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From YouTube: BPS Superintendent Search Committee Meeting 4-12-2022
Description
BPS Superintendent Search Committee Meeting 4-12-2022
A
B
A
A
Soup,
das
search
the
committee
is
pleased
to
be
offering
live,
simultaneous
interpretation
in
the
following
languages:
spanish,
portuguese,
haitian
creole,
kabba,
virdian,
cantonese
mandarin,
vietnamese
somali
french,
arabic
and
american
sign
language.
And
after
the
interpreters
have
finished,
introducing
themselves
and
providing
zoom
instructions,
we
will
activate
the
interpretation,
icon
or
the
globe
on
the
bottom
of
your
screen.
Click
the
icon
to
select
your
language
preference
and
will
our
cantonese
interpreter.
Please
introduce
herself
and
give
zoom
instructions.
E
E
J
K
M
N
O
A
Thank
you
very
much
and
our
american
sign
language
interpreters
tonight
are
kylie
kirkpatrick
and
kristen
wessels.
Thank
you
for
your
services.
Thank
you
for
all.
Thank
you
all
for
assisting
us
this
evening.
We
will
now
activate
the
interpretation
icon
at
the
bottom
of
your
screen.
I
would
like
to
remind
everyone,
as
well
as
myself,
to
please
speak
at
a
slower
pace
to
assist
our
interpreters
tonight.
A
D
D
P
B
D
A
B
You,
dr
edinger,
the
public
comment
period
for
today's
meeting
will
be
15
minutes
in
total.
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.
Please
click
the
raise
hand
button.
If
you
wish
to
speak,
I
will
call
on
speakers
in
the
order
in
which
hands
are
raised.
B
S
S
S
S
So,
finally,
I
would
just
reiterate
the
request
that
the
proposals
be
made
public
immediately
after
the
contract
is
signed
and
without
going
through
the
unnecessary
formality
of
a
public
records
request
which,
frankly,
in
my
30
years
of
working
with
the
school
committee
and
its
committees,
I've
never
been
asked
to
do
before.
Thank
you
for
hearing
me.
A
B
A
Miss
sullivan
and
hopefully
we'll
be
able
to
answer
many
of
those
questions
that
mr
mutt
posts
tonight.
It
is
our
goal
to
be
transparent
and
for
for
information
to
be
shared,
so
we
will
continue
to
try
really
hard
just
some
brief
search
process
updates
for
folks
and
also
for
the
record
in
terms
of
engagement.
The
online
superintendent
search
survey
will
close
this
friday,
that's
april
15th.
A
As
of
noon.
Today
we
have
received
484
responses
to
the
survey
and
we
just
say
that
we
will
have
a
report
back
on
that
once
the
survey
period
is
done
and
the
information
is
processed,
so
we
will
be
looking
forward
to
that.
The
co-chairs
are
working
with
bps
staff
to
schedule
a
presentation
to
the
committee
later
this
month.
So
that's
that's!
That's
what
I
just
referred
to
on
the
on
the
survey
results
additional
sessions.
A
We
are
also
eager
to
hear
directly
from
the
community
and
community-based
organizations
and
create
more
opportunities
for
native
language
dialogue.
So
we
are
working
on
scheduling
some
additional
small
group
listening
sessions
with
stakeholders
who
speak
other
bps
home
languages,
the
stakeholders
from
various
groups.
A
We
encourage
groups
who
want
to
share
feedback
to
convene
and
host
their
own
listening
sessions,
as
we
have
been
encouraging
until
up
to
this
point,
with
the
goal
of
either
sending
a
memo
to
the
search
committee,
official
email
or
inviting
search
committee
members
who
are
available
to
attend
and
listen
with
you
and
search
committee
members.
Please
look
out
for
an
email
from
staff
on
scheduling
and
attending
some
of
these
sessions.
A
T
A
B
D
A
So
I
am
delighted
tonight
to
welcome
james
guerrero
president
and
ceo
of
jg
consulting
who
will
be
supporting
the
bps
superintendents
search.
I
have
asked
them
to
join
us
today
to
discuss
the
process
moving
forward
and
to
answer
any
questions
or
committee
members
may
have
mr
guerrero.
The
floor
is
yours.
U
U
In
addition
to
lizzie,
is
jacob
wilson,
who
is
our
administrative
chief,
who
essentially
serves
as
my
executive
assistant,
andres
garcia,
who
will
be
our
coordinator
internally
and
that
the
part-time
consultants,
the
faculty,
who
will
represent
us
in
the
superintendent
search,
include
mr
alton
fraley,
dr
steve
flores,
richard
carranza
and
amanda
sargent.
So,
essentially,
you
will
have
eight
dedicated
personnel
on
behalf
of
jg,
consulting
representing
the
boston
public
schools
and
working
alongside
each
of
you,
and
I'd
also
like
to
thank
your
staff.
U
If
I
may,
liz
sullivan
and
mary
have
been
tremendous
in
providing
us
with
input
and
feedback
and
scheduling
all
the
various
meetings
that
we've
had
to
this
point.
So
I
want
to
give
them
credit
for
being
very
good
communicators
with
us
thus
far
and
again
just
want
to
thank
you
for
your
service
to
the
boston,
public
schools
and
and
your
vote
of
confidence
and
selecting
us
to
represent
you
in
this
capacity.
U
A
A
Is
there
any
immediate
question
that
you
have
about
the
the
selection
process,
the
makeup
of
the
team
at
this
point,
because
I
think
I
want
james
to
help
us
understand
the
the
steps
in
the
process
as
we
go
right
into
into
the
next
stage,
and
I
thought
that
would
be
the
key
pieces.
So
if
you
want
to
wait,
we
can
wait
and
just
ask
all
the
questions
at
the
end.
It's
up
to
you.
U
C
C
U
U
U
The
country,
including
the
east
baton,
rouge
parish,
school
system,
washoe,
county
schools
in
kansas
city,
kansas,
public
schools,
all
all
of
whom
are
members
of
the
council
of
the
great
city
schools
which
you
as
a
school
district,
are
a
member
as
well,
so
all
in
the
spirit
of
public
education.
So
the
executive
recruitment
work
that
we
provide
runs
the
gamut
east
coast
to
west
coast.
U
So
we're
very
excited
about
this
opportunity,
and
so
we
look
forward
to
working
alongside
all
of
you
and
as
we
recruit
your
next
superintendent,
the
other
two
areas
of
support
that
we
provide
that
I'll
briefly
mention
because
we
are
a
full
service
consultancy.
