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From YouTube: Merraine Packet Presentation to BCPH Board and Staff Representatives Meeting Recording
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D
D
D
D
G
D
G
G
I
C
A
G
G
You
know
anyone
who
goes
on
Google.
You
can
probably
figure
out.
Some
of
them
are,
but
I
tried
to
give
a
few
different
bests
a
few
different
people.
There
were
some
people
who
are
just
a
shoe-in.
You
walk
right
into
this
role
and
they
can
do
this
kind
of
with
their
eyes
closed.
Almost
no
one
can
do
this
with
our
eyes
closed,
but
you
know
they're
ready.
G
I
I
reserve
that
for
if,
if,
if
the
people
who
were
exactly
in
line
with
what
you
were
looking
for
and
would
be
a
perfect
match,
if
some
somehow
those
got
sidelined,
I'd,
just
let
you
know,
I
can
I've
already
put
a
lot
of
writing
into
this.
So
I
expect
you're,
probably
bored
of
hearing
and
reading
my
what
I
I
don't
know.
If
you
followed
I,
don't
know
if
you
how
you
split
it
up,
did
you
each
review
the
applications
individually?
Did
you
take
some
and
some?
How
did
you
do
it.
I
Yeah
and
I
and
it's
David-
we
were
hoping
to
kind
of
hear.
Maybe
some
overview
from
you
today
and
I
know.
You've
included
your
notes
and
maybe
we
can
all
ask
some
questions
and
then
we
have
a
subcommittee
and
then
a
board
meeting
to
actually
go
through
the
candidates
that
you've
presented.
So
we
haven't
had
those
discussions.
Yet,
okay,.
G
So
I
I
guess:
let's
just
go
in
order
one
through
eight
and
by
the
way
the
numbers
one
do
not
necessarily
reflect.
You
know
a
prime
candidate
that
just
randomly
selected
I
think
the
easiest
thing
for
me
to
do
then,
is
to
just
get
them
on
my
screen:
I'll
walk
through
each
one
and
tell
you
what
I
you
know
what
I
thought
some
of
it's
going
to
be
repetitive,
I've
already
written
about
it
and
if,
if
you've,
reviewed
them
and
you've
had
any
questions,
let's
go
with
that.
G
Let's
start
with
one
okay,
so
in
in
no
particular
reason
why
this
person
is
candidate
number
one,
the
first
I
I
looked
at
one
thing:
you'll
see
that's
on
the
bottom.
Anyone
who
was
a
physician
in
a
certain
way
got.
You
know
particular
credit,
because
I
think
the
county
needs
that
and
you
can
continue
hiring
out.
But
if
you
have
somebody
who's
a
physician
as
well
this
individual.
G
What
I
liked
about
them
was
their
passion
to
not
passion,
they're,
very
passionate,
but
what's
guided
them.
Thus
far
has
been
a
mission
of
Public
Health
they've
been
offered
to
do
other
area
they've
been
offered
other
areas,
they've
always
chosen.
What
has
followed
to
to
them
to
be
a
mission
of
Public
Health,
of
helping
those
who
are
in
in
need.
Sometimes,
when
you
see
Kingdom
of
Saudi
Arabia,
you
think,
oh,
they
went
to
work
for
the
rich
oil
people
that
that's
a
misnomer
about
Saudi
Arabia.
It's
also
misnomer
about
any
area.
G
It
is
a
one
or
two
percent
of
the
population
are
very
wealthy.
The
bulk
of
who
this
person
had
to
educate
and
and
and
advocate
for
were
people
who
had
no
access
to
service
very
little
access
to
education,
and
this
person
had
to
really
influence
their
Public
Health
System.
To
make
differences
for
the
greater
population.
I'm
talking
about
HIV
educations
things
that
some
of
us
may
even
take
for
granted.
G
They
started
off
New
York,
New
Jersey
work
with
a
mission-driven
agency.
There
then
moved
to
Saudi
Arabia
moved
back
there
in
Florida
now,
but
it
was
only
a
two-year
contract
with
Lee,
Memorial
and
they're.
Looking
for
the
next
right
thing,
I
put
a
specific
concern
there,
which
I'm
happy
to
address,
but
before
I
do
that,
were
there
any
specific
questions
that
you
all
had
regarding
this
first
candidate.
H
F
H
G
F
F
E
G
Again,
if
we're
going
to
look
at
like
someone
who's
on
the
ideal
side,
this
is
more
somebody
who's
ideals.
You
know
we're
gonna
also
have
candidates
who
just
this
is
what
they've
done.
The
whole
time
is.
County
government
leadership
you'll
see
those
candidates
as
well,
but
this
is
someone
who
almost
leads
from
what
their
experience
has
been.
Even
if
it
hasn't
been
exactly
this.
I
Can
I
Brooke?
Did
you
have
any
other
follow-up
questions
on
that
or
I
have
a
question
about
about
something
else
in
the
notes
David.
So
you
mentioned
the
the
person
identifies
as
a
person
of
color
but
does
not
see
themselves
as
a
victim
of
racism.
So
can
you
tell
me
about
how
that
came
into
your
conversation?
I
haven't
had
a
chance
to
read
through
all
of
the
answers
to
their
questions
yeah.
But
you
know
it's
a
it's
a
flag.
