okay okay I would like to call this meeting to order this is a special meeting of the board vation held for the purpose of discussing the superintendent search process compliance with chapter 231 1975 of this meeting advertised count record the agenda at this meeting were appropriately posted available to the public Mrs B Mr Brer here Mrs Cabana Mr Chen here Mrs hery here Mr Johnson here Mrs McBride here Mr Mills here this is no wied we have a quum thank you please stand for the pledge I pledge flag un States indivisible Justice for thank you all for coming this evening uh as you may know Dr has accepted the position in a different School District after the end of the school year which has prompted our board to call a special meeting to uh learn about the superintendent sech process because I think most of us are are new board members have not gone through such a process and we divided Char Peterson and our New Jersey school boards Association heeld service represented and I'm sorry she'll introduce her colleague when she comes up she's going to present on the super search process welc thank you so much [Music] think I'm good I'm just wor they wanted to thank everyone for coming tonight and so this really is just information just to share with the group what what this process looks like what a board goes through when it is undertak a search what kind of kind of questions it might have what kind of decisions the board has to make so just to kind of take everyone through a process but before I get started on that I really wanted to take a minute oh and well first to introduce my colleague Kelly Mitchell so Kelly is here assisting um but also I noticed today went online just to kind of look to see like what how many credits your board had and notice that Barry um just became a certified board leader through New Jersey school boards so it is is the highest level of certification that New Jersey school boards has we have four different levels and the highest level and there are not that many people in the state who um are able to accomplish that so he had to earn 60 credits by taking various different classes we have County meetings he had to attend 10 of those go to our Workshop in Atlantic City had to do that three times five different Statewide Regional programs and pass an exam um so was able to accomplish all of those so we'll be recognized at the Morris County spring meeting but just you know wanted to mention what a great accomplishment that is and you know that the board itself has always been dedicated to training and so I think that that's you know a really important example you know as we kind of um you know talk about lifelong Learners and wanting our staff and our students and everyone else to be learning it's important that the board set that example as well so I said I'm going to take you through just the process of a superintendent search and so from the board's perspective you are welcome to stop at any time ask questions at any time and like I said just kind of take you through a general process so when we you know when we think about hiring the superintendent um you know from the board's perspective when you do go through training we always talk about the fact that this is one the most important decisions that you that you make is important and the reason is because of the you know the wide impact that the superintendent has not only on your on your school but they're also the educational leader of your community so it's important then that the person that's representing your community you know is someone that that you can you know that you're also proud of um and so from the board's perspective then you know making sure that this is a very thoughtful process um um and you know if we think about to the the way the district runs you know we always tell the board you only have one employee and that's the superintendent and then everyone else in the district reports to the superintendent so the board is legally charged with this process of hiring as one employee um we don't have any board members right that have a relative working in the district correct okay if that were the case you wouldn't be able to participate in the process but good to know that everyone is able to participate um so just would just kind of put this up here because this is kind of how people's faces look sometimes when you think that you are faced with a superintendent search and it's kind of an unknown not sure what you're done getting yourself into what it's like how the process works so just kind of want to ease your fears and say we don't need to look like this we're going to um you know that that you'll have all the help and support that you need um so first I wanted to start out recognizing that when your board you know first learned that it had a vacancy you know when when the superintendent announc his resignation so a district is required to have a superint so your vacancy is sometime in August right I think um so board has some a couple choices and so these definitions come from the state kind of essentially saying um that when a board has a vacancy and this um so I'll start with kind of the bottom and saying you know a permanent superintendent then would be your choice would be to hire someone permanently to fill that vacancy um and so what the state requirement is is that that superintendent's tenure in your district is their contract and the minimum contract that a board can offer a superintendent is 3 years and the maximum is 5 years um the next option that a board has is that you could fill that seat with inter our Su reg so it's usually you know someone who's retired and now that they're retired um you know can can do this work so the way it's set up through the states is they can initially stay here for one year and then if need be you can um apply to the county superintendent and ask for a second year if you want um but they can't stay longer than 2 years and really that's more because of the pension system because once they're retired they're into the pension system so not able to stay in any one place longer than 2 years um the other choice would be an Acting Superintendent and that is somebody that is currently working in the district who holds the required certificate um to be able to sit in that seat now in the in the technical definition of an Acting Superintendent you can only um use that when your superintendent would be out on leave but the county superintendent has been a little more flexible and saying hey like if you have somebody in place who has the certificate and your superintendent's leaving instead of just the option of someone being retired you know you also may be able to consider that option of someone acting who in house ask question is there a time on that AC it's not there's it's not time bound but it's usually just considered to be a stop gap of your are you know in the process you're you're looking and you know maybe you haven't found somebody yet it's not considered to be a longterm solution another question you say an Max in 5 years because the previous contract was longer than our our current superintendent did they change that no it's always been 5 years but you perhaps probably you can go in and either like renegotiate that contract like so um so that's perhaps what because cuz one of the things that happened too was when and the salary caps were in place and then they