The primary focus of the meeting was the progress of the General Manager search committee. The committee reported having received 36 applications, which were reviewed based on criteria such as skills, education, and experience. This evaluation process resulted in a shortlist of six candidates who were interviewed with a set of standard questions. Now, three finalists have been identified, and preparations are underway to conduct final interviews.

Board members emphasized the importance of feedback from Reading Municipal Light Department staff, both union and non-union, in shaping the desired qualities in a new General Manager. Their input was instrumental in the search process. The board expressed gratitude for the thoroughness of the search and recognized the dedication involved.

Scheduling the upcoming interviews posed logistical challenges, as board members needed to reconcile their own availability with that of the candidates. October 16th and 23rd were identified as priority dates. However, complications arose due to scheduling conflicts, such as a board member’s unavailability from October 23rd through the first week of November and limited availability from another member in the subsequent two weeks. The board stressed the need for in-person meetings, further complicating the scheduling efforts.

In addition to scheduling, the board discussed procedural aspects of the interviews, such as the alignment of interview questions, interview duration, and the voting process. Interviews are expected to last approximately three hours, with each candidate allocated 45 minutes. Participants recalled a past protocol of keeping candidates separate to maintain the integrity of the interview process. The board considered reviewing and finalizing the interview questions in a public meeting.

Another topic was the potential approval of a boiler bid. A board member recommended expediting approval in a quick meeting if needed, but it was determined that the bid would not be ready before October 22nd. The board agreed to schedule a brief meeting on that date solely for bid approval, acknowledging the potential need for a separate meeting for candidate interviews should all board members not be present.

The board also turned their attention to the contract committee, which had been reviewing existing contracts and preparing recommendations for upcoming negotiations. These would be discussed in a later executive session. Discussions included whether draft contracts should be shared with candidates before interviews. Some members advocated for adhering to past practices, where candidates were only provided with contracts after interviews, to avoid complicating negotiations. The board agreed to maintain this approach.

As the public session of the meeting drew to a close, the board moved to enter an executive session to strategize negotiations related to non-unit personnel. This transition marked the end of the open meeting, as they continued discussions in a more confidential setting.