Good evening, everyone. So welcome to our special board meeting on our selection of our superintendent. We have translation in Spanish. So if you need that support, please see Rocio, not Orania. So Rocio Camago Fuentes. So tenemos traducción en español si necesita de este servicio por favor pase con Rocio Camago Fuentes. And if someone would like to speak to our agenda item, then please complete a speaker card and hand it to Eva prior to that item. So each speaker will have two minutes. And I will ask Vice President Acosta to lead us in the Pledge of Allegiance. It stands one nation, there is hope, and there will be injustice for all. Thank you. All right, we'll go on to approval of our agenda. Can I have a motion to approve the agenda? I make a second. All right, I've got a first and a second. All those in favor? Aye. Any opposed? Motion carries 5-0-2. And we will move on to our public comments. So this is an opportunity for members of the public to address items related to item 6.1, our superintendent search process. And again, just know that we are here to listen. So do we have any public speakers? Yes, we do. We have four. Chris Webb, Nellie, Brandon, and Roddy. Okay. So first off, I've come to believe that leadership at the top is very important and that the culture that's established there trickles down. And I say this not just because of PBSD, I mean nationally, like this is something I'm starting to gather. So this is a very important job you have, and I wanted to come and express the qualities that I'd be looking for. One is humility. And I say that because I felt like since 2018, since Renaissance had this glowing review at our WASC, and we got model continuation, I felt like we were basically attacked, like for succeeding without it being the direct direction of the deal. So humility is something I look forward to seeing as a quality in our new leader. And then partly I say that is because I feel like we need to be humble enough to like acknowledge when there's mistakes and be willing to correct them. So I feel like with that goes hand in hand, will come a restoration of credibility for administration at multiple levels if we can do that. Because what happened to Renaissance happened, it was in the name of PBIS, it was in the name of MTSS, it was in the name of restorative justice and social emotional learning. And I felt like we got all, we as a site and then as a district started to embody those philosophies less because of the route that we took. Also I'd want somebody who's not going to pursue graduation for students at the expense of education. I feel like there's a right way to graduate people. And we can do it with the right structures. We've done it before. So I'd like to see us do things the right way, not pass people along. Also I'd like to see the restoration of the safety net that is Renaissance. Some institutions that we have there. And also value the humanity of our students. See them as people and not numbers, not just dollar amounts. I say this partly because I had a student who just matriculated this week. And I didn't even get to say bye, I randomly ran into him in Taco Bell. And he even expressed that he wants to say goodbye. So let's remember we're dealing with humans. Thank you. We're going to tag team some of our comments here because we only have two minutes. So my name is Brandon Denise. I'm the grievance officer for the PVFT. Good evening and thank you to the board and Mr. Shekman for allowing me to speak here tonight. The PVFT would like to express our appreciation for the leadership that Mr. Shekman has shown during his time as interim superintendent. The PVFT would like to acknowledge the work that Mr. Shekman and the district cabinet have done to ensure that the start to the school year has gone smoothly. The work that the negotiating teams for the PVFT and the PVUSD put in during last year's CBA negotiations has gone a long way in retaining and recruiting qualified educators and has helped to remediate the severe staffing issues that have plagued this district in recent years. Despite the optimism we are feeling as we start this school year, we know there is still work to do. This district serves more than half of the students in the county and in the surrounding districts look at the moves we make for guidance. As we prepare to initiate the process for identifying candidates for superintendent and ultimately hiring a candidate, the stakeholders in this community deserve transparency and to be included in the decisions made by the board and leadership associates. Families, students, educators and classified staff deserve to have their voices elevated in these discussions because they will be directly impacted by the choices this board makes on who to hire. In looking at the survey the leadership associates has prepared, we do have to question the usefulness of certain questions where respondents rank items based on order and importance when each of those items is highly critical to the success of the next superintendent. The survey respondents deserve to be able to provide more information than just ranking qualities and characteristics. Those are the questions towards the end of the survey from what I was looking at today.  How much more time do I have? 30 seconds. Yeah, and I just think it's a really important process as we're doing this to include as much of the community as we can, the families, the students, the staff, because they're going to be the ones most directly impacted. And we want to make sure that we're hiring somebody who is truly for the students and for the staff in this district and puts the family and students first and actually does so and not just on social media. So, and I'll end my comments there so my colleagues can pick up. Good evening. I'm not just keep continuing. So as Brandon was mentioning, PVFT is highly invested in this process of searching for a superintendent. It is a big direct impact to the work that we do and to our membership. So we are interested in a superintendent that is interested in cultivating a real relationship with all of the stakeholders, the parents, the students, the teachers, the classified staff, the administration, the district office, and who actually not just listens to them but acts on their feedback. We want someone who will walk alongside us for a day in our shoes, but also who truly understands the reality of the working and learning conditions. It is tremendously important to us that our next superintendent be able to communicate with all of the aforementioned stakeholders. And therefore, we believe it must be a requirement that this person is bilingual. As you are surely aware, 80% of the population of Watsonville speaks a language other than English. Our district is one of the county leaders in building dual language pathways. So in order to support that work and in order to really be able to drive that, they need to be bilingual. We also want a superintendent with a proven track record of success in the classroom. Someone who is actually an educator, someone who understands what it's like to be in a classroom, to lead a class, to lead a staff, not someone who has just climbed a ladder. Someone who's actually invested themselves and is dedicated to the development of teaching, administration, and central office staff. Someone who respects that there are professionals working in this district