G
Why
is
it
that
people
who
look
like
you
and
have
reported
to
me
that
they've
experienced
it
in
so
many
ways?
Why
do
you
say
that
you
haven't
and
that's
when
they
described
that
I
see
people
I'm
just
going
to
quote
him?
I
see
people
as
people.
I
have
seen
people
of
different
faiths
talk
to
me
about
my
faith
and
expect
certain
things
based
on
my
faith
and
every
time,
I've
gotten
to
know
people
better
I've
seen
that
it's
always
been
a
misunderstanding:
I've
not
found
this
is
his
their
words.
G
I
guess,
I'll
get
away
his
gender
I've
not
found
that
there's
something
institutional
I
found
it
personal
and
I
have
always
found
that
that
it's
been
something
I
have
colleagues
who've
looked
at
it
differently
and
they've
seen
it
the
way
they
see
it.
I
see
it
the
way.
I
see
it
so
you
know,
is
that
a
flag
that
maybe
it's
I
I
value
their
own
experience
and
I
value
the
way
they
look
at
it.
G
I
G
G
I
H
G
F
G
Those
are
the
kinds
of
things
if
you
look
in
the
Matrix
I've.
Also
like
those
are
things
I've
set
out.
If
someone
it's
about
their
motivation,
you
know
it
could.
It
could
be
very
motivated,
but
maybe
when
you
see
it,
you
just
I
can't
imagine
somebody
single
or
not
wanting
to
move
there,
but
it
is.
It
is
something
to
be
aware
of.
G
I'm
gonna
mess
up
a
bunch
of
times
with
the
gender.
Sorry
they
are
someone
who
would
be
more
on
the
shoe-in
kind
of
this
is
somebody
who's
done.
This
job
has
been
in
this
role,
for
the
right
reason
has
been
in
a
similar
job,
smaller
department,
on
this
per
for
this
person,
but
a
very
similar
job
knows
Boulder
has
been
to
Boulder,
wants
to
move
once
specifically
to
move
to
that
area.
Only
because
the
place
they're
in
right
now,
they're,
young
and
the
place
they're
in
right
now
is
a
older
population.
G
G
To
leave
it's
it's
more
of
a
more
of
a
personal
reason.
Why
they're
looking
their
alignment
with
what
Boulder
stands
for
both
the
public
health
department
and
a
lot
of
what
they've
they've
known
about
Boulder
is
is
right
in
line
with
what
they've
done.
I
think
I
also
noted
their
reason
for
going
into
public
health
was
being
on
the
other
side
of
it.
I
G
So
I
didn't
I
was
never
I.
Wasn't
going
to
write
this
in
an
email
about
age,
I
I
wanted
it
was
just
their
lifestyle
and
the
pool
of
people
that
they
would
hang
out
with
are
senior
by
about
20
years.
That
is
not
a
statement
that
should
mean
anything.
People
can
hang
out
with
people
20
years
older
than
them,
but
that's
not
what
this
person
is
looking
for.
This
was
not
about
a
specific
like
outlook
on
life
kind
of
thing,.
I
J
G
G
A
C
I've
got
a
question,
so
I
think
you
said
there
have
really
worked
in
settings
on
like
smaller
scale
agencies.
Is
there
anything
that
came
up
throughout
the
interview
that
you
feel
concerned
with?
As
far
as
like
Boulder
County,
Public,
Health,
being
a
larger
agency
and
I
was
just
looking
at
some
of
the
I
think?
Was
it
70
staff
members
I
mean?
G
G
G
H
J
G
G
They
had
run
a
I,
don't
even
want
to
say
it's
successful,
Hospital
in
Mexico,
because
that
that
would
be
the
wrong
way
of
saying
it.
They
changed
their
training
is
as
an
OB
GYN
and
they
as
if
you
look
through
a
questionnaire
you'll,
see
some
of
the
things
there.
This
person
changed
outcomes
for
maternal
care.
G
Sometimes
we
forget
what
other
countries
have
how
how
how
tough
some
of
their
health
care
was.
This
person
literally
changed
a
hospital
around.
They
were
subsequently
a
refugee
from
angering
the
wrong
person
by
running
a
good
hospital.
I
asked
them
and
I
asked
one
of
their
references.
How
in
the
world
they
get
this
job.
If
that
person
should
not
have
gotten
the
job,
it
was
a
fix
for
somebody
else.
G
A
person
ran
a
very
successful
Hospital
had
to
leave
town.
There
was
a
that
person
was
kidnapped,
taken
away
by
the
cartel
had
to
run
out,
ran
through
came
through
Canada
and
immigrated
to
the
United.
States
does
not
practice.
Ob
is
not
certified
in
OB
anymore,
but
now
practice
his
primary
care,
but
this
person
has
used
their
influence
in
understanding
the
land
latinx
culture
to
publicized.
They
were.
They
worked
as
a
volunteer
I
I
for
Colorado
Health
to
help
publicize
public
health
risks,
specifically
with
regarding
Cove
19..
G
They
run
a
radio
show
right
now,
Dynamic
individuals,
how
I
would
describe
them,
but
not
in
the
flashy
sense.
In
the
heart
sense.
Somebody
who
just
has
a
very
big
heart
wants
to
see
the
world
a
better
place
and
has
had
every
reason
to
stop
but
continues
nose.
