►
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
This
ad
hoc
committee
to
order
at
1007-
we
are
here
today
to
essentially
talk
about
the
timeline
and
make
sure
that,
as
this
board
rolls
off,
we
give
the
new
board
a
very
clear
timeline
and,
and
that
is
grounded
in
legal
understanding
of
what
superintendent
search
process
looks
like.
A
And
so
the
only
deliverable
coming
out
of
this
is
the
timeline.
But
when
we
take
it
back
to
the
board,
we
will
also
combine
that
with
the
the
work
that
we
had
previously
done,
vetting
search
firms,
the
idea
being
all
of
that
information
will
be
available.
A
All
that
information
will
be
available
and
it
will
be
given
so
that
the
new
board
can
actually
go
ahead
and
get
moving
on
the
superintendent
search
process
so
with
that
I
actually
want
to
turn
it
over
to
Cindy,
because
there
is
a
document
that
that
the
Council
of
great
City
Schools
will
walk
us
through
and
then
we'll
just
take
your
lead
or
let
you
take
the
lead
sure.
B
B
B
Okay,
so
this
is
how
we
have
outlined
the
superintendent
search
process
for
student
outcomes.
Focused
governance
you'll
see
that
there's
also
document
linked
in
this
as
well
for
the
transition
process,
so
that
gives
more
information
as
you
are.
You
know
moving
into
this
as
well
for
kind
of
what
the
the
current
your
current
interim,
your
current
superintendent,
would
be
doing
along
the
way.
B
Essentially,
we
talk
about
attracting
talented
and
effective
staff
that
that's
an
ongoing
process,
it's
about,
and
it's
about
the
the
transitions
that
you
all
are
making
the
student
outcomes
Focus
that
that
you
all
are
bringing
and
and
how
the
board
interacts
is
important
as
far
as
attracting
effective
and
and
talented
staff,
and
then
always
thinking
about
who
would
who
would
be
a
great
fit,
never
stop
being
on
the
lookout
for
great
talent
and
then
your
expectations
pre-search
would
be
to
clarify
inbounds
and
out
of
bounds
behaviors
during
a
search.
B
So
that
is
something
I
would
recommend
you
all
doing
with
your
board.
You
know
inbounds
behaviors.
It's
essentially
setting
up
expectations
or
ground
rules
for
for
the
board
as
the
search
progresses.
So
you
know
it
might
be
one
point
of
contact
for
when
you
have
a
a
third
party
decided
and
defined
you
know,
so,
not
all
board
members
are
going
to
be
contacting
the
search
firm,
just
different
things
like
that
things,
like
maintaining
confidentiality.
B
All
of
those
things
that
are
probably
you
would
anticipate,
but
always
okay,
to
have
have
down
on
paper
and
agreed
upon
by
board
members
and
I'm
sure
Duane
agrees
with
with
that
confidentiality.
B
B
C
B
C
Matter
how
many
times
I've
said
this,
it
still
have
not.
Sometimes
it's
not
worked.
C
B
Important
it
is,
it
is
very
important
and
yeah,
and
especially
when
you're
thinking
about
the
superintendent
search
process-
and
you
know
the
public
is
always
going
to
be
curious
about
who
you're
looking
at
and
and
and
that's
understandable.
However,
as
you
can
imagine,
many
of
these
candidates
are
still
employed
by
other
by
other
districts
and,
if
that's
also
a
talent
attraction
thing
as
well.
So
if,
if
it's
just
if,
if
there's
a
thought
that
their
name
might
get
out
pre,
you
know
before
the
time
and
jeopardize.
D
B
B
So
then
we
get
into
the
search
process
itself
and
and
that's
thinking
about
and
obviously
you've.
The
board
is
determined
that
a
superintendent
search
is
necessary.
You're
in
an
interim
State
right
now,
so
then
planning
the
search,
which
is
what
you're
in
the
process
of
doing
right.
B
Now,
that's
you're
going
to
want
to
draft
phases
of
of
the
search
one
of
the
things
that
you've
done
already
that
are
are
about
to
do
you've
gotten
into
the
goals
and
guard
rails
process
and
those
we
would
consider
the
goals
and
guard
rails.
Are
that
number
one
search
criteria
for
your
next
incoming
superintendent?
And
that
would
be
you
know
you
would
want
somebody
who
has
demonstrated
some
capacity
for
moving.
B
You
know
moving
students
in
literacy
in
college
career,
ready
in
in
the
in
algebra,
and
numeracy
that
that
type
of
thing
then.
B
Determining
the
who
you're
looking
for
what
we
recommend
is
typically
boards
will
go
out
and
connect
with
the
community
to
find
out
what
their
profile
of
a
candidate
would
be.
What
we
recommend
is
actually
doing
exclusionary
criteria
because
often
what
those,
what
those
types
of
when
you
have
when
you,
when
you
do,
that
it
often
comes
up
with
the
same
things
like
we
want
somebody
who
who
is
a
good
communicator
who
who
is
transparent?
Who
is
available
in
schools?
B
You
know
all
of
those
things
that
really
don't
narrow
down
what
it
is
you're
looking
for,
but
if
you
have
exclusionary
criteria
like
must
have
been
a,
we
want
them
to
have
been
a
classroom
teacher
for
at
least
10
years
or
that
type
of
thing
that's
going
to
help
actually
weed
out
weed
out
candidates,
whereas
the
other
gives
up
qualifications
that
a
lot
of
people
typically
can
meet
like.
It
says
the
the
right
here.
B
That
list
tends
to
be
super
generic
and
and
no
no
matter
how
good
the
feel
good
list
is.
B
It
doesn't
help
you
narrow
the
field
and
that's
what
you're
really
going
to
want
and
again
most
important
criteria,
boards
adopted
goals
and
guard
rails,
an
evidencing
history
of
leaving
a
system
in
some
way
shape
or
form
they
may
be-
maybe
maybe
it's
not
as
a
former
superintendent
but,
as
you
know,
as
a
principal
as
in
whatever
leadership
capacity
they've
been
in,
but
really
thinking
about
that
and
engaging
and
engaging
your
community
in
some
way
around
that
often,
we
also
recommend
not
having
the
search
firm.