and would value the contributions of those professionals. We also know that a superintendent is responsible for an over $360 million budget. It is really important that we find a superintendent who knows where to put the priorities in developing that budget. Ali Bakhet Abog's, president of PVFT. Thank you for providing this space to discuss this process on this important position that deserves the attention of everybody. As it impacts our learning community and our working community, because it is a very large employer. So to continue on with how as an employer, I mean obviously that involves budget. And when we speak to the budget, and again I've stated this in the past, while we negotiate for the adults and for the teachers in the classroom and our counselors and our psychologists and school nurses, our educators. We do that with our students as our foundational drive for the things that we look to achieve because we know that those wins are for them. And that means that we look at ways for our budget to demonstrate and prove that that is, that the priority is our students. So we are wanting to be part of this, a significant part of this search for a student, the superintendent. Because we want to ensure that that person is going to invest in our students. Investing in our students through the people that also work here in this district. Many of who are community members. Many of whom return to this area to work and continue investing in their community as adults. What you've heard from various members that we have here is that we're looking for somebody who's going to listen, not just to the PVFT, but CSCA, and management, and the families, and our students. Education has changed a lot. And significantly in the last several years, and so we need to be innovative as well in how we address the work ahead of us with continuing to educate our students and staying on top of the important civil right issues in our nation. So we look forward to being a part of this hiring process and being a partner with you all and the leadership and associates. As we embark on this important work of hiring our next superintendent. Thank you. Thank you. And we have one more, Marta Baleich. Members of the board, my name is Marta Baleich. In addition to the prior speaker's comments, I encourage you to look for a superintendent that is considering seriously the financial security and the future of the district. PVSD currently funds two independent charter schools in its jurisdiction. Those schools create significant financial impacts on the district. Such impacts are combining with the impacts from an ongoing decline in student enrollment. Under certain circumstances, these impacts can devastate a school district. According to leading public education expert, Professor Derek Black, state mandated charter schools lead to significant fixed costs stranded in traditional public schools, which school districts must bear without state assistance. Fixed costs including hard to adjust expenses such as maintenance, staffing, transportation and utilities jeopardize school districts ability to deliver adequate and equitable educational opportunities. SEBA is one of these two schools. Over the past year, the public record has documented that SEBA zoning and use permit were established by grave and extensive violations of statutory land use regulations. Notwithstanding that is no secret that SEBA, together with its municipal stakeholder, the city of Watsonville, is formulating aggressive expansion plans to build off of their fraudulent entitlements. There are consequences. SEBA's expansion plans are the type of impacts analyzed by Professor Black. Such plans could result in a 2,000 student charter school costing the district upward of $32 million a year. Really 10% of its budget, not to mention the financial toll of the overall operating costs. Notably, I advise the board to hire someone who has the best entrance of the district at heart and public education. Thank you. And that's the last of our public speakers this evening. Thank you everyone. All right, so we will go on to our report and discussion item and the report will be presented by Leadership Associates. Thank you so much. So glad to be here this evening. Today, we're going to go through the outline that says initial meeting discussion items. And we'll just kind of walk through this and have some conversations about the overview of the search itself. So, let's just get started with number two. Designate board's liaison or spokesperson for the board. What we're asking for is this. We're asking the board to determine whether or not we will be communicating with the entire board or if the board will have a subcommittee that we'll meet directly with. There's advantages and disadvantages of both, but whatever the board is comfortable with is what we would prefer to do. So I'd like the board to maybe have that conversation and maybe if you have questions regarding the pros and cons of each, you can do that. What would be a disadvantage for speaking to the entire board? There may be times in which we need a quick response on something, maybe a note or letter from a community member, et cetera, that we want to reach out to. And typically, we would do that with the president, but we could do it with the entire board. That's typically what we do is send information to the entire board versus subcommittees. But some districts prefer to have subcommittees. I prefer the whole board. Okay. I'll let go of the same. Okay. Saw a lot of head nodding, so we will communicate with the entire board. Good. Next section talks about confirmation with Eva regarding making sure that she's getting the information that she needs. And I know our admin has reached out to her and had many conversations about the templates. Is this information that you have presented for your board meeting tonight, language in terms of how to present that for open and closed session and those types of things? And so are you comfortable with that? I want to make sure that you're getting support that you need as well. And I'll just add, if ever a question comes up, we know we can contact your office. Okay, Mary. You're absolutely correct. Please feel free to do that. I'm perhaps keeping a jump, and I definitely want to be responsive to the needs of this community. Next, we want to ask. I just had a clarifying question on that, because we're not putting staff in any awkward position. So we're not talking about internal personnel matter. We're talking about such as this, right, projects and stuff where the public session meeting is not closed session meetings. I think you would deal with our interim. Absolutely. What we're asking the admin to do is our admin will give her language to post things on your website, language to post things for board meetings, those types of things, only not anything to do with personnel matters or any intricate parts of the search at all. There, perfect. I just want to make sure we're putting her in an awkward position. Next, on your website, there are great pictures of each of you, and it has your email address. Are those email addresses correct, because that's where, uh-oh, Trustee Acosta. I will actually reach out to our interim superintendent and talk to him, and I'm sure contact IT and get that corrected. Okay, because that will be helpful as we send information to the entire board. We