Boulder,
County
well
knows
some
of
what's
transpired
over
the
last
year
and
a
half
and
I
thought
specifically
with
the
physician
background,
could
be
a
really
good
candidate
foreign.
G
Note
this
goes
back
to
something
similar
to
the
candidate
one.
This
person
has
not
served
as
a
executive
director
of
a
County
Public
Health,
yet
they've
done
I,
think
more
tough
jobs
and
worked
in
tougher
environments,
but
has
not
done
this
specific
role
yet
and
so
I
I
wouldn't
say
that
person
is
not
a
candidate,
but
I
would
think
that
requires
just
more
sensible
when,
when
the
questions
are
asked
in
the
interviews
just
to
make
sure
that
the
same
language
is
being
used.
F
I'm
just
curious
because
I
remember
I,
think
one
of
their
answers
was
about
how
large
large
groups
can
sometimes
fail
because
of
their
size
and
lack
of
funding.
This
sounds
like
a
person
that
might
prefer
to
be
able
to
make
a
lot
of
real
actionable
change
through
a
smaller
organization.
Do
you
think
this
person
would
be
frustrated
because,
as
an
executive
director,
you
don't
actually
get
to
drive
a
ton
of
change
on
your
own
things
are
very,
very
slow.
Would
this
person
be
frustrated
by
pace
great.
G
Just
to
people
who
come
from
this
background,
not
just
people
who
haven't
come
from
County
I-
think
yes,
I
think
there
will
be
some
frustration
there.
I
also
think
this
person
has
a
a
learned
stamina
for
how
County
works.
This
person's
seen
it
over
the
last
two
years
in
their
volunteer
work
and
so
they're,
not
under
rose-colored
glasses,
of
what
public
health
is.
This
person's
Mission
has
always
been
public
health.
It
took
them
to
to
decrease
maternal
deaths
in
the
in
that
hospital.
G
It
wasn't
an
overnight
thing:
it
took
a
number
of
years,
and
that
also
was
it
was
a
slow
process.
I
think
there
would
be
some
frustration,
I
think
anyone
coming
who
hasn't
been
out
of
in
a
county
leadership
I
think
there'll,
be
some
frustration.
I,
don't
see
it
in
any
way
as
the
kind
that
would
be
like
hit
them
in
the
face,
and
after
six
months
to
a
year
say.
This
is
just
not
for
me.
H
G
Two
candidates,
who
kind
of
stand
out
with
with
what
I'm
about
to
describe
this
person,
the
bulk
of
their
experience,
has
been
in
Native
Healthcare
native
country,
as
they
call
it.
This
is
somebody
who
has
also
dedicated
to
a
an
area
where
Health
Care
is
not
what
it
should
be:
the
equity.
There
is
really
not
the
same
as
what
you
might
find
in
a
county
where
it's,
where
the
with
different
parts
of
the
county
are
not
getting
the
same
treatment.
This
is
an
entire
tribe.
G
But
there's
there's
a
number
of
factors
that
go
into
this
as
well,
and
so
this
person's
they're
they're
I,
don't
know
that
there
is
or
isn't
a
County
Public
Health.
But
what
they've
told
me
was
the
biggest
and
best
way
to
reform
that
to
get
better
access
to
people
in
the
tribes
was
through
the
fqhcs
federally
qualified
health,
health
centers.
That's
what
this
person
has
done
for
many
years.
G
Interestingly,
they
left
after
nine
years.
This
person's,
not
from
from
that
area
and
so
in
their
words,
they
were
done
with
that
lifestyle
of
living
in
very,
very
remote
places,
not
the
way
they
grew
up.
So
it
was,
it
was
more
like
they
had
done
it
sort
of
a
mission.
For
some
time
there,
loved
Colorado
moved
to
Colorado
was
in
Lane,
County
running
your
fqhc
and
also
responsible
for
public
health.
There
you
would
know
about
this
better
than
I
would,
but
they
claim
that
there
was
a
political
Showdown.
G
They
were
offered
a
contract
for
a
year,
or
maybe
it
was
18
months
I'm
not
looking
at
the
notes
right
now,
but
it
was
one
contract
and
somebody
else
came
into
the
county
and
did
not
look
like
they
did
I
I,
it's
a
narrative,
so
I,
don't
I,
don't
like
to
say
like,
but
the
facts
are
the
other.
This
person
came
into
a
County
with
education
from
a
different
institution
and
with
different
color
skin
white
skin,
and
that
person
railroaded
this
person
right
out
again.
G
G
That's
this
person's
interest,
I
would
say
this
is
somewhat
in
between
someone
who's
already
done
this
job
they've
done
this
job
somewhat
less
of
a
setting
only
because
it's
been
only
a
year
and
a
half
specifically
in
the
county.
The
other
stuff
has
been
with
fqhcs,
but
somebody
who
has
sadly
experienced
what
it's
like
to
do,
the
right
thing
and
at
least
from
their
perspective,
not
be
not
be
hired
on
based
on
the
color
of
their
skin.
G
F
A
question
about
leadership
because
I
I
couldn't
really
get
it
completely
from
from
this.
So
it's
unclear
to
me:
has
this
person
LED
large
teams,
or
were
these
relatively
small
and
also
because
I
noticed
in
in
the
leadership
answer,
people
who
have
had
a
lot
of
leadership
training
tend
to
use
some.
You
know
Buzzy
words.