Do
that
Community
engagement
piece.
B
Just
in
general,
we
recommend
not
putting
up
another
party
between
the
board
and
its
community
foreign
so
that
that's
something
you
all
will
need
to
to
decide
as
well
as
far
as
what
what
your
search
firm
is
actually
going
to
do.
Search
firm
or
a
legal
Council
that
operates
in
search
for
or
operates,
has
experience
with
superintendent
searches
and
then
then
it
would
be
a
matter
of
developing
the
candidate
application
and
that's
where
you
might
seek
Insight
from
the
search
firm
from
legal
counsel
and
HR
leaderships.
B
But
but
again
we
don't
advise
deferring
responsibility
to
them.
Getting
an
input
is
great,
but
then
the
board
doing
the
work.
So
these
are
the
deliverables.
The
application
having
a
screening,
oops
I
just
did
that
having
the
having
a
rubric
also
to
rape
candidates
as
you're
screening
them,
so
that
it's
a
consistent
and
I
suppose
Fair
Way
of
so
that
consistency
is
applied
to
each
each
candidate
and
same
thing,
developing
interview
questions,
and
this
all
gives
some
each
of
these
pieces
has
lengths
of
time.
B
Although
there
are
some
times
where
you
can
compress
that
or
take
a
little
longer
as
well
it
just
it's
a
matter
of
what
time
folks
can
put
to
it
and
then
yeah
not
having
in-house,
which
I
don't
think
you're
planning
to
do
having
and
don't
have
in-house
people
lead
the
superintendent
search.
B
Don't
recommend
that
and
then
finally
it
comes
to
selection
and
and
narrowing
narrowing
that
down.
We
also
recommend,
outside
of
just
your
typical
background,
check,
doing
more
of
that
opposition
research,
so
so
that
nothing
no
surprises
that
wouldn't
come
up
in
a
in
your
typical
background
check.
B
B
How
is
it
going
to
be
structured
and
then-
and
that's
where
you
would-
you
would
have
the
contract
in
that
dossier
from
the
opposition
research
and
then
then,
the
onboarding
piece
so
setting
them
up
to
success
for
Success
and-
and
that
would
be-
and
that's
where
we
say
it
would
be
the
part
of
it
would
be
the
getting
coached
into
the
sofg
model
and
and
ready
to
hit
the
ground
running
with
with
the
goals
and
guardrails
monitoring,
all
the
cascading.
B
A
I
have
two
questions.
One
have
you
ever
seen
I'm
just
thinking
about
the
fact
that
we'll
have
to
bring
the
new
superintendent
into
the
sofg
model?
Have
you
ever
seen
it
happen
that
the
new
superintendent
was
like
I
mean
I,
guess
in
the
search
process?
You
look
for
someone
who
could
commit
to
it,
but
can
you
talk
a
little
bit
about
bringing
bringing
a
superintendent
who's
going
to
be
very
entrepreneurial
experience
have
their
own
vision
and
thoughts,
bringing
them
into
the
work
that
the
district
has
currently
doing.
B
Yeah
so
I
think
I
think
it's
setting
the
setting
the
expectation
that
that
the
board
is
really
leading
with
their
Vision
based
on
Community,
Vision
and
values.
So
the
the
the
goals
and
guardrails
that
you've
that
you'll
you
will
have
set
for
them
to
accomplish
I.
Think
it's
a
matter
of
yeah
I!
Think
you
would.
You
would
need
to
have
that
expectation
that
this
is
the.
B
This
is
how
we
govern
here-
and
you
know
this
is
and
and
that
would
probably
be
part
of
your
either
exclusionary
criteria
or
part
of
your
application
and
superintendent
I'm,
feeling
the
interview
question
yeah
just
to
to
ensure
that
and
to
so
in
framing
it
in
such
a
way
that
you
can
see
if
their
vision
is
really
a
fit
or
how
their
entrepreneurial
ship,
or
what
have
you
is
a
fit
for
for
what
your
expectations
are
for
the
for
the
district.
Okay.
A
And
that
leads
me
to
my
set
well
I
have
actually
kind
of
two,
but
this
one
is
more
unfollow
to
that
and
it
may
be
a
question
for
Dwayne.
Is
there
a
standard
like
application,
or
do
we
actually
develop
one
like?
Is
there
a
standard,
South
Carolina
superintendent
application,
or
do
we
have
to
develop
that?
No.
C
There's
not
a
standard
generally,
you
develop
that
with
with
our
search
firm
that
you're
going
to
use
because
you
want
to
make
sure
they
include
in
the
application
process.
Some
of
the
things
like,
as
we
speaking
of
today,
that
those
are
included
so
the
superintendent,
the
candidate
will
know
you
know
what
y'all
are
expecting
and
if
they're
a
good
fit
for
the
district.
Okay.
A
And
then
that
the
last
question
I
had
is
I
noticed
that
you
all
actually
have
times
on
all
of
this.
So
do
you
recommend
just
this
timeline
that
you
all
typically
use
or
is
there
just
thinking
about
the
deliverable
today,
and
you
know
the
sort
of
remaining
38
minutes
that
we
have
to
either
construct
a
timeline
or
sort
of
start
with
this
one
as
the
Baseline?
What
would
you
recommend
Cindy.
B
So
I
think
you
can
start
with
this
as
the
Baseline
and
then
and
then
determine
if
there
are
places
where
you
might
be
able
to
compress
some
of
those
activities
based
on
what
perhaps
some
of
what
you've
already,
if
there's
any
work
that
you've
already
put
towards
some
of
these
things
and
but
I
think
yeah
frame
it
out.
First
on
this
timeline
and
then
working
and
and
part
of
it
too.
