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From YouTube: BPS Superintendent Search Committee Meeting 4-19-2022
Description
BPS Superintendent Search Committee Meeting 4-19-2022
A
B
C
A
Quorum,
thank
you
very
much,
ms
sullivan.
So
tonight's
session
is
being
shared,
live
on
zoom
and
it
will
be
rebroadcast
on
boston
city,
tv
and
posted
on
the
search
committee's
web
page,
which
is
bostonpublicschools.org,
slash,
soup,
dash
search.
The
committee
is
pleased
to
be
offering
live,
simultaneous
interpretation
in
spanish,
portuguese,
haitian
creole
cabo
verde
ver.
I
always
get
this
from
cabo
verdiano,
cantonese,
mandarin,
vietnamese,
somali
french,
arabic
and
american
sign
language.
A
After
our
interpreters
finish
introducing
themselves
and
providing
zoom
instructions,
we
will
activate
the
interpretation
icon
or
the
globe
at
the
bottom
of
your
screen.
You
may
click
the
icon
to
select
your
language
preference,
so
we
will
begin
tonight
with
our
cantonese
interpreter.
Please
introduce
yourself
and
give
zoom
instructions.
D
Thank
you,
madam
culture.
Dr
edinger,
good
evening,
hello,
everyone,
my
name
is
anna
I'll,
be
your
cantonese
interpreter
for
the
meeting
today.
E
C
A
H
Thank
you
very
much.
Madame
my
name
is
juan
bernalillo.
I'm,
the
spanish
and
portuguese
interpreter
I'll,
be
interpreting
in
portuguese
tonight.
A
You
very
much
and
our
kabul
verdian
interpreter
please.
J
A
Very
much
and
tonight
our
american
sign
language
interpreters
are
michael
hershberg
and
sharon
mendes.
So
I
would
like
to
thank
all
of
you
for
assisting
us
this
evening
and
we
will
now
activate
the
interpretation
icon
at
the
bottom
of
your
screen.
I
would
like
to
remind
everyone
to
please
speak
at
a
slower
pace
to
assist
our
interpreters
tonight.
A
B
I
A
Is
there
any
discussion
or
objection
to
the
motion
hearing
none,
ms
sullivan,
will
you
please
call
the
world.
C
B
L
M
B
A
We
will
now
move
to
to
public
comments.
The
committee
has
set
aside
up
to
15
minutes
of
tonight's
agenda
for
public
comments.
I
will
now
turn
this
over
to
ms
sullivan
to
conduct
this
process.
B
Thank
you,
dr
edinger.
The
public
comment
period,
an
opportunity.
Excuse
me,
that's
my
other
job.
The
public
comment
period
for
today's
meeting
will
be
a
total
of
15
minutes.
Each
person
will
have
two
minutes
to
speak
and
I
will
remind
you
when
you
have
30
seconds
remaining.
Those
who
require
interpretation
services
will
receive
an
additional
two
minutes.
B
N
N
Okay,
I
apologize
it's
my
clumsiness
and
I
have
a
little
tremor
so
okay,
so
my
name
is
john
mudd,
I'm
a
resident
of
cambridge
massachusetts
and
a
long
time
education
advocate
in
boston.
I
want
to
reinforce
roxy
harvey's
comments
at
the
last
search
committee
meeting
about
the
importance
of
checking
out
the
background,
I.e,
vetting
the
candidates.
N
In
my
experience,
bps
tends
to
put
as
much
as
50
percent
of
the
assessment
of
a
candidate
on
the
resume
and
50
on
the
interview
that
is
insufficient
and
inadequate.
What
do
parents
think,
especially
parents
of
special
education
or
english
learner
students?
What
do
teachers
think
the
teachers
union,
black
or
latino,
or
asian
teacher
associations
or
caucuses?
What
about
community
organizations
or
foundations
or
university
education
school
faculty?
N
I've
attached
a
fuller
list
of
the
kinds
of
groups
that
community
members
have
found
helpful
in
making
these
kinds
of
background
checks.
To
my
testimony,
which
I
hope
that
liz
has
been
able
to
distribute
we've
seen
this,
such
checkouts
can
give
a
more
authentic
sense
of
the
strengths
and
weaknesses
of
a
candidate
and
whether
someone
has
the
ability
to
deal
with
boston's
needs
not
to
have
this
information
can
and
has
led
to
serious
mistakes
in
hiring
we've
seen
this
in
past
superintendent
searches
in
boston.
N
We
saw
this
yesterday
in
the
article
in
the
globe
about
the
turnover
and
leadership
in
the
office
of
english
learners.
Proxy
harvey
raised
the
vetting
issue
with
your
search,
firm
consultant
in
the
last
search
committee
meeting.
I'm
sorry
to
say
it
was
not
reassured
by
the
response.
It
still
seemed
to
focus
too
much
on
video
interviews
and
a
superficial
set
of
checkouts.
N
I
would
plead
with
you
to
make
sure
you
receive
the
kinds
of
thorough
checkouts
you
need
before,
making
your
recommendations
to
the
mayor
and
the
community.
The
finalist
candidates,
who
you
judge
to
meet
the
needs
of
our
students
in
bps
community
groups,
have
done
these
checkouts
in
the
past.
I
hope
they
will
do
so
again,
but
you
should
do
it
first.
If
you
would,
I
I
just
checked
with
the
jt
consulting
website
and
have
one
point
of
information
that
I'd
like
to
raise
with
you.
