Oct 29, 2024 Special Board Meeting

[*A portion of this meeting is without Audio*]

[V. Review Survey Data and Approve the Superintendent Position Profile]

[00:00:58]

355 STUDENTS, SIX, ONE SCHOOL REPRESENT 1% AND OTHERS THAT WERE 19%.

I WOULD ALSO YOU WOULD ALSO NOTE IF YOU ADDED UP THE PERCENTAGES, IT ADDS UP TO MORE THAN 100%.

THE REASON FOR THAT IS BECAUSE WHEN YOU COMPLETE THE SURVEY, YOU CAN CHECK MORE THAN ONE BOX.

YOU CAN BE MORE THAN ONE THING.

YOU CAN BE A PARENT AND AN EMPLOYEE.

YOU CAN BE A BOARD MEMBER AND A PARENT, FOR EXAMPLE.

SO THERE WERE 121 PEOPLE WHO MARKED MORE THAN ONE OR NO MORE THAN 121.

I SUPPOSE IT'S POSSIBLE SOMEBODY COULD HAVE REPRESENTED THREE CATEGORIES, ALTHOUGH WE DON'T REALLY TRACK THAT PER SE.

SO ANYWAY, AT ANY RATE, THAT WAS THE RETURN RATE.

AND INCIDENTALLY, THE RETURN RATE PERCENTAGE WISE WAS SIMILAR TO TWO YEARS AGO.

DISTRICT INTERACTIONS.

YOU SEE THE QUESTION RIGHT UNDER WHERE IT SAYS PAST DISTRICT INTERACTIONS.

I'LL READ THE FIRST QUESTION FROM HERE.

FROM THERE ON, YOU CAN READ IT FOR YOURSELF.

IN TERMS OF WHAT TYPES OF IMPACT HAS YOUR PAST INTERACTION WITH THE SUPERINTENDENT OF DISTRICT STAFF MEMBER A SCHOOL STAFF MEMBER HAD HAD ON YOU, AND HOW YOU FEEL ABOUT THE DISTRICT? YOU CAN SEE THE BREAKDOWN AS THE VERY POSITIVE 11%.

YOU CAN READ ON DOWN THE LIST 34% FOR POSITIVE, NO IMPACT 29%, NEGATIVE IMPACT 18%, VERY NEGATIVE 8%.

COINCIDENTALLY, I'M NOT GOING TO DO THIS EVERY TIME, BUT IN 22, THOSE RELATIONSHIPS AND THOSE NUMBERS WERE SIMILAR.

EVEN THOUGH THERE WERE MORE RESPONSES, IT WAS SIMILAR WITHIN A POINT OR TWO.

MOVE ON. NEXT IS DESCRIBE THE DISTRICT.

SO THE QUESTION WAS PLEASE RATE THE QUALITIES OF THE FOLLOWING ASPECTS OF THE DISTRICT.

AND THEN YOU CAN SEE THE WORD CLOUD THAT INDICATED THE NUMBER OF TIMES.

THE BIGGER THE WORD.

AND OF COURSE IN A WORD, CLOUD, THE MORE OFTEN IT WAS NOTED.

ON THE RIGHT HAND SIDE YOU CAN SEE THE TOP TEN WORDS AND WHAT THAT LOOKS LIKE.

AS THAT MOVES DOWN THE LIST, YOU CAN YOU CAN QUICKLY REVIEW THEM DOWN THE LIST.

ANYTHING I NEED TO DO WITH THIS TO FURTHER DESCRIBE IT.

I DON'T WANT TO DWELL ON SOMETHING.

ON THE OTHER HAND, I WANT TO MOVE TOO FAST.

SO YOU GUIDE ME IN TERMS OF WHAT I'M GOING TO SAY.

THREE TOP STRENGTHS OF THE DISTRICT.

WHAT ARE THREE STRENGTHS OF YOUR SCHOOL DISTRICT AND COMMUNITY? AS YOU CAN SEE, DIVERSITY AND INCLUSION WAS ONE.

CARING AND SUPPORTIVE STAFF WAS ANOTHER, OPPORTUNITY FOR STUDENTS FOR A THIRD, AND COINCIDENTALLY, WE HEARD SIMILAR RESPONSES WHEN WE MET WITH FACE TO FACE WITH THE GROUPS ON THE 14TH AND 15TH.

ALTHOUGH THERE WAS A SMALL TURNOUT, THE DATA AT LEAST INDICATED SIMILAR STRENGTHS.

NEXT FRAME ASPECTS OF THE DISTRICT.

PLEASE RATE THE FOLLOWING ASPECTS OF THE DISTRICT.

YOU CAN SEE THEM MOVING ON DOWN.

THERE ARE TWO, FOUR, SIX, EIGHT, NINE OF THEM.

YOU CAN SEE GREEN IS EXCELLENT.

BLUE IS GOOD, YELLOW IS FAIR AND RED WAS POOR.

I NOTED JUST FOR MY OWN USE.

I NOTED THE ONES THAT WERE ABOVE WERE EXCELLENT AND GOOD WAS ABOVE 50%.

WE HAD ACADEMIC EXCELLENCE AT 56%.

WE HAD RELATIONSHIPS WITH FAMILIES AT 50%.

WE HAD STUDENT ACHIEVEMENT AND SUCCESS AT 53%.

ON THE LOWER END, THOSE BELOW 40 WERE TRANSPARENCY AT 29.

THAT'S AT THE BOTTOM. I'M READING UP NOW.

AND FISCAL MANAGEMENT AT 40 AND COMMUNICATIONS AT 39.

I NEED TO EXPAND ON THAT FRAME.

[00:05:04]

THERE WAS A LIST THAT WAS PROVIDED IN THE SURVEY OF CRITICAL ISSUES BELOW.

PLEASE SELECT THE TOP THREE YOU FEEL THE NEW SUPERINTENDENT SHOULD FOCUS ON AND MAKE A PRIORITY.

SO EVERYONE SELECTED THREE.

SO YOU CAN SEE OF THE 677 PEOPLE WHO RESPONDED TO THAT ELEMENT OF THE SURVEY.

THERE WERE YOU CAN SEE IN ORDER 41% WERE RECRUIT AND RETAIN.

YOU CAN SEE ON DOWN THE LIST.

SCHOOL SAFETY, TEACHER QUALITY COMMUNICATION, MENTAL HEALTH SERVICES, SO ON.

AGAIN, WHAT WE SAW MENTIONED THERE WAS SIMILAR TO WHEN WE MET WITH THE GROUPS.

AND AGAIN, WHEN WE MET WITH THE GROUPS ON THE 14TH AND 15TH OF OCTOBER.

THERE WERE ABOUT 30 PEOPLE TOTAL IN ALL OF THE GROUPS.

WE SAW SIMILAR RESPONSES AT THAT PARTICULAR TIME.

AND COINCIDENTALLY, I ALSO THOUGHT THAT WHEN WE LOOKED AT THE FEEDBACK WE GOT ON QUESTION TEN, WHEN PEOPLE COULD ADD WHATEVER THEY WANTED, THOSE TENDED TO BE AREAS THAT WE SAW FEEDBACK ON AS WELL, PARTICULARLY RECRUITMENT AND RETENTION OF STAFF.

SCHOOL SAFETY, TEACHER QUALITY.

TEACHER QUALITY GENERALLY TIES BACK TO STAFF RETENTION AND RECRUITMENT.

WHAT I WOULD SAY TO YOU IS LOOKING AT OTHER DISTRICTS INFORMATION SINCE THE PANDEMIC YEARS, IT SEEMS LIKE WE TURNED THE CORNER IN THE PANDEMIC YEARS.

IN TERMS OF SOME OF THESE AREAS, IT SEEMED LIKE EVERY DISTRICT WE'VE DEALT WITH HAD A SIMILAR LISTING AS ARE LISTED FOR YOURS, PARTICULARLY THE TOP 5 OR 6. SO YOU'RE NOT UNUSUAL, YOU DON'T STAND OUT IN BEING DIFFERENT.

YOU'RE SIMILAR TO OTHER DISTRICTS RANGING FROM SMALL TO VERY URBAN.

THERE'S A BOX ALSO THAT SAYS OTHER RESPONSES, SO IT'S KIND OF EASY TO MISS THERE.

BUT IT'S THERE WAS SUPPORT FOR ARTS AND EXTRACURRICULAR ACTIVITIES, BEHAVIOR MANAGEMENT AND ACCOUNTABILITY AND IMPROVE STAFF CULTURE, ESPECIALLY FROM OUR IN OUR GROUPS. MOVE ON.

SECTION TITLED SUPERINTENDENT QUALITY.

STRATEGY FOR SELECTION.

IN CHOOSING THE NEXT SUPERINTENDENT, WHICH PATH OR STRATEGIES DO YOU THINK THE BOARD OF EDUCATION SHOULD TAKE? NUMBER ONE, AT THE TOP, FIND A CANDIDATE WHO WILL STAY IN THE COURSE AND CONTINUE THE GOOD WORK OF THE CURRENT ADMINISTRATION.

15%, FIND A CANDIDATE WITH THE SAME BASIC EDUCATIONAL AND MANAGEMENT PHILOSOPHY AS THE CURRENT ADMINISTRATION, BUT WHO WILL MAKE NECESSARY CHANGES.

41%, FIND A CANDIDATE WHO IS READY TO TAKE THE DISTRICT IN A DIFFERENT DIRECTION 44%.

THAT WAS SIMILAR TO TWO YEARS AGO, SIMILAR TO OTHER DISTRICTS WE'VE DEALT WITH.

THERE ARE SOME EXCEPTIONS, BUT THIS IS MORE OF THE TREND WE'VE SEEN IN OTHER PLACES AS WELL.

AREAS OF EXPERTISE.

YOU CAN SEE THERE ARE TWO, FOUR, SIX, EIGHT, NINE, 9 OR 10 OF THOSE PARTICULAR ITEMS. WHAT I NOTED WHEN I LOOKED AT THAT, I LOOKED AT VERY IMPORTANT AND IMPORTANT, THE GREEN AND THE BLUE AND ADDED THEM UP.

I LOOKED PARTICULARLY FOR THOSE THAT WERE BETWEEN 93 AND 80% OR 79%.

YOU CAN SEE NUMBER ONE WAS KNOWLEDGE OF PUBLIC EDUCATION, FINANCE, OPERATIONS AND FACILITIES WAS NUMBER ONE.

NUMBER TWO, EXPERIENCE WORKING AS A TEACHER.

COINCIDENTALLY, IN IOWA, IT'S VERY DIFFICULT TO GET A SUPERINTENDENT CERTIFICATE IF YOU DON'T HAVE IF YOU HAVEN'T TAUGHT.

ALTHOUGH IT'S TECHNICALLY POSSIBLE, I HAVEN'T SEEN MANY AND I DOUBT IF THAT WILL BE A FACTOR THAT WE HAVE TO CONTEND WITH.

BUT AT LEAST I WANT TO ACKNOWLEDGE THAT.

NEXT WAS AT 83%, WAS UNDERSTANDING THE DYNAMICS OF THE CULTURE OF OUR SCHOOL DISTRICT.

AFTER THAT WAS CULTURAL COMPETENCE AND AWARENESS OF EQUITY AND INCLUSION AT 81% AND AT 79 AND I'LL STOP THERE EXPERIENCING THE DISTRICT WITH SIMILAR ENROLLMENT AND DEMOGRAPHICS.

ANY QUESTIONS OR SHALL I MOVE ON? I DO HAVE A QUESTION. YES.

SO THE YOU KEEP REFERENCING LIKE THE OVERALL PERCEPTION OF SCHOOL DISTRICTS IN COMPARISON.

AND THAT'S REALLY NOT ANYTHING THAT'S UNIQUE ABOUT I MEAN, OUR DISTRICT AS IT RELATES TO NATIONAL DISTRICTS.

GENERALLY YES. OKAY.

AND SO WOULD YOU AND THEN YOU REFERENCED THE PANDEMIC.

OH, SORRY.

THANK YOU.

[00:10:03]

THAT ALSO PLAYED A FACTOR INTO SOME OF THE TRENDS THAT WE'RE SEEING, AND WE'RE STILL SEEING THE RAMIFICATIONS OF THE PANDEMIC THAT'S INFLUENCING WHAT'S HAPPENING IN SCHOOL DISTRICTS.

YES. OKAY.

AND THEN MY LAST POINT, JUST TO MAKE SURE I'M CLEAR, IS WOULD YOU, BASED ON YOUR EXPERTISE, SEE THAT AS WE KNOW, THERE IS A NATIONAL TEACHING SHORTAGE THAT OCCURS, BUT THAT SAME HOLDS TRUE AS IT RELATES TO SUPERINTENDENTS? ABSOLUTELY. BECAUSE OF THE CONCERNS THAT YOU'VE SHARED AT THIS POINT ACROSS, THE JOB HAS GOTTEN MORE DIFFICULT, MORE DIFFICULT.

OKAY. ALL JOBS HAVE GOTTEN MORE DIFFICULT, INCLUDING THE SUPERINTENDENT.

I SHOULDN'T DRAW IT OUT ANY DIFFERENT WAY.

THE TEACHER'S JOB HAS GOT MORE DIFFICULT.

ADMINISTRATORS, SUPPORT STAFF, BUS DRIVERS AND SUPERINTENDENTS.

UP AND DOWN THE LINE. AND A LOT OF THESE FACTORS ALSO ATTRIBUTE TO OUR NATIONAL TEACHING SHORTAGE IS WHAT I'VE FOUND IN RESEARCH.

OKAY. YES. I JUST WANT TO MAKE SURE I WAS CHECKING ON WHAT YOU WERE SAYING.

WELL, ONE MORE ASIDE, YOU KNOW, AND SOME OF THAT HAS TO DO WITH POLICY DECISIONS THAT WERE MADE IN VARIOUS STATES BY LEGISLATURES.

AND DEPARTMENT OF EDUCATION HAS INFLUENCED SOME OF THAT AS WELL.

THERE'S BEEN AN EASING OF CERTIFICATION IN A NUMBER OF ALTERNATIVE CERTIFICATION MEASURES AND IN CERTIFICATIONS AS IT RELATES TO QUALIFYING ADMINISTRATORS.

WOULD BE TEACHERS, TEACHERS, ADMINISTRATORS, AND I WOULD SAY IN SOME STATES, IN ORDER TO QUALIFY, IN ORDER TO BE A TEACHER, ADMINISTRATOR, SUPERINTENDENT, THEY LOWERED THE STANDARDS SOMEWHAT, OPENED IT UP MORE, AND I SHOULDN'T SAY LOWERED.

THAT'S A THAT WOULD BE I WOULD NOT CALL THAT A BROADENED THE OPPORTUNITY.

IN THE STATE OF IOWA, PRETTY MUCH KIND OF SPEED PUTS YOU IN THE FAST LANE IF YOU HAD A COLLEGE DEGREE ALREADY TO, YOU KNOW, IN ANY FIELD THAT IF YOU WOULD GO FORWARD, YOU COULD BECOME A TEACHER THROUGH WHATEVER THEIR PROCESS WAS.

BUT IT'S A IT'S MORE OF A STREAMLINED, FAST TRACK.

YEAH. AND WE WOULD BE LATER TO THAT GAME THAN MOST OTHER PLACES.

RIGHT. THE MOST ACCELERATION YOU'VE SEEN IS IN THE AREA OF SUBSTITUTE TEACHERS.

YES. DID.

DID ANYTHING SURPRISE YOU ON THIS AREAS OF EXPERTISE? NO. THE MULTILINGUAL DIDN'T SURPRISE YOU? NO. AND YOU KNOW AND WHAT I SAY, WHAT I HAVE MARKED THAT I WOULD HAVE SAID BEING MULTILINGUAL WOULD BE IMPORTANT.

