{"date":"2025-09-10","type":"Regular","videoId":"KWsBnYENz7o","audioDuration":9510,"speakers":{"A":{"name":"Mike Wells","role":"Board President"},"B":{"name":"Evelyn Sanchez","role":"Executive Assistant to Superintendent / Board Secretary"},"C":{"name":"David Li","role":"Trustee"},"D":{"name":"Cecilia I. Márquez","role":"Trustee / Clerk (also Jennifer Ng Kwing King in some exchanges)"},"E":{"name":"David Weekly","role":"Vice President"},"F":{"name":"Mike Wells / Jeff Melendez (context-dependent)","role":"Board President / ZEAL presenter"},"G":{"name":"David Li / Nick Olsen (context-dependent)","role":"Trustee / Bond Program Manager VPCS"},"H":{"name":"Cindy Meek / Jackie Horejs (context-dependent)","role":"Public speaker / Leadership Associates presenter"}},"utterances":[{"start":5280,"end":8800,"speaker":"A","text":"All right, let's go ahead and get started. Evelyn, will you do the roll call?"},{"start":9200,"end":10240,"speaker":"B","text":"Trustee Lee."},{"start":10320,"end":10720,"speaker":"C","text":"Here."},{"start":10800,"end":13720,"speaker":"B","text":"Trustee King. Here. Trustee Marquez."},{"start":13720,"end":15600,"speaker":"D","text":"Here. Vice president Weekly."},{"start":15600,"end":16000,"speaker":"E","text":"Present."},{"start":16160,"end":17080,"speaker":"D","text":"President Wells."},{"start":17080,"end":17440,"speaker":"F","text":"Here."},{"start":18800,"end":117440,"speaker":"A","text":"Okay, welcome. Good evening. And it's the. Welcome to our September 10, 2025 meeting of the Redwood City District School District School board. Buenas noches, siraquere interpretacional espanol. Por favor. Llama el nueve siete, ocho, nueve, nueve cerro cinco uno, tres, siete y presione ocho tres, siete, siete, cerro quatro uno, el signo de numero siesta and Persona solicita and transmissors situada al fonda de la sala. Again, welcome. Thank you for joining us and being our partners in education, the board encourages you to participate and provide comments on issues of concern, regardless of whether they are on the agenda. If you're here in person and you wish to speak, there are speaker cards at the entrance to the room. Just grab one, fill it out, and hand it to Evelyn. If you're on zoom, then you can complete a speaker's card online that's linked from the agenda or raise your zoom hand when the item comes up. And if you're addressing a subject that's on the agenda, you'll be called at the time that that item's being considered. If the issue is not on the agenda, you'll be called shortly during the oral communication agenda item. And then to be fair to all speakers, we limit public comments to 3 minutes per person per topic, unless otherwise noted. All right, let's move on for changes to the agenda. I have one proposal. I don't know if anybody else has any. I was going to propose that we move the the board self evaluation discussion after like all our regular business. So probably after information. That way, anyone that's here for like regular board business is free to leave. Okay, so that's concretely, that's 9.1. Is going to move after 12.3. All right, perfect. Any other changes?"},{"start":119600,"end":119920,"speaker":"G","text":"No."},{"start":119920,"end":121520,"speaker":"A","text":"Okay, can I get a motion to approve?"},{"start":122160,"end":123200,"speaker":"D","text":"I'll make a motion"},{"start":125040,"end":125440,"speaker":"G","text":"second."},{"start":125440,"end":154730,"speaker":"A","text":"All in favor? Aye. All right, we'll move on to public comment. I'm looking to see if there are online cards. There are online cards. Oh, I'm looking for the wrong date. Cindy meek. Yes, let me. I am not sure why I'm not seeing it. Let me refresh the."},{"start":156570,"end":157530,"speaker":"B","text":"Can you hear me?"},{"start":158170,"end":159210,"speaker":"A","text":"Yeah, go ahead."},{"start":160490,"end":162010,"speaker":"H","text":"My name is Cindy Meek and I"},{"start":162010,"end":211390,"speaker":"B","text":"have been a teacher for 14 years in the district for the past several years. I have attended the new teacher orientation meetings RCTA has with new teachers every year. There are about 60 new teachers. We have approximately 320 teachers. So the retention rate is running 75 to 80% per year, which means we are losing 20 to 25% of our teachers every year. Studies have shown that replacing a teacher costs an average of $25,000. That includes onboarding, training, mentorship, and 60 new teachers a year at $25,000 is $1.5 million. The low retention rate indicates that many teachers have low morale. Part of the reason that morale is low is the lack of support, respect and professionalism from senior management at the district. When you think of a teacher's classroom, think of it as their office."},{"start":211470,"end":213070,"speaker":"H","text":"This is their office where they conduct"},{"start":213070,"end":319880,"speaker":"B","text":"the business of teaching their clients. Are the students in a business office? The temperature of the building is consistent and you have the supplies you need for your job. The rollout of the permanent AC installations at four schools has been a hit and miss. Many teachers are happy, but other teachers have complained that some classrooms get cooler than others. There are also some classrooms that still don't have ac. There are examples at some sites where the AC is running along with the heater running at the same time. At Kennedy, we have four. We have portable AC units in all of our classrooms and there are times when many classrooms have their portable ACs running. But an electric breaker goes off, all the classrooms lose power. The breaker is reset. Teachers are told that only some of them can use the portable AC units. At the same time, all students in the district should have Chromebooks. However, most schools are short Chromebooks. It does not appear that student Chromebooks from last school year were repaired over the summer as many students receive the same Chromebook with the same technical issues. With many students still waiting for Chromebooks, the students should have alternative hard copy materials. There appears to be some classrooms that do not have enough textbooks for all students or any textbooks at all. There have been major issues regarding the WI FI over the entire district for the past month, not just the past week. Many teachers experience slowing wi fi after 11.30am as you can see, teachers are challenged with many issues out of their control. This constant struggle to get the right temperature in a classroom, Chrome, Chromebooks that work for students and WI Fi that can be counted on eventually takes a toll on teachers which leads to low morale. We bring this to your attention hopes that the senior management of the district hears and addresses our concerns. Thank you,"},{"start":321800,"end":331920,"speaker":"A","text":"thank you Cindy and yeah, and thanks for sharing the experience at the school site with Us. Evelyn, I. I have the wrong spreadsheet. So do you. Are there any other speakers online?"},{"start":332160,"end":333120,"speaker":"H","text":"That's the only one."},{"start":333760,"end":353520,"speaker":"A","text":"Okay, great. And then let me just double check zoom to make sure that there's no participants raising their hands. Okay, let's move on to our next item, which is the approval of the bond consent items. Can I. We're going to approve these all in one motion. Can I get a motion to approve?"},{"start":354730,"end":357690,"speaker":"E","text":"I move to approve the bond consent items second."},{"start":358010,"end":376410,"speaker":"A","text":"All in favor? Aye. Okay, let's move on to the bond action items. And 7.1 is the approval of the pre construction service agreement with Siemens Building management for phase two of the H vac. Good evening, board, Dr. Baker. I'm sorry, there's a. Yeah, we have to turn the microphone on so we can hear."},{"start":376410,"end":376650,"speaker":"E","text":"Yep."},{"start":376650,"end":401740,"speaker":"G","text":"It's like it's my first time. Good evening, board, Dr. Baker and staff. Thank you for having us here again to talk about moving along some projects for measure S bond. So the first of the two that we have on the agenda is the approval of the agreement for Siemens building management system to help us with the pre construction services for phase two of"},{"start":401740,"end":403300,"speaker":"A","text":"the H Vac upgrade project."},{"start":404020,"end":424880,"speaker":"G","text":"The board may recall back in June, the board approved phase two of the H Vac upgrade project to be Kennedy Middle School, Orion and Clifford. So this is the next phase in design for that. And you also may recall from phase one that Siemens is the district standard"},{"start":424880,"end":428440,"speaker":"A","text":"for building management system and mechanical controls."},{"start":429400,"end":436800,"speaker":"G","text":"So on the agenda is the proposed agreement. That is a piggyback contract from Source"},{"start":436800,"end":439490,"speaker":"A","text":"wealth for the Siemens pre construction."},{"start":440370,"end":444370,"speaker":"G","text":"So the recommendation is approval of the Siemens agreement tonight."},{"start":446370,"end":456530,"speaker":"A","text":"Great. Do any of the trustees have questions or comments about this item? Okay, sounds good. Then I will look for a motion to approve."},{"start":458050,"end":459010,"speaker":"D","text":"I'll make a motion."},{"start":459090,"end":459890,"speaker":"A","text":"Is there a second?"},{"start":460770,"end":461330,"speaker":"G","text":"I'll second."},{"start":461410,"end":463170,"speaker":"A","text":"Okay. All in favor? Aye."},{"start":463940,"end":464180,"speaker":"C","text":"Great."},{"start":464180,"end":471860,"speaker":"A","text":"Thanks. Let's move on to 7.2. So that's the contracts with QKA for design services for the H Vac upgrades."},{"start":472740,"end":475780,"speaker":"G","text":"Yeah. So again, this is for phase two"},{"start":475780,"end":477620,"speaker":"A","text":"of the H Vac upgrades."},{"start":478180,"end":499650,"speaker":"G","text":"We did do an rfp, A request for proposals to all the architects in our architect pool. We received four proposals and QKA was the lowest proposal and they had experience from phase one. So that's why QKA is a recommendation for design services for phase two of"},{"start":499650,"end":509090,"speaker":"A","text":"the H Vac project tonight. Sounds good. Any questions? Sounds like a good match. Is there a motion to approve?"},{"start":513570,"end":515490,"speaker":"G","text":"I move to approve the QKA contract."},{"start":515570,"end":519970,"speaker":"A","text":"All right. And a second. All in favor? Aye. Perfect."},{"start":520920,"end":521400,"speaker":"G","text":"Thank you."},{"start":521400,"end":655890,"speaker":"A","text":"Thank You. All right, we're going to move on to our action items. 8.1 is discussion and action on the superintendent search firm with presentations and then selection. First I want to say thank you, Evelyn, for doing all the coordination work. I think you'd reached out to like eight firms to try and get people to respond and send in presentations and proposals. So that was a pretty good set of outreach. And I know you're very responsive to the other trustees that added in their additional firms. Thanks for suggesting those. I want to remind everyone tonight's an important step in our our superintendent transition. We're going to be hearing presentation from three what look like really three strong search firms, hya, Leadership Associates and Zell. Each of them are going to bring relevant experience and could support our district successfully. And so then our goal tonight, and just as a reminder, it's not to just listen and ask questions, but it's also we want to take action and select one firm. The reason it's really important to do that tonight is just the timing. We want to begin the process right away so that we can have the most robust community involvement and feedback. You know, we want to be able to get us new superintendent in place and possibly, you know, if, if it works out. I mean, I don't know if this is all going to work out, but it might be possible to even have some overlap and transition time alongside Superintendent Breaker before the end of the school year. Delaying a decision, even one meeting. And, and if we delayed it, it would probably actually go into like October or later would really push that whole timeline back a bit. So I want to, I want to encourage us all to listen and focus on fit and readiness. No firm's going to be perfect. No offense to any of our presenters, but. But each of them is really more than capable. So the critical thing is that we come together tonight and you know, we reach consensus and move forward with a partner who we think can help us recruit the very best leader for Redwood City School District. So with that, I think our first presenter is going to be Hya. Is that right, Evelyn? Okay. And then I think we said we were going to do 30 minutes for presentation and for the trustees to be able to ask question. So if you could try to keep the presentation in like the 15 to 20 minute range. Does that sound reasonable? Yeah, shorter. Shorter is fine too. And that'll give us enough time to be able to ask questions."},{"start":656770,"end":657730,"speaker":"B","text":"The one on the right."},{"start":657890,"end":658450,"speaker":"G","text":"Okay."},{"start":659970,"end":1032629,"speaker":"B","text":"Oh, perfect. Well, what I realized as I was sitting here at the. In the back is that some of My slides that I meant to skip actually got printed and are in your packet. So I may not go through every slide in the packet. Good evening. I'm Dr. Stella Kemp. I an associate with HYA. It's a national superintendent search firm. We're located in Illinois, but we serve all of the United States in superintendent search. My colleagues who will be assisting on the search are on vacation right now, so they were unable to attend. I want to start by saying congratulations to my colleague because I used to be here in this county with Dr. Baker as a superintendent in San Bruno and had the pleasure of visiting your school to as we were looking at launching the SEAL program in San Bruno park some time ago. And so congratulations to John. I think he's done a great job as I've watched from afar. And congratulations to the board also on being proactive in starting early. Do you want me just tell you when to go to the next slide? Okay, so next slide, please. As you mentioned earlier, you know, the role of this, of the board is to hire the superintendent. And that is super critical. Particularly I think in the last several years, that work has become very politicized and is. And the community watches what the board is doing because you're essentially your representatives of the community hiring somebody to lead your schools. So, hya, what's different about hya, as you look at hiring a superintendent, is that we are a nationwide company. We have the ability to recruit and we have candidates that have expressed interest in districts like Redwood City that. That we can select from to bring to you as possible candidates. And that really happens after we have done the. The community input and we kind of see exactly what the community says, what the board says, what the leaders say, what the teachers say, what the classified staff say, what your parents say, and so on. As you are looking for a candidate, we build a profile out of that candidate. Next slide, please. One of the things that I wanted to mention to you is that we have a large network, and that network includes individuals who receive our monthly newsletter. But we also have a pool of candidates that have that go to and maintain an active personnel file with hya. What's interesting about that is that, you know, very often when you're looking to hire a superintendent, the individual that's looking either to change positions or leave a superintendency to another school district is they want to make sure that their identity is maintained confidentially. They don't want their community knowing about this because it could create a problem for them later on down the road. Our large network also has A number of associates. We have associates all the way across the country. And so if HYA were selected to be the firm to represent Redwood City in this project, we would put the word out to our associates or with the profile and saying we're looking for someone with this particular profile. But in addition to that, we get uploads every night into our system so we can see when new candidates are applying to positions. And frankly, Redwood City has a great reputation, so I'm sure there will be lots of applicants for this position. Next slide, please. Next slide. Thank you. Keep going. Sorry about that. Okay, so I wanted to share with you just really briefly. These are some of the past school districts that we have done searches in the Bay Area, and a lot of them are right here in the county. And so you've seen that. Most recently we completed Santa Clara Unified, and that was led with my colleague, Dr. Valerie Pitts. Next slide, please. So this is a team right now that we have. We also have on standby Dr. Camilla Franco. She is part of our group. She usually works in Southern California, but she is helping out Oakland with some of their work that they're working on right now. And we are here, we have Spanish speaking colleagues in our team. And we will be here to support your community, to gather input. And the input is going to be a variety of different ways. And I'll share that with you in a little bit. All of our colleagues that will be representing are former superintendents. Thank you. Next slide. So generally, when you do a search, you know, you have this process where you have, you engage with your community, you build a profile, then you begin your recruitment. What I, what we will be doing is we will actually start the recruitment when we start the engagement process so that we begin to see who's out there as we're hearing things from the board and from the community. And so that we can actually, because this is an accelerated search, you want to finish this by January. So we want to make sure that we're recruiting and getting the word out. And we have a variety of different ways that we do that, through postings, through links, through our website. A lot of people who are out looking for superintendent positions actually go to the HYA site because we publish everybody's, we have everybody's openings that all the firms are posted to our site. I'm sorry about this. I should get a little bit further away from the microphone. All right. And then, then it becomes time. Once we've recruited a pool and we've, you know, we have the leaders profile now, it's time really to sort, sort through the candidates. Work with the board to identify which candidates you like to bring forward for. For an interview. And, and those that that process really involves both training for the board on interview protocols to make sure that you are. You're not violating any state or federal laws during that process. And I, I believe all the board members are new, have not gone through the superintendent search before. Is that correct? No. Yes. Okay, good. And, and so we want to, we want to protect the district and protect the board. And the role for HYA is really we are."},{"start":1032869,"end":1033229,"speaker":"F","text":"We."