N
K
N
I'm
assuming
the
finalist
proposals
will
be
available
soon,
but
on
page
8
of
the
application
it
says,
applicants
are
not
to
contact
any
members
of
the
search
committee.
That's
fine,
but
then
it
proceeds
and
says
the
final
selection
is
the
sole
responsibility
of
the
mayor,
and
I,
unless
there's
been
a
change,
I
think
the
school
committee
has
that
responsibility
and
you
might
want
to
correct
it
in
the
actual
application
process.
Thank
you
for
indulging
me.
B
A
Ms
sullivan,
we
will
then
now
move
on
to
the
engagement
portion
of
the
search
process.
Update
please
bear
with
me.
There
is
quite
a
bit
of
information,
but
I
wanted
to
make
sure
that
this
is
on
the
record
for
us
should
we
need
to
check
back
okay,
so
on
engagement,
the
online
superintendent
survey
closed
last
friday
on
april
15th.
A
A
So
that's
about
the
survey
now
about
the
listening
sessions.
There
are
additional
sessions
that
have
been
planned.
A
A
So
please
check
the
sheet
and
and
sign
up
as
you
can,
unless
you're
available,
we
are
eager
to
hear
directly
from
the
community
in
our
community-based
organizations
and
create
more
opportunities
for
native
language
dialogue,
we're
working
on
scheduling,
additional
small
group
listening
sessions
in
other
bps
home
languages
and
with
stakeholders
from
the
various
groups,
and,
as
I
mentioned,
ms
sullivan's
has
sent
out
a
link.
Please
sign
up
for
these
listening
sessions.
A
A
A
And
I
really
do
want
to
reiterate
that,
even
though
the
leadership
profile
or
as
we
have
been
calling
it,
the
job
description
has
been
approved
and
and
posted.
The
committee
welcomes
continuous
feedback
from
the
community.
We
will
use
this
information
to
help
shape
the
interview,
questions
and
elements
for
the
candidate
selection.
A
Okay,
not
hearing
any.
I
am
pleased
to
report
that
the
superintendent's
leadership
profile
or
job
description
is
now
posted.
We
went
live
on
the
bps
and
the
search
committee
websites
today
and
it
was
posted
on
the
jg
consulting
site
yesterday,.
A
If
not,
then
I
will.
I
will
proceed
to
our
the
the
main
feature
of
tonight's
meeting,
which
is
a
discussion
about
the
search
process,
moving
forward
with
our
executive
search
firm.
I
am
happy
to
welcome
mr
elton
fraley.
Let
me
see
if
I
can
see
him.
O
Well,
thank
you
for
having
us,
dr
ellinger.
I
think
james
told
you
he
would
not
be
able
to
be
here
tonight
through
some
personal
illness
in
the
family.
All
right,
thank
you
for
having
us
you've
done
a
very
thorough
job
of
laying
out
the
engagement
process,
which
is,
I
think,
probably
the
most
critical,
and
I
really
applaud
bps
for
the
additional
steps
they've
taken
in
allowing
folks
to
have
their
own
meetings
in
the
summary
to
you
allowing
the
video
and
text
testimony.
O
I
think
those
are
some
outstanding
steps
that
are
pretty
pretty
unique.
So
I
really
appreciate
that,
as
you
said,
the
job
has
been
posted
on
our
website.
I
was
visiting
with
an
organization
just
this
afternoon
about
getting
it
out
to
more
candidates
supposed
on
the
bps
website
now
so
now
we're
going
to
be
just
letting
folks
apply
that
way,
we'll
be
reaching
out
to
other
folks
that
we're
aware
of
that
fit.
The
description
pretty
well
and
just
continue
with
the
engagement
engagement
process
is
very
important.
O
O
The
key
thing
is:
just
as
candidates
are
applying,
you
know
we'll
be
briefing
the
board.
I
know
he
gets
weekly
updates
to
the
board
until
we're
to
the
committee
of
where
we
are
and
we're
we're
right
on
right
on
schedule.
You
know
the
april
through
may
is
the
prop
is
the
timeline
that
we
have
for
the
applicants
to
review
the
information
that
is,
that
has
started
we'll
be
hearing
from
candidates
and
we're
reaching
out
to
candidates.
O
If
you
anyone
becomes
aware
of
some
candidates,
they
want
to
take
a
look
at
just
reach
contact
the
the
firm
we
do
take
referrals
a
question
about
the
vetting
was
raised,
which
is
a
very
important
part
of
it.
Some
of
it
may
not
be
in
the
early
steps
to
the
degree
that
the
general
is
speaking
about,
but
we
certainly
reach
out
to
as
many
parties
as
possible
to
divert
the
candidates
and
because
of
the
public
interview
process
as
well.
O
A
So
so
so
elton,
if
I'm
really,
we
we
meet
every
tuesday
from
5
30
to
6
30,
and
we
know
that
that
that
that
provides
us
with
a
certain
pacing
right
in
the
way
that
women
doing
our
work.
A
So
I
I
would
imagine
that
that
training
may
go
past
one
session,
so
this
coming
tuesday.
The
next
tuesday
will
be,
will
be
the
survey
presentation
and
then
the
tuesday
after
that,
if
that
is
the
training,
we
may
go
a
full
session
on
that.
Would
that
be
a
good
estimate.