SO I WOULD BE THINKING DIFFERENT FROM WHAT MOST PEOPLE WHO COMPLETED THIS SURVEY WOULD HAVE.

HOW ABOUT THE DOCTORATE DEGREE? THAT DOESN'T SURPRISE YOU? NO, I'VE SEEN IT MORE OFTEN.

ARE YOU. ARE YOU SURPRISED BY LACK OF.

YES. HIGHER. YES.

THEY'RE LOW. THEY'RE VERY LOW.

BOTH OF THOSE. AND THAT'S I GUESS BOTH OF THEM KIND OF SURPRISED ME A LITTLE BIT, YOU KNOW.

I WOULD SAY THAT THAT HASN'T.

I DON'T THINK IT SLOWED.

NOW I'LL BACK UP ONE STEP.

THE JOB I JUST RETIRED FROM THE SECOND RETIREMENT WAS FROM THE UNIVERSITY OF NEBRASKA AT OMAHA, AND TEACHER AND ADMINISTRATOR PREPARATION.

NOW, I DIDN'T SEE FEWER COMMITTED PEOPLE COMING IN.

JUST AS COMMITTED MAYBE FEWER PEOPLE OVERALL CANDIDATE WISE.

SAME FOR TEACHERS. I THINK, YOU KNOW, AND FROM A POLICY DECISION AT THE STATE AND NATIONAL LEVEL, STATE LEVEL OR THE LOCAL LEVEL, WE HAVE TO MAKE ALL JOBS IN EDUCATION MORE APPEALING TO THOSE WHO MIGHT APPLY FOR IT.

NOW, THAT DOESN'T MEAN YOU CAN LOWER A STANDARD.

YOU CAN. YOU KNOW, I WOULD SAY I'M NOT GOING TO SPECULATE, BUT MANY PEOPLE WHO DESIRE TO BE A SUPERINTENDENT HAVE PROBABLY EARNED A DOCTORATE OR AND IN MOST CASES WOULD HAVE GOTTEN A SPECIALIST DEGREE, BUT NOT ALWAYS.

BECAUSE THAT'S KIND OF THE TREND THAT'S BEEN THAT WAS STARTED DECADES.

YEAH. THE ONE THING THAT REALLY KIND OF JUMPED UP AND I THOUGHT THIS WOULD BE HIGHER.

BASED ON THE SIOUX CITY AREA IS EXPERIENCING A DISTRICT WITH A SIMILAR ENROLLMENT AND DEMOGRAPHICS.

EVEN THOUGH IT'S HIGH, IT'S AT 42%.

I THOUGHT THAT IT'S THE SECOND ONE ON YOUR LIST.

I THOUGHT THAT MIGHT HAVE BEEN HIGHER.

WHEN YOU ADDED THE TWO TOGETHER.

IT WAS 79%.

YEAH. AND THE FINDING THOSE SOMEBODY WHO'S BEEN A SUPERINTENDENT AND IS GOING TO TRANSFER FROM A DISTRICT SIMILAR SIZE AS OURS, THAT'S PROBABLY 20 IN THE STATE MAYBE.

[00:15:06]

I THOUGHT THAT WOULD BE A, YOU KNOW, KIND OF A HIGHER MARK ON IT, I GUESS JUST MY PERSONAL OBSERVATION.

AND DAVENPORT WAS JUST AS DIVERSE AS YOU ARE.

YEAH, WE DID HEAR THOSE COMMENTS IN OUR FACE TO FACE MEETINGS THAT EXPERIENCE WITH SIMILAR DEMOGRAPHICS IS IMPORTANT, AND SIZE.

I GUESS THE ONE THAT THERE'S, AT LEAST IN MY MIND, THERE'S A CONTRADICTION BETWEEN AREAS OF EXPERTISE AND WHAT FOLKS THOUGHT WE WERE.

YOU KNOW WHAT OUR PRIORITIES ARE.

THEY WANT SOMEBODY WHO HAS KNOWLEDGE OF PUBLIC EDUCATION, FINANCE.

BUT THAT WASN'T AN AREA OF CONCERN OF THEIRS.

RIGHT. THAT WAS WE HAD FINANCE OPERATIONS AND FACILITIES, YOU KNOW, ALL THE ALL OF THE MANAGEMENT.

OTHER COMMENTS OR QUESTIONS OR CLARIFICATIONS? ANY OF THOSE YOU WOULD DISAGREE WITH THAT? I SAID, NO, NO.

THE ONE THING ON THE KNOWLEDGE OF PUBLIC EDUCATION, FINANCE, OPERATIONS AND FACILITIES, ONE THING WE HEARD WAS IN AND AGAIN, IT WAS A SMALL SAMPLE SIZE, BUT IN THE FACE TO FACE THE DISTRICT HAS DONE AN EXCELLENT JOB MAINTAINING THEIR FACILITIES, BUT SOME SPECIFICALLY SECONDARY SCHOOLS AND HIGH SCHOOLS ARE IN NEED OF UPDATE.

SO. IT SEEMS LIKE 50 YEARS AGO WASN'T THAT LONG AGO WHEN WELL, THAT'S FOR PEOPLE OF OUR AGE.

I BELIEVE THAT'S A PERSPECTIVE THAT SOME OF US MAY HOLD, OTHERS MAY CONTEMPLATE.

YOU FORGET ABOUT THE HIGH SCHOOLS BEING THAT OLD.

YEAH. IT SOUNDS IT SOUNDS LIKE MY KIDS.

LET'S NOT REMINISCE, OKAY? IT'S HALF A CENTURY IS NOT REALLY A BIG DEAL.

YEAH. SO I'M ON PAGE 12 WHERE IT TALKS ABOUT VALUE TRAITS OF GREAT LEADERS.

AND I WOULD SAY VALUED TRAITS/CHARACTERISTICS OF GREAT LEADERS.

NOW, WHAT OUR EXPERIENCE HAS TOLD US OVER TIME IS THAT BY BEGINNING WITH THIS PARTICULAR SECTION OF THE SURVEY, GIVES US THE BEST BEGINNING POINT TO DETERMINE THE PROFILE FOR THE NEXT SUPERINTENDENT.

YOU GOT OTHER INFORMATION, YOU HAVE COMMENTS.

YOU HAVE OTHER FACTORS TO LOOK AT.

BUT THIS IS THE STARTING POINT.

AND I WOULD SAY TO YOU THAT IT WORKS BETTER IN RECRUITMENT TO BE ABLE TO TALK ABOUT CHARACTERISTICS AND TRAITS THAN TO TALK ABOUT JOB RESPONSIBILITIES IN ADVERTISING.

IF THAT HELPS.

SO MOST OF THESE ARE TRAITS.

ON THE FIRST PAGE YOU CAN SEE EIGHT OF THOSE TRAITS.

NOW LET'S LOOK AT THIS YET IN ANOTHER WAY.

SO AN EFFECTIVE COMMUNICATOR STRONG SCHOOL AND COMMUNICATION AND COMMUNITY RELATIONS 55%, BUT THERE ARE 697 87 POTENTIAL RESPONDENTS.

55% WOULD EQUAL ABOUT 383, SO A SIGNIFICANT NUMBER OF PEOPLE WOULD HAVE PICKED THAT WOULD HAVE SELECTED THAT WITHIN THEIR TOP EIGHT.

THE DIRECTIONS WERE PLEASE SELECT THE TOP EIGHT AND THERE WERE 27 ITEMS LISTED.

ON THE FIRST PAGE WOULD BE THE ONES THAT WE NORMALLY WOULD RECOMMEND AS A STARTING POINT.

NOW I'LL ALSO SAY, AND I THINK IN SOME WAYS, IN MANY WAYS THAT RESPECTS THE INPUT THAT WAS PROVIDED BY USING THAT AS A BEGINNING POINT. ON THE OTHER HAND, YOU ARE THE BOARD OF EDUCATION.

YOU ARE WILL ESTABLISH THE HIRING PROCESS FOR THE NEXT SUPERINTENDENT.

YOU HAVE TO FEEL COMFORTABLE AS WELL.

YOU MAY NEED TO MODIFY 1 OR 2 OF THEM, OR YOU MAY NEED TO ADD 1 OR 2.

I WOULD SAY GENERALLY, I WOULD RECOMMEND NOT TO EXCEED A TOTAL OF TEN.

IN FACT, I WOULD SAY GOING TO THE SECOND PAGE.

WHERE AT THE TOP TWO, MAKE STRATEGIC, HIGH QUALITY DECISIONS WITH BIG PICTURE LENS WHILE MANAGING DISTRICT RESOURCES IS 34% AND BUILDS A STRONG, DIVERSE TEAM AND PROMOTES TEAMWORK FOR SUCCESS IS 31%.

THEN YOU SEE A GAP BETWEEN 31 AND 26.

SO FIRST, THE FIRST TWO ON THE SECOND PAGE GIVES YOU YOUR TOP TEN BY THE SURVEY RESULTS.

AND EVEN WHEN IT COMES TO 31%, THAT'S STILL A WELL OVER 200 PEOPLE HAVE SAID THAT OF THAT 687 THAT RESPONDED THAT THAT WAS ONE OF THE TOP EIGHT

[00:20:08]

SO I SUGGEST WE LOOK AT THIS DATA, THE TOP TEN.

YOU CAN CUT IT BACK.

ONE MORE THING. I'LL TELL YOU.

WHEN YOU LOOK AT THE TOP TEN, THE ONLY TWO THAT DIDN'T THAT THAT WERE NOT LISTED THE LAST TIME, ALTHOUGH MAYBE IN A DIFFERENT ORDER TWO YEARS AGO, WERE CREATED CONNECTION ABOUT HALFWAY DOWN CREATES A CONNECTION THAT RESULTS IN PEOPLE FEELING VALUED AND MOTIVATED.

THAT WAS WAY DOWN THE LIST LAST TIME, AS WELL AS SECOND TO LAST ITEM ON PAGE 12, PROMOTES STAFF GROWTH WAS DOWN THE LIST AS WELL.

OTHERWISE THE OTHER SIX WERE WITHIN THE TOP TEN EIGHT THE LAST TIME IN 22.

THAT'S JUST A POINT OF INTEREST.

I DON'T KNOW HOW SIGNIFICANT IT IS THAT MAYBE THINGS HAVEN'T CHANGED THAT MUCH IN TERMS OF EXPECTATIONS.

OH, YOU ALSO NEED TO BE COMFORTABLE WITH THESE CHARACTERISTICS AND TRAITS AS THE PROFILE.

BY MY PROFILE, I MEAN IN A FEW MINUTES WE'LL BE GETTING TO AN ITEM THAT WILL TALK ABOUT OUR ADVERTISEMENT OR THE FEEDBACK MECHANISM FROM THE GROUPS THAT ARE INVOLVED IN SECOND ROUND INTERVIEWS, FINALIST INTERVIEWS.

SO WE LIST THOSE ITEMS IN THERE TO REMIND EVERYBODY WHAT THE CHARACTERISTICS AND TRAITS WERE.

SO QUESTIONS DIRECTION FOR PROCEEDING MODIFICATIONS IN ANY OF THESE ITEMS. ADDITIONS. LET'S TAKE THEM ONE AT A TIME.

WELL, I WOULD AGREE WITH THE IDEA OF TAKING THE TOP TEN DOWN TO ONE AT 31%.

I THINK THOSE ARE GOOD PROFILE PIECES THAT GO INTO YOUR NARRATIVE.

I THINK THE STRATEGY IS A GOOD ONE AND WE OUGHT TO PROCEED THAT WAY.

OTHER. EVEN THOUGH THERE'S ONLY TEN, THERE'S LOTS IN EACH OF THOSE, THOSE PROFILE STATEMENTS.

WELL, THAT'S WHAT I WAS THINKING.

LIKE, I MEAN, A LOT OF THESE.

SOMEWHAT INTERTWINED.

I MEAN, YOU KNOW, SO THAT EVEN THOUGH YOU LIMIT TO TEN BECAUSE YOU HAVE TO HAVE A CERTAIN EXPECTATION, THERE'S GOING TO BE SOME OVERLAPPING AND SOME OF THESE, SOME OF THESE TRAITS THAT WE'RE GOING TO BE LOOKING AT THAT ARE GOING TO HELP OR COMPLEMENT THE TOP TEN THAT WE'VE IDENTIFIED TO BE KEY COMPONENTS OF THE POSITION.

SO I CONCUR, LANCE, I THINK THAT'S.

THE BOARD MEMBERS.

I'M GOING TO I'M PRETTY MUCH IN THE SAME AREA AS THESE GUYS ARE.

I DO THINK THERE'S AN UMBRELLA OVER SEVERAL OF THEM.

YOU KNOW, THAT THEY LIKE, YOU KNOW, LIKE DIRECTOR LEE SAID, ONE THAT I THOUGHT YOU KNOW, JUST READING THROUGH THE COMMENTS THROUGHOUT THE RESPONSES WAS BASICALLY LISTENING AND TRYING TO UNDERSTAND THE INTEREST OF THE STAKEHOLDERS.

SO, I MEAN, THAT DEFINITELY IS A I MEAN, YOU COULD REALLY YOU COULD INCLUDE THAT UNDER GREAT CONNECTIONS WITH PEOPLE FEELING VALUED.

I MEAN, IT'S THOSE THINGS THAT EVEN THOUGH WE'RE GOING TO SET TEN, WE'RE GOING TO LOOK AT ALL THESE.

OH, EXACTLY. YOU KNOW, YOU'RE NOT GOING TO BE LIMITED TO THOSE.

YEAH. WE'RE NOT GOING TO BE LIMITED TO TEN.

BUT THAT'S YOU KNOW, BECAUSE WHEN A CANDIDATE RESPONDS THEY'RE GOING TO RESPOND WITH A LOT OF UMBRELLA WITH A LOT OF STUFF UNDERNEATH EACH ONE OF THOSE DEALS.

THAT'S A GREAT JOB EXPLAINING IT.

WHEN YOU YOU'LL SAY, YOU KNOW, OVER A THIRD OF THE PEOPLE OR HALF THE PEOPLE HAVE STATED THIS IS WITH THEM.

YEP. YEP.

SO I'M GOOD WITH THE TOP TEN.

FOR SOME REPHRASING OR EXTRA WORDS TO ELIMINATE OR ADD.

WE'RE OPEN TO THAT.

DIRECTOR MILLER, DO YOU HAVE ANY COMMENT? I THINK THE TOP 10 OR 5 TOP TEN ARE FINE.

OKAY. OKAY.

YOU'RE ALL GOOD.

ALL GOOD. YEP.

LET'S MOVE ON. HOW DO YOU.

THESE ARE THE TRAITS.

[00:25:01]

BUT HOW DO WE.

HOW DO YOU DEAL WITH EXPERIENCE? YEAH. YES.

WELL, WHEN IN FACT.

OR IS THAT OUR JOB TO FIGURE IT OUT? NO, NO, NO, NO.

WHEN YOU START DETERMINING WHO YOU WANT TO BRING IN FOR AN INTERVIEW, THAT'S WHEN THAT STUFF BEGAN.

THAT'S WHEN IT WAS TIME TO BEGIN TO PLAY IN.

YOU KNOW, CERTAINLY YOU'RE GOING TO LOOK FIRST AT SOMEBODY WHO HAS SUPERINTENDENT EXPERIENCE THAN SOMEBODY WHO HAS POTENTIAL.

THAT HAS ALL OF THE SEEMS TO HAVE THE SKILL SETS ON THE ROAD TO BEING A SUCCESSFUL SUPERINTENDENT, PERHAPS HAS SOME DEPTH OF EXPERIENCE IN SOME AREAS THAT YOU'RE MOST INTERESTED IN.