},{"start":1033229,"end":1209700,"speaker":"B","text":"We are your face. We are you out there in the public and, and then we protect you and make sure you do everything by the book, so to speak, so that there are no questions about the process or the interviews or the questions or any of that. That's all very clear and transparent to the candidate. One of the unique things that we do is we publish a leadership profile for the candidates that will be part of the interview process in an activity that they have to engage in. So we'll give them data about the district's finance or maybe educational data or something, and we'll give them a scenario then that will assist them in an activity that they will present when they come forward for an interview and then the transition time. And there's a variety of different things that could happen in the transition from hya, sitting down with the candidate and reviewing the community feedback to a transition with the board and helping to establish goals or coaching and so on. But the first thing that happens, I think the most important is the next few weeks, and that is engaging with the board. My colleagues will be back on the 17th of September, and we're excited to come and meet with the board shortly thereafter if we're selected and plan out meeting times, look at the survey, look at when the board wants to have their interviews, all kinds of things that are going to happen. We intend to bring the leadership profile to you at the November meeting, which would be, by the. By the way, the time that we would fed had all of our engagement, our focus groups and have all that calendar ahead of time. And then probably we'll be working closely with Evelyn on a lot of these things and getting this calendar. All right, next slide, please. All right, so I'm. One of the things I want to point out here is that as you're looking at the slides for, for us is that if you see the slides that have a blue box around it, that's really where we are different from the other firms. Next slide, please. So the. As you can see, there's a lot of different ways and all of the firms, you know, do really good job with community engagement, community input. I think what's really important is that we set up a schedule. We have a point person that we probably, Evelyn will be our point person at the district or one of the board members and we'll set up these meetings, come out here for a couple of days, meet face to face with people, and then also have an opportunity to meet with people in the evening. If it's on the weekend that the board desires that we host something for the weekend, we can schedule those focus groups and community forums. We can do it. I think by trustee area might be a good way to do that and be available just to listen. Because this is really what it is. It's listening and hearing what the community would like for two things. Where do you see the district needing to pivot or improve where some need of improvement and then what is the leadership that's to go with that. So it's kind of a two pronged thing which gets really into our survey. And that stakeholder survey is,"},{"start":1211780,"end":1212220,"speaker":"H","text":"is if"},{"start":1212220,"end":1557740,"speaker":"B","text":"you go, go a couple more slides forward. One, two, three, three slides. Slide 13. Yes, yes, thank you. Slide 13. I think it's back. There you go. Is this survey, you know, in order to build a good picture of the school district, you're also campaigning for candidates to come forward. So you want to make sure that the candidate understands what the community's desire is. So we can match the leadership style with the community needs, with the board's desires. And so what we do is we really look for assets that, that are, we look for what are the strategies or what are the qualities of a school district that has high, high student outcomes and showing growth and then match that with the right leadership style. And so we look for that and we want to hear what the community has to say and that kind of blends into that survey. So you're going to get a survey results from us. And the survey is in Spanish and English. We can add other languages if you'd like that. And we'll give a resort, a report, not a resort, a report in Spanish and English as well. And so we disaggregate it for you. So you can see, you know, what did the teachers say, what did the admin say, what did the parents say, what did. We can sort it by grade level, any, any way you want to slice and dice data. It really helps to give that information to you. And we can customize the Survey if you want to add some other, other elements to it. So I think this is one of the big, strong things that HYA does. Okay. All right, so if you go to Slide 16, please. So in our recruitment phase, one of the assets or one of the aspects of HYA that kind of different than many of the firms that are out there is that HYA is a partner with aasa. So at a national level, we're partnered with the American association of School Superintendents, and we also are partnered with the AASA and Howard University Urban Superintendents Certification Program. And that's actually how I came to know HYA was because I was in that urban superintendent's program with them. And so they have a large pool of individuals that are interested to become superintendents. They also have a partnership with CAUSA and with Alice, which are the Latino associations, national and state, and they are represented at state, national conferences. The one thing about the timeline that's a little unfortunate is that the National Superintendents Conference is in February this year. So hopefully we'll have this wrapped up by then. But the state conference, State Leadership Conference is coming up in November. So for sure we'll have have individuals there to represent hya, but the word will be out already. All right, so also, I wanted just to mention that you can also go to our website and HYA has active searches page and has a network of associates and you can see all the associates that we have across the nation who would be contributing to this project. All right, so if we can go over to slide number 19. Thank you. So because we tailor the candidate's skills with their competencies, our on our. In our candidate profile system, this allows HYA and potential candidates to match. Not saying we're matchmakers, but we do as best as we can, try to match the leadership skills with. With the desire of the district and within the system based on our. On the leadership profile that's been developed. So. And again, I want to just reemphasize that we build real. A lot of confidentiality within the system. So candidates feel comfortable with applying to us and they know that their name is not going to get released unless they have to be released. In some states, it's required that you publicly notice when you're bringing a finalist forward. Okay. All right. And if you could go to. I think you've seen the recruitment in the screening and the recruitment consideration slides. I wanted to go on to the Interview Protocol, Slide 23, and just point out that on the interview protocols that we work with the board just to make sure. That you're following best practices and all legalities around that. And we will have case study that's developed, that's based on the data brief that we prepare for the candidates, and that really helps them. And when I was applying for superintendent positions, they didn't have any of this. So I did my own data brief of every school district that I applied to. And it's. And it's a really great asset because you come in already having an understanding of, like, where that. Where some of the academic challenges might be or other factors that appear like on the dashboard. These were days before we had the California dashboard the way we do now. So a lot of research goes into helping prepare the candidates so they hit the ground running. All right. And then if you would go over to slide number 25. So one of the things that we do in the selection of candidates for the interview is we do this blindly. So we will try to reduce bias as much as possible by providing the board with the applicants. But lots of stuff has been redacted in there, so you, you know, can't make an opinion of whether it's a male or a female or, you know, Asian, black, Hispanic or whatnot. And so this is really kind of behind the scenes. We do this blind review to help you make sure that you're looking at all the candidates sort of on an equal playing field and reduce that bias. Okay. All right. And if you would please go over to slide number 31. 31. 32."},{"start":1557740,"end":1558380,"speaker":"F","text":"I'm sorry."},{"start":1559820,"end":1754200,"speaker":"B","text":"So one of the things that that Hya does is part of our recruitment is we create a portal for the board. And in that portal we do. We dump all of our documents in there. We have everything there for you. So we try not to print anything out. We can if you'd like for that to happen. And if you go on to slide number 33, you'll see the. The examples of things that are in. In that. So we have all the updates, we have our zoom links, we have our. Our candidate posting. You can go. It's linked there. You can go to it. You can see the interview schedule. You can see all of the different things that we have in place for. For the board to help them through this process. And it's available 24 7. And of course, Valerie and myself and Bob will be available 24, 7 for the board as well. 24. 7. 7. Maybe 22. 7. Anyway, so I wanted to just kind of, in closing before I move on to the timeline is I wanted to talk a little about the interview process. You know, I, Eric knows this. I was always a bridesweight bridesmaid, never the bride. I was like number two. I interviewed so many times before I became a superintendent and I've been through a lot of interviews and I've been where the board has decided that they want to do a community forum and they bring a group of people in and they do that. I've been in interviews where it's just the board at the Audi dealership in town, you know, they were, you know, hiding, hiding from the small community and they had us off site. I've been in interviews where they had us do group interviews. So there's a lot of different ways the board may want to do their interviews. And so we'll talk with the board, find out what's been done in the past, you know, look at what the best practices are and talk about the pros and cons of all the different ways that you guys could conduct the interviews, whether you want to bring in a community group, just you knowing the complications that might arise around that. So with that I'd like to go on to slide number 30. It's the next one. It's a timeline slide. So I was, I tried not to be too specific on it, but I think looking at the timeline, September 15th, 16th through the beginning of October would really be that first set of events. We would launch the survey as soon as we have that ready to go. So that could be earlier in September, that would go through November, December. We're going to try to wrap all of that up. You know, you might want to keep the survey open a little bit longer. But our survey is, it's in house developed and research based. It's really targeted on leadership qualities and high performing school districts and looks for that match. And then we develop a leadership profile along with the profile of the district. We'll present that to the board in November. And then I'm looking at interviews probably after CSBA. The 12th and 13th of December is kind of what I had penciled in. Again, my colleagues are in Europe, I can't ask them so but we'll be here middle of December and then with the appointment in January. So that is kind of very quickly an outline of the process for HYA Superintendent search."},{"start":1755640,"end":1767240,"speaker":"A","text":"Thank you. I see the next one's question, so I will turn to the board and see if anybody has questions that they'd like to ask. Jen, please start."},{"start":1767560,"end":1775700,"speaker":"D","text":"Thank you for that. I was just wondering in terms of when you present the slate, what information is coming with the candidates that you're providing us."},{"start":1775700,"end":1798060,"speaker":"B","text":"Yes. So we have, we'll, we'll do our due diligence. So we'll, we'll start reference. We'll start reference checks on the people that they provided to us. We'll do the deeper, want deeper, deeper reference checks following the. As we get closer to the interview. So once you've decided, okay, we're going to interview these five people, we'll go and start doing our deeper reference checks. But we'll do initial reference checks at the beginning when you bring the slate."},{"start":1798060,"end":1801370,"speaker":"D","text":"How can any, like analysis against the leadership profile. That's Bill."},{"start":1801690,"end":1818810,"speaker":"B","text":"Oh, yes. All of that. Because we will tell you that and that match when we bring the slate to you. So we'll say this person has the strengths in, you know, ELD development and budget development and, you know, fiscal services or something like that. Yeah, we'll bring all of that to you with that."},{"start":1820970,"end":1821330,"speaker":"F","text":"Great."},{"start":1821330,"end":1821690,"speaker":"E","text":"Yes."},{"start":1821690,"end":1823770,"speaker":"A","text":"Anyone else? David?"},{"start":1824090,"end":1866560,"speaker":"E","text":"Really appreciate the presentation there. I do have some hard questions. I have them for the other ones, too. So it's not just you, but there was a case where a Minneapolis board had to rescind an offer just a couple days after extending because of discovery about a candidate's performance in a prior role. There's another HYA pick where a superintendent was recommended in Flint whose resume included degrees he didn't earn, and a Nashville pick resigned after turned out that they didn't have full disclosure about what happened with two prior posts. So I'm just wondering, what are you going to do differently to better diligence the candidates that your firm presents us than happened in those cases?"},{"start":1867200,"end":1910750,"speaker":"B","text":"So I can't speak to the work that happens outside of the California myself, Valerie. And yes, that group. I think that due diligence, like, for example, you know, personnel records, and sometimes they're not public sites. You know, you may not know that. And there might be examples of why a information was found out later. Of course, when we're doing our due diligence, we're turning over every leaf that we can. Yes. And so we're doing, you know, Google searches, calling, calling people off the list. So that's the thing. It's like when you do your first reference checks, you're looking for people, they put down their friends, but then you do the second one, you're diving deeper."},{"start":1911460,"end":1913700,"speaker":"E","text":"And that would include like, degree verification as well."},{"start":1913940,"end":1915700,"speaker":"B","text":"Yeah, absolutely. Yes."},{"start":1915780,"end":1916340,"speaker":"C","text":"Okay."},{"start":1918900,"end":1939130,"speaker":"G","text":"David, I think you mentioned that some of your colleagues are also doing some other work in Oakland, and it sounds like right now is maybe a little bit of an off Season compared to relevant other engagements relatively at any given time. How, how many other engagements are. Would the team. Is the team typically working on?"},{"start":1939850,"end":1954970,"speaker":"B","text":"Well, right now there aren't a lot of superintendent searches occurring, so that usually starts to spool up after the holidays. But we are working on strategic planning and coaching for school districts, I guess underline."},{"start":1954970,"end":1961050,"speaker":"G","text":"My question is everyone wants to be the special snowflake, right. And get all the attention."},{"start":1961130,"end":1961610,"speaker":"C","text":"Yes."},{"start":1961930,"end":1974670,"speaker":"G","text":"But obviously they're competing demands. So I'm trying to get a sense of, of what is the. What are the other competing demands? Like what does that realm look like for the associated consultants that are working on your team during this time period that we're projecting?"},{"start":1975390,"end":2031550,"speaker":"B","text":"I think the competing demands would be those who have travel arrangements already that can't be rescheduled. I actually have a wedding, my daughter's wedding in October, but I can be here. We'll work around that. But you know, for the most part, I think that some of the engagement, like if we do the engagement at the very front end, like early October, then it's just a matter of putting the profile together, looking at the survey results, making sure we're working with Evelyn to get push out messages through your communication channels, you know, letting you guys know how many respondents we've had. Let's do another push to get people out there and so on. So it's really, you know, getting the system set up up, doing the face to face early and then letting all of that. So middle of October when my daughter's getting married, to, to. To let that sort of, you know, start to start to come in."},{"start":2031630,"end":2041670,"speaker":"G","text":"Got it. So I think sounds like the heavy lifting is up front and then that hopefully is leading to a relatively light lift through the majority of the process in your view."},{"start":2041670,"end":2042190,"speaker":"A","text":"Okay."},{"start":2042190,"end":2058889,"speaker":"B","text":"And then we'll come back in November with a presentation and then in. And then, and then start working on. We may have to have a session, you know, board workshop on. Or special board meeting on the interview and all of that stuff. So we'll do that. That's all happens in closed session, that piece. Yeah."},{"start":2060489,"end":2085050,"speaker":"G","text":"Separate question. I would be curious to hear if you have any, any experience or anecdotes that you can speak to where you've worked on community engagement, the full community, where the communities may be fragmented in some ways, either racially, socioeconomically, linguistically or otherwise. If you can share any, any challenges or experiences that you've gone through, where you've worked through that sort of dynamic."},{"start":2085130,"end":2192650,"speaker":"B","text":"Oh, I don't know which one to pick. Should I Pick the school closure in. In San Bruno park, please, if you'd like. So when I was appointed superintendent in San Bruno park, the county was. It was short on state receivership, and the county said, you need to close three schools. And my first day there, actually, even before I took the job, I drove the district and I went, there is no way you can close three schools because you have the school down on El Camino. Then you had the hillside going up to 280, and then you had a school above 280. And I said, how are we going to get. Move people around? It was impossible. Someone negotiated that, but we ended up having to close. We, you know, we negotiated two schools instead of three, and then started looking at the impact of this. And there were a lot of people that came out and in this schools that I was recommending, one of the two schools I was recommending actually did not. Did not get selected for a potential consolidation. So then we had to think about, okay, so what are we going to do? Given the access to the school that was. That we were recommending for consolidation was on the side of a hill and very challenging to get to. We had to regroup. So through this entire process, though, we were out talking to the schools. We were getting input. We were asking for alternate solutions. We tried to develop out those alternate solutions. And then finally, when it came time, we said, let's do one at a time. We're going to do one at a time. So we ended up closing the school that was the smallest, that had the most students that were on intradistrict transfers. And then in the process, it was a very simple process of redrawing the boundaries, because we basically had El Camino, and we had. What is it? East of El Camino, west of El Camino. And that's kind of how we drew our boundaries and we were able to balance the students out in other existing campuses."},{"start":2193120,"end":2211680,"speaker":"G","text":"So I guess maybe more of the question is focused on the community engagement piece to get a sense of how you were able to ensure that you were getting input from the wide variety. Obviously a very complicated situation, but I guess, yeah, how are. Tactically, how are you doing that? And then how are you able to ensure that you were actually getting the views of multiple."},{"start":2211920,"end":2259810,"speaker":"B","text":"Yeah, so we had a committee, and we engaged our committee to help us get to the parents. So they understood a. The story that they were like, understood exactly what was happening. So we leveraged, in this case, a superintendent search. You would leverage your principals to get your or your PTA presidents or the board Members to, you know, to help us engage the community, get a message out inviting the community to come to a forum or to an open house. You know, all those kinds of things are really kind of word of mouth, but also the publications and then making opportunities available. Like, you know, we created, for example, we created a webpage that was a Q and A page. If somebody had a rumor, rumor, you know, I heard a rumor, send it in, and then we would, we would respond to that rumor. So we would. Were able to keep the message straight. Yeah."},{"start":2260690,"end":2262770,"speaker":"G","text":"Did you have a question? I have one more, but I think"},{"start":2263010,"end":2264690,"speaker":"A","text":"I wanted to give Cecilia a chance."},{"start":2266370,"end":2289780,"speaker":"D","text":"Thank you again for the presentation. And my question would be, obviously you're going to try to find the best fit candidate. At the end of the day, is going to be up to the board who they decide to hire. And from your experience and placing superintendents, how long do they stay at a school district?"},{"start":2294020,"end":2296260,"speaker":"B","text":"Hya candidates?"},{"start":2297220,"end":2297620,"speaker":"F","text":"More."},{"start":2297620,"end":2334300,"speaker":"B","text":"More than 95% of our candidates stay within the first, stay beyond the first term of their contract. So. But it, it. There are so many factors to a superintendent's longevity that, you know, you're trying to find the best, you're trying to find the best fit for the day that you hire the superintendent. And things change, boards change, things happen. So you try to find somebody that's going to fit the best at that point. And you know, we HYA candidates, they stay in the districts and sometimes they even move to larger districts beyond this. Yes."},{"start":2337260,"end":2342300,"speaker":"A","text":"David Lee, you said you had one more question. Go ahead, by all means."},{"start":2342940,"end":2360090,"speaker":"G","text":"I just curious very specifically for Redwood City, if you think, you mentioned that your perception is that Redwood City is an attractive district for potential candidates. Curious what specifically, what, what assets is specifically you have or that you have identified for Redwood City in that respect and as well as any challenges that you foresee?"