B
If
you
have
like
a
date
certain
that
you
want
to
have
that,
the
board
has
decided
that
they
want
a
superintendent
to
start
working
backwards
from
when
when
that
person
would
actually
need
to
have
been
offered
the
position
to
now
and
and
using
that
also
to
figure
out
which,
where
where
things
could
be.
A
Yeah
I
think
well
I'll
stop
there
to
to
give
it
to
anybody
else.
That
has
any
thoughts,
an
opportunity
to
jump
in
and
I'll
just
I'll
resume
after
some
other
folks,
I've
spoken.
D
It
sounds
like
some
of
the
stuff
you're
talking
about
with
the
screens
is
related
to
that
that
and
then,
but
no
that's,
maybe
that's
is
that
the
screens
or
is
that
after
we
get
the
candidates,
but
basically
that
if
we,
if
we
set
up
our
criteria,
our
exclusionary
criteria,
our
our
background
ex
you
know
our
expectations
and
their
background
experience,
then
we
could
work
with
a
search
firm
to
write
that
up
in
a
standard
form
so
that
it's
you
know
outward
facing
going
to
work
really
well,
but
most
of
the
work
from
the
search
firm
is
really
going
to
be
about
the
recruitment
getting
that
word
out
to
as
far
and
wide
as
we
can.
D
So
a
lot
of
the
work
does
have
to
be
done
by
the
board
before
that
and
I'm
wondering
it
might
be
good
for
Dwayne
to
look
at
some
of
the
this.
The
part
that's
more
legal
is
towards
the
end,
and
so
he
might
be
able
to
provide
some
input
into
how
much
time
you
need,
for
instance,
from
the
selection
to
the
higher
date,
because
you
have
that
negotiation
all
of
that
stuff.
What
kind
of
time
length
does
that
typically
take,
so
that
we
know
how
to
go
backwards
from
that.
C
Dr
French,
most
of
the
time
once
you
have
selected
a
candidate,
say
the
board
selects
a
candidate
on
Tuesday
night
generally,
you've
already
named
the
three
finals.
Okay,
so
these
three
people
who
have
been
contacting
and
I
expecting
a
call.
They
either
say
they
were
selected
or
they
was
they
were
not
selective
and
at
that
time
the
board
generally
gives
the
attorney
who's
representing
the
board
at
the
time.
Some
parameters
that
night,
because
you
want
to
get
a
contract
as
quick
as
possible.
C
You
already
know
what
kind
of
price
range
that
you've
already
discussed
that
so
generally
Lloyd
will
go
out
of
the
room
and
say
you
know:
Miss
Waters,
you
have
been
selected,
acted
as
the
superintendent
I
mean.
Are
you
still
interested
and
then
you
you
can
you?
Can
you
can
negotiate
that
night
as
far
as
salary
and
then
the
next
day?
Or
so
you
do
the
other
terms,
so
it's
very
close
in
time
and
there's
no
law
that
requires
it
to
be
two
days
or
two
weeks.
C
So
it's
just
the
the
the
like
Cindy
said:
it's
just
the
organization
of
the
board
and
how
y'all
want
to
do
it.
D
C
And
until
you
have
an
agreement
generally,
my
advice
has
always
been
to
a
board.
That
say
you
come
out
of
the
executive
session
and
say
the
board
has
selected
candidate
eight,
because
I
can't
start
negotiating
with
a
person
and
feel
that
person
has
been
voted
on
by
the
majority
of
the
board
and
we
don't
want
to
say
it's
going
to
be
John
and
I
call
John
and
John
say
I'm
no
longer
interested.
So
generally,
we
say
employee
a
until
such
time
you
had
a
negotiation.
D
D
D
D
A
Do
y'all
think
one
of
the
things
that
that
I'm
thinking
about
and
Cindy
well
and
we
we
got
this
information
when
we
met
with
the
with
the
search
firms
and
it's
just
that
hiring
season
is
actually
you
know,
sort
of
this
October
November
through
late
winter
time
period.
So
one
I
think
because
this
board
sort
of
dragged
it
so
long.
A
It's
got
us
at
a
point
where
we
really
need
to
be
conducting
interviews
no
later
than
like
February,
March
and
so
I
think,
even
in
terms
of
like
backwards
planning,
we
don't
really
have
a
lot
of
time
to
spend
on
the
front
end,
which
is
also
why
it's
really
important
that
we
get
a
timeline
decided
on
and
get
a
search
firm
in
place.
A
Because
and
even
if
we,
you
know
I,
think
I
think
that
the
community
engagement
piece
would
have
like
the
new
board
is
literally
gonna
have
to
start
doing
that
when,
when
they're
as
soon
as
they're
in
seat,
so
that
needs
to
be
occurring
through
December.
So
we
can
be
building
a
candidate
profile
over
Christmas
break.
You
know,
and
into
January,
not
building
a
candid
profile.
I'm.
A
Sorry,
building
a
candidate
pool
into
January
so
that
we
can
start
interviewing
in
February,
because
folks,
who
are
looking
for
jobs,
are
going
to
need
to
have
those
secured
March
April
at
the
latest,
because
they're
going
to
be
preparing
their
families
to
move
Etc
and
so
I
do
want
to
be
mindful
that
we
we
want
to
give
a
lot
of
time,
but
we
actually
missed
that
opportunity
by
by
delaying
it
as
much
as
we
have
and
I
don't
want
to
go
into
another
year
of
well.
D
So
I
hear
I
hear
what
you're
saying
I
don't
know
that
it
makes
sense
to
hire
a
search
firm
before
we
have
done
the
community
engagement.
We
know
what
all
of
our
criteria
are,
because
that's
going
to
impact,
whether
search
firm
feels
they
can
help
us
do
that.
Job
I
also
have
gotten
feedback
from
at
least
one
member
on
the
search
on
the
previous
ad
hoc
committee.