YOU'LL HAVE AN OPPORTUNITY WHEN AND YOU RECEIVE A PACKET OF ALL THEIR MATERIALS.

WHEN YOU RECEIVE THAT PACKET OF ALL THEIR MATERIALS, YOU WILL READ THROUGH IT.

WE HAVE A PROCESS THAT WE GO THROUGH WHERE YOU COMPARE EACH CANDIDATE TO EVERY OTHER CANDIDATE THAT WE'RE RECOMMENDING YOU LOOK AT. USUALLY IT'S 5 OR 6, SEVEN, EIGHT, THREE, UP TO TEN.

LAST TIME YOU HAD 9 OR 10.

I HOPE WE GET TO THAT SAME NUMBER OF REALLY HIGHLY, HIGHLY QUALIFIED PEOPLE AND YOU WERE ABLE TO THEN FACTOR IN THINGS SUCH AS DO THEY HAVE THE KIND OF EXPERIENCE THEY HAVE EXPERIENCED SIMILAR TO SIOUX CITY? ONE THING TO HAVE EXPERIENCED ANOTHER TO HAVE EXPERIENCE SIMILAR TO SIOUX CITY.

DEALING WITH DIVERSITY.

DEALING WITH DIFFERENT ASPECTS OF THE COMMUNITY.

MAJOR EMPLOYERS.

THE SUPPORT GROUPS THAT THAT COME TO PLAY IN THE SCHOOL.

YOU HAVE A FOUNDATION. I'M SURE THOSE ALL BEGIN TO PLAY IN.

YES, YOU'LL BE ABLE TO FACTOR ALL OF THAT IN WHEN YOU BEGIN TO LOOK AT HOWEVER NUMBER WE HAVE OF QUALIFIED CANDIDATES.

AND WE'LL LET YOU LOOK AT, YOU KNOW, WE'LL TALK ABOUT THEM ALL.

WHAT WE DO IS WE START WITH HOW MANY WE THINK MEET YOUR QUALIFICATIONS, YOU KNOW, YOUR CHARACTERISTICS AND QUALITIES, AND THEN HAVE, YOU KNOW, WE AREN'T GOING TO BRING SOMEBODY WHO HAS NO EXPERIENCE WITH DIVERSITY.

WE KNOW THAT, YOU KNOW.

SO WE'LL FACTOR THOSE THINGS IN.

YOU'LL BE ABLE TO SEE FROM THEIR PAPER MATERIALS, REFERENCES, LETTERS OF REFERENCE THAT THEY SUBMIT, WHETHER OR NOT THEY MEET YOUR STANDARD IN THOSE AREAS.

AND YOU'LL HAVE AN OPPORTUNITY TO COMPARE THEM TO EVERY OTHER CANDIDATE AND SEE HOW EVERY OTHER BOARD MEMBER COMPARED TO THE FIRST CHOICE.

I'VE DESCRIBED IT AS AN EXERCISE THAT I THINK SEEMS TO HELP BRING TOGETHER THE BOARD.

I WANT TO BE I WANT TO BE A LITTLE BIT CAREFUL ON SAYING SOMEBODY HAS NO DIVERSITY.

LET'S THINK BACK A LITTLE BIT WHEN WE WHEN WE LOOKED AT IT LAST TIME, THE PRIOR ADMINISTRATION PRIOR TO THIS CURRENT ONE TOOK ON NO DEI ACTIVITY, DID NOT REVIEW ANY CURRICULUM TO TO ADDRESS.

HOW ARE WE ADDRESSING, HOW ARE WE ADDRESSING THE DIFFERENT ITEMS IN OUR CURRICULUM.

AND WE BROUGHT IN A SUPERINTENDENT THAT HAD VERY LITTLE DIVERSITY.

AND WHAT DID WE DO? IMMEDIATELY HE LAUNCHED ON A FULL CURRICULUM REVIEW.

HE ADOPTED. WE TOOK ON DEI MATTERS.

WE ADDRESSED THEM HEAD ON.

SO YOU HAD SOMEBODY WHO HAD NO EXPERIENCE WITH IT, BUT YET TOOK ALL THOSE THINGS ON RIGHT OUT OF THE BLOCK.

SO I WANT TO BE CAREFUL TO SAY, WE'RE NOT GOING TO LOOK AT ANY CANDIDATES WHO DON'T HAVE SUBSTANTIAL DIVERSITY.

I MEAN, IT'S A BENEFIT, IT'S A BENEFIT.

BUT IF WE HAVE SOMEONE WHO'S WILLING TO DO IT AND WE SAY THAT'S A PRIORITY BECAUSE WE ESTABLISHED THIS GOALS AND PRIORITY, THAT WAS A PRIORITY FOR THEM, THEN THEY DID IT.

SO I WANT TO BE I JUST WANT TO REMIND OURSELVES OF THAT AS WE GO THROUGH THIS PROCESS.

I WOULD AGREE WITH THAT.

PARDON ME. I WOULD AGREE WITH I WOULD AGREE WITH THAT.

YES. AND DIVERSITY IT CAN.

YOU CAN SEE HOW THE CANDIDATE YOU'RE GOING TO ASK.

WE WILL ASK I KNOW IN OUR SCREENING WHAT HAVE YOU DONE IN THIS AREA.

RIGHT. WELL IT'S IMPORTANT.

IT'S IMPORTANT. THE ISSUE IS, ARE YOU WILLING TO DO IT? ARE YOU OPEN TO IT? AND THEN THE BOARD GIVE DIRECTION TO SAY, HEY, THIS IS A PRIORITY OF THINGS THAT WE NEED TO DO.

WE WILL ALSO ASK, WHAT HAVE YOU DONE IN YOUR CURRENT RIGHT.

RIGHT. WELL, AND I THINK THAT'S A THAT'S ONE OF THE TRAITS.

YES. LIKE THAT WOULD BE A TRAIT.

WE'RE NOT SAYING IT'S BENEFICIAL IF THEY HAVE IT.

IT'S BENEFICIAL.

I THINK IT'S IMPORTANT TO AS WE LOOK AT THE INFORMATION THAT WE'VE RECEIVED THAT WAS COLLECTED, THAT AS WE LOOKED BACK AT THE AREAS OF EXPERTISE.

I MEAN, THAT WAS LIKE 80, 81%, YOU KNOW, OF THE EXPERTISE.

BUT I DO THINK THAT IT IS A TRAIT, AND IT'S SOMETHING THAT WE DEFINITELY NEED TO TAKE INTO CONSIDERATION AS WE LOOK AT OUR STUDENTS THAT ARE BEING SERVED.

[00:30:01]

HAVE AN UNDERSTANDING AND AGAIN, GO BACK TO THE TRAITS OF THAT CANDIDATE AS IT RELATES TO AREAS THAT HAVE BEEN SHARED WITH US FROM OUR CONSTITUENTS, AS WELL AS WHAT WE SEE OVERALL AS A AS A BOARD.

ANYTHING ELSE? LET ME WALK THROUGH EACH ONE OF THEM JUST FOR A MINUTE.

IS THERE ANYTHING ABOUT THE WORDING OF NUMBER ONE IS AN EFFECTIVE COMMUNICATOR CREATING STRONG SCHOOL AND COMMUNITY RELATIONS AND.

ALL OF THAT.

I'M COMFORTABLE WITH IT.

NUMBER TWO LEADS BY EXAMPLE THROUGH HONEST PRACTICES.

I THINK THAT'S PROBABLY A GOOD ONE TO HAVE.

YEAH, I'M ASKING JUST IN CASE THERE'S SOME MODIFICATION OR WORD CHANGE OR CLARIFICATION.

WE NEED TO CREATE CONNECTIONS THAT RESULT IN PEOPLE FEELING VALUED AND MOTIVATED, ACCOUNTABLE AND RESPONSIBLE.

I GUESS I DIDN'T ASK THAT ONE, DID I? I THINK.

THAT'S FAIRLY CLOSE TO THE ONE UP ABOVE IT.

ARE WE BEING REDUNDANT? I'M COMFORTABLE WITH IT BECAUSE IT FOCUSES ON THAT PERSON'S ABILITY TO LEAD THROUGH ETHICAL MANNERS, AS DOES THE FIRST ONE, AS DOES THE SIXTH ONE.

THREE, FOUR, THE FIFTH ONE.

SO I MEAN, I THINK I'M COMFORTABLE WITH THAT ONE.

SIX ONE.

YEAH. ETHICS AND INTEGRITY AND PRACTICES.

MORAL AUTHORITY.

YES. SOUNDS FINE.

I WOULD, I WOULD SAY, YEAH.

KEEP IT TO OTHERS BY PROMOTING TEAM STRENGTH AND STUDENT FIRST APPROACH.

YES, I'M GOOD WITH THAT.

YES. YEAH.

LET'S MOVE ON. I DON'T KNOW HOW FAR IN THE WEEDS YOU GUYS WANT TO GO WITH SPECIFICS WHEN IT COMES TO WHEN I'M LOOKING AT THIS, WHAT'S IN MY HEAD RIGHT NOW WHEN WE LOOK AT THE NUMBER ONE MOST CRITICAL DISTRICT ISSUE STAFF RECRUITMENT AND RETENTION.

YES. RIGHT.

I MEAN, IF WE'RE GOING TO DEFINE IF I GOT TO PICK THE PERSON THAT I WANTED, I IT WOULD BE SOMEBODY WHO WOULD BE.

YOU KNOW, AVAILABLE TO THE TEACHERS EXAMPLE BEING SOMEBODY WHO IS FORWARD THINKING, SOMEBODY WHO UNDERSTANDS AND RECOGNIZES THAT THE POPULATION THAT WE HAVE IN SIOUX CITY IS CHANGING. RIGHT.

AND WE NEED TO GET OUT AHEAD OF THAT.

BUT THAT'S NOT GOING TO THAT'S NOT GOING TO STOP.

RIGHT. TO EXPAND OUR ELL PROGRAM, SOMEBODY WOULD HAVE THE EXPERTISE TO EXPAND OUR ELL PROGRAM INTO A SPOT.

WE'VE GOT. WE'VE GOT NEWCOMERS AND ELL LEVEL ONE KIDS WHO WERE PUTTING INTO A REGULAR CLASSROOM.

RIGHT NOW, WE DON'T HAVE THE ABILITY TO SPEAK ENGLISH.

I, YOU KNOW, SOMEBODY WHO WOULD BE ABLE TO GO FORWARD AND PUT IN A PLACE OR A SPOT SIMPLY FOR THOSE KIDS TO GET THEM UP TO SNUFF PRIOR TO THEIR ENTRY INTO OUR ELEMENTARIES, PRIOR INTO OUR INTO OUR MIDDLE SCHOOLS AND OUR HIGH SCHOOLS.

THERE'S A GREAT STRESS ON OUR STAFF.

AND WHEN IT COMES TO RECRUITMENT AND RETENTION, THAT STRESS COULD BE REDUCED WITH A PROGRAM THAT WAS MORE ADVANCED.

AND, LIKE I SAID, FORWARD THINKING WITH THE PERCENTAGES THAT WE HAVE, LIKE ONE OUT OF EVERY FOUR OF OUR KIDS RIGHT NOW IS ELL, RIGHT.

AND A HIGHER PERCENTAGE EVERY MONTH WE ARE GETTING OF KIDS WHO DON'T SPEAK ANY ENGLISH AT ALL.

THAT ALONG WITH THAT SOMEBODY WHO IS GOING TO BE FORWARD THINKING AND RECOGNIZING THAT OUR BEHAVIORS IN OUR CLASSROOMS WHEN IT COMES TO, SAY, AN ALTERNATIVE SCHOOL, AN EXPANDED ELL, ALONG WITH AN EXPANDED ALTERNATIVE SCHOOL

[00:35:07]

BOTH THE KIDS, BOTH GROUPS OF KIDS, BOTH KIDS WHO ARE L AND BOTH KIDS WHO ARE HAVING ISSUES WITH YOU KNOW, IN MY MIND, SOMEBODY WHO CAN CENTRALIZE BOTH OF THOSE GROUPS AND PUT THEM IN A POSITION WHERE WE CAN ALSO CONDENSE OUR RESOURCES AND PUT OUR RESOURCES IN A SPOT WHERE THEY MAKE SENSE INSTEAD OF THEM BEING SCATTERED.

AND I KNOW WE'RE NOT GOING TO BE ABLE TO MOVE OUR ELEMENTARY KIDS INTO A INTO A SITUATION WHERE AM I GOING TOO FAR INTO THE WEEDS HERE A LITTLE BIT, BUT IT SOUNDS TO ME LIKE YOU'RE SAYING I'M LOOKING FOR SOMEONE WHO IS A STRATEGIC THINKER THAT'S LOOKING FOUR AND FIVE YEARS OUT SAYING WHAT WE'RE DOING TODAY.

WE PROBABLY NEED TO TAKE A LOOK AT KIND OF A FUNDAMENTAL CHANGE ON ELL AND, AND, AND ALTERNATIVE SCHOOLS AND THAT, THAT IS BOTH OF THOSE ARE WEAKNESSES THAT WE HAVE.

THESE ARE MY IDEAS, RIGHT.

THIS IS THIS IS FROM LISTENING TO THIS IS FROM LISTENING TO STAFF.

RIGHT. AND WHAT WE'RE I GUESS WHAT I'M HEARING MORE OFTEN THAN NOT.

AND IF YOU READ THROUGH THESE QUESTIONS AND YOU READ THE ANSWERS TO THE 400 RESPONSES OR WHATEVER, QUITE OFTEN THEY FOCUS ON THESE TWO AREAS, RIGHT? AND WHEN WE TALK ABOUT RELIEVING OUR, YOU KNOW, WHEN WE TALK ABOUT RELIEVING OUR TEACHERS AND GETTING A, GETTING OUR TEACHERS IN A POSITION WHERE THEY ARE COMFORTABLE IN A CLASSROOM AND FEEL GOOD ABOUT COMING TO WORK EVERY DAY TO PUT THEM IN A POSITION, YOU KNOW, THE BOARD IS NOTHING MORE THAN A GROUP OF PEOPLE WHO SHOULD BE UP HERE TRYING TO PUT PEOPLE IN A POSITION TO BE SUCCESSFUL.

I'M ONE SEVENTH OF SOMEBODY'S BOSS.

AFTER THAT, THE ONLY THING THAT THIS BOARD SHOULD BE DOING MOVING FORWARD AND WITH WHOEVER THE NEXT SUPERINTENDENT IS, IS MAKING SURE THAT THAT PERSON IS SOMEBODY WHO CAN, LIKE I SAID, BE READY FOR THE CHANGES THAT WE CLEARLY ARE GOING TO BE FACING THE ORGANIZATION FOR THE CHANGES.

FAIR ENOUGH. I'VE GOT I'VE GOT A SUMMARY STATEMENT.

SEE HOW THIS FITS YOU, BOBBY.

BE RESPONSIVE TO THE CHANGING DEMOGRAPHICS AND NEEDS OF OUR DISTRICT STUDENTS.

WHICH IN WHICH IN TURN, WHICH IN TURN SERVES OUR STAFF.

SURE. RIGHT.

AND IT'S WE NEED TO FIND A WIN FOR EVERYBODY.

RIGHT. AND WHETHER THEY BE A SPECIAL ED TEACHER, WHETHER THEY BE AN ELL TEACHER, WHETHER THEY BE A REGULAR ED TEACHER, WHETHER THEY BE A NON-CERTIFIED STAFF.

THIS IS THIS IS SOMETHING MOVING FORWARD THAT IS GOING TO BE SOMETHING THAT WOULD BE POSITIVE FOR EVERYONE.

