THEN IT WOULD HELP IMMENSELY.

ANYTHING ELSE? I THINK WE WILL GO WITH THE PLAN WE HAVE HERE AND WE WILL KEEP LOOKING AT IT.

KEEP LOOKING AND SEEING WHERE WE ARE WITH IT.

OKAY. SO WHAT WE ARE GOING TO BE IN THE FACE OF DOING HERE IN FEBRUARY IS RECRUITING.

I THINK I MENTIONED EARLIER WHEN WE WEREN'T ONLINE THAT I'VE HAD FIVE CONTACTS ALREADY. PEOPLE ASKING ME ABOUT THIS POSITION. I'VE TALKED ON THE PHONETO A FEW CANDIDATES. ONE OR TWO THAT I KNOW .SO THERE IS KNOWLEDGE OUT THERE, EVEN THOUGH WE HAVEN'T POSTED IT, THAT THE POSITION (INDISCERNIBLE).

THAT'S WHAT WE DO. WE DO A LOT OF THAT.

AND THEN, WE DO REACH OUT. WE WILL GO AHEAD AND WE WILL RECRUIT PEOPLE WHO WE FEEL MEET YOUR CRITERIA.AND (NAME) AND I WILL GET ON THE PHONE TOGETHER AND SAY COULD WE THINK IS OUT THERE (INDISCERNIBLE) FOR THIS? OF COURSE, WE KNOW AN AWFUL LOT OF ADMINISTRATORS AND OUR CONSULTANTS ALSO DO, TOO. SO WE WILL TALK TO THE CONSULTANTS UP AND DOWN THE STATE ABOUT IS READY TO BE A

[00:25:03]

(LAUGHING) BY THAT, WE MEAN WE WANT TO GET YOU REALLY GOOD CANDIDATES SO YOU STRUGGLE A LITTLE BIT ON WHO YOU WANT TO PICK FROM GREAT CANDIDATES. OKAY? ALL RIGHT. SO NOW, WE WANT TO TALK ABOUT WHEN WE COME INTO THE DISTRICT AND TALK TO YOUR STAKEHOLDERS ABOUT WHAT IT IS THAT THEY WANT TO SEE IN THE NEXT SUPERINTENDENT.E ASKED HIM FOR QUESTIONS.

AND THEY'LL HAVE A PURPOSE. WE ASKED HIM, FIRST OF ALL WHAT ARE GOOD THINGS ABOUT YOUR COMMUNITY? WE ASKED HIM WHAT ARE GOOD THINGS ABOUT YOUR SCHOOLS AND DISTRICT? WE ASKED THOSE TO HELP US RECRUIT. WE WANT TO HEAR WHAT THE REALLY POSITIVE THINGS ARE THAT WE CAN HELP SELL YOUR DISTRICT TO PEOPLE. DON'T THINK IT'S GOING TO TAKE MUCH TO SELL THIS DISTRICT. IT'S ALWAYS GOOD TO SAY BOY, THE TEACHERS ALWAYS SAY IT'S A GREAT TEACHING ENVIRONMENT IN THIS DISTRICT. THAT'S A NICE THING THAT WE CAN SAY WE HEARD THAT FROM TEACHERS (INDISCERNIBLE).

THE THIRD QUESTION IS WHAT ARE THE ISSUES THAT ARE THERE THAT THE NEXT SUPERINTENDENT SHOULD KNOW ABOUT IN ORDER FOR THAT PERSON TO BE MATCHED WITH THE NEEDS OF THE DISTRICT.

I LIKE TO BROADEN THE WORD ISSUES TO NEEDS.

ISSUES, PROJECTS, PROBLEMS -- WHENEVER I GO AND TALK TO PEOPLE ABOUT IT, I SAY WHAT ARE THE REAL NEEDS IN THE DISTRICT RIGHT NOW? SOMETIMES THAT CAN GET A LITTLE POINTED. AND WE DO, WHEN WE INTERVIEW THESE FOLKS, WE DO WRITE EVERYTHING DOWN AND PARAPHRASE IT. WE DO REPORT IT BACK TO YOU.

WE ENCOURAGE YOU TO POST THAT. NOT EVERY BOARD DOES, MOST BOARD'S DO. WE HAVE AN EXECUTIVE SUMMARY THAT WE REPORT AND WE LIKE TO REPORT THAT IN PUBLIC.

SO AS WE GO THROUGH THIS, WE WILL TALK TO YOU ABOUT THAT.

BUT WE FIND THAT IT'S BEST TO JUST, YOU KNOW, BE TRUTHFUL AND OPEN AND TRANSPARENT IN THINGS THAT ARE GREAT ABOUT THE SCHOOL DISTRICT, WHICH ARE MANY. AND ALSO, WHAT ARE THE PROBLEMS, OR NEEDS OR PROJECTS THAT WE HAVE GOING FORWARD.

EVERY DISTRICT HAS THOSE. THE FOURTH QUESTION IS THEIR TRADITIONAL ONE DESK OR WHAT ARE THE SKILLS, ATTRIBUTES AND CHARACTERISTICS YOU ARE LOOKING FOR? IN OTHER WORDS, WHAT DO YOU WANT TO SEE IN A SUPERINTENDENT? WE PULL ALL THIS TOGETHER AND WE PUT IT IN A REPORT. THAT REPORT IS USED BY YOU, IT IS USED BY US TO FIND THE RIGHT MATCH.

ONE OF THE INTERESTING THINGS IS WE GIVE THAT REPORT TO THE CANDIDATES WE SEE WHO HAS DONE THEIR HOMEWORK.

ALMOST ALWAYS IN THE INTERVIEW PROCESS, WE SAY WHAT DO YOU KNOW ABOUT YOUR DISTRICT? OR WHAT HAS YOUR RESEARCH LED YOU TO KNOWOR BELIEVE ABOUT THIS DISTRICT ? THAT'S ALWAYS VERY ENLIGHTENING TO SEE HOW MANY PEOPLE HAVE DONE THEIR HOMEWORK AND REALLY DELVED INTO ALL THE WORK THAT WE'VE DONE. TONIGHT, WE DO WANT TO ASK YOU IS IT THAT YOU WANT US TO TALK WITH? AND YOU MAY THINK OF SOMEBODY LATER THAT'S FINE.

GIVE THAT TO EITHER US OR CHRISTINA.

WE HAVE A LIST OF WHO WE TRADITIONALLY COME IN AND TALK TO. WE DO IT IN THREE WAYS.

WE COME FORWARD AND WE MEET IN PERSON.

OR WE CAN BE BY ZOOM. WE FOUND MEETING BY ZOOM HAS BEEN MORE SUCCESSFUL. OR, WE ALSO HAVE A SURVEY THAT WE WILL ATTACH TO YOUR WEBSITE, WHERE PEOPLE CAN JUST GET ONLINE AND ANSWER THOSE FOUR QUESTIONS.

IN ALL THREE OF THOSE WAYS, WE TRY TO GET AS MANY PARTICIPANTS TO GIVE US THEIR OPINION ON THOSE FOUR QUESTIONS.

SO A QUESTION FOR YOU, MAYBE FOR YOU TO GIVE US SOME FEEDBACK RIGHT NOW, IS HERE'S A LIST OF WHO IT IS WE TYPICALLY GO AHEAD AND SEE. WE SEE ADMINISTRATORS.

WE USUALLY BREAK W BREAK THAT UP BETWEEN SITE LEVEL AND DISTRICT IN ANOTHER MEETING. WE TALK TO TEACHERS AND CLASSIFIED STAFF. THOSE ARE AT DIFFERENT MEETINGS, TYPICALLY. NOW SOMETIMES THOSE ARE ALL HELD AT THE DISTRICT OFFICE. YOUR DISTRICT IS NOT SO BIG GEOGRAPHICALLY THAT WOULD BE A PROBLEM.

SOME PLACES LIKE US TO SPEND ONE DAY IN ONE PART OF THE DISTRICT AND ONE DAY IN ANOTHER PART OF THE DISTRICT.

YOU MAY WANT TO DO THAT. YOU ARE A LITTLE BIT NORTH AND SOUTH LIKE SOME DISTRICTS. YOU MIGHT WANT TO SPEND A DAY IN THE SOUTH, DAY IN THE NORTH. SOMETHING LIKE THAT.

WE TYPICALLY DO THREE DAYS IN DISTRICT.

VISITS. SOMETIMES WE DO -- AND WHAT WE

[00:30:02]

AND THEN, THE OTHER DAY WE WILL BE HERE BY OUR LONESOME GETTING INPUT. THE DAY WE OVERLAP, WE TYPICALLY ARE DOUBLE SCHEDULED. WE DON'T NEED TWO OF US IN THESE MEETINGS. ONE IS ENOUGH.

WE MEET WITH SCHOOL SECRETARIE .

WE LOVE MEETING WITH STUDENTS. SOMETIMES AT THEIR SCHOOLS, SOMETIMES IN THEIR DISTRICTS. ONCE AGAIN, WE HAVE OPEN MEETINGS FOR TEACHERS. WE DO MEET WITH THE UNION LEADERS. I DON'T KNOW HOW MANY UNIONS YOU WORK WITH. TWO? SO WE MEET WITH THE UNION LEADERS SEPARATELY, TYPICALLY.

ONE WITH CLASSIFIED AND ONE WITH TEACHERS.

THESE MEETINGS ARE TYPICALLY AN HOUR OR 45 MINUTES, DEPENDING ON HOW MANY MEETINGS WE SET UP. BUT IT USUALLY TAKES A GROUP OF 5 TO 10 ABOUT 45 MINUTES FOR THE MEETING.

IF YOU HAVE A SMALLERGROUP OF TWO OR THREE, IT USUALLY TAKES ABOUT HALF AN HOUR. WE MEET WITH PARENTS, WE MEET WITH COMMUNITY . IN ANY OTHER GROUPS YOU WANT.

MANY DISTRICTS WOULD LIKE US TO MEET WITH OTHER ELECTED LEADERS OR SERVICE GROUPS OR CITY MANAGER TYPES.

FOLKS LIKE THAT. IF THEY HAVE A CONNECTION TO

THEIR PEOPLE (INDISCERNIBLE). >> WHAT ABOUT CHARTER LEADERS?

>> YEP. THAT'S A GREAT ONE.

SO WE COULD INVITE THE CHARTER MEMBERS WERE LEADERS OF ALL THE SCHOOLS TOGETHER. WHAT WERE YOU THINKING?

>> (INDISCERNIBLE). >> SOME I LIKE THE FACT THAT YOU HAVE ALL THREE THE VIRTUAL, THE IN PERSON, VIRTUAL AND SURVEYS. ARE YOU WILLING TO DO ALL THREE? BECAUSE WE ARE GOING TO NEED A LITTLE MORE THAN THE AVERAGE COMMUNITY.

JUST TO ENSURE WE ARE GETTING PARTICIPATION (INDISCERNIBLE).

>> I WOULD SUGGEST IN A DISTRICT LIKE YOURS, THAT WE DO HAVE AN IN PERSON FORM MEETINGS.

SOME IN THE EVENING FOR PARENTS AND THE COMMUNITY.

BUT THAT WE ALSO GIVE THEM A FEW OPPORTUNITIES, A COUPLE -- TWO, THREE OPPORTUNITIES TO COME IN ONLINE.

MULTIPLE OPPORTUNITIES ARE NICE.

IF YOU JUST HAVE ONE MEETING, A LOT OF PARENTS JUST CAN'T DO IT BECAUSE OF THEIR BUSY SCHEDULES.

BUT I THINK WITH THE PARENTS AND COMMUNITY, I THINK IT'S GOOD TO DO A COMBINATION OF ALL THREE.

(INDISCERNIBLE). >> I PERSONALLY WOULD LIKE TO SEE SOMETHING EVENING, MORNING, EVEN DRAG YOU GUYS OUT ON A WEEKEND JUST BECAUSE (INDISCERNIBLE) FOR A LOT OF OUR CONSTITUENTS. THANK YOU.

>> I THINK THAT WAS ONE OF THE THINGS (INDISCERNIBLE) SELECTED YOU (INDISCERNIBLE) ENGLISH OR SPANISH.

SCHEDULE ESPECIALLY FOR YOUR COMMUNITY.

AND RUN IT BACK BY YOU. IF SOMETHING IS MISSING OR SOMETHING, LET US KNOW, OKAY? SO WHAT I'M HEARING YOU SAY IS THAT YOU WOULD LIKE US TO HAVE A VARIETY, A VARIETY OF MEETINGS.OU'D LIKE US TO HAVE MEETINGS, YOU WOULD LIKE FOR US TO HAVE SOME IN THE DAY. YOU WOULD LIKE TO HAVE A WEEKEND SESSION. AND YOU WOULD DEFINITELY LIKE US TO BE BOTH IN PERSON AND BY ZOOM FOR THAT.

I THINK WE'VE GOT IT. AND WE DO, WE REALLY DO TRY TO ACCOMMODATE YOU. OBVIOUSLY, WITHIN REASON.

WE HAD ONE DISTRICT WHERE AFTER DOING AN AWFUL LOT AND WE START GETTING REPEAT CUSTOMERS, WHICH WAS OKAY, I GUESS (LAUGHING).

WE SAID OKAY, I THINK WE ARE AT THE END (LAUGHING).