},{"start":2361370,"end":2437740,"speaker":"B","text":"Well, the asset, I think, is the strong leadership that currently exists in the district. And you know, Dr. Baker is, has, has set quite the bar, has set a high bar, and someone coming after him will have, you know, large shoes to fill because he's an amazing superintendent. And so those in the area who know Redwood City know about the longevity of leadership. They know about the solid school board, which is important for a candidate coming in, knowing that the school board is, you know, is focused on the right things. And I think that those are the two big things for candidates. They're looking for a board that is focused on every student being successful, that there is a system in place and a plan in place, and the leadership has Led that. And there will be a transition plan for the next superintendent coming in that will be based on your input, Dr. Baker's recommendations, and also what the community says in terms of what their desires are for the school district. The challenges are that there might be a lot of really good candidates that come forward. And so, you know, sorting through those and finding the one that's the best fit for the board is going to be the challenge. You're welcome."},{"start":2438380,"end":2453560,"speaker":"A","text":"Sounds like a good challenge to have. The one question I wanted to ask was just to clarify, you mentioned that there are Spanish speakers on the staff as associates. Does that mean that the community outreach events can be held directly in Spanish, not necessarily through interpretation?"},{"start":2453560,"end":2454000,"speaker":"B","text":"Yes."},{"start":2454000,"end":2457720,"speaker":"A","text":"Okay, great. 20 seconds. One more question."},{"start":2458280,"end":2467880,"speaker":"E","text":"David Weekley, you mentioned that there aren't a lot of other superintendent searches happening right now. Are we doing this process, strangely, to go and pull things up so much?"},{"start":2468120,"end":2468440,"speaker":"H","text":"No."},{"start":2468440,"end":2478520,"speaker":"B","text":"I know Sonoma Valley is doing a superintendent search for a superintendent right now that's being run through the Sonoma County Office of ed. But otherwise, that's the only one that I know of in the area. There might be others. Others."},{"start":2479080,"end":2481240,"speaker":"E","text":"But it's more just coincidence that nobody else."},{"start":2481240,"end":2482240,"speaker":"B","text":"Just coincidence. Yes."},{"start":2482240,"end":2482680,"speaker":"C","text":"Thank you."},{"start":2483240,"end":2486960,"speaker":"A","text":"All right, Dr. Kemp, thank you so much for coming and presenting Hya. For us tonight."},{"start":2486960,"end":2487880,"speaker":"B","text":"Appreciate it. Thank you."},{"start":2487880,"end":2491720,"speaker":"A","text":"Yeah. We can move on to Leadership Associates."},{"start":2492040,"end":2492440,"speaker":"E","text":"Right."},{"start":2497560,"end":2509890,"speaker":"A","text":"And I'll. I'll give the same time kind of constraints, you know, we want to maybe keep it in the 15 minute to 20 minutes for the presentation side, and then that'll give us 10 to 15 minutes for the trustees to be on last questions. Perfect."},{"start":2539820,"end":2624300,"speaker":"H","text":"I'm up. Well, good evening, and thank you all so very much for allowing us to come and make our presentation to you. We certainly appreciate it and are very, very happy that we were one of the firms selected for you to take a look at. So next slide, please, please. So this is your team. My name is Jackie Horsch. I was a superintendent for nine years in San Jose in Union school district. I was also. I do just a lot of things as Eric and I both do. I teach in the administrative credential program. I do superintendent coaching. I do board workshops. So I've had an awful lot of experience, and I have been doing searches for the last nine years. And I. Full disclosure, I did work for a large national search company for a short while before I joined Leadership Associates. And I say that because when I was listening to your last board meeting when you were talking about how you were going to select a search firm you talked about wanting to really see what's the differentiation. You're going to see very much the same, same processes. So we're going to focus on trying to let you know what's the difference between these firms. So I'll let Eric introduce himself next."},{"start":2625660,"end":2669700,"speaker":"C","text":"I'm Eric Andrew. I am a retired superintendent of the Campbell Union School District, which is an interesting district in the sense that it's 12 schools. Six were title one, six were affluent. So it was quite the dichotomy to make sure that all of our students got the same type of education along the way. I will tell you that this is my only search. I've been very discreet. I'm very discreet on taking searches. I only look at districts where I feel like I want to make a difference in that district. And I think I want to work with this particular board in this community, and so I can dedicate myself to this particular search. The only one that I have, the only one that That I volunteered for was Redwood City."},{"start":2672260,"end":2700670,"speaker":"H","text":"I'm not sure he volunteered. He was solicited. That being said, let me introduce, by way of her picture, the third member of our team. She will be boots on the ground, but she's in Turkey right now. I received her latest email and she couldn't make it. Didn't feel she'd be able to zoom in. But she is a fluent bilingual Spanish speaker, and she will be right here working with us. Between us, Eric. Eric, how many searches would you think we've done?"},{"start":2702430,"end":2704270,"speaker":"C","text":"Probably in the 40s."},{"start":2705070,"end":2830000,"speaker":"H","text":"Yeah, we have a lot of experience. Many of the searches that you're going to see in your packet, Eric and I have done together some of the other searches I have done with Blanca. So we're a very experienced team. Next slide, please. So, speaking of teams, I really want to point this out. As one of the differentiators, we have our search specialists. And you'll see Linda, Penny, and Serena. They have all been executive assistants in school districts. So they're going to be working really closely with Evelyn. They know what it takes, and they know what her job is. So they will be providing 247 assistance both to her and, you know, your board liaison, the board president, or whoever you select. We really believe that you need to be communicated with. You're going to get weekly updates from one of us, possibly all of us, so you'll be kept in the loop the entire way through the process. One of the things that we believe strongly in, and I'm sure you do, as a board, no surprises. This search is your search we customize it however you want to do it, and we know that you need to be in the loop on every step of the way. Thank you. Next slide. So I want to let you know that we didn't bring a canned presentation. We looked carefully at your criteria. We tried to design our presentation to specifically meet what it was that you said you wanted. And I remember hearing that you wanted clarity and differentiation. So this gives you just an overview of our process. And it's going to sound an awful lot like what you just heard, because the processes are very similar. But as we go through the process, we want to point out what makes us different. Why would you select us instead of another firm? So we're going to go to the next slide, and we're going to ask you to take a look at that next page on your handout, please. Okay."},{"start":2830000,"end":2830280,"speaker":"C","text":"So."},{"start":2830280,"end":2870270,"speaker":"H","text":"And I didn't bring my hand out with me. So one of the things I want to talk to you about is the process we're going to use. And that will be the initial meeting that we're going to have with you. And hopefully you have it there. Everybody have a chance to look at it. We're going to finalize the timeline with you. So on that very first meeting that we have, we're going to go through all of those questions in the initial meeting so that we can find out what works for you. How do you want to do this? When do you want to do it? And make sure that the calendar is set for the entire process. And this is going to be done in an open session so your community will understand what we're doing."},{"start":2873150,"end":2941460,"speaker":"C","text":"One of the questions that was asked before was, how do we know that we can hear the voices of the various community members? And what we will do is ask you specifically, who are the voices that we need to reach out to? And who are. Who are the voiceless? Who are the communities that you have here who you have not had a chance? They've not come to your meetings, they aren't as engaged. And what we've done in the past is we are willing to go to those communities. An example, I was in a situation where there was a apartment complex, very large complex, very much a pillar in the community, but the parents weren't involved in the school. We went to that apartment complex to do the community input. We didn't wait for them to come to us. And so we're willing to do those types of things, but we want to make sure that we hear from you. And as we are working with other community groups, and they. We will ask them the question, who's missing? Whose voice is missing in this group and who else do we need to reach out to? And so as a result of that, we are willing to have as many community input sessions as we need to make sure all voices have a chance to participate."},{"start":2943220,"end":3108490,"speaker":"H","text":"And I want to point out that when you take a look at fee structures, you're going to see that the fee structure of most of our competitors has X number of days that they're going to do. That's not us. What Eric is telling you is the absolute truth. I can't. We spent two weeks doing community input sessions because it was a district that had a lot of. A lot of different stakeholders. We've talked to fire chiefs, we talked to city council, we talked to whoever it is that you want us to talk to. And that's why it's so important during this initial meeting for you to identify all the various groups in your community. Now, that doesn't preclude the survey, because we're also doing a survey and we do it in every language that you would like us to do it in. There's no extra cost. And again, I think when you take a look at our competitors, they're going to have a survey, but their survey has an additional cost. Our survey has the same analytics in any language that you want, and there's no hidden fees. We're not going to nickel and dime you. We're here to serve you, and that's what we believe we do best. So going along with that, you can see that we're going to talk with you in this initial meeting about all of these things and most importantly, finding out from you, what do you want to see in the next superintendent? What are the challenges that you need to make sure that that next candidate that you're going to look has the skills in order to meet those challenges. Next slide. And again, please look at your packet because this is far too small, but this is the timeline and hopefully it's in your packet. You can see it a little larger. We believe that we can accomplish this without any problem at all. We believe it's very realistic. There are three of us who are going to be boots on the ground here with you in addition to, as you'll hear, the partners that we have. Next slide, please. Okay, we've talked a little bit about that. We have not just a consultant, but one of our team members is Spanish speaking. We talked about the survey in all various languages that you need. One of the things that's important for us is finding out from all your stakeholders what the entire community, those voices that may not be the loudest, what does everybody want? And we put that together in the position description. And that's what we use as we advertise and recruit, which we'll be talking about in a minute. And then you are going to get an executive summary of all of the input that we have. And in addition to that, you will get all of the actual raw data with all of the comments and everything from both the stakeholder input sessions as well as the survey. Eric,"},{"start":3111370,"end":3335010,"speaker":"C","text":"next slide, please. One of the unique differences with Leadership Associates is that that we are all partners in the firm. We're not consultants. This is our main job. And so every other Tuesday, we just had it a couple of days yesterday. Yesterday we have meetings with all of the partners and we discuss every single search. So although Jackie, myself and Blanca will be the faces here, the reality of it is you will have all of our partners as a part of this particular search. And that makes us very much unique. You see, we cover California. Well, yes, we are California centric, absolutely. But we do have a wide range of national presence because as we are considered the number one search firm, people come to our websites and we get people who are applying from around the world, actually not just nationally, but around the world for our positions. Next slide, please. Our advertisement. We will put in all the trade magazines for those of you who are familiar with Ed Cal, which is the California association of School Administrators magazine. It's probably the one newspaper newsletter that's read from the back forward because all of the jobs are in the back. And so people look at that. We will absolutely advertise this there. We currently have about 1500 subscribers. We'll put it on all of the various social media aspects and those types of things, our reference checks. We do a good job of ensuring that we are doing our best to make sure that our candidates are who they say they are. And then finally, finally, we do conduct screening interviews with all of our candidates. One of the questions we ask both the candidate and the references is, what would your admirer say about you? And what would your critics say about you? And we do some triangulation about that to get a sense of if the candidate says, here's what my critics will say about me, yet the people we're referencing would have something different. That kind of was a red flag for us because that's we're looking at self awareness and so on. So we want to know how well can we get to know that Candidate. Next slide please. Please. I'll just kind of skip through this one. These are just some of the organizations that we are part of. There are others there, but very similar to our pre the previous presenter, we are a part of those organizations. In fact, one of the differences is that our partners have been the executive directors of several or board members of several of those organizations. Next slide please. Recruitment. We currently not only have a search or search firm, but if you notice our title, it's Executive Leadership. We currently have, for example, over 200 current superintendents who are part of a leadership development program. We have 45 leadership networks that we have between five and 10 various superintendents and each of those we are out there not only developing the skill set of current superintendents, but it also keeps us informed as to what's happening on the field. We're retired and so we want to make sure we're in contact with the current superintendents that they are informing us as to. Here are some of the context and the landscape that we are dealing with. We give them an opportunity not only to, to talk and to share ideas and get the best thoughts, but also it does inform our thinking as well."},{"start":3335410,"end":3546720,"speaker":"H","text":"And before I ask for the next slide, so I am doing, I have done an aspiring superintendent series and I'm doing another aspiring superintendent series this fall. So we have an opportunity to meet those candidates that are interested in becoming a superintendent and that have the experience that will enable them to become a superintendent in the future. So this is why we tell you that we believe that we can give you the deepest pool of candidates is because our business is about leadership. And we do, I think, just an exemplary job of building the leadership capacity so that we have a number of people who are ready to go into that next level. Next slide please. So one of the things that we're very proud of is that we have an electronic portal for all of you. You will be given access to all of the candidate materials electronically. You'll see everything. We don't screen it out. You see every single piece of their packet that they turn into us. Okay. We will be looking at all of the candidates. We do a pre screening interview with everyone who is a viable candidate. And I say that because honestly, you won't believe it. I had a search where a person who was a manager at three Day Blinds and was substitute teaching applied for a superintendency. So. And believe it or not, I did call her anyway. But we do do pre screening interviews with all the candidates. And one of the things about that map that you saw where all of our 14 partners are. We know people who know people. Okay? So anyone who's. Most people who are going to apply for a superintendent position have worked someplace else. And so because of that, we're able to really do a deep dive and a reference check. And unlike some of our competitors, we don't just do that with the people that you've decided are your finalists. We do that with everyone. And the reason is we're going to give you a tiered list of candidates. Now, this is just a recommendation of those candidates that we think best match what you're looking for, have the experience as well as the skills and attributes so that they can meet the challenges that your district faces. We give you these recommendations after you've had a chance to look at all of the applicants, and we don't tell you our recommendations. We allow you to look at everybody so that you have an objective look. And then we'll talk to you when we meet with you and tell you why we've had the people tiered as we do. We tell you the good, the bad, and the ugly. Trust me, there are a lot of candidates who have baggage, and we want to share that with you. It's your choice. If the baggage is something that that candidate may have that you don't feel is going to be a problem for you. If the person is selected, that's fine. You get to pick any of the candidates that you wish to interview or not. But we do try to give you at least an inkling of people that we really feel meet what we have found out in our extensive stakeholder inputs. So also, I wanted to let you know that we participate in all of the final interviews. I know our competitors do not. So we're there with you. We hold your hand. We make the questions with you. We're there to help facilitate the interviews and help with contract negotiations, et cetera."},{"start":3546960,"end":3550020,"speaker":"A","text":"Eric, just going to do a quick time check to let you know there's only about three minutes left."},{"start":3550730,"end":3563210,"speaker":"H","text":"Okay. Do you want to go to. If you look in your packet at our searches, our recent searches, if you look the last couple pages, two pages, Eric, if you'd speak to that slide 15."},{"start":3566810,"end":3591030,"speaker":"C","text":"And so one of the things you did ask as part of the profile was what are some of the searches that we've done in the Bay Area? We're base. We're Bay centric, the two of us. And so we do a lot of searches here in the Bay Area. And this. This is just an example of some of the. The districts that we've had the privilege of. Recent privilege of conducting some superintendent searches."},{"start":3591510,"end":3592350,"speaker":"H","text":"And the next slide."},{"start":3592350,"end":3618160,"speaker":"C","text":"Next slide. And you asked about regarding Spanish speaking communities. Here are some of the Spanish speaking communities that we have had the privilege of, of working with. And Jackie and I have done several of these together, in fact. So we just wanted to make sure that we are touching bases on the things that you felt as a board were important, that we were responsive in that sense."