That
was
looking
at
the
search
firms
and
my
impression
was
that
they
heard
that
it.
D
The
search,
doesn't
have
to
start
that
early
like
getting
into
the
winter
is
not
a
problem,
but
if
we
don't,
if
we
don't
give
this
board
time
to
really
nail
down
their
application
and
criteria
solidly,
then
it's
going
to
mean
that
the
search
is
not
as
good
for
our
district.
So,
while
I
I
understand
your
urgency
to
get
people
interviewing,
February,
March
I
also
feel
like.
D
We
need
to
have
a
long
enough
time
for
a
surge
January
to
February
so
that
we
have
for
the
recruitment
part
where
we're
really
looking
deeply
as
far
and
wide
as
we
can
to
get
a
good
pool
of
candidates
and
you're
right
people
are
going
to
be
looking,
but
the
I
don't
think
I.
Don't
think
that
most
of
people
are
going
to
be
hired
out
from
under
us
in
February.
A
So
one
I
think
we
know
there's
a
lot
of
opinions
here.
That
question
was
actually
directed
to
Cindy,
because
I'm
really
sort
of
looking
for,
because
she's
seen
a
lot
more
than
you
and
I
have.
And
you
know
what
are
the
thoughts
around
one:
the
possibility
of
building
a
good
application
for
taking
a
monster,
because
what
I'm
looking
at
is
you
all
actually
have
two
weeks
recommended
for
building
the
profile.
A
Another
two
weeks
for
I
think
the
board
the
law
firm
in
the
communications
leader
to
kind
of
get
together
around
what
comes
from
the
community.
So
I
think
this
board,
and
all
of
this
like
we
need
a
bunch
of
time
month.
Three
months,
Etc
I
think
has
to
do
with.
Like
some.
You
know,
there's
different
degree
of
experience
in
interviewing
and
hiring
folks,
and
it
doesn't
take
three
months
to
build
a
profile.
So
I
guess
I
just
want
to
ask
you
to
weigh
in
just
on
whether
or
not
you
believe
it's
realistic.
A
As
long
as
we
equip
the
new
board
that
they
can
engage
the
community
in
early
December
before
break
and
we
can
sort
of
get
that
application
out
in
January,
January
February,
we've
really
built
a
strong
candidate
pool
and
by
mid
to
end
of
February
we're
interviewing.
B
Yeah
so
I
think
I
think
it
depends
on
how
how
you
want
to
engage
on
that
engagement,
to
look
I.
Think
for
our
superintendent
searches.
Sometimes
you
might,
it
might
be
a
a
survey
basic.
You
know,
survey
questionnaire
getting
out
broadly
and
then
some
focus
groups
similar
to
what
you
you
did
but
advertised
and
the
ability
to
get
them
out
and
and
out
to
the
public
with
a
little
more
lead
time.
B
That
is
also
something
and
we
we
can
support
that
in
the
same
way
that
we
did
for
your
goals
and
guardrails
work
as
well.
So
just
wanted
to
put
that
out
there.
So
I
think
it
depends
on
what
you
want.
The
the
community
engagement
part
piece
to
look
like
and
how
yeah,
how
many
of
those
actual
face-to-face
sessions
you're
looking
to
have,
how
it's
and
if
it's
going
to
be
a
focus
more
of
a
focus
group
situation
and
then
a
broad
survey,
or
what
that?
B
What
that
mix
of
things
to
ensure
that
you
get
some
representative
feedback
looks
like
and
then
I
think
I
think
my
suggestion
basically
is
to
have
somebody
sit
down
and
and
I
don't
know.
If
that's
one
of
you,
however,
it
can
work
to
actually
put
together
what
what
timeline
could
look
like
and
what
you
think,
what
you
think
it
could
be.
I,
don't
I
think
it
could
be
done.
B
If,
though,
if
the
groundwork
is
and
the
timeline
and
things
are
kind
of
stepped
out
and
ready
for
your
next
iteration
of
the
board
to
pick
up
I
think
it
it
could
get
you
to
where
you
could
be
interviewing
by
February
and.
B
A
Like
yeah,
you
know
whatever
I
think
the
the
biggest
piece
here
is
there's
a
lot
of
just
I'm
looking
for
sort
of
best
practice,
because
there's
a
lot
of
like
opinion
about
oh.
When
should
we
choose
a
search
firm
and
this,
and
that
and
the
reality
is
the
board
is
going
to
do
what
it
wants
to
do
and
either
way.
You
know,
but
I
think
that
there's
an
opportunity
to
miss
the
chance
to
actually
get
a
superintendent
in
place
and
have
a
state
of
permanence
for
the
district
yeah.
B
So
so
we
we
do
have
districts
that
are
I'll,
I'll,
say
this
and
then
Kate
I
see
your
hand
up,
but
we
do
have
districts
who
are
in
the
process
right
now.
They're
right
now
designing
their
Community
engagement,
Community
engagement
process.
They
are
simultaneously
putting
out
their
RFP
for
search,
firm
or
a
legal
firm
that
handle
would
handle
all
the
superintendent
Pro
the
handle
the
applications
and
the
getting
word
out,
and
there
they're
anticipation
they
are
anticipating.
B
Getting
that
accomplished
to
have
somebody
have
a
candidate
named
by
April
as
well
so
and
there
there
are
words
I
think
it
was
Anchorage.
Did
it
on
that
last
year?
Did
it
on
that
on
that
similar
timeline
as
well?
That
started
about
this
time
and
had
somebody
I
think
named
by
by
late
April
or
early
may,
I
can't
remember
exactly
how
how
that
went.
So
it
is
that
timeline
is,
is
possible
so
long.
B
F
Yeah
capes
yep,
so
I,
just
as
I've
said
I've
since
I've
been
through
this
process
with
this
District
ones,
I
think
we'll
find
that
most
or
all
of
the
search
firms
will
have
can
a
candidate
pool
that
they
that
they
keep
working
with
all
the
time
they
certainly
when,
when
the
board
comes
up
with
what
what
our
profile
is,
they
can
go
out
and
find
people,
but
I
think
we
won't
be
starting
from
scratch.