We
also
run
a
national
leadership
academy,
training
aspiring
superintendents.
So
we
have
a
cohort
that
consists
of
on
average
30
aspiring
superintendents
each
year
we
have
different
sitting
superintendents,
who
coach
the
various
cohorts
that
we
run
and
administer
each
year.
U
Some
of
those
coaches
include
the
current
superintendent
of
the
san
francisco
unified
school
district,
dr
vince
matthews,
dr
lamar
gloria,
the
caddo
parish,
school
school
district
in
louisiana
and
here
locally
and
and
hopefully
with
board
approval.
Soon
to
be
dr
stephanie.
Elizalde
of
austin
isd,
so
we're
constantly
and
continuously
looking
for
ascending
talent
who
wish
to
pursue
the
superintendency
and
then
the
final
component
that
we
offer
is
more
of
a
service
related
activity
where
we
provide
strategic
planning,
support
and
other
areas
of
professional
development,
including
executive,
coaching.
U
T
See
you,
okay,
and
this
was
way
to
make
sure
you
saw
it
so,
okay,
I
apologize.
Please
go
ahead.
Thank
you,
mr
guerra,
two
things.
What
and
then
maybe
come
with
as
you're
describing
the
process
and
if
it
does
that's
lovely
one
is
what
you're
just
describing
presuming.
Isn't
your
proposal,
because
all
those
things
are
the
reasons
that
you
must
have
been
selected.
Your
your
agency
was
selected,
so
I
just
want
to
check
with
you.
As
far
as
are
you
comfortable?
T
T
That
made
you
a
highly
desirable
organization
to
lead
this
search,
so
that
is
appreciated
that
you're
willing
to
share
it
publicly
with
the
community
and
this
listening
group.
The
second
aspect
is,
I
want
to
ask
about
when
you're
describing
the
process.
Could
you
also
speak
about
the
process
of
vetting
in
the
sense
of
we've
heard
a
lot
about.
You
know
authentic
engagement,
as
you
may
know,
it's
a
focal
point
with
or
even
a
sore
point
in
our
district,
with
really
being
able
to
engage
with
families,
educators,
the
whole
community.
T
So
could
you
also
talk
about
how
you
vet
potential
superintendents
beyond
the
standard
like
here?
Are
your
references
like
how
do
they
engage
with
the
cpac?
How
do
they
engage
with
families
and
having
actual
members
from
those
communities
from
the
previous
districts?
They've
worked
with?
How
does
that
all
happen
and
provide
feedback
once
we
start
to
get
to
that
narrowing
point?
So
we
really
know.
U
Now
the
terrific
questions
and
thank
you
for
those,
so
I've
taken
a
couple
of
notes.
So
if
I
missed
anything,
please
interrupt
me
so
as
far
as
the
transparency
is
concerned,
first
and
foremost,
everything
that
we
do
will
be
a
as
as
transparent
as
allowed
by
the
committee.
So
with
respect
to
our
proposal
that
can
be
public
facing
any
document
that
we
provide
to
you
for
review.
U
With
the
exception
of
candidate,
confidential
information
will
be
furnished
for
public
consumption,
so
our
proposal,
if
it's
the
will
of
the
committee,
if
you'd
like
to
upload
that
to,
for
example,
to
your
superintendent
search
page.
I
see
no
reason
why
that
couldn't
be
released
publicly.
But
it's
not
for
me
to
make
that
executive
decision.
U
I
would
defer
to
the
will
of
the
committee
at
this
point
if
that's
appropriate,
but
I
don't
have
any
issue
with
our
proposal
being
shared
publicly
and
all
of
our
contact
information
for
the
respective
individuals
that
I
named
earlier
is
also
listed
there.
So
we
welcome
input
and
feedback,
and
I
do
appreciate
the
public
comment
from
from
mr
mud
about
inquiring
about
the
process,
the
proposal
and
making
that
publicly
available.
U
Some
of
the
high
level
examples
of
how
we
engage
with
candidates
is.
We
require
a
number
of
of
different
factors
to
to
be
completed
within
the
executive
search
process,
one
of
which
is
what
we
consider
an
on-demand
interview
so,
rather
than
just
submitting
the
formal
application
packet,
which
will
consist
of
your
letter
of
interest
as
a
candidate,
the
resume
slash,
vita,
academic
credentials,
verification
forms,
we
take
it
a
step
further
and
require
that
each
candidate
submit
the
on-demand
interview
so
essentially
envision
a
similar
scenario
to
our
engagement.
U
This
evening,
however,
it's
a
little
less
impersonal.
The
candidates
will
be
invited
to
submit
answers
to
a
series
of
questions.
Historically,
those
that
there
have
been
four
questions.
One
question,
for
example,
is
what
drew
you
to
the
position
of
superintendent
with
the
boston
public
schools.
The
candidates
will
record
their
responses
using
their
own
device,
whether
it's
a
laptop,
a
desktop,
a
tablet.
U
Now
as
far
as
any
family
engagement
or
forward-facing
public
facing.
If
you
will
engagement
with
the
candidates
and
your
community
members,
that
will
determine
on
what
we
feel.
When
I
say
we
I'm
referring
to
the
committee.
What
you
feel
is
appropriate
at
the
given
time
once
we
get
to
those
major
milestones
of
the
search
process.
U
T
U
So
they
have
an
allotted
time
period
to
respond
to
that,
so
they
have
to
disclose
how
much
engagement
they've
had
with
their
respective
communities.
But
we
take
it
a
step
further
and
as
we're
doing
our
our
standard
reference
checks
and
working
with
our
colleagues
around
the
country,
we
can
do
a
thorough
dive
into
their
actual
experience
and
to
ensure
that
what
they've
shared
with
us,
via
the
on-demand
interview,
is
indeed
factual,
so
that
we
we
do
a
very
thorough
job
of
embedding
that
piece.
Okay,.
T
U
U
Thank
you,
dr
edinger
yeah,
so
I
think
it's
appropriate
this
time
to
disclose
where
we
are
in
terms
of
the
current
week,
so
we're
in
the
process
of
reviewing
the
job
description
that
was
provided
to
us
today.
So
thank
you
again
to
liz
for
sharing
that
document
with
us
and
bravo
to
all
the
work
that
you've
put
in
to
that
document.
It's
very
thorough.
