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From YouTube: City Manager Search Ad Hoc Committee Meeting 010720
Description
City Manager Search Ad Hoc Committee Meeting 010720
A
C
D
B
A
You
very
much
well,
first
of
all,
just
welcome
everyone
happy
new
year
again.
I
do
want
to
also
welcome
our
newest
member
to
our
committee,
mr.
Jeeva,
who
is
taking
the
place
of
dr.
agon
sir,
and
welcome
you
mr.
Mitas,
to
our
committee
and
also
want
to
congratulate
our
committee
member
of
crystal
Cortes
for
being
selected.
As
as
a
citizen
of
the
year,
graduations.
A
We
also
remind
everybody,
you
know
we
have
as
part
of
our
meeting
process.
Citizens
are
required
to
fill
out
a
key
witness
cards
and
submit
them
to
the
chair
prudence
only
at
5:45
today,
the
day
of
the
meeting
they
wish
to
speak.
If
the
comments
were
going
to
be
limited
to
three
minutes
per
speaker,
speakers
may
not
pass
their
minutes
to
any
other
speaker
comments.
Should
development
to
the
business
that's
at
hand
and
delivered
at
a
professional
manner,
and
no
derogatory
remarks
will
be
permitted.
A
So
I
just
want
to
remind
everyone
that
we
have
a
number
of
questions.
A
number
of
items
that
we
want
to
have
it
is
for
discussion
purposes
in
our
agenda.
Today,
everybody
should
have
gotten
as
part
of
their
packets
a
completion
today,
I
do
have
a
white
binder
that
includes
a
ton
of
information.
There's
185
pages
that
I
saw.
We
received,
that
of
which
welcome.
A
Is
it
written
in
here
that
includes
all
the
relevant
data
of
the
candidates
that
fit
some
submitted,
their
their
resumes
together
with
questionnaires
we
plan
to
have
some
discussion
in
regards
to
the
process.
In
addition
to
that,
we're
going
to
review
the
applicants
that
we
want
Vista
baisha
and
we
have
some
dialogue
with
staff
and
some
discussion
among
amongst
the
committee
member
system.
How
your
feelings
are
is
how
we
go
forward.
This
is
a
matter
for
recap.
We
I
personally
the
two
meetings
before
the
year
ended
last
year
before
City
Council.
A
The
end
of
year
came
on
and
we
are
here
in
the
first
meeting
of
the
year,
January
7th,
where
we
now
begin
that
process
based
on
whether
you'll
receive
so
one
of
the
things
that
I
would
like
to
to
do
in
this
meeting.
Us
have
some
discussion
about
not
only
the
process
or
some
recommendations,
some
ideas
there
hopefully
put
exchange
and
have
dialogue.
Based
on
your
past
experience
that
snap
has
had
with
other
hires
and
make
sure
that
we
understand
clearly
what
our
role
will
be.
A
The
next
process
would
be
to
zero
down
candidates
that
and
look
at
the
qualifications
and
determined
you
know
whatever
number
of
candidates
we
want
to
now
bring
in
for
an
interview
that
we
will
conduct.
So
if
you
look
at
the
the
items
on
the
agenda,
we
have
four
items
on
the
agenda
and
the
person
one
is
the
actual
I
guess
updated.
What
we
have
in
the
binder
there
and
I
want
to
make
sure
that
everyone
has
an
opportunity
to
ask
questions
as
to
what
they
received.
A
I
will
tell
you
that
we
have
received
I
looked
at
the
instructions
was
we
were
hoping
that
we
would
get
these
ranked,
but
I
will
tell
you
right
now.
Some
of
us
just
returned
from
holiday
vacations
I
got
back
yesterday
and
we
received
the
information
and
during
the
weekend,
but
I
have
reviewed,
but
I
think
there's
more
more
review
that
I'd,
like
to
do
in
regards
to
David,
always
said
that
we
wanted
to
rank
them,
and
maybe
it
necessary
for
us
to
consider
it.
A
So
you,
the
committee,
desires,
have
a
little
bit
more
time
and
I
would
be
open
to
some
of
that.
So
I'm
not
saying
we're
ready
to
do
that
right
now.
I
just
want
to
share
with
you
some
of
my
thoughts
initially
as
to
where
we
are
I.
I
would
like
to
start
off
just
well
making
sure
reminding
everybody
what's
in
the
book.
First
of
all,
you
have
not
only
do
you
have
in
your
binder
the
full
list
that
includes
a
recruitment
bulletin.
This
is
a
reminder
to
everyone
and
the
tabs.
A
You
have
the
listing
of
the
candidates
that
the
search
firm
has
submitted,
and
then
you
will
go
into
the
resumes
and
the
questionnaires
and
have
it
submitted
by
each
one
of
the
candidates.
It's
a
reminder
that
each
questionnaire
there
were
24
questions
all
received.
The
same
questionnaire,
it
all
had
the
ability
to
respond
in
their
own
words,
in
addition
to
somebody
a
cover
letter
and
submitting
their
resumes.
So,
having
said
that,
I'll
cut
off
by
opening
it
up
or
discussion
is
that
I
want
to
make
sure
that
the
24
questions
Misskelley,
those
questions
will
develop.
A
Well,
just
I'm
just
trying
to
remind
her
and
I
may
be
repetitive
for
it
more
for
anything
for
the
purpose
of.
Are
you
a
newest
member
of
our
committee,
mr.
Burrage,
even
though
I
will
tell
you
that
I
have
been
with
mr.
but
might
as
planned
before
what
he
planned
when
he
was
appointed,
try
to
bring
them
up
to
speed,
but
I
want
to
make
sure
that
I.
Don't
that
there's
any
questions
you
your
freedom
asked
as
well,
but
I
want
to
make
sure
that
that
we
don't
leave
any
stone
unturned.
There's
a
request,
sir.