HOW ABOUT IF YOU COMBINE THAT, PROMOTE STAFF GROWTH WITH PROMOTE STAFF GROWTH BY BEING RESPONSIVE TO THE CHANGING DEMOGRAPHICS AND NEEDS OF OUR DISTRICTS.

PERFECT. I LIKE YEAH.

ALSO, CAN WE PUT IT CAN WE PUT IT THE OTHER WAY? CAN WE PUT IT THE OTHER WAY? BECAUSE I THINK IF WE FOCUS ON THAT WILL, WILL, WILL ENABLE STAFF TO GROW IN THEIR SPECIALTY AREA, WHETHER IT'S ELL, WHETHER IT'S ALTERNATIVE SCHOOL BEHAVIOR, TEACHERS, THINGS LIKE THAT.

BECAUSE I THINK YOU'LL ALLOW THE REGULAR CLASSROOM TEACHERS TO GROW AS WELL AS THESE SPECIALTIES.

I THINK IF WE PUT IT TO PUT IT THE ONE BEFORE THE OTHER.

I'M GONNA GIVE YOU SOME MORE.

YEAH, YEAH.

HE'S GETTING AT. WE CAN DO THAT ALSO I THINK YOU'RE GETTING AT SOME QUESTIONS THAT YOU CAN ASK HER AS WELL.

WELL, THIS IS THIS IS OUR BIGGEST WEAKNESS.

THIS IS OUR BIGGEST WEAKNESS THAT WE HAVE IN OUR DISTRICT IS WE'RE PUTTING KIDS THAT DON'T SPEAK ENGLISH.

AND 25% OF 20, 20, 4.33% OF OUR KIDS DON'T SPEAK ENGLISH.

I MEAN, ONE OUT OF EVERY FOUR KIDS THAT'S WALKING DOWN THE HALL.

I MEAN, THAT'S PRETTY DRAMATIC.

AND THE QUESTION IS, HOW DO WE BETTER SERVE THEM? AND THEN HOW DO WE TAKE THE PRESSURE OFF THE TEACHERS AND THE REGULAR CLASSROOM THAT ARE TRYING TO TEACH THEM WITHOUT ADEQUATE, WITHOUT ADEQUATE RESOURCES, QUITE FRANKLY.

AND THEN SAME THING FOR ALTERNATIVE SCHOOLS.

HOW DO WE HOW DO WE ENABLE THOSE KIDS TO THRIVE VERSUS BEING THROWN IN A PLACE THAT THEY'RE PROBABLY NOT GOING TO DO VERY WELL? THEY'VE DEMONSTRATED THEY'RE NOT GOING TO DO WELL AND MORE OF THE SAME WON'T WORK.

I'VE GOT ANOTHER ONE.

SO I'VE REVISED IT.

YOU HAVE TO UNDERSTAND, I'M A WORDY PERSON, SO I WANT TO TRAVEL WITH HIM.

I KNOW IT'S BE RESPONSIVE TO THE CHANGING DEMOGRAPHICS AND NEEDS OF OUR DISTRICT STUDENTS THROUGH STAFF GROWTH AND INNOVATION.

[00:40:07]

WE CREATED ONE.

WELL, THAT WILL TAKE THE PLACE OF PROMOTE STAFF GROWTH.

OKAY, READ ON THAT.

BUT IT'S ALSO ENCOMPASSING OF SOME OF THE OTHER TRAITS.

SO I DO LIKE THAT.

I MEAN, BECAUSE AS I WAS LISTENING TO WHAT WAS BEING SAID, THERE ARE EVEN IN THE TOP FIVE LEADERSHIP CHARACTERISTICS. THOSE WERE PART THOSE WERE ALL STATEMENTS THAT DIRECTOR MICHAELSON HAD DRESSED.

THE WAY YOU WROTE. IT WAS ELOQUENT.

THANK YOU, MARY JANE.

WE ARE SEEING CLERGY WAS GOING TO BE MY CAREER AT ONE TIME.

GOD BLESS YOU. I WASN'T QUALIFIED.

HE WAS WELL.

BUT SERIOUSLY, THAT'S ONE OF THE THINGS THAT THIS BOARD IS ONE OF OUR FUNDAMENTAL WEAKNESSES OF THE DISTRICT.

WE'VE TRIED TO ADDRESS SPED, WE TRIED TO ADD SOME RESOURCES, BUT THE ISSUE IS THE NUMBERS ARE SO OVERWHELMING WITH ELL THAT THE TRADITIONAL MODEL ISN'T WORKING.

EACH DAY BRINGS A NEW CHALLENGE.

YEAH. AND SAME THING FOR ALTERNATIVE SCHOOL.

THE TRADITIONAL MODEL PROBABLY ISN'T WORKING.

ISN'T WORKING WITH STAFF FOR SURE.

AND IT ISN'T WORKING FOR THOSE STUDENTS.

SO WE'RE GOING TO HAVE TO WE'RE GOING TO HAVE TO BUILD A NEW MOUSETRAP.

WE'RE GOOD ON THAT.

YEP. WE'RE GOOD ON THAT. TRANSPARENCY BY SHARING THE DISTRICT DIFFERENT GOALS AND CHALLENGES.

YOU'RE OKAY WITH THAT? YES DAVID.

LOOKING OVER THE NEXT PAGE.

THE TOP TWO STRATEGIC HIGH QUALITY DECISION WITH BIG PICTURE LENS WHILE MANAGING DISTRICT RESOURCES.

OKAY I'M GOOD WITH THAT.

BUILD STRONG, DIVERSE TEAMS AND PROMOTES TEAM WORK FOR SUCCESS AND FOR SUCCESS FOR ALL.

WE HAVE OUR TEN. WE HAVE EVERYBODY COMFORTABLE WITH THAT.

I AM COMFORTABLE WITH THAT.

BUT I WOULD ALSO JUST ASK US TO JUST ON A SIDE NOTE, AS YOU'RE WORDSMITHING, THINK ABOUT THOSE OTHER TRAITS SO THAT WE CAN SOMEHOW LINK THEM TO SOME OF THE AREAS THAT WE AFFIRM TO BE THE TOP TEN.

NOW, THERE WILL BE OTHER OPPORTUNITIES WHEN YOU DEVELOP QUESTIONS AND YOU GO MUCH DEEPER AND THE GROUPS WILL THE GROUPS THAT WHEN I TALK ABOUT QUESTIONS I THINK WE GET TO YOU WILL DEAL WITH FIRST ROUND INTERVIEWS, SECOND ROUND INTERVIEWS.

THEN WE'LL HAVE GROUPS THAT WILL DEAL WITH SECOND ROUND INTERVIEWS.

ONCE YOU GET IT DOWN TO TWO, AND EACH ONE OF THOSE GROUPS WILL HAVE A SET OF QUESTIONS.

SOME OF THEM WILL BE SIMILAR GOING THROUGH GROUPS, OTHERS WILL BE DIFFERENT DEPENDING ON WHAT THAT GROUP LOOKS LIKE.

YOU LIKEWISE, AS A BOARD WILL HAVE PREPARED QUESTIONS THAT YOU'LL ASK EACH SEMIFINALIST AND FINALIST AS WELL, WHICH WE'LL GET INTO THAT A LITTLE MORE DETAIL, BUT I THINK YOU'LL HAVE AMPLE OPPORTUNITY TO GET MORE SPECIFIC IN THESE AREAS.

[INAUDIBLE] TOP TEN.

THE ONLY OTHER THING I LESLIE I'M LOOKING AT THE AGENDA.

I DON'T GET TO GET AHEAD OF IT.

WE HAVE OUR ITEM B IS REVIEW ONE PAGE QUESTION TEN.

SUMMARY I GOT THAT UP.

I THOUGHT THAT WAS NEXT.

JUST WHAT WE FIRST OF ALL K 12 INSIGHT LOOKED AT THAT DATA AND SUMMARIZED IT.

WE LOOKED AT WHAT THEIR SUMMARY AND WE APPRECIATE HAVING AN OUTSIDE HAVING OUTSIDE EYES LOOK AT IT.

WHO DO THIS ON ANY NUMBER OF SURVEYS FOR DISTRICTS.

AND YOU HAVE WHAT THEY AND US BOILED IT DOWN TO, WHICH WAS ACADEMIC FOCUS, DIVERSITY AND INCLUSION, FACILITIES AND RESOURCES, LEADERSHIP AND TRANSPARENCY, SAFETY AND DISCIPLINE, STAFF MORALE AND RETENTION.

SUPPORT FOR ARTS AND EXTRACURRICULARS WERE THE AREAS THAT WE.

AND THAT'S ON A SEPARATE DOCUMENT THEY HAD.

THEY HAD THEIR EYES ON IT AS WELL AS NICK AND I GOING THROUGH IT ALL.

THIS ADDITIONAL INFORMATION THAT WILL HELP YOU GOING FORWARD.

I WANTED TO BE SURE I SHARED IT PUBLICLY TO SUMMARIZE ANY COMMENTS THAT WERE CAPTURED THROUGHOUT THE SURVEY.

READY? WE'RE READY.

YEP. OKAY.

[00:45:04]

BUT BEFORE WE MOVE ON TO THE JOB POSTING, DOES THE BOARD NEED TO MAKE A MOTION TO APPROVE? OH. I'M SORRY. MY APOLOGIES.

DOES THE BOARD NEED TO APPROVE THOSE TOP TEN TREATS? YES. OKAY.

FOR THE PROFILE.

FOR THE PROFILE. OKAY.

SO FOR THE SUPERINTENDENT POSITION PROFILE TO APPROVE THOSE TOP THE TEN TREES.

JUST TO REITERATE, COULD YOU DO YOU MIND IF I READ THOSE? OR IF YOU READ THOSE TOP TEN AGAIN, JUST TO CLARIFY.

YOU'RE GOING TO HAVE TO READ IT. AND THEN I'LL READ THE ONE CHANGE BECAUSE I ALREADY I'M RUNNING THE TECHNOLOGY AND I QUOTE THAT.

YEAH NO PROBLEM.

SO THE TOP TEN ARE IN THE ORDER IN WHICH THEY WERE THE FREQUENCY OF THE FEEDBACK WE RECEIVED FROM THOSE WHO COMPLETED THE SURVEY.

ONE IS AN EFFECTIVE COMMUNICATOR, CREATING STRONG SCHOOLS AND COMMUNITY RELATIONS.

TWO IS LEADS BY EXAMPLE THROUGH HONEST PRACTICES.

THREE IS ACCOUNTABLE AND RESPONSIBLE FOR ACTIONS.

FIVE IS FOR CREATES CONNECTIONS THAT RESULT IN PEOPLE FEELING VALUED AND MOTIVATED.

SIX, VALUES, ETHICS AND INTEGRITY BY PRACTICING MORAL AUTHORITY FOLLOWED BY.

EMPOWERS OTHERS BY PROMOTING TEAM STRENGTH AND STUDENT FIRST APPROACH.

WHEN WE MODIFIED.

IT'S BE RESPONSIVE TO THE CHANGING DEMOGRAPHICS AND NEEDS OF OUR DISTRICT STUDENTS THROUGH STAFF GROWTH AND INNOVATION.

ON THIS PAGE SHOWS TRANSPARENCY BY SHARING THE DISTRICT'S GOALS AND CHALLENGES, AND THE TOP TWO ON THE NEXT PAGE MAKES STRATEGIC, HIGH QUALITY DECISIONS WITH BIG PICTURE, BIG PICTURE LENSES WHILE MANAGING DISTRICT RESOURCES.

AND THE 10TH ONE WAS BUILT STRONG, DIVERSE TEAMS AND PROMOTES TEAMWORK FOR SUCCESS FOR ALL.

THOSE WOULD BE THE TOP TEN.

MR. PRESIDENT, I MADE A MOTION TO ADOPT THOSE TEN TRAITS TO GO INTO OUR POSITION PROFILE FOR THE SUPERINTENDENT.

IS YEP, A SECOND.

WE HAVE A FIRST AND WE HAVE A SECOND BOARD MEMBERS, IS THERE ANY FURTHER DISCUSSION REGARDING THESE TEN? ALL THOSE IN FAVOR SAY AYE.

AYE. AYE.

ALL THOSE OPPOSED SAY NAY.

MOTION PASSES SIX ZERO.

WE MOVE ON TO THE NEXT ONE.

YEP. FINAL RECRUITMENT AND MARKETING MATERIALS.

[VI. Review Final Recruitment and Marketing Materials]

YOU WILL NOTE AT THE VERY TOP OF THE JOB POSTING, IT SAYS SIOUX CITY COMMUNITY SCHOOLS SEEKS.

THE SUPERINTENDENT POSSESSES THE FOLLOWING LEADERSHIP TRAITS.

WE'LL PUT THOSE TEN ITEMS RIGHT IN THERE.

THE REST OF THE DOCUMENT GOING ON THROUGH REQUIREMENTS WAS DESCRIPTION OF THE DISTRICT AND A DESCRIPTION OF THE COMMUNITY, WHICH WE ALSO PROVIDED THE SAME CONTENT FOR THOSE TWO SECTIONS AT IN THE OCTOBER 7TH MEETING, LESLIE CREATED THOSE WITH YOU. WE CREATED THEM.

YES, YOU DID THE LAST TIME.

VERY ABLY. BOTH TIMES.

AND THEN THE REQUIREMENTS.

WE HAVE THE REQUIREMENTS LISTED.

YOU CAN SEE WHERE THE MATERIALS THAT WILL BE COLLECTED.

APPLICATION MATERIALS WILL BE A LETTER OF APPLICATION DETAILING PERSONAL QUALITIES, QUALIFICATIONS, EXPERIENCE AND REASONS FOR INTEREST REGARDING THE POSITION.

TWO. A CURRENT RESUME.

THREE. THREE.

LETTERS OF RECOMMENDATION FOR AN ONLINE APPLICATION FORM, WHICH WOULD BE A VERY SHORT VERSION.

WE HAD A SOMEWHAT COMPLEX ONE PREVIOUSLY.

WE FOUND OVER TIME THAT IF WE BOILED IT DOWN TO THE SIMPLE ESSENCE OF IT BOARD, WERE MORE HAD LESS PAPER TO LOOK AT AND NOT LESS INFORMATION AS A RESULT.

AND THEN YOU CAN SEE WHERE THE APPLICATION MATERIALS GO TO ONE OF OUR ASSOCIATES FOR COLLECTION AND PUT TOGETHER IN A PACKET WHICH YOU WILL RECEIVE THOSE THAT WE FEEL BEST MEET.

THE QUALITIES AND QUALIFICATIONS THAT YOU PREVIOUSLY HAVE, HAVE IDENTIFIED.

WE'LL WORK WITH. WE'LL HAVE TO REMEMBER THE HR DEPARTMENT.

YOU CAN'T APPLY THROUGH THE SCHOOL DISTRICT.

YOU NEED TO APPLY THROUGH GR RECRUITING BECAUSE THERE'S SOME THINGS WE CAN'T ADVERTISE AND WE'LL GET TO THAT LATER IN THE AGENDA.

MOVING ON TO THE THIRD PAGE YOU CAN SEE THE CONFIDENTIALITY AND THE ALL THE CODE OF IOWA THINGS REFERENCED THAT THEY CAN CONTACT ME

[00:50:08]

AND THEN IN TERMS OF THE SALARY WE'LL DEAL WITH IN A MINUTE IN THE ADVERTISEMENT, WE STRESS TO THEM THEY SHOULD NOT BE CONTACTING YOU DIRECTLY.

AND STRANGELY ENOUGH, SOME CANDIDATES WILL TRY TO DO THAT.