It's
very
robust.
The
content
from
my
purview
looks,
looks
solid.
U
I've
asked
my
team
by
the
end
of
this
week
to
provide
me
with
any
input
with
respect
to
just
the
not
necessarily
the
content,
but
more
of
of
the
facade
of
that
document.
So
we're
going
to
add
some
graphics.
Add
some
other
things
to
make
it
just
more
aesthetic
before
we
advertise
the
job
posting.
So
our
intention
is
to
post
and
open
the
job
portal
which,
on
our
website,
jgconsulting.us
if
you
go
to
current
searches,
all
of
the
various
executive
searches
that
we
lead
on
behalf
of
our
school
district
partners
can
be
found
there.
U
So
you'll.
You
will
see
by
the
end
of
this
week
that
the
boston
public
schools
opportunity
to
serve
as
a
superintendent
will
be
posted
there.
So
we
will
take
this
document,
refine
it
with
the
various
graphics
just
again
for
cleanliness
sake,
add
that
to
the
website
and
then
from
there
we
will
submit
requisitions
to
all
the
various
organizations
that
we
work
with
nationwide.
U
I
like
to
say
that
we'll
cast
a
very
wide
net
across
the
country
to
recruit
and
solicit
talent
for
consideration.
So
give
you
examples,
the
council
of
great
city
schools.
They
have
a
job
board.
You
will
find
there
that
the
job
link
will
redirect
to
jg
consulting
dot
us,
the
association
of
school
superintendents,
the
national
alliance
of
black
school
educators,
the
association
of
latino
administrators
and
superintendents.
So
all
of
the
major
publications
that
we
gen
generally
use
as
an
executive
search
firm,
all
of
the
advertisements
will
redirect
to
jg
consulting.us.
U
We
also
confirmed
today
that
your
talent
management
system,
internally
with
the
boston
public
schools,
will
have
a
an
update
with
the
job
description
there
as
well
also
redirecting
back
to
our
website.
So
that's
the
first
step
this
week
that
we
need
to
accomplish
is
posting
the
job
description
and
recruiting
talent
to
apply,
and
in
theory
the
recruitment
aspect
has
already
began.
U
We've
been
in
conversation
with
candidates
since
day
one
since
we
were
informed
of
this
amazing
opportunity-
and
I
can
assure
you
that
I
personally
have
received
inquiries
and
requests
and
candidates
are
just
chomping
at
the
bit
getting
ready
to
apply.
So
it's
an
exciting
time.
I
think
the
question
I
would
have
for
the
committee
at
this
time
is
how
how
much
time
should
we
allot
to
keep
the
job
portal
open
to
accept
applications?
U
A
One
of
the
things
that
james
that
that
I
know
that
is
of
at
least
great
interest
to
me
and
I'm
and
I'm
sure,
a
number
of
our
committee
members
is
that
that
the
pool
has
is,
is
a
sufficient
pull
both
in
terms
of
qualifications,
but
also
in
terms
of
gender
race,
ethnicity,
in
the
diversity
that
the
that
the
that
we
would
want,
because
from
that,
we
will
then
yield
right.
Our
our
next
level,
candidates
and
finalists
talk
a
little
bit
about.
U
Great
question,
and
so
I
can
speak
from
historical
context
and
just
give
you
data
and
share
some
data
points
with
our
practice.
So
in
the
past
six
and
six
and
a
half
years,
we've
conducted
25
superintendent
searches
across
the
united
states.
So
one
we're
very
intentional
with
the
work
that
we
do.
We
seek
to
work
with
good
school
districts,
good
committees,
good
school
boards,
more
than
72
percent
of
the
superintendents
hired
by
our
school
district
partners
have
been
a
person
of
color
and
currently
they're.
U
45
percent
of
those
same
superintendents
hired
by
our
school
district
partners
are
women.
So
when
we
provide
to
you
the
candidates
or
the
total,
you
know
talent
pool
we're
going
to
bring
to
you
a
very
diverse
group
of
talent
to
consider
including
a
very
balanced
mix
of
of
diversity
and
and
gender.
So,
whatever
you
feel
as
a
committee
is
appropriate
and
again
at
the
appropriate
time,
we
can
in
theory,
end
the
job
portal
or
close
the
job
portal.
U
U
U
So
I'm
just
looking
at
a
calendar
just
for
simplicity's
sake.
So
let's
say
hypothetically:
we
open
the
job
portal
this
friday
april,
the
15th.
If
we
were
to
keep
it
open
for
four
calendar
weeks.
Theoretically,
we
could
close
the
job
portal
or
have
a
deadline
to
for
expiration
on
friday
may
the
6th
that
would
give
us
four
complete
weeks
unless
the
committee
members
have
any
objection
to
that
suggestion.
A
Have
you
had
searches
in
the
past
that
that
would
give
a
sort
of
a
first
stage
date
on
you
know
these
people,
you
know,
proposals
or
or
applications
submitted
up
to.
This
point
will
be
considered
beginning
on
this
date,
but
you
leave
the
leave
a
window
open
for
possible
for
possible
late
entrance,
and
I
know
that
jessica
has
her
hand
up
as
well.
So.
U
Okay,
yeah,
and
if
I
may,
I
can
answer
that
quickly.
No,
we
we
have
not.
We
typically
will
engage
in
a
superintendent
search
with
the
mindset
of
working
backwards
so
again
using
only
hypotheticals.
I
know
that
the
time
frame
is
to
name
a
loan
finalist
according
to
your
superintendent
search
page
by
late
june,
so
whatever
that
date
is
in
june,
we
create
the
milestones
in
a
timeline
with
that
date
in
mind,
so
working
backwards,
just
at
a
very
high
level.
The
final
round
of
interviews
would
be
the
next
milestone.
U
Proceeding
naming
your
loan
finalist.
You
know
it
could
be
three
rounds
of
interviews
right,
so
you
could
have
a
potential
engagement
with
your
community.
You
can
have
a
second
round
and
then
the
first
round
leading
up
to
that
point
preceding
those
three
interview
stages.
If
you
will,
is
the
presentation
of
candidates,
so
at
a
given
time,
we'll
actually
need
to
have
an
end
date
for
applicants
to
apply,
because
for
us
we
need
to
compile
all
of
the
application
materials.