E
E
A
A
E
Easter
I
recognized
that
the
closing
of
the
application
for
December
31st
as
soon
as
we
had
a
working
day,
we
provided
all
those
copies
that
the
weekend
thing
is
that
we
went
or
penny
I
was
submitted
that
pending
item
to
you
all
yesterday,
the
last
one
which
is
an
appended
number
8
on
on
your
tab,
and
so
we
worked
as
soon
as
we
were
getting
information
for
you.
We
did
not
hold
back
on
any
information
that
we
would
have
been
provided
by
the
consultant.
Mr.
G
I
think
the
wait
was
a
good
way.
I
think
we
have.
We
have
strong.
We
have
a
good
group
of
individuals
that
have
applied
for
city
manager.
I
know
we
got
him
a
couple
of
days
ago.
We
went
through
it,
we
already
did
for
some
of
it
and
no
idea
we're
ready
to
rank
them
and
turn
it
in.
So
whatever
you
want
to,
wherever
you
want
is,
there
is,
let
us
know,
but
I,
think
it's
good,
a
lot
of
good
information.
E
A
E
I
think
the
purpose
of
this
meeting
is
to
be
able
to
to
write
to
see
how
many
individuals
do
you
want
to
interview
whether
it's
all
11
or
do
6
of
them
or
whatever
the
amount
of
Canon's
that
you
would
like
to
interview.
Then
we'd
go
back
out.
We
we
have
a
process
that
we
can
pull
more
into
detail,
but,
however,
we'd
like
to
make
sure
that
we
have
at
least
a
good
pool
of
chemists
that
you
want
to
interview.
E
Another
item
is
getting
all
of
you
together
in
one
room
for
a
period
of
time,
and
so
that's
gonna
be
an
item
coming
up
once
you
decide
what
date,
then
we'll
still
schedule
those
interviews
with
a
number
of
cabinets
that
you
all
like
and
based
on
that
we
take
it
from
there
one
or
two
days
or
one
full
day,
whatever
it's
that
that
may
be
for
you
all,
and
then
we
come
back
interview.
You
all
do
a
short
list
based
on
that
short
list
is,
is
the
close
to
counselor.
C
A
I'm
not
crazy
about
that
I
rang,
they
would
not
eat.
You
know
we
have
to
do
it.
Do
it
the
proper
time
consideration.
You
know
it's
a
big
decision
that
will
get
charged
with
and
we
want
to
hear
it
the
amount
of
time
I
don't
want
to
get
into
rushing
into
anything,
and
you
know
make
a
mistake
if
that
you
know
about
anybody.
I
also
want
to
make
sure
that
was
I.
Think
at
some
point,
how
can
we
have
dialogue
amongst
ourselves?
A
I,
don't
know
if
it
regards
to
what
we
review
this
whole
process
of
discussions
about
the
candidates
and
what
we
may
consider
a
strength
or
a
weakness
may
not
be
considered
by
us
meant
or
a
weakness.
So
at
what
point
will
we
have?
This
is
a
question
strong
to
have
that
dialogue
in
that
dysfunction
amongst
ourselves.
E
Okay,
so
the
basic
qualifications
have
been
met
as
far
as
her
Charter
the
education.
The
experience
is
there.
So
the
reason
we
gave
you
a
little
trunk
and
then
a
hard
copy
is
for
you
off
to
decide
what,
where
you
feel
candidates
for
the
strongest
accounts
and
be
able
to
rank
them.
Based
on
that
again,
we
come
back
with
a
number
and
we
have
a
second
phase
of
it
to
where
we
have
a
process
for
interviewing.
G
Question
for
attorney
one
where
we
my
understanding,
is,
we
can't
sit
here
and
talk
about
a
candidate
and
the
candidate.
We
need
to
I,
think
I'm,
asking
you
we
reevaluate
them
and
then
rank
them,
then
turn
it
in
so
there's
no
one's
I
know
we're
just
saying
you
know
what
we
want
to
talk
about
the
candidates,
but
that's
not
that's
not
allowed
to
do,
because,
when
you're
evaluating
your
evaluating
what
you
think
is
a
top
six,
not
what
the
whole
group
then
we're
having
the
discussion.
G
C
G
F
G
E
That
was
our
intent.
We
have
internal
auditor
here
so
based
on
all
your
rankings,
she'll
rent
here,
we'll
know
who
the
top,
whatever
number
you
want
to
decide
on
in
reviewing,
is
well
know
who
they
are
we'll
also
do
a
drawing
of
who
the
first
candidate
will
be
the
second
34th,
if
that's
what
you
wish
to
do,
and
only
do
five
or
six,
whatever
the
number.
J
Finally,
question
or
comment
is
what,
if
your
top
six
are
different
from
my
top
six
and
it
will
be
there
and
they
will
be,
and
then
somebody
that
I
think
should
have
been
interviewed,
doesn't
fall
in
the
top
six
I.
Don't
think
that's
fair
and
I,
don't
think
that's
fair
to
the
public
and
I
really
think
there's
only
ten
and
I
would
eliminate
no
well
now
eleven.
As
of
yesterday,
there
were
ten
and
I
really
think
that
we
should
just
do
our
due
diligence
and
interview
them
all.
We
don't
know
them.
J
You
know
personally
handle
thing,
and
sometimes
people
look
better
on
paper
than
they
do.
Then
they
interview
and
I
think
you
have
to
make
a
decision
based
on
how
they
look,
how
their
resumes
look,
but
how
they
interview.
Also,
how
are
they
gonna
interact
with
the
public?
How,
when
is
the
presentation-
and
you
can't
measure
some
things
just
by
looking
at
a
resume
right?
That's
just
my
opinion.
There's
not
that
many
candidates.
E
G
Can't
do
it
you
can't
do
today,
because
quicksand
get
out
that
then
it
becomes
an
issue
that
you
know
what
how
do
they
find
out
the
question
before
so
it's
not
fair
the
ones
in
the
beginning
to
the
one
at
the
end
on
stop
speaking
out,
I
would
I
would
say
that
maybe
fit
in
the
rankings.