TO US, IT'S VERY IMPORTANT THAT WE GET STAKEHOLDER INPUT FOR YOU. YEAH.

AND WE GO THE EXTRA MILE TO DO THAT.

>> ONE QUICK THOUGHT AS IT RELATES TO THE STAKEHOLDER MEETINGS. WITH OUR COMMUNITY MEMBERS AND PARENTS, AND I GUESS THIS COULD APPLY TO ANY STAKEHOLDER GROUP.

IS THERE GOING TO BE A MECHANISM IN PLACE FOR TRANSLATION? WE HAVE A HUGE SPANISH SPEAKING, HUGE PUNJABI SPEAKING -- THERE'S MORE LANGUAGES, BUT -- AND I UNDERSTAND THAT THE MEETING ITSELF MIGHT NOT BE IN THOSE LANGUAGES, BUT IF THERE CAN BE A WAY TO COMMUNICATE

[00:35:02]

THAT. >> LET ME TELL YOU HOW WE TYPICALLY DO THIS WITH THE DISTRICT.

WE ARE FORTUNATE THAT (NAME) IS FLUENT IN SPANISH.

SO WITH THE COMMUNITY, IF YOU THINK IT'S A GOOD IDEA, WE WOULD DO SOME SESSIONS IN SPANISH.

AND WE CAN DO IT IN SPANISH ONLY, IF YOU WANT A SESSION LIKE THAT. FOR MOST SESSIONS, THOUGH, WITH THE PUBLIC, WE WILL TALK TO THE SCHOOL DISTRICT ABOUT WHAT TRANSLATION SERVICES DO YOU HAVE AND HOW DO YOU DO THEM?

>> MAY I CHIME IN? >> YES, PLEASE.

>> IT'S BEEN THE DISTRICT PRACTICE FOR THE COMMUNITY TO HAVE US SPANISH TRANSLATOR AND PUNJABI TRANSLATOR.

(INDISCERNIBLE) SPECIFIC GROUP OF TEACHERS, A SPECIFIC GROUP OF STUDENTS. IT'S ON AN AS NEEDED BASIS IF IT TRANSLATOR IS NEEDED, WE PROVIDE ONE.

(INDISCERNIBLE).

CONTINUOUS TRANSLATION, IS THAT HOW YOU -- IN OTHER WORDS, IF I'M SPEAKING IN ENGLISH, SOMEBODY SPEAKS INTO A FACEMASK AND IS SAYING IT IN SPANISH. AND THEN, IT'S TRANSLATED INTO A HEADSET. HAVE YOU DONE THAT?

>> WE HAVE DONE THAT BEFORE. TYPICALLY, WE JUST HAVE STAFF MEMBERS WERE HIRED OUT TRANSLATORS (INDISCERNIBLE).

FOR AN EXAMPLE, WE HAVE AN INDIVIDUAL WHO WAS IN ATTENDANCE TO ALL OF OUR BOARD MEETINGS (INDISCERNIBLE).

>> OKAY. WE CAN DO IT EITHER WAY.

AND WE WILL MAKE SURE THE PERSON WHO NEEDS THOSE TRANSLATION SERVICES IS GETTING IT AND WE GO AT A RATE OF SPEED THAT WORKS FOR THEM. BECAUSE THAT'S THE OTHER THING THAT CAN HAPPEN IN THESE CASES IS THAT YOU GO TOO FAST, IT BECOMES OVERWHELMING. SO WE'VE DONE PLENTY OF THESE AND WE KNOW HOW TO DO THEM. SO WHATEVER SERVICES THAT DISTRICT PROVIDES, IF IT'S NOT CONTINUOUS TRANSLATION, I JUST SLOW DOWN QUITE A BIT. TAKE IT IN SMALL CHUNKS AND GIVE TIME FOR PROCESS. REX AND I APPRECIATE THAT, ALL THE INFORMATION. JUST TO ADD A LITTLE MORE TO THAT REQUEST, IN ADDITION TO ANY TRANSLATION, FOR EXAMPLE, THE ONLINE SURVEY. IT'S SOMETHING LIKE THAT COULD ALSO BE AVAILABLE IN DIFFERENT LANGUAGES? I THINK WOULD MAKE ALL THE DIFFERENCE TO GET MORE INCLUSIVE OVERALL INPUT.> ONE OF THE THINGS WE DO WITH THE SURVEY IS WE ASK THE DISTRICT TO TAKE A LOOK AT THE TRANSLATIONS THAT WE BRING AND GIVE THEM TO THEIR STAFF TO SEE IF THEY ARE VALID AND UNDERSTANDABLE TRANSLATION.

WE'VE DONE A LOT IN SPANISH. BUT OTHER LANGUAGES, WE ALWAYS DEPEND ON THE DISTRICT AS WELL TO REVIEW IT.

SO WE WORK HAND-IN-HAND WITH THE DISTRICT.

BUT YES, ON THE SURVEY, IT'S IN THE PRIMARY LANGUAGES THAT YOU HAVE. YEAH.

>> THANK YOU FOR THAT. IT JUST GOES BACK TO NOT KNOWING WHAT EXACTLY IS INCLUDED IN ALL THOSE THINGS.

SO I JUST WANTED TO CLARIFY. THANKS.

>> OKAY. SO WHAT OTHER GROUPS OR ENTITIES DO YOU WANT US TO TALK TO? SHOULD WE TALK TO OTHERS FROM SPECIAL GROUPS?

>> I WANT TO GO BACK TO THE QUESTION ABOUT OTHER ELECTED OFFICIALS. OUR SUPERINTENDENT WORKS VERY CLOSELY WITH THE ELECTED OFFICIALS, ALL THE WAY UP TO OUR SENATOR. SO CITY COUNCIL, THE MAYOR, YOU KNOW, THE ASSEMBLYMEN, THE SENATOR -- CITY MANAGER.

AND MANY OF THEM LIVE RIGHT HERE IN NATOMAS.

SO I THINK IT'S IMPORTANT THAT THE CANDIDATE WHO WE HIRE UNDERSTAND THAT'S A REALLY BIG PART OF THIS JOB.

IN WORKING WITH THOSE INDIVIDUALS.

[00:40:01]

SO I WANTED TO HEAR FROM MY FELLOW TRUSTEES WHETHER THEY THOUGHT IT WAS AN IMPORTANT GROUP TO REACH OUT TO.

>> YEAH, THOSE RELATIONSHIPS ARE IMPORTANT.

>> SO WHAT WE WOULD DO, WHAT WE WOULD SUGGEST IS THAT WE GET A LIST OF PEOPLE THAT THE SUPERINTENDENT AND THE DISTRICT HAVE BEEN WORKING WITH. YOU KNOW, RELY ON HAVING COMMUNICATION CHANNELS. INVITE THEM ALL TO EITHER ONE OR TWO MEETINGS. SOMETIMES IT'S ELECTED LEADERS, AND THEN ADMINISTRATIVE LEADERS.

SOMETIMES WE PUT THOSE ALL TOGETHER.

I KIND OF LIKE THEM SEPARATED BECAUSE YOU GET A DIFFERENT POINT OF VIEW. WHAT DO YOU THINK ON THAT? WE COULD ALSO ASK YOUR SUPERINTENDENT WHAT HE THINKS.

>> YEAH, I THINK I'M GOING TO DEFER TO CHRISTINA AND THE SUPERINTENDENT. (INDISCERNIBLE) PROBABLY WOULD BE THE BEST PROTOCOL FOR THAT CONVERSATION.

AND I'LL GET YOU THE LIST ALSO. >> AND JUST TO INTERJECT.

I KNOW THAT MANY TIMES THEY HAVE VERY BUSY SCHEDULES.

SO ONE OF THE THINGS THAT WE'VE DONE IS WE USE THE TELEPHONE AND THEM ONE-ON-ONE TO GET THEIR VIEWPOINTS IF THEY CAN'T MAKE A MEETING. BECAUSE I DO REALIZE THAT THEIR SCHEDULES ARE SO HECTIC.> YEAH.

I DIDN'T MENTION THAT, BUT WE ALSO DO PHONE CALL INTERVIEWS WITH INDIVIDUALS. YEAH.

YEP. OKAY.

I THINK WE GOT EVERYTHING. >> ARE THERE ANY FOUNDATIONS -- WE ALMOST ALWAYS INVITE (NAME) TO COME IN AND TALK TO US.

ARE THERE ANY COMMUNITY-BASED GROUPS THAT YOU'D LIKE TO REACH

OUT TO? >> (INDISCERNIBLE) FOUNDATION.

>> THAT MIGHT BE A GOOD ONE TO TALK TO THE FOUNDATION.

>> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> NATOMAS BLACK PARENTS UNITED.

>> OKAY. >> (INDISCERNIBLE) STOP.

>> FAITH-BASED COMMUNITY. >> WE HAVE A LARGE FAITH-BASED COMMUNITY HERE IN NATOMAS. (INDISCERNIBLE) TRY TO BRING ALL THE COMMUNITY ASSOCIATIONS AT ONE POINT IN TIME AND (INDISCERNIBLE).

WE WILL WORK WITH THE SUPERINTENDENT'S OFFICE WITH CHRISTINA AND WE WILL KEEP YOU APPRISED OF OUR LIST OF FOLKS WE ARE MEETING WITH. IF ON THAT LIST WE'VE MISSED SOMEBODY, LET US KNOW. AND IT'S NEVER TOO LATE.KAY? THE OTHER THING IS WE DO REPORT BACK TO YOU ON THIS.

BUT IF SOMEBODY SAYS THEY DIDN'T TALK TO ME, LET US KNOW.

BECAUSE WE WILL TALK TO THEM (INDISCERNIBLE) IT'S ALL ONLINE. WE CAN ADD PEOPLE'S OPINIONS AND VERY EASILY. OUR GOAL IS TO HEAR EVERYBODY BEFORE THE INTERVIEWS. OKAY?

>> I JUST WANT TO ADD ALTHOUGH WE ARE GOING TO DEFER TO THE SUPERINTENDENTS, I LOVE THE ONE ON ONE (INDISCERNIBLE) ELECTED OFFICIALS. THEY GO A LOT QUICKER.

VERSUS IF IT'S IN ONE ROOM (INDISCERNIBLE).

>> YEAH. OKAY.

ALL RIGHT, THANK YOU. THANK YOU FOR THAT.

OKAY, THEN ON MARCH 8 RIGHT NOW, WE HAVE SCHEDULED A SECOND BOARD MEETING WITH YOU. AND BY MARCH 8, WE WILL REVIEW EVERYTHING WE FOUND TO THE STAKEHOLDER INPUT AND A SUMMARY TO WHAT THE MAIN POINTS ARE. THE SUMMARY TURNS OUT TO BE WHAT WE HEAR REPEATED THROUGH A VARIETY OF FORMS. IT'S KIND OF THE COMMON THEMES THAT COME THROUGH.

SO THE SUMMARY IS IMPORTANT. IT'S ALSO IMPORTANT TO READ THE WHOLE THING. BECAUSE THERE ARE SOME ISSUES THAT ARE PARTICULAR TO SOME GROUPS AND THEY ARE VERY IMPORTANT. WE DON'T READ THE WHOLE SUMMARY OF COURSE AT A MEETING BECAUSE IT WOULD TAKE ALL NIGHT.

BUT WE ENCOURAGE YOU TO TAKE THAT DOCUMENT.

A LOT OF BOARDS COULD USE THIS AS A STARTING POINT FOR THEIR STRATEGIC PLAN WERE THERE FOR SETTING GOALS OR VISIONS.

VERY USEFUL. I HAVE TO SAY IT'S NOT SCIENTIFIC. SOME PEOPLE SAY THIS ISN'T SCIENTIFIC. IT'S NOT.

[00:45:08]

BUT IT'S VERY VALUABLE BECAUSE YOU GET A LOT OF INPUT AND A LOT OF COMMONALITY (INDISCERNIBLE).

AND IT HAS HELPED EVERY BOARD FIGURE OUT WHO IT IS THEY WANT AS A SUPERINTENDENT BY LOOKING AT WHAT THEIR STAKEHOLDERS ARE

SAYING.>> MR. HEWITT, MAY I INTERJECT?

>> YES. >> I JUST WANTED TO CALL OUT TO THE BOARD THAT MARCH 8, WE HAVE OUR REGULAR BOARD MEETING THAT DAY. SO IT WOULD LIKELY BE A STAFF RECOMMENDATION THAT THIS WOULD BE A SPECIAL BOARD MEETING FOLLOWING THE ADJOURNMENT OF THE REGULAR BOARD MEETING.

SO I JUST WANTED TO CALL THAT OUT.

(INDISCERNIBLE). >> I SAW THAT.

TRUSTEE GRANT? >> I GET WHERE YOU ARE COMING FROM IN TERMS OF THE SCIENCE BEHIND DESK I BELIEVE YOU'RE REFERRING TO THE STAKEHOLDER (INDISCERNIBLE).

BUT I DO THINK THERE SHOULD BE STRATIFICATION THERE IN TERMS OF THE FEEDBACK. A MINOR SCIENTIFIC POINT.

I HATE TO GET A REPORT THAT JUST LEANS TOWARDS ONE DIRECTION OR ONE PARTICULAR COMMUNITY.

THERE SHOULD BE A LITTLE STRATIFICATION IN THERE.