U
We
will
provide
each
of
you
if
we're
doing
this
in
closed
session
and
in
person,
for
example,
each
of
you
will
receive
an
ipad
to
review
all
of
the
digital
artifacts
submitted
to
us
and
then
we'll
present
to
you
in
a
large
group
setting
the
on-demand
interviews
as
well.
So
we
need
to
establish
some
cut
off
points
that
way
as
a
firm.
We
can
do
our
vetting
our
screening,
all
the
background
checks
doing
those
standard
practices
that
we
we've
implemented
within
our
firm.
So
that
way,
we're
checking
all
the
boxes.
U
Now,
if
it's
the
will
of
the
committee
to
extend
the
search
beyond
that
first
presentation
of
candidates,
if
you
feel
that
we
haven't
reached
the
goals
and
the
objectives
and
all
those
hopes
and
aspirations
that
were
shared
with
you,
then
certainly
at
that
point,
I
think
it
would
be
appropriate
for
us
to
make
a
collective
decision
whether
we
need
to
continue
receiving
applicants.
That
would
be
my
recommendation,
but
again
you'll
hear
me
say
we're
going
to
work
at
the
will
of
the
committee.
U
A
Q
Thank
you
and
nice
to
meet
you,
mr
guerra.
I
you
actually
answered
some
of
the
questions
I
was
gonna.
Ask
because
I
was
about
to
say
as
an
educator.
I
always
think
about
backward
planning,
and
and
so
I
was
wondering
what
the
timeline
was
in
the
background-
planet
planning
and
with
such
a
short
timeline
as
well.
Q
Q
U
Q
Okay,
so
that
would
be
may
13th.
I
think
then,
if
it's
available
on
or
public
on
friday,
and
then
I
guess
I
I
do
kind
of-
I
don't
know
actually,
dr
edinger,
if
this
is
what
you
were
suggesting,
but
I
do
think
that
it's
good
to
have
like
a
kind
of
a
soft
cut
off,
but
we
wouldn't
want
to
exclude
any
potential
candidates
later.
A
A
Then
I
think
we
have
to
revisit
right
what
what
that
cutoff
date
needs
to
be.
It's
it's
hard
to
tell
now,
because
you
know
you
don't
know
until
you
sort
of
get
into
the
recruitment
of
it.
So
so
perhaps
the
the
committee
would
consider
not
making
that
decision
to
extend
until
we
see
what's
up
in
week
two
and
week
three
and
then
we
can
leave
the
decision
open.
A
N
G
Q
A
I
I
think,
maybe
we
we
we
think
about
that
a
bit
and
we
can
make
a
decision
as
we
go.
If
you
wish
to
you,
know
sort
of
give
feedback
to
james.
I
don't
see
any
reason
why
you
couldn't,
and
I
I
would
I
would
perhaps
be
mindful
that
we
give
most
of
the
feedback
around
this
table.
So
we
get
the
benefit
of
folks's
wisdom
around
the
table
here
it
is.
Q
A
Yeah,
no,
no!
No,
I'm
I'm
like
any.
Like
any
other.
You
know,
member
of
the
public
or
member
of
the
committee.
If
you
have
leads,
I
would
assume
that
james
would
want
to
have
them
because
it
opens
up
the
poll
and
it
allows
for
it
allows
for
better
recruitment.
So
unless
members
of
the
committee
you
have
comments
on
that
or
I
mean
I
don't
see
any
harm
in
it,
you
will
be
receiving
those
kinds
of
communications,
regardless
from
the
interested
public
to
some
degree.
So.
U
Yeah
absolutely
no,
I
would
I
would
echo
dr
edinger's
comments
there.
So
if
you
as
individuals
representing
the
committee,
have
a
candidate
in
mind
whomever
that
may
be
or
receive
a
referral
from
a
peer
or
colleague,
family
member
friend,
please
feel
free
to
share
that
information
with
me,
and
I
will
share
convey
that
same
set
of
information
to
to
my
colleagues,
because
we
are
working
on
your
behalf.
So
it's
our
job
and
our
duty,
our
responsibility
to
recruit
those
individuals
so
feel
free
in
whatever
format
dr
edinger,
you
feel
is
best.
U
A
U
And,
and
just
as
a
matter
of
updating
each
week
by
the
close
of
business
on
friday,
we'll
provide
you
with
a
generic
update
by
email
in
a
just
a
basic
communication,
letting
you
know
some
standard
information
that
we
can
disclose
in
an
email
such
as
the
number
of
candidates
who
have
applied
to
that
point.
The
number
of
states
represented
in
the
talent
pool
and
just
some
of
the
basic
high-level
information
without
disclosing
any
of
the
candidate
information.
U
A
T
T
So
a
couple
of
things,
one
as
I
was
thinking,
mr
guerra,
just
about
when
you
said
that
you
you
know
you
do
the
thorough
vetting
glossy
blah
and
do
you
have
specific
you
know,
because
I'm
trying
I'm
trying
to
understand
it
specifically
because
the
answer
it
didn't
it
was.
It
didn't
give
me
exactly
what
I'm
trying
to
understand
fully.
So
this
is
why
I'm
coming
back
around
to
see
if
I
can
ask
it
in
a
way
that
will
help
me
get
the
information
that
will
help
me
understand
this.
T
So
my
question
is
when
you
are
vetting
these
people
that
you
narrow
down
to
the
finalists
so
in
boston,
we
have
whether
it's
for
the
teacher,
the
btu
special
ed
sped
pack
deal
district
english,
learners,
city-wide
parent
council.
As
far
as
these
family
groups,
then
we
have
partners
and
organizations
right.
So
that's
what
boston
has
so
these
are.
These
individuals
maybe
have
experience
in
other,
whether
town,
state,
cities
etc.
Who
may
have
other
names
for
these
types
of
organizations?
T
So
do
you
have
like
a
list
of
comparable
groups
that
you
would
then
be
checking
with,
regardless
of
where
this
individual
comes
from?
If
it's
named
something
else
to
see
how
they
engage
with
these
important
stakeholders
that
are
very
important
in
boston,
so
to
find
out
how
they
speaking
not
just
to
them
saying
oh,
I
was
a
great
engager.
I
did
wonderful,
I'm
glad
they
think
that.
But
what
about
the
stakeholder
groups?
T
Do
you
engage
with
them
when
you
get
to
the
finalists
and
you
have
specific
ones
that
are
comparable
with
what
we
have
in
boston
to
then
be
able
to
see
because
you'll
notice
in
the
job
description,
there's
a
lot
of
talk
about
the
way
they
engage
with
closing
achievement,
gaps,
special
education,
multilingual
learners
and
there's
a
reason
for
that
right.