Looked
at
the
list
of
the
ranking
and
then
see.
Okay,
it's
in
the
top
six
of
top.
G
K
She
care
you
may
also
end
up
with
four
or
five
that
we
all
agree
on
and
that's
the
one
slot
that's
looming
remaining
open.
You
could
have
died
before
we
can
make
that
decision
with
it.
Just
keep
the
five
that
we
all
agree
on,
or
both
six
individual
at
that
point,
so
I
think
making
the
first
first
order
of
business
and
then
from
there
we
can
determine
which
ones
we
want.
You.
G
Yeah,
you
somebody,
you
think,
is
very
good
not
going
to
be
there
and
you
look
at
the
rank.
He's
not
a
partner
or
she's,
not
part
of
the
ranky.
Then
you
know
what
you
know:
I
want
to
I
want
to
do
ten
or
one
of
the
nine
just
so
you
can
see
this
but
strong
candidates,
because
they're
strong
candidate,
that
there's
a
weaker
candidate,
but
still
in
the
top
seven
they're
very
good
can
I
be
pretty
good.
Yes,
I.
G
A
Why
I
say
I
want
to
have
this
discussion
because
I
agree
with
this
a
little
bit,
then
we
want
to
give
this.
You
know
proper
time
and
consideration
I
don't
want
to
rush
into
anything
now.
What
we've
done
in
the
past
is
that
we've
had
you
know
only
that
we
did
it.
You
said
the
other
day
together
last
time,
maybe
nursing
search
run.
We
want
to
give
it
a
certain
period
of
time,
and
yet
you
have
to
review
and
determine
from
that
review.
Whatever
number
of
days
it
is
it's
properly
always
taught
by
that
date.
A
Would
that
be
acceptable,
and
we
was
respond
by
that
date,
at
least
for
purposes
of
determining
the
candidates,
because
I
also
have
how
concern
about
there
are
tender.
Ten
eleven,
where
a
lot
of
good
same
thing.
There
are
eleven
candidates
and,
quite
frankly,
you
know
I,
you
know,
there's
some!
You
know,
I
I
think
there
are
diverse,
there's
dark,
there
are
they're
all
qualified,
they
all
have
their
unique
features.
I
would
hate
to
see
us
ignore
someone
in
the
rough
they're,
a
diamond
in
the
rough
there.
A
H
A
Let's
say
that
even
you
know
even
like
you
said:
if
you
sit
yourself,
you
know
number
eleven
okay.
Does
that
mean
that
you
have
that
you
know
unless
you
say
I
don't
want
to
consider
mister.
Remember
it
number
eleven
in
my
list
at
all
and
for
interview,
but
he
may
be,
like
you
said,
maybe
on
his
list.
Remember
four
or
three
I
think:
that's
that's
why
I
have.
J
H
J
Well,
what
about
considering
an
alternative?
Why
don't
everybody
just
say
these
are
my
five
or
six
or
seven?
That
I
would
like
to
interview,
because
I
think
that
we
all
are
here
to
make
our
best
decision,
and
why
should
someone
that
I
want
to
interview
may
not
may
be
at
the
bottom
of
all
your
list,
I,
don't
know
I'm
just
saying.
Maybe
I,
don't
think
it's
fair
that
if
I
think
someone
should
be
interviewed
and
you
all
think
what
I
don't
think
so
that
they
that
they're
not
interviewed.
J
That's
what
I'm
saying
maybe
instead
of
ranking
them,
maybe
we
should
just
say
you
know
what
I
think
these
five
should
be
interviewed.
I
think
these
four
should
be
interviewed
and
whoever
we
all
want
interview
gets
interviewed
and
it
might
not
be
all
eleven.
You
know
it
might
be
four,
it
might
be
fine,
but
I
just
would
hate
for
one
of
us
to
think
someone
should
be
interviewed
and
because
they
didn't
rank,
they
don't
get
interviewed.
G
Ask
you
question:
would
you
be
bored
with
the
committee
people
more
comfortable,
saying
you
know
what
it's
the
same
thing?
You
know
what
we
submitted
submitted:
seven
or
six.
These
are
the
sticks
that
I
want
to
that.
I
want
to
see
you
interview
and
you
make
your
six
and
the
totals
up
and
regardless
of
what
you
turned
in
those
are
the
six
that
again
we're
going
to
to
interview.
E
K
A
Individual
with
the
committee
you
know
consider
the
following:
let's
say
we
rank
him.
We
said
the
period
for
listing
them
in
their
levels
of
preferences
and
if
we
find
that
within
all
the
rankings,
ok,
that
we
have
there
that
that
a
limited
number
you
know
we
would
know
either
the
bottom
to
the
bottom.
Three,
are
these
ok
and
we're
all
the
world
in
agreement
that
they
turns
out
that
everybody
agreed
that
these
they
sleep
were,
then
we
then
we
say
then
will
not
consider
bringing
them
in
for
the
interview.
Is
that
something
that
you
want.
A
You
know
I
I,
one
more
time,
especially
have
the
questionnaires
and
then
I
review
very
thoroughly
in
the
resumes
and
I'm
getting
my
own.
You
know
that
bees
or
process
as
well,
and
if
it's
on,
if
it's
in
mind,
group
xi,
these
are
my
top
you
let
these
are
my
top
eight
I,
wouldn't
even
think
of
this
other
ones,
these
in
the
service,
but
the
courtside
with
the
consensus.
H
Did
you
tell
me
if
I
could
ask
everyone
individually?
What
number
would
you
like
to
interview
I'm,
just
well,
those
that
have
had
a
chance?
You
haven't
had
a
chance
to
really
look
at
it
early,
but
like
I
I,
don't
need
to
interview
any
more
than
six
personally,
but
you
know
maybe
seven,
but
if
that
would
be
good
for
me
now
your
list
of
different
or
my
list,
and
you
want
to
interview
your
different
six.