(INDISCERNIBLE). >> ONE OF THE THINGS THAT I HAVE DONE BEFORE IS KIND OF A GRAPHIC ORGANIZER OF ALL THE DATA. AND SAY HERE ARE THE -- ESPECIALLY IN THE ISSUES PART, HERE ARE THE 10 PREVALENT ISSUES THAT CAME FORWARD. AND WHICH GROUPS RESPONDED TO THAT. SO WHAT KIND OF ANSWERS A QUESTION THAT IT DOESN'T BECOME BIASED TOWARDS ONE GROUP OR ANOTHER. THAT YOU CAN SEE OH, THIS CAME FROM EIGHT OF THE 10 DIFFERENT GROUPS OR 15 OF THE 20 DIFFERENT GROUP REPORTS.KAY? SO WOULD YOU LIKE US TO DO THAT AS WELL? WE CAN DO THAT.

WE JUST LIKE TO MAKE SURE YOU KNOW IT ISN'T A RANDOM SELECTION OF PARTICIPANTS. YEAH, BECAUSE THAT'S A WHOLE ANOTHER SET OF WORK AND COST TO YOU.

OKAY? ALL RIGHT.

THIS MEETING TYPICALLY IS DONE THE SAME TIME WE HAVE A REGULAR MEETING. SO IT SAVES YOU AN EXTRA NIGHT OUT. IT TYPICALLY TAKES ABOUT 45 MINUTES. IT CAN BE LONGER, BECAUSE THAT EVENING YOU HAVE TO DETERMINE WHAT THE STAKEHOLDER PANEL IN YOUR INTERVIEWS WILL LOOK LIKE. I'M GETTING A LITTLE AHEAD OF MYSELF. I'M GOING TO COME BACK TO THAT IN JUST A MINUTE, ONCE I GET DOWN THE ROAD HERE LITTLE BIT.

SO THE BIG THINGS WE DO THAT NIGHT IS WE REVIEW THE STAKEHOLDER INPUT. WE DETERMINED THE INTERVIEW PROCEDURES. WE'LL TALK ABOUT PROCEDURES TONIGHT. WE WON'T FINALIZE THEM WITH YOU. WE IDENTIFY STAKEHOLDER PANELS FOR INTERVIEWS. THAT CAN TAKE SOME TIME.E CAN REVIEW THE COMPENSATION PACKAGE IF YOU WISH TO.

AND WE REVIEW INTERVIEW QUESTION PROCEDURES FOR SELECTION. SO IT DOESN'T TAKE AN AWFUL LOT OF TIME THAT NIGHT UNLESS WE GET HUNG UP ON SOMETHING.

SO I THINK IT IS GOOD THAT IT'S GONNA BE A SPECIAL MEETING (INDISCERNIBLE).USUALLY IT'S 45 MINUTES.

I'VE HAD THEM AS LONG AS TWO HOURS.

ANY QUESTIONS SO FAR? ALL RIGHT.

SO WE ARE GOING TO GO AHEAD AND OPEN THIS FEBRUARY 2 AND CLOSE IT MARCH 30. THAT'S ABOUT EIGHT WEEKS.

AND THAT'S WHAT WE RECOMMEND IS TO HAVE EIGHT WEEKS OPEN ADVERTISEMENTS. THAT TYPICALLY ALLOWS FOR EITHER THREE OR FOUR ADVERTISEMENTS IN AT CAL AND ENOUGH TIME FOR US TO RECRUIT AND PULL GOOD CANDIDATES.

YOU CAN DO IT IN LESS TIME IF YOU WANT TO.

I ALWAYS WORRY ABOUT LESS TIME THAT IF THE WORD DOESN'T GET OUT STRONGLY ENOUGH OR WIDELY ENOUGH.UT I HAVE DONE IT -- I DON'T RECOMMEND THIS. SOMETIMES WE HAVE A DISTRICT WHO COMES TO US IN JULY AND SAY WE NEED A SUPERINTENDENT BY DECEMBER . YOU'RE AT THE BEGINNING OF THE SEASON. SO I RECOMMEND (INDISCERNIBLE).

ARE YOU COMFORTABLE? >> I HAVE A QUESTION, BUT I DON'T EXPECT YOU TO REMEMBER WAY BACK WHEN CHRIS WAS HIRED.

I WAS JUST TRYING TO RECALL IF WE WAITED THAT EIGHT WEEKS, OR IF WE DID IT SOONER? I'M TRYING TO THINK WHEN WE INTERVIEWED. FOR SOME REASON, MARCH STICKS IN MY HEAD ABOUT IN TERMS OF WHEN THE INTERVIEWS WERE.

[00:50:01]

I UNDERSTAND THAT IT GIVES THOSE THAT ARE INTERESTED PLENTY OF TIME TO THINK ABOUT IT.

ESPECIALLY IF THEY ARE GOING TO HAVE TO MOVE THEIR FAMILY, RELOCATE TO ANOTHER PART OF THE STATE OR OUT OF STATE.

WHO KNOWS. AND I ALSO UNDERSTAND THAT HAVING DONE THIS A COUPLE TIMES, I KNOW THAT THE APPLICATION PROCESS DESK YOU JUST CAN'T SIT DOWN AND DO THIS OVERNIGHT. OR OVER A WEEKEND.

AND SO, YOU NEED A LOT OF TIME TO ANSWER THESE QUESTIONS (INDISCERNIBLE). SO I LOOKED AT THE CALENDAR, THE EIGHT WEEKS MAKES ME A LITTLE NERVOUS.

BUT AT THE SAME TIME, WE HAVE SPRING BREAK.

AND SO, YOU KNOW, AND STAFF NEEDS SPRING BREAK OFF AND SO DO WE. I JUST --.

>> WHEN IS YOUR SPRING BREAK? >> THE 10TH THROUGH THE 14TH.

OF APRIL. >> OKAY.

EASTER IS A LITTLE LATER THIS YEAR, ISN'T IT?

>> EASTER IS ON THE NIGHT. AND SPRING BREAK IS THE 10TH

THROUGH THE 14TH. >> YOU KNOW, WE REALLY WANT TO WORK AROUND YOUR BRAKES. WE CAN'T DO INTERVIEWS DURING YOUR BREAKS (INDISCERNIBLE).

ANYBODY TO DO THAT (INDISCERNIBLE).

OKAY. >> SO YEAH, LET'S TALK A LITTLE BIT ABOUT THE TIMELINE DOWN THROUGH INTERVIEWS.

AND THEN LET'S GO BACK TO THIS QUESTION ABOUT ADVERTISING.

BECAUSE WE CAN DO IT FASTER. I THINK THAT THE SCHEDULE WE'VE GIVEN YOU PUTS YOU COMPETITIVE WITH OTHER DISTRICTS.

NOT AHEAD OF OTHER DISTRICTS, BUT NOT REALLY BEHIND THEM EITHER. THIS IS GOING TO BE A BUSY TIME FOR SUPERINTENDENTS BEING HIRED AND PLACED.

YOU ARE KIND OF RIGHT NOW IN THE MIDDLE OF THE REGULAR SEASON. NOW THERE IS A LOT OF DISTRICTS THAT GO LATE. BECAUSE EVERY PLACE WHERE SUPERINTENDENT LEAVES, THEY HAVE TO BE REPLACED.

IN SOME DISTRICTS ARE JUST VERY SLOW TO GET STARTED YOU WANT.

>> I THINK OF COMFORTABLE DESK OR JUST LEAVE IT THE WAY IT IS.

>> LET'S KEEP OUR EYE ON IT. AS I HAVE A COUPLE QUESTIONS FOR YOU AS TO WHAT SERVES YOU THE BEST.

(INDISCERNIBLE) I'LL COME BACK TO THAT.

>> BEFORE WE MOVE ON, I'M SORRY, I JUST WANT TO GO BACK.

I'M CONCERNED ABOUT THE MARCH 8 -- YOU SAY 45 AND YOU SAY YOU'VE SEEN A GO TWO HOURS. (INDISCERNIBLE) WOULD THAT BE A PROBLEM? MY OTHER THING WAS SPRING BREAK

AND YOU JUST SPOKE ABOUT IT. >> YOU CERTAINLY CAN DO ANOTHER MEETING IF YOU ARE WORRIED ABOUT IT.

WE WANT TO BE HERE TO SERVE YOU.

WE TRY NOT TO OVERBURDEN YOU WITH SPECIAL MEETINGS.

I KNOW WE DO AN AWFUL LOT AND FAIRLY DEMANDING ON BOARDS COMPARED TO THE COMPETITOR. BUT WE THINK IT'S REALLY IMPORTANT, THE MOST IMPORTANT THING THAT YOU DO.

IT'S UP TO YOU. YEAH.

WE WILL DO EVERYTHING WE CAN TO KEEP IT SHORT.

IT'S A LOT ABOUT WHAT YOU NEED, YOU KNOW?

>> I DON'T WANT US TO CUT IT SHORT BASED ON THE FACT THAT WE ARE ALREADY OVERWHELMED AND TRYING TO GET OUT OF HERE BECAUSE THERE IS ANOTHER MEETING.

I KNOW NOBODY WANTS TO HEAR ME SAY OH, WE SHOULD HAVE ANOTHER SPECIAL MEETING (INDISCERNIBLE).

BUT I JUST WANT TO MAKE SURE WE HAVE ENOUGH TIME

(INDISCERNIBLE). >> YEAH.

>> LET'S ALSO CONSIDER THIS MAY BE ONE OF THE TIMES IN WHICH WE COMMIT TO STARTING THE SPECIAL MEETING BEFORE THE BOARD MEETING. AND COMMIT TO COMING IN EARLIER. KNOWING THAT ONE TIME WE WOULD DO THAT, AS OPPOSED TO HAVING TO STAY AFTER 8:00 OR WHATEVER.

I JUST WANT US TO KEEP THOSE IN MIND.

WHEN THE TIME COMES, THEN WE CAN MAKE THAT DECISION.

>> I'M KIND OF GLAD WE ARE HAVING THIS CONVERSATION.

WE WANT TO IMPRESS UPON YOU THESE DATES AND NOT MOVE THEM TOO MUCH. BUT NOTHING IS SET IN STONE, OKAY? THE ONLY PROBLEM IS WHEN WE HAVE TO MOVE SOMETHING, EVERYBODY'S SCHEDULES HAVE TO COME TOGETHER TO MOVE IT (LAUGHING), YOU KNOW?

[00:55:01]

THAT'S NO PROBLEM FOR US. OKAY? OKAY. SO IF W CLOSE AT THE END OF MARCH, AFTER EIGHT WEEKS, THEN WE HAVE TIME WHEN WE'VE GOT TO SCREAM AND VET YOUR CANDIDATES. THAT TAKES SOME TIME.

WE HAVE TO DO THE REFERENCE CHECKS.

WE HAVE TO THEN FIGURE OUT THE SHORT LIST OF CANDIDATES ARE.

WE HAVE THE CANDIDATES DO SOME WORK BEFORE WE BRING FORWARD THE NAMES TO YOU. THEY ACTUALLY TAKE A VIDEO INTERVIEW. I THINK I MIGHT HAVE MENTIONED THIS IN MY PRESENTATION TO YOU. SO THAT TAKES A FEW DAYS TOO.

THEY DO A THREE QUESTION, 10 MINUTE INTERVIEW FOR YOU.

THAT ALL GETS DELIVERED TO YOU BEFORE YOU COME TOGETHER TO DECIDE WHO IT IS YOU WANT TO INTERVIEW.

SO YOU'LL GET MATERIALS FROM US.

YOU'LL GET THE VIDEO INTERVIEW FOR PEOPLE ON OUR SHORT LIST.

AND THEN, YOU'LL GET OUR REFERENCE INFORMATION ON THE THIRD MEETING. THAT THIRD MEETING TAKES SOME TIME, OKAY? AND THAT DOES HAVE TO BE A SPECIAL MEETING. TYPICALLY, (INDISCERNIBLE).

BUT I'VE GONE TO FOUR HOURS FREQUENTLY.

BECAUSE THAT EVENING, WE'VE GOT TO FIGURE OUT WHO IT IS YOU WANT TO INTERVIEW. WE ALSO HAVE TO FIGURE OUT WHAT YOUR QUESTIONS ARE GOING TO BE AND WHAT THE DIFFERENT VENUES OF QUESTIONS YOU'RE GOING TO HAVE AS WELL.

BY THAT, I MEAN YOU NOT ONLY HAVE TO ASK QUESTIONS, BUT YOU WILL HAVE THE CANDIDATE PERFORM FOR YOU.

I'M DOING AN INTERVIEW WITH ANOTHER DISTRICT THIS SATURDAY.

I JUST SENT OUT A SCENARIO, A BIG PROBLEM THAT THEY ARE HAVING. THERE PREPARING BOARD PRESENTATIONS RIGHT NOW. THINGS LIKE THAT.

BUT WE HAVE TO FIGURE THAT ALL OUT IN THIS THIRD MEETING.

SO IT TAKES SOME TIME. I DO HAVE AT THE 19TH.

19 APRIL. I DON'T THINK WE CAN MOVE IT UP TO MUCH MORE THAN THAT WE CLOSE ON THE 30TH, DO YOU? BECAUSE WE ALSO HAVE TO SENT ALL THIS MATERIAL BACK TO OUR HOME OFFICE. THEN THEY SEND MATERIALS TO US FOR YOU. AND IT TAKES TIME.