O
Estimate
correct,
I
think
so
and
we'll
make
certain
that
we
have
lizzie
carroll
who's,
the
chief
staff
here
as
well.
Yes,
I'm
certain
that
jg
knows
what's
being
expected
in
the
firm
will
be
ready
to
deliver
what
you
need.
A
And
then,
and
then
the
the
session,
the
tuesday
session
after
that,
so
one
two,
the
third
session
after
this
one,
I
would
expect
that
we
would
begin
working
on.
A
You
would
lead
us
to
to
to
begin
deliberating
on
our
interview,
questions,
and
that
would
happen
in
executive
session,
correct,
right
and
and
the
detail,
discussions
on
that,
and
I
just
wanted
to
make
sure
that
our
search
committee
members
know-
and
we
will
send
out
a
prompt
on
on
these
dates
on
these
tuesday
dates
and
what
is
expected
at
those
meetings.
So
you
will
come
in
knowing
that
we're
going
to
be
doing
a
certain
kind
of
work.
Every
time
we
come
together
is
it
is
it
pretty?
A
Is
it
pretty
clear
that
once
we
begin
deliberating
on
interview,
questions
we'll
likely
be
pretty
much
in
continuous
executive
sessions,
except
for
the
reporting
back
at
the
beginning
of
the
meeting.
O
That
is
possible,
I
think
key
is
once
we
get.
We
have
the
profile,
we
have
the
description.
Yes,
the
survey
results
will
be
critical.
The
ongoing
feedback
we
get
from
community
stakeholders
will
be
important
because
we'll
be
developing
questions
designed
to
identify
candidates
that
best
fit
those
those
expectations
right.
So
so
this
will
be
ongoing.
A
Right
and
and
the
last
bullet
on
my
checkbox
is
that
you
and
staff
or
jg
consulting
and
our
staff
will
hold
our
search
committees
for
blocks
of
dates
or
blocks
of
time
during
which
we
will
be
doing
the
first
level
and
second
level
screening
of
candidates.
A
So
I
wanted
our
our
team
around
the
table
here.
Our
search
team
around
the
table
to
know
that
liz
and
and
and
and
the
folks
working
with
her,
will,
will
begin
to
reach
out
so
that
we
can
coordinate
those
dates
ahead
of
time.
It
seems
early,
but
it's
not
really.
A
I
know
how
tight
everybody's
calendars
are,
particularly
towards
towards
the
end
of
the
semester
and
and
the
beginning
of
summer
plan.
So
I
want
to
be
sensitive
that
we
are
all
together
on
on
planning
those
dates.
I
why
don't
I?
If
it's?
If
it's
okay
with
you,
mr
freely,
I'm
going
to
open
this
up
to
our
search
committee
members.
P
P
I
was
wondering,
because
I
am
looking
at
the
job
on
your
jg
consulting
and
the
page
that
talks
about
how
you
know
what
is
expected,
including
submission
and
basically
the
verifications
that
the
candidates
have
to
acknowledge,
and
maybe
I'm
missing
it.
I'm
sorry,
I'm
just
I'm
just
curious
about
at
what
point-
and
this
goes
back
to
last
week's
session
with
mr
guerra,
where
I
don't
want
to
get
to
a
point
where
we're
in
executive
session.
P
We
have
all
this
information,
and
the
same
thing
I
asked
for
previously
is
still
not
there,
which
is
how
they
engage
with
organizations
such
as
mines
cpac's
in
their
previous
districts,
whether
it's
english
land,
language
group
or
other
community
groups,
but
on
here
I
don't
see
anything
that
has
them
verified.
They
understand
that
these
type
of
organizations
will
also
be
providing
feedback
on
them.
I
don't
see
anything
that
even
asks
them
to
perhaps
list
some
of
these
types
of
community
and
family
groups.
P
O
Thanks
thanks
for
the
question
as
we
move
forward
with
with
this
committee,
those
types
of
things
with
the
candidates
will
speak
specifically
to
them
at
that
time,
saying
if
you're,
if
you're
going
to
be
considered
for
an
interview,
these
are
these
questions.
Are
this
must
be
addressed,
and
so
that
will
be
something
that
they'll
be
it'll,
be
constantly
tailored.
O
As
the
committee
moves
forward
with
expectations,
what
we
put
up
there
is
a
it's
a
generic,
but
it
has
some
specific
steps,
but
other
steps
will
be
added,
as
the
committee
deems
necessary
and
appropriate,
and
so
what
we'll
ask
for
is
come
prepared
to
the
interview
committee
to
respond
to
these
concerns.
These
questions.
P
So
if
I
could
just
clarify
what
I'm
asking,
because
that's
a
little
bit
different
than
what
I'm
asking
that
is
prepared
to
discuss
how
you've
worked
and
tell
me
what
you've
done,
I'm
asking
about
a
verification
process.
So,
instead
of
me
asking
mr
fraley,
how
have
you
worked
with
special
families
and
families
in
your
district?
Have
you
worked
with
super
dentists?
I'm
going
to
the
superintendents.
You've
worked
with
us
and
I'm
saying
how
did
he
work
with
you?
How
did
he
engage
with
you?
O
O
So
that
is
a
process
that
can
be
afforded
can
be
asked
for
by
the
search
committee.
O
A
Right
and-
and
I
and
I
think
in
some
ways
when
we
begin
going
through
training
and
protocol,
which
I
think
it's
important
for
a
group
to
to
agree
on
what
that's
going
to
be
as
we
proceed
forward.