Well,
you
might
have
a
seven
or
eight
on
my
list
or
whatever
that
person
would
be
interviewed.
H
A
It's
to
be
I
would
right
now.
I
would
bring
all
eleven
candidates
for
interviews
okay.
Now.
The
only
way
that
I
would
change
is
that
if
I
would
rank
him
and
every
all
will
grant
him,
and
we
all
determined
that
hey
these
individuals
here
and
you
know,
I
think
we
have
to
make
some
consideration
just
about
something
we're
going
to
consider
at
all
from
honest
and
one
basically
wants
as
well.
H
L
That
we'll
see,
okay,
you
know,
say
giving
a
Connecticut.
Okay
now
must
understand
this
with
the
inform
personal
info.
She
knows,
otro
samosas
are
ranking
the
normal
say
the
same
thing,
our
thing
to
diffusive
cavalry
in
this
policy,
and
it
was
your
blankey-
can
see
that
this
any
emotion,
fulfilling
la
cabeza
like
okay,
can
emotions,
but.
A
I,
just
I
just
want
to
be
sure
you
know,
because
once
we
get
to
the
interview
things,
you
eliminate
you
down
to
six.
You
eliminate
five
on
the
interview
you
down
to
one
and
you
didn't
interview
the
others,
the
opportunities
I'm
gonna
say
that's
going
to
happen,
but
but
those
are
things
that
take
into
consideration.
I'm
just
I'm
net.
Well,
I
want
to
open
it
up.
I
want
to
have
this
discussion
because
I
just
I
just
want
to
be.
You
know,
get
it
to
a
point
so
I.
This
guy
was
about
consider
at
all,
because.
F
J
Everything
I
think
we
should
I
think
that's
why
we
were
called
into
this
position
and
I.
Think
that's
why
we
were
chosen
by
our
respective
council
members
mayor,
because
they
felt
that
we
did
have
the
time
and
that
we
were
gonna
put
the
full
commitment,
because
there
are
a
lot
of
people
that
want
to
be
sitting
up
here.
Let
me
tell
you:
there
are
a
lot
of
people
that
want
to
be
here,
making
this
decision
vetting
these
people
that
are
very
concerned
about
who's
going
to
be
our
next
city
manager.
J
M
Well,
I
think,
first
of
all,
I
think
it
would
have
been
helpful
if
we
had
gotten,
because
there
are
six
new
people
from
when
we
last
met
in
October
and
it
would-
and
it
takes
a
good
chunk
of
time
to
go
through
each
person's
packet.
The
questionnaires
you
know
some
answer
very
poorly
with
a
lot
of
depth
and
you
know
I
thought
everybody
online
to
to
try
to
get
a
feel
for
what's
going
on
with
them
in
their
communities
and
so
I
think
it
was
a
lot
to
process.
M
You
know
getting
this
a
few
days
ago.
Maybe
if
we
had
gotten
resumes,
you
know
as
they
came
in
as
they
qualified
I
think
we
would
have
been
able
to
spend
a
little
more
time.
So
it
did
feel
a
little
bit
rushed
to
go
through
everything
the
last
just
a
few
days
and
to
try
to
rank
everybody.
But
you
know
I,
you
know
in
in
just
my
opinion,
I
think,
there's
six
or
seven.
That
really
would
we
could
really
benefit
from
bringing
here
and
listening
to
them
and
and
spending
good
amount
of
time
with
them.
M
I
understand
what
mrs.
galo
is
saying
about.
Some
people,
maybe
don't
shine
as
brilliantly
as
they
are
on
paper,
and
you
should
give
them
a
chance.
But
I
do
think
that
there
were
a
few
candidates
that
just
aren't
in
that
top
tier,
as
far
as
like
their
level
of
expertise
and
with
managing
municipalities
and
budgets
and
and
employees,
and
dealing
with
crises
and
dealing
with
the
many
complicated
issues
of
running
a
city.
D
I'd
like
to
comment:
first,
it
is
a
lot
of
material
and
previously
I
think
we
all
had
read
the
ones
that
had
already
come
in,
but
in
the
future.
I
would
ask
that
for
something
so
important
that
pronounced
be
made
so
that
we
can
highlight
so
that
we
can
make
notes,
because,
when
you're
reading
them
online
I
mean
you
can
read
and
all
of
a
sudden
they're
all
running
in
together
or
as
if
you
have
them
all
printed
out
individually.
D
You
can
establish
your
own
system
of
saying
you
know
what
I'm
looking
for
integrity,
I'm
looking
for
leadership,
I'm
looking
for
a
person,
who's,
a
good
listener,
I'm
looking
for
this,
and
this
and
you
can,
on
those
you
know,
different
resumes,
make
your
comments,
make
your
notes
and
everything.
It's
a
lot
of
pages
to
print
at
home.
The
one
hundred
and
fifty
hundred
and
sixty
pages,
so
I
would
just
ask
that
you
know
we're.
C
E
Which
was
Monday,
we
got
again,
we
really
we
got
everything
as
soon
as
we
got
everything
to
listen
to
everything
to
you
and
so
you're,
getting
it
as
fast
as
we
are.
Maybe
it
take
a
day
behind
well
I
and
again
we
closed
your
7:30
first,
we
got
it
from
the
consultants
at
that
point,
we're
sending
it
to
you
all
sure.
D
M
I
D
Me
finish:
we're
picking
a
city
manager
right,
we
were
given
a
responsibility.
Yes,
part
of
our
responsibility
is
to
share
our
thoughts
and
that's
what
I'm
doing
but
to
say
we're
trying
to
save
my
goodness
gracious.
This
person
is
gonna,
lead
our
city
and
to
say:
well,
we
don't
want
to
print
it
because
we
want
to
save
a
tree.
You.