want to make sure that everyone's being contacted at the same time. Thank you. If we can, there is a list of stakeholders that we typically ask boards to consider, and if you want to go to the... And what we basically have done is we will show you what the typical groups that we reach out to, this is only a... Go down to the very last one. Not that one, but we'll run back. Yeah, there. That's the one. And so here are the groups that we typically reach out to, but every community is different. Every community has various parent groups, student groups, et cetera, that we want to ensure that they're included, because we definitely want to make sure that we have the broadest sense of voice from your community. We also want you to be cognizant of groups that maybe have not been as involved in the process, that we want to make a special effort to reach out to them. And so we'd like to kind of solidify these groups, because these are the groups that we're going to be inviting to the in-person or Zoom sessions along the way. I just have one thought on number 13 for our parent partners. And I was wondering if we can just make that a little bit more inclusive and just say like parent slash caregiver partners, because we have a lot of families where, as you know, I have, well, you know, who are foster or, you know, whose grandparents or other family members or family friends, and I just want, I want to make sure that all of the families or caregivers of our students know that their input is in, is wanted. Yes, absolutely. And also on the survey that language, because it does say parent guardian, but we could say parent guardian slash caregiver. Sure, absolutely. We can do that. Other members or I think that are missing, that we want to have some changes and so on. Are substitute teachers represented? We've got our teachers association. No, not per se. So we can, you want to add them? Excuse me. They don't typically, but. They've made an effort lately to reach out to HR to begin a negotiation process. So in fairness, we should include them. Okay. Are there, is there a specific name that you call yourself? Some call them guest educators. Some call them substitutes. Got it. Got it. If you're going to use your word. Yeah. See you there again now. Communication. Communication workers. Eric, we have a space in every regular board meeting for our union representatives to speak for five minutes and they are on every single agenda. Got it. Okay. So I can. Whether they show up or not. Okay. Right. Okay. To Murray's point, they deserve their space and time. Absolutely. Okay. Can you scroll down a little bit, please, Eric? This is a bother. Let me show you. Any community partners, Chamber of Rips? I would, I would think maybe community partners, including some of our Watsonville City Council members might be a good idea. Maybe our County Supervisor, I don't know. Is it a bad idea? Any reason why it's a bad idea? That's a great idea, Adam. Do we have to name the community partners tonight that we'd like to see or can we give that to you and feed that? That either way works for us, but the sooner the better. Okay. We've started that process. Right. Okay. Based on a request from your office. Okay. So, okay. So City Council and, and let's do this. How much time do you think you need to maybe finalize the list? Well, if we could do it now, I think it's ideal that we're having this special meeting tonight for this purpose and, and, and to further what Trustee Bellano-Skow is speaking to, we have an Intergovernmental Relation Committee, which works, it's the school district. It is members of the, so there's, there's a space for three members of the school, three trustees of the school district. There's some staff, our superintendent's part of that meeting and some other cabinet members. Then there's the city. There's three members of the city council that are on it. The city manager, some staff. And then we also work with our county supervisors in Santa Cruz County. That would be more specifically it's Zach Friend and Felipe Hernandez because they covered the geography area of the school district. And more recently, we've talked about an expansion because of the issues we had this last winter in Monterey County because we straddle two counties, as you well know, including Supervisor Glenn Church from North, from Monterey County supervisors because, again, we're covering our district. Okay. Sure. And, and it also includes our law enforcement, both city police, county sheriff for both sides respectively. So that's a pretty big group and since we already have an intergovernmental relations committee, I think it's important to be inclusive of all those folks because those are ongoing conversations. Good. Good. And I would agree with that because your partners in the community, you all serve your kids, you all serve your families. And so that's important that they know that all means all in this case. In my case, it's not on the list. We have a lot of with our after school programs. We have a lot of community partners like Life Lab, a lot of the Arts Council, people who have a huge stake in our district. And I think it would be valuable to just name a couple specifics.  I don't know if I have to list all of them, but I'm not going to put me on the spot. I'll say it. I'll system. Thank you. Good idea. No, but, you know, Adam, I totally agree with that because I was talking to Sarah Brothers from the Arts Council and just, you know, she had been involved in the previous search and just had talked about, you know, just how that meant a lot to be part of that. And I think, you know, we're having a lot of discussions about arts in our district in particular. And I think that that's, you know, as a priority, you know, for our district. I think that's important, but I think, you know, just that a priority of this district is a well rounded education. So definitely included like Life Lab, having that garden focus, having the arts, having music, having, you know, some of our science curriculum and, you know, just having that breadth, you know, and having those people who can put that perspective I think is really It is. I'm a firm believer in that as a former superintendent. I always make sure that those are things that all of our kids got from the gardening, to the music, to the arts. It didn't matter what their background was. Everybody deserved to have a well rounded education. Everybody. Maybe you should apply, man. Well, I will tell you one of the reasons and again, I'll tell you my baby story if I'm not told you in the past, but I typically will only choose districts that I have some affinity for and because of those types of things that I did in my district, I felt there was something that, yeah, I can relate to this and want to make sure all of our kids get those types of activities. So yes. So there's a number of nonprofits that we partner with that are community partners and I'd like to invite at least the executives and maybe somebody on and maybe their manager role to join. So some of these, and this is why I wanted a little extra time because I don't want to forget anybody, but some of them include Second Harvest, Salud Par la Gente, Food What, Pajaro Valley Health Trust, Pajaro Valley Prevention and Student Assistance, Community Action Board, Community Bridges. Who am I forgetting? The hospital. Yeah, the hospital. The hospital