Board of Education, Superintendent Search Planning Workshop

1. 0:36order uh and ask everyone to stand for the pledge of >> allegiance. Allegiance >> to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. >> All right. [clears throat] Thank you. Welcome to this uh board workshop. Uh pursuant to the New York State Open Meetings Law Section 1044, Board of Education President Mark Pace will participate remotely via video conferencing from 2000 East 9th Street, Cleveland, Ohio. Members of the public may attend public portions of the meeting at any of the locations. >> Is anyone there? Mark, >> I wrote it down. East 9th Street. >> No idea. >> Uh Leslie, roll call, please. >> [clears throat] >> Mark Deace >> here. >> Amanda Grubler >> here. >> Kirsten Kirsten Gustiffson >> here. >> Diana Howard >> here.
2. 1:37>> Matthew Macker >> here. >> Moren Sheridan >> here. >> And Michael Zabella >> here. >> I'll make a motion to accept the agenda as uh presented. >> Second. >> All in favor? Um just quick uh moment of explanation being this is a uh board workshop distinguishing it from a a meeting uh there's no uh votes scheduled no uh business being conducted but we are here to convene and deliberate on district matters. So uh in accordance with the open meetings law, the board uh is convening in public um to have this conversation and uh we are having one um order of business today and that is uh presentation from Dr. Qued Adams uh regarding the soon to kickoff uh superintendent search. Please.
3. 2:45>> Good evening everyone. How are you doing? Happy new year. >> Happy new year. >> Am I sit here? >> Yes. >> And we are we did put >> Okay. Thank you. >> Uh we did put your slides up on the screen. >> Okay. Excellent. Okay. Okay. Thank you. So, I am very excited to be here tonight. Uh, for the record, my name is Dr. Kawita Adams and I am the lead associate with HYA and Associates. Uh, and we are looking to do the superintendent search here in Hudson City School District. And so, what you have in front of you is a packet. It does walk through the agenda for this evening in linear form, but we do have slides and so I'll go through the slides as well and this is that backup information in detail. I do ask that I know that for some this is not this is not going to be new is going to be new
4. 3:49and so what I'd like to do is if just take your time any questions that you have please feel free to ask those questions um and I will facilitate those answers to the best of my ability anything that I cannot answer where meaning that I may have to consult with our attorneys or with our project manager I will simply let you know that okay and then we will follow up with that um in a very timely manner. Okay. So we can get started. Um first thing that you will see we have our agenda and these are the items that we are going to cover in alignment with the planning portion because this is a workshop and we are doing this collaboratively. So while you have drafts of information in front of you, please know that everything is your decision. If you would like to change something, we will talk through that and we will see what that looks like with regard to those changes and then um we can move forward from there. But it's it's better if you
5. 4:53have something at least to look at to start versus starting with a blank slate. So you can look at this as a draft because it is a draft and then you can make changes as we move through. So the things that we're going to look at introductions, we've already done that, but we're going to talk about communications and contacts. Who's the point of contact? It works best when we have a single point or two points of contact and then they would be responsible for communicating with the rest of the board. Um, however, if you choose to do it differently, then we can accommodate that as well. We're going to look at the search process in a little bit more detail from the initial presentation that I shared with you a few weeks ago. Um the confidentiality and community engagement. What does that look like for Hudson City in terms of where and how you want to engage the community? And we'll spend quite a bit of time talking about that because there's several ways that you can do it. Um, but we can also build what you feel
6. 5:57works best for you. Okay? So, please don't think that it's cookie cutter and it has to be one way. It does not. We can blend different models together and make it work for us here. Uh, board member interviews. There's a piece where I, as the lead consultant, will meet with each board member onetoone. We will have a set of questions maybe three to five questions to start and then any comments or concerns that you may have you would be able to express that to me individually and then what I do is I take that information and I will comprise a summary so that it becomes a holistic report and not an individual report. He said this, she said that. That's that's not what the report would be. It would be holistic and it would be shared with all of you so that you can see 360 what does it look like coming from the board with regard to what are the characteristics that you look for in a superintendent and what are some of the needs of the community and the school district that you see. We'll talk about the focus groups, how you want to
7. 7:02organize those focus groups, how many you would like to have, the time frame for those. Uh again, there will be suggestions in this presentation, but know that again, you're going to hear me say it often. You can decide what that looks like for you. Okay? And then, uh we'll talk a little bit about the community survey that we would do just to get input broader scale for the community and why that's important. uh the candidates internal external selections and interview process, your advertising options, and then the calendar and timeline for the superintendent search. So, that's our agenda. I know it's pretty full. Um but we're we're going to take our time and go through it because we want to make sure that we have the planning piece done properly. Okay. The next piece that we're going to look at uh we're going to start with uh some decisions that have to be made and not necessarily made this evening but these are decisions from the planning meeting that will have to
8. 8:06result. Okay. So when you look at the decisions we have to determine the communication platform and we'll talk a little bit about that. um the individual meetings with the board members, what is the time frame that works for you and that works best for you, the type of search that you would like, and we're going to look at the pros and cons of an open search, a closed search, and a hybrid search. And that'll that'll be some time for discussion so that you can hear what your your colleagues have to say about one model versus another and then what you would end up coming to. Um again this is a work session so these are things that you would need to be able to discuss and then when it becomes the time for you to vote then you would take that on. Um we have to identify our focus groups and then look at the community survey several languages. How do we accommodate that um and then also the distribution and the content because there's several questions that you are able to customize and then um again your advertising options and then the
9. 9:10calendar and the timeline with flexibility. But one of the other things is the leadership profile. If you are looking at appointing someone in the role of superintendent by July 1, then we absolutely need to have at your next board meeting the approval of the leadership profile. So that's a short amount of time, but I believe that we can get it done. When you see the timeline and the effort and the work that's going to be put in, I think that we can do that. Um but by that time that leadership profile needs to be done because we'll start advertising before the leadership profile and then the leadership profile just about a week or so if you agree with that so that we can start getting people interested and then the 24th the leadership profile will come out and then we'll move forward with the full advertisement and getting applications and look at when we'll close that particular particular time
10. 10:12frame. Does that make sense? >> Okay. [clears throat] So, the first item uh looking at communication contacts and what works best for you. Uh the platform >> [clears throat] >> uh of course email uh district email and hya that's the communication that we will have. Uh video conferencing uh does zoom work best for this organization? Teams, Google Meet, which one works best for this organization. There's some organizations where Google Meet works best. If that's the case, then that's what we will agree to using. Um, if it's Zoom or Teams, whichever one we are, our platforms work on all of the platforms. So, it's a matter of what the district would like to see. Um, we have a we could have a district portal as well as a shared site. We do ask that there is a dedicated page on the website for the district that is dedicated to the superintendent search and it contains
11. 11:15all the information for the superintendent search in one spot. That way applicants, candidates, community members, stakeholders, they don't have to go to five different places to see the information. And that also lends itself to the transparency of the process. >> So if there's one location within the site where you know maybe it's on that main page and you have a space that says a tab that says superintendent search. You click on that and when someone goes to that space they see everything that is related to the superintendent search. >> Is that something that you'll help with the content of? Right. like on our end, >> right? Like district folks will set up the site, but you would sort of >> outline everything that needed to be on it and all of that. >> Absolutely. >> Now, it won't have it won't have applicants names on it at that point. >> No. >> Okay. >> No, >> this [clears throat] is just the process >> applicants. It's like for the Yes. Right. Yes.