So
do
you
have
comparable
groups
that
you
then
check
in
with
to
see
their
experience
with
that
yeah.
U
That
makes
sense.
Yes,
it
does
and
thank
you
again
for
the
clarifying
question
so
in
any
large
city
that
we
we
work
in.
There's
various
groups
committee
groups,
sub
groups,
to
give
you
some
context
with
the
houston
independence
school
district,
the
sixth
largest
school
system
in
the
united
states.
We
conducted
more
than
200
stakeholder
meetings.
U
While
we
were
developing
the
job
description,
leadership
profile,
there's
a
lot
of
synergy
with
some
of
the
naming
conventions
for
your
subcommittee
groups,
your
stakeholder
groups
with
other
cities
that
we
work
in,
so
we're
able
to
tease
out
some
of
those
themes
and
identify
where
there's
overlap
or
transferable
information,
where
we
can
compare
like-minded
theories
of
action.
I
ideals
the
norms
and
values
that
were
expressed
to
each
of
you
during
your
stakeholder
meetings
and
the
reason
I
said
you
know
bravo
to
to
the
work
that
you've
done
to
create
the
job
description.
U
I
think
an
important
element
that
can
assist
us
in
ensuring
our
success
and
working
with
one
another
is
having
an
aggregate
of
the
survey
data
once
that
closes
this
friday.
So
that
way
we
can
better
understand
what
is
being
shared
with
you.
What
is
needed?
What
are
the
hopes
and
aspirations
that
your
constituents
that
the
community
members,
the
students,
have
student
voices
paramount?
U
So
all
of
those
elements
are
going
to
play
a
very
key
role
in
us
in
the
vetting
and
the
screening
process,
so
we
will
go
through
it
as
a
team
to
better
align
the
candidates
with
their
current
experiences
and
their
past
experiences
and
align
those
synergies
that
I'm
referencing.
So
hopefully,
I'm
answering
the
question
in
a
much
better
a
much
better
way
now,
for
you.
T
I
do
see
them,
but
I
just
want
to
ask,
because
you
know
I
held
my
hand
up
for
quite
some
time,
so
I
just
want
to
get
to
my
other
component.
I
wanted
to
ask
you,
but
but
what
I
want
to
comment
I
thought
four
weeks
was:
a
fear
was
a
good
time.
I
was
glad
to
hear
you
say
that,
because
I
don't
think
this
process
should
be
rushed
and
if
we
get
to
the
point
where
it's
like
after
four
weeks,
it's
like
you
know
we
really
just
don't
have
a
good
bunch.
T
I
personally
would
prefer
that
whether
we
gotta
restart
over
and
figure
the
process
out
then
to
take
better
than
well.
This
is
better
than
nothing
because
I
don't
believe
in
better
than
nothing
for
boston
families
or
our
students.
So
I
just
want
to
be
clear
that
I
think
four
weeks
is
a
good
idea,
so
I
was
glad
that
you
didn't
do
it
like.
Oh,
we
can
hold
it
open
for
one
or
two
weeks
and
rush
the
process,
and
then
I
just
wanted
to
ask,
because
you
mentioned
how
you've
done
all
these
other
searches.
T
U
Great
question-
and
I
was
actually
going
to
add
this
as
a
matter
of
assurance-
the
superintendents
that
we've
recruited
are
still
serving
in
their
respective
worlds
today.
So
earlier,
I
shared
some
data
points
with
you.
In
six
and
a
half
years,
we've
recruited,
25
superintendents
on
behalf
of
our
district
partners
of
the
25.
Only
two
have
gone
on
or
have
taken
a
promotion
to
a
larger
system,
but
the
national
average
for
a
district,
such
as
boston,
public
schools,
is
2.8
years.
U
We've
well
exceeded
that
national
norm,
the
superintendents
that
we've
recruited
greater
than
90
are
still
serving
in
their
respective
roles
today.
So
our
track
record
is
phenomenal.
It's
one
of
the
areas
that
as
a
firm
we're
most
proud
of-
and
you
know
I
think,
that's
something
that
if,
if
you
haven't
had
an
opportunity
to
speak
to
some
of
our
other
school
district
partners,
I
think
that's
something
that
they
would.
They
would
share
with.
You
they've
been
very
happy
with
the
service
of
their
superintendents
and
it's
something
that
we're
incredibly
proud
of.
A
Okay,
so
before
we
go
any
further,
I
wanted
to
you
know:
do
a
time
check
because
we're
at
time.
However,
there
there
are
three
questions
on
the
table
and
I
would
like
to
be
able
to
take
care
of
that
and
then
the
last
piece
james
is
really
to
give
folks
a
sense
of
the
three
interview
pieces
that
that
that
the
candidate
will
have
to
go
through.
I
don't
want
there
to
be
confusion
as
to
what
those
engagements
look
like.
A
So
maybe
we
do
the
three
questions
and
we
talk
about
first
level,
search,
final
level,
search
and
recommendation
to
the
book
to
the
school
committee
and
the
school
committee
public
interviews,
so
that
that's
the
set
of
information
that
I
want
all
of
us
to
walk
away
with,
because
all
of
you
would
need
to
look
at
your
calendars
once
we
get
off
of
you
know
this
particular
session
to
block
out
time
to
ensure
that
we
can
be
all
together
rather
in
person
or
or
virtually
okay.
So,
let's
go
to
dr
picknotto.
U
U
So
with
that
being
said,
there's
not
a
perfect
time
anymore,
but
I
I'm
seeing
such
a
fluid
movement
of
superintendents
continuously
throughout
the
calendar
calendar
year,
not
just
in
the
calendar
school
year,
but
the
calendar
year
of
the
fiscal
year.
So
I
so
I
I
don't
think
there's
an
ideal
time,
but
we
happen
to
be
in
an
ideal
time
if
we're
looking
at
it
from
a
historical
perspective,.
V
U
So
I
think,
I
think,
generally,
I
think,
human,
the
human
condition,
human
natures.
We
do
our
best
work
in
person.
I
think
we
all
have
grown
accustomed
to
this
virtual
environment,
this
virtual
setting,
but
I
think
this
is
such
a
critical
hire
that
it's
it's
going
to
lend
itself
to
be
much
more
authentic
and
genuine.