board, yeah. If a community member or any stakeholder brings to our attention a community partner that we didn't think of in this moment, is there any issue with adding them on later? Absolutely not. Sometimes what we've done is we've scheduled the two dates for the Zoom and in person and somebody pops up and we forget or they reach out to you and one of us will make sure we're available. That's great because I want to make sure that we hear from everybody we need to hear from. Applied Survey Researchers is the other one, Susan Britchie. So let me kind of walk through in terms of some of those. Yeah, sounds good. I just wanted to add, there's a few of us that are sit up here who work in higher ed in the region. And, right, we have, and just to say it, President, Dr. Trustee Holm works for Cabrillo College. I work for Cal State University, Monterey Bay, and at the higher ed level, we are already dealing with and seeing ripple effects from our K-12 sector, what's flowing in. I mean, and COVID was only a further impact to that negatively. So I think it's maybe also important considering how our district is and how it straddles the two counties that we, lots of our students will go to Cabrillo College. Some do go in on the Monterey County side, Hartnell, and in Monterey County we have Hartnell and MPC both, a majority I would say probably into Hartnell. We even have Gavilan serving in the San Benito area, and then of course we have UC Santa Cruz and we have Cal State University, Monterey Bay. I mean, obviously we have lots of high school students who go to other places as well, but this we're talking in our region, and I think it's maybe important to invite conversations at the high admin level roles of those JCs and those two universities at least because we're all in the same region dealing with the same things. Okay, here's some outreach and if we can get some contacts that will be helpful for that, but they may hate us. You may know someone. Sounds good. So here's what I have this far. We want to make sure we include caregivers as a part of the parent group. We also have the communication workers of America Association that you have here, the Intergovernmental Committee, community partners such as your after school groups and those people, looking at law enforcement, various city council, non-profits and higher ed. Would that be a pretty well rounded group? Good. Perfect. Thanks so much. Thank you. Actually, that's one of my favorite parts. I really do enjoy reaching out to the communities and getting a sense of what they see and whatever they want for their future of the community. Eric, real quick question. Is this in terms of the numbering? Is that in order of priority? No. Not at all. Just a list. Just a list. I'm black because it was priority. I think we would put students probably. No. No problem. Just wanted to make sure. No. Thank you for saying that. It's important work. Okay. So we've affirmed stakeholder groups for input sessions. Now what will happen is this. We will be meeting with these various stakeholders. We will also be conducting an online survey and we'll talk a little bit more about that. And that information we gather is that we will look for trends. Trends in terms of what does the community say they want to see in their superintendent. And we take that and we'll create what's called a position description. That position description we will put together. We'll give you a couple of documents. One, an executive summary that's going to outline here's what we've gleaned from the online survey. Here's what we gleaned from the in-person or the zoom calls. And here are the trends that we did see. That will then transfer over to a position description. We will complete that and we'll send it out to the entire board. We'll give you a time frame to say, hey, we want you to take a look at it. Give us some feedback. And then we'll take that and that will be posted so applicants can get a chance to see, all right, here's what we believe that the community says they want to see in the next superintendent. Are you talking about posting as in a formal job description posting or posting these are the characteristics that were come up with? They will be posted not as a job description, but they will be on our website and on your website for any candidates who hit the link of Superintendent Surgeon Powell Valley here at the characteristics community said that they would like to see. They'll also have a link to Et Cal, which is our administrative magazine as well. And it will go out to the over a thousand people who will subscribe to our newsletter and so on. Thank you. And we've already decided in looking at bullet three majority of board members to review, we've decided that everybody's going to be correct. You got it. Now the online survey, we're looking at the possibility of having an online survey begin on September 7th and run through September 18th. That gives people plenty of time. We will put it out advertisement. It will go on your website. Our website will work with Ava to make sure that everything is set up and ready to go during those periods of time. A couple of things that we do need to solidify one being what languages would you like that in? Definitely English and Spanish. English and Spanish. Do we have is there is there is there any because there I know there was some people were working on some written forms but I don't know to what degree. Alicia, how would we communicate with a mistake or would we have to do a video? And how would they fill out the survey? We typically do have it in Spanish. Oh, God. It's a good deal. Okay. Usually what we do is we ask them to get together. I'm going to ask a silly question that may be come up with an idea. How many people are we talking in general? About 500 families. So if we were just to say again we've not done this before but I'm thinking if we would have set something up where they can all come to one place and kind of figure out how to do it so that no one has to do it individually or feel alone. I was also going to suggest possibly using one or two delacs with a focused with focused messages that go out to the community to make sure I make stakeholder populations there. Something that I was thinking I think ever had started to lead to it with doing something like with a video about maybe how to do and take the survey. Also would it be possible to do some sort of voice over in Mixtecco language? Right. Where so it's speaking the questions and the response and then they could speak in their response. We don't have that capability but I'm district mine. Well yeah I think I'm glad thank you trustee Flores for bringing in and trustee Kotha for bringing this up. It has come to my attention that some of our Mixtecco families do not are a little frustrated with ongoing communication just at the very every day kind of school to school level. And obviously there's a challenge there and it's come to something like that we should bring up in general on how to improve that. So how appropriate in searching for a new superintendent might we be able to work in something along those lines. I don't have a perfect idea right now but this seems like worth doing. I don't know if it's and I get you're trying to say was it this survey this online survey is this sort of fit it into that shoe horn or is it something similar but different in a different