were lifted that a lot of boards went in and um renegotiated the super contract is so that's probably what what we did as so it's always been that that three to five years um so one of the things or one of the ways that that also becomes a factor is that the superintendent's contract is based on also the kind of the requirement that it has to end on June 30th so in order for it to be like a full say 3 years you have to start on July 1 you know then you can go four years or 5 years let's say in your case say in this case say if the person starts August one you still have to stay within 3 years 5 years and it still has to end on June 30th so in order to stay in that 3 and 5 years and end on June 30th now the minimum contract then could be 3 years and 11 months because otherwise you'd be two years and 11 months and that's not within the 3 years so it can either be it would have to be 3 years and 11 months and the maximum would be 4 years and 11 months just because of that 3 to 5e Legal requirement and also the legal requirement that it has to end on June 30 so some of the other considerations as you know these boards have to look at the timing and look at like what do we want to do how quick do we want to do it which option do we want to select um you know some of the things that boards think about is like the number of transitions you like sometimes I'll go into a district and they'll say Charlene like we've had nine superintendents in the past three or four years or something you know so like every time you're using an inum and then you have you know hire a permanent that's like another transition that that the staff and and the school Community is going through so sometimes boards will take that into consideration um sometimes you also would look at you know the scope of work that's either unfinished or ongoing and if you're like in the middle of something or got something big coming up again you may say like would we benefit from perhaps an interim who maybe has done this work before and might be able to lead us through that before we have bring a permanent person in or is it better if someone's if this is going to be like a multi-year project to bring the person in now and and have them get started um so those will be conversations that the board will need to have um in terms of that timing and looking at where you are now and then also like looking at the time of year sometimes so depending on you know when your vacancy like you have to think about like how does that impact when the school year starts how does that impact like you know when the board turns over and no like you know in after the November election so other factors may also go into your decision or the way that you look at this so all things that the board has to take into consideration as it's making that determination who we want to do an interim and acting for a a permanent superintendent these would be some of the things that you would be considering or looking at in making that decision so I had mentioned so in terms of the the requirements so the requirement that the state has for someone to hold the title of superintendent is that they have to um possess a school administrator certificate um or a Certificate of Eligibility means that you have done all the work you've done all the you know the schooling and the requirements for it you just haven't sat in the seat yet so that if you do get that first job inste in the seat then you someone to Mentor you um you know New Jersey requires that the person has to be a resident and if they're not they have to move here within a year that 3 to 5e contract um you know the the moris County Executive County Superintendent also has to approve the contract before the board can pass a resolution to hire the person it's just kind of another set of eyes looking over the contract to make sure that you know it's um reasonable and then when the state did take the salary caps away um you know when they were in place it pretty much said you know when Governor Christie was the governor and said you know that no one could make more money than he did so that was what the the cap was and then it was tiered based on the size of your District so then when that cap went away kind of the language then that the state uses now is that the compensation has to be subject to comparability requirements so what that means or what the languages uh in the state defining comparability requirements is that it has to be comparable to similarly credential and experienced administrators in the region with similar in achievement challenges and grade spans so just kind of looking and saying okay like what are the other super you know like what are the other K8 superintendence and moris County making so just kind of you know looking at it from that perspective um so one of the things that when the Caps were in place and you couldn't go above it for salary the the state had put into place the opportunity to give superintendent Merit gos um so when the Caps went away they didn't take the Merit goals away but we don't see them very often in contracts anymore essentially because the the payment for them is not pensionable so if I can have the money I would rather have the money in my salary where it's going toward my pension rather than giving it to me as a merit goal where I'm getting the money but it's not pensional so that's why we don't see it that often um an interim superintendent is usually cont raed on a daily rate so you would like take an annual salary and the state uses 260 days usually to determine a daily rate and then for the Acting Superintendent it would be what you know if it was somebody internal it would be whatever agreement so I you know mentioned that comparability with Morris County salaries so just kind of wanted to show you what that looks like and this is data from it's a year old now so because we don't have this Year's user friendly budget information it'll be out the next month so this is last year's so so s Boris County their overall average for superintendent salary was 21,000 I'm just looking at the prepa eights it was about 193,000 so just to kind of give you an idea of what that what that comparability requirement might look reement is that that that so so you will submit a contract to the county superintendent with a salary on it so like you will have done your done your homework done your research um then you um would you know enter into contract negotiations with the candidate and then submit that contract to the county superintendent with kind of the cost analysis that says look this is where everybody else is and this is you know this is where we gave this salary and then they'll either come back and I haven't seen it have to every once in a while say you know that's too high like go back and renegotiate again or um so just they're you know they're that set of eyes that has to look at you can't pass the resolution to hire the person until they they say Okay based on the contract subm so so now from the board's perspective you're like okay here we are we we found oursel in this situation what do we going to do how are we going to get started um so you started out a very good way just by getting training on the process um right away and invite your community in to come and have an understanding along with you um so if we look at the process you know that we'll have to think about a budget for it