If
we
are
able
to
have
in-person
interviews,
I
think
it
is
very
important
to
conduct
in-person
interviews
now
I
can't
make
that
decision
on
behalf
of
the
committee.
U
Some
of
our
recent
superintendent
search
experiences
have
started
in
a
virtual
format
similar
to
this
one,
where
you
might
interview
the
candidates
in
round
one
virtually
where
our
board
partners
have
and
then
the
second
round
or
the
final
round,
if
you
will
was
done
in
person,
so
I
think
we
can
approach
it
in
a
very
hybrid
type
of
working
environment,
but
again
at
the
will
of
the
committee.
What
you
feel
is
appropriate,
the
candidates
will
oblige.
U
So
what
I
would
often
tell
you
is
that
all
of
the
the
schedule
of
events,
it's
important,
that
all
of
you
have
a
majority
consensus
and
are
present
the
candidates
will
work
around
your
availability
and
your
schedule.
So
once
we
publish
the
timeline,
the
candidates
will
earmark
their
their
respective
calendars
and
plan
accordingly.
P
Hi
james
thanks
for
taking
the
time
to
to
meet
with
us
enjoyed
kind
of
listening
to
your
your,
how
you've
discussed
your
practice.
So
in
the
interest
of
time
I
had
a
couple
of
quick
questions,
as
you
know
that
we
were
talking
about
the
timeline
and
we've
we've
we've
stated
that
we
don't
want
to
do
an
interim
process.
We
want
to
go
and
hire
a
new
superintendent
within
the
timeline
which
would
be
by
june
30th.
U
Yes,
sir,
absolutely
so
I
commented
earlier
that
a
lot
of
the
hard
work
of
engaging
with
the
community.
The
survey
is
open.
You've
developed
the
job
profile,
the
job
description,
which
takes
a
tremendous
amount
of
work
and
effort
on
your
part.
So
now
the
part
of
the
recruitment,
the
screening
and
the
betting,
where
we,
where
we
shine
as
a
firm
that
can
begin
now
in
recent
in
the
past
year,
we
actually
conducted
a
superintendent
search
in
one
month
in
its
entirety,
including
all
the
stakeholder
meetings.
U
Now
that's
not
ideal,
it
was
very
truncated
and
very
fast,
but
we
still
have
enough
time
allotted
without
compromising
the
integrity
of
our
work
or
compromising
the
quality
of
our
work.
So
I
I
feel
confident
by
the
end
of
june,
we'll
have
a
loan
finalist
named
successfully
on
behalf
of
boston,
public
schools,.
P
Thank
you,
and
I
was
interested.
You
know
you
just
brought
up
the
idea
of
vetting
I'd
like
to
learn
a
little
bit
more
about
how
once
how
you
actually,
who
do
you
speak
to
when
you're,
going
through
the
vetting
process
and
determining
like
the
references
for
people.
You
know
who
are
going
to
be,
who
will
be
considering
later
in
the
process.
U
Right,
no
great
question,
so
more
than
just
the
standard
references
that
a
candidate
will
submit
for
our
consideration
for
your
consideration.
You
know
you
have
your
standard
supervisors,
past
supervisors,
perhaps
school
board
members
board
presidents,
those
that
they
feel
will
speak.
You
know
at
an
advantage
on
these
candidates
behalf,
but
we
also
take
a
deeper
dive
into
the
other
potential
individuals
they
may
have
worked
with
in
the
past
that
aren't
necessarily
listed
on
their
resumes
or
vitas.
U
In
addition
to
that,
we
work
with
a
an
organization
as
a
matter
of
formality,
to
do
a
formal
background
check.
So
that
way,
if
any
candidate
applies
to
serve
in
this
role,
we're
not
withholding
any
information
we're
bringing
to
you
every
bit
of
information
that
that
we
have
that
has
been
made
available
to
us.
So
that
way,
as
a
committee,
you
can
make
an
educated
decision
based
on
your
recommendation.
P
So
that
would
be
safe
to
say
that,
for
instance,
if
we
were,
you
were
vetting
someone
who
had
been
a
superintendent
of
a
district,
you
know
you
we
may
hear
from
teachers
principals
in
the
district
and
other
folks
who
have
worked
in
the
central
office.
That's
correct!
Yes,
sir!
Do
you
have
it?
You
wouldn't
happen
to
have
it
or
I'm
wondering
if
you
have
like
a
flow
chart
that
would
kind
of
describe
your
process
that
we
could.
U
Yeah
also
a
great
question,
so
within
our
proposal
there's
a
graphic.
I
forget
exactly
what
page
it
is
on,
but
it's
like
the
chevron
diagram
where
it
has
the
major
milestones
so
right
now
we're
engaging
with
all
of
you
getting
to
know
each
other
developing
that
rapport
getting
to
know
the
community.
The
next
step
is
opening
the
job
profile,
so
you'll
see
the
scope
and
sequence
of
the
major
milestones.
A
D
A
U
U
I
understand
that
majority
of
your
meetings
take
place
on
tuesdays.
We
could,
if
it's,
the
will
of
the
committee,
present
the
candidates
to
you
again
in
closed
session.
That's
all
of
the
digital
artifacts.
Each
of
you
will
receive
an
ipad
and
then
the
on-demand
interviews
we
could,
if
it's
the
will
of
the
committee,
do
that
the
very
following
week.
So
if
tuesday
may
17th
is
a
good
date
for
everybody,
we
ordinarily
do
those
those
types
of
presentations
in
person.
U
It's
very
difficult
to
do
that
in
a
virtual
setting,
especially
since
we're
sharing
the
on-demand
interviews.
But
again
I
don't
want
to
make
any
assumptions.
So,
if
that's
not
appropriate,
we
can
come
back
to
this
idea.
So
that's
first,
I
guess
first
order
of
business
to
consider
is:
when
can
we
convene
to
present
to
you
the
candidates
so
that
week
of
may
the
16th
could
work
for
our
team.
A
A
A
Exactly,
but
you
know
at
at
this
point
now
that
we
know
what
the
parameters
are,
we
can
ask
staff
to
help
us
right
to.
If
this
is
not
a
time
that
works,
then
maybe
we
go
a
little
later
so
that
I
know
that
those
folks
who
are
getting
off
work
at
five
will
have
trouble
getting
to
places
at
5
30
if
it
were
physical,
so
we'll
try
to
work
those
pieces,
but
that's
kind
of
the
time
frame
that
we're
working
towards.