stage. Yeah I'm even thinking about maybe it's not the online survey because we ask everybody there are three basic questions we ask on everyone. It doesn't matter what your role is in the district three questions we want our prompts we want answered are what are the characteristics what are the strength of the districts where the community gets to brag and what are the challenges of opportunities for growth. Those are just really the three that the position description summary and everything will relate to. Yes it's always great when you're looking at just aggregating data to be able to say teachers students business people are doing that but because of this population I think it's important to get voice as much as some of those other things along the way so there's a way in which you can at least get the voice to those three questions. Then I think we would get what we need out of it and I think the district would get what they need and I think the families would get what they need in a sense so you're going to come to a setting and I'm not sure in terms of what that would be I'm not sure the access to the internet if we did it on a Zoom night. I'm not sure if it's going to be an in-person someplace where the families feel comfortable going because that's another consideration but doing something of that sort so we can get those three questions answered and that their voices then will be a part of the trends that we do see for the district. And I think that's just a really important part of our community and to Ms. Jimenez's point of saying that that's over 500 families I could run a pretty quick number in my head and what that means I mean we're talking population-wise that's more than a couple thousand people at a minimum two parents per child at a minimum and that's if it's one child so we're talking easily more than a few thousand people and to Trustee Bellano-Skow's point and some of us that also heard these same communications the frustration within this part these stakeholders of our community this is the time to really figure out how we're going to address that. Yes. Agreed. So I know I know we're going through this thing the timeline is there a place for maybe we'll get when we get there we can talk about having a some kind of community I know we're having a parent conference we have a parent meeting like we did last year at a whole I think it's in October and I'm just wondering through this search process do we want to have maybe use that date or have some kind of because it seems like I know you're trying to talk about the survey right now and so to my mind this is all part partial don't to that reach it might be two different things or related to related things yeah so if it's seems most appropriate to have the Misteco outreach done with a community meeting or maybe there's a way to have a just a general community meeting getting community input I know we have these board meetings but I don't if we're also having this parent conference meeting at EAL maybe there's a way to to work that in just thinking out loud to address that that during the two days in which we have either a in person where we're going to be in the district or zoom for people who best work convenient we will have an open forum at least one of those nights it may be good for us to have an open forum two nights one for general population and and maybe one for our group could that work but again I want to do something that is meaningful to our community versus if that's not going to be what's most meaningful to the community I'm sorry no I'm just I'm I'm wondering because I I that that October we're talking about doing the survey in like starting next week and so October would be a month out I see them as different things okay when was this forum night you're talking is that is that so we're looking at having the input sessions on the 12th and 13th and so will you either read the night of the 12th or night of the 13th or both nights depending on what we need that's coming pretty fast I don't know if that's that's less than two weeks away you mind if I I'm sorry please say something because this is this was already mentioned at a previous meeting with y'all we're there in attendance of both both search firms were there I know because I said it and I know what I said but I also recall hearing colleagues from both sides of me also reiterating the same thing that it's really really important to me as a trustee and trusted into this position and and I believe based on what I heard colleagues saying that night at that meeting it's also pretty important to them about having ample community involvement right and I'll speak to it for myself right for for me honestly my view of that is because right there's there's a certain thing that happens every two years right it's called an election right and we're coming up on one in a year there there may be the same board members here there may be not it may be a new board and then three years from there it's going to happen again right hopefully whoever the superintendent is they're here for more than three years right so having that ample community involvement because I feel that this is our community superintendent it's not the board is the one hiring mm-hmm right that's really the one person that that we hire but it's the community superintendent because the superintendent will most likely be here when there could be different people on this board so part of what was said that the right behind that for me was when I said I want ample community involvement meaning also having listening sessions and speaking sessions because I know you're saying too but and I know you know the district and the makeup it's a huge geography right what the needs are for some folks in Aftos what the needs are for folks in Watsonville what needs are for some folks in Monterey County and even different areas in Watsonville can be very vastly different and so what I recall me saying and colleagues also saying is we wanted to have these sessions focusing geographically in areas it's not necessarily easy for you know say well we're going to have it at Aftos and then for families here to go there and vice versa we're going to have it in Watsonville so having something I think we specifically mentioned all the contemporary high schools we've also Renaissance even though it's not one of our contemporary it's still very important high school as well so but at a minimum having that Aftos PB high Watsonville high and looking at those sessions and now we've also just identified also this evening in a whole another group that needs to to be recognized somehow and and if it's 500 families or more than 500 students and based on that number I came up with we're not going to fit a few thousand people in one room in one night so I think to this the two meetings that you've outlined that your firm will be having I think my vision of that is that that's going to be more than two meetings so and that's possible and what I'm looking at from those meetings is the two main categories where we're talking about that group there those can be done in two days that can be done in two days the evening meetings may take more than that we may have those two days and we may have two other days that we will need to because if we're because I do recall the three geographical areas that you had mentioned before so we know we need to make