},{"start":3619520,"end":3752750,"speaker":"H","text":"And if you go to the last slide, which is the. Why us? Cost and services. Yeah. Why us? Okay, let me just close with this because I think this is what's really important. As you said at the beginning of this meeting, you're going to be making a decision. So let me let you know why. I think the decision should be that we're selected in the first place. We partner with you to make sure that the needs of your district are going to be met. We work hard to understand what those needs are. I told you about our broad network of leadership development. That's why we think that we can give you the best pool of candidates. Our website site. We're the go to place. If somebody wants to be a superintendent in the state of California, they go to leadership associates. We are the go to place for placing people. If you take a look, we're very, very committed to diversity. If you look at our statistics, last year, 66% of the finalists were either women or people of color. We've done over 750 searches in the state of California. And even though we're based in California, we've placed more national candidates in California than any other search firm. As Eric said, we're partners. There are 14 of us. This is what we do. We're not hired guns. We do this full time, well, as full time as a retired person can. And we're very active in all of the aspects of public education. We teach, we coach, we work with boards. Over 85% of the superintendents have been in their position for more than five years. And trust me when I say this, not only are our fees what we believe competitive, we have no hidden fees other than what you see on that cost structure. That's it. We don't charge you by the day. We don't charge you for the extra time. We don't charge you for the survey. So what you see is what you get yet. And yes. Sorry, we."},{"start":3752750,"end":3769350,"speaker":"A","text":"No, I was, I was going through. That's great. So you hit the last bullet. And so I was going to pivot into questions from the trustees, but thank you so much for the presentation. Really appreciate it. Who would like to. Who has a question that would like to start? David Lee, I see you look thinking, looking very question."},{"start":3771830,"end":3773350,"speaker":"G","text":"No, I think you have a."},{"start":3775190,"end":3775430,"speaker":"F","text":"I"},{"start":3775430,"end":3793350,"speaker":"G","text":"think you had the benefit of hearing the other questions. So thank you for already answering many of them in advance. I think the only one I had was left was the. I think the last one I asked was just basically if there are any challenges or particular assets that you see with Redwood City in particular that you would bring that come to mind looking forward in this."},{"start":3795510,"end":3871010,"speaker":"H","text":"Well, I know declining enrollment is always a concern. I know in the past you've closed several schools. I think everyone in the state of California of course is looking at budget reductions potentially. So that's always going to be a challenge facing districts. Hiring high quality staff because of the cost of living in your area. I think is. Is also something that's challenge challenging for you. You have in. In terms of things that I think you should be so proud of, of course, all the things that our colleague has mentioned. You have a great board. You have had wonderful, stable, high quality leadership from your superintendent in the past. You're a destination district because of the programs that you offer students. You have so many alternative programs, high quality. You serve your multi language learners and support their success amazingly. So there are just a lot of things that. That I think will be very attractive. I have no doubt that you'll get a huge pool of candidates who are interested here."},{"start":3871650,"end":3900530,"speaker":"C","text":"Eric, the only thing I wanted to add was in all of your documentation, watching your board meetings. You're student focused. Yeah, you're very, very student focused. And I think that will be an attractor for a lot of people who realize that no, they're about kids. Your board goals, they're about kids. Kids, your programs that you have for choices and so on. It's about kids. And so I think that is really something that's going to pull great candidates to your district."},{"start":3903490,"end":3905010,"speaker":"A","text":"Jen, do you have any questions?"},{"start":3906130,"end":3922700,"speaker":"D","text":"Thank you for the presentation and I like this discussion sheet for the initial meeting. I was just wondering of your recent ones, which you would consider a successful search and process. Process. What has the board kind of done to prepare or done differently or done during these initial meetings?"},{"start":3924700,"end":3973900,"speaker":"C","text":"I think most commonly is that they've read materials. They came prepared. They literally just came prepared and they asked good questions. You know, they, they challenged and pushed back and we're very much open to that. But we really want you to feel this is your search. Our role is to accommodate what you need as a district as a board and we're willing to do that, but they really have done the work. We're going to do our part by, as Jackie mentioned, giving you talking points so that when your community asks what's going on in the superintendent search, we're going to give you talking points to be able to use to let them know here's where we are in the search process. So we're not going to wait for the markers on the time points timeline to do that. We want to make sure that you and the, and the community are, are engaged."},{"start":3975180,"end":3980300,"speaker":"H","text":"And actually real quickly, the most important thing for that initial meeting is bring your calendars."},{"start":3983740,"end":3985340,"speaker":"A","text":"Cecilia, do you have any questions?"},{"start":3987660,"end":4007780,"speaker":"D","text":"Not really. I really appreciate the thorough presentation and the fact that you did your homework by listening to our board meetings prior to this. So I appreciate that. When you ask candidates or when you're looking at candidates, do you ask them the same questions to move through the qualifying process?"},{"start":4011060,"end":4067919,"speaker":"H","text":"No, if you're, well, if you're talking about the pre screening questions, because we do pre screen all of the candidate, the viable candidates. No, you know, we look at the paperwork and every, every person has different experiences. So depending on what it is that we see, we'll ask them, look, you've left your job every two years. Why have you bounced around? What was that about then? Of course, as I mentioned, because we know people who know people. We then call those other districts, the people that we know and say, hey, so and so told us this. What's this Good, you know, so it does depend on what we find out about the candidate, what we ask them when we screen them. And then after the pre screening interview, we really start getting to know those candidates that we believe will be your top one or two tiers. So we have lots of follow up"},{"start":4067919,"end":4094020,"speaker":"C","text":"contact with them yet there are some standard ones. Why Redwood City? Yeah, you know, why are you applying? What makes you a match for this district? Again I mentioned earlier, what would your admirer say about you? What would your critics say about you? And so those types are standards. But as Jackie said, as we look at their profile, that will help drive some of the other questions that we do have."},{"start":4096740,"end":4117930,"speaker":"E","text":"Dave Weekly I promise tough questions for all the different firms and I've got one for you. Leadership associates withdrew from a search in Fresno after insufficient community feedback and failing to provide community listening notes to the the board president. What are you going to do differently here to make sure that the community is fully engaged and the board can be kept appraised of the listening tour notes."},{"start":4120890,"end":4170020,"speaker":"C","text":"I can't answer all that question and the reason for different confidentiality. We willingly pull out of that search. We pulled out so it wasn't a case where we pulled out of that search for a number of reasons. But here's the thing that does happen. We're not perfect. But what we do do is go back on these Tuesday meetings, have conversations and think what can we do better? And in fact, we've had three incidents where we've changed our application to ask more specific questions based on this incidents that happened in other districts along the way. So we take it seriously, we talk about it, and our job is always to get better at what we do."},{"start":4171140,"end":4190380,"speaker":"H","text":"And let me just add also that our firm is now much more discriminating about which districts we're going to work with. And I hate to say it that way, but there are some districts that we simply will not put in an application because we don't want to work"},{"start":4190380,"end":4192660,"speaker":"D","text":"with with them there."},{"start":4192740,"end":4194260,"speaker":"H","text":"We learn from past mistakes."},{"start":4195540,"end":4217180,"speaker":"E","text":"I'm assuming that the fees that you quoted include the background checks, validation of credentials, all that. Yeah. Okay. I noticed the statistics that you gave indicate 85% success for five years. And I'm just wondering how that compares to the previous firm that presented that 94% succeeded in making it through their first term. Like how would you compare those apples? Mortgages?"},{"start":4217340,"end":4227180,"speaker":"C","text":"Well, the first term is typically three years, a three year contract. Whereas ours we're talking about beyond that three year contract. But for five years."},{"start":4227340,"end":4227900,"speaker":"G","text":"Yep."},{"start":4228460,"end":4232620,"speaker":"E","text":"And would you say that that compares favorably with other firms in general?"},{"start":4233500,"end":4280610,"speaker":"C","text":"I think we are by far have the longest longevity. We are very serious with the candidates you were asking are the common questions. If we bring a candidate forward for your your top 1, 2, 3, 4, 5 or 6 candidates, I will tell you we are very serious with them. We need you to stay five years. Second of all, if they choose not to and they want to apply for one of our jobs within the leadership associates, we will not take them on. We will tell them you cannot apply for that particular job. So that's one of the reasons and how we are able to do that. But we talk about about it. No, the expectation is five years. After five years, all bets are off. To be frank with you. But five years is what we tell our candidates."},{"start":4280770,"end":4281330,"speaker":"D","text":"Thank you."},{"start":4284290,"end":4299450,"speaker":"A","text":"Other questions in the last minute I'll ask the same one just to absolutely make sure that because you have a Spanish speaker on your team does that that means the community outreach to the Spanish community will be held in Spanish, not through trans translation."},{"start":4299450,"end":4299770,"speaker":"E","text":"Right."},{"start":4299850,"end":4311050,"speaker":"C","text":"I almost Recommend both. Okay, let's recommend both. I, I, I do, I think there will be some who would be more comfortable if that's the format that you've used in the past, not only translation."},{"start":4311290,"end":4313290,"speaker":"D","text":"Exactly. Yeah, exactly."},{"start":4313290,"end":4313770,"speaker":"B","text":"Perfect."},{"start":4315370,"end":4327530,"speaker":"A","text":"All right, well, Dr. Horsch and Dr. Andrew, thank you so much for coming and presenting Leadership Associates to us tonight. I see that we have Zell online, so I think we can switch to our next presentation."},{"start":4327610,"end":4329810,"speaker":"C","text":"Thank you guys and so much love to, to you."},{"start":4334450,"end":4335170,"speaker":"F","text":"Hello there."},{"start":4336530,"end":4337010,"speaker":"A","text":"Hello."},{"start":4339250,"end":4369740,"speaker":"F","text":"I, my name is Jeff Melendez. I apologize for the, the, the, the background here. I'm, I'm actually at a truck stop on my way home from an all day flight back from Bogota, Colombia where we were doing some work. And so I apologize, but I'm really of this opportunity I had sent. Am I showing my screen or would, are, are you guys going to share our presentation?"},{"start":4371020,"end":4372420,"speaker":"B","text":"Jeff? Whichever you prefer."},{"start":4372420,"end":4373740,"speaker":"D","text":"I have it ready here."},{"start":4373820,"end":4376460,"speaker":"B","text":"Or if you want to share your screen as well. That works."},{"start":4377820,"end":4381820,"speaker":"F","text":"Yeah, I can share my screen. That'd be great. Just give me one moment."},{"start":4389750,"end":4390150,"speaker":"A","text":"Okay."},{"start":4393830,"end":4394310,"speaker":"F","text":"Okay."},{"start":4394310,"end":4406310,"speaker":"A","text":"Can, can you see that it hasn't quite loaded? Sorry, it hasn't quite loaded up yet. Okay, we see, we see that you started screen sharing, but not the content."},{"start":4408070,"end":4410550,"speaker":"B","text":"Hmm. I can share my screen."},{"start":4410630,"end":4413910,"speaker":"A","text":"Evelyn, do it. And then you can just next slide during the presentation."},{"start":4414150,"end":4428630,"speaker":"F","text":"Okay, sure. That's not a problem. So I'll stop sharing. Evelyn, I had sent, I had emailed you a slightly updated one. I don't know if you saw that or not, but if not, that's fine. There was only one little thing which I can point out."},{"start":4428790,"end":4431310,"speaker":"B","text":"Yes? I opened up the one you just"},{"start":4431310,"end":4432150,"speaker":"A","text":"sent me via email."},{"start":4433030,"end":4434950,"speaker":"F","text":"Oh, great, great. Thank you so much."},{"start":4435110,"end":4446130,"speaker":"A","text":"So I want to start just by setting the time expectations. We're like 30 minutes for the whole thing, maybe 15 to 20 minutes for the presentation. And that'll leave the trustees 10 minutes to ask questions."},{"start":4447410,"end":4450610,"speaker":"F","text":"Absolutely. We'll be, we'll be right in that time frame. No problem."},{"start":4450610,"end":4451810,"speaker":"A","text":"Outstanding. Thank you."},{"start":4452290,"end":4557860,"speaker":"F","text":"Okay, so thank you. If you could go to the, the first slide there, Evelyn. Thank you. So just a quick little bit about our firm and a little bit about me, and then I'll have a couple of our team members introduce themselves who are here this evening. So I've been in education for my entire career, 25 years. Years. Was a teacher, principal, superintendent on the east coast. I was an adjunct at Teachers College, Columbia university for about 12 years, where I did my graduate work and started ZEEL three years ago. And our approach is a little bit different than the leadership associates who just presented. We don't just do superintendent searches. In fact, our goal is to be the. The firm that can do and help in any type of need that a school or district has. We have over 100 consultants with a wide, wide variety of specializations and interests and passions. And so we like to think of ourselves almost like comparable to the Mayo Clinic. A patient comes in and doesn't exactly know what he or she needs, but. Or may know, but we bring the specialists to them. And so. Audit. Doing one in Minnesota right now. We're doing another one in Connecticut right now. We do leadership coaching. We do professional development, financial audits. We do just about everything. I'd like if you could click to the next slide. I'd love to just have my colleagues do a quick introduction of themselves. Themselves. David, I believe you can go first. Good evening, governing board."},{"start":4557860,"end":4559380,"speaker":"G","text":"My name is Dr. David Miyashiro."},{"start":4559380,"end":4563980,"speaker":"B","text":"I'm currently the superintendent in the Cajon Valley Union School District and have been"},{"start":4563980,"end":4566660,"speaker":"G","text":"in California schools for 25 years, five"},{"start":4566660,"end":4568100,"speaker":"B","text":"different districts, and have been working with"},{"start":4568100,"end":4569740,"speaker":"A","text":"Zeal for the last couple."},{"start":4569740,"end":4577980,"speaker":"G","text":"And I'm really excited to share this process. Some of the innovations in search and the fact that my sister Zandra Jovin"},{"start":4577980,"end":4579150,"speaker":"B","text":"and I are on the committee I"},{"start":4579150,"end":4582750,"speaker":"G","text":"think strengthens with two sitting, very successful California superintendents."},{"start":4582990,"end":4583550,"speaker":"B","text":"Thank you."},{"start":4588510,"end":4591470,"speaker":"F","text":"Sandra, do you want to introduce yourself there?"},{"start":4593310,"end":4627680,"speaker":"D","text":"Absolutely. Thank you. It's an honor and a privilege to be in front of you today to share a little bit about our expertise as a team. I've been a educator in California for over 30 years, been a seated superintendent entering my 9th year in all levels of school districts, from preschool all the way to 12th grade. And I bring to you expertise from the state of California, working very close to the Bay Area in the Salinas Union High School District in the Monterey county area. So very familiar with the Bay Area and of course, California. Honored to be here."},{"start":4630400,"end":5264500,"speaker":"F","text":"The other person on this search, if we were to be awarded this opportunity, is Dr. Ian Salt. I'm sure you were able to read his bio. He's the superintendent in Everett, Washington, and just incredibly well connected. All three of the people that would be on the search. I would also be a part of this team and very active in the process. But they are all current sitting superintendents with recent knowledge of all of the. The opportunities and challenges that are being experienced in the field of education and in, you know, across the country. If we can go to the next slide, please. So you've just sat through a few presentations. I was able to Listen to the leadership associates on the call. So I won't go through, you know, all the, all those details. What, what you will see though obviously is that there's a lot of over overlaps. Most national search firms are going to have teams of experienced superintendents. The differentiator being in our case that our, our superintendents are not retired superintendents, they're, they're active superintendents. So they have maybe a little bit more experience with the currency of, you know, what is happening. All firms are going to talk about how they engage stakeholders. We, we think that is essential to this and we go, go in my belief a little bit, a little bit further in some ways to do that. Any search firm that is good is going to, you know, do leverage their extensive national network. I have a, Almost, almost a 10,000 followers on LinkedIn which has been, which has been, you know, exciting to, to almost get there. And like I said, we have a hundred, over 100 consultants from around the country. And so we have an extensive network as well. And all firms are going to describe, and I'm sure my, the other firms also described how they're going to, you know, screen applicants and narrow the field and recommend strong candidates to the board for interviews. If you can go to the next slide. So a couple of things that I think differentiate, zoom, Zeal in, in this and so you can see these here I'm going to walk through pretty quickly. So if you can go to the, the next slide, the first one is concierge level service. And, and what I think about, when I think about the word concierge, it's anticipating needs. So what we do is we really, and I'm sure you've heard this from other firms, you know, have a planning meeting. We, we actually delineate very, very clearly really what roles and responsibilities Zeal has, what roles and responsibilities the board has and what roles and responsibilities we have together. So that's our chronological search timeline. You can see that there. And it's more detail in your proposal that's important because it really clarifies expectations and we want to, and we think about this concierge level service as, as eliminating anything that would take away your ability to focus on choosing the right leader. So we try to handle all the things from, you know, having professionally designed invitations to members of your community to let them know that the board wants to hear their input, providing every, providing every week a progress report that can be, you know, transmitted easily, easily to your community to give updates on your website or through your email or other social Channels. And in terms of concierge, we, we go way above and beyond. I think we support, with, you know, if you'd like, to the extent that the board wishes negotiations with a successful candidate. We help with the development of an entry plan, which is a very important piece. We help with onboarding of the superintendent independent. And I'll get into a few other details and things that we've included in this proposal. We really pay attention to detail. You can go to the next slide. Proactive stakeholder engagement. So I know you've heard and actually I was really impressed with Leadership Associates. I heard them talk about, you know, going to where the people are, and we did a search in Rock Hill, South Carolina. We take that very seriously as well. We had a community of Native Americans on a reservation. We went and sent our team to the, to the reservation to, to listen, to hear, to really proactively engage people in the community. A lot of firms will say, we sent out a survey. We go way, way, way beyond that. You can see the engagement calendar. That's a sample. The yellow are the virtual meetings. The blue are the in person meeting meetings. We do virtual. We do in person. We do town hall meetings, meetings with