F
So
that's
a
plus,
and
after
going
through
that
process,
I
I
would
hope
that
our
board
will
recommend
strongly
to
the
new
board
that
they
they
use
a
search
firm
and
not
the
South
Carolina
School
boards,
Association
and
because
I
would
hate.
A
F
But
but
I
think
you
know
with
a
new
board
that
gonna
hopefully
have
two
continuing
members
on
it.
I
could
see
people
saying:
oh,
we
want
to
save
money.
So
let's
use
the
school
boards
Association,
who
have
really
great
skills,
but
not
in
the
search
process,
so
I
hope.
That's
strong
and
I.
Think
on
the
community
engagement
piece,
I
think
the
piece
that
that
what
we
just
recently
did
with
the
council
was
was
wonderful.
F
I
I
agree
it
would
it
be
nice
to
to
have
not
had
to
do
it
so
quickly,
but
and
I
think
in
Charleston
you
might
get
more
people
to
turn
out.
You
might
not
I.
Think
people
who
are
feel
strongly
about
stuff
are
letting
us
know.
I.
Think
the
big
thing
for
this
search
is
really
going
to
be.
You
know,
does
the
community
want
and
which
I
hope
they
do?
The
community
wants.
Somebody
who
obviously
has
been
has
has
experience
a
proven
track
record
who's.
An
out
of
the
box.
F
Think
that'll
be
part
by
doing
those
exclusions
we'll
find
that
out
and
also
just
from
input
from
committee
from
people,
because
I
think
I
think
we're
kind
of
split
out
there
in
the
community
of
of
how
how
Progressive
do
does
the
community
parts
of
the
community
want
us
to
be
so
I
hope
that
would
be
clear,
so
the
board
will
have
clear,
marching
orders
and
be
able
to
go
out
and
find
the
best
superintendent.
So
those
that's
just
my
my
insight.
F
I
I'm,
not
I,
I,
think
if
the
board,
if
we
put
a
timeline
together,
give
them
the
recommendations
that
we
have
do
whatever
we
can
do
before.
November
8th
that
if
they
can
do
the
community
input
and
select
a
firm,
they
should
the
youth
Courtney
your
board.
That
board
should
be
good
to
interview
and
have
somebody
selected
in
the
spring.
A
Yeah
I
want
to
follow
up
on
that
and
mention
that
I
do
think.
If
we,
the
big
thing
I'm
concerned
about,
is
so
one
getting
the
timeline
and
just
making
it
clear
to
the
public
and
everybody.
So
people
kind
of
also
can
see
the
field
and
like
what's
coming
and-
and
it's
really
pre-advertisement
for
how
the
ways
to
engage.
But
then,
if
we
because
they're
very
I
have
come
to
realize,
there
are
varying
degrees
of
feeling
around
the
search,
firm
selection
piece,
other
one.
A
It
needs
to
be
selected
before
the
app
before
the
application.
I
do
think
it
needs
to
be
selected
soon,
but
what
I
think
could
be
helpful
is
if
we're
not
going
to
vote
on
a
selection
on
a
firm.
We
need
to
package
the
process
of
what
we
did,
because
the
concern
is,
we
will
lose
tons
of
time
if
the
new
board
says
Nope,
we
want
to
go
and
look
for
our
own
search
firm.
That
took
us
like
two
months
of
work
to
even
get
there
and
so
I
think
Kate
had
shared
some
notes.
A
We
had
narrowed
it
down
to
three.
Perhaps
we
you
know
won
include
all
the
firms.
We
looked
at
the
notes
on
how
we
got
to
three
and
then
literally
make
that
a
priority
in
one
of
the
initial.
You
know
like
the
first
opportunity
to
to
vote,
because
I
think
Cindy
from
what
I
heard
we
could
simultaneously
do
the
community
engagement
and
be
selecting
the
search
firm.
So
if
the
community
engagement
is
happening
in
December
and
I,
think
the
new
board
doesn't
come
to
a
meeting
until
the
end
of
November.
A
If
they
get
that
packet
sort
of
end
of
November
meeting
and
says
you
know
we're
gonna
have
selected
by
by
December
by
the
December
second
meeting
it
the
the
problem,
the
question
I'm
having
around
that
is
I.
Don't
know
about
that
Kate.
Where
did
we
land
on
the
on
the
14th
versus
the
because
it
seems
like
they're
not
going
to
take
speech
I.
F
F
It's
a
board
meeting
I
mean
that's
the
November
board
meeting
and
then,
but
but
but
they're
real
and
and
not
the
policy
the
way
I
read
it
says
there
can
be
some
overlap,
but
there
would
be
overlap
and
if,
if
the
election
was
certified
on
the
10th,
then
on
the
17th,
you
guys
would
have
already
been
installed
on
the
14th,
but
you
all
you're
the
board
on
the
17th
and
we're
not
anymore,
because
that's
what
I
would
like
I
would
like
to
do
it
at
have
the
installation
at
a
meeting.
So
so.
F
So
the
installation
on
the
14th
now
that
I,
don't
know
like
at
the
end
of
the
meeting
I,
don't
know
that
because,
based
on
the
interpretation
we're
based
on
the
way
the
law
is
written,
I'm
sure
not
everybody
does
this,
but
the
board
has
to
be
installed
exactly
I
mean
has
to
take
effect
or
take
office
seven
days
from
when
the
election
certified.
But
you
always
can't
control.
When
the
election
is
certified,
so
I
mean
it
might
be
the
10th
it
might
be.
The
11th
yep.
F
Yeah,
the
policy
I
think
is
the
same
as
the
law,
the
installation
of
the
new
board,
like
of
the
new
board.