12. 12:16>> information that tells them, you know, timelines of what they need to do, when they need to have certain things turned in, etc. what we're looking for. I imagine the leadership profile would go on there. >> Yes. And your public gets to see that as well. >> Yep. >> Because they will have input. And I think that's very important because as we talk about the focus groups and how we collect that data to build that leadership profile, the community will need to see themselves in that leadership profile. you know, we can't do all these focus groups and get all of this data and information and then people look at the leadership profile and they say that's not anything that we talked about. We didn't say that. And then that's not what we want. We want a document that reflects what our community is saying. Any uh as far as a board liaison, um Leslie, I think that might be you, but I'm not sure. I want to make sure that um in terms of me communicating with items that need to come to the board,
13. 13:20the best way for me to get that to you. Um and then I have all of your email addresses um and everything. So, I think that's fine. >> There's some typos on the list that's here. I think I have a corrected list because I believe some information came to me and so I believe the on this one that you have. I believe I received some in after. >> Okay. >> Or maybe so. But if there are corrections, just send them to me and then I can I can absolutely make those corrections. >> I think it's just CSD, right, for some of them. >> My name is spelled wrong, so that's not going to work either. >> Okay, >> we we can we can >> we can fix those. But just to make sure I just want to make sure there Yeah. if this is what's being used to copy and paste simple fix but [clears throat and snorts] >> okay and so we will definitely get that because what we can do is uh we can build a user group so that there are things that will go out to all of you and then that and I'll have to make sure that I'm following the appropriate protocols for that as well um because we don't want to violate anything with
14. 14:24regard to communicating with the board as a whole or if it just needs to go to the president or the vice president either way so we'll make sure that we are aligning with that. >> So, any corrections to the emails? Please make sure that I I'll I'll get those before I leave today. >> Questions about communication and contacts? >> I I think it's probably pretty easy to address quickly the video conferencing because Google Meets is what the district addresses are all set up for and it's easy enough for us with our district. >> Say that one more time. >> Google Meets is set up for our district uh devices. So, it seems like it's easiest to just >> Okay. I plan on using that unless anybody has an objection. >> Personally, I like Zoom better, but I can [clears throat] I can make Google Meets work. >> Mark, your face is gone, but I know you're still there. >> Okay. [laughter] >> Any other questions about communication and context? Because we'll correct that as well. >> Is there a protocol? I imagine I just
15. 15:28like thinking about back and forth communication. Is there a protocol for how like members of the board communicate with you around questions? Like do we want those to go to Mark and then to go to you? Do I I think like there's maybe just worth like making sure that we're all sort of in the loop in the right ways around any questions that come up. Yeah, I think that's um Mark, you can chime in, but I think our normal protocol essentially is is that to keep doing that because it it just it it creates a a a better system for followup and and uh you know accountability when it's a onetoone. >> Um >> so we would give questions to Mark who would then relay them and then relay back >> unless anybody objects. >> Yeah, that works for me. And it it's also helpful if if instead of you know oneoffs if we could collect the questions together and for example if there are like five or six questions don't feel that you have to send one at a time send all five of them
16. 16:31to me so that I can address them and then we can get that turned around pretty quickly. >> Yeah [clears throat] I think we'll do like questions respond any questions. >> Okay. >> So, when we talk about the engage phase, this is number one, we're at the board planning session and then we have the community survey which is typically it's it's it's um distributed in electronic format and we try to get as much input as we can. we do a dual method um so that we can have both the quantitative and qualitative information and you can match that and balance it out. So, we start with the survey which asks pretty uh generic questions and I can share with you what that you know some of those sample questions and what that looks like. And then um after that
17. 17:37we start the focus groups and the focus groups are always interesting because we have them grouped by um however you choose to group them. You can have licensed personnel, you can have administrators and you can have support staff. You can have business community, um, clergy, community members, however you would like to group them, that's fine. And we can also look at that grouping as well. And what you do is you look at the survey feedback, which is typically um, on a liyker scale, you know, somewhat agree, well, disagree all the way to strongly agree. and and you look at that information and then you can match that with the qualitative information that we get from the focus groups which those are the face-to-face meetings or the virtual meetings where we have a list of questions that we share out with them and then they respond to those questions but then they can also share out things that are important to them by focus
18. 18:42group. So there are some things that will be important to administrators and some things that will be important to support staff and to teachers that may not cross over. Same thing with parents. There may be information or things that are very important to parents but yet sometimes that gets lost in the bureaucracy of a school district. And so it's important that those voices are heard so that that's what we use to develop that leadership profile. Yes. >> Um these focus groups, um can you give us an idea of like how many different focus groups or the categories and like the number of people that we could say are in a certain group? >> Uh focus groups uh they vary. You you can determine what that is going to look like. And so >> just just to give us an idea of what other schools have >> typically you have an administrative focus group, you'll have a student focus group. You have teachers, licensed personnel, and we expand that to
19. 19:44licensed personnel because it's not just teachers. You have your counselors, directors, those other positions that are licensed personnel. So, that would be a group. Um, board members may be a group, but the board members are going to be handled a little bit differently because of open meeting law. Uh, that's why we're going to do the individual pieces and then bring that summitive information back to you. Um, there may also be support staff. There could be a support staff group. Um, and also of course a parent group and then you may have an open community group. It just depends on how large a net you want to cast with regard to community. Uh we've done searches where the community has clergy, business officials, city council members, and all three of those are different groups. We've also had searches where because of the community all three groups were one and they would come to one focus group and that's where you would have some
20. 20:46discretion as to how you would like to accomplish that. >> And like about how many members do you see being in a focus group? >> It depends. I've done focus groups where two people were there. I've done focus groups where there were 200 people in the room. and and and it just depends on number one the size of the district and it also depends on the focus group and the the engagement of the community. >> So we don't have to say no if there was a group of 200 people. >> Do you have a rec recommended number of focus groups like at 12 you've hit saturation and you should stop or or do you have something kind of a range? >> I'm I'm going to say the the really the seven that I talked about just now those are usually good. Okay. and and they can be done virtually or in person. Sometimes we put out the first set of focus group dates and times and then we do another one like a makeup, you know, kind of like a makeup class. And in that what happens is it may be more open and it depends on the turnout because then
21. 21:48the makeup sessions are based on the fact so let's say that we have a licensed personnel. Let's say we have all seven and at all seven we get a hundred people at each one of those sessions and then we do a makeup. The makeup session may just be anyone who was unable to come >> show up because you had a great turnout. Just think it's seven groups. That means you had 700 people there, right? If you had a hundred. But let's say that you had a group where only 20 people showed up and then only two people showed up for another one. And if there was a low turnout for the focus group, then you may do makeup focus groups with the lowest number. So let's say that there were in the student group, we only had two students represented. We may do another one so that we would get that focus group and hear their voice without other people being there because only two people showed up. >> And I will say I one of the