individual board members, meeting with every conceivable group that you think is important for us to hear. And what this does is it really makes sure that the stakeholders in your community know that their voices matter and have an impact and influence on the, on the superintendent. The leadership profile that we develop. Develop. I will talk. There's another piece. I'll go to the next slide and we'll talk a little bit more about that. So when we talk about surveys, you know, I did, I, I, I'm very familiar with Hya and, and I know that Leadership Associates also does a, a multilingual survey. They, they mentioned we don't charge extra either for that. Of course, we don't charge extra for, for anything. Everything in the proposal is pretty clear. If you have your phone and you wish and you could see that little QR code, it'll give you a chance to actually experience what thought exchange is. If you're not familiar with thought exchange, it's been around for probably two decades. It's a, it's a very, very exciting way of engaging people in expressing their views. So whereas most surveys are developed to force you into choosing from several options, a thought exchange will ask the question, you know, we could develop it however we want, but typically they say, what's your priority for the next superintendent of schools? And what that does is it allows and you can, the person taking participating can experience this in over 100 languages on their cell phone. And then when people start writing their thoughts thoughts and, and adding those, they get to star those thoughts in real time. It all gets translated, languages are translated. It's pretty phenomenal. And, and then the, the thoughts that have the greatest merit by the highest star rating get moved up and, and then so we use this data to inform really you know, what the people that are participating think. So so in terms of engagement, we go to where people are. We do it virtually do it in person. And we also use thought exchange to develop that leadership profile and to really engage folks if you want to go to the next slide. Another thing that we think differentiates us is we've come up with these six Personas. Now I would love to tell you that the superintendent we find you is going to be of part perfect and can do everything. But that's just not, that's not the case. Different superintendents, different leaders have different skills and dispositions and proclivities. And so depending on the needs of your community at this time, which may, you know, be different than when you hired your previous superintendent, we use this as an additional lens to help the board think through and evaluate can candidates. So is, is instruction a concern right now? Maybe you need an instructional leader. Is are there crises that are going on in your community? Maybe you need a crisis manager. Maybe you need somebody to build community. So now every superintendent and every you know, leader can adapt. So I'm not suggesting that, that, that there are these, these personality types and archetypes that, that are very fixed. But it, part of our process of evaluating candidates is we ask them and by the way this is I think pretty cool. We, we ask each candidate when they are the ones we're recommending for the slate, which is about 10 to record themselves for 90 seconds in a little video answering the question what Persona they they believe they bring as their greatest strength. Strength and why they want to be, why they're a fit for, for, for your community, for Rockwood. So I'm sorry Redwood. So, so it's a very personalized thing. So you get to not just read resumes but we, we curate a package for you and we show these 90 second videos and you get to really meet the candidates before you make decisions on who to interview next slide. The last thing is, and you know I know there are questions and there's always a question about a guarantee I don't like to think about. I would disagree with the, with, with respectfully disagree with leadership associates about, you know, a particular timeline and saying you have to stay five years. I mean, we want to find a fit and we want. And we met, we would measure and we're a new firm, so it's. I don't have a lot of data to, to provide you in this, but we try to mitigate the, the sort of problem of it not being a fit by ensuring that we're doing everything to support the candidate and creating a high performing governance team. We do that by facilitating a board retreat, which we've included in this proposal. And we do that by providing executive coaching with the new superintendent to make sure that these relationships and the foundation of trust is developed and ensure their success. So those are some of the things I think we do differently. And I would love to entertain some questions and would welcome my colleagues to join in and jump in where they can."},{"start":5265060,"end":5270900,"speaker":"A","text":"All right, thank you, Jeff, for the presentation. I will turn to Jen to start with our questions."},{"start":5271380,"end":5275620,"speaker":"D","text":"Thank you for the presentation. I just have one clarification question."},{"start":5275860,"end":5276260,"speaker":"F","text":"Sure."},{"start":5276340,"end":5289780,"speaker":"D","text":"Sounds like we have a pretty short timeline from what I've been seeing on the process. And it sounds like your team is all active superintendents, kind of. What is the. How does that work?"},{"start":5292740,"end":5323060,"speaker":"F","text":"Well, I think I could let them answer. What superintendents are really good at is getting the job done. And they are in a place in their careers where this is something that they are passionate about doing, doing and want to do it. And we have. I mean, I'm part of the team too. I'm part of the support. And I think we have three people on the team, plus me. I don't think that there would be any issue with that, but I'll let my colleagues respond to that because they're actively working."},{"start":5324980,"end":5326700,"speaker":"B","text":"Yeah, I'm sure that my other two"},{"start":5326700,"end":5330260,"speaker":"G","text":"colleagues both have in their contracts the provision to consult."},{"start":5330500,"end":5332680,"speaker":"F","text":"And we take vacation days when we do that."},{"start":5332840,"end":5345640,"speaker":"B","text":"We're very excited to help Redwood City in this search. Working with Zeel and seeing the process that Jeff has put together and providing coaching for new superintendents really got me excited about this."},{"start":5346120,"end":5351240,"speaker":"G","text":"And locally in Poway Unified School District in San Diego county, the recent search"},{"start":5351240,"end":5356360,"speaker":"B","text":"that they just went through, they had active superintendents from San Diego as part of the search process."},{"start":5356920,"end":5358160,"speaker":"G","text":"And I can tell you from just"},{"start":5358160,"end":5360800,"speaker":"F","text":"conversations with my colleagues, colleagues, having people"},{"start":5360800,"end":5372880,"speaker":"B","text":"that are vetting candidates, having conversations with your cabinet and your governance team about the current political issues, the financial issues, the federal and state conversations that are"},{"start":5372880,"end":5375480,"speaker":"G","text":"happening are really important to make sure"},{"start":5375480,"end":5379400,"speaker":"B","text":"that you have someone that is going to be able to handle the difficult"},{"start":5379400,"end":5382760,"speaker":"A","text":"conversations that are coming to you probably right now."},{"start":5383400,"end":5402540,"speaker":"B","text":"And especially with Dr. Baker, who has been. Been so successful Region 5 Superintendent of the Year. And the longevity is provided. Really understanding the vision of the school district and the history of the school district is important. And I think Xander and I in our current roles can do that quite well. Sis."},{"start":5404940,"end":5434840,"speaker":"D","text":"Absolutely. I concur with all of what he shared and I'll also share with you our locality. Right. So I'm not very far from you and, and being able to be able to meet with our families. And oftentimes it's not during the work day. Right. We're going to have to have evening meetings. Sometimes it's going to be Saturdays or Sundays. And those are all days that we work around. In addition to that, like my brother here, we call each other Brother Soups, Sister Supes because we take care of each other in this, this crazy world."},{"start":5434840,"end":5435160,"speaker":"H","text":"Right."},{"start":5435800,"end":5497090,"speaker":"D","text":"But we also have provisions in our contracts to be able to have additional days that if it's needed during a work day day, that's something that we absolutely could work around because we have all those days that are available. The other thing I will tell you is the availability to speak in the language of the majority of your population. I did notice you have a lot of Spanish speaking community, so to have meetings in Spanish is going to be very important to you. And as we know with hardworking families, it's the evenings is when they're going to need our availability. So. And, and in a way that they feel seen, valued and heard. And so I think that's a level that we would bring to your, to your district and treat the next candidate exactly as what I would want for my children and what we would want for our children as well. I know it's a really big decision that you have to make when you're looking at your next top official. And it's not something that you can take lightly. And so our availability to meet your needs is going to be of critical importance. Importance. And so we would make ourselves available."},{"start":5502130,"end":5507090,"speaker":"A","text":"Next question. Cecilia, do you want to. Do you have a question for Zeal?"},{"start":5509890,"end":5514050,"speaker":"D","text":"How long have you guys been a organization?"},{"start":5514930,"end":5515570,"speaker":"F","text":"Three years."},{"start":5516690,"end":5517330,"speaker":"D","text":"Thank you."},{"start":5519010,"end":5521660,"speaker":"A","text":"All right, David Weekley, how many Bay"},{"start":5521660,"end":5523500,"speaker":"E","text":"Area superintendents have you placed?"},{"start":5524300,"end":5524700,"speaker":"A","text":"Zero."},{"start":5525260,"end":5527820,"speaker":"E","text":"How many California superintendents have you placed?"},{"start":5528380,"end":5605180,"speaker":"F","text":"Zero. Those are great questions. If that is the primary criteria or concern. I certainly don't think we'd be the right firm for you. But what I will tell you is we did a search in Rock Hill, South Carolina. We're not from South Carolina. The team that I had on that project, I had a, I had somebody from North Carolina, somebody from Texas, and somebody from Ohio. And we recruited 25 qualified applicants across 17 states. So if, if that's the metric, that is of biggest concern. We don't have the experience yet. We're a new firm. But I have absolutely, absolutely no doubt and confidence in my colleagues that we understand what is central and foundational to the success of a superintendent search. And that is we can work with boards, we can work with communities, and we have a network and we understand the job and we understand how to put it all together and bring you candidates that to select from. Jeff, can I speak to that? That too. Yeah, me too. Yes. I think HYA and Leadership Associates talked"},{"start":5605180,"end":5608620,"speaker":"B","text":"about partner organizations like AXA and cspa."},{"start":5609180,"end":5610700,"speaker":"G","text":"Zandra and I are members."},{"start":5611180,"end":5616060,"speaker":"A","text":"So we are part of cspa. We are part of the Association California School Administrators."},{"start":5616540,"end":5622780,"speaker":"G","text":"Zander, I think you should share about CALSA and the work you've done for the statewide organization. But we're also part of a national network."},{"start":5623420,"end":5628810,"speaker":"B","text":"So as opposed to just posting advertisements and edc, CAL and ED join."},{"start":5629050,"end":5630490,"speaker":"A","text":"We're going to go out and recruit"},{"start":5630570,"end":5632370,"speaker":"B","text":"because we're in the in the weeds"},{"start":5632370,"end":5634490,"speaker":"G","text":"and in the trenches with the best"},{"start":5634490,"end":5636290,"speaker":"B","text":"people in the business all over the"},{"start":5636290,"end":5638810,"speaker":"G","text":"country and certainly well connected in our state."},{"start":5639610,"end":5736220,"speaker":"D","text":"Sandra Absolutely. And I'll echo that. We currently mentor across this great nation and through several organizations. David and I are both advisors to Future Ready Schools, which is based out of D.C. and are looking for a large pool of seated superintendents or aspiring superintendents. I also mentor for aasa, which is the mothership for axa. So the local California organization has cohorts academies of aspiring superintendents. And I currently mentor for not only the Latino Latina Academy of Aspiring Superintendents. I also mentor for female aspiring superintendents. Each one of the courts have anywhere from 30 to 75 members members. And I most recently joined faculty to mentor the aspiring superintendent academy. So not necessarily female, not necessarily of ethnicity, but a larger pool of all types of candidates. We meet regularly. I meet with three candidates who I've assigned to and I mentor with them virtually. And then we meet in person at the national conference which happens February, March during that time. And so we're quite a bit of our imprint is throughout the nation. And so David is very approachable, I'm very approachable. And so people often will message us and ask for advice on what they're trying to do in the in a particular, you know, event or situation that they're experiencing both in the C suite level and in the superintendent level. So our reach is pretty far. And we're very active in, in those networks to help support those that we serve."},{"start":5736540,"end":5737180,"speaker":"C","text":"Thank you."},{"start":5737740,"end":5754700,"speaker":"E","text":"I noticed the presentation put a fair bit of stock in the Thought Exchange platform, which seems like a neat platform, but many of our community members are likely to need on the ground outreach in person and in Spanish, and not just AI powered engagement surveys. So I'm curious what your plan might be for that."},{"start":5755180,"end":5884690,"speaker":"F","text":"That's a great question. Maybe we could go back to that slide where, let's see, Evelyn, it should be number two, proactive stakeholder engagement. So if you can pull that slide up, you'll see that there's a calendar that we put together. And what we do is we recommend. So it's, It's. Yeah, it's down one more. Yeah, right there. Perfect. So we recommend that the, that the board and you know, working with your tech department or whomever is in control of the website or other channels for communication, we publish a engagement calendar which, which identifies. And in this case, it was a full week of opportunities for both in person. So those are the blue ones, virtual and, and, and then the thought exchange, the surveys separate on top of that. So we will, we will do that. We will be on the boots, on the ground, in person, day or night. We also recommend duplicating the opportunities. So we don't just give an in person meeting for principals. We do an in person meeting for principals and a virtual meeting for principals. And what we do is we work with your leadership so that we don't set it at a time, set a meeting with your paraprofessionals when it would cause a contractual interference or, or a familial interference with them having to go and take care of their families. So we generate this calendar with the input of your leadership to make sure that we maximize the opportunities, and we publish it, and then we send individual invitations, personalized invitations to these stakeholder groups to make sure that they're invited. And one of the other searches in Rock Hill, we. They wanted to meet with the naacp. We sent a personalized invitation. We met at a specific location to meet with them. So, yeah, absolutely. Great question. And I'm glad I got to point out that we do virtual in person and thought exchange."},{"start":5884770,"end":5894470,"speaker":"A","text":"Thank you, David Lee. No questions. Yeah, okay. Yeah, I think this covered. Anyone? Anybody else? More questions? Go ahead. Yeah,"},{"start":5896540,"end":5908620,"speaker":"E","text":"I just noticed in the presentation there was a mention of we don't charge extra for anything. But then I did See, in the proposal that background checks were extra and that AASA and targeted email sending were also extra. Is that correct?"},{"start":5909100,"end":5967900,"speaker":"F","text":"That's correct. Yeah. Those are third party charges. So any, any third party. So publishing a, and getting a top spot on AASA's website is a third party charge charge. And then doing a, doing a, a criminal background, social media, dui, you know, state, all of that background background check is, is additional because it's, it's engaged by a third party that we, we can't handle for you. It's also optional. So you know, that's, that's your call if you want to do that. I recommend at least for the, for this final candidate that you do that third party background check. But some, some districts have their own internal processes for that, so we leave that up to your discretion. Great."},{"start":5967900,"end":5995369,"speaker":"A","text":"And I think, I mean for me, your presentation pretty much covered everything. I, I, I already got the answer to. You do hold community outreach in Spanish, not just through translation. So that was good to hear. If there are no other questions, then I can say thank you to doctors Melinda Miyashiro and Galvin for your presentation for zeal and I think we can move into board discussion."},{"start":5996650,"end":5997210,"speaker":"B","text":"Thank you."},{"start":5997290,"end":5998170,"speaker":"A","text":"All right, thanks."},{"start":5998330,"end":5999930,"speaker":"F","text":"Thank you so much. Appreciate it."},{"start":5999930,"end":6001370,"speaker":"A","text":"Yeah, we do too. Thank you."},{"start":6001850,"end":6003130,"speaker":"F","text":"Okay. Have a great night."},{"start":6003930,"end":6029440,"speaker":"A","text":"Okay. So I want to again thank all the firms for the presentations and I thought maybe to get us started we could just go around real fast and just take, take each name one strength or positive impressive you had from any one of the firms, not all of them. Just pick one strength that you wanted to do and like, let's just sort of start the conversation out with that. Can I start with you, Trustee Weekley?"},{"start":6029520,"end":6029920,"speaker":"C","text":"Sure."},{"start":6030640,"end":6041580,"speaker":"E","text":"I have to say, I really did love seeing Eric's passion and just the comparability of Campbell as a district. And this is Leadership Associates, so thought that was impressive."},{"start":6042620,"end":6046700,"speaker":"A","text":"Celia, would you like to name one strength of one one of the firms."},{"start":6048460,"end":6080350,"speaker":"D","text":"Same for Leadership and Associates. As I mentioned before, I appreciated the fact that they did their homework and not just presented, but also saw our meetings prior knows that we are here to serve our students. So I really appreciate that. Mine's for leadership. Leadership Associate also. But thinking about what I need as a board member to get through this process. I liked that they were detailed in the guiding of what are the steps, what are kind of the process."},{"start":6085710,"end":6113720,"speaker":"G","text":"I will say I do appreciate all of the presentations and the firms. It's very clear that very smart people are working on all these things and I think we would probably be in good hands with any of them. But I will also add with Leadership Associates that I think one. One strength that stood out to me was the degree to. Which is clearly customized to the specific comments that we've made both in past board meetings as well as today. So that gave me confidence of any handholding we'll need."},{"start":6114520,"end":6148130,"speaker":"A","text":"Yeah, I think I started this out saying we're going to see three firms, firms, all are qualified, all are very strong and put it there. So I think we put that together. I'm going to jump to straw poll. I think I know where it's going, but I wanted to just do this. It's not a final vote. I just wanted to do this to get a sense of where everyone's leaning so that if we're going to have a discussion afterwards. So I'll just ask you to share which firm you'd be most comfortable moving forward with if we had to decide tonight, which I'm hoping we do. This isn't lock anyone in yet. It's not vote. You know, we're just trying to see where it is. So maybe we'll go around backwards."},{"start":6149090,"end":6152530,"speaker":"G","text":"David Lee, I would go with Leadership Associates."},{"start":6152690,"end":6153730,"speaker":"A","text":"All right. Jen?"