That
is
something
that
should
be
on
the
table
to
talk
about.
How
do
you?
How
do
you
want
to
get
to
those
sources
right
at
the
candidate's
home
site
roxy?
A
It
may
be
that,
if
you're
interested
in
let's
say,
we
know
that
we're
interested
in
three
or
four
different
topics,
or
three
or
four
different
engagements
with
community
groups
for
the
superintendent
that
we
ask
them
to
list
those
those
points,
and
we
ask
every
candidate
to
list
those
points
right
so
that
we
can
be
fair
across
the
board.
It
is
I've
been
to
home,
I've
been
to
home
site
visits
it
and
you
can
ask
them
to
assemble
whatever
it
is
that
they
want
to
assemble.
A
So
maybe
it's
something
that
this
committee
needs
to
keep
in
mind.
What
are
those
groups
that
we
want
right?
We
understand
that
there's
an
interest
in
in
english,
language,
learners
or
multilingual
learners.
We
know
that
there's
an
interest
in
students
with
disabilities
and-
and
there
may
be
one
or
two
others
that
so
maybe
we
compile
that
list
and
offer
it
to
jg
and
say:
go,
do
the
research
or
have
folks
come
ready
right
so
that
they
will
have
places
where
the
the
reference
checkers
can
tap
into?
P
A
M
Yes,
thank
you.
So
this
is
for
jj
consulting
I'm
wondering.
Do
you
have
a
checklist
or
internal
criteria
that
you'll
be
using
against
the
job
description
to
determine
which
candidates
will
advance
to
the
general
interview
process
and
do
you
have
a
system
to
communicate
with
the
committee
which
specific
candidates
were
not
considered
and
why.
O
Yes,
we
do.
We
have
an
internal
staff
meeting
with
tibet
to
look
at
all
the
candidates
and
their
their
their
materials,
and
then
we
may
create
kind
of
a
list
of
those.
We
feel
seem
to
be
more
tightly
aligned
with
the
job
description
and
we
may
bring
that
list
to
you
all,
but
we
bring
every
candidate
to
the
committee.
O
O
Where
we
look
at
the
candidates,
the
search
team
does
we
generate
what
we
feel
are
those
that
are
more
tightly
aligned
with
the
process
or
with
the
job
description,
but
we
bring
every
candidate's
information
to
the
full
full
committee
for
their
decision
making
about
who
they
want
to
actually
bring
it
or
not.
M
O
A
A
And
I'm
sure
we
will
have
more
as
we
as
we
proceed
and
it
is
a
it
is
a.
It
is
a
complex
road
to
travel
our.
A
I
think
our
advantage
is
that
we've
had
people
who's
done
it
for
other
districts
and
have
done
well,
and
we
also
have
a
great
deal
of
I
think,
wisdom
and
and
and
logistical
as
well
as
content
wisdom
around
this
table.
So
I'm
really
looking
forward
to
to
getting
this
done
the
right
way,
and
hopefully
it
will
be
the
last
search
committee
I'm
on
for
the
rest
of
my
life.
A
This
is
this
is
great
service,
but
we
do
want
atlanta
great
candidate,
and
I
would
ask
committee
members
if
you
have
questions
after
the
meeting
to
send
them
to
send
them
ahead.
We
can
surface
them
at
our
next
meeting,
so
we
can
get
them
answered
or
if
they
are
logistical
in
any
way,
we
can
ask
staff
to
facilitate
that
answer.
For
you.
We
don't
want
you
sort
of
sitting
and
wondering
we
want
to
sort
of
nail
some
of
these
things
down
mr
hale,
mr
fraley,
have
we
have.
O
I
think
we
have
I'm
looking
at
my
notes
here.
I
made
a
few
notes
earlier.
The
point
you
made
about
being
careful
about
having
each
community
members
scattering
doing
their
own
work.
We
really
caution
against
that,
because
a
lot
of
you
can
just
that
you
want
to
look
at.
They
have
a
good
job
already
and
some
will
apply.
A
Okay,
that's
terrific,
and
if
there
are
no
immediate
questions,
I
want
to
turn
back
to.
A
I'm
so
sorry
peanut
is
that
an
old
hand
or
a
new
hand.
It's
an
old
hand.
Sorry,
okay,
all
righty,
I'm
sorry!
I
I
kind
of
we
still
have
a
little
bit
of
time
for
for
I,
and
I
will
try
to
give
folks
back.
A
You
know
some
minutes
if,
if
I
can,
if,
if
we,
if
we
wrap
early,
but
what
I
want
to
do
is
to
get
down
that
first
date
that
we
talked
about
the
last
time
we
were
together,
we
had
talked
about
being
able
to
be
in
person
for
at
least
half
a
day
together
on
the
week
of
may
16th,
but
not
the
16th
and
not
the
17th.
A
So
so
somehow,
amongst
the
the
nine
of
us
or,
however
many
of
us
they're
around
the
table
today,
we
need
to
identify
either
the
18th
and
19th
or
the
20th
to
be
together
to
review
the
initial
submission.
I
think
they
are
dr
frayle.
I
mean
mr
frailey.
If
I,
if
I
remember
correctly,
they
are
they're
sort
of
initial
video
interviews.
Is
that
what
they
are.
O
A
A
I
was
gonna
say
I
think,
the
last
time
we
were
together
with
james.