You
know
they
did
not
so
I'm
just
curious
how
much
leadership
experience
they
have
with
with
a
larger
group.
G
Thank
you
for
asking
that
I'm
smiling,
because
this
person
told
me
two
things
about
their
questionnaire,
which
addressed
what
you
just
asked.
You
also
notice
something
else
about
this
person.
I
forgot
to
write
this,
but
I
knew
I
was
going
to
mention
this.
When
talked
about.
When
asked
about
the
biggest
challenge
or
the
biggest
crisis,
the
crisis
management,
I
would
say,
I
don't
have
the
exact
numbers.
Probably
you
know,
eight
or
nine
out
of
ten
wrote
something
to
do
with
the
pandemic.
G
This
person
specifically
chose
not
to,
and
they
told
me,
I,
don't
want
to
be
viewed
at
for
The
credibility
of
the
kind
of
buzzword
answers
that
everyone's
gonna
give
I
want
people
to
see
what
I
did
that
was
different
than
others.
As
far
as
leadership,
she's,
overseen,
more
than
200
220
I,
think
was
the
highest
I
asked
this
question
just
like
as
a
in
the
end
I
just
had
written
it
down.
220
was
the
highest
number
of
employees
that
were
under
them
in
one
of
their
fqhcs
I.
Don't
remember
which
tribe
it
was
with.
G
D
G
Yeah
there
was,
if
you,
if,
if
you
looked
in
you
I
thought
somebody
was
gonna,
ask
me
about
this
and
I'm
glad
he
didn't,
because
it
wasn't
a
sense
that
made
so
much
sense,
but
I'll
still
talk
about
it.
You
saw
I,
wrote
they're,
not
a
typical
leader
and
rely
on
hard
work
to
achieve
results,
and
if
you
notice
that
I
wrote
that
specifically
as
well,
this
was
something
that
had
come
up
in
the
interview
as
well.
G
They
said
I
have
seen
the
problems
from
the
inside
and
have
worked
them
through
from
the
bottom
up
to
there
are
others
who
come
in
and
look
at
it
kind
of
top
down
and
say:
okay,
this
needs
to
be
changed
and
they
work
it.
The
way
they
claim
I
haven't
done
it
that
way
and
I've
seen
more
success
by
working
it
from
the
bottom
up.
B
G
J
B
B
Right:
it's
not
that
important!
It
just
I.
Remember
the
thought
process
around
screening
for
a
finalists
in
2021,
and
so
that's
why
I
just
asked
that,
but
and
I
and
I
thought
that
this
whole
issue
of
public
knowledge
of
finalists
affected
the
person
in
Oklahoma
and
they
pulled
out
before
we
were
selecting
the
finalists
and
that's.
Why
that's?
Why
I
thought
about
that?
One
interesting.
F
I
think
this
one
this
one,
because
the
the
one
yeah
I
actually
do
think
that
this
person
also
applied
last
time,
but
we
screened
them
out.
The
other
person
would
have
still
been
the
director
that
person
was
current.
The
current
executive
director
at
that
time,
so
I
do
think
that
this
one
is
different
from
our
top
candidate.
Last
time
who
pulled
out.
B
G
G
J
G
Candidate
five
is
also
someone
you
may
be
familiar
with
and
in
some
ways
is
a
little
bit
of
a
stretch,
not
a
stretch
to
not
a
stretch,
whether
they're
interested
or
not.
But
one
thing,
I
noted
right
from
the
beginning
and
I
and
I
I.
You
know
I
I
didn't
hear
it
as
a
disqualification,
but
the
bulk
of
these
candidates
have
two
master's
degrees.
A
lot
of
them
have
doctorates.
This
candidate
doesn't
even
have
a
master's
degree.
G
The
only
one-
and
you
know
part
of
me-
there
was
like
a
self-selection
like
now
this
person's,
not
not
for
it
I,
decided
to
entertain
a
few
candidates
who
paper
didn't
seem
right
just
to
see
if
there's
something
about
them.
You
know,
let's
not
screen
out
everybody
just
based
on
on,
like
you
know,
kind
of
what
was
written
on
paper.
G
This
person
is
on
a
trajectory
they're
moving
up.
They
moved
up
through
Denver
County.
They
have
been
dedicated
from
their
entire
family
to
Public
Health.
They
have
grown
every
four
four
years
or
so
into
their
next
level.
The
next
step
in
this
person's
career
is
going
to
be
an
executive
director
of
a
similar
sized
agency.
G
G
Can
be
a
very
part
of
Creative
Solutions
of
all
the
candidates
is
the
only
one
who
I
would
say
is
going
to
have
everyone's
gonna
have
some
learning
curve,
but
this
is
the
only
one
who
might
have
some
leadership
sputtering
like
they
might
at
the
beginning.
Like
wait
a
second.
How
do
I
do
this
correctly?
G
I,
don't
say
that
that
means
you
shouldn't
interview
them.
I
say
that
means
know
that
and
see.
If
that
person
makes
it
I
could
have
screened
them
out,
like
I
could
have
screened
some
others
out.
I
wanted
one
person
who
was
a
stretch
candidate,
one
person,
who's
more
about
hopes
and
dreams
and
say
if
we
meet
somewhere,
where
they're
at
and
their
goals
are
to
be
here,
and
we
can
be
that
bridge
for
them.