SOME BOARD SAY G IF IT CLOSES AT (INDISCERNIBLE) WHY DON'T WE INTERVIEW NEXT WEEK? IT USUALLY TAKES THREE WEEKS FOR US (INDISCERNIBLE). OKAY? SO THERE'S NOT REALLY COMPRESSION TIME THERE BETWEEN APRIL 19 AND MARCH 30. DEPENDS ON HOW LONG YOU ADVERTISE. IF YOU LEAVE IT OUT FOR SIX WEEKS, WE CAN MOVE EVERYTHING UP TWO WEEKS IF YOU WANT TO DO THAT. BUT WE ARE NOT RECOMMENDING THAT YOU DO IT. WE HAVE SCHEDULED NOW ON THE 27TH AND 28TH THE INTERVIEWS. I'M SORRY, 27 -- THAT I MAKE A MISTAKE? THAT'S THE FIRST MISTAKE I'VE EVER MADE! THIS IS MY DETAIL PERSON HERE, BY THE WAY. WE CHECK EACH OTHER.

WE RECOMMEND THAT YOU INTERVIEW NO MORE THAN THREE CANDIDATES A DAY, AND NO MORE THAN SIX CANDIDATES TOTAL AND WE PREFER FIVE. LET ME TELL YOU WHY.

I WILL TAKE YOU THROUGH THE INTERVIEW DAY THAT WE RECOMMEND THAT YOU DO. NOT EVERY BOARD DOES ALL OF THIS, BUT WE RECOMMEND IT. THE DAY WE COME INTO AN INTERVIEW, LET'S SAY WE HAVE THREE CANDIDATES FOR TODAY.

AND THEY ARE THERE WITH US ALL DAY.

THERE WITH US ALL DAY. IT'S NOT JUST AN INTERVIEW, COME AND GO (INDISCERNIBLE). THEY COME IN FOR BREAKFAST WITH TWO OF YOU. ACTUALLY, ALL OF YOU WOULD BE EATING BREAKFAST WITH THE CANDIDATES.

BUT YOU WILL DIVIDE UP IN 2, 2 AND 1 AND ROTATE BETWEEN THE CANDIDATES WITH BREAKFAST COFFEE AND LUNCH.

THIS IS SO YOU HAVE SOCIAL TIME WITH THE CANDIDATES BEFORE YOU INTERVIEW THEM. THIS IS THE PROCESS OF OUR FOUNDER, TOM JACOBSON, FOUNDED BACK IN THE 90S.

HE'S A PROFESSOR OF HR IN EDUCATION.

AND HE STUDIED WHAT BUSINESS WORLD DID FOR THEIR CHIEF EXECUTIVES. EVERY ONE OF THEM HAD A SOCIAL INTERACTION EXERCISE THAT THEY DID WITH THEIR CANDIDATES THAT THEY WERE SERIOUS ABOUT. THE REASON THEY DID THAT IS BECAUSE IT'S AS IMPORTANT -- I DON'T KNOW IF IT'S EQUALLY AS IMPORTANT, BUT IT IS TERRIBLY IMPORTANT THAT YOU KNOW THE PERSON. YOU KNOW THE PERSONALITY .

AND THERE IS SOME BONDING AND SOME HUMAN INTERACTION THAT YOU

[01:00:05]

SOME CANDIDATES, YOU'RE GOING TO GET THE FEELING I REALLY CAN APPROACH THAT CANDIDATE. I CAN REALLY TALK TO THEM ABOUT ANYTHING. THE OTHER CANDIDATE, YOU MIGHT NOT GET THAT. AND YOU DON'T FIND THAT OUT IN AN INTERVIEW, TYPICALLY. SO I THINK BOARD'S HAVE REALLY APPRECIATED THIS ASPECT OF THE INTERVIEW PROCESS.

AND I HAVE TO TELL YOU, WHEN WE STARTED THIS IN CALIFORNIA 10 YEARS AGO, MOST PEOPLE SAID YOU CAN'T DO THAT.

NOW, OTHERS ARE TRYING TO DO WHAT WE DO WITH IT.

I'M REALLY ENCOURAGING THAT YOU DO CONSIDER DOING SOCIAL INTERACTION WITH EACH OF THE CANDIDATES.

SO IT WORKS ON A ROTATING BASIS.

THERE'S TWO OF YOU, TWO OF YOU, USUALLY THE PRESIDENT OF THE BOARD IS BY HERSELF AND SHE CAN INVITE SOMEBODY OUT OF THE SUPERINTENDENT'S OFFICE OR SOMEBODY CONFIDENTIAL TO SIT WITH YOU IF YOU WISH TO GET A SECOND OPINION OR JUST TO GET TO KNOW. AND YOU ROTATE BETWEEN BREAKFAST, COFFEE AND LUNCH WITH THE THREE CANDIDATES ROTATING. SO YOU HAVE AN HOUR OF SOCIAL TIME WITH EACH OF THE CANDIDATES.

>> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> THAT HAPPENS ON THE INTERVIEW DAY.

THAT HAPPENS ON THE 27TH. NOW AT THE SAME TIME, WHEN THEY ARE NOT WITH YOU, BETWEEN BREAKFAST AND LUNCH, THEY ARE INTERVIEWING WITH WHAT WE RECOMMEND A STAKEHOLDER PANEL.

NOT ALL BOARD'S DO THIS. IN FACT, THAT'S ANOTHER THING OUR COMPETITOR'S SIDE. YOU CAN'T DO THAT, BUT NOW THEY ARE DOING IT. WE RECOMMEND THAT YOU HAVE STAKEHOLDERS INTERVIEW THE CANDIDATES STOP BUT NOT TO DETERMINE SELECTION AND NOT TO DETERMINE PRIORITIES.

BECAUSE THAT IS YOUR JOB. AND THAT'S USUALLY WHERE THIS GOES SIDEWAYS WHERE IT HASN'T WORKED WITH OTHERS IS THAT STAKEHOLDERS SAY WE WANT THIS CANDIDATE AND THE BOARD SAYS NO, WE WANT THIS CANDIDATE. AND THEN THERE'S CONFLICT.

I'VE DONE CLOSE TO 40 OF THESE AND I'VE NEVER HAD THAT HAPPEN.

WE DON'T ALLOW THE STAKEHOLDERS TO PRIORITIZE.

WE ACTUALLY GET THEM TO DO SOMETHING MORE IMPORTANT.

WE GET THEM TO IDENTIFY THROUGH FACILITATION THE STRENGTHS OF EACH CANDIDATE AND THE CONCERNS THEY HAVE FOR EACH CANDIDATE.

WE FACILITATE A TIME TO TALK WITH THEM AS A GROUP, USUALLY (NAME) OR MYSELF DO THAT. AND WE REPORT THAT TO YOU, THE FIRST THING WE DO AFTER WE FINISH INTERVIEWING CANDIDATES.

OARD'S REALLY FIND THIS HELPFUL.

BECAUSE IT CAN CHECK YOUR THINKING AND SOLIDIFY YOUR THINKING ABOUT WHAT YOU THINK ABOUT THE CANDIDATES.

ESPECIALLY WHEN WE GIVE TO FIRST, BEFORE YOU START TALKING ABOUT THE CANDIDATES, YOU CAN SEE WHAT EVERYSINGLE PERSON THOUGHT AND WHAT THE GROUP THOUGHT .

USUALLY SPEND IN DELIBERATION 45 MINUTES TO AN HOUR READING THROUGH THE COMMENTS. I THINK IT'S MUCH MORE EFFECTIVE THAN PRIORITIZING WHO THEY LIKE FIRST, SECOND AND THIRD. YOU REALLY GET TO FIND OUT WHAT THEY THINK (INDISCERNIBLE). SO THAT HAPPENS IN THE MORNING.

IN THE AFTERNOON, YOU HAVE SORT OF A TRADITIONAL TIME WHERE YOU HAVE AN HOUR AND AND A HALF WITH EACH CANDIDATE TO INTERVIEW THEM. LIKE I MENTIONED, IN THE INTERVIEW YOU MAY HAVE BOARD PRESENTATION AS PART OF IT, YOU MAY HAVE A DISCUSSION QUESTION. YOU MAY JUST HAVE THEM DO QUESTIONS. YOU DON'T HAVE TO DETERMINE THAT NOW. SO THERE ARE A LOT OF DETAILS.

YOU DON'T HAVE TO REMEMBER ALL THOSE DETAILS.

BUT WHAT WE DO WANT TO GET A FEELING FROM YOU IS YOU WANT ALL OF THAT? OR DO YOU WANT TO BE MORE RESTRICTIVE? SO I DO THINK YOU SHOULD TALK THAT OVER AMONGST YOURSELVES. WE WILL ASK YOU THIS QUESTION AGAIN AT THE SECOND MEETING. AT THE SECOND MEETING, HOWEVER, WHEN YOU TELL US OKAY, WE WANT THE STAKEHOLDERS INVOLVED STOP THEN WE START PREPARING FOR THEM AND START DOING THE HARD WORK ON IT. SO I WOULD REALLY LIKE TO GET YOUR FEEDBACK ABOUT WHERE YOU ARE AND WHAT YOU WANT ON YOUR

INTERVIEW DAY. >> SO LET ME MAKE SURE UNDERSTAND THE TIME COMMITMENT FOR CANDIDATE.

THE CANDIDATE IS HERE -- ALL DAY.

AND IN THE PAST, OF THE TIMES THAT I'VE INTERVIEWED FOR SUPERINTENDENT, THE CANDIDATE WAS HERE PRIMARILY FOR THE QUESTIONS. THE QUESTIONS AND MAY BE A PRESENTATION. AND SO, I RECALL THAT WE WOULD START ON FRIDAY NIGHT AND MAYBE GET THREE CANDIDATES IN ON A FRIDAY EVENING. AND THEN, WE WOULD SPEND

[01:05:02]

BY THEN, WE WERE EXHAUSTED (LAUGHING).

I MEAN, THERE'S A LOT. PART OF THE DELIBERATION IS THEN. SO NOW, WITH THIS EXTENDED, ADDING IN ALL THESE OTHER COMPONENTS, IT EXTENDS THE TIME OF THE INTERVIEWS AND SOCIALIZING WITH CANDIDATES.

>> IT DOES. >> YEAH.

AND, YOU KNOW, I'M TRYING TO THINK ABOUT THIS.

BECAUSE I'M TRYING REMEMBER THOSE OTHER FOUR TIMES OR FIVE TIMES, WHAT OUR DAY WAS LIKE. I'M TRYING TO RECALL IF WE FELT LIKE WE NEEDED MORE TIME. IF WE DID FEEL LIKE WE NEED MORE TIME, THEN WE CAME BACK FOR MORE DISCUSSION.

OR WE WENT BACK AND REREAD THE BIO.

THERE WAS A LOT OF DISCUSSION ON THAT.

SO THAT'S ONE THING THERE. I'M JUST TRYING TO THINK ABOUT.

BECAUSE AS A PANEL, THE INTERVIEWS ARE INTENSE.

THE MATERIALS YOU READ -- THERE IS A LOT.

QUESTIONS THAT ARE DESIGNED FOR US TO ASK, WE ALL TAKE TURNS ASKING. THERE'S MULTIPLE QUESTIONS.

HYPOTHETICALLY I'LL SAY 30 QUESTIONS, BUT I DON'T REMEMBER EXACTLY. BUT WE ARE EACH ASSIGNED SO MANY QUESTIONS AND WE GET A CHANCE TO ASK FOLLOW-UP QUESTIONS. SO I'M THINKING ABOUT THAT.

I'M ALSO THINKING ABOUT THE EXTENSIVE APPROACH THAT YOU TWO WILL TAKE AND GATHERING COMMUNITY INPUT.

THE QUESTIONS THAT THEY WILL BE FILLING UP.

(INDISCERNIBLE) SURVEY, THEY COULD COME PUBLICLY, BY PHONE OR VIRTUAL. SO THERE'S A LOT OF OPPORTUNITY FOR THEM TO GIVE INPUT AND TO HEAR AND ASK QUESTIONS.

BECAUSE IF I RECALL, THOSE ARE A LITTLE LESS INFORMAL THAN WHAT WE ARE RESTRICTED TO STOP ANYWAY, THAT'S MY PROCESS (LAUGHING). SORRY, YOU GUYS! I JUST WANTED TO BRING THESE THINGS UP BECAUSE I'VE DONE THIS MULTIPLE TIMES (INDISCERNIBLE).

I'M JUST TRYING TO THINK ABOUT -- YOU KNOW -- BECAUSE I'M TRYING TO STICK TO THAT -- IF IT'S A FRIDAY EVENING, AND IT'S ALL DAY -- ARE WE AT THE APRIL 28, 29TH?

ARE THOSE THE RIGHT DATES? >> 28TH AND 29TH IS FRIDAY AND

SATURDAY. >> THAT'S RIGHT.

THAT'S WHAT WE'VE DONE BEFORE. SOME JUST TRYING TO THINK -- I'M TRYING TO BE RESPECTFUL (INDISCERNIBLE).

JUST WILLING TO HEAR FROM EVERYBODY ELSE.

>> I'M IN A GO BACK UP TO APRIL 19 FOR JUST A MOMENT.