He
had
talked
about
the
fact
that
it's
probably
a
good
idea
for
us
to
be
in
person
for
maybe
three
or
four
hours
in
a
block
to
review
what
has
been
submitted
correct
right.
So
so
I'm
eager
for
the
folks
around
the
table.
The
search
committee
members
around
the
table
tonight
to
know
that
we
need
a
block
of
time
from
you,
either
wednesday,
thursday
or
friday.
Q
Q
Q
But
could
you
just
talk
to
me
for
a
moment
please
about
how
candidates
ask
you
about
that
process
and
the
risk
of
that
confidentiality
either
inadvertently
or
or
I
guess,
the
opposite
would
be
advertently
or
intentionally
being
breached
and
the
repercussions
both
to
a
potential
candidate
and,
quite
frankly,
to
the
to
the
district.
O
O
That's
one
thing
that
is
not
looked
upon
very
favorably
in
communities,
because
at
some
point
along
the
way
you
may
decide
that
there
may
be
a
decision
that
there's
not
a
love
connection
with
the
new
district.
And
then
you
want
to
stay
well.
There
could
have
been
some
damage
done
that
can't
be
repaired,
because
communities
safe
to
feel
rejected,
they've
invested
in
you
and
you
become
a
leader
of
the
community.
So
they
don't
want
to
feel
like
they're
being
rejected.
O
They
want
to
know
how,
as
you
point
out
confidential,
can
this
process
be.
As
I
said,
I
think
during
the
first
interview
we
had
with
you
all
that
we
want
to
be
an
advocate
for
boston,
public
schools
and
be
maybe
to
explain
the
process
is
very
tight
and
so
the
caution
that
dr
edinger
put
out
there
about
community
members
scattering
doing
their
own
research
and
whatnot
and
even
in
the
process
of
vetting.
O
The
way
that
can
be
spun
is
they
didn't
want
you?
Why
should
we
keep
you,
so
it
really
creates
some
challenges
for
them
and
again
these
are
folks
who
are
doing
a
great
job
and
the
only
the
only
misstep
perhaps
is
allowing
themselves
to
be
looked
at
by
another
potential
suitor.
O
So
I
can't
stress
enough
how
critically
important
it
is
that
this
remains
it's
very
confidential
as
possible.
We've
done
searches
in
places
where
every
every
candidate's
name
goes
into
the
newspaper
in
those
searches.
I
don't
I've
yet
to
find
a
sitting.
Quality
superintendent
ever
allow
themselves
to
be
considered.
O
We've
heard,
we've
heard
a
lot
of
quality
deputies
and
assistant
superintendents,
but
you
don't
get
but
in
boston.
You
need
some
some
experience.
Some
experience,
you
really
run
the
risk
of
not
getting
quality
candidates
if
there's
any
fear
of
confidentiality
being
being
being
violated.
P
Day
by
day,
step
by
step,
I
really
want
to
acknowledge
and
respect
the
privacy
and
also
the
knowledge
that,
when
people
in
general
many
positions
seeking
another
employment,
you
don't
want
your
boss
to
feel
you're
not
committed
to
your
current
job.
But
I
also
hope
you
also
emphasize
and
understand
the
urgency
of
when
we're
getting
down
to
finalists
and
we're
really
looking
for
someone
to
fit
boston.
We
do
need
to
speak
to
these
constituents
that
they
work
with
and
engage
with.
So
not
cherry
picked
people
that
they're
like
oh
this
one
person
likes
me.
P
I
did
them
a
favor
but
real
community
people
from
their
previous
districts,
and
I
put
an
s
on
that
right,
not
just
one.
So
I
I
hope
you
have
that
same
urgency,
but
when
we
we
get
to
that
point
of
talking
up
to
the
list
of
different
groups
that
are
imperative
to
boston
that
are
maybe
parallel
in
other
districts
that
we
must
also,
and
when
I
say
I
meant
jj
consulting
when
you're,
giving
us
a
summary
of
what
individuals
evolves
will
send.
P
P
So
I
really
hope
you
understand
that
imperative,
also,
as
we
also
value
and
respect
the
need
for
confidentiality
with
the
understanding
when
you
come
down
to
the
finalists,
you
know
it's
time
to
put
your
cards
on
the
table
if
you're
committed
to
this
job
you're
going
all
in
then
you're
going
all
in
my
second.
P
That
is
a
comment
on
the
confidentiality
thing
which
I
think
we
all
respect
and
understand.
My
other
question
was
where
we
started
to
transition
to
the
the
day.
Talking
about
the
the
block
of
time.
P
Mr
word
said:
yes,
it's
best
to
do
it
in
person.
He
also
said
that
there
might
be
ways
to
do
it
in
a
hybrid
format,
because
I'm
thinking
when
you
say
three
hours-
transportation,
wise,
that's
really
four
hours
to
me-
that's
babysitters!
That's
time
off
for
work!
That's
a
lot
of
other
variables
that.
C
P
H
P
P
O
Agency
does
so,
I
hope,
you're
familiar
with
what
he's
referring
to.
Yes,
we
did
this
process
with
austin
isd
matter.
Of
fact,
the
big,
the
big
concern
with
the
ipad
is
there's
so
much
information
about
the
candidates
on
that
ipad
that
who
sit
out
in
advance
that
creates
a
risk
for
the
confidentiality
loop.
O
Okay
and
that's
just
our
understanding
understanding.
It's
not
a
criticism
of
you
guys
at
all.