When
you
all
come,
and
you
swear
on
the
Bible,
yeah
and,
and
somebody
installs
you
and
your
family
comes
when
you
all
did
it
the
last
time
I
think
we
did
it
on
a
Friday
and
just
you
all
were
invited.
Like
the
whole,
you
know,
I,
don't
remember
it.
F
A
A
So
you
know
what
I'm
saying,
because
what
would
happen
is
we
get
into
the
first
meeting
of
November
not
being
a
voting
meeting,
and
the
voting
has
happened
to
have
an
end
of
November
and
then
the
search
firm
gets
to
work,
and
then
we
build
the
campus
so
we're
just
losing
time,
because
we
can't
get
this
this
board
to
decide.
What's
the
difference.
F
F
I,
don't
think
but
I'll
say
I,
don't
think
we
should
select
a
search
for
I
think
we
should
do
what
Courtney
said
right
before
you
got
on
Lauren
just
package.
Everything
really
well
not
overwhelming,
have
all
you
know
have
all
the
materials
that
the
search
firms
gave
us.
So
people
can
review
it
but
really
make
sure.
Even
if
we
need
to
get
more
information
from
the
three
that
we
recommend
I
mean
my
God,
we
can
give
those
to
the
board.
You
know
the
week
they're
elected.
E
Problem
I
actually
agree
with
Courtney
that
I
think
we
need
to
move
forward
with
this
on
the
24th,
because
the
time
has
been
put
in
to
select
those
three
firms
so
selecting
a
firm.
The
new
board
would
have
control
over
every
other
aspect,
designing
the
scope
of
work
for
the
superintendent
outlining
the
goals
so
I
I,
don't
know
why
we
would
have
moved
forward
on
it.
Wait.
A
Wait
wait,
wait,
wait,
wait,
wait,
can
I
start
for
Kristen
a
little
question
in
the
chat
and
I
just
want
to
address
that
one.
The
search
firm
has
to
build
the
application
Kristen.
So
we
actually
cannot
push
that
into
January
December
because
we
have
to
build
the
application
get
folks
to
apply
and
we
need
to.
D
E
D
Let
me
follow
up
a
little
bit:
Lauren
you're,
coming
in
and
you're
saying
things
that
reflect
that
you
didn't
get
the
brief
that
Cindy
gave
us.
So
the
a
lot
of
the
things
that
we're
talking
about
are
pretty
specific
to
the
whole
search
process
and
I,
don't
unders.
Everything
that
we
just
heard
from
Cindy
indicates
that
we
only
need
the
search
firm
for
the
recruitment
part.
We
can
build
the
application.
We
can.
You
know
we.
D
D
A
A
E
What
did
you
say?
The
only
thing
that
I
said
was
that
we
select
a
search
from
the
new
board
would
be
charged
with
all
the
other
pieces
of
doing
the
community
engagement
sessions.
All
of
that
I
did
read.
Cindy's
debrief
I
was
simply
saying:
we've
gone
through
this
process
of
narrowing
it
down
to
three
search
firms.
D
D
F
What
what
did
you
want
to
add
so
I?
What
I
think
is
again
based
on
doing
this
before
a
lot
of
this
is
we're
not
we're
not
creating
stuff
from
scratch.
We
definitely
need
the
community
input,
but
it's
not
going
to
take
a
long
time
for
us
working
with
the
search
firm
or
you
guys,
working
with
the
search
firm
to
develop
an
application.
I
mean
these.
The
whole
point
of
the
search
firm
is
that
they
know
how
to
do
this.
They
execute
this.
They
can
do
it
quickly
when
we
tell
them
here.
F
These
are
real
specific
parameters.
I
mean
I.
You
know
what,
if,
if
we
had
four
board
members
that
were
up
for
re-election,
I
probably
would
feel
differently
and
I
would
say
you
know,
go
ahead.
Let's
I
would
support
hiring
a
search
firm,
even
one
of
the
search
firms
that
we
talked
to
talked
about
the
the
two
boards
working
kind
of
together,
whether
we
can
do
that
or
not
I,
don't
know,
but
there
there's
a
real
possibility.
I
mean
I,
hope
it.
The
the
the
best
outcome
is
we're
going
to
have
seven
new
board
members.
F
The
worst
outcome
is
that
we're
going
to
have
nine
new
board
members,
but
it's
not
something
I
want
to
happen
all,
but
I
just
feel
like
it.
If
we
do
that
at
the
end
of
October,
there's
that
that
is
their
job,
that
the
searches,
the
new
board's
job
to
do
and
I
think
I
just
would
hate
that
a
new
board
come
in
and
go.
You
know
what
we
don't
agree
with
this.
F
A
So
what
what
I
would
like
to
do
for
just
for
productivity's
sake,
because
there's
there's
so
much
we
could
go
back
and
forth
about,
but
I
think
for
these
last.
What
eight
minutes
that
we
have?
It
makes
sense
to
one
get
clear
on
who's.
A
Gonna
put
this
package
together,
whether
it
passes
a
vote
in
you
know
two
weeks
in
a
week
and
a
half,
or
it
happens
with
the
new
board
and
decide
who
things
like
me
with
my
very
limited
time,
is
going
to
put
together
a
draft
timeline
that
we
can
get
out
to
the
board,
I
guess
in
the
in
the
board
packets,
because
a
lot
of
this
sounds
like
just
the
conversation,
that's
going
to
happen
in
the
discussion
time
in
the
board
meeting
and
then
we'll
take
a
vote.
A
Quite
frankly,
I
think
what
I
want
to
Workshop
Cindy
is,
in
the
worst
case
scenario
and
I'm,
considering
worst
case
just
to
name
for
everybody,
that
we
don't
select
a
firm
and
we
leave
that
to
the
new
board
because,
like
it's,
I
I
just
want
to
walk
through
this
because
they
will
get
installed.
A
They
will
have,
they
will
need
to
have
had
a
pre-meeting
or
some
kind
of
conversation
to
bring
them
into
that
information
so
that
the
firm
gets
selected
before
December.