22. 22:50recommendations that I do say when it comes to students, if it is at all possible to schedule that during the school day when students are at school, that is when districts get the best turnout. And if there are groups within the student group, for example, you may have your student council because typically they may have a time during the day or right after school where they meet. And so their meeting time would be during that club meeting time. And so that's usually a unique group when we talk about students because there are different groups that you would want to address when it comes to your students. And so you can break that apart and still have it during the school day when there's a club or activity that they are a member of and they're going to be there. Then we just pop in virtually and we meet with them. I will say that's when we get the greatest number of student
23. 23:51participation. >> So should we plan having workshops or doing it should we [clears throat] plan having workshops or is this going to all be done through Google meets? So, so some of I just want to clarify. So, in terms of how the focus groups are conducted, we're not necessarily in the groups. Correct. >> Oh, okay. >> Yeah. >> Okay. >> Board members are typically not at the focus groups. Um, sometimes people uh may or may not express themselves and then sometimes the focus shifts to more of a board conversation with the constituent versus getting the information about what they're looking for in their superintendent. >> Okay. Um, however, I guess you're going to say she's always going to do this. She's going to present both sides. Yes, I will because I want you to know that we've done searches where board members, maybe one or two board members would come, they didn't participate, but they just observed the process and and that's fine as well. >> Do you have the ability to host in
24. 24:52Spanish? We would have to work with the district if there was a translator available because we've done that in the past. But the district typically provides the translator and we are able to work with translators with whatever languages are needed. >> And I think just backing up for the survey for a minute. Um I think we need to be careful about which languages we survey out make sure inclusive possible resources to help translate the survey into additional languages. [clears throat] >> We will be a we would be able to assist with the translation of the services for the survey. However, that is at a cost. Okay? So, you have to be aware that that is multiple languages would add additional cost. Some districts have chosen um depending on the size of their district and what
25. 25:54their translation services are. Some districts have taken it upon themselves to do the translation and they didn't incur a separate cost. And then there were some that we did that and they did incur the extra cost. >> Is there I assume it's just the cost of the translation itself. There's not an additional fee built on top of that for Okay. So, what we have available um with regard to our proposal is we have three days of in-person or virtual engagement sessions and that breaks out to about 24 hours. And so when you look at that in terms of you already if if you choose to go with the seven groups then that's seven hours right there because each of those focus group sessions would be one hour if you if you would like. Like I said there's there's always options. We could
26. 26:58do a hybrid model which is a little bit challenging to do because then someone has to monitor you know the online component and then the people that are in person and if the numbers are manageable then it is very easy. But um if there are 200 people in the room, most likely the people who are online will be observing more so than participating. And that's just simply because of management. Um, as I think it through, what could also be done is questions could be gathered or ahead of time and then that way if someone is attending online, we could make sure that we at least have their questions answered so that way their voices are heard. Uh, typically when we do in-person sessions, we have index cards. We ask people to write their questions down. We take a moment um ahead of time to collect responses to collect questions
27. 28:02electronically so that we can at least start the meeting with questions you know and answers ahead of time. Would it be possible to do something like say we do those seven sessions in person and maybe just proactively have like a a catchall session on Zoom that's not you know one for each subgroup but there's an option like a a general Zoom option for anyone who >> like I I would be interested in maybe like one big makeup session as needed in person and one Zoom option just to get anyone who wasn't able to show up in person but who >> wants to contribute something like that. >> That's a good idea. And but the but I you're going to hear me come back to that decision is yours. You have 24 hours to work with. And so how we >> manage that and how we organize that that's that's really up to you and your how you choose to do that. >> And we don't have we we don't have to map out all 24 hours right now. Right. Like if we did a family session say and we only got seven families, we might say, "Hey, we actually want you to do >> try another one at a different time or
28. 29:05something like that." >> Absolutely. So then it may behoove us to even plan several hours in there that that we plan as flex. Yeah. >> To figure out as we go. So we know that we're going to say arbitrarily >> there's five hours left. >> Yeah. Five or six hours. We're not going to plan them. >> Yeah. Until we get there. >> Yep. >> And then I'll I'll toss something out. It's not in the engagement phase. It's really in the um the later phases when you look at the selection phase. Um I'm going to jump to that very quickly here. Um, if you look at one, two, three, the fourth bullet down, uh, provide up to one day for a meet and greet with the semi- finalist or the finalists. If that is something that you are interested in doing, it is possible, but it is counted in those 24 hours. So let's say that you and I want to bring that to your
29. 30:09attention. So let's say that you want to have an evening meet and greet where the community can come and meet and greet the finalists that you have. And let's say that there's three of them and you want the community and you set up three different rooms so that people can go and meet and greet. You're looking at roughly a 2hour maybe threeh hour evening. So that would be three hours out of the 24. So you you still have to keep that in mind. >> If you wanted to have something a little bit more formal where there are questions, deliberate questions and answers for those candidates that the public gets to ask and provide input. Then you're looking at maybe a 4hour time frame. Uh because now you have each candidate in front of a group for a period of time. And it it could be done. You could have candidates come on separate days or you could have the candidates come all on one day and it you do like a roundroin. That's totally
30. 31:11up to you. But when you think about that, understand that those hours are still in your 24 hours. So when you say if I'd like to do seven hours now because we have seven groups and then if we don't get a big turnout then maybe we do the catchup or even if we do get a big turnout we still want to have a makeup session. So that's another one. So that's seven that's eight hours. Now if you have a I'm going to go to the limit four hours for a meet and greet you're at 12 hours. So that means now you have roughly 12 hours to do something else with in terms of focus groups and meet and greets and things like that. >> Okay. >> Do the board interviews count to into that 24? >> No. >> Okay. >> The board interviews are separate. >> Any other questions? Great discussion. Okay. I'm going to back up and then we'll come back to this in the recruit
31. 32:14phase. Um, this is where we're looking at the advertisements. Uh, we'll need to decide on the advertising model that you would like to use. I know that we have one that's part of the proposal, but there are also some options for you that you need to look at, and I'll bring that up a little bit later. Um, corresponding with the candidates regarding to the search process. This is pretty much where um where we are as hya we are in the forefront at this particular part. You know we are the ones that are corresponding with the candidates. You are not corresponding with them individually as board members or collectively as a board. That that is not what you are doing at this particular time. Um anything that they would like to learn about the board your information is on the website. We direct them to the website. If they want to look at board meetings, they are absolutely welcome to do that because what we what we try to have people understand is that the interview goes
32. 33:16two ways. You are selecting someone that you feel is going to be the best person for the job here, but also that person needs to know that this is the best community for them as well. And so they there are things that they can do to get to know the community and be a part of the community even before they get here. And we encourage that because that is something that's really important as someone coming into a district. Even though someone may be um and this gets me down to the internal versus external candidates. Um, handling your internal candidates just like you would handle an external candidate is the recommended way. Um, there's no preferential treatment for an internal candidate. Um, if they meet the leadership profile characteristics and qualifications, then they move forward. If they don't, they may be eliminated. And and so in doing that, that's also more transparent for the