(INDISCERNIBLE) STAKEHOLDER PANEL AND TELL ME LITTLE BIT

ABOUT THAT PROCESS? >> I WILL.

YEAH. IT'S KIND OF THE CART AND THE HORSE, WHICH ONE DO YOU WANT TO DO FIRST?WHEN WE PUT TOGETHER A STAKEHOLDER PANEL FOR THE INTERVIEW DAY, WE RECOMMEND THAT YOU HAVE A PANEL OF 15 PEOPLE.

THAT YOU HAVE SEVEN STAFF MEMBERS AND SEVEN COMMUNITY AND PARENTS. IN THE 15TH PERSON B YEAR STUDENT BOARD REP. BECAUSE THAT PERSON SHOULD HAVE A ROLE IN THIS AS WELL. IN THE SEVEN COMMUNITY MEMBERS, EVERY BOARD SEEMS TO DO THAT A LITTLE DIFFERENTLY.

SOME DO IT BY SCHOOLS, SOME DO IT BY BOARD MEMBERS.

EACH BOARD MEMBER GETS ONE, (INDISCERNIBLE).

BUT THAT TAKES SOME TIME TO FIGURE OUT.

AND WHEN WE GET TO THAT -- I DON'T REALLY WANT TO GET INTO THAT TONIGHT BECAUSE THAT DISCUSSION CAN TAKE QUITE A BIT. ON THE OTHER SIDE OF THE GROUP, THE SEVEN STAFF MEMBERS. WE USUALLY HAVE THREE TEACHERS, TWO CLASSIFIED AND TWO ADMINISTRATORS.

[01:10:11]

WE GET THEM TOGETHER. WE USED TO GET THEM TOGETHER BEFOREHAND AND LET THEM CREATE THEIR OWN QUESTIONS.

AND WE'VE NEVER HAD MUCH SUCCESS WITH THAT.

ONE, THEY CAN'T GET TOGETHER EASILY.

AND TWO, THEY ARE STARTING FROM SCRATCH AND IT TAKES A UP A LOT OF TIME TO START FROM SCRATCH. (INDISCERNIBLE).

THERE INTERVIEW WAS ONLY AN HOUR LONG INTERVIEW.

IT'S ACTUALLY A 50 MINUTE INTERVIEW.

WE HAVE THEM PICK 10 QUESTIONS. A GOOD RULE OF THUMB IS FIVE MINUTES A QUESTION.ND THEN, THEY GO AHEAD AND MODIFY THOSE AND ADD A QUESTION OR DELETE A QUESTION.

WE GIVE THEM ENOUGH TIME BEFORE WE START INTERVIEWING TO HAVE THEM TAKE THAT BANK OF QUESTIONS AND MAKE IT THEIR OWN. AND THEN, THEY GO AHEAD AND INTERVIEW EACH CANDIDATE. AND THEY GIVE THE STRENGTHS AND THE CONCERNS THAT THEY HAVE FOR EACH CANDIDATE.

AND WHEN WE FACILITATE THE GROUP AT THE END OF THE DAY, WE GO AROUND AT A ROUNDTABLE AND EVERYBODY GETS A CHANCE -- AT LEAST TWO CHANCES DESK SO THEY CAN GET AS MANY CHANCES AS THEY WANT REALLY. THEY GO AROUND THE TABLE AND GIVE TWO CHANCES FOR THE STRENGTHS, TWO CHANCES FOR THE CONCERNS. WE JUST DON'T WANT REPEATS.

ND IF THERE STILL SOMETHING, THEY GET 1/3 OR FOURTH CHANCE TO ADD ONTO IT. ONCE WE HAVE THAT INFORMATION, THEN WE SAY TO THE WHOLE GROUP THUMBS UP OR THUMBS DOWN? DO YOU AGREE WITH THIS PERSON OR NO? THEY DON'T AWAYS AGREE. SOMETIMES THEY DON'T AGREE.

ESPECIALLY ON A CONCERN. SOMETIMES THERE IS A CONCERN ABOUT TEACHERS ON SOMEBODY AND NOBODY ELSE HAS THAT CONCERN.

WHAT WE SAY IS LET'S NOT GET INTO THE SUMMARY.

BUT MAKE SURE ON YOUR FORM YOU BRING ATTENTION THIS IS A CONCERN YOU HAVE. EVEN IF IT WASN'T SHARED BY EVERYBODY ELSE. WE REPORT TO YOU -- BE LIKE YOU TO DO BOTH. WE LIKE YOU TO READ ALL THE FORMS. THAT TAKES A WHILE.

THE SUMMARY (INDISCERNIBLE). SO THAT'S HOW IT WORKS.

>> THANKS VERY MUCH. >> YOU ARE WELCOME.

IT'S IMPORTANT. THE WHOLE THING ABOUT THE STAKEHOLDERS. WE FEEL THAT IT'S AN IMPORTANT PART OF THE PROCESS BECAUSE BOARDS SEE THE CANDIDATES THROUGH THEIR LENSES. AND IT'S A SERVICE TO TO LET YOU BE ABLE TO SEE THE CANDIDATES THROUGH NUMEROUS LENSES, THROUGH OTHER PEOPLE'S EYES.

>> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> ONE OF OUR NAMES IS OFF TO A GOOD START AND HAVE LONGEVITY.

ONCE AGAIN, OUR FOUNDER FOUND IF YOU DO CERTAIN THINGS, YOU HAVE A BETTER CHANCE OF HAVING LONGEVITY.

ONE OF THE BIG ONES IS TO INCLUDE YOUR STAKEHOLDERS IN THE PROCESS. NOT ONLY ASK THEM ON THE INPUT FORMS, BUT ACTUALLY TO GIVE YOU FEEDBACK ON THE CANDIDATES THEMSELVES. YOUR STAKEHOLDERS WILLGO OUT THERE, AND WE SWEAR THEM TO SECRECY , AND WE RARELY HAVE A PROBLEM WITH THAT. THEY ARE AWFULLY GOOD.

BECAUSE IT IS A CONFIDENTIAL PROCESS.

SO WE DO HAVE EFFORTS ALL OVER. STAKEHOLDERS GO OUT AND SAY YOU

KNOW, THE BOARD REALLY WANTED TO KNOW WHAT WE THOUGHT.>> I JUST WANTED TO COMMENT I APPRECIATE THE THOROUGHNESS AND EXPLANATION OF HOW WE ARE ENGAGING, THE INTENTION BEHIND IT. THE (INDISCERNIBLE) AROUND DIFFERENT LENSES THAT COMES TO THIS WORK.

ALSO BEING RESPECTFUL AND MAKING SURE THE BOARD IS THE ULTIMATE DESIGNER IN THIS PROCESS (INDISCERNIBLE).

>> THAT'S RIGHT. THANK YOU.

YOU SAID IT BETTER THAN I DID (LAUGHING).

>> I HAVE A QUESTION. AND I UNDERSTAND, OR AT LEAST I THINK YOU DON'T HAVE IT CRYSTAL BALL, SO IT MIGHT BE HARD TO PREDICT WHAT THIS BOARD MIGHT WANT TO DO IN THE FUTURE.

[01:15:01]

>> YES. >> WITH TWO OR THREE FINAL FINALISTS AND HAVE YOU FOUND IT TO BE HELPFUL? I'M SORRY, I HAD TO FIT IN ANOTHER LITTLE QUESTION.

AND HOW WOULD IT IMPACT THE REST OF OUR (INDISCERNIBLE)?

>> THE ANSWER IS YES, WE HAVE. WHAT WE LIKE TO DO IS TAKE YOU THROUGH THIS PROCESS. I HAVEN'T GOTTEN TO THAT PART OF THE AGENDA YET. WE LIKE TO TAKE YOU THROUGH THIS PROCESS AND GIVE YOU OPTIONS.

MOST OF THE TIME YOU HAVE DONE SO MUCH IN IT FULL DAY WITH THE CANDIDATE THAT YOU CAN COME TOGETHER AND YOU REALLY KNOW WHERE YOU ARE, WHAT YOU NEED. BUT NOT ALWAYS.

SOMETIMES YOU HAVE TWO OR THREE REALLY GOOD CANDIDATES AND YOU WANT TO KNOW MORE ABOUT THEM. IN THAT CASE, WE TELL YOU THAT THROUGHOUT THE WHOLE PROCESS, THAT IF YOU GET TO A POINT AND YOU DON'T FEEL LIKE YOU ARE DONE, THEN WE ENCOURAGE YOU TO BRING THE CANDIDATE BACK FOR A LESS FORMAL INTERVIEW THAT IS MORE DISCUSSION BASED ON TOPICS THAT HAVE COME UP THAT IS IMPORTANT TO YOU. IT HAS TO BE THE SAME WITH EVERYBODY. ONE OF THE RULES OF INTERVIEWING IS YOU CAN'T (INDISCERNIBLE).

BUT YOU WILL KNOW AFTER YOU'VE DONE ALL THIS THAT WE REALLY NEED TO KNOW MORE ABOUT IS THIS AN EQUITY LEADER? WE REALLY NEED AN EQUITY LEADER.

SO WE WILL WORK WITH YOU AND COME UP WITH DISCUSSION QUESTIONS. IT'S NOT GOING TO BE 15 OR 20.

IT'S GONNA BE LIKE FIVE, WERE YOU ACTUALLY HAVE A DISCUSSION WITH THE CANDIDATE ABOUT THE SENATE IT'S A LITTLE MORE FREE-FORM. I WOULD SAY THAT THAT HAPPENS IN FEWER THAN I THOUGHT CASES. IT HAPPENS, IN MY EXPERIENCE, HOW MANY TIMES -- ONE TIME? I THINK I'VE HAD IT THREE OR FOUR TIMES. SO YOU CAN SEE BETWEEN THE TWO OF US, ONLY 10 PERCENT OF THE TIME.

BUT IF THAT IS WHAT YOU NEED, THEN WE FULLY SUPPORT YOU.

WE DON'T WANT TO RUSH YOU TO MAKE A DECISION.

I HAVE FOUND THAT MOST BOARDS, BY THE TIME THEY ARE AT THIS POINT, KNOW WHO THEY WANT (INDISCERNIBLE).

THE OTHER THING THAT BOARDS ASK ABOUT AND WE AREN'T CRAZY ABOUT THIS, AND THAT IS TO GO TO A VISIT.

THAT'S HOW IT USED TO BE DONE. IT USED TO BE YOU ALWAYS WENT AND VISITED THE PERSON IN THEIR DISTRICT.

REMEMBER THAT? REALLY,THAT ISN'T VERY HELPFUL . BECAUSE YOU ALREADY HAVE ALL THE REFERENCES FOR THE PERSON. YOU'RE GOING TO SEE THE SAME PEOPLE THAT MADE THE REFERENCES AND THE ALL ORGANIST SAY THE BEST THINGS ABOUT THE CANDIDATES.

WHEN YOU VISIT A DISTRICT YOU NEVER FIND OUT ANYTHING NEGATIVE. YOU RARELY FIND ANYTHING NEGATIVE. BECAUSE THE CANDIDATE KIND OF CONTROLS THE VISIT. THEY SET EVERYTHING UP.

THEY CONTROL WHO WE ARE GOING TO SEE.

VISITING THE SCHOOL DISTRICT DOESN'T HELP AN AWFUL LOT.

BUT I'VE HAD A FEW OF THOSE. TWO OR THREE OF THOSE, YET.

BECAUSE THEY FELT THEY HAD AN OBLIGATION TO DO THAT AND DID IT. SOMETIMES THEY TOOK PEOPLE FROM THEIR COMMUNITY WITH THEM. WE, HOWEVER, DO PUT OUR FOOT DOWN WHEN WE SAY IF YOU ARE GOING TO DO THAT, YOU ONLY DO IT WITH ONE CANDIDATE. BECAUSE IT'S UNFAIR TO THE PERSON WHO DOESN'T GET THE JOB. IT'S A REAL STING TO THEIR CAREER. BECAUSE CONFIDENTIALITY, BY THAT TIME, IS BROKEN. OKAY? SO THOSE ARE THE THINGS TO DO AFTERWARDS.

I WANTED TO TALK ABOUT THE FATIGUE FACTOR.

I THINK IT'S A REAL IMPORTANT FACTOR.

WE LIKE YOU NOT TO INTERVIEW AN AWFUL LOT OF CANDIDATES.

IF YOU NEED TO DO THAT, WE ACTUALLY THINK IT'S A GOOD IDEA FOR YOU TO DO A PRE-INTERVIEW SCREENING.

YOU WILL FIND THAT YOU ACTUALLY GET THAT DONE WITH A VIDEO INTERVIEW, BELIEVE IT OR NOT. EVEN THOUGH IT'S ONLY 10 MINUTES, YOU GET TO SEE -- I'M IN A GIVE YOU A TYPICAL SCHOOL DISTRICT AND HOW IT WENT. I'LL TAKE RIGHT NEXT DOOR TO YOU IN WINTERS. I DID THE WINTERS SEARCH THIS FALL, OKAY? IT WAS A TOUGH TIME.

THEY HAD 32 CANDIDATES. SO THEN WE SCREENED -- MYSELF AND THE OTHER CONSULTANT, NICOLE ANDERSON.

YOU MAY KNOW NICOLE DO YOU? YEAH.