I LIKE THE PROFILE AS WRITTEN A GREAT DEAL.

I APPRECIATE YOUR ADD THE TEN POINTS THAT WE'VE APPROVED, AND I THINK THAT THE NARRATIVE, I'LL SAY SELLS US WELL, WHICH IS WHAT WE NEED TO DO. SO I WOULD CERTAINLY BE ONE TO APPROVE WHAT YOU HAVE PROPOSED.

IS THAT A MOTION? OH, I CAN MOVE. MOVE TO APPROVE THE PROPOSED PROFILE AND NARRATIVE THAT FROM OUR CONSULTANT.

SECOND. SECOND.

WE HAVE A FIRST. WE HAVE A SECOND.

SO, JAN.

YES. DIRECTOR MILLER.

ARE WE. ARE WE MAKING A MOVE TO APPROVE THIS THE WAY IT'S WRITTEN WITHOUT FURTHER DISCUSSION OR WE'LL DEAL WITH THE SALARY IN A MOMENT HERE. SO RIGHT NOW WE'RE DEALING WITH THE JOB REVIEW.

JOB POSTING. CORRECT.

YEAH, WE HAVE THE SALARY IN IT AS WELL AT THE VERY END BECAUSE YOU CALLED FOR THE FIRST AND THE SECOND.

NOW WE CAN OPEN IT UP FOR DISCUSSION.

WE CAN DO IT.

BOARD MEMBERS, ARE THERE ANY FURTHER DISCUSSION? WELL, I WANT TO DISCUSS THE SALARY PORTION OF THIS.

AND SO I'M NOT SURE WHERE THAT FITS SINCE WE'RE GOING TO TALK ABOUT IT LATER.

BUT WE'VE MADE A MOTION.

SO I WOULD THINK IT'D BE APPROPRIATE TO DO IT NOW BECAUSE WE COULD INCLUDE ITEM A AND B TOGETHER.

CORRECT. JUST INCLUDE IT AS PART.

YEAH. YEAH.

WE CAN TALK ABOUT THE SALARY RIGHT NOW.

YES. LET'S TALK ABOUT THE SALARY RIGHT NOW.

ON OCTOBER 7TH, THE IN YOUR DISCUSSION, YOU INDICATED AT THAT POINT THAT YOU WANTED TO RANGE BETWEEN 275 AND 310.

CORRECT. AND I WOULD LIKE US TO MODIFY THAT TO BE AN OPEN ENDED BOTTOM TO UP TO 310.

SO WE HEARD THAT MOST PROFILES ONLY HAVE ONE SALARY NUMBER IN THERE.

AND I THINK THAT IT SHOULD BE THE SALARY WILL BE CAPPED AT 310,000 PLUS AN EXCELLENT COMPENSATION BENEFITS PACKAGE.

NOW USUALLY IF I MIGHT CLARIFY, USUALLY WHAT WE RECOMMEND IS ONE NUMBER IN THE RANGE OF THIS BOARD, ALTHOUGH ALL BEING DIFFERENT MEMBERS.

BUT PREVIOUSLY THIS BOARD HAS SAID DO YOU WANT A RANGE AND WE CAN LIST IT EITHER WAY.

I WOULD SAY THAT I THINK I WOULD RECOMMEND THAT YOU HAVE A BOTTOM SALARY IN THE IF YOU'RE GOING TO HAVE A RANGE, HAVE A BOTTOM SALARY, AND IT HELPS CANDIDATES IN KNOWING EXACTLY WHAT THAT MIGHT LOOK LIKE.

I THINK I THINK A DISCERNING CANDIDATE WILL UNDERSTAND GIVEN MY BACKGROUND AND WE HAVE DISCUSSIONS WITH CANDIDATES ONCE WE GET ON THE FINAL LIST TO SAY, LISTEN, GIVEN YOUR EXPERIENCE AND WHAT WE KNOW OF YOU SO FAR, YOU'RE NOT GOING TO BE 300,000.

YOU'RE PROBABLY GOING TO BE AROUND 275 SOMEWHERE ALONG THERE.

I'M NOT SPEAKING FOR THE BOARD.

I'M JUST SIMPLY SAYING WHAT I THINK THEY MIGHT CONSIDER.

SOME THINGS THEY ARE GOING TO HAVE TO CONSIDER WHEN THEY CONSIDER YOU.

AND I THINK THAT GENERALLY HELPS IN TERMS OF MOVING THINGS ALONG.

WELL, LET ME LET ME GIVE YOU A VIEW OF WHY I THINK A RANGE IS NEEDED.

THERE ARE SEVERAL OTHER ITEMS IN THE PACKAGE THAT WE'RE GOING TO HAVE TO OFFER.

SOME OF THOSE TYPICALLY ARE A STIPEND FOR AUTOMOBILE TRAVEL FOR AUTOMOBILES, SO THEY DON'T HAVE TO RECORD MILES.

THERE'S A STIPEND OPEN FOR, I'LL CALL IT JOINING ORGANIZATIONS, WHETHER IT'S THE STATE OR NATIONAL ORGANIZATIONS.

THERE'S TYPICALLY A STIPEND FOR THAT.

AND THEN PROBABLY THE BIGGEST ONE OF ALL IS ARE YOU GOING TO PROVIDE A SUPPLEMENTAL RETIREMENT CONTRIBUTION? SO WHEN YOU ADD WHEN YOU ADD UP ALL OF THOSE POTENTIAL ITEMS IN THERE, IF SOMEBODY WANTS MORE ON A RETIREMENT CONTRIBUTION BUT A LOWER SALARY, THEN THAT GIVES US THE FLEXIBILITY WITH ANY OF THOSE, YOU KNOW, I'LL CALL THEM ADD ONS PERQUISITES.

THAT GIVES US THE FLEXIBILITY TO NEGOTIATE WITH THEM WHAT IS FAVORED FOR THEM AND FAVORED FOR US.

AND HAVING SOMEBODY SAYS, NO, I WANT A HIGH SALARY.

WELL, YOU'RE LIKELY NOT GOING TO GET A HIGH SUPPLEMENTAL RETIREMENT CONTRIBUTION.

[00:55:02]

SO I THINK IT GIVES US THE ULTIMATE FLEXIBILITY TO HAVE TO HAVE A RANGE.

AND YOU'RE TRADING OFF WHAT'S IMPORTANT TO THEM, WHAT'S IMPORTANT TO US.

WOULD IT BE, THOUGH? I AGREE WITH YOUR ANALYSIS, BUT I'M THINKING IF YOU SAID UP TO.

310 AS, AS MR. MILLER SUGGESTED, THAT REALLY IS A BROADER RANGE.

AND. BECAUSE I'M THINKING, AS YOU'RE SPEAKING, THAT YOU COULD HAVE A SUPERINTENDENT THAT REALLY WANTS TO EMPHASIZE THE RETIREMENT AND WOULD JUST AS SOON BE UNDER 275 AS A NUMBER.

SO MAYBE WE'RE BETTER OFF JUST SAYING UP TO 310 BECAUSE IT GIVES US THAT MUCH MORE FLEXIBILITY.

BUT BY SAYING UP TO, YOU KNOW, WE'VE ALREADY LEFT OPEN THE DOOR THAT IT COULD BE ANY AMOUNT IN BETWEEN OR ANY COMBINATION AMOUNT IN BETWEEN. YEAH, BUT THE REALITY, THE REALITY OF THE SITUATION IS WE'RE LIKELY NOT GOING LOWER THAN 260.

I MEAN, THAT'S VERY LIKELY.

I CAN'T SEE US TRYING TO FILL THIS POSITION FOR LESS THAN 260.

SO WHAT ARE WE TALKING ABOUT, 15,000 UP TO THE 275.

I MEAN, IF WE WANT TO. IF YOU WANT TO GO LOWER, I'M.

WHAT I'M SAYING IS I AGREE WITH IN ALL YOUR ANALYSIS, BUT THE BOTTOM NUMBER DOESN'T HELP US.

IT JUST IF WE SAY UP TO 310, WE'VE GOT A RANGE FROM ZERO TO WHATEVER.

AND YOU CAN. I'M NOT A QUARTERBACK FOR A TEAM.

YOU COULD DO IT. I'M NOT OPPOSED TO THAT.

I GUESS THE QUESTION WOULD BE IS WHAT? WHAT ARE YOU GUYS AS YOUR PROFESSIONAL ADVICE? WHAT DO YOU RECOMMEND? GENERALLY WHAT WE DO IS WE HAVE A CLEAR UNDERSTANDING OF WHAT THE BOARD WANTS TO DO WITH SALARY.

AND ONCE WE GET DOWN TO CALLING 4 OR 5 PEOPLE FOR FIRST ROUND INTERVIEWS, BOARD ONLY VIA TEAMS, WE'RE GOING TO GIVE THEM SOME INDICATION OF WHAT THEY CAN EXPECT, WHAT CAN ANTICIPATE FROM OUR PERSPECTIVE, SAY, I DON'T THINK THE BOARD IS GOING TO EXCEED THIS.

AND THEY GIVEN YOUR EXPERIENCE, THEY MAY BE LOOKING HERE.

SO I FEEL LIKE THE DISCUSSION HAS HELPED YOU WITH THAT PART.

YES. AND THIS IS AN ADVERTISEMENT.

SO THAT'S WHY I LIKE THE IDEA OF THE FLEXIBILITY.

IF WE JUST SAY UP TO 310, WE HAVE A LOT OF FLEXIBILITY THEN.

AND I THINK THAT OUR DISCUSSION WITH YOU HAS GIVEN YOU SOME GUIDANCE OF WHAT THE THINKING IS.

BUT I HAVE SOME I HAVE A GREAT CONCERN ABOUT THAT BECAUSE I'M GOING TO TALK FROM A MY POSITION.

I'M GOING TO LOOK AT THE, THE STARTING WAGE.

AND IF IT'S SIMILAR TO WHAT I'M GETTING NOW, WHY WOULD I PUT MYSELF THROUGH IT? YEAH, YOU MIGHT GAIN PRESTIGE.

SO IF YOU DON'T TWEAK THE INTEREST OF YOUR PROSPECTIVE CANDIDATE, WE MIGHT BE SHRINKING OUR CANDIDATE POOL BY NOT POSTING OR PUTTING IN A RANGE, A FULL RANGE OF LIKE 275, WHICH IS, I BELIEVE, DIRECTOR MILLER'S ONE THAT INITIALLY PROPOSED THAT, BUT. WELL, I PROPOSED A LOWER AMOUNT, BUT THAT IS WHAT I WAS PUSHED INTO.

BUT GUYS, IF. WHOA, WHOA, WHOA, WHOA, I HEAR YOUR ARGUMENT.

MILLER. DIRECTOR MILLER I WAS UP TO UP TO 310 STILL GIVES YOU ALL THE LEEWAY YOU WANT BELOW THAT.

STAYING 275 AND YOU ADVERTISE 275 MEANS YOU CAN'T HIRE SOMEBODY THAT'S CURRENTLY MAKING 200,000 WITHOUT GIVING THEM 275,000.

SO I DON'T THINK THAT ADVERTISING A MINIMUM OF 275 IS IN THE FIDUCIARY RESPONSIBILITY OF THE SCHOOL BOARD FOR OUR SCHOOL DISTRICT, WITH OUR PUBLIC DOLLARS.

LET'S BE FAIR HERE.

YOU WERE NOT PUSHED INTO THAT BY ANY MEANS.

BUT ANYWAY, YEAH, I THINK THAT'S AN UNFAIR COMMENT BECAUSE I THINK I WOULD LIKE TO FINISH JUST PLAIN AND SIMPLE.

MY OPINION IS IF WE DON'T PUT A RANGE, WE'RE GOING TO LIMIT OUR CANDIDATE BASE.

THAT'S MY OPINION.

AND I'LL GO WITH THE CONSENSUS OF THE OF THE BOARD HERE.

BUT THAT'S JUST MY CONCERN.

I GUESS WHAT I'M FEELING, AND I DON'T MEAN TO STEP ON MR. MILLER, WHO PROBABLY MIGHT HAVE A RESPONSE, BUT I SEE WHAT YOU'RE SAYING.

BUT I FEEL LIKE WE'VE GIVEN OUR RECRUITING TEAM ENOUGH LEEWAY TO ANSWER THE QUESTION FOR ANYBODY WHO MIGHT HAVE THAT QUESTION.

I JUST THINK THE IN I THINK EARLY ON THE LAST MEETING, I SAID I GAVE A RANGE THAT WAS MUCH LOWER THAN IF I RECALL, MR. EHMKE SAID HE WANTED IT UP.

AND I SAID, OKAY, THAT WAS REASONABLE.

AND MR. MILLER WANTED IT A LITTLE BIT LOWER.

270 AND I SAID 280, AND WE HAGGLED ON 275.

AND THAT WAS SORT OF THAT WAS SORT OF WHERE IT CAME OUT AT.

BUT THE REALITY OF THE SITUATION IS ALL DISTRICTS IN IOWA, AT OUR SIZE LEVEL AND PROBABLY NATIONALLY, ARE

[01:00:03]

I MEAN, IF YOU JUST LOOK AT THE DATA, WE LOOKED AT IT AT THE LAST MEETING, WHEN YOU LOOK AT THAT, AND THEN SOME OF THE PACKAGES WHICH YOU ADD ON THE PERQUISITES ARE MUCH, MUCH HIGHER THAN THAT. SO FOR US TO THINK WE'RE GOING TO GET SOMEBODY ON THE CHEAP, YOU KNOW, AND IT'S 275 CHEAP.

NO. BUT WE'RE GETTING DOWN TO A POINT WHERE IN TODAY'S MARKET, IN TODAY'S MARKET FOR SUPERINTENDENTS HAS MOVED UP FROM WHERE IT WAS THREE YEARS AGO.

THAT MARKET HAS MOVED AND WE'VE GOT TO STAY WITH THAT MARKET.

SO WHETHER IT'S 270 TO 310, I'M FINE.

275 TWO 8310.

I THINK A RANGE WILL GIVE AN INDICATION IF SOME GUY IS SOME GUY OR SOME PERSON IS MAKING $230,000 AND THEY SAY, HEY, I'M INTERESTED IN THIS.

IT'S GOING TO BE 275 PLUS LIKELY A RELOCATION ALLOWANCE, PLUS LIKELY A RETIREMENT SUPPLEMENT, PLUS SOME DUES, PLUS SOME MILEAGE.

SO THEY'RE GOING TO START ADDING ALL THAT UP.

AND IF THEY'RE SMART THEY'LL LOOK AT OUR LAST BOARD MEETING WHEN WE TALKED ABOUT THIS.

THEY'LL SEE ALL THE PIECES OF IT LIKE OH, THIS IS WHAT THIS DISTRICT IS GOING TO OFFER.

BUT TO THINK THAT WE'RE GOING TO GET SOMEBODY, YOU KNOW, QUITE FRANKLY, AT 260, I THINK WE'RE DILUTING, YOU KNOW, I THINK WE'RE JUST DELUSIONAL BECAUSE I DON'T THINK WE'RE GOING TO FIND THE RIGHT CANDIDATE AT THAT PRICE.

THE THING I WOULD ADD TO THAT CONVERSATION IS ONCE SOMEBODY COMES IN AT A CERTAIN SALARY, RARELY CAN A BOARD PROVIDE INCREASES THAT ARE GREATER THAN THEY'RE PAYING OTHER EMPLOYEE GROUPS.

YOU'RE NOT GOING TO SEE US DO THAT.

IF SOMEBODY COMES IN TOO LOW, DOES A GREAT JOB, IT WON'T BE US, BUT SOMEBODY ELSE IS GOING TO COME AND FIND THAT PERSON, AND THEY'RE GOING TO HAVE A PACKAGE RANGE THAT'S GOING TO BE APPEALING.