33. 34:19board. um you would be privy to that information because you will be able to see why candidates were moved forward and why they were not and then you can make that decision um when we get to the select phase. Oh, also the last part of the recruit phase is to prepare a slate um for you to look at and determine if you wanted to interview the entire slate or if you wanted to select from that slate to interview and that would definitely be your choice. Um at the selection phase, uh this is the piece where I I like to discuss um different things about your applicants. And when you look at the people that you would like to interview, you're going to have quite a bit of information in front of you. It is confidential information. Um, and we will emphasize that uh because you aren't sharing personnel
34. 35:21information and personal information about applicants with the public. So that piece is confidential. Um, if you choose later on um you have one background check that is in the proposal. If you choose for all of your finalists to do a background check, the others can be done at an additional cost. That information is provided to you in a summary document so that you can see that and again that becomes confidential as well and but you are still using that to make decisions and so I I can't emphasize that piece enough. Any questions with regard to that? Do you do the background check before you have made an offer to the candidate or after? So >> you can you can whatever you would like to do. >> Okay. >> Whatever you would like to do. >> I was going to say or do you run it have the run the risk of ideally them not but sometimes turning it down and then
35. 36:23having to run a second one is um so then would that second one theoretically be included or would that be an additional cost? >> It would still it would be an additional cost. >> Okay. We do quite a bit of screening upfront and if there are things so for example if there are things that um someone has experienced but they're still a good candidate we're going to bring that to your attention. >> We're going to bring that to your attention. Um, if you have a sitting superintendent that is choosing to apply and that sitting superintendent has been in the media in any form or fashion, there are people who were pleased with the decisions that were made and there are people who were not pleased with the decisions that were made. And as a board, you have to decide where you stand on those decisions that were made because every decision, you're going to have people who are for it and people who are against it. and every superintendent knows that. But as a board, you have to say even though there were people against this decision, we
36. 37:26feel that that was a good decision that that superintendent made. And so even though it hit the media and it was all in the newspapers, we're okay with that because that's a decision that we would support >> and and that happens. I mean, I I can only say, especially if they are a sitting superintendent, [clears throat] they will have been in the media for something at some point in their career, >> right? [laughter] >> Maybe once. >> Maybe once. Maybe once. >> Thankfully, media is always fair and balance sheet. >> Oh, absolutely. [laughter] Any other questions with regard to the selection phase? So, a couple things that I would like to talk about in with these two pieces with regard to the recruitment and the selection phase and getting your first slate. Typically, the number is three to five that will come to you for first slate.
37. 38:29And you would select from those three to five those that you want to interview. Um, if there's five, you may narrow it down to three. and then those three become your finalist and then they go through another series of interviews and you narrow it down to one. That's the typical process. However, I'm going to say that with the slate that's brought forward, if you have seven or eight people that are quality people, you need to look at those and not be bound by a number. The number cannot bind you because this is the single most important decision that a board does is decide on the superintendent. That is one of the most important decisions that you are going to make. And so to say that you're only going to do five when there may be eight people out there that you could look at and screen down, I I just recommend that you
38. 39:34are open beyond the number and look at the quality of the candidates that come forward and then make your decision. That is my only piece about that. Does that mean that if you see eight people who you think are really worth looking at that you will supply us a slate of eight? >> I would. >> I would supply if I saw 10 people, I would supply you with 10. >> Okay, good. >> I would because I think I think you need to know that and and this is a decision that you as a board will make. So, you need to be able to vet all of the quality applicants that you can and then even if there's um someone that is not recommended uh by I say hya by us and you want to see that person come forward that is also your choice. That is also your choice.
39. 40:37>> Given the number of superintendent searches happening in the like surrounding 30 miles, I would anticipate that we will get applicants who are applying to all of those. Mhm. >> Is there also sort of a a method to casting a wider net there so that we don't end up, you know, >> we could pick five and five could get hired in other districts within 30 miles right now just given the reality of >> all the all of the openings. >> Someone else who else Oh, Falls just posted theirs like yesterday. Like it just keeps >> keeps happening. I think that one of the things that I think that you do is you cast your net as wide as you can and that goes to your advertising. And so in your packet there is a a a page about the advertising and the packages that you could have and the add-ons. Um it's roughly I think it's like the next to the last couple of pages. It's about third from the last pages and it says advertising services. So package two is the recommended
40. 41:43package. However, if you wanted to go with package I I look at packages one and two because those are the ones that were included in the proposal. >> So it wouldn't be an extra $3,000. >> I'm sorry. >> It would not. It says $3,000 on it. wouldn't be an extra $3,000 because it's included in the proposal or it would be package two. >> Package two is the same amount. Package one and package two are the same amount. The only difference is the Association of School Administrators or Ed Week. That's the difference. >> I think what Amanda's asking is was that included in our agreement or is that okay? >> It is included in the agreement. On the back of that page, those are the add-ons that were not included. if you wanted to add on a regional component um and go a little bit beyond. >> Got it. >> Okay. >> So, the northeast >> no oneus. >> Yeah. >> You know, most people do that add-on in this area, but it may or may not be
41. 42:49necessary. And it's not something you have to decide right away. we can do the first advertisement which is included in your proposal and then if you see that you wanted to cast a broader net and you wanted to come back to the table then we could come back to the table and do the add-on. >> So it's not like you have to decide that right now. You know what I mean? You don't have to do that. You can wait on that decision. >> But you're saying we need to make the decisions by our next meeting? No, >> not all of them. What's the decision we need to make? >> Not all of them. Um, here's [clears throat] the thing. These are things that are already in your proposal. Okay? >> So, we can move forward with those because you've already accepted the proposal. The things that are in the proposal, we can move forward on because you've already voted on that. >> Correct? >> And that's why I'm saying this is what you have already. So, you don't have to make a decision about this, but you can make a decision if you wanted to cast a broader net and do an add-on at a later
42. 43:53time. Okay. >> Not too late, though. >> Great. [laughter] Anything else before we move on to the next? So after your selection has been made, uh we have included a transition phase and this is something that is relatively new that we've added and what it does is it helps that superintendent acclimate to where they are. Um we don't necessarily we're not necessarily um onsite because then our work becomes more so with the new superintendent. We do work with that new superintendent about their uh 100 day plan and how to move forward and navigate that with the board and and it's roughly that transition academy. We can talk about it. Um it is a virtual program. It is separate because it's six months. Uh but
43. 44:58usually the transition phase that would be included in your in your proposal already is it's about two to three months. So it gets them started, it gets them in, it helps that person develop that 100 day plan and then it helps them get started to launch that and move it forward. Okay. And then there's also some work with the superintendent with regard to board and superintendent relationships questions. >> Sorry, this is a very specific question like but I get job postings from the school administrators association of New York State and that's where like I've seen superintendent listings come through. Is that somewhere here? It's on the I think >> that's that's package one. So package one and package two are interchangeable because the only difference is either
44. 46:02>> the school administrators association or ed week. >> Got it. And is there no like hybrid version of those that would let us >> not of those two? >> Is there a rationale for why we could like those to me feel like very different platforms? One is um ed week is a broader platform uh because the association of school administrators it's only administrators. Ed week would include educators period. >> Yeah. I guess I'm asking like what if we wanted to do both? >> Then there would be an add-on. There would be an add-on. And if you just wanted to add So let's say that >> let's say that you just wanted to add AASA. >> Yeah. >> Then that we would have to I'd have to talk with um the project manager to see what that particular cost will be. >> Okay.