Because
again
we
need
to
select
a
firm
so
that
they're,
ready
and
in
place
so
that
when
we
get
the
Community
Information
we're
handing
it
off
to
somebody
directly,
not
still
figuring
out
who
it's
going
to
so
November
28
to
me
is
the
hard
and
fast.
B
Yeah
and
so
let
me
make
sure,
I
understand
and
that's
where
I
think
Kate
was
talking
about
the
meeting
at
which
the
and
if
this
works
the
way
I
think
it
does.
You
have
a
board
meeting,
then
there's
a:
what
do
you
call
it
a
German,
cyanide
or
whatever,
and
then
the
new
board
members
are
are
sworn
sworn
in
and
then
they
have
generally
a
pretty
there's,
probably
a
roll
call,
and
then
they
probably
elect
their
I.
Don't
know
if
that
happens
there.
They.
F
B
And
so,
and
and
is
it
pretty
so
they're
not
so
when
they're
installed,
it's
all
very
ceremonial
right,
they're,
not
they're,
not
actually
going
to
have
an
agenda
to
look
at
or
anything
they're
they're,
not
making
any.
A
This
year
we
can
structure
that
meeting.
However,
it
needs
to
happen.
It
would
be
basically
like
a
special
call
meeting,
so
we
can
have
an
agenda
item
because
this
year,
it's
different
from
last
time,
where
it's
not
an
actual
business
meeting.
If
it's
a
special
call
meeting,
we
can
we
can
structure
that
agenda.
B
B
Having
all
of
the
information
about
the
three
search
firms
that
the
board
has
gotten,
are
the
RFP
information
or
whatever,
on
on
and
and
just
having
all
of
that
ready,
actually
and
and
I'm
sure
Dwayne
would
now
I
I,
don't
know
if
there
is
ability
once
I
know
the
election
needs
to
be
certified,
but
once
you
know
who
who
has
been
elected,
ensuring
that
all
of
those
folks
get
the
information
to
review
the
minute,
they're
elected
and
then
and
then
and
then
perhaps
that
perhaps
they
could
be.
C
And
Cindy
you're
right,
it's
possible!
It's
all
about
how
we
structure
that
last.
Well,
the
first
agenda
for
them.
The
last
agenda
put.
B
B
So
yeah,
and
if
it's
not
in
that
meeting,
still
having
all
of
that
information,
you
know
right
up
right
off
the
bat
so
that,
when
they
come
in
for
their
meeting
on
their
last
meeting
of
November,
that
they
are
ready
to
hire
that
firm
and
hand
hand
it
over
hand
over
what
it
is
that
they're
wanting
that
firm
to
do
and
a
lot
of
times
too
being
clear
that.
So,
if
the
board
is
going
to
for
a
lot
of
search,
firms
are
used
to
doing
the
community
engagement
on
behalf
of
the
board.
B
So
just
putting
that
understanding
out
in
front
of
the
search
firm.
To
begin
with
that,
we're
not
asking
you
to
to
do
the
that
for
us,
so
you're,
basically
going
to
be
recruiting
and
handling
applications,
helping
that
helping
to
narrow
down
the
field
from
what
we
give
you,
as
our
exclusionary
criteria,
Etc.
So
making
sure
that
that
understanding
is
out
front
for
the
search
firm,
because
it's
different
than
how
they
often
operate.
F
A
You
like
me
to
do
that.
Well,
I'd,
really
appreciate
that
and
and
would
love
for
it
to
be,
because
we
said
we
were
going
to
put
it
on
our
agenda.
I
think
we
just
have
a
vote
like
if
we
could
put
the
packet
together
for
our
next
agenda
to
vote
with
the
timeline.
If
it,
if
folks
say
I,
want
the
timeline,
I
don't
want
the
thing.
B
A
And
then
Cindy
I
will
send
you
a
draft
of
the
timeline.
I've
got
some
time.
I
don't
have
any
time.
I'm
gonna
try
to
get
one
done
tonight
and
send
it
to
you
tomorrow
morning,
right
tomorrow
morning,.
D
A
C
C
Just
I
think
it's
just
important
and
and
Kate
has
been
a
part
of
this.
The
search
firm
is
what
you
make
the
search
firm,
all
right,
you
in
control
of
what
you're
asking
the
search
firm
to
do
and
what
you
are
expecting
out
of
the
search
firm.
So
as
long
as
you're,
the
board
is
on
board
on
what
the
the
outcome
is
and
outputs
are
you.
F
C
F
Fine
and
I
I
will,
just
as
being
on
the
board
for
eight
years.
I
will
say
that
beginning
piece
that
Cindy
said
about
talking
about
the
whatever
you
called
it
I
forgot,
but
the
confidentiality
the
only
having
one
contact,
because
we
we
know
we
on
our
current
board.
We
know
we
have
an
issue
with
a
person
or
two
who
will
talk
to
the
media
or
you
know
so
I
think
making
making
that
very
clear
with
both
our
board
and
the
new
doing
that
again
with
the
new
board.
C
Because
they
are
employed
other
places
generally
the
standard
is
you
don't
you
do
not
tell
names
until
you
get
to
your,
how
many
finalists
you're
going
to
get?
If
it's
three,
you
tell
the
newspaper
your
three
finalists,
because
at
that
point
they
should
have
told
their
current
employer
that
they're,
you
know
being
considered
for
another
job,
but
until
that
that
time
everything
needs
to
be
in
Excel
construction,
stay
confidential.
B
Yeah
yeah,
yeah
and
and
I
could
I
could
share.
So
you
know
semi
ideas
if
you
want
to
kind
of
have
a
draft
set
of
ground
rules
for
the
board
to
decide
on,
and
sometimes
you
know,
one
of
the
ones
that
I
also
think
is
important.
Is
that
individual
board
members
do
not
contact
candidates
right.