Sometimes
you
get
the
best
candidate
that
way
as
well.
So.
B
So,
in
terms
of
being
able
to
handle
really
challenging
situations,
you
know
we
we
also
have
they.
They
have
like
residential
health
and
Housing
Programs
epidemiology.
So
you
know
some
good
chunks
of
the
agency.
They
have
that
experience
or
I
would
say
you're,
probably
on
you
know
things
on
the
clinical
side,
things
on
the
mental
health
side.
B
That's
that's
where
a
part
where
this
person
would
would
would
want
to
grow,
and
then
you
know
some
of
the
budgetary
challenges
this
person
deals
with.
You
know
budgetary
challenges
a
little
bit.
You
know
they
have
to
basically
claw
and
fight
for
for
limited
resources
and
so
I
think,
with
the
current
situation
and
the
county
funding
versus
grant
funding,
this
person
would
not
be
a
stranger
to
those
struggles
so
anyway,
I'll
just
leave
it.
There.
A
G
I'm
I
I
had
two
people.
There
was
somebody
else
from
with
a
very
similar
background
to
this
person
who's
at
a
a
system
in
Utah
right
now,
in
some
ways
impresses
even
more,
but
also
is
not.
You
know
it
would
still
be
a
leap
to
get
there
and
the
only
you
know
this
person
edged
out
just
because
of
their
knowledge
of
Boulder
and
because
their
dedication
to
Boulder,
but
there
I
did
make
sure
that
there
were
one
or
two
candidates.
G
I
wanted
to
interview
some
candidates
who
had
not
yet
done
the
job
and
I
think
you
know
if
I
were
on
the
search
committee.
I
would
want
to
see
that
as
well.
I
think
we
limit
ourselves
when
we're
only
looking
at
people
who
are
the
safe
bet.
Sometimes
I,
don't
know.
I
shouldn't
talk
about
football.
If
you
guys
I
have
the
Broncos,
but.
I
I
K
F
I
did
really
like
this
one,
though,
because
they
have
worked
directly
in
public
health
department
positions
in
those
positions
of
the
people
that
they
will
be
overseeing
as
executive
director,
so
I.
Think
of
of
the
people
who
have
maybe
less
I
would
put
on
the
Less
Direct
experience
side.
I
do
feel
like
this
person
had
very
applicable
experience
because
they
were
right
in
a
Colorado,
Public,
Health,
Department
and
working
their
way
up.
So
that
was
appealing
to
me
for
this
candidate
I.
Don't
I,
don't
know.
G
B
Yeah
and
she's
been
really
strong
from
a
director
level,
support
really
strong
on
our
Equity
diversity
and
inclusion
program
and
and
has
about
as
good
a
participation
from
a
staff
level
as
any
of
our
divisions
and
good
in
mind.
I
I,
admit
I
will
I,
probably
don't
hold
a
candle
to
her
in
that
regard,.
H
G
B
J
F
So
we
had
I
I
ca,
I,
think
we
had
two
candidates
from
Oklahoma
and
one
I
think
one
was
this
one
and
I
think
the
other
one
was
the
current
executive
director
But,
whichever
one
was
the
current
executive
director?
If
it
was
this
one,
we
tried
to
bring
them
in,
but
they
didn't
want
their
name
to
be
public
and
we
were
going
to
make
them
go
through
a
very
public
interviewing
process
from
the
beginning
and
they
weren't
comfortable
with
that,
because.
G
H
F
H
K
I
I
G
Know,
but
if,
if
your
concern
is
that
this
person
is
looking
for
a
retirement
gig,
it's
an
awesome
concern.
That
would
be
the
one
concern
that
I
would
have
not
that
I
actually
have
that
concern.
I
will
not
present
to
them,
but
do
you
remember?
Was
there
something
about
their
interview,
style
and
inflection?
That
made
you
think
that
or
was
it
just
assuming
because
they
had
such
a
successful
career
behind
them?.
F
H
G
F
We
have
had
people
think
that
coming
to
Boulder,
Public
Health
is
is
easy
and
then
it's
going
to
be
a
very
relaxing,
retirement-like
position,
and
so
it's
just
based
on
the
level
of
experience
from
this
person
and
and
reading
through
some
of
their
answers.
I
I
wouldn't
wouldn't
say
that
for
sure,
that's
what
they're
thinking
but
I
would
be
curious
to
interview
them
and
speak
to
them
and
see
if
I
get
the
impression
that
they
they
think
this
will
be
a
really
easy
Posh
role.
G
Unless
they
hoped
that
I
was
lying
to
them,
but
there's
no
one
who
thinks
that
and
I
didn't
think
a
bad
light.
I
just
painted
a
very
specifically,
as
as
it
was
told
to
me,
there's
there's
a
a
staff
that
has
not
had
the
right
leadership
in
place
and
there's
been
a
misstep,
and
that
takes
a
lot
to
fix
and
there's
there's
there's
a
lot,
there's
just
a
lot.
No
one
has
that
illusion.
G
This
person
has
everything
you
can
want
in
successful
in
a
successful
Public,
Health
executive
director
they're
smooth
they
talk
well,
they
have.
They
know
how
to
politic
they've
they're
in
a
very
red
State,
and
this
person
is
not
they've.
They've
disclosed.