right that um and seen superintendent search processes can go um anywhere from 4,000 to I've seen it Go 25,000 you know kind of depending if you use like a bigger National firm um there could be additional cost for advertising background checks so those would be you know some of the types of things you'd have to take into consideration from a cost perspective um thinking about the scope I mean it's not that usual for a board to go outside of New Jersey in terms of the scope of looking for a Sur attracting candidates but it is an option available to award um you know who will help guide you through this process do it yourself you want to have us as New Jersey school board as your stateus of station assist you through the process would you like to hire a research consultant so those are choices that you have um and then from the board's perspective what would you like to be your level of participation as you go through this process um look to like like the whole board to be involved throughout the entire process I mean that's typically what we recommend just because it is such an important decision that it is ideal to have everyone involved in the process as much as possible I mean sometimes boards will find themselves in a situation that maybe some members due to their work or travel schedules or things can't and maybe some boards will start out with just a committee getting the process started um but then the whole board would need to join in at at some point in the process so as a board you kind of need to come to an understanding of how your board would like to be involved in this process so now as as we look at the timeline of a search so there's some things that actually quite a few things that are really outside of the board's control in terms of how long are these things going to take so one of them is that the person that you hire has to give notification into their current District usually they have a contract that says we have to give you this many days notice um so pretty much the the standard in education at least for you know kind of in the management level is 60 days um and if they're already a sitting superintendent it might be more closer to 90 days so you would expect that you know so they their contract can't start until they can start so you automat atically you have at least that 60 maybe 90 date window built into the process um usually the application window from the time you post your ad until the time people can you know be applying for your job that Windows usually open for 30 days and that's just kind of to get the advertising out get the word out give people time to complete the application so that's usually like a 30-day period and then usually during that 30 days then is when you're also um communicating with the stakeholders talking to the staff talking to the the community talking to the students kind finding out what everyone you know what everyone would like in the next superintend so that's kind of all taking place during that time period um that the county superintendent's review of the contract they are entitled to 20 days usually I've seen it come back in two days 3 you know they don't usually take that long but they say this is what we're Ed if we choose to do it less than that we can um there's usually three rounds of interviews and each round is usually at least a week apart or so just to give the candidates time like like it's going to take usually a couple nights of each round and then you know and then and then the next week usually a couple nights and so um so all of those things are kind of all into play in the calendar and then depending on once the board is ready they've selected someone it's gone to the county superintendent you got the contract back and let's say your next board meeting is not for another 3 weeks um you may decide then that you want to call a special meeting then to make this appointment because the person won't resign from their current job until they are sure that you have voted to appoint them right like you're not going to take that risk so they won't resign until after you've appointed them and then that's when the clock starts for their 60 or 90 days or whatever it is that they have um so one of the things we say that as much as we look at this timeline and and think about all the impacts it can have just continue to emphasize that the single most important thing is picking the right person and going through the process and not settling and not saying like you know oh my goodness like you know we're almost out of time you know for get all of that like this is such an important decision that you need to make sure that you are selecting the right person and that's what has to drive the top line so this is I just kind of took a general calendar and kind of plugged in all the things I just talked about and let's say you know let's say what if we were going to start here in April so usually the process starts with a beginning meeting with the board to talk about you know the calendar talk about what's going to be in the ad talk about what the board's um you know what the board's interests are what what you want to see in a superintendent and start the process that way um then like I said then the ad is usually open for a month people are applying advertising is taking place getting input from your stakeholders then usually would sit down um then once the ad closes and then go together a group go through the applicants and the board determine who the board would like to bring in for first round board interviews um then you have second round interviews typically there's a like a finalist interview that you would narrow it down to a couple people and then bring them back in then start the the reference checking in the vetting the contract negotiations then you know hopefully then this is All Worked we get to the point then that we're ready to approve someone and then let you say a couple months later that person would start so that's kind of as we you know would lay all those so so this would all be adjusted based on you know when um it really sometimes comes down to kind of saying when do you want somebody in place and then work backwards Char sure practically it's going to be somewhere in the summer because you if you were to hire somebody have you seen in the past where people basically that 60-day requirement potentially like if there it's in summer time or you don't see that happen um way um so it can happen but so where it so some of it depends on what the position is that the person has that that you're hiring them from so if I have a position that maybe my district can get buy without me or maybe if I'm not the superintendent then maybe the superintendent that district will say know what you know go we we'll figure it out here or you know I've got someone I can slide into your spot here so I'll go ahead and wave it I mean we can't you can't guarantee it you can't you see that often like So 20% time half the time just curious like it it depends on the position so it would it would happen more if they're not already a sitting superintendent if it's a sitting superintendent then now that board has to get started on a search and this is their you know so this is their first taste of it and they're going to need some time so it really that's what will be a factor I have a question on the next slide is that the time that yeah so board