sure we hit each of those areas and then again you mentioned the fourth area so maybe there are four nights that that's very possible that that happens I think that's a good idea and I think we need a little more just a little more lead time just the 12th I don't I mean maybe it makes sense to start something on the 12th or 13th but I don't think we've done any marketing yet I mean this is the first time hearing about it I'm sorry I read I thought this was our opportunity to figure out what makes sense absolutely because on the original timeline if you take a look at it it says the fifth and sixth so we moved it back just 13th and 12th and 13th but this is your timeline this is your timeline all we can do is give suggestions and you know your community better you know how much lead time works best our experience has told us too much lead time doesn't matter as much because once people know they know but your community could be different and every community is different so if we need to move it back we get to move it back and we're a big community and you know I also see these not just just now this is just me speaking not only as what do you want the next superintendent but also just for us as board members what's working great and what's needs what's not working right and the next superintendent will want to pay attention to those meetings as well and say well here's what here's what the community's saying that's why I brought up that late October meeting and that I'm not trying to fit it in necessarily but I think that's kind of the purpose of that a little bit and I attended it last year and there's a lot of educational sessions that were great but I think this is a little bit more town hall what's working in Aptos what's working at PV High what's working at Watsonville High School I think that's a very good idea I would I would encourage a little more lead time so we can really market it get the schools involved in marketing get the principals get the teachers involved what does a little more lead time mean to you how about end of September three three four weeks to start them rest of the board okay you want to do that okay so let's do this let's put the community input sessions move them out end of September and then we'll do a timeline accordingly because there's certain time frames that we have to hit as well in terms of when they can be published getting the information back to you in those types of things so that's not an issue I guess what I'm a little confused Eric was so you keep the two meetings the community meetings right right but when we're talking about these other areas Aftos High PV High Watsonville High Renaissance High our folks on the Monterey County side of our border even though there's no high school over there right now the middle school's not there but that's another story they're going to be home so you're I guess that's a good way to describe those as more like town halls so to speak not these type of community meetings but how does that then how is that input these two meetings and then so maybe we're identifying at least four or five other if we call them town hall meetings right how does that all integrate we ask everyone the same three questions so as a result of that we're able to triangulate here's what we are seeing as trends in each of the groups and that's that's how we end up getting the position description because by making sure we keep the same three prompts you can absolutely start to disaggregate the data based on each of the prompts and that's how we can determine what the position description is yes follow-up question so sure what are the three questions okay reference so you are is it your vid are you suggesting the I'm just so I understand clarification the three questions are going to be asked at the open community forum as a they're going to be asked at the at the session with each of the groups they're going to be asked of you right they're going to be asked at the community open community forums as well yes every group we meet with will be asked the same three prompts and so with the open community forum and I I think that makes sense to me what you're saying I think that we also want to have space in there some general feedback done in a thoughtful way so because I think it doesn't make sense for to have and maybe that's obvious that people will have an ability to speak on whatever is bothering them whatever needs addressing my concern is I don't want to conflate but I don't think it needs to be all on you either right I'll say you you run our community forum that's probably outside your scope okay correct but we say let's include those questions and then also this is I'm kind of just important for our board so I get that makes sense yeah so I don't want to throw it all on him to run these community forums I feel like that's a district responsibility but they're going to ask they're going to answer what they see as a strength of the district is one of the questions they're going to tell you what the challenges are as a part of the district and then if you think you can have some follow-up after that maybe maybe it's maybe it's yeah maybe it's not maybe it's not as complicated as I'm worried about but I I just don't want to throw it all on you is also either this is what we do okay we're paying money for okay just kidding I'm just kidding all right you do it okay so in terms of a timeline we're going to bring back a timeline that that starts with the old community input at the end of the month or and maybe into October and that will give you ample time correct you got it so I'm going to drop all the way down to number seven all right so number seven is community is candidate recruitment and that is where we will take the information that we've garnered from all of the various groups put them in trends provide you with a position description which says based on the trends here's what the community says is they want the board will have an opportunity to take a look at that and have conversations about that we'll also send you an executive summary which will be more detailed in terms of what your community says they wanted to see in the next superintendent we will also provide some of the raw data to you once we have finished crunching all the numbers and so on and we also recommend that you give that information to your your superintendent candidate so they have a good feel for here's the community says they wanted to see as we were going through this process so the board and the superintendent as a governance team could take a look at and go through that those documents thoughts questions about seven that's that's the one I was asking about earlier right yes I had a formal job prescription it's saying this is right which is on your website it'll be in your publication and on the district's website exactly and so honestly someone came and said hey I've heard you have this but yeah go to the website see if you feel you're right exactly that exactly that and and one of the things we'll ask when we get calls have you looked at the position description I recommend that you do that and then let's have a conversation or what tends to happen too is people will start to contact us or contacting us now and I will tell them wait until you see the position description then we can have a conversation after that yeah number eight this is critical because