U
Yeah,
I
think
that
I
think
in
theory
that
would
work
great,
because
the
following
week
is
a
major
holiday
weekend,
and
I
know
that
there's
we're
also
approaching
the
end
of
the
school
year.
There's
some
challenges
with
scheduling
around
the
holidays
and
the
end
of
end
of
the
school
year,
so
that
would
lend
itself
well
to
to
the
june
time
frame
of
holding
the
interview.
U
So
you
have
your
round
one
of
interviews
which,
again,
if
we
intend
to
have
the
first
round
to
be
held
virtually
with
the
candidates,
we
could
pick
two
consecutive
days
to
avoid
any
interview
fatigue.
So
one
of
the
things
we
want
to
be
mindful
of
is
your
time.
You
know
that
you're
volunteering,
your
time
to
interview
candidates,
let's
just
say,
hypothetically
again,
you
you
might
have
six
candidates
interview
might
have
eight
whatever
that
number
may
be.
We
want
to
give
you
ample
time
allotted
to
interview
those
those
candidates.
U
We
generally
would
recommend
one
hour
per
candidate
per
interview
in
round
one,
and
so,
if
it's
done,
if
it's
done
virtually,
not
a
problem
whatsoever,
you
just
need
to
identify
two
consecutive
dates,
because
we
anticipate
you'll
need
two
consecutive
dates,
because
there
will
be
more
than
on
average.
For
us,
I
can
share
with
you
we've.
We
averaged
roughly
six
candidates
per
interview
in
round
one
and
I'm
speaking
from
past
experiences.
N
U
Yes
and
then
round
two
after
you
interviewed
the
candidates
in
round
one.
The
idea
is
that
you
condensed
that
first
round
of
candidates
to
a
shorter
pool
of
talent
to
consider
in
round
two
so
again
in
the
spirit
of
transparency,
we
want
to
create
a
timeline,
that's
conducive
for
you,
your
availability,
but
also
informing
the
candidates
of
when
potentially,
they
would
interview
in
round
two
if
they
advance
to
that
stage,
and
we
would
like
to
do
those
interviews
in
person.
A
So
there's
really
three
different
levels
and
I
think
the
last
time
we
did
this
more
public
engagement
was
actually
created
around
the
public
interviews
with
the
with
the
school
committee,
and
I
know
some
of
you
asked
about
additional
public
engagements.
So
that's
that's.
That
was
the
way
it
was
done
in
the
past
and
unless
folks
are
suggesting
something
different,
it
might
be
a
pattern
that
we
may
want
to
follow
and
then
plan
out
the
calendar
depending
on
how
you
know,
availability
and
so
on.
A
C
Thank
you,
doctor
and
joe
I'll
try
to
keep
it
up
simple,
mr
guerrero.
If
we
look
at
four
weeks
that
would
bring
us
to
friday
may
13th
and
just
a
minor
point,
but
I
believe
in
the
past
you
know
a
lot
of
times:
superintendents
are
working
on
their
applications
on
nights
and
weekends
and
some
tend
to
be
deadline
oriented.
C
C
You
know
a
last
weekend
to
be
working
on
their
applications
and
if
that's
the
case,
if
that
pushes
us
to
like
monday,
the
16th,
maybe
dr
ed
and
joe,
when,
when
liz
pulls
the
search
committee
about
our
availability,
you
know,
maybe
we
could
potentially
look
at
on
that
one
case
since
we're
talking
now
mid-may,
maybe
like
meaning
on
thursday
instead
of
tuesday.
That
gives
mr
guerrero
and
his
team
the
time
to
put
together.
C
You
know
public
engagement.
I
know
the
chair
of
the
school
committee
is
very
focused
on
that,
as
well
in
the
in
the
final
process,
the
public
process,
but
I
do
encourage
mr
guerrero
to
speak
to
each
of
us
on
this
committee
for
all
of
us
to
have
the
ability
you
know
to
talk
with
him
as
well
as
it
was
raised
publicly
about.
C
I
would
think
we
could
keep
that
public
process
open
up
until
the
point
where
we're
interviewing,
because
part
of
the
feedback
from
the
public
process
is
to
help
us
be
better
search
committee
members
and
think
about
the
perspectives.
We
want
to
bring
once
we're
getting
into
the
interview
process,
etc.
So,.
U
C
U
And
I
think
those
are
all
valid
points,
and
so
we
we
will
generally
have
a
grace
period.
So,
let's
just
say,
a
candidate
submits
their
application
at
the
11th
hour
on
that
friday.
If
we
were
to
stick
with
that
that
date
in
mind
on
the
13th,
there
could
be
a
48
hour
grace
period,
because
we
would
still
need
for
that
those
candidates
to
complete
the
on-demand
interview,
which
is
a
requirement
in
our
process.
U
So
you
know
we
need
to
extend
that
as
a
matter
of
a
courtesy
to
give
them
the
opportunity
for
your
consideration
for
them
to
complete
the
on-demand
interview.
So
if
we
wanted
to
extend
the
application
portal
as
well
and
keep
that
open
for
a
longer
period
of
time
by
all
means,
we
can
certainly
do
that.
It's
just
a
click
of
a
button
on
our
end,
so
it's
very
simple
to
do,
and
then,
as
far
as
ongoing
community
engagement,
I
think
there
is
still
an
opportunity
for
ongoing
authentic
feedback
and
opportunities
for
for
different
groups.
U
Committee
members,
however,
you
want
to
frame
it
for
those
two,
whether
they
engage
with
us
in
a
virtual
format
such
as
this
one
or
even
in
person.
If
that's
allowed,
you
know
our
team
is
as
eager
to
get
to
meet
and
to
visit
with
as
many
people
as
possible.
So
if
it's
a
will
of
the
committee
in
your
directive
for
us
to
meet
with
other
groups,
we
can
certainly
do
so.
U
It
was
my
intention
as
the
principal
lead
to
identify
a
very
well-rounded
search,
firm
committee
on
our
behalf,
to
represent
you
and
to
to
engage
with
the
the
community.
So
if
you
feel
it's
appropriate
as
long
as
we
have
your
marching
orders
and
we
understand
what
the
goals
and
aspirations
are,
we
have
a
timeline
and
then
a
format
configured.
We
can
certainly
do
that.