conducts final round so I was just wondering from your experience in having health district through this sort of timeline that's close to Summer like I mean I just wondering how import is it if they like get all those interviews done in June and like what happens since what do you see in summer like I just worry about the slow down yeah no I mean those are those are all factors I mean you know the hard part is too that you know the the input sessions like you know your staff are not going to be here to talk to your parents are not going to be here to talk to so you also have to think about that too um so yeah all of those things would need to play into timeline yeah so you know I said that it's important that the board also has to have conversations about where you see the school going um because one of the things that we find is that like we need to have our be clear about as a group what our vision is what our vision is for where the the school you know District needs to go is a lot of times what helps kind of separate what makes someone be the right match for us is someone whose Vision matches our vision someone who has kind of that that same sense of where this District needs to go um in order to um you know best serve the needs of the community and best need to Ser the students um so we would you so you would have conversations about that have conversations about like what are the things that you would like to see in the next superintendent um you know and we're also asked to you know like as much as this has to be or you know you're wanting to find the right person your school also has to be the right person are the right bit for them right that um you know a superintendent is invested in your community they spend a lot of time in your school so they're going to want to know or have an understanding about what makes this a great Community what makes this a great place to live and work um you know what are some of the issues that I'm going to be facing if I were to come here so as a group we need have a common understanding of what those things are recognizing that it's important that this be a two-way partnership and relationship that's right for both Partners so what of the you know I mentioned then that that this is um the board's responsibility right that the board is legally charged with hiring the superintendent um so where this kind of then takes us is okay well this is the board's job if the board is the one sitting in the interviews if the board is the one you know going through this process recognizing that you can't do it alone right so as much as I talked about what that vision is what we want to see in a superintendent what are those characteristics and qualities that will make that person be the right match for your school and your school district you can't do that without talking to your community without talking to your staff without having a you know without Gathering input but you know in the past sometimes groups used to be um part of the hiring process sometimes would be part of the interviews but now that times have changed and superintendent don't have tenure anymore um so they confidentiality now is extremely important if I'm a sitting superintendent I don't want my board know when I'm looking I don't want my community knowing I'm looking for a job I don't want my staff knowing I'm looking for a job I've got a family to feed I don't want any to do anything that will jeopardize my job so often I you know I will get questions saying okay Charlene like can you guarantee me that there's not going to be anyone else sitting there other than the board because the board is the only group that is legally bound to confidentiality through the code of ethics no one else has any consequences to confidentiality breaking confidentiality anything like that so now you so now you're pay based with the position of what do we need to do to make sure that we are attracting the very best people we possibly can for our students and recognizing that that part of that comes with them having a confidential process to ensure that the very best people will apply for our position so then from the board's perspective we know then that we um like we interact with the superintendent in a way that's different than the way that the staff interacts interacts differently than what the students need what the parents need what the community needs so the only way that you can be have this be a successful process is for you to understand what all of those needs are and then to look at all of the applications to the of I'm not only looking at these applicants through what I think is important but what did the staff tell us they need what did the parents tell us are important to them what do the community say they really need in their next educational leader and then we need to take all of those things into consideration um in doing that so typically then the way that we we find out those things is through making sure then that we have taken the time to have everyone feel heard um um and we do that through listening sessions where you know typically done you know the consultant scheduled time then to make sure that um your community is has the opportunity and staff and students have the opportunity to be heard and I also think it's important to explain the process to them as well like to kind of go through a brief like presentation like this so that they see the process and then can also provide input um you know and I know that like your community was um well represented at the mount blakers that we there was a lot of Bo Township community members that came to those parent input sessions and Community input sessions so you I know that this is you know your your community continues to demonstrate as there's so many here now um you know how much they value education and so um you know so it really is important that we're taking the time to make sure that you know that everyone's voices are heard um so we would do that you know in person through a survey through through virtual sessions trying to do as much as possible without um so this is just an example I want to show you that once the board um reaches the point of putting an ad together to kind of help this is just a sample but just I wanted to make the point about the words required and the words preferred so that when when the ad is done you'll have a clearer understanding of the meaning of those words so when we say that something's required it means that whoever is applying for the job has to have it and if they don't have it we can't intervie them because we said it's required um so like we know that that certificate has to be required because the state says it's required um but there can be other things that we think are important if we we say that something's preferred then that means say you have it and I don't and we both applied you're a better match for the position than I am but that doesn't mean that you can't interview me you can still consider me um so the more things you make are required the tighter your cting B the tighter the net is right from the beginning the more things are preferred then you're you know then you've expanded the net a little bit and you might tighten it um you know them through the interview process but there may be things right away like as people are applying like in in this example someone said in the example said you know