THAT'S THE ONLY THING I CAN ADD TO THAT CONVERSATION.

THE REALITY OF, WELL, I WOULD ADD TO THAT CONVERSATION THAT SOMEBODY IS NOT GOING TO TAKE THE JOB IF WE'RE GOING TO UNDERPAY THEM.

SO IF YOU HAVE AN OPEN ENDED, YOU CAN NEGOTIATE AND YOU CAN GIVE THEM THE FLEXIBILITY IF THEY WANT MORE IN THEIR DEFERRED COMP PACKAGE VERSUS IN THEIR SALARY PACKAGE.

IF YOU DON'T HAVE A BOTTOM END NUMBER, THIS SAYS IF IT'S 275 AND THAT'S WHAT YOU'RE ADVERTISING, THAT IS THE BASE SALARY THAT YOU HAVE TO GIVE THEM, RIGHT? WE CAN'T NEGOTIATE SOMETHING LOWER THAN WHAT WE'VE ADVERTISED AT THAT POINT.

SO MY EXPERIENCE HAS BEEN THAT WE HAVE SAID TO SOMEBODY, IF YOU WANT AN ANNUITY, THEN YOU'RE GOING TO HAVE TO SUBTRACT IT FROM WHAT THE BOARD SAID, 275 FOR THIS CANDIDATE.

WELL, THEN IF THEY WANT $10,000 ANNUITY, IT'S 265 PLUS A $10,000 ANNUITY.

I MEAN THEY'RE GOING TO THEY'RE GOING TO LET'S KEEP AN ORDER HERE.

GO AHEAD. GO AHEAD OKAY.

WELL MY QUESTION IS, IS, IS YOU KNOW, I'M FEELING LIKE THEY'LL TALK TO YOU AND FIND OUT.

AND YOU KNOW WHAT WE'RE THINKING? SO IS IT A DISADVANTAGE TO HAVE JUST AN UP TO ONE NUMBER, OR DO YOU THINK FROM YOUR EXPERIENCE THAT IT'S BETTER TO HAVE A LOW TO A HIGH? EXCUSE ME? I INTERRUPTED YOU THERE AND I'M DONE.

THE I'VE NEVER DEALT WITH A UP TO AS A RECRUITING TACTIC, AND I DON'T KNOW THE EFFECT HAVING NOT DONE IT BEFORE.

I CAN SPECULATE MY SPECULATION WOULD BE THEY WOULD WANT TO KNOW, WELL, HOW IS THIS GOING TO APPLY TO ME WITHOUT A BOTTOM NUMBER? IT'S AWFULLY HARD FOR ME TO GIVE THEM SOME KIND OF AN IDEA.

WHEN I GIVE THEM AN IDEA IS NOT COMMITTING YOU IN ANY WAY.

IT'S JUST MY YOUR EXPERIENCE WITH YOUR BACKGROUND, I WOULD THINK YOU'LL BE AT THE LOWER END OF THIS, DEPENDING ON WHETHER YOU WANT THIS, THIS, THIS AND THIS, YOU CAN MAKE IT.

IT CAN BE LESS THAN 275.

IF SOMEBODY WANTS A WHOLE BUNCH OF BENEFITS RIGHT NOW, YOUR BENEFIT PACKAGE IS LIGHTER.

FOR SUPERINTENDENTS, IT'S LIGHTER THAN MOST OTHER DISTRICTS.

WHAT'S YOUR RECOMMENDATION TO US HOW TO PROCEED ON YOU KNOW WHAT THE NUMBERS ARE.

HAVE A BOTTOM NUMBER.

AND WE DO RECOGNIZE MR. MILLER'S CONCERN.

I TAKE ALL THOSE INTO CONSIDERATION.

I'M GOING TO BE VERY CAREFUL HOW WE REPRESENT OURSELVES, NOT YOU.

SO WHERE YOU HAVE ROOM ON THE BOTTOM NUMBER IS THAT THAT WILL INCLUDE SOME OF THE BENEFITS.

YOU KNOW, IF YOU WANT A $10,000 ANNUITY, I DON'T KNOW THE BOTTOM NUMBER.

MAYBE, WE MAY.

WE MAY FIND A CANDIDATE THAT SAYS, I WANT TO 75 PLUS A $20,000, AND THAT MAY BE THE RIGHT CANDIDATE.

[01:05:05]

WHAT WE'VE HEARD FROM THE BOARD IS THAT YOU WANT A QUALITY CANDIDATE AND THE 310 NUMBER YOU HAVE, AND ALSO BEING ABLE TO TALK ABOUT BENEFIT PACKAGE ON TOP IS GOOD FOR DICK AND I TO GO TO.

I DON'T WANT TO UNDERESTIMATE I DON'T WANT TO UNDERESTIMATE WHAT IT'S GOING TO COST US AS A TOTAL PACKAGE TO GET A NEW SUPERINTENDENT.

I THINK WE CAN'T BE BASHFUL, WE CAN'T BE BASHFUL ABOUT THAT.

TO RECRUIT IN THIS MARKET, TO FIND A SUPERINTENDENT.

WE'VE GOT TO PAY THE MARKET.

WE'VE GOT TO PAY THE MARKET RATE WHEN WE RECRUIT.

AND I WOULD ADD, AS I SAID EARLIER, THE RETENTION DIRECTOR LEE, WELL, WE'RE PAYING THE CURRENT SALARY THAT WE'RE PAYING, AND WE ONLY RETAIN THE SUPERINTENDENT FOR TWO YEARS. DIRECTOR MILLER.

RECOGNIZED. DIRECTOR LEE.

THEN I'LL COME BACK TO YOU.

SO. AND.

DIRECTOR MILLER, I WANT TO HEAR YOU REPHRASE HOW YOU PROPOSED THE SALARY COMPENSATION.

BUT I ALSO HAVE A QUESTION FOR GR.

YOU SAID THAT OUR BENEFITS WERE A LITTLE LIGHTER THAN AVERAGE.

OR THE NORMAL DISTRICTS.

LARGER DISTRICTS. I HAVE THAT, I HAVE THAT CHART, IF THAT HELPS YOU.

YEAH. HERE IT IS. THERE IT IS.

I DIDN'T BRING IT. OKAY.

DIRECTOR MILLER, CAN YOU RESTATE YOUR COMMENT AS IT RELATED TO UP TO 310? AND THEN WHAT DID YOU SAY? JUST A POINT OF CLARIFICATION.

WELL, DIRECTOR LEE, IN MOST SALARY NEGOTIATIONS THAT YOU SEE OR IN JOB POSTINGS THAT YOU SEE WHEN YOU LOOK ACROSS INDUSTRIES, THERE IS A SALARY THAT IS COMMENSURATE WITH EXPERIENCE, AND WE WOULD PUT THAT UP TO 310,000 PLUS BENEFITS PACKAGE.

AND SO PEOPLE WILL KNOW THAT IF THEY'RE MAKING $400,000, THERE'S NO REASON FOR THEM TO COME AND APPLY WITH US BECAUSE WE'RE ONLY GOING TO PAY UP TO 310.

BUT SOMEBODY THAT'S CURRENTLY MAKING 200,000 HAS AN OPPORTUNITY UP TO 310,000 TO NEGOTIATE A SALARY.

AND SO IF WE GET SOMEBODY THAT'S COMING FROM A SMALLER SCHOOL DISTRICT, BUT HAS THE DIVERSE BACKGROUND AND HAS BUILT A DIVERSE TEAM THAT'S CURRENTLY MAKING 200,000, MAYBE WE START THEM OUT AT $250,000, AND THAT IS A HUGE WIN FOR THEM.

AND IT'S A HUGE WIN FOR US BECAUSE WE'RE GETTING WE'RE GETTING A CANDIDATE THAT'S VIABLE AND IT'S PAYING THE RIGHT DOLLAR AMOUNT FOR OUR TAX DOLLARS.

PRESIDENT GEORGE. DIRECTOR GREENWELL.

I THINK WE HEARD THE RECOMMENDATION OF THE PROFESSIONAL RECRUITERS THAT RECRUIT FOR SUPERINTENDENTS MUCH MORE THAN WE DO.

I WOULD RECOMMEND WE GO WITH A BOTTOM NUMBER ACCORDING TO THEIR RECOMMENDATION.

BOTTOM NUMBER WITHOUT A TOP NUMBER OR THE RANGE OF THE RANGE AS IT'S RECOMMENDING.

DO IT AS IT'S WRITTEN. OKAY.

I MAKE A MOTION. I HEREBY MAKE A MOTION TO APPROVE THE SALARY RANGE FROM 275 TO 310 AS APPROVED AT THE LAST MEETING.

AND AS RECOMMENDED BY GR RECRUITING.

SECOND, BEFORE WE MOVE ON THAT MOTION, THERE'S ALREADY A MOTION ON THE RIGHT ON THE FLOOR.

DIRECTOR MCKEE AND DIRECTOR MYERS, YOU MADE THE FIRST MOTION DIRECTOR MCKEE AND DIRECTOR MYERS ON REGARDING THE JOB POSTING.

SO WE DON'T NEED TO CHANGE THE MOTION WE MADE.

THEN DO WHAT YOU'RE SAYING.

YES. YES. THEN.

OKAY. I WITHDRAW MY MOTION.

FURTHER DISCUSSION.

I MEAN, WHICH IS WHAT WE'RE DOING.

WHAT WE'VE BEEN DOING. RIGHT.

BUT TO INSERT THAT, WE'RE GOING TO JUST MOVE.

LIKE IS THERE ANY OTHER DISCUSSION? I DON'T HAVE ANY, BUT I JUST WANT TO MAKE SURE THAT WE NOTE THAT, LIKE THERE ARE STILL DISCUSSION.

IT'S NOT THERE'S NO URGENCY TO MOVE THIS MATTER FORWARD.

LIKE IF THERE'S MORE DISCUSSION TO BE HAD BASED OFF OF WHAT WAS STATED, THEN THAT'S WONDERFUL.

BUT IF NOT, THEN WE MOVE FORWARD.

BUT LET'S JUST BE MINDFUL OF THE DECISIONS THAT WE'RE MAKING ARE GOING TO IMPACT WHAT WE DO GOING FORWARD.

AND AS A RESULT OF THAT, LET'S MAKE SURE THAT EVERYONE IS HEARD AND HAVE SOME SAY SO INTO THE MATTER.

DIRECTOR MICHAELSON, DO YOU HAVE ANYTHING YOU WANT TO ADD? NO. NO.

DIRECTOR MEYERS, I SECONDED THE MOTION, SO IT'S FINE WITH ME.

I'M FINE AS WRITTEN DIRECTOR MILLER.

NOW LET'S TAKE A.

DOES THE BOARD WANT TO FIRST VOTE ON THE SALARY RANGE AND THEN THE JOB POSTING? IT'S ALL COMBINED INTO ONE, ISN'T IT?

[01:10:03]

ALREADY EXISTS IN THE MOTION.

IF WE WERE GOING TO CHANGE THAT, TO CHANGE THE LANGUAGE, AS DISCUSSED TO UP TO 310, YOU WOULD NEED AN AMENDED MOTION.

BUT IF WE'RE NOT DOING THAT, AND I MEAN, IF WE CAN RUN AN AMENDMENT TO.

SO THERE'S A RECORD THAT THERE WAS DISCUSSION ABOUT THE ALTERNATIVE, BUT I DON'T SEE THAT IT'S NECESSARY IF YOU DON'T ANYBODY WHO DOESN'T WANT THE RANGE VOTE AGAINST THE MOTION.

SO I HAVE DIRECTOR MICKEY AS THE MAIN MOTION AND DIRECTOR MYERS AS THE SECONDED.

CAN WE DO A ROLL CALL ON THIS ONE? ROLL CALL VOTE, PLEASE.

SO THE RANGE IS 275 TO 310.

CORRECT. AND THEN JUST A POINT OF CLARIFICATION.

SO THEN 275 TO 310 AND THEN DIRECTOR GREENWELL, YOU TALKED ABOUT THE PROFESSIONAL.

THOSE ARE THE BENEFITS THAT WOULD BE INCLUDED IN THAT.

SO THAT WOULD THAT'S COMPLETELY INDEPENDENT OF THE SALARY RANGE DISCUSSION.

IT'S COMPLETELY INDEPENDENT.

RIGHT. I'M JUST TRYING TO GET A POINT OF CLARIFICATION.

SO SINCE IT'S INDEPENDENT YOU'RE NOT I'M NOT I'M WE'RE NOT VOTING ON THAT.

SO I DON'T THINK WE'RE GOING TO SAY WE'RE GOING TO OFFER THIS, THIS, THIS AND THIS.

WE'RE JUST SAYING, HERE'S A SALARY, A POINT OF CLARIFICATION.

OKAY. SO YOU'RE NOT GOING TO SAY ANYTHING.

THAT'S FINE. OKAY.

AND DIRECTOR LEE, THE LANGUAGE THAT WE'RE IN THE MOTION, IT SAYS SALARY WILL BE IN THE RANGE OF 275,000 TO 310,000, PLUS AN EXCELLENT COMPENSATION OR EXCELLENT COMPREHENSIVE BENEFITS PACKAGE.

THAT'S THE LANGUAGE I KNOW.

I DON'T HAVE IT PULLED UP.

THANK YOU. THANK YOU FOR CLARIFICATION.

I CAN SUPPORT THAT.

YES. MR. MYERS, I MR. MICHAELSON. YES, MR. MILLER? NO.

MR. EHMKE. YES.

MR. GEORGE. YES.

NOW, DO WE HAVE. WE NEED TO COME BACK AND APPROVE THE JOB POSTING, OR IS THAT INCLUDED WITH THAT? NO. YEAH. YOU GOT THE POSTING.

IT'S THIS PIECE.

HERE, WHICH IS WHAT WE DID BEFORE.

YEAH, BECAUSE WE DECIDED TO DO IT.

IS THERE A MOTION TO APPROVE THE JOB POSTING AS WRITTEN? SO MOVED. SECOND.

BOARD MEMBERS, ANY FURTHER DISCUSSION REGARDING THE JOB POSTING? JUST I'M AT THAT POINT WHERE I WANT TO MAKE SURE I UNDERSTAND WHAT WE'RE APPROVING IS A NARRATIVE WE JUST VOTED ON, RIGHT? THAT'S THE SAME AS IT WOULD BE THE ENTIRE DOCUMENT.

ARE WE APPROVING THE ADVERTISING PLAN? YEAH, THAT'LL BE THE NEXT THING.

SO ANY FURTHER DISCUSSION REGARDING THE JOB POSTING? ALL THOSE IN FAVOR SAY AYE.

AYE. ALL THOSE OPPOSED SAY NAY.

NAY. MOTION PASSES SIX ONE.

APPROVING THE ADVERTISING.

I'M GOING TO TURN THIS BACK OVER TO GR RECRUITING FOR THE AGENDA ITEM.

AND THE BOARD MEMBERS WILL DISCUSS AS WE GO.

I TRIED TO SEE IF WE COULD HAVE A DAILY RATE TO EXTEND IT AFTER OUR LAST MEETING.

IT WAS DIRECTOR MILLER, I BELIEVE WANTED TO RUN THIS AS LONG AS WE COULD.

AND IT'S 67 DAYS FROM TODAY TO THE CLOSE.

IT WILL TAKE US A COUPLE OF DAYS TO GET IT UP, BUT THEY DON'T DO PARTIAL.

THEY WON'T BREAK STUFF UP FOR US, EVEN IF IT WOULD MEAN MORE DOLLARS FOR THEM.

[01:15:01]

EDUCATION WEEK WILL ALSO DO A 60 DAY RUN FOR 990.