E
G
Information
that
you
provide,
it
was
very
good
information
and
those
of
you
that
are
out
of
town.
If
there's
nothing,
they
can
do
about
that.
But
we
were
here
in
town
didn't
even
where
we
were
able
to
print
this,
because
we
got
this.
We
have
printers
to
do
that
and
rate
wave
to
go
back
to
the
notes
from
the
last
meetings
to
the
one
in
this,
and
it's
put
something
together
well,.
D
Anyway,
that
being
said,
regarding
the
number
of
people
to
interview,
you
know,
everybody
has
made
some
really
good
comments
and
if
we
could
all
blend
it
together-
and
you
know
come
up
with
something
to
be
great
on-
is
to
focus
on
six
and
then
seven
and
eight
depending
on.
If
they,
if
they
get
more
than
50%
of
nine
votes.
Well,
then
we
consider
seven
and
if
another
person
gets
30%,
we
consider
eight
anything
after
that,
my
goodness
gracious.
You
know
we
were
charged
with
a
big
responsibility.
D
We
all
have
knowledge
of
what
you
know
it
from
different
areas
of
what
this
city
needs.
I
think
we're
all
looking
for,
hopefully,
first
and
foremost,
integrity,
we're
looking
for
leadership
skills,
we're
looking
for
experience,
we're
looking
for
you
know
a
good
listener,
we're
looking
for
somebody
that
understands
what
our
needs
are
and
has
experienced
some
of
that,
so
they
can
apply
it
I
I,
don't
know
that
number
ten
and
eleven
need
to
be
looked
at,
or
even
number
ten
or
number
nine
and
again
I'm.
D
Just
saying,
because
the
time
constraints
will
we
all
be
good,
you
know
able
to
get
together,
I'm,
retired
I
can
tell
you
yes
if
it
takes
three
days
and
I've
got
to
be
there,
nine
hours,
no
problem
but
I'm
trying
to
be
considerate
of
those
of
you
that
are
still
working.
It's
it's
a
lot
of
time
to
devote
to
this.
It's
a
big
responsibility,
but
we
have,
to
you
know,
be
the
understanding
of
each
of
our
sets
of
circumstances.
D
So
that's
just
an
option
go
with
six
and
if
anybody
else
gets
more
than
50%
cut
all
them
in
there.
You
know,
because
out
in
the
real
world
companies
want,
you
know
they,
they
get
resumes
and
they'll
go
through
them.
They
don't
interview
up.
You
know,
347
people,
you
just
couldn't,
do
it
I,
don't
think
the
hospital.
D
Does
it
I,
don't
think
the
bank
does
it
some
business
things,
practices
do
apply
in
government,
settings
and
and
I
think
this
is
one
that
if,
if
the
majority
of
us
identified
two
or
three
of
them,
that
should
not
be
considered
there's
a
pretty
good
reason.
You
know
if
we
were
just
going
to
go
with
two,
then
I'd
really
be
worried
or
three
or
four
well
we're
saying
five,
six,
seven,
possibly
eight!
You.
A
A
First
of
all,
whatever
date
that
is,
and
we
submit
the
rankings
of
the
eleven
on
those
those
if
we
find
that
that
that
there's
a
consensus
of
the
bottom,
whatever
number,
that
is
two
three
four
five
you
know
you
know
is
that
something
we
would
consider
and
then
and
then
again,
they're
kind
of
come
other
questions
as
to
when
the
process
of
what
we're
going
to
do.
We
have
some
discussion.
What
was
it
you
that
you
know
what
these
individuals
is,
that
something
was
going
to?
What
are
you
thoughts
about
that?
Well,.
J
I
would
like
until
next
week,
sometime
I,
just
like
I
said
I
just
got
back,
I
just
opened
it
last
night.
I
would
like
to
take
my
time
going
through
the
new
ones.
I.
Just
you
know,
I'm
ready
to
you
know,
I
think
we
can
all
find
dates
that
we're
all
available.
If
you
want
to
start
setting
dates-
or
you
know
what
you
think
will
be
six
or
seven,
but
I
still
feel
strongly.
J
If
any
one
of
us
up
here
thinks
somebody
should
be
interviewed,
then
they
should
be
interviewed
even
if
they
don't
meet
fifty
percent.
So
I
just
feel
that
you
know
we're
all
representing
a
council
member
you're
representing
the
mayor,
so
I
think
our
council
members
put
us
here
because
they
have
a
lot
of
you
know
trust
in
us
and
if
we,
for
some
reason
feel
someone
should
be
interviewed,
I
think
they
should
be
interviewed.
G
A
Right,
I'm
Randy
from
1
to
11.
You
know
enough,
you
know
you
know
and
and
I'm
looking
at
you
know.
If
we
all,
let's
say
we
all
determine
nine-niner,
was
determine
hey
these
bottom
two,
these
bottom
three
or
our
agreement,
that
you
know,
and
then
we
end
up
with
top
eight,
let's
see
where
we
are
with
those
you
know,
we
may
end
up
in
the
interview
process
that
helps
you
interview
them.
One
of
these
guys
are
then
never
have
to
come
back
to
City
Council.
A
C
I
A
A
A
A
E
E
K
A
A
Have
it
all
right
now,
let's
get
green
anthems
in
some
discussion.
I
want
to
have
some
discussion
in
regards
to
the
process
of
the
interviews,
and
this
is
something
I
really
need
staff
guidance
on
this.
The
question
that
I
would
have
when
we
bring
these
individuals
for
the
interviews
and
I,
know
you've.
Given
us
some.
You
share
with
us
some
housekeeping
deals
here
where
the
process
that
you're
recommending
this
is
your
recommendation
right.
That's.
A
L
A
E
So
because
we
have
a
timing
issue
unless
you
want
to
say
I'm
gonna
interview
each
candidate
for
two
hours
for
three
hours.
The
way
we
wanted
to
do
is
we
have
pointed
out
structured
process.