what they need to have some kind of experience as a manager in a school either as a principal as you know central office a sitting superintendent in this case in this fake board said you know 3 years experience doing that is required well in order for someone to be successful so that's what you have to think about what does someone need to have you know done in and required to be successful in this position so it may be that they need to have been principle or they need to have Elementary experience or k to8 experience or whatever thing other things you think are important kind having a conversation then about what you'd like to make required and what you'd like to make preferred but just making sure we have an understanding of what the difference is between those two um so in terms of advertising there's really not much paid advertising at least too much anymore I mean you know used to be you'd open the Sunday section of the Star Ledger right and there would be all the educational stuff and it's really not there anymore so um you you pretty much can just um on our website um you can your ad can be there and then there's other professional organizations like the business administrator organization that John belongs to there's a superintendent um you know Association a principal's Association so your ad can go in all of those places um and just different different areas um to um advertise like in our particular in New Jersey school board's particular case I mean like we have a database of people so like there the I'm sure each consultant would have their own way of finding and attracting candidates um to bring them to your position perhaps without having to to so in terms of then um in so what information from the birth perspective would you like to you know receive on all of the candidates and so this is one of the things that you know again for you to consider and say um you know like what do we need to know as as we're looking at these candidates what information do we need so so these are some of the things that probably will consider um is the person have an application that they need to fill out um a resume a cover letter um and a lot of times we say the application's important because if my resume is four pages and yours is one page you're not getting the same sense of information about both of us but if we all have to fill out the same application you then have you know some more standardized information um providing that school administrative certificate um sometimes requiring transcripts and it's usually in order to have that school administrative certificate you have to have a master's degree so a lot of times if you ask for transcripts it's okay what's beyond that master's degree like we have doctor um uh the last performance evaluation and then and references so those are the types of information um that could be available to you um for on every single applicant so that you you know it's important to make an informed decision and have as much information as you can and it's important that the board has that information and has that information on EMP so then we're you know now we so we've got our we've got people applying we have you know gotten we've talked to all of our stakeholders we've gotten some good feedback from what's important to them um and so now we're going to start seeing some things surfacing I'm saying these are the things that are important in our district these are the things that people said someone needs to have to be successful here kind of determining some criteria then that are specific to your District based on um the feedback that we received so then we know that that that's going to help us when we're looking at the applications then to look at them through that lens to look at them from that criteria that has um surfaced so I mentioned that there's typically three rounds of interviews so this is just a sense of what that usually looks like so in a normal pool or so you'll normally get about I don't know 40 45 applicants something like that that will typically apply for a job a superintendent position so usually just again we're speaking in general terms that a board would bring in 8 to 10 people in that first round interview and usually it's a very structured interview I'm just like trying to answer the question I I won't have enough information yet to know whether I could see you as my next superintendent but I just need to know do I want to see you again do I want to learn more about you did you show me enough that I want to bring you back again so that's what we're really trying to learn in the first round um so I said it's very structured so like you would ask question one you'll ask question two you'll ask question three and we typically don't deviate from that in the first round so that like let's say if you move forward and I don't I can't say well you got to ask easier questions than I did you had you know an easier opportunity that we all had the same exact opportunity so then I typically then you would cut that 8 to 10 and kind of cut that pool in half and then the second round then is usually long um and you spend more time with the person and then this is when you start doing your digging you can start asking like you might have some questions you want to ask everyone but then you might just have specific questions that you know might be relevant to Me Maybe I had a lot of high school experience on my resume and not a lot of Elementary experience so you might need to dig deeper with me and find out more about that so you would be able to do that you can kind of do back and course where you can you know if you ask a question and it triggers something in your mind then you can ask that question um you might also give them some kind of a task to do like ahead of time and say okay like here's a scenario about what's going on in the the district or you know come back and present to us or share with us how would you solve this as our as our superintendent um you also might have some um some files or some additional information that you might might want them to upload like maybe saying you know share with us um you know say a letter you wrote when a parent was upset about something show us a letter or show us a you know letter of how you responded to a crisis situation kind of get some more general information about about them so those are all things then that you would be going through in the second round like I said this is where you're doing your digging so that by the end of the second round you should be able to answer the question then do I want to see you could I see you in this chair could I see you being our next superintendent and you might say that answer of yes to a couple people um so then if that's the case then then you would have that finalist round where you would have them come back again and in this case it really depends like what kind of information you might need like in um uh typical thing sometimes is to share with us what your say like what your 90day entry plan would be if you were a new superintendent and you know what would that look like how would you acclimate yourself to our to our district um sometimes you know you can say to boards even sometimes even at the end of round two if there is somebody that was just like a shining star and was heads and tail above everyone else I still say even if you just bring them back for the third