It's
just
understanding
that
the
more
information
you
put
out
there,
that's
in
an
uncontrolled
environment,
the
greater
the
risk,
and
so
the
hybrid
option
would
be
some
in
person
with
the
ipads,
perhaps
summon
virtually
without
the
ipads.
Now,
that's
just
me
just
kind
of
speculating,
because
the
idea
that
providing
the
ipads
all
the
information
does
create
a
a
a
risk
to
the
companies.
You
have
to
look.
That's
all
that
is
okay.
A
So
so
why
don't?
Why
don't
we
do
this,
regardless
of
rather
we're
going
to
be
in
person
or
hybrid?
We
will
still
need
to
block
the
time.
Why
don't
we
go
ahead
and
block
the
time
and
then
we
can
determine
what
is
the
best
way
to
proceed
to
that.
That
will
be
the
best
for
the
most
amount
of
folks
around
the
table
and
rather
than
trying
to
decide
what
we
want
here,
we
hear
you
roxy.
I
hear
you
that
it
is
that
travel
and.
A
So
what
we
used
to
do
quite
a
few
searches
ago
is
that
we
actually
sat
around
the
table
looked
at
folders
and
information,
and
then
we
handed
back
the
material
to
the
to
the
consultant.
So
we
kept
nothing
when
we
did
interviews.
If
we
took
notes,
we
gave
the
notes
back
so
when
you,
when
you
come
and
go
from
a
meeting,
you're
literally
taking
away
nothing
except
what's
on
your
brain,
it
is
one
way
of
keeping
the
least
amount
of
free-floating
information
available
and,
and
it
is,
it
is
not.
A
It
is
not
a
matter
of
trust
between
members
across
you
know
the
the
search
committee,
or
even
anything
like
that
it
is
just
the
availability
of
the
information
in
physical
form
is
a
risk
and
I
think
it's
risk
mitigation
more
than
anything
else,
but
we
also
want
to
be.
A
O
Let
me
respond
to
the
first
part
of
her
concern
at
some
point.
Absolutely
candidates
know
their
name
is
going
to
get
out
there
and
at
that
point
it's
when
we
will
certainly
be
looking
at
having
those
conversations
with
the
folks
that
that
you're
referencing
well
certainly
dr
coranza.
Another
colleague
has
his
hand
up
and
also
richard
he's
joining
us
here.
O
R
Thank
you
alton
good
evening,
everyone,
it's
good
to
be
with
you
this
evening.
If
I
could
just
add
to
what
my
my
colleague,
alton
fraley
has
said,
look
boston
is
boston,
so
in
the
world
of
education,
there
are
certain,
I
would
say,
districts
that
just
are
stand
out
in
terms
of
who
they
are,
what
they
represent:
the
diversity
boston.
R
So
there
are
a
number
of
sitting
superintendents
very
experienced
superintendents
ex
with
with
successful
track
records
that
are
going
to
be
interested
in
boston
because
it's
boston,
so
in
order
to
get
them
to
be
interested
and
apply
and
go
through
the
process,
the
confidentiality
has
to
be
maintained
because
for
them
to
even
step
out
puts
them
at
risk
in
their
current
districts.
Now.
R
We
know
what
your
resume
is,
but
what's
the
word
on
the
street,
how
have
you
worked
with
african-american
parents?
Have
you
worked
with
special
education?
Parents
have
you
worked
with
english
language
learner
parents,
that's
part
of
the
work
that
we
do
in
order
to
make
that
happen.
So
I
just
want
to
assure
you
that
you
know
even
I,
as
a
superintendent
being
part
of
a
search,
and
my
name
was
leak.
I
withdrew
immediately.
It's
just
not
okay
to
have
them
go
through
that
until
they're
in
the
final
stages.
R
R
The
committee
and
the
mayor
will
work
hand
in
hand
with
the
next
superintendent
to
take
on
some
very
challenging
issues
in
large.
In
an
urban
system,
there
are
challenging
issues
you
have
to
be
able
to
sit
next
to
that
person.
Look
them
in
the
eye.
Get
that
non-verbal
and
understand.
Is
this
somebody
that
I
can
work
with.
It
is
somebody
that
I
believe,
what's
on,
paper
is
actually
being
illustrated
in
person.
Is
it
somebody
I
can
talk
to?
Is
this
somebody
that
has
the
credibility
to
stand
by
what
it
says
on
paper?
R
So
in
many
cases
sure
we
can
use
technology?
I
think
the
last
two
years
have
shown
us.
We
can
use
technology,
but
this
is
a
special
working
relationship
where
you're
actually
transforming
the
lives
of
children
in
boston.
You
have
to
be
able
to
have
time
in
person
to
know
is
this
somebody
that
I
can
actually
trust
and
work
with
and
hire
as
our
next
superintendent?
I
call
it
the
eharmony
effect
right.
Do
you
know
it's
the
right
person
or
not?
R
That
would
be
one
of
the
major
reasons
that
I
would
say
some
component
of
in-person
interaction
is
going
to
be
critically
important
for
you
to
make
your
decision
as
to
who,
who
you
would
want
to
go
with.
S
Boy
thanks,
yeah
and
apologies
turns
out.
He
has
the
ear
infection,
so
that's
always
latest
prescription,
but
I
I
so
I
apologize.
I
came
into
this
little
late,
but
I
think
what
I
picked
up
and
what
I,
where
I
thought,
we'd
left
off
last
week,
is
that
we
were
going
to
pick
some
in-person
dates.