Have
them
come
in
and
give
a
presentation
for
about
20-25
minutes
whatever
that
amount
would
be,
then
you,
each
individually
we'd
have
one
question
whether
it's
for
example,
you
you
might
have
a
health
community
health
question,
and
you
will
always
ask
that
consistent
question
to
all
our
candidates
on
that
health
question.
E
E
We
do
have
a
list
of
questions
that
we
can
provide
to
you,
but
in
order
for
fairness
for
all
candidates,
we
did
not
want
to
talk
about
which
questions
to
ask,
but
for
you
individually
to
be
able
to
have
that
one
or
two
questions
after
their
process
of
being
able
to
explain
for
the
twenty
minutes
has
not
been
resolved.
Or
you
know
if
you
have
additional
questions,
but
we'd
like
to
limit
it
to
about
an
hour
in
15
minutes
an
hour
and
30
minutes
at
the
very
most.
E
F
F
C
A
Every
candidate
is
so
well
if
I'm
interviewing
someone
right
now
and
in
his
presentation,
I
noticed
something.
You
know
that
stood
out
that
was
I
had
not
read
over
here.
That
I
can
ask
the
question.
You
know
deviate
from
my
cohorts.
He
said
one
thing
I
have
found
that
interesting.
Well,
what
about
that.
G
G
G
A
Know
I
think
that's
gonna,
be
we
all
need
to
be
cognizant
that
there's
not
a
perfect
question.
There
may
be
something
you
know:
I
like
there's
there's
a
couple
of
places
there
that
to
me
are
leading
questions
that
only
people
that
lived
here
would
know
that
I
want
to
give
this
and
then-
and
that
puts
a
candidate
from
outside
of
the
rail
that
doesn't
know
and
you're
asking
if
the
ants
asking
him
or
her
to
answer
this
question
where
they
have
no
knowledge
about.
You
know
what
that
means.
You
know
totally.
G
Yeah
that
you're
not
gonna,
ask
those
kind
of
questions.
You're
gonna
ask
something
that
you
know
what
everybody
should
know.
What's
your
plan
on
transportation,
what's
your
plan
on
on
on
water
on
getting
our
water
to
where
these
to
be
those
are
things
that
everybody
should
have
an
answer
to
now
you
want
to
say,
or
what
do
you
think
about
the
street
is
no
that's,
not
a
good
question
to
you,
the
only
one
question
you
might
have:
why
would
you
throw
it
away?
That's.
M
A
K
M
And
and
so
somehow,
within
the
questions
that
has
to
be
able
to
come
out,
you
know
so
I
don't
know
I'm,
hoping
that
we
have
a
chance
to
throw
in
the
Hat
hard
list
of
I.
Don't
know
three
to
five
pressing
questions,
maybe
or
something,
and
then
we
kind
of
try
to
see
how
many
are
the
same
and
then
and
then
how
many
are
kind
of
legitimate
standalone
questions
that
we.
A
C
L
No
correcting
and
cuckoo
phone
signal
booster
know
personally.
Koala
y
de
metrio
que
la
medida
que
Mo's
miss
compañeros
tengan
más
preguntas
NOS
ayuda
con
hacer
más,
a
las
personas
tampoco
estoy
muy
conformal
condos
preguntas
CLE,
participative
candy
righto
should
show
respect.
No
streamers
Dugas
can
open
improvement.
We
must
also
this
poster
for
Clara.
L
E
L
L
Oscar
Wednesday
your
mama,
soon
annual,
okay,
podemos
esperar
dos
horas
Allosaurus
was
another
me
gustaría
Moscow.
No
sir
Massa
los
candidatos
que
poner
this
one
tiempo
para
una
presión.
Yes,
they
easy.
Oh,
no,
no
creo
que
venga
a
Caganer
premium
from
be
enough
represent
RC
y
nosotros.
Vamos
can
recommend.
Armas
must
there's
nothing.
We
can
us
as
opinion
in
Caracas
omit
resume
holy
spawn
of
Samos
police
union
industry.
A
Understand
understand
and
that's
why
that
they
have
appointed,
hear
your
thoughts.
You
know
it
was.
You
know
the
straightness
is
saying
he
would
like
to
give
more
time
for
a
presentation
of
the
candidate,
so
we
get
to
know
them
a
little
more
from
their
point
of
view,
their
perspective
of
any
themselves
versus
limited
to
20,
open
it
up
to
a
little
bit
more
time
and
that,
maybe
maybe
that
would
even
you
know,
limit
the
number
of
questions,
a
baby,
a
spaced
up
on
that
presentation.
I'd
like
that
I
personally,
you
know
was
welcome.
A
E
It's
a
good
idea,
if
that's
what
you
want
to
do
as
far
as
opening
up
the
presentation
process
of
it.
What
I'd
like
to
see
a
cap
on
is
the
total
hours
per
candidate.
So
if
you
want
to
go
from
1
hours
to
2
hours,
let
everyone
have
the
benefit
of
2
hours,
but
you
can't
do
2
hours
on
1
30
minutes
on
another
60
minutes
whatever
it
is,
and
then
that
way,
it'll
help
us
schedule
each
count
coming
in
and
we
can
look
very
professional
say:
ok,
yours
is
that
8
yours
is
at
10.
D
I'd
like
to
comment
I
like
the
idea
too
many's
came
up
with
a
bot.
You
know,
obviously
the
more
time
you
give
them
for
a
presentation.
They
themselves
may
answer
some
of
the
questions
that
we're
going
to
have.
So
if
someone's
presentation
is
short
or
shorter,
then
it's
going
to
call
for
quite
a
few
more
questions.
If
their
presentation
is
very
thorough
and
they
explain
everything
completely,
we
may
have
less
questions.