This
item
asked
them,
but
this
person
does
not
believe
in
the
politics
there
and
has
made
a
lot
of
Headway
in
a
place
that
was
thinking
differently
than
them.
They've
also
had
experience
in
a
good
in
a
college
town
there's
just
a
lot
of
similarities
and
other
than
by
choice.
G
This
person
does
not
have
to
go
back
into
public
health.
This
person
could
have
stayed
retired
could
have
stayed
in
in
Academia,
but
this
person
has
a
strong
Devotion
to
Public
Health
and
they've
done
it
all
in
Oklahoma,
and
they
want
to
do
it
in
a
place
where
that
that
they
know
they
want
to
live
and
appreciate
this
one
question
of
you
know:
are
they
ready
to
roll
up
their
sleeves
and
work
really
hard?
G
B
I
mean
but
just
based
on
executive
director
tenure,
I
mean
I.
Just
don't
see
how
you
could
screen
this
person
out
without
an
interview
right.
I
I
mean
you,
you
don't
have
anybody
with
that
level
of
experience,
no
their
age
and
some
people
are
just
never
going
to
want
to
retire.
Is
there
anything
wrong
with
that?
I?
Don't
think
so.
But
anyway,
and
you
know,
I
mean
I,
certainly
think
the
politics
of
Boulder
would
be
probably
a
welcome
change
of
pace
versus
the
politics
of
Oklahoma.
B
G
E
J
I
You
know
and
again
I
just
think
that
this
department
has
worked
so
hard
and
continues
to
really
Center
race
and
Health
Equity,
and
that,
if
you
don't
nail
that
or
you
don't
have
deep
experience
in
that
area,
it's
going
to
be
a
really
big
challenge
for
you
to
lead
this
department.
So
yeah
I
agree.
They
have
a
lot
of
leadership,
but
you
know
I
I,
think
that
that
is
I
foresee
that
being
an
issue,
it
doesn't
mean
that
we
rule
out
an
interview,
but
obviously
that
being
an
issue.
C
Yeah
I,
similarly
felt
the
same
way.
Morgan
I
think
it
was
one
of
the
last
questions
as
far
as
like
a
biased
experience
that
they've
I
think
they
gave
the
answer
and
I
don't
know
if
it
was
a
private
situation,
maybe
friends
potentially
or
they
could
have
come
back
around
to
have
a
conversation
after
the
fact
I
know,
I
think
they
had
time
to
reflect
and
didn't
address
it
in
the
moment.
C
G
G
I
I
do
want
the
board
to
ask
and
and
see
how
it's
answered,
but
the
response
to
me
was
I
have
not
had
I've,
always
seen
Equity
as
a
bigger
picture
and
I
feel
like
I
came
a
little
late
in
the
game,
I'm
paraphrasing
what
he
told
what
it
said,
but
I
feel
like
it
came
a
little
late
in
the
game
on
to
a
specific
health
and
racial
equity
and
I
was
the
I
wish.
It
wasn't
the
case,
but
I
think
the
murder
of
George
Floyd
definitely
pushed
that
National
conversation
more.
G
G
Whether
that's
a
answer
you
want,
you
know
it
was
at
least
like
I
was
able
to
ask
a
question
because
I
yeah,
it
was
noted
that
it
was
it.
Wasn't
it
didn't
like
it
wasn't
an
aggressive
answer.
Everyone
else
like
took
the
opportunity
to
like
throw
something
out
there.
This
was
more
like
a
reactive
like
if
you're
gonna,
ask
me
a
question.
Here's
my
answer,
but
very
good
observation.
F
J
J
G
J
G
I
wasn't
going
to
say
this
in
a
letter
about
I'll.
Just
you
know
from
what
I
got
from
the
staff
of
what
they're
looking
for
I.
Don't
know
that
a
chiseled
politician
is
the
right
person
for
some
people
anyway,
like
famous
just
maybe
just
be
like
turned
off
by
that.
So
that's
it's
not
necessarily
fair,
but
I
I.
That
was
you
know
that
may
just
make
some
people
uncomfortable
with
this
person.
G
G
This
person's
dedication
has
always
been
to
evidence
and
will
always
be
to
evidence,
and
so
they
ended
up
siding
with
the
county
on
most
decisions
or
what
felt
like
to
the
public
that
this
person
was
always
just
siding
with
the
county.
A
new
mayor
was
elected,
a
populist
mayor,
somebody
who
was
there
to
change
stir
things
up.
This
person
was
let
go
three
months
after
three
months
before
they
were
20
years
vested
with
the
state
with
the
with
the
with
the
county.
G
K
G
And
one
of
the
early
orders
of
business
was
to
shut
down
this,
what
they
just
what
they
termed
as
a
heavy-handed
Public
Health
executive
director.
This
person
is
now
with
the
state
okay
working
in
Austin,
not
what
they
want
to
be
doing
and
they've
also
been
to
Colorado
a
number
of
times.
Politics
are
a
lot
more
aligned
with
Colorado
I.
G
Don't
know
that
they've
experienced
no
I,
don't
know
I,
don't
think
they've
experienced
the
level
of
some
of
what's
churning
in
Boulder
right
now,
some
of
the
challenges
and
so
I
think
there
would
be
some
challenge
that
they
haven't
yet
faced,
but
in
every
other
way
you
know
as
far
as
just
like
someone
who's
done
this
job
and
knows
it.