},{"start":6154130,"end":6155890,"speaker":"D","text":"I would go with Leadership Associates."},{"start":6157250,"end":6157970,"speaker":"A","text":"Celia?"},{"start":6158210,"end":6158770,"speaker":"D","text":"Same here."},{"start":6159490,"end":6164050,"speaker":"E","text":"Oh, I'd like to be the contrarian, but I'll go with. I'd say Leadership Associates as well."},{"start":6167090,"end":6188190,"speaker":"A","text":"I'm going to say it looking like Leadership Associates probably has the most support. So unless anyone feels strongly otherwise, I suggest we just. Just move to a formal motion to approve. Do we remember, like, what the language was from the memo for someone to be able to make the formal motion? Okay, can someone make the motion then?"},{"start":6188190,"end":6188670,"speaker":"F","text":"Yeah."},{"start":6188670,"end":6197190,"speaker":"G","text":"I move that the board of trustees approve Leadership Associates as the superintendent search firm to assist in the recruitment and hiring of the next superintendent of the Redwood City School district."},{"start":6197270,"end":6198470,"speaker":"A","text":"Okay. And is there a second?"},{"start":6198470,"end":6199030,"speaker":"D","text":"I second."},{"start":6199190,"end":6236270,"speaker":"A","text":"Okay. All in favor? Favor. Aye. All right, thank you. I want. I really want to thank all our three. Our three firms that came and presented tonight, this evening. I mean, it is just. First of all, these 90 minutes were super educational for me, just about the whole process, because as. As you pointed out from the very beginning, none of us have gone through this before. And so every minute that you spent here was. Was super valuable. And I really appreciate it. And Evelyn, you too. Thank you for quoting Nick, as always. Okay. Good night. Thank you. Yeah, I really appreciate it. Okay, let's move on to 8.2."},{"start":6236510,"end":6268650,"speaker":"E","text":"Just one quick remark I wanted to throw on. So thank. Thank you for helping put that together. And I also just wanted to say that we did try, and I want to congratulate Evelyn and Dr. Baker for doing pretty extensive outreach. So we actually went to many more than just three firms. I couldn't believe how few reached back out. I actually personally went and reached out to a bunch more to try and fill top of funnel, but these were the three that were the most responsive. So thanks so much for your work on the process."},{"start":6268650,"end":6281270,"speaker":"A","text":"Yeah. Outstanding firms. Thank you. Okay, let's move on to 8.2, which is adoption of resolution number eight. And this is approval of education code options for teaching assignments. Assignments. We know this."},{"start":6281670,"end":6282150,"speaker":"B","text":"Yes."},{"start":6282390,"end":6283510,"speaker":"D","text":"Any questions or comments?"},{"start":6283510,"end":6287190,"speaker":"A","text":"Does anyone have questions or comments? No. Okay. Can I get a motion to approve?"},{"start":6287670,"end":6289310,"speaker":"E","text":"I move we approve at 8.2."},{"start":6289310,"end":6289990,"speaker":"A","text":"Is there a second?"},{"start":6290630,"end":6291030,"speaker":"G","text":"Second."},{"start":6291110,"end":6291830,"speaker":"A","text":"All in favor?"},{"start":6291830,"end":6292230,"speaker":"C","text":"Aye."},{"start":6292310,"end":6292790,"speaker":"E","text":"Aye."},{"start":6292950,"end":6295309,"speaker":"A","text":"Perfect. 8.3 is the second reading."},{"start":6295309,"end":6295590,"speaker":"C","text":"And"},{"start":6299110,"end":6307330,"speaker":"A","text":"8.3 is the second reading and approval of BP 3320, which is claims and actions against the district and adopted option of resolution number nine."},{"start":6307810,"end":6308210,"speaker":"B","text":"Yes."},{"start":6308210,"end":6316090,"speaker":"D","text":"Thank you for that. I did want to point out on the board memo, there are two versions, but the one noted, one has the"},{"start":6316090,"end":6319090,"speaker":"B","text":"most recent very small edits that we needed to make."},{"start":6319090,"end":6321730,"speaker":"H","text":"So those upon approval would be the"},{"start":6321730,"end":6323330,"speaker":"B","text":"two that would be uploaded the resolution,"},{"start":6323330,"end":6326050,"speaker":"D","text":"of course, and then the board policy 3320."},{"start":6328210,"end":6341820,"speaker":"A","text":"Are there questions about the resolution, the memo? Everything's been. If anyone had questions and beforehand they've been addressed. Feels good. Okay, then. Is there a motion to approve? So move a second."},{"start":6342220,"end":6342620,"speaker":"G","text":"Second."},{"start":6342940,"end":6357580,"speaker":"A","text":"All in favor. Perfect. Okay, then remember, 9.1 we move to later. So we'll move on to our consent agenda. We're going to approve all the Items under section 10 in one motion and vote. Can I get a motion to approve the consent agenda?"},{"start":6357660,"end":6359890,"speaker":"E","text":"I move we approve the consent age agenda."},{"start":6360370,"end":6361170,"speaker":"A","text":"Is there a second?"},{"start":6361650,"end":6362050,"speaker":"G","text":"Second."},{"start":6362210,"end":6381170,"speaker":"A","text":"All in favor? I. I. Aye. Great. Then just by order of the agenda, we're going to move on to board and superintendent reports. Who would like to start? Yeah, go for it."},{"start":6382610,"end":6476190,"speaker":"G","text":"Went to the Taft ELAC principal coffee, which was great. There were about a dozen parents, which is great to see. Just the engagement general, particularly in a Bayside school, but also just the report that was clear from the principal, David and the families there. A lot of topics were covered that we've gone through before. Cell phone, chronic absenteeism, and lots of opportunities for volunteers to keep folks engaged. And yeah, I thought it was super helpful just to see that happening. Soliciting folks to join. Join DLAG can solve problems there to the extent there are any. Just again, Making sure that's the representation. And then RCF was also present and presented to check. Very helpful to have our. As we know, funds are necessary, so whenever we can get them. That was great. And then separately, I joined the Superintendent's Advisory Council meeting earlier. Again, very helpful for those who do not know, it's a way to disseminate information to all the different representatives at the different school sites. This was the English version, but great to get some questions and engagement specifically on the parcel tax effort that we've obviously been a part of. Lots of good questions and it sounds like people are thinking about a lot of the uncertainty. I think we all share similar concerns just about where we are, but I think it sounded like folks are trying to solve the problem together. So that was great. And then Dr. Baker did a great job of also just getting input. But for all the other open positions for bond oversight, all the other meaning, dlac, Budget committee, et cetera. So that was a good meeting."},{"start":6477310,"end":6482110,"speaker":"A","text":"Great. Thank you. Jen, do you have anything to report? Whoops. Coffee."},{"start":6483150,"end":6485550,"speaker":"D","text":"We had policy meeting this week, but other than that."},{"start":6485550,"end":6487790,"speaker":"A","text":"Okay, great. Cecilia."},{"start":6488750,"end":6493070,"speaker":"D","text":"I was also present on Monday for the Superintendent Advisory Committee, so I."},{"start":6493280,"end":6493760,"speaker":"A","text":"Okay, good."},{"start":6494800,"end":6496360,"speaker":"E","text":"I am bereft of things to report."},{"start":6496360,"end":6504880,"speaker":"A","text":"Yeah, me too. It's okay. Dr. Baker, anything to report? It's already been mentioned. The Superintendent's Advisory."},{"start":6506320,"end":6506680,"speaker":"F","text":"Great."},{"start":6506680,"end":6522310,"speaker":"A","text":"Let's move on to the information section. Three letters from the CBO's office for the three charter schools. Anyone have questions about the information? Rick, anything to add on top of the. What's there? I don't. I think it's your item, right? Yeah."},{"start":6522710,"end":6525030,"speaker":"C","text":"I'll just mention on the letter to"},{"start":6525110,"end":6529190,"speaker":"A","text":"Kip, there was some request for corrections and they have made those. Okay."},{"start":6529990,"end":6530470,"speaker":"E","text":"Yeah."},{"start":6532390,"end":6570310,"speaker":"A","text":"All right. That's it for information then. We are up to 9.1 again. And so we're going to do the. This is 9.1, the school board self evaluation evaluation. Discussion of results. So this is our first time we've done this, at least as when I've been on the board, a self evaluation. So I think it's new to all of us. I've been here for five years. You know, if we find it useful, I hope that we'll continue to make it part of our governing practices. According to the survey, it's supposed to be. So maybe. Maybe we can start."},{"start":6570460,"end":6570860,"speaker":"C","text":"Start that."},{"start":6571820,"end":6704540,"speaker":"A","text":"I do want to say that, you know, reuse the CSBA self evaluation. And just as a reminder, it's designed to assess how the governance team operates. Like the roles, the norms meeting craft, clarity, with the superintendent board's core responsibilities, it doesn't really judge the wisdom or the impact of specific policies. Right. So we're going to be talking more about like how we work and not necessarily whether the right thing's being done necessarily, but hopefully that if we establish great practices, you know, that should make it so that our processes will drive better outcomes for every student and keep equity at the center. And then also the other thing that I noted there was that CSBA emphasizes that this is perception data. It's not really fact, but it's supposed to spur our learning. So we'll use the self perception to confirm our strengths, identify growth areas and focus areas and then we'll set some goals. And then I guess the last thing I wanted to say is that we have, as you can see from the results, we perceive our culture is really good. So I'm. But I'm still going to set some sort of norms for this conversation. We want to listen to understand and assume positive intent. We're going to speak to the board performance and systems, not to individuals. We're going to state the governance level and not dive into operational rabbit holes. And then we're going to use evidence and examples and we will disagree agreeably. I have a, a presentation that can walk us through some of these things that I will attempt to see if I can share it if I'm allowed. Yeah. Yeah. Okay. There we go. I'm. So we'll review the self evaluation. I have a little five minute warm up exercise for us. Then we'll go into the different areas. I took an attempt to try and like pull them out and put them into focus areas for us to sort of guide this conversation. And then I think at the end of this, we're going to set three goals out of this. We'll do a little voting exercise and go through that. Okay. So the one thing I wanted to do is just round robin, one board strength you're proud of and one surprise you want to understand. David Weekley strength is just, I feel"},{"start":6704540,"end":6709420,"speaker":"E","text":"like we work really well together as a board and it's something that brings me joy."},{"start":6711750,"end":6712390,"speaker":"A","text":"Celia,"},{"start":6714950,"end":6730230,"speaker":"D","text":"that's actually my most favorite part about Rabid City. We are a cohesive team and so I appreciate the fact that again, we could maybe agree to disagree at times but respect each other. So I really appreciate that."},{"start":6730950,"end":6735590,"speaker":"A","text":"Wait, I forgot something. You were surprised of something that surprised you."},{"start":6736160,"end":6745560,"speaker":"E","text":"I didn't realize until the packet came out that we really don't have much formal process for onboarding new trustees. And it was like oh, yeah, we probably should have."},{"start":6745560,"end":6745880,"speaker":"D","text":"Yeah."},{"start":6745880,"end":6746320,"speaker":"A","text":"Okay."},{"start":6746480,"end":6746960,"speaker":"C","text":"Okay."},{"start":6746960,"end":6749840,"speaker":"A","text":"Yeah. Cecilia, you're surprised."},{"start":6759680,"end":6795020,"speaker":"D","text":"That was not a surprise. Because this. I. I felt it when I came in. But again, just because I work for another school district, I think I am going to skip the answer. I don't know that I. Jen, I agree with both David and Cecilia on the strength. And then the surprise, I guess, for me was I was surprised at the onboarding process, but seeing that it kind of. Yeah, that's not my own perspective was maybe the surprise."},{"start":6795820,"end":6798540,"speaker":"A","text":"Got it. David Lee."},{"start":6800540,"end":6829740,"speaker":"G","text":"I'll try something different. One of the strengths that I saw that was echoed during one of the presentations was also that I think we are all agreeing that we are student focused, which is great. And then one of the surprises, I think, on the flip side is despite that, there's also some unanimity among the degree to which we're setting clear goals on what that looks like or like having a system in place. So I want to understand, like, how we can move that forward."},{"start":6830220,"end":6858470,"speaker":"A","text":"Yeah, okay. Yeah. And for me, the strength is similar. Like, it's just. It's obvious the sections that are all really green. So that was. I was proud of that. And then the surprise was. Yeah, I was really surprised that nobody knew officer selection. It's kind of like right in the bylaws of, like, how to put that in that one, really. I mean, to me, I thought that bylaw was like way over prescriptive, so I was kind of surprised that the rotation wasn't known. Okay, go ahead. Yeah."},{"start":6858950,"end":6869090,"speaker":"G","text":"I think the wording was whether or not everyone agreed to the mechanism by which officers are decided. So that might have been some of the unknown people."},{"start":6869090,"end":6869730,"speaker":"C","text":"Okay. Okay."},{"start":6869730,"end":6948780,"speaker":"A","text":"Yeah. Maybe I misinterpreted it. That's why it surprised me then. Okay. So I went in and sort of looked at some strengths and I just wanted to pull them out. You can agree or disagree, we can use this as a framework here, but, you know, this kind of goes to what we just talked about. It looks like we're doing pretty well in mutual respect and confidentiality. Those kind of came up as, you know, pretty solidly green. And as a reminder, green is top two boxes score. I can't remember what they are on the top, but the top is the left and the no idea is on the right. So these were the items that fit into it. But I think there's a good culture of mutual respect and confidentiality, preparedness and meeting leadership. Thank you. But I know all the other ward presidents that were there, but everybody comes in prepared and it seems like we're doing okay on that front. Then there's unity and focus on achievement. I think you called that out. David Lee. So I think that that's, that's great that we all perceive that we're doing this, we're working well together, we're not undermining our decisions and we're focused on achievement for all students. So what I want to ask is like, what behaviors and patterns are creating these wins? In other words, like, what do we need to keep doing to make sure that we continue these strengths? Strengths. I'm going to go backwards. David Lee, you can start."},{"start":6951420,"end":6972080,"speaker":"G","text":"I think for us, and I think you mentioned this before, really having these formalized conversations and putting them on the calendar of the board, self evaluations and reflections this year for sure. This is great. And to continue doing that, I think is going to really help force us to continue to be mindful of how we can improve on all the things we're doing and maintaining the strengths that"},{"start":6972080,"end":6972720,"speaker":"A","text":"we're doing as well."},{"start":6974400,"end":6985440,"speaker":"D","text":"Jen Yeah, I agree. I think the last session we had where we were able to focus on a couple topics and also get to know each other really kind of will keep this section green very easily."},{"start":6988000,"end":6988800,"speaker":"A","text":"Cecilia"},{"start":6990560,"end":7007200,"speaker":"D","text":"I appreciate the retreats and so, and I know we've mentioned it, I know it's hard with people's times, but I think that brings us together and then we could talk about, about certain topics that could benefit the district. So."},{"start":7009040,"end":7010000,"speaker":"A","text":"David Weakland."},{"start":7010240,"end":7037060,"speaker":"E","text":"Yeah, I feel like a lot of what board meetings constitute in terms of regular day to day board meeting is like tactics and tactically executing. But I think it's important that we intermix that with strategic discussions. So things that are important but not urgent and therefore have a tendency to just get kind of pushed out. And so things like retreats offer a time for us to talk about some of those things and get those things calendared. And I'm looking forward to having us lean more into that."},{"start":7037060,"end":7150580,"speaker":"A","text":"Yeah. Okay. And then I think that behavior, I think the preparedness actually is the thing that kind of adds to all of this. It's really easy to be respectful when you've like understood and like taken the time to look at both sides or whatever it is around the issue. So I think that's definitely a behavior and pattern that we should continue to, you know, to keep creating these wins. Okay, so now let's talk about what we really want to do here, which is where are the areas that we can start at first improving. So I highlighted a few growth areas like 6 so, but you know, if you have others, by all means suggest them. Clearly. We don't believe we have a good governance clarity with the superintendent. You know, that we're, you know, this is around giving direction only at board meetings and making sure that not individuals aren't trying to direct the superintendent. We're development onboarding, cadence. We just talked a little bit about the retreats and being able to do that. But obviously onboarding has room for improvement. Setting direction and indicators. This was around like, you know. Yeah, you can see it here. Adopting long range priorities, pulling in community input. This one I think we could try if we wanted to spend some time unpacking it, we could a little bit there. Because there is, if you think of like the direction set through the lcap, there is an extensive stakeholder engagement thing there. So much might be something to think about on that one. Like what, what do we think is missing the. And then around the district admission tied to like where the outcomes are. So that this one I called setting direction and indicators. I said there's like this policy and accountability follow through that there's sort of perception, there's a, you know, you can see the items that sort of fit in here where it looks like we don't, we don't think that we're doing so well on these things."},{"start":7150810,"end":7151050,"speaker":"E","text":"Things"},{"start":7153290,"end":7196280,"speaker":"A","text":"community leadership and communications. Like this is just the whole section. I just, you know, I just took it. We, we feel like we're not doing a great job as a board of being leaders in the community. And so what I wanted to ask, if we go back through there, and I'm happy to go back to any of the slides if you want to see the questions. Actually I sent it to everyone. Right. So you, you have it. If we think of those areas as like places where we could say, hey, this is one of the ones that we want to work on and we want to put some sort of action in there. Which one of them, you know, if we improved, it would be the most beneficial for students and the district this year. I'm going this way this time. David Weekley."},{"start":7197560,"end":7210160,"speaker":"E","text":"Yeah, I think framed that way, the answer is clear to me that setting direction and indicators is the most impactful thing that we could do. Just to align the whole district around like, why are we here, here and how will we know if we're successful?"},{"start":7210160,"end":7214960,"speaker":"A","text":"Okay, Cecilia."},{"start":7217760,"end":7241050,"speaker":"D","text":"That would probably be an important one. But I also feel obviously we're here now, but onboarding could probably be the first step to actually do better as a work. So perhaps the board development and onboarding would be one."},{"start":7242410,"end":7242890,"speaker":"A","text":"Jen."},{"start":7244250,"end":7264220,"speaker":"D","text":"I agree with Trustee Weekly, but I also would think that the policy and accountability follow through kind of work hand in hand with those. I think at least what I've seen more recently, bringing up and reviewing the policies has kind of also driven conversation about setting directions and kind of where the board puts things in importance."},{"start":7264380,"end":7267420,"speaker":"A","text":"Okay. David Lee?"