when we publish the position description is important that and by law we have to have a salary range and so this is where you're going to tell us what is the salary range for this position did I misunderstand something or was that part of the personnel decision discussion and closed session no we have to do an open session it has to be an open session just like the superintendent's contract has to be brought to the regular board meeting so the last time we went through this our sitting superintendent who was then retiring was making X and leadership and associates came to us and essentially said we're not going to be able to hire anybody for X because here's what the going rate is for superintendents in this region or you know what in in the Bay Area so are you you can you provide some insight to us about what the range should look like so I can give you a little insight I got it I did take a look at Transparent California which is a year out and it did talk about your previous superintendents salary and you guys probably know it better than I do because this is almost two years out and it was somewhere in the vicinity of 233,000 and with benefits at about 70,070 plus so a total compensation was something like 305 but we're only looking for your the salary itself and you could do something and again I don't want to put a hurt I don't want to throw a number out there that's going to put a hurting on you guys overall but I can tell you 240 to 270 would be fair and the final number would be part of the negotiation correct correct because it will be a range right in the posting and because I mean I'm already my brain is already thinking there could be different candidates with different qualifications exactly that let's just say right someone has a master's degree does not have a PhD someone has a PhD or an EDD right it's I mean how do you we decipher that so I guess that range sort of helps to address that exactly it does because you may get someone who applies who has seven years of superintendent right they're probably going to be the higher end you also may get someone who's never been a superintendent who this will be their first superintendent and so that they would be at the the other end and then you do look at everything from you know doctor stipends to that but that's on the side people are going to look at what's the range one of the things we will do is when we bring you the final the group that you're going to interview we will ask them to complete a sell a contract parameters so we get a chance before you even get to see these candidates that okay they're within the range and or that we say hey you're not you're not even close to that range along the way you're asking for you know three ten you saw you saw the salary range so so that that happens as well but on the question on this range that we need to come up with I mean does that need to be done per se tonight or can we do that at another point I would like to have it tonight however I'm going to need it at least before we do the community input sessions which is in the yeah in the September because we had this discussion and agenda setting committee meeting right we weren't like per se having this as an action item tonight we if there was enough of a majority to give direction yes but it's sort of like when we do sometimes report and discussion items or correct we have public hearings where item has to be brought before the board at one meeting but no vote could be on it that night right and then we vote on it at the next meeting it gives time and space sure right and just instead of just jumping making a decision and our next board meetings the 13th I think we agreed I was trying to make it a week early I think if for the five of us are here if there's comfort with that to have that on that next agenda as an action that will definitely be before absolutely and no that's fine you don't have to be here per se for that to be reported no that's that's absolutely perfect I mean whatever the consensus that's just my thought I wasn't really ready to jump on that tonight and personally yeah sorry and you know we have been criticized for the the salary of our superintendent in the past and I'm wondering if you've seen other districts pay under the market rate no not in this climate anybody remind me what we when we voted a few months ago to raise the superintendent salary what we voted it was 256 or something like that 14 14 and a half percent as I heard my but it wasn't there's the superintendent's pay raise it was the district's pay raise to its employees hmm yeah right but it was and it wasn't all for one year I think it was you know I mean it went to a specific amount that's what I'm wondering right it was around 256 if I remember correctly and I think you're saying 248 to 270 that sounds okay to me okay you want to bring it back after your September 13th meeting yeah works works to me yeah great all righty so that's eight nine I'm assuming you guys are going to take care of that by the 13th yes all righty and now we're ready can I say one more thing on that oh yes absolutely so if we have a candidate that everybody agrees on that we just love we want to get them so badly but they're down in San Diego making a fortune like it might go out of the range that we actually set so I just want to caution everybody that because we're setting a range doesn't mean that the negotiations aren't going to right correct yeah correct what we're the purpose of it and this is a new law because in the past we could just say competitive and but now the new law basically says we have to put it on our position description and we don't get involved in the negotiations technically we will basically say okay this person is within the range that you said or they're a little above they're a little above and so you get to make a decision as to whether you want to move them forward or not but you'll have that when we go into the interviews with with each for each of the candidates can I just ask Eric like what have you seen as like possible repercussions of that going outside of what we post as the range going to I don't see it often I don't the repercussion obviously is going to be with your community has to say that if you go above it okay and no and with this law no legal repercussions no no legal repercussions at all no and you could justify it by indicating here's a person who has these qualifications who nails everything that the community says that they want they're currently making this and we think there we're thinking that we're willing to take take that on because we believe that strongly in the person you get to do that all righty any questions that you have regarding the process at this point I'm at number 10 and will you be telling us a little bit more about the interview process yes so the interview process will be as following we will bring to you a book that book will have all of the people who apply for the position in fact I want to go back a little bit I will be giving you some form of updates about every 10 days that update may be something such as okay we have 27 people who requested applications the range of those 27 are seven are sitting superintendents 10 are associate superintendents and then 10 are something else we'll also keep so we'll provide you with updates so you can tell your community and you can inform them here's what's going on