THE NATIONAL ALLIANCE OF BLACK EDUCATORS WILL DO A 60 DAY RUN FOR $500, AND ALICE WILL ONLY DO A SIX WEEK RUN. THEY WILL NOT DO A 60 DAY RUN, SO THAT WOULD BE FOR $200.

THOSE ARE THE ONES THAT MAYBE YOU HAVE TO TAKE SOME ACTION ON GR RECRUITING.

IT'S ON OUR WEBSITE NOW WITH THE LITTLE DETAILS TO FOLLOW, AND WE'LL GET THE DETAILS DONE IN THE NEXT COUPLE OF DAYS.

I WILL WORK THAT'S REQUIRED BY IOWA LAW NOW TO POST.

AND YOU CANNOT DO THAT.

YOUR HR DEPARTMENT WILL HAVE TO DO THAT.

BUT WE'VE GOT THE INFORMATION FOR YOU.

THE THING I'D LIKE TO EMPHASIZE AGAIN IS THAT THEY MAKE APPLICATION NOT ON IOWA WORKS, BUT THEY MAKE APPLICATION THROUGH GR RECRUITING TEACH IOWA ORIGINALLY IOWA WORKS WAS SUPPOSED TO TAKE THE PLACE OF TEACH IOWA, BUT THEY'VE ADDED TEACH IOWA BACK IN.

I THINK THERE MUST HAVE BEEN SOME PROTESTING ABOUT THAT.

SO THAT'S OPTIONAL FOR YOU.

SO I WOULD RECOMMEND DOING THAT.

AND THEN THE IOWA ADMINISTRATOR SCHOOL BOARDS ASSOCIATION, YOU'D HAVE TO CHECK WITH THEM AND DO THAT.

WE CANNOT DO THAT.

SO WE CAN'T GET INTO THE WEBSITE TO DO THAT.

AND THAT WOULD BE FOR FREE.

BUT THE BIG ONES ARE THOSE ONES THAT WE TALKED ABOUT BEFORE.

AND I TRIED TO FIT IT INTO WHAT YOU TALKED ABOUT OUR PREVIOUS MEETING.

SO WHAT I'M ASKING IS THAT YOU APPROVE THE ONES I GAVE YOU.

DO WE NEED A MOTION FOR THAT? YEP. OKAY. I MAKE A MOTION THAT WE APPROVE THE MAXIMUM ALLOWED ADVERTISING PERIOD AS DESCRIBED BY MR. PFLUG. SECOND.

WE HAVE FIRST. WE HAVE A SECOND.

BOARD MEMBERS, ANY FURTHER DISCUSSION? I DO HAVE A QUESTION. SO YOU'VE USED THESE AGENCIES BEFORE? YES. YES.

AND WHAT IS THIS THE SUCCESS RATE OF USING.

I JUST WANT TO MAKE SURE THAT IN USING THESE, WE'RE NOT JUST CHECKING A BOX TO SAY THAT WE.

OKAY. WE'VE USED THEM BEFORE.

I CAN I CAN SAY THAT PROBABLY THE NUMBER ONE IS OUR WEBSITE.

PEOPLE WILL GO THERE TO LOOK BUT ALSO AND IT'S JUST NOT THE ADVERTISEMENTS ARE THE OWNER OF THE FIRM, GARY RAY, ATTENDS THE CONVENTIONS OF THESE PEOPLE REGULARLY.

HE HAS ALREADY ATTENDED SOME PRIOR TO THIS, THE APPROVAL OF THE PROFILE.

AND IT'S TALKED ABOUT THE JOB.

SO THERE'S AN ASSOCIATION WITH THEM.

IN FACT, THE INFORMATION WE GOT BACK WAS FROM, YOU KNOW, I FROM ALL OF THEM.

THEY KNOW THEY KNOW THEM AND THEY'RE PERSONALLY SIGNED.

SO AND THEY WRITE TO CHRISTINE, WHICH IS GARY'S WIFE AND SHE, IN FACT, PROVIDED FOR US A COPY OF THE RESPONSE THAT SHE GOT FROM EACH ONE OF THOSE ORGANIZATIONS.

AND IN TERMS OF HOW LONG WE CAN RUN SOMETHING.

I THINK YOU'RE GETTING MAXIMUM COVERAGE.

YEAH. THANK YOU.

ANY FURTHER DISCUSSION? OKAY. ALL THOSE IN FAVOR SAY AYE.

AYE. AYE.

AYE. ALL THOSE OPPOSED SAY NAY.

MOTION PASSES SEVEN ZERO.

OKAY. WE ARE ON REVIEW OF SEMIFINALIST AND FINALIST INTERVIEW PROCEDURES TO APPROVE THE SEARCH.

[VII. Review Semifinalists and Finalists Interview Procedures]

DOCTOR, YOU'RE BACK UP.

YEAH. YES.

SO REVIEW THE FINAL RECRUITMENT AND MARKETING MATERIALS.

WE DID THAT, AND NOW WE'RE TO REVIEW SEMIFINALISTS AND FINALISTS INTERVIEW PROCEDURES.

JUST TO REVIEW WHAT YOU MIGHT LOOK AT THE TIMELINE AS A FRAME OF REFERENCE.

ON JANUARY 27TH, HAVEN'T YOU? IN THE CLOSED SESSION WILL DETERMINE THE SEMIFINALISTS, DEVELOP SEMIFINALIST QUESTIONS, AND GR RECRUITING WILL WORK WITH THE IDENTIFIED INTERVIEW GROUPS TO REVIEW THE FINALIST PROCEDURES.

SO THAT SEMIFINALISTS MEETING.

WE MEET WITH THE GROUPS THAT WILL MEET WITH THE FINALISTS.

I'M JUST DIFFERENTIATING BETWEEN THOSE TWO THINGS.

ON THE 29TH AND 30TH, THE BOARD WILL CONDUCT FIRST ROUND INTERVIEWS VIA TEAMS USUALLY, AND WE'VE GIVEN THE

[01:20:04]

YOU DECIDED TO INTERVIEW FOUR? HUNDRED DOWN TO TWO.

THEY CALLED FOR ONSITE INTERVIEWS.

AND THAT'S WHEN THE INTERVIEW GROUPS THAT YOU WOULD IDENTIFY THAT WE DISCUSSED AT THE LAST MEETING WOULD KICK IN THE STAKEHOLDER GROUPS THAT ALL WE HAD LAST TIME YOU AND YOU CONTINUE TO WISH TO PURSUE WOULD BE ADMINISTRATORS, TWO CERTIFIED STAFF, THREE CLASSIFIED STAFF, FOUR STUDENTS, AND FIVE WOULD BE A MEET AND GREET THAT ANYONE IS HAS AN OPPORTUNITY TO ATTEND. THE LOOKING AT LAST TIME IT APPEARED WHAT WE DID WAS WE HAD SIX CENTRAL OFFICE ADMINISTRATORS.

WE HAD REPRESENTATIVES FROM THE EAST, WEST AND NORTH FEEDER SCHOOLS, SIX BUILDING PRINCIPALS FOR TOTAL OF 12 IN THAT GROUP WITH A CERTIFIED, IT WAS 4 OR 4 AND FOUR EAST, WEST AND NORTH, INCLUDING THE AND INCLUDING THE ASSOCIATION IN THAT DISCUSSION.

AND I THINK YOU WOUND UP BREAKING DOWN SO THAT THE PEOPLE IDENTIFIED TO PARTICIPATE IN THE INTERVIEW PROCESS OR IN PROPORTION TO MEMBERSHIP IN THE ASSOCIATION, OR NOT MEMBERS OF THE ASSOCIATION. SO IF 80% OF YOUR STAFF ARE MEMBERS OF THE ASSOCIATION, 80% OF THE PEOPLE ON THE INTERVIEW TEAM WERE ASSOCIATION AND CHOSEN BY THE ASSOCIATION. CHOSEN BY THE ASSOCIATION.

AND STUDENTS YOU HAD, YOU COULD HAVE 3 OR 4 FROM EACH OF THE HIGH SCHOOLS.

AND I DON'T KNOW IF THE CAREER ACADEMY IS A DIFFERENT FUNCTION OR ANY SPECIALTY.

THEY'RE RESIDENTS OF THE HIGH SCHOOL.

THEIR ENROLLMENT CENTER IS A HIGH SCHOOL.

SO AT THE ENROLLMENT CENTER, IF THEY WANTED SOMEONE WHO HAPPENED TO ATTEND THE CAREER ACADEMY, REPRESENT THEM, THEY COULD OR ANY OTHER SPECIALIZED PROGRAM THEY MIGHT BE PARTICIPATING IN.

AND THEN THERE WOULD BE A CANDIDATE MEET AND GREET WITH FOR ALL EXTERNAL AUDIENCES USUALLY LASTS ABOUT 40 MINUTES.

LANE AND I WERE THE FACILITATORS OF THAT.

YOU CAN DO IT INTERNALLY OR EXTERNALLY.

FRANKLY, WE RATHER ENJOYED DOING THAT, I MIGHT ADD.

AND WHAT WE DO IS WE HAVE THE CANDIDATE, TWO FINALISTS, WE HAVE THEM DO A PRESENTATION, TELL THEM ABOUT THEMSELVES.

THEN WE COLLECT QUESTION CARDS, AND WE TRY TO ASK ALL THE QUESTION CARDS THAT ARE APPROPRIATE QUESTIONS.

THERE ARE SOME QUESTIONS THAT ARE NOT APPROPRIATE TO ASK.

AND WHAT CHURCH DO YOU ATTEND OR ANYTHING ALONG THAT LINE? THERE ARE VERY FEW QUESTIONS WE CAN'T REPHRASE TO MAKE THEM ACCEPTABLE.

I THINK WITH ALL THE GROUP, WITH THE TWO, WITH THE GROUP THAT WE DEALT WITH, WE WERE ABLE TO WE WERE ABLE TO ANSWER PRACTICALLY ALL THE QUESTIONS THAT WERE SUBMITTED.

AND THEN YOU GET THERE'S A COPY IN YOUR MATERIALS.

WHAT AN IMPRESSION.

AM I GETTING AHEAD OF MYSELF? JUST A LITTLE BIT. THAT'S ITEM B.

WE SHOULD FINISH UP AND APPROVE THE SUPERINTENDENT SEARCH TIMELINE BEFORE WE MOVE ON.

YES. SO THE TIMELINE AND YOU UNDERSTAND THE ELEMENTS THAT INVOLVE THE BOARD.

AND I'M ASSUMING THAT WHAT I TALKED ABOUT IN TERMS OF CONCEPT WISE, THE GROUPS AND THE PROPORTIONS WORK FOR YOU.

AND WE ASK YOU TO GET THOSE NAMES.

WE DON'T KNOW THE PEOPLE.

DO I DEAL WITH LESLIE ON THAT WITH SEANIECE? WHO DO I DEAL WITH? WHO DID IT THE LAST? WHAT DID WE DO LAST TIME? WELL, IT WAS IT WAS A MATTER OF I THINK SHE WORKED WITH PRINCIPALS, RIGHT? YEAH. SELECT THE STUDENTS AND THEN THE ASSOCIATION SELECTS THEIR OWN.

THEN WE ASK THE PRINCIPAL TO WORK WITH A NON ASSOCIATION MEMBER AND A RELATIVE PROPORTION.

RIGHT. AND THEN THE STAFF I THINK I THINK THIS I THINK THE STAFF THE ADMINISTRATION HANDLED THAT OUT OF HERE.

LESLIE. I DIDN'T MENTION SUPPORT STAFF AS WELL.

IS THERE ANYTHING? MAY I DIRECT A QUESTION? LESLIE. I HAVE TO BE AT A BIGGER, BIGGER VENUE AT ONE OF THE HIGH SCHOOLS.

WE COORDINATED WITH THE HIGH SCHOOLS AND THE SCA AND ART DEPARTMENT.

IT WAS A FAIRLY SMOOTH PROCESS TO GET VOLUNTEERS GENUINELY INTERESTED.

WE HAD SOME GOOD. WE HAD SOME STUDENTS.

WE HAD SOME GREAT STUDENTS THAT GOT THAT, DID SOME INTERVIEWING, AND CANDIDATES APPRECIATED THE OPPORTUNITY AS WELL.

YEP. IS THERE A MOTION TO APPROVE THE SUPERINTENDENT SEARCH TIMELINE? SO MOVED. SECOND.

[01:25:02]

SO IN THE DISCUSSION THAT WE HAD PREVIOUSLY AND PROCESSING THIS THROUGH, I WOULD RECOMMEND THAT WE HAVE A FIFTH GROUP OF CEO LEADERS WITHIN OUR COMMUNITY.

BECAUSE IF YOU LOOK AT THE FEEDBACK, BUILDING RELATIONSHIPS WITHIN THE COMMUNITY AND OTHER GROUPS IS IMPORTANT TO OUR CONSTITUENTS.

AND SO I WOULD RECOMMEND CEOS LIKE SHARICE, YANI AND OTHERS LIKE SKIP HURLEY, MAYBE BE THAT FIFTH GROUP OF INTERVIEWEES THAT ARE ALLOWED TO MEET WITH CANDIDATES AND PROVIDE INPUT.

NOT THAT THEY GET TO MAKE A DECISION, BUT WE SHOULD INCLUDE OUR COMMUNITY IF WE WANT THEM TO BUILD A RELATIONSHIP WITH WHAT IS, IN ESSENCE, THE CEO OF OUR SCHOOL DISTRICT MOVING FORWARD. CAN I RESPOND? YES, EARL, I GET WHAT YOU'RE WHAT YOU'RE SAYING.

BUT WHERE DO WE STOP WITH THAT? ONCE YOU OPEN THAT, BOBBY, WE STOP WITH THE FIFTH GROUP OF CEO EXECUTIVES BECAUSE THAT'S WHO WE WANT THIS PERSON TO BECOME A PEER OF.

I'M NOT SURE I AGREE WITH THAT.

IF I LOOK AT THIS RIGHT ON MR. DIRECTOR GEORGE TALKING ON FEBRUARY 6TH, THE PUBLIC IS INVITED AND THOSE CEOS COULD ALL COME TO THAT AND SUBMIT THEIR QUESTIONS AND BE AN ACTIVE, ACTIVE PART THERE.

WELL, I THINK STUDENTS AND TEACHERS AND EVERYBODY GETS TO GO TO THE FEBRUARY 6TH.

SO I GET THAT YOU GUYS HAVE A PRECONCEIVED NOTION OF HOW THIS IS GOING TO WORK AND HOW YOU'RE GOING TO CONTROL THIS.

BUT AGAIN, FEEDBACK WAS THAT WE WANT THEM TO BE ABLE TO BUILD A RELATIONSHIP.

DIRECTOR MILLER, THAT THAT IS A YOU'RE REALLY PRESENTING AN UNFAIR POSITION OR AN UNFAIR STATEMENT THERE BECAUSE, I MEAN, YOU'RE THINKING THAT THAT EVERYONE UP HERE OR I SHOULD SAY A FEW OF US UP HERE, I DIDN'T SAY EVERYONE.

IF YOU LISTEN, YOU'LL HEAR ME THAT WE ARE HERE FOR ILL INTENT, YOU KNOW.

AND I MEAN, I UNDERSTAND YOU HAVE YOUR CONSTITUENTS YOU NEED TO ANSWER TO.

BUT AT THE SAME TIME, I THINK DIRECTOR MICHAELSON MAKES A GOOD STATEMENT.

WHERE DO WE STOP? BECAUSE ONCE YOU HAVE ONE GROUP IN THERE, YOU'RE GOING TO HAVE ANOTHER GROUP AND ANOTHER GROUP AND ANOTHER GROUP.