},{"start":7268780,"end":7308440,"speaker":"G","text":"Yeah, I think I'll. I'll echo what Trustee Wheatley and King said, and I think maybe very tangibly in my head, I think it would be really, really helpful. In terms. I'm looking at number 39 in terms of the measurable indicators to assess the district performance. I think part of that is having a very clear board developed calendar of expectations of, like, what are we monitoring and when are we monitoring that? Because I think everything else flows from that as well. Like, then we can have a cohesive community message. Then we can also orient board members to what we think is important. But I like, again, we can do all the things. But I think that's the fundamental starting point."},{"start":7309960,"end":7346020,"speaker":"A","text":"All right, then just to keep splitting it, I'm going to say that I think that actually governance clarity with the superintendent because focus on the right things is more important than like scattering across all of the other ones. And so that might be something that'd be different. But don't worry, we're going to get a chance to vote on these, to decide which ones we want to go after. So I'm kind of glad to see that there was a split vote here and table your ideas for how to improve it, because we'll look for, like, what a good action item could be coming up after this. Was there an area that we thought was that. Did anybody have anything that struck them as like, hey, there was this, like, clear growth area that didn't get covered"},{"start":7346020,"end":7358300,"speaker":"D","text":"in these for me, that last section. But it was probably more about being new and not knowing what were the community events. What's kind of the typical presence of board members."},{"start":7358700,"end":7367820,"speaker":"A","text":"Right. Okay. So, yeah, the onboarding kind of back onto the onboarding, we weren't doing a good job."},{"start":7367820,"end":7371660,"speaker":"D","text":"It was more. More just uncertainty of kind of what was available out there."},{"start":7371740,"end":7372860,"speaker":"A","text":"Okay, Okay."},{"start":7373020,"end":7396160,"speaker":"E","text":"I mean, there was kind of one that wasn't really in here that's been a persistent bugbear of mine, which is just making sure that we set aside time regularly to go and have the important strategic dialogue, because that's ultimately what the board meeting needs to be about, is us as trustees convening to engage in earnest dialogue about where the district needs to go. To best serve its students."},{"start":7399440,"end":7495810,"speaker":"A","text":"All right, I will. I will keep that as a. As something to stick on the board. Move on. A bunch of that were unclear. Unclear items are the ones that were split votes. You know, it was sort of like, wasn't clearly red, not clearly green. So somewhere in the middle, probably opportunities here. So I think this might be kind of where you were going about bringing up new ideas a little bit. But there's some. There's some sense around processes. Like, maybe we need to work on some of our processes again. We might end up pairing that with, like, onboarding, you know, that kind of thing of, like, how do we. How do we do these things? The. This kind of like the meeting craft, like, how we do our meetings, you know, do we. Are we reflecting the right priority, using right data, do we have the right time on the right items? That kind of thing. And then there was visibility, which kind of goes back to the community events. This stuff was kind of split. Are we seeing it at key district events and are we celebrating district accomplishments? And so, Jen, you kind of touched on this one a little bit earlier, but, like, if we look at these three areas, you know, I guess one of the questions I had was like, are they. Are they process gaps or just undocumented expectations? When we think about, like, the processes for bringing things up, the meeting, crafting, visibility. David Weekly, I saw you reaching, so go ahead."},{"start":7496050,"end":7522470,"speaker":"E","text":"I was literally just adjusting my microphone. But also I have something to share, which is that any time I've been part of an organization or a meeting sequence that has gotten really good, it's because we've made a discipline of making it better each time. And so if we had. I'm just making this up on the fly, but if after. After every board meeting we were to send. We have some place to say at a meta level, how could that meeting have gone better?"},{"start":7522470,"end":7522870,"speaker":"A","text":"Okay."},{"start":7522870,"end":7527630,"speaker":"E","text":"Right. How could we have had an even better meeting then that'll make sure that the next meeting will be better."},{"start":7527630,"end":7528190,"speaker":"A","text":"Okay."},{"start":7528190,"end":7528590,"speaker":"C","text":"Right."},{"start":7528750,"end":7537350,"speaker":"A","text":"So are you suggesting that as. Like, that could be like a. A goal that we add in to improve our processes if we decided processes was an important thing we wanted to go after? Yeah."},{"start":7537350,"end":7537630,"speaker":"G","text":"Yeah."},{"start":7537630,"end":7537950,"speaker":"A","text":"Okay."},{"start":7537950,"end":7538190,"speaker":"C","text":"Just."},{"start":7538190,"end":7544950,"speaker":"E","text":"Is there some way to provide feedback on, like, how might we imagine future meetings to go better? Yeah, after every meeting."},{"start":7545270,"end":7553030,"speaker":"A","text":"Yeah. Makes sense. Cecilia, thoughts about. Are some of our split areas."},{"start":7555350,"end":7619170,"speaker":"D","text":"So the meeting craft, I think, to me, just with the time being here, there has been times when. When the right time on the right items feels a little like we kind of moved fast. Even though we do try to make the best decision. And then there's times when I feel we spend a lot of time on something that could probably could have been shorter. I mean, when we talk about process and procedures, maybe be. I mean, one of the things, I know it has nothing to do with, like, board, but when, like, somebody's presenting to the board, if we say it's 15 minutes, it goes 30 minutes. So now it's 45 minutes. But if we try to bring everybody together and everybody be on the same page, then I feel that it would leave us that extra time to then have the time to discuss those important items."},{"start":7621890,"end":7622290,"speaker":"A","text":"Great."},{"start":7622290,"end":7622970,"speaker":"C","text":"And I'll."},{"start":7622970,"end":7630530,"speaker":"A","text":"I'll call out Evelyn. Adding the time to all our agenda items has been outstanding. So. Yeah. And the clock is great. Okay. Jen."},{"start":7632130,"end":7649030,"speaker":"D","text":"I personally think if we did this board evaluation at a regular cadence or did the postmortem post meeting, a lot of these unclear items would be clearer. It's just for me, I think part of it is my responses are from being new versus."},{"start":7649990,"end":7653870,"speaker":"A","text":"So a little bit of undocumented expectations is kind of what you're saying here."},{"start":7653870,"end":7654230,"speaker":"B","text":"Yeah."},{"start":7654230,"end":7657030,"speaker":"A","text":"Okay, I agree."},{"start":7657350,"end":7677140,"speaker":"G","text":"I think I'm probably in the same boat. Well, I think I'm specifically thinking of the visibility pieces may be something that's a little bit different, where I think there may be both a process gap and an undocumented expectation concern, where I'm kind of just trying to go to as many things as I can. I'm like, that can't be the right answer. But we should have that discussion of how we're. How we're thinking about it and document it."},{"start":7677140,"end":7677460,"speaker":"E","text":"Yeah."},{"start":7677460,"end":7715670,"speaker":"A","text":"And by that, you mean you're saying, like, beyond, like, the graduations, retirement ceremonies, induction ceremony, like all the ones that we're already going to, are there more out there? And that's the part that, like, you're. You're saying, I don't know what's out there. Okay. Yeah, got it. Yeah. And I look at these, I think, you know, I think, you know, meeting craft is probably a place where it probably is a process gap, you know, and being able to really focus on those, not. Not just an undocumented expectation. I think that that one, there's probably things that we could continue to do better. And so maybe. Maybe we'll find out what the action item is from there."},{"start":7717670,"end":7752150,"speaker":"E","text":"I feel like on meeting craft, there's one that's related to the superintendent direction. One is that I feel like if it was easier and almost more casual to go and. And put a Small item on the agenda for upcoming meetings and that board members were expected or encouraged. If, like, you see something in the district and you'd like to discuss it with trustees and you'd like to give some direction to the superintendent that it becomes a regular thing to go and, like, check in before the agenda gets finalized. Like, hey, did. Has anything come up that you want to make sure that we discuss at the next meeting?"},{"start":7752150,"end":7805800,"speaker":"A","text":"I hear us. Problem solving solutions. So I think we should move to. No, I think it's great. I think we should move to, like, let's. Let's. We're not gonna. We're not gonna fix everything all at once. Let's pick three. And I think three is a reasonable number. And then, yeah, then we can start saying, like, what do we think that the action should be from there? So I've conveniently written them down on a sticky note. So I'm gonna stick onto the wall. And I. Evelyn has kindly brought stickers for everyone. You get four votes and we're just going to pick the top three and then we'll come back and say, what do we want those actions to be so that we can improve our meeting processes. Sound good? I added in. I added in David Weekly, your additional one of. Okay, sorry. Stupidly wrote it sideways. Just going to make it a little bit more difficult. Oh, thank you. You're so kind. I was worried that would be able to read it."},{"start":7805960,"end":7807000,"speaker":"F","text":"You're no doctor."},{"start":7809160,"end":7810400,"speaker":"G","text":"I'll leave my mic on."},{"start":7810400,"end":7812840,"speaker":"A","text":"So, yeah, people can hear what we're saying."},{"start":7825640,"end":7831040,"speaker":"E","text":"If AV could maybe switch off the presentation and zoom the."},{"start":7831040,"end":7831640,"speaker":"A","text":"Oh, I'll stop."},{"start":7832330,"end":7832730,"speaker":"E","text":"Okay."},{"start":7832730,"end":7834090,"speaker":"A","text":"Yeah, stop sharing."},{"start":7834730,"end":7838730,"speaker":"E","text":"Folks online may need the power zoom to actually see what's on the wall."},{"start":7839770,"end":7857530,"speaker":"A","text":"That's okay. I'm going to read out. There'll be a readout so they don't have to. If people can't see it, we'll read out. Okay, so Jen, just take your stickers and go vote for the 4. Or there's no rules. You can put all your stickers onto one thing if you want. No rules. You have four virtual credits."},{"start":7883590,"end":7883830,"speaker":"B","text":"It."},{"start":7927040,"end":7932720,"speaker":"A","text":"All right, so we're done. So chosen this one."},{"start":7933120,"end":7933520,"speaker":"C","text":"Three."},{"start":7934000,"end":8077290,"speaker":"A","text":"That is three. That is three. Okay, so I'm going to see if I can combine these. Yeah, we have a tie, but I think we can combine these. I'm losing a disenfranchised, so. Oh, yeah, well, okay. Okay, sorry. So I don't think we are going to sit down and solve it all at once. So what I wanted to do is say, like, is there Something we can set as like a goal and like a time that we'll come back and you know, and say like hey, we've got to this part. So it doesn't have to be like we need to know exactly what the solution is the goal might be. We're going to go back and you know, reevaluate what our plan is and like come up with a new proposal for how we want to be able to, to do that. So the one with the, the, the highest votes was setting direction and indicators. I'm going to go back and remind myself what we were actually talking about as the metrics for that one. Setting directions indicators. So as a reminder, this was providing opportunities for community input when developing districts missions, core belief and vision. Of course we don't do that every year. Year we probably do that every like five to six or seven years. But we'll probably have an opportunity coming up. You know, the change, adopting long range priorities. We, we felt like we were either not sure or didn't think. We did a great job on that. The board uses the district's mission, core beliefs and vision to drive district performance. And the board adopts clear and measurable indicators to assess district performance performance. So if we think of that, I guess we should try and figure out what would be a good goal to propose to help start making us feel like we'll feel like we're doing stronger on that. Trying to think of what a good suggestion might be. Does someone have a suggestion on what we could take as a goal for that? While I pull up my notes,"},{"start":8084170,"end":8090330,"speaker":"G","text":"Do you want to talk it through again? I didn't quite catch the. What is the level of specificity we're getting here?"},{"start":8091929,"end":8124820,"speaker":"A","text":"So what we're trying to do is say like, hey, we want to try and make an improvement in this area. So I don't think we have to get down to, I mean unless we have a suggestion of like, if we do this, we're going to go all green on these indicators and if you future. But it could also just be like, okay, we don't know what to do. So why don't we have a board member go off and maybe talk with the superintendent or one of the people in the cabinet and figure out like, well, what could we do to set this stuff up better? So like if for the indicators part I would say maybe it's not,"},{"start":8126820,"end":8127100,"speaker":"C","text":"you"},{"start":8127100,"end":8145290,"speaker":"A","text":"know, maybe it's not like let's pick indicators right now. Like that doesn't have to be the goal, but maybe it's more like how can we tie our mission and vision? You know, like, let's go in and say, like, let's have a plan for how we're going to tie our mission, vision and. And values into our decision making more closely."},{"start":8145290,"end":8146890,"speaker":"E","text":"Sounds like a strategic discussion."},{"start":8147130,"end":8148890,"speaker":"A","text":"It could be. Yeah. Yeah."},{"start":8151450,"end":8183700,"speaker":"G","text":"So I'll just, I'll reiterate what I mentioned earlier, which I guess was untimely, but I, I think a good goal would be to develop together a, basically a governance calendar on accountability. So I think that will force us to have the discussion of what are the things that we really care about which should reflect our district's mission, core, police and vision and will also reflect which are the specific metrics that we are really gauging performance on and how are we going to look at that throughout the year."},{"start":8183780,"end":8189540,"speaker":"A","text":"Okay, so. And those could be the lcap. You're not saying that those are not the lcap. You're just saying like, we just want to make sure."},{"start":8189700,"end":8201010,"speaker":"G","text":"I think, I mean, my personal opinion is like, we should be narrower. The LCAP's very long with a lot of metrics. I think we, we should be more discerning in what specifically we, we want to, to focus on."},{"start":8201090,"end":8222380,"speaker":"A","text":"Okay, so what I hear you saying is like, maybe we should have a, a goal to adopt like maybe three of them as like, these are the ones that were three to five student indicators that we're going to look at and say these are the ones that obviously when I say adopt, I don't mean until, to, you know, they all cap or something, but the ones that we're going to say at the board level, these are what we're looking at and want to be able to follow"},{"start":8222700,"end":8236860,"speaker":"G","text":"identifying as our focus areas or whatever for the year and then having the discipline of. And this is how we will be evaluating our performance throughout a given year."},{"start":8237260,"end":8249460,"speaker":"A","text":"Okay, so adopt three to five. And again, like I said, we can pick them from existing ones. You're not saying we have to go create new ones or start something over. We don't have to create."},{"start":8249460,"end":8250260,"speaker":"G","text":"Exactly."},{"start":8250260,"end":8250580,"speaker":"E","text":"Okay,"},{"start":8252420,"end":8261620,"speaker":"D","text":"then the assumption is that those three that we've picked will drive a decent amount of our agenda items throughout school year or."},{"start":8262100,"end":8298200,"speaker":"G","text":"No, I don't think. I think it's more just having clarity. And maybe this is part of the. Is all bleeding into the orientation of like, I just don't know when things are coming, coming up. But I think us knowing and having the foresight of, okay, we should expect. If we take chronic absenteeism as an example of like, that's something we really care about this year. That's not saying that means we're going to have a meeting every single time where we talk about chronic absenteeism. But it is saying we know that this is a focus area and we believe that we should be checking in on this on a, a semi annual basis or a quarter or whatever. Whatever is the right cadence. Like we just have identified that I. Where to go in."},{"start":8298200,"end":8324040,"speaker":"A","text":"So what you're really saying is let's clarify what are like the three to five student indicators the board should really be focused on out of all the ones that are out there and at what cadence should we be looking at it? Because right now we don't really know like if it's student success, is it only at I ready time or not at I ready time? Which ones are end of year, which ones aren't end of year? Like when can we look at all of that stuff? And just bringing clarity to that, to the board is kind of, is almost kind of what I hear you saying"},{"start":8324040,"end":8325680,"speaker":"G","text":"is I think that's better."},{"start":8325680,"end":8326040,"speaker":"C","text":"Summary."},{"start":8326040,"end":8351470,"speaker":"A","text":"Okay, so bring. Clarify which three to five student success metrics we should be looking at out of all the ones that are. That we should make our priority ones to look at. We'll obviously look at all the data. It's all important and figure out when the, the timeline is. Okay. So that, that could be a goal for sending direction indicators. Yes. Oh yeah."},{"start":8351539,"end":8352099,"speaker":"G","text":"Yes, we can"},{"start":8354739,"end":8384430,"speaker":"A","text":"then for. We had set a time for strategic dialogue tied with meeting craft. So I thought maybe we could do those together. I think, I think this was the one that got disenfranchised. But it feels to me like that's kind of. They, they could be kind of related. We could kind of put them together. So is there a goal for how we can improve, like what we should do to improve our meeting craft?"},{"start":8388030,"end":8392830,"speaker":"E","text":"I did have some suggestions there, but yeah, just I think."},{"start":8392830,"end":8393070,"speaker":"F","text":"Yeah."},{"start":8393070,"end":8393790,"speaker":"A","text":"Throw them on again."},{"start":8393790,"end":8401310,"speaker":"E","text":"So postmortem. So like after every meeting, just, even if it's just like a sentence capture, what could have been better about that meeting?"},{"start":8401630,"end":8402030,"speaker":"F","text":"Right."},{"start":8402750,"end":8405650,"speaker":"E","text":"Then we have to have obviously some place to go and put that in routine view."},{"start":8407250,"end":8407650,"speaker":"C","text":"I."},{"start":8410530,"end":8415010,"speaker":"A","text":"Yes, we'll need guidance on if we can. If we can do that. But that's a great one. Okay."},{"start":8415170,"end":8434540,"speaker":"E","text":"Probably the. So just to. I'm, I'm. I'm making things up as we go, but I could imagine a standing agenda item at the beginning of every meeting where we share our feedback about how the prior meeting could have gone better. Yes, that'd be one way of doing it. I'm not saying that's the best way."},{"start":8434620,"end":8453420,"speaker":"A","text":"So why don't we make it a goal? If do people think that this is a good way to focus on like strategic stuff and like and the meeting craft and kind of fit into that area to improve those, those indicators there. Why don't we make it the first Cecilia? Does that sound like being able to just come back and reflect on how did this meeting go? What could we do better? What are we missing?"},{"start":8454140,"end":8462160,"speaker":"D","text":"Yes. But one of the things too with the meeting craft and talking about. I forget because I don't have it in front of me."},{"start":8463760,"end":8464320,"speaker":"A","text":"Me neither."},{"start":8464320,"end":8467040,"speaker":"D","text":"But I can tell you the item and for how long."