round you need to have that time sometimes just to make sure you made the right choice sit them at the table with you have a conversation with them but just continue to do that that due diligence and continue to make sure that you you know you're confirming that you've made the right choice so then assuming we're just moving along here um and that everything um that we were able to select the finalist so at this point we don't call them your new superintendent or your next superintendent again we call them one finalist that we're moving forward with because we still then want to go through the vetting process go through the reference checks and make sure that that is all um that that's all good um if we can and so again this would depend on their position but if we can we'd like them to come in and spend a day in and spend a day in the district and you know maybe have an hour or two like meet with some parents meet with some students meet with the administration meet with its staff and just kind of spend a day in the district just so kind of other people have the chance to kind of lay eyes on the person kind of get to know the person talk to them a little bit uhhuh just that seems like it conflicts with the confidential and that's why I and that's why I said it depends so like if if your finalist is a superintendent the odds are you may not have that option if your finalist is a principal and that principal superintendent knows that they're looking and is supporting the fact that they're going to get a chance to move up the career lader then that they may you know that they may um be able to do that so that's a great point Y it completely depends on when and if that person is able to give up their confidenti and then if that all goes well then we would do you know do contract negotiations present the contract to the county superintendent then you know 60 to 90 days later the person will start so and then you know also I hope that say that the process shouldn't stomp there then it's really important once they get on board um to have like a transition Workshop come in and say you know let's talk about communication protocols let's talk about how we want you to to to let us know things let's talk about like you know what are your non-negotiables these are our non-negotiables and you know like we really need to help make this person be successful once they're here so how can we support you you know what are some what are some Partners in the community that we think it's important that you you know reach out to these people make sure you you you know you start forming good relationships with these groups and so do what we can to help the the new superintendent be successful so these would be things that it would be great to have those conversations like right at the start so um I think that was the last slide y it's not moving so um just want to see if the board had any other questions for me so when we're talking about um listening sessions and surveying and getting inform from State like so how does that information trickle up to the board at least through the New Jersey school board's process and um just because I went through recently I I believe we were not supposed to sit in on the stakeholder listening question right like it was supposed to allow the community freedom and share I mean and and issues y I mean so and again that would be a choice um but it is usually the choice of saying you know what like this is the the community in the South time to say what they want to say so I think it at least say using Mountain l an example where president would come welcome everyone say you know we're we're we're happy that you're here your feedback you know is important to us and then saying I'm going to leave you in her hands and I'm going to go and you are free to you know to say what you want to say and then um we do kind of like a a summary report that allows the board to get all of the feedback and get all of the information um and then the same thing with the surveys I mean the surveys are say in New Jersey school board's case it's through our Survey Monkey account so a lot of times staff and other people sometimes will ask me like no one's like no one knows who I am right like know that this is our our survey account so again the board is just seeing then the responses but not obviously you know not knowing where it came from so making sure the board is informed and that making sure that the community and the staff and and that in this in one of the recent search I was the first time that I've ever sat down with like eighth grade students before so it was kind of an an interesting process to sit with a group of kids have some pizza and kind of talk about what they wanted in a superintendent but they're extremely like insightful like and Kelly was with me and every time we leave with the kids we're always like so impressed in the things they come up with and the things that they say and so it's really great to be able to give them the opportunity as well to be part of this process um anything else from a a timing standpoint you mentioned um that you we get the feedback from everyone but at the same time I think we have the superintendent um I guess we post it right at that point does that happen before do we get feedback from the community then incorporate that into the posting or do we post and then kind of at the same time we're getting feedback from the staff back the community so so it can go go either way and again it depends how much time you have so sometimes we just look at the posting as saying like this is the very minimum of what we need to get you in the door and then we take the feedback then we gather all the feedback and get that information and say okay we got you in the door now what so now then that feedback would help drive like who's going to move forward who are we going to bring in for an interview who's going to move forward to the next round what kind of questions are we going to ask so it really drives the process from there so it can go either way so and again it depends on the time but for the most part they usually will start out with just the ad like I said it's just the basics of boom boom boom this is what you need to get in the door and then you know gather the feedback to fill out that profile of um so that when you look at like I said so that when you look at the application you're looking at through that wider L good question um one other not looking to start out with the negative but you did have a really good um bullet on the bottom that said don't let the timeline Drive the appointment right this is a critical high if we go through this process we say we just don't find that fit guess we you go back to the drawing board at that point and then I'm assuming you would change you had the sample of posting right so it would have maybe we change our preferred and you know is that sort of The Next Step there yeah that's exactly one of my colleagues who's doing a search that's exactly what just happened okay so um they they got through the whole process and just decided and they made it like really restrictive and then they saw that there were some good people that perhaps they were missing out on so now they're going back out again and changing the um changing the criteria and hoping to see if that will um you know Attract it um so in your experience I mean [Music] weel