S
No
okay,
because
I
and
roxane
apologized,
I
kind
of
caught
the
latter
half
there,
but
based
on
my
experience
with
all
of
this
too,
I
agree
with
mr
fraley
and
mr
karantha,
and
you
know,
having
worked
with
many,
a
superintendent
now
and
honestly
being
on
the
opposite
end.
Where
oftentimes
I
get
calls
about
potential
superintendents
in
other
places
and
and
the
need
for
confidentiality,
etc.
S
But
I
I
do
think
that
being
in
person,
there
is
something
to
it.
That
makes
makes
a
difference,
and
so
I
would
hope
that
we
are
going
to
be
meeting
with
folks
in
person
and
honestly,
I
I
I'm
wondering
when
we're
going
to
start
meeting
in
person
too,
because
I
actually
think
that's
important
as
well.
A
Yeah,
okay!
Well,
I
am
so
I
I
have
a
request
and
for
my
colleagues
around
the
table,
take
a
look
at
that
thursday
time
and
regardless
of
whether
we're
going
to
be
in
person
or
we're
going
to
be
in
zoom,
with
whatever
modality
that
we're
going
to.
You
know
that
we
land
on
that
will
protect
the
confidentiality
of
the
materials
as
well
as
the
candidates,
we're
going
to
need
that
block
of
time
to
be
together
right
so
see
if
that
works.
For
you.
S
And
that
was
what
I
missed.
Actually
I
forgot
my
whole
question.
A
So
so
we're
we're
looking
at
may
19
from
8
30
to
1
30..
I
know
that's
a
large
period
of
time.
Maybe
we
can.
We
can.
You
know,
settle
for
8
30
to
12
30,
but
it's
it's
the
largest
span
of
time
that
I
can
think
of
that
we
would
need.
A
T
A
S
A
Okay,
all
right
so
so
we
have
a
handful
of
folks
for
whom
the
20th
is
better.
Let's
then
take
this
offline.
Now
that
we
know
the
general
general
parameters
of
either
thursday
or
friday
is
saturday
ever
a
problem
for
folks
saturday
mornings.
A
Does
that
ease
you
this?
Should
that
ease
your
stress?
Well,
this
will
just
make
it
more
stressful,
just
in
general,
because
we're
gonna
be
going
into
blocks
of
time.
For
you
know
the
second
level
interviews
and
and
and
everything
else,
first
and
second
level
interviews
so
saturday,
usually
a
not
okay
time
for
folks.
P
I
just
want
to
address
the
direction
because
it
seems
as
if
it's
making
it
seem
as
if
I
don't
believe
in
coming
in
person.
I
have
specifically
what
we're
doing
on
that
three-hour
block
right.
Just
looking
at
ipads
and
looking
at
things
to
me,
it's
different
meeting
a
candidate
and
talking
to
a
person
in
person
for
for
meeting
candidates
to
get
a
vibe
and
to
really
hear
what
people
are
saying.
That's
one!
P
That's
that's
separate
for
me
because
that
is
imperative,
but
if
you're
telling
me,
the
only
reason
you
want
me
to
come
together
is
to
look
at
pieces
of
paper
or
look
at
an
ipad
that
I
want
to
discuss
so
then.
So
my
clarifying
question
then,
is
on
the
19th
or
20th.
Whatever
data
is.
Is
that
the
date
where
candidates
will
actually
be
there
and
we
will
be
interviewing
candidates
or
is
that
where
it's
looking
at
20
resumes,
that's
our
cv
and
narrowing
down?
What
is
that
three-hour
block
date
actually
are.
A
So,
mr
fraley,
it
sounds
to
me
that
this
is
a
process
in
the
in,
in
the
olden
times
that
we
used
to
call
paper
screening
right
right.
We
you
would
receive
30
40
resumes
and
you
would
boil
them
down
for
us.
We
come
together
and
we
do
what
we
call
a
paper
screen
correct
by
which
you
sort
out
who
you
want
to
see
in
person
is
that
the
process
we're
talking
about?
Okay,
that's
correct!
Does
that
help?
Roxy
is
paper.
Screening.
A
All
right
so
michael
did
you
have
a
something
something
about
that
piece
of
information
that
you
need
clarified.
Q
Yes,
all
right,
thank
you,
dr
and
then
I
have
to
apologize
to
my
fellow
members.
I
have
to
excuse
myself
right
after
this
to
get
to
a
sunset
memorial
service,
so
no
worries
I
apologize,
but
I
do.
I
just
want
to
echo
the
importance
as
as
much
as
we're
trying
to
move
to
new
technologies.
There
are
probably
two
or
three
times
that
I
think
are
going
to
be
critical
for
us
to
be
together
in
person
because
of
the
interactions.
Q
The
way
we
share
the
way
we
talk
it
through
ms
tang
referenced
it
because
she-
and
I
have
done
this
together
in
the
past
of
when
we
sit
in
that
room
and
do
that
paper-
screening
and
really
kind
of
talk
through
the
candidates,
and
I
I
do
just
find
it
invaluable
when
you're
in
that
room
and
talking
and
someone's
going
to
see
something
that
you're
not
and
someone's
going
to
bring
out.
But
what
about
this
viewpoint?
What
about
that
viewpoint?