[01:20:03]

WE READ ALL THE FORMS AND WE SAID OKAY, OF THESE 32 CANDIDATES, 15 OF THEM LOOK PROMISING.

15 LOOK PROMISING. LET'S REALLY DIVE INTO THOSE 15. THE OTHERS REALLY DIDN'T MEET THE CRITERIA. WE GET A LOT OF PEOPLE THAT APPLIED AND HAVEN'T BEEN EMPLOYED FOR A WHILE.

WE GOT SOME WHO HAVE NEVER BEEN AN ADMINISTRATOR.

I HAVE ONE IN THE LAST SEARCH I DID, SHE WORKED FOR DISH NETWORK AND I DON'T KNOW WHY SHE APPLIED.

YOU GET SOME OF THOSE. LET'S SAY ABOUT HALF OF THEM LOOK LIKE THEY ARE QUALIFIED. SO THEN WE MAKE PHONE CALLS ON ALL OF THEM. AND WE FIND OUT THINGS THROUGH OUR CONNECTIONS AND THROUGH GOOGLE.

WE ARE VERY THOROUGH. SO FROM THAT 15, WE CAME UP WITH A LIST OF NINE CANDIDATES THAT WE RECOMMENDED THAT THEY INTERVIEW. WE WILL NOT RECOMMEND ANYBODY FOR YOU TO INTERVIEW IF WE DON'T THINK THEY CAN BE SUCCESSFUL IN THE POSITION. WHEN WE WENT INTO THE BOARD, BECAUSE WE GAVE THEM VIDEO INTERVIEWS OF THOSE NINE.

EVERYTHING IN THEIR APPLICATIO .

THEIR RESUME. A LETTER OF APPLICATION.

THE BOARD HAD THAT ALL BEFOREHAND.

SO THAT FATIGUE FACTOR IS MITIGATED A LITTLE BIT.

I GIVE YOU A LOT OF HOMEWORK BEFOREHAND.

NOT JUST DURING THE INTERVIEW. THAT YOU DO A FEW DAYS BEFORE.

AND THEN, WHEN THE BOARD TAKES A LOOK AT THOSE NINE, IF THEY WANTED TO INTERVIEW ON NINE OF THEM? WE WOULD SAY TO THEM YOU NEED TO DO A SCREENING INTERVIEW.

YOU NEED TO DO HOUR-LONG INTERVIEWS FOR ONLINE IN ONE DAY AND THEN LET'S GO INTO THIS PROCESS WE JUST SAID.

OKAY? SO WE HAVE TO STAY LITTLE FLEXIBLE DEPENDING ON THE CANDIDATES.

LET'S SAY YOU GET A DOZEN TOP-NOTCH GREAT CANDIDATES.

AND WE BRING YOU 12. WHICH IS A LOT.

IF WE HAVE 12, WILL BRING 12. WE WILL USE OUR JUDGMENT ABOUT WHICH OF THESE CANDIDATES MEET YOUR CRITERIA AND ARE GOING TO BE SUCCESSFUL. IF YOU SEE THOSE REVENUE SAY GOSH, WE REALLY LIKE NINE OF THEM.

I WOULD SAY TO YOU YOU HAVE TWO CHOICES.

YOU CAN HAVE THREE DAYS OF INTERVIEWS, THREE CANDIDATES A DAY. OR YOU CAN DO A SCREENING INTERVIEW. HAVE A PERIOD OF TIME WHERE YOU WAIT MAYBE A WEEK AND THEN GO INTO YOUR INTERVIEW PROCESS.

WE WANT TO SERVE YOU, WE WANT TO BE FLEXIBLE.

BUT WE DON'T WANT TO WEAR YOU OUT.

AND SO, WE REALLY LIKE THAT YOU INTERVIEW ONLY TWO OR THREE CANDIDATES. WHEN YOU INTERVIEW TWO CANDIDATES, IT'S A LOT LESS STRESSFUL BECAUSE THE DATE IS A LOT SHORTER. IN A TYPICAL INTERVIEW, MOST DISTRICTS INTERVIEW EITHER FOUR OR FIVE CANDIDATES IN THAT PROCESS. DOES THAT HELP? OKAY. YEAH? WE'RE SENSITIVE TO THE FATIGUE FACTOR.

ONE OF THE THINGS THAT WE'VE LEARNED IS IF BOARDS FINISH WITH THE SECOND DAY, THEY MAY OR MAY NOT BE READY TO MAKE A DECISION. SO WE KEEP OUR CALENDARS FREE FOR THE NEXT FEW DAYS TO COME BACK TO YOU IF NEED BE.

SOME BOARDS ARE READY TO SIT DOWN AND HAVE DINNER.

TAKE A LITTLE BREAK, DO ALL THE READING AND DELIBERATE THAT SATURDAY NIGHT. AND THEY COME UP WITH WHO THEY WANT AND THAT'S FINE AND DANDY. SOME SAY WE ARE JUST EXHAUSTED, YOU KNOW? AND SO WE SAY OKAY, LET'S FIND AN ALTERNATE TIME TO COME BACK NOT IN THE TOO DISTANT FUTURE AND DECIDE WHO IT IS THAT YOU WANT.

SOME DELIBERATE AND THEY THEN SAY WE NEED TO SLEEP ON IT.

SO WE REALLY GIVE YOU LOTS OF OPTIONS AND WE STAY FLEXIBLE ABOUT HOW TO DO THIS. I KEEP ASKING YOU, HOW IS YOUR ENERGY LEVEL? WHERE ARE YOU? DO YOU WANT TO TAKE A BREAK? DOES THAT HELP? DOES IT HELP YOU, RESIDENT EQUITY OKAY.

>> I THINK SINCE WE ARE NEW TO THIS SPECIFIC PROCESS, I REALLY APPRECIATE THE THOROUGHNESS AND THE RESPONSES (INDISCERNIBLE).

>> YET. >> I APPRECIATE THAT THOROUGHNESS AND THAT THAT PROCESS AROUND SOME OF THE ISSUES YOU'VE ENCOUNTERED IN YOUR PAST SEARCHES.

AND SEEING WHAT THEY HAVE DONE DIFFERENTLY.

(INDISCERNIBLE) IS IMPORTANT. I THINK OUR DISTRICT IS INCREDIBLE IN TERMS OF THE AMOUNT OF ENGAGEMENT WE ARE GOING TO BE NEEDING WITH THE COMMUNITY.

ALSO, THANK YOU FOR THE THINGS WE HAVE NOT POTENTIALLY THOUGHT

THROUGH (INDISCERNIBLE).>> YEAH.

OKAY. ALL RIGHT.

ANYTHING ELSE IN THE PROCESS THAT YOU NEED TO HAVE INFORMATION ABOUT? OH, I WAS GOING TO MENTION

[01:25:06]

SO IN OPEN SESSION, WE DON'T TALK SPECIFICALLY ABOUT COMPENSATION. BUT ALL CANDIDATES ASK US ABOUT IT. AND THEY WILL BE ASKING US RIGHT AWAY.HAT WE DO IS JUST TELL THEM THAT THE CURRENT SUPERINTENDENT MAKES THIS AMOUNT OF MONEY.

IT'S AN EXPERIENCED SUPERINTENDENT, A SUPERINTENDENT FOR 11 YEARS AND THAT IT'S NEGOTIABLE.

WE WON'T SAY ANYTHING MORE THAN THAT, UNLESS YOU WANT US TO.

NOW, I THINK OUR ATTORNEY SHOULD TALK TO US.

BECAUSE THERE IS A NEW LAW IN REGARDS TO THIS.

>> GOOD AFTERNOON. EACH OF YOU SHOULD HAVE RECEIVED A CONFIDENTIAL MEMORANDUM REGARDING A NEW PIECE OF LEGISLATION REGARDING, I BELIEVE, IT'S THE PAY AND TRANSPARENCY ACT THAT REQUIRES ALL EMPLOYERS WITH 15 OR MORE EMPLOYEES TO ANY ADVERTISEMENT PROVIDE A SALARY RANGE WITHIN THE ADVERTISEMENT. THAT IS WHAT WE WILL BE DISCUSSING TONIGHT, AS FAR AS THAT ADVERTISEMENT GOING OUT.

IN ORDER FOR THAT TO GO OUT AND TO AVOID ANY PENALTIES ASSOCIATED WITH VIOLATING THIS ACT, I WOULD LIKE FOR THE BOARD TO PROVIDE SOME DIRECTION AS TO WHAT WOULD THAT RANGE LOOK LIKE. OVER THE WEEKEND, I NOTICED THERE WERE SOME ARTICLES ABOUT THIS LEGISLATION AND SOME CRITICISM OF SOME COMPANIES. NETFLIX COMES TO MIND.

EVERYTHING THEIR PAY RANGE WAS ZERO TO $999,000, RIGHT? THAT'S HOW BROAD THAT WAS. AND I DON'T THINK THAT IS CONSISTENT OF WHAT THE STATUTE AND LEGISLATOR INTENDED.ONE OPTION, AS I MENTIONED OR WE RECOMMEND, IS TO TAKE POSSIBLY THE RANGE FROM ABOUT $250,000 ON THE ONE END.

AND ON THE OTHER END, APPROXIMATELY $330,000.

I THINK THAT WOULD BE A FAIR REFLECTION OF ARRANGE.

AND AS FOR THE LOGIC I MENTIONED IN THAT MEMORANDUM.

AND IF WE COULD HAVE DIRECTION TO GO AHEAD AND PLACE THAT IN THE ADVERTISEMENT GOING OUT, I THINK THAT WOULD SATISFY THE STATUTE. AND ALSO BE IN LINE WITH BEING ABLE TO ATTRACT THE MOST QUALIFIED CANDIDATE AS

POSSIBLE. >> THE ONE THING I'VE LEARNED SERVING ON THIS BOARD, NOT IN REFERENCE TO THE SUPERINTENDENT, BUT JUST IN REFERENCE TO JUST EMPLOYEES IN THE DISTRICT. SO CRITICAL THAT WE OFFER SALARIES THAT'S, YOU KNOW, REFLECTIVE OF WHAT'S BEING OFFERED IN NEIGHBORING DISTRICTS.

WHAT'S BEING OFFERED IN DISTRICTS THAT ARE VERY SIMILAR TO OURS AND DEMOGRAPHICS, TO SIZE, YOU KNOW, AND A HOST OF OTHER CRITERIA. SO THAT WE DO ATTRACT GOOD PEOPLE. I THINK THAT'S ONE OF THE THINGS I'M REALLY, OVER THE YEARS, WHEN YOU SAY, TRUSTEE GRANT AND TRUSTEE HARDEN? SOME THE THINGS WE'VE SEEN WITH OTHER EMPLOYEES. SO WE RECOGNIZE THAT WE NEED TO HAVE THOSE COMPETITIVE SALARIES.

BECAUSE NOT ONLY ARE WE UP AGAINST A TIMELINE OF PEOPLE APPLYING, AND THEN GETTING MAY BE TO CHOOSE THEIR DISTRICT THAT THEY WANT TO WORK. THEY WANT TO SERVE AS A SUPERINTENDENT. BUT THERE ALSO LOOKING AT

SALARY, TOO. >> IT'S A MARKET.

>> (INDISCERNIBLE). OPEN FOR DISCUSSION.

ANYBODY HAVE ANY THOUGHTS ON WHAT OUR LEGAL COUNCIL HAS PROPOSED IN THE MEMORANDUM THAT WAS SENT TO ALL OF US?

>> I AM COMFORTABLE WITH WHAT LEGAL COUNCIL HAS RECOMMENDED.

>> I AM, AS WELL. >> (INDISCERNIBLE).

>> IS THE MOTION ON THE ENTIRETY OR THE SINGLE POINT?

>> ON THE COMPENSATION. >> IT CAN BE ON THE SALARY RANGE. OR WE CAN MAKE ONE MOTION ON THE ENTIRE ADVERTISEMENT (INDISCERNIBLE).

IF OUR COLLEAGUES WOULD WANT TO HAVE SOME DIRECTION?

>> WE DON'T NEED TO HAVE BOARD ACTION, IF YOU COULD JUST GIVE US DIRECTION. WE ARE JUST PRECEDING WITH THE

[01:30:11]

SO THERE IS NO LEGAL REQUIREMENT FOR YOU TO SAVE YOUR GONNA TAKE ACTION TO HAVE INTERVIEWS ON SUCH AND SUCH A DATE. YOU'VE ALREADY AGREED TO THE FIVE PHASES OF IT. IN THOSE PHASES, WE ORGANIZE FOR YOU (INDISCERNIBLE). SO REALLY, I THINK LEGALLY, YOU DO HAVE TO TAKE ACTION ON THE SALARY (INDISCERNIBLE).

>> YES, YOU DO.

SO I WILL SECOND THAT MOTION. >> THE SALARY RANGE, BETWEEN

250,000 AND (INDISCERNIBLE). >> NATALIA, COULD YOU PLEASE CALL THE VOTE.

>> I'VE COVERED MY END. NOW, WE ARE GOING TO GO INTO THE CRITERIA WITH YOU. AGAIN, WE ARE NOT GOING TO PROBABLY GET AFINISHED PROJECT : PRODUCT TODAY.