than usual or what you see it takes about you know like I said a lot of it there's not a lot of flexibility in what that timeline looks like right so it's about 5 months and there's not much you can do about that I mean some you can spread it out longer but um I mean you're probably about as like everything has to go perfect right in order for this to work to this timeline if it doesn't you know if it doesn't then obviously like we would have to do this starting over again but for everything to work that it can work in and do you see like if we were like 3 months off that [Music] or start so some of that will depend um like so for you to have an acting and um permanent like if say Dr Angel's gone and now you have that seat is open and you have an an acting that would be up to the county superintendent but have to approve that you can do that and that's not in writing that's not what it says how it would work but they have been making exceptions to that so you would have to get their approval to make that [Music] extion interms usually like yeah like a retired and so you know when some of them are like happy they only want a shortterm assignment some of them are like well you know if you're not going to take me for a year then then I don't want to come you know so you'll have that as well when you're searching you know should you find yourself in the situation you need that you know those will be things that they'll kind of want to know well how long do you need me for um so it's possible in like August ju will be and then typically just how long does that take to find an interim because now you're already in the process of trying to find actual and now you've had inter we don't go there but but is that like a two weeks thing or is that like a several month um it really I mean depend like a list somewhere yes like yes we have a list um and Asa has a list um you know they will tell you the areas that they're interested in working in and then you just kind of are going to have a busy summer a busy you spring here so no vacations for anybody [Music] okay any any other questions at our school need is there any special considerations that we should have no I mean it'll just be important that it's advertised clearly that way so that when the people apply they understand that they are applying to fill both of those roles um so you know don't just we just have to make it clear that that's what this is what the I assume it Narrows up pool if we make that a um I mean it Narrows the pool but it it's also um people are going to see this as their their first time like you might like you'll attract sometimes like the K to8 pools are actually a lot of times larger than the K 12 pools just because a lot of people are now seeing this is their first time opportunity and there's sometimes a lot of good people out there just waiting for you know someone you know waiting for that next chance and for a lot of people you're that next chance for them question thank you very very much for very presentation congratulations again I'm your certified Bo leader thank you very to open session public comment period will be lied to agenda items only please be mindful that public comment periods are available and able to public in comments and feedback to the board personal matters and day-to-day operations are not appropriate subjects for board meetings these can always be most effectively resolved the approprate staff members or administrators according to the change concept questions may be directed to the appropriate School Personnel or Bo through email please state your name and address for the record and all comments through liit to five minutes address board any yes Pas does can I talk to what to the presentation is that part of the agenda well it's actually just a question that they might an answer possibly there's been recently legislation that's being proposed to that on the New Jersey state level but I'm not sure if that affects this District at all um just it's titled and and maybe it's just again New Jersey schools too top heavy as Bill seeks to limit number of principles and superintendents I don't know are you familiar with that bill that's being proposed and does that have any kind of effect on this District so I saw that same article and that same headline and I'm like what is it so then when I went to ask defer to it's actually 2 years old of the legislation and when you go to the the legislation website it says that that build died in J okay that's the article did not say that right okay thank what El like to address the board on any matter yes H laar the same address too technically yes uh 28 met work Road uh hea lar uh so how can the public simply expect to be uh received Communications about uh various stakeholder engagements so should the board at some point decide to do a survey or a listening session or anything like that how would the public uh especially the public who doesn't have children in the school become aware of that and do you have a a method of which we can look out for um whichever Consultants we hire we will absolutely work with that consultant to identify any and all ways that we can can do that and we've just had recent experience with other other matters that reach the entire community so we'll certainly use our knowledge recent knowledge of that as well thank you you're welcome anyone else wish to rep yes hi Brendan ERS 357 powerville Road um she mentioned the the time of giving notice for someone that we'd be hiring to their school district presumably that also went the other way with Dr Angelo is there a time frame that he is still under contract for um and my second question was uh regarding the idea of an Acting Superintendent she mentioned that there were minimum requirements for someone being an Acting Superintendent do we have knowledge of someone already in the district on the staff that meets those requirements that that's an option or is that not even on the table because we don't have anyone that need yeah we're not we're not anywhere near that that point yet um iess I guess if we run out of time you know whether we decide to delay the process or start now there is the chance that there still may be a gap in time like if someone has we identify the perfect person and their notice brings them out Beyond when Dr Angelo you know is contractually released from here um we would have to consider appointing an acting or an intern superintendent you know before that date so because you always have to have someone in that position so um but for before that that'll be we'll be discussing all those items move forward and I guess in answer to the first question um contractually some somewhere in mid August you know early mid is when drel yes Amelia and G 12 Hill Crest Road um I think Charlene Peterson did a really great job of stressing the importance of stakeholder involvement and talking to the community um and as a cpad parent I'm just going to read something that I've already sent but just for the general public so the cpag would like to thank you for the active collaboration between the Boe and the cpeg over the past year and a half at this time we have gained a liaison and as a result are included in many board meetings this collaboration has not gone unnoticed by unnoticed by the cpad parents we are thankful for your support we also have a strong relationship with Administration we have