This
person
has
that.
G
They
also,
if
we're
going
to
compare
candidate
number
seven
to
candidate
number,
six
or
candidate
number
six
might
be
the
safest
bet
as
far
as
public
health.
This
candidate
I,
don't
think
there
are
issues
of
how
they
see
equity
and
how
things
center
from
race.
Sadly,
I
think
this
person's
experience
experienced
the
opposite
and
what
I
don't
think.
That
would
be
an
issue.
K
G
Is
a
great
question
but
I'm
before
I
even
answer
your
question,
I
want
to
say
something:
you
have
no
idea
how
many
people
were
on
my
list.
I
mean
Chris
knows
like
there
were.
People
like
this
person
is
for
sure
getting
presented.
Just
you
know,
put
them
in
whose
papers
like
I
was
convinced
was
the
right
person,
and
then
they
talked
themselves
out.
So
that's
a
it's
a
great
great
observation,
really
good.
G
This
person
met
exactly
what
the
paper
tells
me,
meaning
they
were
the
same
energy,
the
right,
energy,
the
right
confidence,
a
calm
but
understanding
presence,
I
will
say
this
person
didn't
wow
me
more
than
the
paper.
This
person
didn't
say:
I
didn't
get
off
the
phone
and
say:
oh
my
God
I
I
said
this
person
is
exactly
what
their
resume
and
their
questionnaire
was.
G
Good,
but
the
only
reason
I
smiled
is
because
I
there
was
a
part
of
me
that
was
ex
was
wondering.
Is
this
person
like
sometimes
the
question?
Sometimes
the
interview
takes
them
up?
Sometimes
it
takes
them
down,
and
sometimes
it
kind
of
keeps
them
where
they're
at
this
person
kept
them
where
they
were
at.
So
I
was
wondering
how
you
would
know
that,
like
because
you
weren't
in
my
brain
but
interesting
that
you
asked
it.
G
G
G
My
two
things:
I
noted,
though
one
is
I,
don't
know
how
easy
it
will
be
for
this
person
to
go
from
one
of
the
staff,
even
at
a
deputy
to
the
ex
to
the
executive
director.
I
heard
specific
things
in
our
interview
about
how
this
was
not
done
for
the
staff,
and
that
doesn't
mean
that
this
that
I
don't
know
that
it
was
a
judgment
but
I
think
going
from
I.
Don't
think
I
hope
you
don't
see
it
anymore.
G
I
G
She
said
she
said
something
about
how
the
staff
I
I,
remember,
asking
said:
I
made
a
comment
about
how
this
either
either
you
know
Boulder
County's
an
envious
place
to
work,
something
very
positive
and
she
said
well
I,
don't
know
that
all
the
staff
feel
that
way.
No
okay
I
thought
that,
and
that
was
honest
yep,
which
is
great
yeah
I.
G
Just
I
will
tell
you
that
I've
had
leaders
who,
even
if
they
know
the
staff,
doesn't
feel
that
way,
there's
a
positive
way
to
say
that
same
thing,
even
if
it's
the
same,
even
if
it's
that
same
message
that
staff
have
not
been
getting
or
feeling
that
they,
you
could
still
say
it
with
a
positive
spin
versus
a
we
feel
they
deserve
more
spin.
It's
a
it's
a
small
sense,
but
I
share.
It.
F
G
That
is
I,
guess
part
of
my
job.
But
yes,
that
was
it's
a
it's
a
it's
a
sense
that
doesn't
count
somebody
out,
but
it's
a
sense
to
be
concerned
with,
and
I
I
can
tell
you
that
whenever
I'm
called
for
a
recruit,
if
there's
a
challenge
in
leadership,
there's
a
this
is
this:
is
it's
a
it's
a
tough
line
to
walk?
G
Which
brings
me
to
the
second
point
and
I
wrote
this
there's
a
lot
of
idealism
and
a
lot
of
advocacy
and
I.
Think
if
I
wanted
someone
in
my
corner
who
was
going
to
help
change
the
world
and
even
if
it
started
in
a
small
County
of
Boulder,
this
is
who
I
want
in
my
corner.
This
person
understands
it
gets.
It
knows
where
the
solutions
should
be
knows
how
to
start
making
changes.
G
Do
I
see
that
as
the
same
person
who
is
enacting
them
I,
don't
know,
I,
see
this
more
as
a
mission
of
a
global
mission
and
I,
don't
know
if,
in
the
day-to-day
practical
leadership,
if
I
see
the
same
strengths,
so
everyone
else
that
I've
presented
thus
far
has
come
from
a
position
of
I
want
to
work
on
public
health.
I
want
to
work
on
health
inequities,
I
want
to
work
on
giving
people
better
access
and
I've
kind
of
done
step
by
step
to
get
there.
This
person's
come
from
a
very
different
angle.
G
This
person
has
come
from
I
think
this
has
to
happen
and
I've
helped
it
in
this
way.
I've
helped
it
in
this
way.
This
is
the
first
role
where
she
served
in
this
kind
of
role
as
just
on
on
in
in
County
Public
Health,
again
similar
to
what
we
said
with
candidate
number
five
I'm
correct.
Remembering
this
doesn't
mean
this
person
is
disqualified.
It
doesn't
it's
just
important
to
know
when
interviewing
what
we're
looking
for.