45. 47:05>> And I can do that. >> Okay. Thanks. Oh, actually maybe it's maybe it's package three actually now that I'm looking at that. >> Mhm. >> Right. >> Yep. >> I think it's package three. But I can definitely I mean there are You can you can see what the differences are. >> Yeah. >> Um >> but if you'd like I can definitely find out with just that particular add-on what it would be. >> So basically for package one or package two is included >> it basically just be the difference be u00 >> $1300 >> if we did that. Okay. What um so I looked up Niscus but how is that
46. 48:09[clears throat] um different or the services or what they were where we would be advertising through NIScus which is >> so Niscus includes the superintendent and it's the superintendent in New York State and so that's that would be a group that you would it with that add-on piece. >> Yes, >> that is strictly superintendent in New York State. Yeah, >> maybe it would be helpful then can you just go through what the Northeast add-ons are in terms of all those acronyms? >> Absolutely. >> So the first one is New Jersey. That's the Association of School Administrators from New Jersey. The second one is um and that's all the administrators in the state of New Jersey would be they would be able to see your advertisement. You have NISCUS, which is the um Council of School Superintendent here in the state of New York. Um and then CAPS, that's the Connecticut Association of Public School Superintendent. We do get a large draw from people from Connecticut coming to
47. 49:14New York. Um and and so that's why that's part of that Northeast package, >> even this far up the Hudson Valley. >> Thank you. >> We do. And so those are the groups that we would expand to beyond the ones that are listed on the front side. >> Can you talk through what you feel like are some of the benefits or drawbacks to a um the like admin New York admin versus Ed Week? So, one of the things that you have to look at is, and this will come out in your leadership profile as well. Um, are you looking for a superintendent that is a sitting superintendent? Are you looking for someone who has primarily New York experience or a broader experience? What are you looking for in your
48. 50:17superintendent? And so when you look at the school administrators association, that's only administrators. And what that's saying is you want someone who has that administrative experience and where they're coming from, you're fine with them coming from all over the United States to apply. With Ed Week, it opens that door for um people who may not be in a superintendency or an associate superintendency, but yet they still may be qualified based on their experiences that they could apply for a superintendency. And it just makes it a little bit broader. It brings in other uh positions that may not be administrative positions. And and it depends on the district because in some districts a director is an administrator, but in some districts a director is not an administrator. And so it opens the door for you to look at people with broader experiences
49. 51:22be it you know whatever you're looking for >> and that would be the >> that's week. >> Yes. >> Yeah. um chiming in from the monitor. Uh to me it sounds like the best course of action for the advertising portion would be to do our individual meetings with discuss what we're looking for. >> That sounds good to me. >> You also have um When you look at Alice and Navsi, um, one is for Latin administrators, the other one, NABS, I'm sorry, NAVsy, that's for black educators. And so looking for diversity, that's an add-on that you could do um, if that's something that you're interested in. And it's not to say that diversity won't come with the regular
50. 52:24advertising either, which is why a recommendation could be something that you've already brought up, >> what you have in your package. You could start with that, look and see what comes in, >> and then after a week or so, you can see what you're getting. And then if you decide to move forward with an add-on, then you can do that. Because then you can base your decision on the data that you have >> and it's concrete numbers. You're going to know in two weeks, okay, we only have five people. >> Do we need to broaden this search or in two weeks we have 105 people, they're from all over the state and we've got a few people from other states that are nearby, some from the West Coast. Are we okay with that? And if we are, then do then the question is, do we really need to have an add-on? Yes. These ads, is this the only place
51. 53:30that somebody can apply for the position or is there going to be someplace else? Like if I hear from the neighborhood, oh, there's going to be a position, can someone go to our district website? >> Absolutely. Absolutely. >> So the advertisement is just an ad. If somebody already knows that there's a position here, right, >> they can go to the website and and apply for the job >> because the only thing the advertisement is going to do is to point them to where they need to go to apply for the position. The ad is going to have the basic job description. It'll also have um when the when the leadership profile is done, it'll have information from the leadership profile, but it is only going to see the ad, >> right? it's going to point them to your district website so that that's where they're going to apply. So, there are some people they may never even see an ad because they know that the position is open and they want this position. They're going to push the button. They're going to go to the website and they're going to push the button and apply >> and that application will go to you.
52. 54:32>> Excuse me. >> The application will go to you. >> Yes. >> Okay. >> Yes. >> It [clears throat] goes into the HYA. We have an H1A system but yes it it would come in >> goes HYA and then you go from that you take care of it from that point. >> Absolutely. [clears throat] >> Okay. >> Okay. Confidentiality and community engagement. Let's talk a little bit about that. And I do have a handout that you that puts it in a chart for you. It looks like this. It's right after the um It's right after the calendar piece. >> What page number is that? >> It doesn't have an >> It doesn't have a page number. I apologize for that. >> But it says community engagement and confidentiality options. And I won't read to you, but I will just kind of give you an overview. So there are different ways that you can conduct
53. 55:35your search. You can do a completely open search where once the applications are here and you have decided that first interview piece names are out to the public. You can also have it completely closed where everything is confidential until the finalist is named. You can do that. You can do a hybrid model where it's confidential until you get to your finalists and then only the finalist. So, so let's say you have three finalists, four finalists are brought forward. They've been able to notify their current employer that they are seeking this position and they've made it to the finalist position here and then they're going to participate in a meet and greet if that's something that you choose to do. But then the names are released at that time. So there's several ways in which you can do your search. There are benefits and there are consequences to
54. 56:40either side. Um and you can see what those are. The fully open process is very transparent. That is a positive side. But the negative side of that is it will limit it will absolutely limit the number of people that will apply because most people would not want to tell their employer if they're not going to be considered for a job. And so that's something to think about. um when it's completely closed, you would get more applicants, but then you're working on building trust with your community because the community has to truly trust that you're making that best decision on their behalf. However, the way in which our process works, if you chose to do that, that's something that's embedded in the process through the focus groups, through the interview part, through your meet and greets and things like that where you build that
55. 57:44trust if you don't already have it. And if you do, you reinforce the trust that your community has in you to make that decision. The hybrid model is a balance. people understand that get to the finalist stage becomes more transparent and people get to see who the final finalists are. They usually would get to meet those people and they would give you input and let me talk a little bit about that. The input if you choose to do the meet and greet with your finalists, the input is not the community making a decision and saying vote for candidate one. That's not it. They're given objective questions much like when you go to a training and it says were the objectives met agree disagree strongly agree there are questions that are taken or statements that are taken from your leadership profile and what the individual responds to is agree neutral disagree it's a liyker
56. 58:50scale based on this particular characteristic This candidate demonstrated knowledge of our school district. Do you agree, neutral, or disagree? This candidate has demonstrated that they've had experience working with an atrisisk population. It's those types of questions that your community gives you input and then we give you that in a in a summary report so that you can see what the community perceives about that particular candidate. You ultimately make that decision. Okay. And so that that becomes a piece that um if you would like to have that, you absolutely can because then you get input from your community, but they're not saying vote for this person, vote for that person because we absolutely if that is chosen, we make sure that the
57. 59:53community understands that they're not voting on a candidate, they're giving input so that the board can make that decision. questions. >> So, how many positions are open within 30 miles right now? [laughter] >> There are quite a few. >> So, uh I mean I'm I mean I'm [clears throat] committed to a transparent process and I think being clear about what process we're going to undertake is important. Um, but I'm comp inclined to say completely confidential to make sure that we get all the possible applicants that we can, which just means that all the other pieces are going to happen that we've talked about tonight, but somebody who might be a quality candidate isn't going to apply because they don't want to lose their current job by being a candidate for our job. I mean, that that I think is a risk that >> potentially exists. So if we put out there, you know, who we have in any way, there's a risk that that happens. So
58. 1:00:56that's my thought on it. >> My preference is Are we discussing it? >> Yeah. Why not? >> Yeah. My preference I I think I share a lot of preference for completely confidential decisions. So it's like we're casting the wise net. We're keeping it as confidential as possible to get who we need to. But ultimately in the end I think just given the revolving door that we have had um there's some I think I think we set up a candidate for more success if there's a broader group of people who have their back going in >> more buyin. I I absolutely agree and I think that um the school did to the public, but you've had input in an interview process which is confidential. You can also do what I said before that makes it more public, >> but it's also a part of your selection process if you chose to do like the meet and greet and get input.