WE WILL BE GETTING ALL THE INFORMATION WE NEED TO PUT TOGETHER A SUPPLEMENT TO TURN IT OVER TO MY COLLEAGUE,

(NAME). >> FIRST, I WANT TO THANK THE INDIVIDUAL BOARD MEMBERS WHO DID RESPOND TO THE SURVEY THAT WAS SENT OUT COME OF THE QUESTIONNAIRE.

SO THANK YOU FOR THAT. ONE OF THE THINGS THAT I DID DO IS I LOOKED AT THE RESULTS OF THAT SURVEY AND IDENTIFIED FIVE MAJOR AREAS THAT YOU ALL IDENTIFIED ON THE SURVEY.

AND THAT WAS VALUES TRANSPARENCY, STRONG LISTENING AND COMMUNICATION SKILLS, VALUES AND ACTIVELY WORKING TO BUILD TRUSTING RELATIONSHIPS. DEMONSTRATES HIGH LEVELS OF CULTURAL COMPETENCY. PRIORITIZES AND ACTIVELY WORKS TO BUILD STRONG FAMILY COMMUNITY PARTNERSHIPS.

AND THEN, ON THE SECOND LEVEL, DEMONSTRATES FISCAL ANDBUDGET MANAGEMENT SKILLS . WORKS WELL WITH BARGAINING UNITS AND VISIONARY INNOVATIVE LEADER.

WHAT I DID THEN IS I PROVIDED YOU WITH SAMPLE CRITERIA.

THIS IS CRITERIA THAT'S BEEN USED ACROSS THE UNITED STATES.

SO IT'S NOT I.E. JUST CALIFORNIA, BUT IT'S SAMPLES OF CRITERIA THAT YOU MAY WISH TO ADD OR INCLUDE IN THE CRITERIA OF WHAT YOU ARE LOOKING FOR. SO UNDERVALUES TRANSPARENCY, THE CRITERIA COULD BE THE NEXT SUPERINTENDENT WILL BE A VISIBLE, OPEN, HONEST APPROACHABLE PERSON.

A VISIONARY LEADER WHO LEADS WITH HONESTY AND INTEGRITY.

THIS IS WHAT THIS IS. I WANTED YOU TO HAVE AN OPPORTUNITY TO REVIEW IT. WHAT WE CAN DO NEXT IS IF YOU REVIEW IT AS WE DID WITH THE SURVEY, YOU CAN PROVIDE US -- I'LL ASK OUR POINT OF CONTACT TO PUT IT IN SOME KIND OF SURVEY FORMAT. YOU CAN SELECT THIS IS THE CRITERIA I WANT TO SEE. MAY BE LOOKING AT IT, PICK TWO OF THE CRITERIA. THEN, I WILL SEND THE RESULT TO THE PRESIDENT OR THE ENTIRE GROUP AND YOU CAN SAY YEAH REN?E, IT LOOKS GOOD. THIS IS THE (INDISCERNIBLE) WE WANT TO USE. BUT WE WOULD HAVE TO BE ON A FAST TRACK, SO WE CAN MEET THE APPLICATION AND SUBMITTING -- PUTTING IT ONLINE AND GETTING EVERYTHING COMPLETE.

A WEEK FROM NOW. >> WE DON'T REALLY WANT TO HOLD OFF TOO LONG ON THIS BECAUSE (INDISCERNIBLE) TIMELINE AND WE NEED THIS DONE. I WANTED TO SAY SOMETHING ABOUT CRITERIA. CRITERIA (INDISCERNIBLE).

ONE OF THE QUESTIONS COMES UP A LOT ABOUT WHAT ABOUT THE STAKEHOLDERS? THE STAKEHOLDERS MIGHT BRING UP SOMETHING WE DIDN'T THINK ABOUT.

OFTENTIMES MODIFY THE CRITERIA. BECAUSE THE CRITERIA'S BIGGEST USES WHEN YOU GET DOWN TO THE END AND DECIDE WHO IT IS YOU WANT. WE ACTUALLY ASK YOU TO JUDGE EACH CANDIDATE AT THE END BASED ON THE CRITERIA.

WE HAVE YOU RATE EACH CANDIDATE ON EACH CRITERIA.

THAT IS VERY EYE-OPENING AND IT HELPS YOU MAKE YOUR DECISION.

BUT WE DO MODIFY THE CRITERIA AFTER THE STAKEHOLDER REPORT IS DONE. THIS IS A LIVING DOCUMENT.

AND WHILE WE PUT IT TOGETHER NOW, IT'S (INDISCERNIBLE).

IT ALMOST ALWAYS GETS MODIFIED. >> SO WE ARE SAYING A WEEK FROM TODAY. ARE WE LOOKING AT FEBRUARY 1, BY 5 P.M.? OR (INDISCERNIBLE)?

>> I WOULD SAY 5 P.M. ON THE FIRST.

>> OKAY. CHRISTINA IS GOING TO HELP SET

[01:35:14]

LOOK AT THE CRITERIA THAT I WAS ABLE TO INPUT UNDER EACH ONE AND SELECT TWO. THEOTHER THING IS IF THERE IS A QUESTION , OR IF THERE IS SOMETHING THAT YOU WANT TO SEE IN A SUPERINTENDENT, PLEASE ADD IT.

FEEL FREE TO ADD IT AT THE BOTTOM SO WE CAN REVIEW IT.

MY QUESTION TO YOU, NOW, IS YOU WANT ME TO JUST WORK WITH THE BOARD PRESIDENT? OR DO YOU ALL WANT TO BE COMMUNICATED WITH ONCE I GET THE FINAL PRODUCT?

>> I LIKE TO BE COMMUNICATED WITH ON ALL OF THEM.

BUT IT'S TOTALLY UP TO THE WHOLE GROUP.

I DON'T WANT TO JUST BURDEN DR. HEREDIA.> ONE THING I WOULD MENTION, THOUGH, IS WE HAVE TO BE MINDFUL OF THE BROWN ACT.

>> THERE IT IS! SEND IT TO HER (LAUGHING)!

>> WE ALSO HAVE CHRISTINA. SO IT WOULD ALL GO TO

CHRISTINA. >> YES.

>> AND THEN, CHRISTINA WOULD DISTRIBUTE IT SO THAT I'M NOT INVOLVED. YEAH.

IS THAT CORRECT, CHRISTINA? IT WOULD COME TO YOU, OUR

RESPONSES WOULD COME TO YOU. >> YEAH.

FOR CLARITY I WILL PUT THE SURVEY TOGETHER.

I'LL SEND IT OUT TOMORROW MORNING.

5 P.M. FEBRUARY 1 THE SURVEY RESPONSES THAT YOU SENT ARE AUTOMATICALLY SENT TO ME. ONCE THE SURVEY CLOSES, I WOULD FORWARD THAT OVER TO THE TEAM HERE.

THEY WOULD DO THE APPROPRIATE WORK AND BASICALLY COME UP WITH OKAY, THIS IS A CRITERIA (INDISCERNIBLE) ON THE APPLICATION. AND THEN WE WOULD SHOW IT TO YOU JUST FOR A FINAL LOOK -- IS THAT ACCURATE?

>> THAT'S ACCURATE. THAT'S HOW MOST BOARDS DO THIS.

SOME BOARDS, LIKE FOR US (INDISCERNIBLE) SEND IT TO EVERYBODY AND COME BACK TO EVERYBODY.

YOU'RE NOT THE FIRST ATTORNEY THAT SAYS (INDISCERNIBLE).

>> (INDISCERNIBLE) PROCEEDING AS PREVIOUSLY DONE.

>> (AWAY FROM MICROPHONE) (INDISCERNIBLE).

>> I THINK THE ONE THING WE ALSO NEED TO KNOW IS, IS THERE ANYTHING, SAY FOR EXAMPLE, A CHARACTERISTIC -- DO THEY HAVE TO BE BILINGUAL? EXPERIENCE AS A SUPERINTENDENT? (INDISCERNIBLE). THOSE ARE THINGS WE ALSO ADD ON THE BROCHURE AND ON THE APPLICATION.

IS THERE ANYTHING LIKE THAT FROM ANY OF THE BOARD MEMBERS THAT YOU FEEL YOUR NEXT SUPERINTENDENT SHOULD BE SOMEONE WITH EXPERIENCE? CITY SUPERINTENDENT? OR SOMEONE WHO HAS A DOCTORAL DEGREE? MOST ADMINISTRATORS HAVE MASTERS BY NOW.

>> (INDISCERNIBLE). (AWAY FROM MICROPHONE).

I WILL GIVE A LITTLE BIT OF A BACKGROUND ON THESE REQUIREMENTS OR PREFERENCES. WE LIST REQUIREMENTS AND PREFERENCES IN ADDITION TO THE CRITERIA ON THE APPLICATION.

AND IF IT'S A PREFERENCE, TO US IT SAYS THE BOARD WOULD LIKE THAT BUT IT'S NOT SOMETHING WE DON'T HAVE WE WOULDN'T BRING YOU FORWARD. IF YOU SAY IT'S A REQUIREMENT, WE WOULD BE HARD-PRESSED TO BRING SUMMARY FORWARD UNLESS THEY HAVE THAT PARTICULAR THING.

FOR INSTANCE, IF YOU SAY IT'S A REQUIREMENT THAT YOU HAVE TO HAVE A DOCTORAL DEGREE TO BE OUR SUPERINTENDENT.

IF WE BRING SUMMARY FORWARD, THEY BETTER BE WORKING ON THEIR DOCTORATE OR BETTER BE REALLY, REALLY GOOD.

BECAUSE WE ARE GOING BEYOND WHAT YOU ARE REQUIRING.

AND WE DON'T DO THAT VERY OFTEN.

THE MORE REQUIREMENTS YOU HAVE, THE FEWER CANDIDATES YOU WILL GET. SO I LIKE TO ENCOURAGE YOU TO HIT ADD PREFERENCES BUT NOT REQUIREMENTS.

BUT IF YOU DO HAVE SOMETHING THAT YOU ABSOLUTELY HAVE TO HAVE, WE NEED TO KNOW. ANY QUESTIONS ABOUT THAT? LET'S TAKE THEM ONE AT A TIME, OKAY?

[01:40:01]

DO YOU THINK IT SHOULD BE A PREFERENCE OR A REQUIREMENT TO

HAVE A DOCTORATE? >> PREFERENCE.

>> PREFERENCE? OKAY.

LET'S GO TO BILINGUAL. IS IT A PREFERENCE OR A REQUIREMENT THAT THEY BE BILINGUAL AND/OR SPEAK SPANISH?

>> PREFERENCE. >> PREFERENCE.

>> PREFERENCE? OKAY.

THE NEXT ONE IS, THERE IS NO REQUIREMENT IN CALIFORNIA FOR A SUPERINTENDENT, DID YOU KNOW? YOU DON'T EVEN HAVE TO HAVE ADMINISTRATIVE CREDENTIALS. DO YOU HAVE A PREFERENCE OR A REQUIREMENT THAT THEY HAVE BEEN AN ADMINISTRATOR EITHER AT THE

SITE OR DISTRICT LEVEL? >> REQUIREMENT.

>>REQUIREMENT . >> REQUIREMENT.

>> REQUIREMENT? OKAY.

>> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> YOU WOULD NOT? I THINK THE MAJORITY OF THE BOARD DOES. SO THE NEXT QUESTION IS, IS IT A REQUIREMENT THAT THEY HAVE THAT EXPERIENCE AT A CERTAIN LEVEL IN THE DISTRICT? MANY BOARDS WANT TO EXPERIENCE.

THEY WANT A SUPERINTENDENT WHO HAS BEEN AT CABINET LEVEL OR ABOVE. EITHER THEY HAVE BEEN A SITTING SUPERINTENDENT, OR THEY HAD BEEN AT THE CABINET THREE YEARS OR MORE. THAT'S VERY COMMON REQUIREMENT THAT WE SEE THESE DAYS IN DISTRICTS LIKE YOURS.

NOT IN SMALL DISTRICTS, BUT IN LARGER, SOPHISTICATED DISTRICTS THEY WANTSOMEBODY WHO HAS BEEN AN EXPERIENCED -- .

FOR YOU. >> (INDISCERNIBLE).

(AWAY FROM MICROPHONE). >> OKAY.

YOU GET TO BE THE TIEBREAKER (LAUGHING)!

>> I WANTED TO JUST OPEN IT UP TO SOME DISCUSSION.

I KNOW THERE IS A RATIONALE FOR EITHER.

I'M JUST INVITING THAT RATIONALE TO BE SHARED WITH ME SO I COULD MAKE THAT DECISION RIGHT NOW.> SINCE I SPOKE FIRST ON PREFERENCE I (INDISCERNIBLE).

GLASS CEILINGS IN THE COUNTRY AND WHAT IT TAKES TO BE BROKEN.

WHEN I LOOK AT MY CORPORATE WORK IN MY EXECUTIVE TEAM, MY EXPERIENCE IS NOT REPRESENTED BECAUSE I HAVE THAT NONTRADITIONAL PATH. I THINK IF YOU GET A CANDIDATE POOL AND SAY THERE'S A PREFERENCE FOR THIS, I THINK YOU ARE GOING TO GET A LOT OF PEOPLE WHO ARE OTHERWISE QUALIFIED. BUT I ALWAYS HAVE A HEALTHY DEGREE OF SKEPTICISM (INDISCERNIBLE) CLASS ISSUES THAT PRESENTS. I HAVE A GREAT NONTRADITIONAL STORY BEING AN EXECUTIVE WHERE I WORK.