D
So
if
it
is
an
hour
and
45
minutes
or
a
two
hour
period,
then
their
presentation
is
going
to
determine
you
know
the
length
of
it
and
how
thorough
it
is
is
going
to
determine
you
know
how
many
questions
we
get
a
chance
to
ask
so
I
think
it's
a
win-win
situation.
You
know
with.
If
we
give
them
more
time,
they
cover
more
about
themselves
and
their
skills
if
they
finish
quicker
and
we
have
an
opportunity
to
take.
D
Right
right
and
then
one
other
thing,
I
want
to
say
I,
like
what
mr.
Garcia
commented
that
you
know
oK
we've
kind
of
determined
that
the
first
phase
is
going
to
possibly
six
seven
or
eight
candidates.
Something
like
that.
But
I
think
we
need
to
know
what
is
step
two.
Are
we
going
to
go
narrow
it
down
to
three
candidates,
or
will
it
be
narrowed
down
to
three
candidates,
because
I
think
that
will
put
a
lot
of
us
at
ease
as
far
as
having
an
opportunity
to
ask
additional
questions?
D
If
we
know
that
you
know
from
the
eight
it's
going
to
go
to
three
or
from
the
eight
it's
going
to
go
to
four
final
interviews
and
then
the
council
is
going
to
pick
somebody
I
I,
think
that
puts
us
a
little
more
at
ease.
As
far
as
you
know,
we're
going
to
have
a
second
chance
to
ask
additional
questions
so.
G
A
A
That's
enough,
so,
let's
think
that
that's
just
for
purpose
isn't
Direction
eyes.
They
do
these
six
right.
You
know
we
go
through
the
whole
interview
of
the
six
right
and
we
end
up
that
safe,
hey
out
of
these
six.
You
know:
we've
got
two
real
strong
candidates
here,
maybe
three
strong
candidates,
you
know,
but
we
still
have
some
more
questions.
We
want
to
break
a
neck
foot.
G
C
C
E
E
A
The
answer
that
just
we
did
everything
by
score,
you
know:
can
we
do
it
in
the
mail
for
that
battery?
Now
we
need
to
have
some
I
mean
to
me.
The
interviews
are
the
most
critical
elements
of
the
process.
Okay,
that's
what
we're
going
to
trim!
You
know
for
candidates,
it
ain't
gotta,
be
on
a
piece
of
paper
or
any
gonna
be
in
a
scorecard,
but
in
my
opinion
now
so
I
I.
Personally,
that's
not
the
way
I
would
choose
to
write.
A
G
This
question
it's:
what
is
what
the
council
is
asking
for
is
what
we
are
instructed
to
do,
not
instructed
to
do
what
we
want,
or
they
structure
what
they're
asking
us
to
perform.
That's
how
that
that's
the
way
the
Charter
has
it.
It's,
not
a
that's
a
that's
coming
from
deck
to
them.
This
is
the
way
I
want
to
present
it
to
us.
Well,
if
we
agree
to
disagree,
but
it's
still
in
our
charter,
yeah.
K
We
need
to
not
be
if
I
Tommy
asks
that
question
again,
so
the
motion-
mated
Council,
if
something
and
my
council
was
for
us
to
create
a
criteria,
a
scorecard
that
we
were
going
to
use
in
dual
path.
That
is,
we
use
that
same
scorecard
to
that
they're
going
to
use
for
their
selection
of
what.
Finally.
E
K
E
J
Yeah
so
in
other
words
to
for
my
clarification,
say
we
interview
six
seven.
Then
we
have
the
finalist
that
they
said
we
have
to
use
this
particular
scorecard
who's
developing
that
scorecard.
Are
we
developing
it
as
council
developing
it?
Do
they
have
to
bless
our
scorecard
if
we
develop
it,
how
to
suck?
We
had
a.
E
General
scorecard,
we
would
want
to
provide
to
you
as
far
as
that
is
concerned.
That
is
why
the
initial
part
was
you
rank
them,
then,
based
on
that,
we
would
come
up
with
the
questions
that
we
have
and
say.
These
are
the
strong
areas
in,
for
example,
of
your
criterias,
your
transportation,
your
health,
you
rank
them
one,
two,
five,
one,
whatever
those
are
these
criterias
that
we
have
for
you
and
then
based
on
that
you
get
your
top
three
or
four
sure.
A
Yeah
I,
you
know,
pushes
staff.
Quite
frankly,
you
know
the
only
thing
that
took
away
from
the
from
the
City
Council
meeting
was
to
seven
to
date.
You
know
because
we
have
you
know
we
have
come
a
committed
into
the
present.
You
know
discussion
about
scorecards
and
know
we're
gonna
Superman
I
mean
totally.
You
know
present,
you
know
in
mind,
but
I,
don't
really
recall
and
I
don't
and
I
said.
Are
we
limiting
ourselves
more
as
a
result
of
the
last
discussion
at
the
City
Council
meeting
or
not.
E
J
Mr.
chairman
I
think
that
the
scorecard
was
only
for
too
soon
for
the
top
three
or
four
that
we
want
to
send.
Not
everyone
that
we're
gonna
interview,
I
that
the
scorecard
was
not
for
interviewing
process
purposes.
Excuse
me,
it
was
for
once
we
conduct
the
interviews
of
the
seven
or
eight
and
we
narrow
it
down
to
three
or
four.
Then
we
go
back
and
use
that
scorecard
I
guess
with
them
too
and
give
it
to
them.
J
C
E
F
E
E
C
C
E
F
E
G
Tell
me
real,
quick
and
ask
you
questions.
Oh
I
know
we're
talking
about
the
timeline,
and
you
know
what
the
interviews
are.
You
know
an
hour
give
an
hour
and
a
half
and
I
think
you're
right.
You
know
what
we
need
to
get
as
much
information
as
we
can,
but
that
that's
going
to
be
based
on.
Are
we
interviewing
six
over
in
2011,
because
just
a
read
of
you
11
and
an
hour
20
minutes
versus
I
was
thinking
that
we're
looking
at
16
hours
from
Indies,
which
is
fine,
that's
an
all-day
thing.