G
I
said
this:
in
my
letter,
one
of
the
most
difficult
things
for
me
was
ruling
out
some
other
people.
These
people
to
me
represent
the
top
of
some
very
good
candidates.
If
God
forbid,
all
these
people
would
no
longer
be
available,
there's
literally
like
backups
for
each
one
of
them,
but
these
are
the
better
ones,
and
so
you
know
if
there's
something
that
you
feel
looking
at
these
candidates.
Like
hey,
you
know
some
of
these
are
just
off
base.
G
G
You're
gonna
have
to
make
a
decision
that
some
of
these
are
not
going
to
make
it
to
the
top
and
so
I
hope
it's
going
to
be
a
consensus
versus
everyone
agreeing
on
the
same
thing,
because
that
would
mean
I,
don't
know
either
I
did
something
wrong
or
you're.
Not
all
thinking,
but
I
would
hope
that
there's
you
know
some
discussion
and
some
people
want
to
see
certain
people
and
some
don't,
but
if
we
can
kind
of
get
it
down
a
little
bit
to
six
I
think
it'll
make
the
subsequent
decisions
easier.
A
G
They
either
they
either
I'm,
not
sure
what
I
I'm
not
going
to
remember
everyone
on
top
of
my
head,
what
their?
What
took
them
out
like,
let's
say,
for
example,
a
candidate
number
two,
for
example.
Who
has
that
experience?
If
there
was
somebody
who
didn't
have?
Who
was
what
I
sensed
lazy
like
somebody
who,
when
I
asked
their
motivations
and
it
was
like
well
I've,
been
doing
this
I
can
keep
doing
this?
G
Some
people
were
a
little
Bland
and
it's
not
fair
to
take
somebody
from
Bland
personality
and
I
I.
Don't
just
I,
don't
rule
someone
out
because
of
bland
personality,
but
I
don't
see
somebody
coming
into
this
role
without
a
fire
for
like
a
a
really
strong
desire
to
do
something
more
versus
just
like
I've
done.
This
I
can
do
it
again.
G
I
also
did-
and
this
is
you
know-
I
got
this
sense
very
strongly.
I
really
tried
to
keep
this
an
equitable
pool,
and
so
they,
the
facts
on
the
ground,
are
that
white
men
are
the
more
common
Public
Health
directors
in
our
country,
and
so,
if
there
is
going
to
be,
if
that
was
gonna
tip
the
pot,
and
it
was
going
to
be
just
the
same
of
those
I
I
might
have
looked
for
more
diverse
experience
as
well.
I
I
H
G
B
I
G
That's
good
I
will
tell
you
the
only
difference
to
me
between
two
to
three
is
from
just
knowing
from
a
candidate
side.
If
the
two
that
you
want
to
bring
on
are
you
know,
100
in
then
I
would
say
we
don't
need
to
bring
three
if
two
of
those
are
are
like
I,
don't
know
that
they're
for
sure
in,
like
let's
say
both
of
them
are
not
local.
You
never
know
what
can
happen.
You
just
don't
know
they
can
visit
Boulder
and
decide
it's
too
expensive.
G
G
K
G
Can
I'm
away
on
Thursday
and
Friday,
so
please
I,
as
you
always
should
copy
Chris,
because
if
it's
something
that
needs
an
immediate
answer,
he
either
he'll
get
the
answer
or
we'll
call
my
boss
Laura
and
make
sure
it
gets
responded
to
one
other
thing.
Not
that
I
expect
this
would
happen.
You
don't
even
know
the
names
yet,
but
if
there's
somebody
that
we
rule
out
I
just
as
a
recruiter
I,
don't
unless
it's
something
specific
like
we
do
not
like
this
person.
For
this
reason,
I,
don't
rule
them
fully
out.
G
You
just
never
know.
You
know
things
shift.
Sometimes
one
person
who
we
thought
was
the
best
falls
out.
I
promise
that
happened
in
this.
In
this
interview
process,
some
of
the
people
I
thought
were
the
best
candidate,
I
didn't
even
present.
My
first
candidate
who
I
thought
was
for
sure
going
to
go,
is
local
lives
here
and
then
lives
lives
in
Boulder.
County
was
not
impressed,
so
I
don't
know
egos,
don't
do
well
for
me,
and
this
person
talked
too
much
about
themselves
and
less
about
public
health.
So.
A
E
E
I
A
I
A
I
I
I
I
A
D
A
I
A
I
The
intention
is
to
have
them
there.
Yeah,
okay
and
yeah
I
mean
I.
Think,
given
that
we
have
given
that
we
only
have
those
two
days
and
we
only
have
like
five
blocked
off
hours
for
interviews
or
something
I
I
think
we
just
need
to
really
narrow
down
this
list
of
eight
to
get
us
to
our
you
know,
four
to
five
would
be
I,
think
and
I
see.
I
feel
like
there
are
four
to
five
for
me
that
rise
up
I,
don't
know
how
you
all
feel
about
that.
D
I
Yeah,
so
they'll
they'll
have
the
opportunity
to
review
that
the
session
right
now
with
David's
comments,
so
they
can
sort
of
hear
the
context
they'll
review
the
packets
and
then
on
the
10th.
That
afternoon
we
will
go
through
as
a
group
and
and
try
to
coalesce
around
four
to
five
people
to
interview
via
Zoom.