IT HAPPENS EVERY TIME.

I DIRECTOR EHMKE I HEAR YOU, AND THERE'S A QUESTION OF WHERE DOES IT STOP.

BUT I THINK WHAT MR. MILLER IS SUGGESTING IS IT'S JUST AN INVITATION TO CHIEF EXECUTIVE OFFICERS OF BUSINESSES IN TOWN IS ALSO RELATIVELY OPEN ENDED.

BUT HE'S ALSO CORRECT ABOUT THERE'S A DESIRE TO HAVE AN APPRECIATION BY THEM THAT WHO WE'RE HIRING WOULD BE A PEER. SO JUST SO WE HAVE A VOTE.

I'M GOING TO MOVE THAT.

WE HAVE A FIFTH GROUP IN THIS STEP THAT INCLUDES CHIEF EXECUTIVE OFFICERS OF BUSINESSES. AND JUST TO CLARIFY, THAT'S AN AMENDMENT TO THE MAIN MOTION.

SO IS THERE A MOTION ON THE TABLE? YES THERE IS. I MOVED TO AMEND THE MAIN MOTION, WHICH WAS TO APPROVE THE TIMELINE.

THAT'S CORRECT. IS THERE A SECOND? I'LL SECOND IT.

OKAY. ROLL VOTE. MISS LEE, I SHOULD ADD, DO WE HAVE A FURTHER DISCUSSION ON THAT THEN? YEAH. YOU WOULD. BOARD MEMBERS, ARE THERE ANY FURTHER DISCUSSION REGARDING THE AMENDMENT? THE AMENDED MOTION TO INCLUDE THE GROUP OF CEOS OR BECAUSE WE HAVE A FIFTH GROUP.

RIGHT. I GUESS IT WOULD BE THE SIXTH GROUP WE HAVE FOR NOW.

FOR NOW. OKAY. I THOUGHT FOR THE PUBLIC, FOR PLUS THE PUBLIC.

OKAY. SO.

SO MAKE SURE I UNDERSTAND THAT YOU'RE SUGGESTING TO LIMIT IT TO CEOS AT THE INVITATION? YES, AT THE INVITATION.

SO WE'RE GOING TO PICK THE WINNERS AND THE LOSERS OF WHO GETS THE INVITATION.

WHO'S GOING TO GET AN INVITE AND WHO'S NOT WHERE YOU KNOW, IF LITTLE CHICAGO PIZZA CEO OR THE OWNER WANTS TO COME, ARE WE GOING TO GIVE THEM AN INVITE? HOW ABOUT HOW ABOUT WHAT'S THE CHICKEN PLACE ON? DAVE TALKING ABOUT PIZZA RANCH.

SNEAKY'S, SNEAKY'S. WHY NOT? A LOT OF PEOPLE GO TO SNEAKY.

WHERE DOES THE INVITE START AND STOP? I BELIEVE THE MOTION JUST SAYS CHIEF EXECUTIVE OFFICERS OF BUSINESSES IN SIOUX CITY.

[01:30:02]

AND WHO WANTS TO COME? TO COME? SO YOU'RE ONLY LIMITING IT TO CEOS.

WELL, IF YOU WANT TO EXPAND IT TO ANOTHER, I'M JUST SAYING THAT THE IDEA IS TO MEET MR. MILLER'S POINT, I THINK IS WELL TAKEN, IS THAT THERE IS THERE'S A REACH OUT OPPORTUNITY FOR A NEW PEER OF A WHO'S THE CEO OF A LARGE OPERATION IN THIS CITY TO SAY TO, LET'S SAY, THE CEO OF SEABOARD TRIUMPH, IF THAT PERSON COMES OR THE CEO OF OF THOMPSON SOLUTIONS OR THOSE PEOPLE AND SAY THIS WILL BE MAYBE A LITTLE MORE I HATE TO SAY COZY.

WE'RE NOT TRYING TO MAKE IT COZY, AND I'M NOT TRYING TO MAKE IT EXCLUSIONARY.

BUT THERE'S A DISTINCTION BETWEEN THE PUBLIC AT LARGE AND TRYING TO BUILD BRIDGES TO THE PEOPLE WHO RUN THE MAJOR BUSINESSES IN TOWN.

SO I HEAR WHAT YOU'RE SAYING, DAN, ABOUT THEN WHERE IS THE LINE GOING TO BE DRAWN? I THINK WE JUST SAY, IF YOU'RE AN OWNER OR CHIEF EXECUTIVE OF A BUSINESS AND WANT TO COME TO THIS, BY ALL MEANS COME.

DIRECTOR LEE. THE ONLY CONCERN I HAVE WITH THE EXCLUSIVITY OF CEO IS REPRESENTATION.

BECAUSE WHEN WE LOOK AT OUR MAJOR CORPORATIONS WITHIN OUR COMMUNITY, THEY DO NOT REPRESENT THE MASS OF OUR COMMUNITY.

SO IF WE'RE GOING TO GO DOWN THAT, THAT, THAT PATHWAY, THEN WE NEED TO BE MINDFUL THAT THE CEOS IN OUR COMMUNITY DO NOT REFLECT THE MAKEUP OF THE COMMUNITY THAT IS IN OUR IN OUR SCHOOL DISTRICT.

AND SO I JUST WANT US TO BE VERY CAREFUL WITH HAVING THAT EXCLUSIVE OUTLINE OUTSOURCE OF MEMBERS.

WHEN WE HAVE COMMUNITY FORUMS THAT ANYBODY CAN COME TO AND BE THERE AND THERE'S NO DIFFERENTIATION OF ECONOMIC STATUS.

AND THAT'S CONCERNING TO ME.

ANY OTHER DISCUSSION? MR. MILLER, ARE YOU READY? I'M NOT SURE IF TRAILER IS AMENDING THE AMENDMENT TO GO BEYOND CEOS TO BUSINESS LEADERS.

MY POINT OF DISCUSSION WAS JUST A POINT OF DISCUSSION.

IT WASN'T TO AMEND.

IT WAS JUST TO HAVE A POINT OF DISCUSSION AS WE LOOK FORWARD TO THIS MOTION.

YEAH. TO THE TO IDENTIFYING PARTICULAR PEOPLE TO BE A PART OF THAT, THAT MEETING.

SO BEFORE WE GO ANY FURTHER, CAN YOU READ BACK THE AMENDED TO THE MOTION? THE MOTION TO AMEND.

DIRECTOR EMCHKE MOVED.

DIRECTOR MEYERS SECONDED TO AMEND THE MAIN MOTION TO INCLUDE A FIFTH GROUP OF CONSTITUENTS OF CEOS TO BE INCLUDED IN THE INTERVIEW GROUPS.

OKAY. AND I THINK WE SHOULD PROBABLY DO A ROLL CALL VOTE ON THIS.

MOTION FAILS FOUR-THREE.

I RECOMMEND THAT MAKE A MOTION TO APPROVE THE TIMELINE.

THE ORIGINAL TIMELINE? I THINK IT'S ON THE TABLE ALREADY, ISN'T IT? SO IT'S JUST IT GOES BACK TO THE ORIGINAL MOTION THAT WAS JUST FOR THE AMENDMENT.

YEAH. OKAY. SO SO NOW THE BOARD CAN VOTE ON THE MAIN MOTION TO APPROVE THE SUPERINTENDENT SEARCH TIMELINE, WHICH IS WHAT HAS BEEN PRESENTED.

AND AGAIN, WE SHOULD PROBABLY DO A ROLL CALL VOTE ON THIS ONE.

I MADE ONE QUESTION I'M LOOKING AT FEBRUARY 6TH IS WHEN THE FINALIST INTERVIEWS WOULD OCCUR.

AFTER THE FINALIST INTERVIEWS, YOU WILL RECEIVE A STACK OF FEEDBACK FORMS, WHICH YOU'LL SEE IN A MINUTE.

YOU'RE GOING TO RUN WITH WHAT YOU HAVE SO FAR.

I'M GUESSING YOU'LL HAVE CLOSE TO 100.

YOU HAVE FOUR GROUPS WITH 12 MEMBERS PLUS WHATEVER WE GENERATE.

IN TERMS OF THE OPEN MEETING, I THINK LAST YEAR IT WAS THERE WERE 50.

THERE WERE OVER 60 PEOPLE THERE.

WE HAD AT LEAST I THINK 40 OR 50 FORMS.

[01:35:03]

WE DID IT LAST. WE DID IT LAST TIME.

WHERE WE GOT THEM. WE GOT THEM AS THEY CAME IN AND WE REVIEWED LIKE HECK YEAH.

I'M JUST POINTING THAT OUT TO MAKE IT THROUGH THE TIME.

YEAH. IN YOUR OPINION, DID THAT WORK LAST TIME? IT WORKED LAST TIME. IT'S WORKED.

WELL, THERE WERE THREE OF YOU WHO WERE THERE.

YOU TELL ME THAT IT WORKED LAST TIME.

I THOUGHT IT DID. I THOUGHT IT WENT WELL.

I MEAN, WE HAD TO COMMIT TO READING THEM.

YEAH. SO, YEAH, THERE WILL BE SOME PRESSURE IN TERMS OF GETTING THAT DONE WITHIN 24 HOURS.

WHAT I WOULD DO AT THE BEGINNING OF THE MEETING SAY, HAS EVERYONE HAD AN OPPORTUNITY TO READ ALL THE FEEDBACK FORMS? IF NOT, WELL, THEN WE'LL TAKE TIME DURING THE MEETING TO MAKE SURE EVERYBODY HAS.

WELL, I THINK IT'S EACH BOARD MEMBER'S OBLIGATION TO SAY HEY, SAY A SPECIAL COMMITMENT TO REVIEW BEFORE THE MEETING.

I MEAN, LIKE THE EXPECTATION IS THERE.

OKAY, SO WE'RE ON THE VOTE FOR THE TIMELINE.

FOR THE TIMELINE, ROLL CALL PLEASE.

MOTION PASSES SIX ONE.

OKAY. REVIEW THE IMPRESSION FORM.

I'M GOING TO TURN THIS BACK TO YOU GUYS AGAIN.

DO YOUR RECRUITING FOR THIS AGENDA ITEMS. YOU HAVE A COPY OF THE IMPRESSIONS FORM.

AS YOU CAN SEE, THERE'S SOME ADVERTISED TRAITS AND QUALIFICATIONS OR QUALITIES, I SHOULD SAY.

BOARD SEEKS THE SUPERINTENDENT WHO YOU ALREADY ESTABLISHED THAT WILL FILL THAT IN.

WE CAN ALSO SEE AND THIS IS WHAT WE USED.

THE LAST TIME I WAS STANDARDS FOR SCHOOL LEADERS.

I ADDED THAT WE ADDED THAT PLUS PERSONAL QUALITIES AND PROFESSIONAL INFORMATION, SO THAT ANYONE FILLING THIS OUT HAS SOME SENSE ABOUT WHERE IT'S COMING FROM.

AND THEN WE ASK TWO QUESTIONS CANDIDATE STRENGTHS AND WEAKNESSES.

AND WHEN WE MEET WITH THE GROUPS TO HAVE THEM PREPARE THEIR QUESTIONS, WE'LL SAY WE REALLY IT REALLY DOESN'T HELP US IF YOU SAY WE'LL HIRE THIS ONE AND NOT THIS ONE, BECAUSE YOU HAVE MORE INFORMATION THAN ANY ONE GROUP WILL HAVE.

AND WE DON'T WANT TO BE IN A SITUATION WHERE SOMEBODY SAID, WELL, YOU DIDN'T HIRE MY CANDIDATE.

I THINK MAYBE WHAT YOU RECEIVE IN TERMS OF STRENGTHS AND WEAKNESSES WILL GIVE YOU A PRETTY CLEAR PICTURE OF WHAT THEY'RE THINKING THAT CANDIDATE IS CAPABLE OF DOING IN THIS SCHOOL DISTRICT.

AND WE'LL BE BACK TO WORK WITH THE FOUR INTERVIEW GROUPS IN A TRAINING SESSION FOR THAT.

I MIGHT ADD, IT WAS ALSO DURING THE OPEN INVITATION GROUP ALSO WAS INVITED TO COMPLETE ONE OF THESE.

REMEMBER, IF YOU HAVE TWO CANDIDATES OR THREE CANDIDATES MULTIPLIED BY THREE.

IS YOUR RECOMMENDATION THAT WE ALLOW MORE TIME? NO, I THINK YOU CAN DECIDE THAT.

I THINK THE LONGER YOU WAIT BETWEEN THE FINAL INTERVIEW AND THE MEETING YOU IN COURT, THE MORE HELP YOU'LL GET. BECAUSE THERE'S A THERE'S A CHANCE THAT THEY'RE ALSO INTERVIEWING AT OTHER SCHOOL DISTRICTS AS WELL.

SO I MEAN, IT'S I THINK THAT WAS ONE OF THE REASONS WHY WE PROGRESSED QUICKLY WAS, YOU KNOW, THAT OTHER CANDIDATES COULD BECAUSE I WANT TO SAY.

THERE WAS AT LEAST ONE OF ONE OF OUR.

YES. WELL, THE REAL ISSUE, AT LEAST WHAT WE WHAT WE HEARD LAST TIME WAS A FAIRNESS TO THE CANDIDATE.

FOR THE CANDIDATE FOR THE CANDIDATE WHO DOESN'T MAKE IT, THEY NEED TO GO PROBABLY REPAIR, REPAIR THEIR SITUATION BECAUSE IT'S PUBLIC.

THEY'RE PUBLICLY I'M INTERVIEWING OUTSIDE THE THEIR DISTRICT AND THEY NEED TO QUICKLY EITHER FIND ANOTHER JOB OR REPAIR THEIR RELATIONSHIP.

AND THEN WITH THE SUCCESSFUL CANDIDATE WE HAVE TO EMBARK UPON A NEGOTIATION OF THE FINAL COMPONENTS OF THE SALARY AND BENEFITS, AND TO THE EXTENT THAT THEY'RE GOING TO HAVE TO NOTIFY THEIR DISTRICT BECAUSE WE'RE IN JANUARY, THEIR POSITION TO TRY TO REFILL THEIR POSITION TO HIRE IS THE SAME ONE WE FACE SEVERAL YEARS AGO, WHEN WE DIDN'T FIND OUT UNTIL JANUARY THAT THE SUPERINTENDENT WAS LEAVING.

SO IT'S FOR THEIR BENEFIT AS WELL AS IT IS FOR OURS, RIGHT? RIGHT. IT'S DOABLE.

IT'S DOABLE.

A LOT OF COFFEE.

A LOT OF CAFFEINE.

[01:40:03]

IT'S BACK TO COLLEGE.

IT'S AN ALL NIGHTER.

BY THE WAY, WE READ THEM AS WELL.

SO, YOU KNOW, WE'RE FACING THE SAME PRESSURE THAT YOU ARE.

DO WE NEED A MOTION TO ACCEPT THIS FORM AS WRITTEN? NO. OKAY.

I WASN'T SURE ON THAT.

SO JUST MAKING SURE I ACTUALLY WROTE A MOTION DOWN.

IT WAS. I HAD TIME TO DO THAT.

OKAY, SO WE DON'T NEED TO DO THAT.

ANY QUESTIONS REGARDING THE FORM THAT YOU GUYS ADD SUBTRACT WHATEVER.

OKAY. IS THERE A MOTION FOR ADJOURNMENT? SO, MOVED.

OKAY. ALL THOSE IN FAVOR SAY AYE.

AYE. ALL THOSE OPPOSED, SAY NAY.

MOTION APPROVED. WE ARE ADJOURNED.

* This transcript was compiled from uncorrected Closed Captioning.