three meetings per year with District administration and these meetings are an opportunity for school administration and CPAC parents to share ideas and Advance the special education programming at Rocko Valley school as the board Begins the search for a new superintendent we would like you to remember that we are active stakeholders in the school Community cpad parents are passionate about advancing the special education services at RBS which in turn lead to a better education for all the search for a superintendent is an Endeavor for the entire community and we look forward to participating and providing valuable Insight we look forward to our ongoing collaboration with this board and building a solid relationship with the new Administration oh thank thank you very much for those comments here really appreciate that thank you and and I guess moving forward um you have a unique you know um place where you collaborate with our Administration as well as us so um you know certainly you'll be part of the Outreach you know of any community outreach that we do um with whatever consultant that we engage with thank you very much does anyone else have any questions or comments for the board on any matter yes hello address London Valley Road I think um the um the uh first I wanted to um introduce ourselves to um to everyone though it's probably not necessary for most of you we've been meaning to come to board meetings for the last two months with everything we've just trying to find the right time so now is the time the um I've been at my name is L Turner I've been in Rock Valley school over 17 years now a few years shorter than Lauren and we have had the honor of representing the uh staff here teachers power professionals nurse uh custodians for almost most of last 12 years and uh we wanted to as part of our uh goals this year to open up more lines of communication usually you'll see some of our reps at the board meetings so we're trying to open up a little bit more communication with the board we have monthly meetings with the administration uh we have open lines of communication with our staff of course and our people and uh we're trying to extend that to the board this year to be a little bit more present and um let you know that we're always willing to talk chat be open for conversation communication all that I started here about 17 years ago and one thing that's as true then as it is today is the support of the the community um I was told it's at a private school and public school setting it's been absolutely true going on 17 years I know the people who work here feel the support of the staff I'm sorry of the community of the parents of the students of the board and um and it's it's really been a pleasure working your conferences we last week and we had a great time a lot of great feedback I've heard from staff throughout the building that um everything went great and the communications with the parents were great so communication is our key has been our key so first welcome to the new board members this year and we're hoping to see more again have active voice there so thank you very thank you very much I just want to add just one thing Lauren Savage when I don't live with lad at 11 Valley Road I live at 456 Hill Street in botin um I've been here 20 years I've taught almost every grade in the school I'm proud to be a staff member here um we feel very passionate about the school and we're excited to be part of this stakeholder committee as we move forward lad and I have represented um the staff here for approximately 10 years so we really feel like we have the our finger on the pulse of what our staff wants and needs so we're looking forward to working with all of you in the future thank you very much to both of you thank you does anyone else have any comments any matter for the board okay if not uh at this time we're going to have entertain a motion to enter to Executive session to discuss issues that more confidentiality as permitted to the open public act chapter 231 of laws of 1975 these matters may or may not be made public but the board reconvenes they will be made public with the confidential of the subject is warranted Contra contractual matters um we may take action when the board reconvenes you know perhaps to engage a consultant U to you know begin their superintend search but may or may not so if you wish to stay around please feel free to wait in I guess the lobby and thank for com I would like so uh at this time we have returned from close session it is 8:53 p.m. and at this time we have a mo we have on the agenda Personnel motion number one we do BB first or do we have to do personel one get to BB I would do personel motion one first okay um question or do a motion second then you can open it for discussion okay I'll move is there a second I'll second okay are there any questions or comments that we can discuss in Hope yeah no I want to discuss adding at the end of P1 after if possible by the board just to clarify is that assume these are only employ would this be an open there's a motion at second on the you can you can modify that if it doesn't really change the uh to be EST by the Yeah that that the qualification that the decision of a time to be established earlier if possible rests on the board so would you say after earlier by the board comma if possible yes before if possible yes so where are you putting that before the comma after earlier last sentence last line okay earlier by the by the board if possible just so that it's clear that that that decision is the board not everybody's in agreement with that okay you a motion in a second vote on that Amendment so have Mr Tren has a motion to amend Mo motion Personnel one which is to add the wording that he suggested there a second second and are there any questions or comments on that modification if not the questions on the adoption of Mr Chen's motion to amend Personnel motion number one to include the language uh established earlier by the board that will read all those in favor say I no no no no you're just doing the amendment the amend everybody's in agreement with motion passes now is on the table personal motion number one is on the table as amended uh any other questions comments or discussion on that motion okay if not the question is on the adoption of personal motion number one as amended this is a r Mr Brandon yes Mrs Cabana yes Mr Chen yes Mrs hermy yes Mr Johnson yes Mrs McBride yes Mr Mills yes Mrs nowi yes motion carries okay thank you the next item on the agenda is board business motion number one may have any motion please move is there a second second are there any questions comments or discussion on that this is a $7,000 read the motion a motion and second on the floor for and this is a motion to approve the New Jersey school boards Association for prend search services at a fee of $7,000 okay so any other questions comments or discussion if not the question is on the adoption of por is motion number one this is also a roll call Mr Brandon yes Mrs gabana yes Mr Chen yes Mrs Herman yes Mr Johnson yes Mrs mcde yes Mr Mills yes Mrs no wi yes motion carries okay thank you there is another No Other Board action so at this time I'd like to an entertaining vers to adjourn I'll move is there a second all those in favor say I I thank you uh have a great Easter holiday and a great U Easter U spring break and thank you for coming