G
G
When
you
go
to
the
six
candidates
or
five
candidates
now
you're
cutting
in
seven
and
a
half
hours
now
you
can
go
to
an
hour
and
a
half
to
an
hour
45
minutes
because
in
this
candidate-
and
you
spend
more
time
with
those
to
get
what
you
want,
what
we
want
to
get
out
of
them
so
that
just
might
concern
on
that.
Oh,
it
took
me
into
the
actually
make
a
decision
on
what
we
gonna
interview.
Six,
maybe
we
could
say
you
know
what
we're
six
two
hours
eat
12
hours.
G
You
know
what
we're
okay
with
that,
so
it
depends
go
to
seven
more
than
hours,
45
minutes.
How
do
you
break
it
up?
That'll,
take
20
minutes
to
train
yourself
for
a
city
like
this.
It's
enough
I
think
they
need
a
little
more
time.
So
it's
gonna
be
determined
on
how
many
people
will
be
the
interview.
We
can
break
that
down.
Well,.
J
J
K
K
M
K
I
K
J
G
M
G
I
think
when
we
get
to
the
point
that
six
candidates,
that
we
do
that
that
maybe
one
cat
one
question
based
on
your
expertise
and
another
question
based
on
what
you
want
to
know
and
those
turn
it
into
the
chair
and
only
him
know
so
everybody
so
he
can
give
okay.
This
is
the
repeat:
change
your
questions.
Only
that
one
person
knows
what
that
questions
on
via.
A
B
G
E
A
You
know
in
just
just
personal
privilege
deal
for
our
friends
in
the
media.
You
know
that
when
you
make
these
requests,
you
know
you
may
be
eliminating
candidates
or
you
may
be.
You
know
from
what
we're
trying
to
do
here
and
I
would
hope
that
the
media,
it's
just
coming
from
Jerry
swallows.
You
know
only
agree
with
me
or
not
that
you
know
when
we
get
these
requests,
that
we
are
clearly
understand
how
we
present
that
information
out
to
the
public.
What
we're
kind
of
do
here.
A
Sometimes
it
can
be
detrimental
to
what
our
objective
is
and
I
think
and
I
I
want
to
say
that
you
know
I'm
just
a
personal
opinion,
because
I
think
we've
thought
through
these
two
two
requests
at
least
that
I
know
of
which
well
right.
Now.
What
would
you
open,
open,
open,
a
newspaper
or
we
open
up
or
we'll
turn
on
the
TV?
They
don't
even
know
it.
You
know
we're
not
one
to
get
the
phone
calls
yeah.
So
I
just
want
to
ask
that
particular.
You
know
consideration.
A
J
E
Is
there
bastions
we
came
up
with
maybe
12
or
13
yeah
allegory
categories
categories?
So
if
you
choose
one
category
each
one
of
you
or
two
like,
if
you
evoke
that
environmental,
for
example,
maybe
you
have
two
questions
on
environmental
or
whatever?
That
is,
and
at
least
we
know
that
we
start
narrowing
down
the
questions
and
those
questions
would
be
ranked
from
either
1
to
3
1
to
5
by
being
the
strongest
response
of
whatever.
In
that
category,.
M
Yes,
I
was
just
mr.
chairman
when
we
did
the
the
search
for
the
Laredo
college,
vp
/
provost.
It
was
a
large
committee
and
I
remember
the
questions
we
submitted
it
it
got
compiled
and
there
was
like
a
couple
of
pages
of
questions
that
every
candidate
got
asked
and
we
just
kind
of
went
around
the
table
and
gene
just
didn't
get
to
ask
his
question
necessarily
was
question
number
7.
M
He
asked
and
then
question
8
and
9
and
next
to
each
question,
we've
ranked
how
well
we
thought
they
answered
that
and
I
think,
and
then
we
ranked
each
candidate
based
on
the
strengths
of
that
interview
and
and
present
presented
our
tallies
of
how
well
we
thought
they
did
in
answering
questions.
That's.
M
And
and
then
I
just
I
think
them
we
should
do
our
best
to
not
give
city
council
like
a
long
list
of
finalists
like
as
I
know.
Mr.
quakes
been
saying
a
lot,
you
know
our
job
is
to
make
their
life
easier
as
well
and
they're.
Trusting
us
to
do
all
the
homework
and
to
give
them
a
really.
These
are
talk
to
these
are
top
three,
and
this
is
the
final
average
score
that
each
person
got
you
know
so
that
way,
they
don't
have
to
do
repeat
all
the
work
we've
done.
M
M
H
A
J
M
A
J
J
J
E
E
C
A
B
B
B
G
A
J
K
A
E
C
A
C
A
E
F
A
E
K
M
A
We
will
discuss
it,
we
need
to
do
you
know
with
some
of
them
sydnor's.
They
were
ever
found
with
Saturday's
somehow,
so
you
just
want
to
make
sure
that
we
I
would
like
for
all
the
interviews
to
include
all
the
committee's
I.
Don't
want.
I
would
hope
to
not
like
that.
The
committee
members
are
not
be
absent
from
any
of
the
interviews,
so
we
definitely
work
real
hard
on
the
calendars.
A
Maybe
a
week
day,
maybe
a
week,
they
have
a
Saturday,
maybe
two
week,
there's
a
but
we
didn't
need
to
keep
ourselves
open
to
keep
that
in
mind.
We're
getting
pretty
much
at
the
at
the
tail
end
of
this
process,
and
you
know
I
can
recommend
both
the
consultants
and
staff
we're
all
just
working
you
all
as
a
committee
for
the
time
that
you
all
go
to
this,
but
we're
getting
close,
we'll
get
closer
and
the
public
needs
to
know
that
we're
getting
closer.
But
we
have
to
make
sure
with
the
processes,
and
here
I'd.