A
Okay,
all
right,
thank
you
for
that,
and
and
if
the
search
committee
members
will
allow
us
to
have
a
little
flexibility
to
work
all
of
this
out
and
then
present
sort
of
a
template
or
timeline
to
you,
we
will
try
to
accommodate
as
many
many
complications
as
we
can,
because
we
want
all
of
you
to
be
around
the
table
and
and
and
to
be
fully
knowledgeable.
So
we
will
try
very
hard
jessica.
You
have
the
last
word
today.
Q
Sure,
thanks
just
a
couple
things
one
I
I
didn't
quite
get
a
sense
of
when
the
other
two
rounds
would
be.
I
got
the
17th
or
the
week
of
the
17th
as
a
potential
date
for
the
first
kind
of
target,
but
in
terms
of
the
two
day
clusters
that
you
had
mentioned,
do
you
have
a
sense
of
when
those
would
need
to
be
done
by
in
order
to
get
to
our
final
goal
of
announcing
someone,
ideally
by
the
end
of
june.
U
Looking
at
the
calendar
forget
me
I'm
just
looking
down,
so
I'm
listening
so
barring
what
date
we
select
for
the
presentation
of
candidates
and
that
digital
format
with
the
ipads
on
demand
interviews,
we
as
a
matter
of
professional
courtesy,
we
like
to
at
least
inform
the
candidates
with
one
week's
notice
to
prepare
for
the
interview.
So,
if
we're
presenting
the
candidates
to
you
on
the
17th
of
may
and
I'm
just
using
that
as
a
rough
sketch,
so
by
no
means
is
this
firm.
U
You
could
host
the
interviews
as
early
as
the
following
week
for
round
one,
but
please
keep
in
mind.
That's
the
holiday
week
leading
up
to
memorial
day
weekend.
So
we
may
want
to
consider
the
first,
the
first
week
of
june,
looking
at
that
first
full
week
of
june,
either
the
week
of
the
sixth
with
round
one
potentially
and
again,
these
are
just
suggestions.
U
You
know
we're
going
to
work
around
your
availability,
your
schedules
and
the
candidates
will
do
so
as
well
and
then
round
two
could
actually
be
the
same
week
depending
on
the
the
days
that
we
choose.
But
what
I
would
suggest
is
considering
the
week
of
13
for
round
two
and
then
any
final
third
third
round
of
engagement
the
following
week.
So
you
have
the
week
of
the
20th,
and
that
puts
you
right
in
line
with
what
you've
planned
at
a
high
level.
Already
with
your
timeline
right.
Q
D
U
And
all
information
will
be
very
informative
for
us,
so
whatever
repository
of
information
can
be
shared
with
us,
so
the
aggregate
of
the
survey
data
will
be
certainly
invaluable.
The
videos
and
any
other
email
transcripts
that
you
received
as
it
relates
to
the
superintendent
search
process
so
internally.
For
us,
we
use
a
lot
of
technology
to
share
input
and
feedback
amongst
ourselves
within
the
jg,
consulting
family,
so
lizzie
carroll,
who
I
shared
with
you
earlier
as
our
chief
of
staff.
A
And
jessica,
we
also
talked
about
throughout
this
our
convening
here
as
a
committee
that
that
we
we
will
sort
and
package
right
this
material
not
only
for
the
search
process,
but
for
the
for
the
school
committee
for
their
information
on
on
program
improvement,
but
also
give
this
information
to
the
incoming
superintendent
so
that
here
they
would
have
the
information.
So.
U
And
also
wants
to
disclose
publicly
that
we
will
make
ourselves
available
to
you
during
your
standing
meetings
and
the
schedule
that
has
been
provided
to
us
so
each
week,
if
you
feel
it's
important
and
appropriate
for
us
to
participate
in
these.
In
these
meetings
with
you,
members
of
our
team
will
be
made
available
to
you
to
answer
any
questions
and
to
discuss
where
we
are
in
the
executive
search
process.
A
T
I'm
gonna
be
honest.
I
just
want
to
express
like
this
feeling
of
anxiety
of
this
time,
when
I
hear
you
say,
may
13th,
and
because
that
may
17th
you
get
an
ipad
with
or
do
a
hybrid
and
then
kind
of
narrow
it
down
the
week
later.
We
I
want
to
just-
and
this
is
not
for
discussion
here-
I
just
want
to
be
mindful
of
because
dr
energy,
you
said
you
know,
you'll
come
up
with
a
timeline.
T
T
I
want
to
account
for
the
time
that
to
make
an
informed
decision
to
be
able
to
really
think
about
this
process,
I
don't
want
to
feel
a
a
like
a
knee
in
my
back
like
okay,
well,
here's
eight
people
which
one
and
then
the
next
meeting
narrow
down
a
week
later
narrow
down
from
one
meeting
to
next.
I
just
want
to
be
mindful
that
I
understand
the
goal
is
june
30th
and
I'm
fine
with
the
goal,
but
I
don't
want
to
take
shortcuts
to
reach
an
arbitrary
date
like
that.
T
T
T
A
Yeah,
so
so
we're
hoping
james
that
you
will
help
us
with
all
of
the
technical
particulars
and
and
pay
for
road
for
us.
So
we
can
walk
down
this
road
with
some
deliberation
and
some
ease
and
a
sense
that
we
have
not
only
satisfied
our
own,
our
own
sense
of
responsibility
for
this
committee,
but
that
we're
walking
down
this
road
with
eight
nine
companions
and
we're
all
in
the
same.
You
know
that
we're
all
of
the
same
mind.
D
U
U
You
are
right,
you
know
what
I'm
one
of
the
things
I'm
most
excited
for
is
to
visit
fenway.
So
I
I
I
promise
I
didn't.
I
was
gonna,
take
them
all
to
fenway
to
catch
a
red,
sox
game,
okay,
so
so,
anyway,
to
again
to
discuss
our
track
record
we're
about
a
thousand.
We
have
never
failed
a
superintendent
search,
so
you
know
that's
something
that
I'm
very
proud
of,
and
we
look
forward
to
working
alongside
you
in
the
spirit
of
collaboration.
U
So
again,
if,
if
you
feel
it's
appropriate
for
us
to
be
a
part
of
this,
the
same
type
of
meeting
next
week
we'll
make
ourselves
available
more
more
information
to
come
I'll,
follow
up
as
promised
with
that
additional
communication.
But
again
I
want
to
thank
you
for
your
service,
the
boston
public
schools.
Thank
you
for
selecting
us
to
work
alongside
you
and
we're
eager
to
get
started.