59. 1:02:01But that's not an interview. That's the meet and greet where people get to, you know, it's almost like a focus group just with that applicant and they're still an applicant at that point. They're still a candidate. >> That's Sorry, I just I'm like trying to understand that is what's listed here as the second one versus the third one, is it not? Like I I don't think we're we're not hearing a like a fifth option, right? We're just you're just >> recommending option. I'm I'm making suggestions because I'm listening to what you're saying and see because again >> the you can combine anything from what you see to make your process. >> Yeah. >> And so as I'm hearing you you're from what I'm hearing is you're trying to keep it confidential because you want the greatest number of applicants. >> Understood. Then how do you facilitate that? If you want to also get input from your community in a confidential manner so that you preserve the confidentiality
60. 1:03:06of your applicants. >> Yeah. And and input that's larger just than the initial correct, right? Like actual direct input on the candidates. Um, when when would we need to we as the board need to lock into one of these methods? >> You have a little bit of time for this. U because remember we're we we have to advertise. We have to get applicants in. We're going to screen. Um, I would say you could probably depending on um, not to ne not to necessarily call out months, but I would say in the activities of what we have to do somewhere around the slate, by the time you get the slate, you need to be able to know what this part is going to be >> because then the people that you select from the slate to interview, they need to know whether things are going public at that moment >> or if it's confidential or if they're going to have an interview with a small
61. 1:04:09group of stakeholders or if they're going to have a meet and greet that becomes public before they're announced for the job >> at the time of the slate. We need to be able to communicate that because that may be a decision that they have to make. Is is there a piece of this that gets listed on the advertising at all? Like to your point about a sitting superintendent applying, is there worry that if we don't make that decision until that slate when they're notified that people are not going to apply because they don't >> I agree with that. >> Like I I guess my >> I would want to know [clears throat] >> if we Yeah. If we want the greatest pool, don't we need to make this decision sooner so that that information is communicated to potential applicants? >> You can, but the question on the floor was when would you have to have that decision made by? And so no later than the slate being presented is when you need to have this decision made, I
62. 1:05:12guess. So >> I mean if you wanted to make that decision I mean according to protocol let's say that you can make it tonight then you make it tonight. It's to it's according to your protocol but the very latest that this decision needs to be made it's by the time you have the slate. So by professional norms, would say a sitting superintendent be able to apply when open or closed has not yet been stated with the confidence that they could essentially retract their name before it was released. And professional norms will kind of give them that sense. >> Yes. >> And I think if I'm hearing if I'm hearing consensus among the board right now, it's it I would say it this way that >> nobody's going to be made public without accepting an interview. So we're not so if we're deferring any element of this decision, we're not going to out anybody [clears throat] involuntarily. >> Correct. >> But even even option one is no one's made public till the interview. Like even in open process, you're not made
63. 1:06:14public till you're selected for an interview. >> Well, I guess I'm making the distinction between being accept being selected and being and accepting an interview. So >> nobody's going to we're not going to publicize anybody >> applying. And and I just go ahead >> I just have a question about I mean if it comes down to because there's so much competition, right? Um, if it comes down to casting that wider net and and looking at candidates from other states, um, how risky is it if you're not so local, that you're not New York State, that you're not that that a candidate wouldn't apply because they would for fear that they would it someone would find out that they had applied for this. >> If you cast a wide net, you're also casting a a near net, too. So the next district over the superintendent might not want to apply. >> Yeah. >> In an open situation. >> Yeah. Okay. >> Can I just make a comment because I've sat on one of these committees and done
64. 1:07:16an interview. It's very important that every step you reiterate the board is making the decision >> so that nobody is misled and then negative >> goes out. If we had that committee of people that were part of the finalist interviews, >> right? >> Yep. And and we make sure that if there is a committee like that that they are they are very clear that it is input and the board makes the decision >> and how is that committee determined too like who how do >> the board determines that committee >> right and in the past how is it because it's we've the board has done it well not in your [laughter] >> I guess so So >> we elected to go with a closed search last time. So >> we did not have that. I don't believe and you can correct me if I'm wrong, Mark, that we were presented with hybrid options. I believe that we were presented only with open or closed
65. 1:08:19options. >> Uh yeah, I think the data it was more higher. Um and yeah, the board chose last time to do it totally confidential without the stakeholders. Prior to that, the one that we did >> was totally open. >> We did have the stakeholders group. Um, and you know, I think it it was very much, >> you know, like we do with like a lot of the committees where we just look at the various groups of stakeholders um within our community and just try to um make I think there were 14 people on it. So, um, you know, making sure that those 14 people are as diverse as possible and that everybody's represented in some way. Um, >> yeah, I'm just wondering, you know, in terms of >> Yeah. And I think we do it very similar to the way that we've done it, you know, policy committee or uh facilities committee, >> right? [clears throat]
66. 1:09:20>> Have people submit interest and talk make sure get to folks who are interested and you know just just come up with the right mix that we feel like is going to give us the best picture of our district. >> Okay. >> May I make an observation about timeliness of this decision? It's not uncommon for superintendents throughout New York State are pretty frequently petitioned. They get letters uh in the mail all the time of openings both in New York, sometimes Connecticut, sometimes >> Pennsylvania. >> Um, and almost always it says in the advertisement this confidential search or it describes what the process is going to be >> so that it immediately informs the person their level of safety. >> Yeah. if they apply like um let's say it doesn't say that it doesn't say what it
67. 1:10:22is and and who knows you could name a district the district's conducting a search by themselves they put out the advertisement and they screen candidates by calling the districts to ask questions that if if there are people who will not apply if they don't know exactly what the plan is. If it's the hybrid plan, that's still it's a reasonable thing to know. It will be confidential until you're a finalist. >> I think even that would help people >> have the confidence to to apply if they're curious or if they're really intent. >> Yeah. >> So then it sounds like making this decision when we have a slate is too late. Like you're saying we should make this decision now so it's on the advertising >> because the and I don't you haven't decided on your your advertising package yet, but [clears throat] >> if you decide to mailing. If it doesn't say it, I I I would just take it and say, you know, if I were someone who was looking for a job, I wouldn't probably apply if I thought it was going to jeopardize my current employment. >> Yeah.