Q
Q
I
know
you're
trying
to
minimize
as
much
as
possible
the
times
we
are
in
person,
but
I
just
do
think
it
is
critical
those
times
to
do
it
in
person
and
so
when
you're
shooting
for
large
blocks
of
time
to
be
able
to
tackle
a
lot
all
at
once
or
not
doing
it
multiple
times.
I
think
that
is
that
is
great,
but
I'll
defer
to
the
full
will
of
the
of
the
co-chairs
and
again
I
apologize,
but
I
have
to
get
to
a
a
memorial
service
so.
A
Okay
and
again,
my
my
goal
today
is
not
so
much
to
completely
resolve
the
question
of.
Do
we
need
to
be
in
person
or
do
we
can
we
do
some
hybrid
piece,
I'm
concerned
that
we
all
block
that
time,
one
way
or
the
other,
because
we're
gonna
need
it.
A
So
those
of
you
who
who
are
good
with
saturdays,
we
will
keep
that
for
for
future
consideration
as
we
schedule
those
two
other
events,
so
just
to
be
clear,
we
have
the
major
events
that
we're
going
to
run
into
as
we
go
from
here
will
be
the
presentation
next
week
of
the
survey
the
week
after
we
will
do
the
training
of
the
committee
on
protocol,
and
hopefully,
at
that
time
we
also
lock
down
schedules
the
next
piece
after
that
is
going
to
be
the
piece
that
is
going
to
happen
either
on
the
19th
or
the
20th
in
a
block
of
time
of
paper
screening.
A
The
next
piece
that
happens
is
the
first
level
interview
and
our
discussion
and
are
sorting
out
who's
going
to
be
in
our
final
interview
right.
So
those
are
the
major
benchmarks
that
we
have.
We
may
do
some
of
them
on
our
tuesday
meetings.
A
We
may
have
to
lock
down
other
block
of
time
if
we
have
candidates
coming
into
town
or
if
we
decide
to
to
gather
in
times
differently
than
than
than
tuesday
evening
all
right,
but
we
will
keep
our
tuesday
meetings
as
check-ins
are
reporting
back
to
the
community
on
on
engagement,
and
we
will
keep
them
to
an
hour
kind
of
like
today.
A
Is
that
is
that
any
questions
about
that
trajectory
jessica?
You
have
your
hand
up.
S
Yeah,
I'm
so
sorry,
I
just
want
to
make
sure
right,
so
we
were
holding
the
tuesdays
5
30
to
6
30.,
we're
holding,
hopefully
the
20th,
not
the
19th,
okay,
one
person
I
saw
several
people
say
that
work
better,
so
I'm
hoping
that
we
can
go
20th
and
then
are
there
any
other
dates
that
we
need
to
hold,
because
I
I
do
think
especially
for
this
group
scheduling
is
really
hard.
S
A
Are
I
think
there
are
two
sets
of
dates
that
we
need
to
hold?
We
need
to
hold
a
set
of
dates.
That's
for
the
first
round
interview!
Okay,
so
let's
say
we
choose
eight,
that's
just
a
number,
I'm
landing
on.
Let's
say
we
use
eight
in
the
first
round.
We're
gonna
need
two
days
right
for
that.
First
round
it,
the
first
level
interview
we're
gonna,
need
a
set
of
dates
for
the
second
or
final
interviews.
A
S
A
Right,
because,
once
we
have
those
dates,
it
will
be
easier
for
jg
to
to
alert
the
candidates
or
the
various
levels
of
candidates
that's
going
to
be
coming
up
because
they
will
then
have
to
heal
to
those
days.
So
we
don't
have
to
change
our
calendar
for
the
incoming
candidates
schedule,
so
we
will
hold
our
calendar
and
the
candidates
will
work
to
our
our
calendar,
so
it'll
be
easier
to
manage
correct
elton.
Am
I
getting
that
piece
right?
Okay,
if
they
want
the
job
they'll.
A
Yeah,
that's
what
I
figure,
but
we
we
don't
want
the
folks
around
this
table
to
be
juggling.
So,
okay,
something
happened,
anyways!
I
I
don't
want
to
keep
folks
any
longer.
We
will
send
out
notices
and
through
our
staff,
terrific.
Oh
I'm
sorry,
one
more!
I
do.
I
do
see
your
hand
now
go
ahead.
P
A
So,
on
the
tuesday
on
on
the
tuesdays,
we
will
begin
in
open
session,
and
then
we
will,
we
will
retire
into
executive
session
during
the
open
portion
of
our
meeting,
which
are
required
for
public
meetings.
We
will
report
on
progress
because
that's
a
that
needs
to
be
we're
doing
the
public's
business,
and
then
we
will
take
public
comments
right.
So
those
are
the
two
public
pieces
that
we
usually
do
in
the
beginning
and
then
the
whole
group
then
will
go
into
executive
session
and
we
will
dismiss
the
meeting
from
executive
session.
A
We
will
not
reconvene
again.
Does
that
make
sense.
You're
welcome.
Okay,
thank
you
for
putting
up
with
me
tonight
and
we
will
get
communications
out
there
to
lock
down
dates.
Thank
you
for
being
patient
with
me
on
on
on
trying
to
on
trying
to
get
all
these
things
to
work.
Thank
you
for
being
with
us,
our
jg
team
and
we'll
see
you
next
week
next
tuesday,
and
I
think
what
we
need
to
do
is
to
entertain
a
motion
to
to
adjourn
so
moved.
A
Second,
hey
liz.