},{"start":8467440,"end":8468000,"speaker":"A","text":"Yes."},{"start":8468480,"end":8487080,"speaker":"D","text":"That would have to be something that in order for the meeting to flow smoothly is like how much time are we going to dedicate to that particular topic when in fact it's something that we're going to talk about about that something that happened at the prior meeting. I mean."},{"start":8487240,"end":8487640,"speaker":"C","text":"Right."},{"start":8487800,"end":8505320,"speaker":"D","text":"Everybody has different opinions. So yeah, I mean that would be. I mean it's a good idea. It's just how much time are we going to dedicate? And maybe, or maybe if it's taking longer then maybe it could be something that could be agenda is at another meeting where then we're not violating the Brown act and all that. Right."},{"start":8505320,"end":8519410,"speaker":"E","text":"So maybe a simpler way to do it is just at the end of every meeting meeting, right before we adjourn, we, we, we do a quick round robin. Hey, how did this meeting go? Is there anything that we could have done better about this meeting?"},{"start":8520290,"end":8520730,"speaker":"A","text":"Let's."},{"start":8520730,"end":8526690,"speaker":"E","text":"And that way it's real time, it's timely, it's not taking up a lot of time in the next meeting. It doesn't need to wait for the next meeting."},{"start":8526690,"end":8528450,"speaker":"A","text":"I just, yeah, just a thought."},{"start":8528530,"end":8528930,"speaker":"B","text":"I."},{"start":8529250,"end":8541060,"speaker":"A","text":"So yeah, I hear what we're saying and I think that we should just. I think the goal should be then to establish a process to prevent. Provide per meeting feedback. We can evaluate, we can send someone off to evaluate what those are then in terms of."},{"start":8541620,"end":8564480,"speaker":"E","text":"I think Trustee Lee had a great suggestion on the prior topic to go and set up a calendar for review of strategic goals and objectives and like how progress is looking over the course of the year. And I think that is related to when we are establishing our meeting calendar for the year. Looking, looking at what stuff do we want to talk about."},{"start":8564880,"end":8565280,"speaker":"B","text":"Right."},{"start":8565280,"end":8597030,"speaker":"E","text":"Having that kind of stack rank of like, well, what are important topics for us to discuss. We probably can't get to everything maybe even in the course of the year and then just and maybe this is. This was something I was thinking we would get done at the retreat. We'd go and map it out and say, well, we're going to talk about meaty topic X at this meeting date that otherwise does not have a super packed agenda. We're going to talk about meaty topic Y at this other date that doesn't have. Have a super packed agenda and so on and so forth. So we sort of build a content calendar effectively or when are we going to have the media discussions."},{"start":8597110,"end":8597470,"speaker":"A","text":"Yeah."},{"start":8597470,"end":8599750,"speaker":"E","text":"That help provide strategic guidance to the district."},{"start":8599910,"end":8610270,"speaker":"A","text":"Yeah. So I do. I mean, our calendar does have some of this stuff in it on there. So I think that maybe we want to just review the way the future business items are on the calendar."},{"start":8610270,"end":8610470,"speaker":"G","text":"Yeah."},{"start":8610470,"end":8626130,"speaker":"E","text":"My. My perspective is that most of what's there is given to us and is not directed by the board. Right. They're not subjects that the board is itching to discuss. They're subjects that are either statutorily required be presented to us or that are determined by staff that they're going to"},{"start":8626130,"end":8667220,"speaker":"A","text":"go and present last. When I looked at last, I think there's a suggestion of topics at the bottom like that are getting slotted in there that are not the one that are more like, how's this thing, this program doing stuff like that. But again, I'll take it as a goal that. To review the agenda for the future and say, like, you know, how do we. How do we fold that into the process there? I think that seems like a good goal for someone to work on. Okay. And then that was that one. Setting direction indicators was the other one Board development and onboarded. What would be a good goal for that? Would it just be develop an onboarding handbook? Maybe that would be a good start. Yeah."},{"start":8668580,"end":8672260,"speaker":"D","text":"And entirely a cheat sheet. Cheat sheet or you know, a few pages."},{"start":8672500,"end":8672940,"speaker":"A","text":"Okay."},{"start":8672940,"end":8695070,"speaker":"D","text":"I mean, there, there's a lot of things that if you don't know. I mean, I don't know. Right. You as a superintendent. But there may be other questions that, I mean, like I would appreciate if, say, for instance, cabinet can actually chime in and help the board out when needed because maybe we think that we're doing the right thing, but the educators know what's best."},{"start":8695550,"end":8704350,"speaker":"G","text":"So I. I would. I'm sorry, I would. I would say maybe we don't need an orientation handbook so much as we just beef up the governance handbook."},{"start":8704350,"end":8708990,"speaker":"A","text":"Yeah, for sure. And we have. We have revisions from the session with L. Yeah."},{"start":8709470,"end":8718590,"speaker":"G","text":"I think. Yeah. If we make it in a. An annual goal to like revisit and revamp it with all the stuff we're talking about. A lot of stuff."},{"start":8718590,"end":8719150,"speaker":"C","text":"Okay."},{"start":8720430,"end":8734580,"speaker":"G","text":"That might be a good way to, to just prepare for any onboarding that happens with neutricities. So to keep us apprised of like all the things we're doing to be current on it. And then if there's turnover, then it's ready at hand."},{"start":8735140,"end":8739300,"speaker":"A","text":"So are you saying that there should be a goal to review the governance handbook annually?"},{"start":8739860,"end":8740420,"speaker":"G","text":"Yes."},{"start":8740420,"end":8746660,"speaker":"A","text":"Okay. Which we kind of already did. Like we could. Right. Check, but. Okay."},{"start":8747060,"end":8748980,"speaker":"G","text":"We took the survey before that was released."},{"start":8751060,"end":8764600,"speaker":"A","text":"No, no, no, I'm not, I'm not talking about that. I was just wondering like, did that, like that kind of thing that we just did. Maybe not as involved on that one. Maybe we just have like a person or two go off and say what's missing in the governance handbook? What are we doing that's different than this practice? And put that in."},{"start":8764600,"end":8765800,"speaker":"G","text":"Yeah, no, I think that's right."},{"start":8765960,"end":8832760,"speaker":"A","text":"Okay. Okay. So I think we have three things here that we thought would improve the way that we operate. One was clarify which of the three. I mean, obviously working with the Dr. Baker and whoever you want to delegate us too, but help us clarify which three to five student success metrics. You know, the board thinks and you think we should all be focused on and what the review cadence is and sort of have that up front so that we are doing all of this work and happening in there. I think it's just the setting the expectations and making sure that that's clarified for everyone, establishing a process to provide per meeting feedback. We have to figure out exactly how that works that's in compliance with the Brown act and then review the way the, the, the, the set of the agenda for the future and then review the governance handbook annually. So we need someone to. Can I pick a trustee to sort of own this goal and maybe they can talk with you about how to take it forward from there."},{"start":8832760,"end":8833200,"speaker":"E","text":"Okay."},{"start":8833200,"end":8845680,"speaker":"A","text":"Is that right? Can. Does someone want to be the owner for clarifying which three to five students success and talk about it with Dr. Baker in his next. In your next one on one of how to proceed on that."},{"start":8848320,"end":8853360,"speaker":"G","text":"I can't. I, I do actually think that the identification piece should be a full board exercise."},{"start":8853360,"end":8877840,"speaker":"A","text":"Yeah, yeah, yeah. So I mean, by all means, I think we're going to come back and talk about it. Like if that's, if that's the case of like, hey, we think we should come in and have this agenda item to come in and do it. But we'll, we'll schedule a check in on how these things are doing. Maybe in today's September we can check in December or January, probably December. I think December is a quieter month."},{"start":8878720,"end":8879120,"speaker":"B","text":"No."},{"start":8880880,"end":8887400,"speaker":"A","text":"Yeah, yeah. January is not really quiet either. This June. No, this January is going to be busy."},{"start":8887400,"end":8887760,"speaker":"F","text":"Oh yeah."},{"start":8887760,"end":8900190,"speaker":"A","text":"This December is going to be busy too. Maybe we can check in in like February and see how we did on making progress on these goals and obviously if something comes up before hand we can put that in. We'll figure out a time to check in on it."},{"start":8901470,"end":8903150,"speaker":"G","text":"Yes, I can be the person as"},{"start":8903150,"end":8915550,"speaker":"A","text":"I brought it up and then establishing a process to provide per meeting feedback and review the agenda for the future. Okay. David. Weekly."},{"start":8916830,"end":8917310,"speaker":"C","text":"Yeah."},{"start":8917470,"end":8941590,"speaker":"A","text":"And again it, we'll see. We'll see how it does. I mean the, the outcome will be for this will be do we think that we're actually doing a better job as a governance team and do we think that, you know, it's going to improve our, you know, how we evaluate our perception of how we're doing our work. Anything else to add?"},{"start":8944790,"end":8948790,"speaker":"D","text":"Thank you for all that you're doing for us. So I appreciate you."},{"start":8948790,"end":8951870,"speaker":"A","text":"Yes. Your self evaluation too. It's not just mine of course."},{"start":8951870,"end":8952230,"speaker":"F","text":"Yeah."},{"start":8952230,"end":8972120,"speaker":"A","text":"You know, you all take this survey and put it in. So I don't know if this is going to be helpful honestly. We'll find out. I think that'll be part of the we should be honest with it of like do we think that doing this is helpful or not? There's a lot of different ways for us to do self evows. It's our first time so I think we can be I, I remain a"},{"start":8972120,"end":8993270,"speaker":"E","text":"little bit hungry to learn from the new trustees ways in which their onboarding could now be completed. How having not given them the best polished onboarding experience, what are some things yet remaining that we could do to finish fully onboarding? Both of you?"},{"start":8995510,"end":9006750,"speaker":"D","text":"I actually think this survey was very helpful because the questions led me to things that I hadn't even been exposed to or been thinking about. So maybe timing wise doing this."},{"start":9008190,"end":9008710,"speaker":"B","text":"I don't know."},{"start":9008710,"end":9034360,"speaker":"D","text":"I mean I guess it's not super helpful for a new trustee to answer some of these questions, but at least seeing the questions or providing to them up front when they join is a probably helpful. Still thinking about how we update our governance handbook. I think we'll have to be careful on the level of detail we need to put in there. But maybe even having some side FAQ that Cecilia was kind of, kind of informal FAQ might be like what we're yeah. Teaching"},{"start":9036120,"end":9110150,"speaker":"A","text":"great. And you know, you, you reminded me by the way with AEC coming up and we kind of picked these three areas that we're focused in. We should, should take a look at the sessions that are relevant to. Particularly if you took one of the priority areas. Like it might be worth looking at some of those as a way to like get ideas and inspiration about like how are people doing it and pull that stuff in and kind of focus on that part. I think that these three things might be. That's another good board development area. And since we've identified areas that we want to develop, it might make sense to like overlap that on AEC course selections or session selections. Cool. Did you want to add anything on the onboarding and then otherwise we'll move on the onboarding? No, it didn't make. Was we just have review the Governance handbook. Onboarding was. That's what we. It sort of came out with like review the government's handbook. We didn't assign it because we, we just kind of did a session on it. So we'll come back and review it unless you think we should do more for a specific one. But we can add a, add a third goal of review the Governance handbook for. On. On onboarding."},{"start":9110790,"end":9113670,"speaker":"G","text":"I'm loath to assign myself homework."},{"start":9113830,"end":9114590,"speaker":"A","text":"No, no, no, no."},{"start":9114590,"end":9114870,"speaker":"F","text":"I'm."},{"start":9114870,"end":9117990,"speaker":"A","text":"I'm happy to take that one. I'm happy to go through it. I have to."},{"start":9118150,"end":9134750,"speaker":"G","text":"No, I was just, I was just thinking that because Jen and I are the most recently oriented, whether or not we should, whether or not it be helpful for us to like somehow brain dump the things that like we didn't know that would have been helpful into the, the governance Handbook or something."},{"start":9134750,"end":9146380,"speaker":"A","text":"Well, we're going to have an item to adopter Governance Handbook with the changes that Luann brought in. So I don't know when that's going to come, but that would be an excellent time. Yeah. So whenever we want to bring it. If you want to think about suggestions"},{"start":9146380,"end":9155660,"speaker":"E","text":"in there and if there is an informal supplement to that. If like here's the cheat sheet. Here's the stuff I wish. Here's the one page of information I wish somebody had given to me."},{"start":9155740,"end":9186710,"speaker":"A","text":"Yeah. But I think the thing that's important is that getting in that cadence of reviewing it and then readopting it so that we're making, making sure that we're putting it in and then we're giving everybody an opportunity of like this thing is missing it. So I think that, that having that as the goal is really probably the important One. And then, yes, these are other tactical things that we can roll into it. Great. We have one public comment that I think we missed. So I will go back, take the public comment, and then we'll wrap up the meeting. I don't know who it's."},{"start":9192240,"end":9374510,"speaker":"B","text":"Oh, okay. Thank you. I know I'm not in the agenda, so I really appreciate the opportunity to speak tonight. I thought the public comments came at the end of the board meeting, so I apologize that I was mistaken. I'll try to keep my comments succinct. So my name is Jackie Selby, and I'm the parent of an incoming TK student in Orion Alternative School. And I wanted to share our family's experience, experience and some concerns about one of the district's vendors for aftercare, Catalyst kids. So on August 13, the first day of school, there were more than 70 families at Orion who had applied to Catalyst Kids who were waitlisted for aftercare, and they were not informed on the first day of school that they were on the wait list. The parents had made concerted efforts to call customer service, email the site coordinator, and we had formed a group on WhatsApp. And catalyst kids, I have to say, had a perfect record of non non response to all of our efforts to reach out through email. So we were told by other parents, don't worry, they often let you know the night before school starts. It always works out. But for 70 families, it did not work out this year and they were left scrambling without aftercare on the first day of school and working with each other to find temporary solutions. I have heard cases of moms who have taken absence from work to try to work this out and other really difficult situations. There are families that are considering transferring schools mid year because this is a really serious problem. Now, per my understanding, Catalyst Kids opened one classroom, but none of the incoming TK children received a spot unless they had younger sibling priority. Now, this situation was avoidable. Catalyst Kids knew in the spring that there were two new classrooms that the school had made available to them. And as part of their contract with the district, they understand, having been working with the district for decades, that they are responsible for obtaining and maintaining the licenses for these classrooms. They have had many months to do so and they have not. Compounding this, they have not communicated that this is the situation until I reached out by phone to the site coordinator to ask what was going on so that I could share this with the parents who were wondering why there was only one classroom and not three classrooms and what the timeline was and whether we would ever hear an update from Catalyst Kids about whether we would get into aftercare. Now, we're now four weeks into the year. The families still have no timeline for when those two new classrooms will open and they are left in complete limbo about their status on the wait list. I do know from speaking to Catalyst Kids that even when they do open those classrooms, not all the families will be served. And they should really, on top of the general communication, be letting families know if they are very, very unlikely to get care even when they do license the new classrooms."},{"start":9375630,"end":9385510,"speaker":"A","text":"All right, thank. Thank you. Thank you for sharing your experience. I just wanted to check. Did you already. Where you are you. I don't. We don't need to know what's going on. And then is there a correct person at the district that she should be talking to?"},{"start":9385510,"end":9386110,"speaker":"E","text":"We've already."},{"start":9386270,"end":9387390,"speaker":"A","text":"We're working on it."},{"start":9388670,"end":9389030,"speaker":"F","text":"Yeah."},{"start":9389030,"end":9389310,"speaker":"A","text":"They."},{"start":9389310,"end":9391870,"speaker":"G","text":"They have two extra classrooms which they."},{"start":9392190,"end":9392590,"speaker":"A","text":"We."},{"start":9392590,"end":9396350,"speaker":"G","text":"We agreed to. And yeah."},{"start":9396430,"end":9400980,"speaker":"A","text":"I have an email here from Brianna House. House."},{"start":9401620,"end":9402460,"speaker":"G","text":"Brianna House."},{"start":9402460,"end":9403220,"speaker":"A","text":"Who is the."},{"start":9404100,"end":9406180,"speaker":"B","text":"Brianna Hall? The site coordinator."},{"start":9406340,"end":9408580,"speaker":"G","text":"Huss, is it Huss. Huss."},{"start":9411860,"end":9419060,"speaker":"A","text":"Regarding the fire marshal has come out and cleared for licensing. We are currently waiting for licensing to schedule our visit."},{"start":9419540,"end":9421420,"speaker":"G","text":"We have called and left messages to"},{"start":9421420,"end":9428110,"speaker":"A","text":"get a timeframe and have not heard back them yet. And this was done last week on. This is from Friday of last week"},{"start":9428350,"end":9430110,"speaker":"G","text":"and Winnie's been on top of it."},{"start":9430510,"end":9432910,"speaker":"A","text":"So. I know Rick, you know about it. So there's."},{"start":9433630,"end":9435470,"speaker":"G","text":"We have said that we might have"},{"start":9435470,"end":9437990,"speaker":"A","text":"to go out and look for another vendor, but it's really late for us"},{"start":9437990,"end":9439390,"speaker":"G","text":"to look for a vendor too because."},{"start":9439790,"end":9446070,"speaker":"A","text":"Yeah, they've all been taken up. Okay. Callous kid asked for the two rooms."},{"start":9446070,"end":9446750,"speaker":"C","text":"They got them."},{"start":9446750,"end":9452440,"speaker":"A","text":"Okay. Well, thank you again for bringing up the comment and I'm glad you're here that it's. It's being looked into."},{"start":9453640,"end":9461600,"speaker":"B","text":"I know it's a difficult situation right now, but I wanted to raise this issue because under for decades we have"},{"start":9461600,"end":9463720,"speaker":"A","text":"to keep comment limited to three minutes just to be fair."},{"start":9463720,"end":9463960,"speaker":"H","text":"Yeah."},{"start":9463960,"end":9479720,"speaker":"A","text":"And we can't have a back and forth conversation. Thank you though. Okay, so we have just like the last couple items here. I think it's correspondence. Anyone have correspondence to share? Seeing none. We'll move on. Other business suggested items for future agenda"},{"start":9479790,"end":9480030,"speaker":"D","text":"and"},{"start":9481790,"end":9492510,"speaker":"A","text":"trustees calendar meeting meeting calendar or anything there. No changes to the calendar and adjournment action required."}]}