68. 1:11:22>> And I mean, and I don't think we're there anywhere. We're somewhere in the middle, right? >> Well, but I think this is a confidential option three if we go across >> option two is not enough of a confidential, >> right? I think option two is probably not enough because again like if we got to top three and then it became public >> I think if there was someone >> what's a local district who's not you know let's say the Red Hook superintendent is like maybe interested >> they would potentially not want to be outed in >> if they were choice number two in the end. Um, I I would be comfortable moving forward with like deciding on option three now so that we can get that into our advertising. >> Are we able to make that decision tonight? >> Um, I don't know. Well, we're not actually making any >> That's what I thought. >> Well, I don't know that we need I'm not sure if we need to make a vote on or not, but I'll let Mark comment on that. But I also think that >> um
69. 1:12:25>> to clarify, so the advertisement is expected to start beginning of February. Yes, >> we actually are meeting again between now and then. So I >> So we do have some time. >> So if if we're able to defer for >> two weeks and have a week's notice for the advertisement, it sounds like we can we don't have to >> we can all this a little bit. I think >> yeah I would suggest that we um you know have all the conversations tonight. Everybody can say how they feel and then um [clears throat] at the next board meeting we'll just have few resolutions um that we can vote on that just make the way that we're moving forward. >> Got it. So, we're not actually making any decisions tonight. >> Yeah. >> In general, >> we can plan on our next meeting. >> Well, we need to we need to know what the resolution is going to say. So, it's like, you know, everybody seems like option three is the way that we want to go and we'll say, hey, you know, the board is um the board is uh choosing to have a confidential search
70. 1:13:31with stakehold >> I do have one other question that u Dr. Belly had mentioned he brought brought up with the advertising packages. You were saying we're just going to be putting it out there >> as advertising where he just mentioned they've had like head hunters go for superintendents. Is that part of any advertising packages? >> We do not do mailers. >> You do not do mailers. >> We don't do mailers. Okay. >> It's going to be it would be advertised electronically. Um >> so it's advertising only. No direct contact. No. Okay. But I I would assume I mean um Dr. Adams like you know you have a network of people and I would assume that you' be still spreading the word uh among your local connections to make sure that
71. 1:14:33people know about >> Yes. Because we do not only do we do the advertisements we do active recruiting. There are people that we have who are sitting in the pool and that's what we call it in our pool of applicants that fit the description. we reach out to them and say, you know, this may be a position that you might be interested in. We don't make promises with regard to getting a job, but when we look at their qualifications and we look at the needs of the district, we can say this may be something that you might be interested in, put your name in the hat. Um, and we do that active research and I mean that active reach out. We also do the research with each other, with other associates. So, I have associates now that already know that this position is open and I've asked them, think of some of the people that you've worked with and and let's make sure that they apply when it opens. So, again, not promising any positions, but helping you get a quality selection pool so that you can
72. 1:15:38select people that fit what you're looking for. and all of these other advertising sites, right? Like the administrators associations and stuff, if you subscribe to their if you like subscribe to their postings, you will get an email in your inbox that says like, "Hey, here's a position that you're qualified for." >> So, it's like someone doesn't have to go to that website to find it, >> right? And as and those who are members of um AASA and Ed Week and Niscus and New Jersey and Connecticut, they do get updates as to positions that are open. Um I know HYA we push positions out all the time uh with people who are in our pool of applicants so that they can readily see what's available. And again, we do the direct outreach as well >> with the shortage of superintendent.
73. 1:16:41How do I want to put this? How critical is it to be confidential? Because if a superintendent from one district is thinking moving to a different district, will they feel that they're at risk of being terminated from their current position if they're outsourcing to another position? >> For a sitting superintendent, and Dr. Bailey can chime in on this as well, and I'm speaking as a former sitting superintendent, is extremely important that the that the search is confidential. >> Okay? >> It's extremely important. >> It's not necessarily a firing >> or or dismissal. It's you become a lame duck. >> Okay. >> The community loses confidence that you care or you want to be there. And that might not be the case. You know, there's lots of reasons why people want to move, but as soon as someone thinks you want to leave them, >> okay, >> that's it. >> Yeah. >> Yeah. >> It might not be where someone's just trying to up their salary, >> right? >> Okay. >> Even that
74. 1:17:42>> still, >> right, >> you're still saying >> I'm not happy with where I am. You're not worthy of me. Yeah. >> Get right. >> Any other questions or comments? >> If you think of anything, please feel free to send your questions and I will absolutely make sure that you get the responses. Okay. So, the next piece, this is kind of a review uh because we've covered it before. The board interviews virtual or in person. I will be reaching out to you and um the schedule that I am looking at is between the 20th and the 30th of January uh that we would be able to schedule those oneto ones and so I will send information to you so that you can let me know what time works best for you. We will do that virtually and so I would send you a link and then we would conduct it. We would conduct the interviews. I have about three four questions to start and then it's just
75. 1:18:46open conversation and so I'll provide those questions to you ahead of time because it's basically what are some of the characteristics that you're looking for? What are some of the strengths that you'd like to see in a person? What are some of the strengths of the district areas of improvement? Um background of a superintendent, what types of experiences would you like that person to come forward with? Um, if for example, if you are looking at I think about the last board meeting when I was here and we were talking about STEM, if you're looking for someone with a STEM background, is that something that's really important? Um, is it something that you're looking for a superintendent that has a literacy background? Those are the types of things that I'm going to ask and that we will talk about. Okay, questions. But roughly January 20th through the 30th, I feel that we should be able then and that'll give us time in case something happens because we know as the kids say, life is always lifing. Um, and so things may happen and we have to
76. 1:19:49reschedule. So that gives us an opportunity if we need to reschedule it still gives us time for that. Okay. Focus groups. Um when we look at the number of focus groups that you have and the numbers of meetings that you would like to conduct, the this is a sample of the types of focus groups that we've conducted in the past. As you think about it, there may be some that are not on this list or some, for example, the last one. You may want to break that apart in some way or maybe not depending on your community. Uh we've worked in communities where business leadership, clergy, government leadership, and community at large. If that were one meeting, there would have been 300 people in the room. U so that district did decide to separate and group them so that they could get smaller numbers and people could be
77. 1:20:52heard. Uh but depending on the community, how would you like to see your focus groups? And I think that's something that you think about and then knowing that you know you have the number of hours that you do, how do you want this to look? Okay. Uh we've already talked about the survey. Um in your packet there is a link to what the survey looks like. I ask that you look at the questions because if you would like to customize them in any way, we can do that. Um, we do ask one of the things that we limit is open-ended questions because that becomes sometimes people may say things that puts the board in a lie of a situation and we would not want that to happen. Uh so it's best if it is all a liyker scale um because we have an opportunity in the focus groups for people to come forward and and express their you know their considerations and