IF SOMEBODY DIDN'T HAVE AN ORTHODOX CRITERIA, I WOULDN'T HAVE THE SUCCESS I HAVE TODAY, PERSONALLY.

THEN IN TERMS OF GROUPTHINK AND DOING THINGS OUTSIDE OF THE BOX . AGAIN, THOSE NONTRADITIONAL EXPERIENCES CAN LEAD TO SOME PRETTY CREATIVE PEDAGOGY THAT I FOUND MY SIX YEARS HERE. SO --.

>> (INDISCERNIBLE) TRUSTEE GRANT SIDE.

HE SETS UP ELOQUENTLY. (INDISCERNIBLE).

>> THERE ARE SOME CASES WHERE YOU HAVE AN OUTSTANDING PRINCIPAL WHO HAS MADE A TRANSITION INTO BEING A SUPERINTENDENT WITH NO DISTRICT LEVEL EXPERIENCE.

THAT DOES HAPPEN, ESPECIALLY IF IT'S A HIGH SCHOOL PRINCIPAL (INDISCERNIBLE). IT'S RARE, MORE AND MORE RARE THESE DAYS. OFTENTIMES, IT DOESN'T WORK, BUT THERE HAVE BEEN SOME (INDISCERNIBLE).

>> I THINK THE (INDISCERNIBLE) (AWAY FROM MICROPHONE).

(AWAY FROM MICROPHONE) (INDISCERNIBLE).

[01:45:30]

>> I REALLY WANT TO EMPHASIZE THE POINT (INDISCERNIBLE) I HEAR THAT. I KNOW THAT THE DEPTH AND EXPERIENCE (INDISCERNIBLE) COMES INTO THE DISTRICT (INDISCERNIBLE) CABINET LEVEL POSITION UNDERSTANDING THE DYNAMICS AND HISTORY (INDISCERNIBLE).

THE RELATIONSHIPS THAT ARE NEEDED.

THOSE ARE IMPORTANT STUFF IS REALLY IMPORTANT FOR SOMEONE TO COME INTO THIS WORLD TO SET THEM UP FOR SUCCESS.

WE WANT TO MAKE SURE SOMEONE COMING IN TO BE SUCCESSFUL IN THIS ROLE. THINK THAT'S WHY I AM LEANING TOWARDS HAVING SOMEONE WITH THAT EXPERIENCE. BUT ALSO BEING MINDFUL THAT THE TRAJECTORY OF EDUCATION IN GENERAL IS IMPORTANT.THE AWARENESS OF ALL THE DYNAMICS. BECAUSE EDUCATION IS NOT A CORPORATE (INDISCERNIBLE). IT'S A VERY DIFFERENT SET OF RELATIONSHIPS AND OUTCOMES THAT WE HAVE TO WORK WITHIN.

THAT'S WHY AM LEANING TOWARDS (INDISCERNIBLE) EXPERIENCE.

>> THANK YOU. NEXT MAY I? AS AN ADD-ON. AND I HAVE ABSOLUTELY NOTHING BUT RESPECT TO THOSE POINTS. THE POINT BEING DEBATED IS CANDIDATE POOL. I'M COMFORTABLE IN ALLOWING THE PERSON WHO DOESN'T HAVE THAT EXPERIENCE INTO THE CANDIDATE POOL.HE BOARD CAN SAY ABSOLUTELY, WE DID LOOK AT EVERYTHING THERE AND WE MADE THIS DECISION WITH THE PERSON WHO HAS AKHUND A LEVEL OF EXPERIENCE.

BUT AS A REQUIREMENT? I JUST THINK (INDISCERNIBLE).

SO THAT'S THE POINT I'M REALLY DEBATING.

ULTIMATELY, WHAT WOULD MY PREFERENCE BE? SURE, I WOULD LIKE SOMEBODY ULTIMATELY TO HAVE THAT CABINET LEVEL EXPERIENCE. BUT TO ME, THE POINT BEING DEBATEDIS WHAT IS REALLY IN THE CABINET POOL ?

(INDISCERNIBLE). >> AND EVERYONE WHO MIGHT BE AT THAT LEVEL SHOULDN'T NECESSARILY BE IN CABINET.

I HATE TO SEE US MISS OUT (INDISCERNIBLE).

MY PREFERENCE IS TO HAVE THEM BE THERE TOO.

BUT (INDISCERNIBLE). BUT I'M SURE EVERYONE IS GOING TO (INDISCERNIBLE) BUT I TOO WOULD LIKE TO SEE IT JUST BE A

PREFERENCE. >> THANK YOU FOR TAKING THE TIME TO DEVIATE INTO THAT SUBJECT.

I REALLY BENEFITED FROM WHAT EVERYONE SAID.

AND I CAN SEE EVERYTHING RELATED TO THIS FIELD IS SO SPECIFIC TO THIS FIELD. SO (INDISCERNIBLE) JUST SAW THE HIGH-LEVEL ADMINISTRATION IS A SPECIALTY FIELD.

BUT I ALSO AM CONFLICTED, BECAUSE, YOU KNOW, IT'S REALLY -- THINKING OF THE WHAT IF? HAT IF WE MISS THAT ONE PERSON? I GUESS -- I DON'T WANT TO COMPLICATE THIS FOR YOU, BUT CAN WE -- AND I DON'T WANT TO WORD IT AS ME SUGGESTING A CREATION OF A NEW CATEGORY, BUT WE ARE SCREENING THE CANDIDATES, CAN WE HAVE A STRONG PREFERENCE FOR CABINET LEVEL CANDIDATES?

>> YOU CAN HAVE ANYTHING YOU WANT.

IF YOU WANT TO SAY STRONG PREFERENCE, WE CAN SAY THAT.

>> THAT WAY -- I TRUST THIS BOARD AND I TRUST YOU ALL TO

SCREEN APPROPRIATELY. >> (INDISCERNIBLE) (AWAY FROM

MICROPHONE). >> YEAH, WE WILL SAY STRONG

PREFERENCE. >> I PROMISE THAT WASN'T AN EXCUSE TO CREATE MY OWN CATEGORY (LAUGHING)!> WE ARE IMPRESSED WITH YOUR DIALOGUE AND YOUR PROBLEM-SOLVING! I'LL GIVE YOU A CLOSE EXAMPLE OF SOMEBODY WHO DIDN'T HAVE ANY CABINET EXPERIENCE. AND WHAT HAPPENED.

WINFRED ROBERSON, WHO WAS SUPERINTENDENT IN VEGAS FOR FIVE YEARS WENT FROM HIGH SCHOOL PRINCIPAL TO SUPERINTENDENT. NOW BECAUSE OF THE LACK OF EXPERIENCE, THEY SAID YOU REALLY NEED A MENTOR.

AND GUESS WHO DID THAT? ME (LAUGHING).

BUT HE WAS A GOOD LEADER. TO YOUR POINT, HE WAS A DIAMOND IN THE ROUGH. AND YOU KNOW, HE WOULDN'T HAVE

[01:50:01]

AND HE DID A GOOD JOB. SO THERE ARE A FEW.

IT'S RARE, BUT THERE ARE A FEW. OKAY.

OH, I KNOW. THERE'S ONE OTHER ONE THAT COMES UP.AND TEACHERS APPRECIATE THIS.

DO YOU WANT TO HAVE A PREFERENCE OR A REQUIREMENT THAT THEY WERE A TEACHER? WHEN YOU FIRST HEAR THAT YOU SAY OH, OF COURSE THEY HAVE TO BE A TEACHER.

WELL, WE HAVE COUNSELORS. WE HAVE SCHOOL PSYCHOLOGISTS.

WE HAVE SUPERINTENDENTS. BUT I THINK I SHOULD ASK YOU, DO YOU WANT A PREFERENCE OR A REQUIREMENT THAT THEY WERE A TEACHER? OR JUST NOT HAVE THAT IN THERE? BUT I THINK IN HONORING OUR TEACHERS, WE SHOULD AT LEAST

TALK ABOUT THAT. >> STRONG PREFERRED.

>> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> OKAY. >> I WOULD SAY STRONGLY PREFERRED TEACHER OR SCHOOL STAFF.

>> CERTIFICATED STAFF? >> YES.

>> (INDISCERNIBLE) TEACHERS.

BECAUSE THAT IS THE LIFEBLOOD OF OUR WORK.

EITHER WAY. >> I REALLY THINK IT'S

IMPORTANT TO HAVE TEACHERS. >> I THINK I HEAR THREE OF YOU SAYING TEACHERS. OKAY.

>> I THINK THE FINAL THING I WANT TO ASK IS DO WHAT THE INDIVIDUAL TO HAVE EXPERIENCE IN K-12, HIGH SCHOOL ONLY? ELEMENTARY ONLY? WHAT IS YOUR PREFERENCE?

>> OR DO YOU HAVE ONE? >> OR DO YOU HAVE ONE?

>> I WOULDN'T WANT HIGH SCHOOL ONLY.

I MEAN, I JUST -- YOU KNOW -- THERE ARE HIGH SCHOOL DISTRICTS. BUT SOMEONE, ESPECIALLY -- AND I SAY THAT BECAUSE NOT ONLY IS THIS DISTRICT GROWING, BUT NOW WE HAVE UNIVERSAL PRESCHOOL AND THERE IS A LOT OF INFORMATION -- I MEAN, YOU KNOW -- WE ARE REALLY MOVING FORWARD.

A LOT OF OUR FOCUS IS THERE RIGHT NOW.

SO I WOULDN'T WANT TO LIMIT IT TO LIKE HIGH SCHOOL PRINCIPAL.

>> I WOULD BE A LITTLE CAUTIOUS ABOUT THIS ONE THOUGH.

BECAUSE THERE ARE A LOT OF ADMINISTRATORS WHO DID FOCUS MORE ON ONE LEVEL OR ANOTHER. AND THEN BROADEN THEMSELVES WHEN THEY BECOME SUPERINTENDENT.

THERE'S ACTUALLY NOT MANY ADMINISTRATORS THAT AREN'T EITHER ELEMENTARY OR SECONDARY. SO I'D BE A LITTLE CAUTIOUS AT

THIS POINT. >> I THINK JUST LEAVING IT OFF ALTOGETHER. (INDISCERNIBLE).

BUT I WOULD LIKE TO SEE SOMEBODY WHO'S SPENT IN A UNIFIED SCHOOL DISTRICT. BUT IN A PERFECT WORLD, (INDISCERNIBLE). BUT I'M OKAY WITH NOT HAVING IT

ON THERE. >> OKAY.

THANK YOU. >> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> YEAH OKAY. >> ALL RIGHT.

ANYTHING ELSE? I THINK WE GOT EVERYTHING WE NEED. THANK YOU VERY MUCH.

IT WAS A GREAT SESSION. THANK YOU.

>> (INDISCERNIBLE) (AWAY FROM MICROPHONE).

>> GOOD EVENING EVERYONE, AND THANK YOU ALL FOR YES, AGAIN, THE WONDERFUL WAYS THAT YOU SERVE.

YOU KNOW, AS I LISTEN TO THE CONVERSATIONS AND DISCUSSIONS, I JUST WANTED TO ADD TO SOME O THE SPECIFICS .

ESPECIALLY REGARDING THE CHARACTERISTIC OF THE NEXT SUPERINTENDENT. OUT THAT I PERSONALLY WOULD -D LIKE SOMEBODY WHO HAS A PROVEN HISTORY OF BRINGING READING PROFICIENCY, MATH PROFICIENCY AND LAMENTING IT SYSTEMWIDE SO THAT ALL OF THE SCHOOLS ARE SORT OF ON A STANDARDIZED TRACK FOR MAKING SURE THAT OUR STUDENTS ARE ABLE TO READ AT THEIR GRADE LEVEL OR ABOVE. THE ITEM AROUND COMPENSATION.

YOU KNOW, SOMETIMES IN THE PRIVATE SECTOR, IN ORDER TO REMAIN OR GIVE INCENTIVE TO A PARTICULAR CANDIDATE, YOU WILL REQUIRE THEM TO SHOW IMPROVEMENTS OVER A PERIOD OF TIME. I DON'T KNOW IF THAT'S SOMETHING YOU WOULD CONSIDER, BUT I'M ASKING YOU TO ASK OR AT

[01:55:07]

WE WOULD ALSO LIKE TO SEE A CANDIDATE WHO HAS SOME EXPERIENCE REDUCING SUSPENSIONS IN THE DISTRICT THAT THEY'VE SERVED IN. AND YES, WE WOULD LIKE THE BOARD TO CONSIDER ETHNICALLY DIVERSE CANDIDATES.

BECAUSE THAT WOULD BE ESSENTIALLY REFLECTIVE OF OUR SCHOOL AND COMMUNITY POPULATION.

THE LAST THING I WILL ASK IN THIS SEVEN SECONDS IS CAN WE HAVE A DIVERSITY OF THE STAKEHOLDERS? ESPECIALLY OUR STUDENTS? THANK YOU.

>> THANK YOU. ALL RIGHT, ANYTHING (INDISCERNIBLE) (AWAY FROM MICROPHONE)? CALL THIS MEETING (INDISCERNIBLE) .

* This transcript was compiled from uncorrected Closed Captioning.