F
B
I
I
trying
to
find
out
when
the
when
the
cup
there's
a
couple
sessions
that
I'm
part
of
I'm
trying
to
get
the
schedule
for
that
and
then
I
will
I'll.
Let
you
know
do.
D
E
I
think
the
the
topics
are.
We
would
potentially
merge
the
two
math
goals
based
on
Don's
recommendation
at
the
last
meeting
by
the
18th
he's
going
to
have
the
target
numbers
for
us,
Target
metrics,
all
the
pieces
that
we
outlined
in
the
motion
and
approved
on
at
Monday's
meeting,
so
we'll
be
able
to
go.
Go
through
that
make
any
tweaks
so
that
send
back
any
comments
on
his
interim
goals
and
guardrails
and
finalize
those
prior
to
the
meeting
on
the
24th.
A
E
Especially
if
we
do
decide
to
combine
that
algebra
goal
and
Courtney
I
think
that
they're
going
to
have
some
responses
for
you.
If
that
we're
not
missing
out
on
anything.
If
we
do
combine
those
math
goals,
so
I
think
we'll
have
the
data
to
for
us
to
make
an
informed
decision
on
whether
to
keep
those
separate
or
combine
them
so
but
you're
right
on
the
hard
skills
goal,
because
what
we
went
back
and
forth
on,
if
you
guys
remember,
was
the
financial
literacy
piece
and
how
to
actually
include
that
with
the
guardrail.
E
So
that
is
the
possibility
of
considering
that
for
for
a
fourth
gold.
E
B
E
To
identify
gaps
and
that's
that
schedule,
so
we
can
move
forward
with
the
working
session
and
that
would
give
Don
and
his
team
time
over
the
weekend
and
the
remainder
of
that
week
to
make
edits
and
get
it
back
to
the
boardroom.
For
review
prior
to
the
24th
meeting
that
we
will
ultimately
approve
those
goals
and
interim
okay.
B
One
of
one
of
the
things
and
I
don't
know
if
it's
all
right,
if
I
say
this
right
now,
but
one
of
the
things
I
think
the
board
that
I
would
suggest
the
board
consider
is
to
be
more
explicit
about
financial
literacy
and
the
guard
rail
rather
than
a
goal.
Until
you
know
what
the
state
is
bringing
forward,
because
what
they
bring
yeah
just
yeah
that
I
I
think
that
would
kind
of
be
because
what
they,
what
they
bring
for
bring
forward.
B
E
Soft
skills
really
Encompass
what
we
were
trying
to
express
as
far
as
that
social,
emotional
learning,
piece,
conflict
resolution
being
a
well-rounded
student,
what
we
didn't
feel
like
it
encompassed
were
some
of
the
just
learning:
how
needed
to
happen
in
school,
for
students
to
be
college,
career
life
ready
and
that
included
communication
that
included
financial
literacy.
What
were
some
of
the
other.
E
E
There
was
anything
that
would
take
this
meeting
over
two
hours,
I
think,
based
on
the
metrics.
We
can
land
on
whether
to
consolidate
the
math
goals
fairly
quickly.
I
think
that
by
looking
at
the
metrics
and
the
measurement
tools
that
he
put
forth,
that
we'll
be
able
to
go
through
those
very
quickly.
So
it's
really
the
the
add-on
to
this
and
I
think
just
tweaking
some
of
the
language
Dr
French.
What
was
what
was
that
confusing
guardrail
that
you
and
I
discussed
that.
D
Was
the
one
about
students
don't
allow,
so
we
changed
the
language.
We
were
proposed
to
change
the
language
a
little
bit
so
that
it
indicates
students,
so
we
won't
allow
low
expectations
of
students
and
we
won't
allow
disparate
treatment
of
students.
So
I
think
we
got
the
language
to
reflect
that
okay,
but
I
I've,
I'm,
hoping
that
when
we
get
the
interim
guard
rails-
and
so
this
is
where
is
this
guardrail
clear
enough
that
it's
not
just
going
to
be
about,
but
well
that
it
would?
D
You
know
those
kind
of,
but
also
that
we
don't
want
students
to
be
treated
differently.
You
know,
based
on
their
cultural
background,
their
their
race,
their
gender
identity
Etc.
We
want
them
to
be
treated
well
and
respectfully
and
that
that
was
something
that
is
reflected
by
the
from
the
students
when
they
say
that
teachers
demand
respect
from
them.
They
also
want
teachers
to
respect
them.
D
F
A
A
F
Don't
know
it's
more
important,
no,
it's
more
important
for
you
to
be
there.
I
can
talk
with
one
of
you
guys
beforehand,
I
I'm,
very
confident
in
the
direction
you
guys
are
going
in
on
this.
So
you
you
be.
Do
it
at
a
time
that
you
can
do
it
I
mean
I'm
on
vacation
in
the
mountains,
but
I
can
talk
with
one
of
you
guys
beforehand.
F
F
C
C
F
We
could
we
have
a
special.
This
is
in
and
I
I
got
a
chance.
I
got
to
go,
do
an
interview,
but
Dwayne.
Could
we
not
have
a
special
club
meeting
after
the
cow
just
to
swear
them
in
and
then
grease
then,
in
those
three
days
which
there
won't
be
anything
until
the
seven
days,
which
will
either
be
that
Wednesday
or
Thursday
once
that
hits,
then
they
are
the
official
board
members
and
we're
not
and
then
they
so
then
we
could
be
doing
board
workshops
and
that
kind
of
stuff
with
them.
So.
D
A
For
that
meeting
and
I'll
make
sure
you
all
see-
and
we
agree
on
it
prior
to
that
so
I'm
gonna
send
it
to
Cindy
by
the
morning
and
then
you
all
and
I'll
copy
you
all
on
it
and
we
can
kind
of
Pick
A
Part
via
email,
so
that
by
next
Tuesday,
when
we
set
the
agenda,
we're
sending
it
out.
Okay,
fantastic
all
right.
Thank.