78. 1:21:56what they would like to see in a superintendent. So we have both. Um so with the survey uh we do recommend that you keep it um the multiple choice liyker scale types of questions. Okay. Questions about that? Okay. >> Okay. We've already talked about this particular piece, but um we will definitely make sure that we advertise. Um again, the number of slated candidates. Um you will determine that number. I don't want to I'm giving you what is typically done but you can make that decision uh based on the people that you would like to bring forward. Um and then we would have to have our interview workshop prior to the board doing that. It can be done in a workshop setting like this. uh it can be uh a presentation however you would like that to be done and then we can decide on
79. 1:23:00when that will happen. Uh it may be in combination with the leadership profile meeting because we've done that in the past and that's February 24th is your meeting. So we could do the leadership profile and we can do the interview training at the same meeting. That can easily be done. Okay. We've already talked about your advertising options. We've talked about the transition services. And then we have the calendar and the timeline. Uh this process looking at aside from tonight from February through June knowing that it may be um adjusted as needed based on what happens in the process. There may be some phases that move faster than others. So that can bump up our schedule, but there may be some things that may take a little bit more time. And so then we'd have to be flexible with those dates. >> So then just thinking thinking ahead to our board meeting in two weeks. The
80. 1:24:04decisions that we need to make then are what our advertising package is, what the focus groups are, what the survey questions are, right? We would need those three things done in January >> and our confidentiality >> and our confidentiality decision. So, we need those four things to be decided in two weeks so that we can move forward with that timeline. Thanks, Amanda. >> My brain works a little bit still at 7:30 p.m. >> which we can't really talk about openly here, but I assume before we post, we also need to decide on >> salary >> salary >> and that is typically done in executive session. The board typically takes care of that and that may include your background checks, residency questions, things like that. Those are typically done in executive session. >> Y
81. 1:25:07um >> any additional questions? So this this presentation it does have your deliverables with regard to your board decisions listed. So that way you can keep track of that as well as I can. And then you know where we are. We are shooting for the 24th with the leadership profile and the workshop for interviews being held on February 24th. You have another meeting on the 20th of this month where >> we'll make all those other >> many of these decisions >> would be made. Yep. um >> if that is the will of the board. >> I think Mark's trying to chime in. >> Oh, go ahead, Mark. >> I think we could um I do think we should uh just maybe go into the chat a little bit about um salaries about that before
82. 1:26:11that you had a list of um different focus groups. I think we could have a little bit more conversation about that just get everybody's thoughts on feels good. Yeah, this one so that we um can know next week which >> narrow it down a little bit >> um and I think my my personal instinct based on some of this is that some of the um you know staff and union leadership groups could be um >> combined >> combined. Yeah, agreed. >> And uh but other than that, it seems pretty comprehensive, >> I think. >> And I did like uh Kirsting in Spanish and potentially one as well.
83. 1:27:17>> Um the only other thing I'd add is the family bullet here is listed as PTA or PTO and I'd like to open that up to be any interested families. >> Agreed. >> We don't have a >> Yeah. >> Yeah. >> Is is Spanish part of the packet? >> No, it's an additional translation. >> It is additional >> but I think somewhere that it was Spanish was included too, but >> for for the survey >> for the survey. Yes. >> Yeah. >> Does anybody else have other of the groups that that are are listed that we could see. >> Well, what is the support staff? What specifically are we looking at for that? Is that just the aids or does that include >> the support staff would be any non-licensed personnel? It would be any non. >> Okay. >> Yeah. >> Both the the two support staffs should fall under one, shouldn't they? >> One is the union leadership and then one is everybody. And then for teacher, it's the union leadership and then everybody. So, couldn't he
84. 1:28:18>> could we combine those? >> Yeah, they >> Mark just recommended combining them. I don't disagree. >> Okay, >> that's a terrible way to phrase that. I'm sorry. I agree with him. [laughter] >> Okay. >> Any other any other questions? >> And and what are we the bottom very bottom one? Are we going to are we going to do all of them? All of that as one. >> I'm good with that as one. I don't think that's a particularly huge group in Hudson. >> Right. I I I agree for our district. It's not just Hudson. It's the district. It's true. >> District, but >> Hudson City district. >> It's not that he not that heavily populated a area. >> Yeah. >> Okay. >> Cool. Um and then the only other thing uh do folks agree that our surveys should be
85. 1:29:20we need to be more inclusive in terms of the languages beyond just English and Spanish. >> Absolutely. >> Yes. >> I think we need to translate into all of the languages that we typically translate into. >> Okay. We'll pull some data on that know exactly which languages and I'm sure department. >> So, are we asking high to do it for a fee or we going to do that? I'm confused. >> I think we'll just have a chat with the technology department and see what they have >> our people do. >> Translation services to see if there's any overlap and then figure out ourselves. And I can even provide you with what that might look like as an add-on cost. >> Cool. >> Okay. >> That's going to be per language though, right? Add-on cost. >> Yes. >> And I suspect that it may change gi uh depending on the number of respondents. >> Correct. >> Right. Because it's also translating.
86. 1:30:23Well, but there's no open-ended questions though, right? So that shouldn't be any >> there's no reading the responses. >> Okay. That's what I was thinking that there were. But you're right. I didn't marry those two pieces of information. >> Yeah. So then it shouldn't change based on the number of respondents because it's literally just the language it's translated into. >> Oh, that's right. Yes, you're right. >> Yeah. Thank you. >> Okay. And then my only other question was um uh I know you have the sample survey questions. Um we just need to give you feedback on that too. That is correct. >> That is correct. And this list that you see here for the survey, this is um when they enter the survey, it does ask for the respondent to identify themselves. And these are typically the categories that we use. If you have something else that you feel
87. 1:31:26needs to be represented there, let let me know so that we can put that in. But it's broad enough that just about everybody in the district is captured. >> Can you just put an other just in case somebody doesn't want to identify themselves as >> Absolutely. You're going to get tired of seeing that screen because I'm I'm going to keep that one up for a little bit. >> But if you have any questions, anything else before we close out, I do want to say thank you so very much for your time. Um, I hope that you did not feel rushed or anything. I want to make sure that you feel that you've had ample time to ask questions and to get a clear explanation so that you are comfortable moving forward in your own discussions with the decisions that you have to
88. 1:32:29make. >> Thank you so very much and I really appreciate your time. Thank you. >> Yeah, we want to go into executive session now just to have a quick conversation with Dr. component of it. >> Agreed. >> Yes. >> Um yeah. >> All right. So, uh I'm going to rattle off some upcoming meetings. Uh code of conduct subcommittee Monday, January 12th, 3:30 in the high school library. Finance committee January 12th, 5:00 p.m. in the district conference room. Policy committee meeting Tuesday, January 13th, uh 5:00 pm in the high school library. Uh facilities committee January 20th, 5:00 pm in the district conference room. and board of education meeting January 20th uh 6 p.m. in the high school auditorium. And I'll make a motion to uh enter executive session for the purpose of discussing uh the stuff we just said we're going to discuss. Um >> second >> second. >> So official, man. >> Uh all in favor?
89. 1:33:33>> All right. So >> who was the second? >> Either one. >> I I think was first. Uh there will be no other business when we are done with executive session. Thank you. >> Thank you. Thanks to everybody who watched from home or came in

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