in the series because we don't want to wait between these for these milestones in order to keep you informed but once we have identified the candidates who we believe are tier one the users are top candidates who basically meet the criteria that the community and the board says they want to see their next superintendent then there'll be tier two tier two will be candidates who are very strong however they may may be missing one characteristic so for example they're not bilingual but boy do they meet every one of the other criteria so we're going to tell you that's why they're two and you get to have some conversations about that and then there's tier three tier three are those who we believe do not come close to meeting the minimum requirements that the board and the community says they wanted to see once we've identified and we'll sit in the meeting and we will present the candidates to you here are the ones we believe you should interview the board has the right to say you know what this person is in tier two I want to move them up I think they're worth an interview the board may also look at it and say yes I see this person's at tier one but I'm not loving them I want to bump drop them out the board gets to do that eventually what we typically do is have about five candidates that we interview once and that interview is typically done in one or two days depending on the board typical interview in a one day interview all five board deliberates gets consensus on who are the top one two or three we're going to bring back for an interview interviews would start this to say at eight thirty go to about four and then you may bring the other two candidates back at five or six or three candidates that's the one day and it's done and then the board will make a decision that evening the board would at that point call the finalists and say we would like to offer you the position pending contract negotiations that's a one-dayer two-dayer it's a very similar process you interview all five one day you go home and yeah you decide that evening who we want to bring back and then the next day you bring back the number one two or three candidates depending on how many you feel at that point so that's the processes that we use typically just for excuse me just for clarifications on the interview process those are closed session interview they are closed session interviews with the board only typically how we've done it just for clarification thank you so I know we've had several community members reach out asking for more transparency and we specifically had someone ask you know that the interviews be public so if you can just address to the public why that's not possible and also just emphasize that for our community members and stakeholders the time for them to really speak up and have their voices heard sorry would be those surveys and those forums and you know those other opportunities that they will be given you said it better than I could the reality is this we strongly strongly urge the board to have what's called a closed session which means it's only the board is interviewing the candidates a couple of reasons one sitting superintendents are very leery of having others involved in the process because of confidentiality and they're very concerned about leaks in fact what typically happens is your city a lot of your sitting superintendents will apply on the very last day because that's how concerned they are with emininity is that they won't even put their stuff in they'll often tell us that yeah we're going to apply but we won't even see it until and I'm talking about of a five o'clock deadline I'm talking between three and five o'clock the hit send because they're that concerned the other concern we have is that when we've done the community panels with the board if the community panel identifies someone different than who the board has identified then you have a conflict and how do you resolve that conflict along the way so we strongly recommend that as you said Trustee Florentis that the community will have many opportunities they will have the online survey they will have the individual meetings they will have community forums in the evening so there's three different ways for them all to be a part of this process the board has done a tremendous job probably one of the best I've seen of identifying groups who you want to ensure are part of this process you know you didn't just stick with the cutter you were very very thoughtful in identifying community members so you want to be a part of this process and we want to make sure this happens and as we mentioned earlier if there is a situation where you feel like we missed this group is call us and we'll figure it out we'll figure it out we have oftentimes Zoom calls sometimes in person whatever we we need to do but we're pretty we're very very open to to going outside yes we have to have a structure no question about that but it is not set in stone it allows some flexibility along the way I have a question for you with regards to I noticed for the advertisement and recruitment period it's a rock solid two weeks right to the day on that is I mean that typical I sit on hiring committees at the university level and I've seen that range a little bit more than that you know three four weeks and what will happen is this people will start to apply and we'll start to do some vetting when they apply before it over to that line is so we'll start that process in addition to that once we've had these conversations we'll have a pretty decent idea even before we formally put the position description out there regarding that but we found this to be very successful for us it seems to be ample amount of time for us to go out and recruit and to find the right candidates for this position in just two weeks yep versus let's say three or four for the posting I'm talking say it again for the posting of the position the actual posting of the position oh the time for the app right to be reviewing and applying submitting their CVs and the reason for that is they already know you're open they already know there's a superintendent opening here so people have already started that process as I mentioned I may have mentioned before they've already reached out to us and say hey tell me about Paro and so they already know we will send this out to our 1100 people to say or have sent it out to say hey Paro has a superintendent opening doesn't have any details to it so people already know that you have an opening and at this point they are deciding whether or not it's a fit based on conversations they're going to have not only with me and Ivanka but also the members of our firm along the way so that's why it is ample time for them I have a question regarding that a little I know there's sometimes a good time more optimal time for recruitment is there a time I've already heard from I don't believe it I'm not don't recall if it was you or the other firm that was saying January is optimum time to for that recruitment and we're going to do this in October so are we cutting ourselves short by speeding up this timeline just want to get your opinion on that three years ago I would say yeah January is the time we no longer and we used to have what we call the season our season was typically January to June that was that we had very few superintendent searches between our firm currently has over 20 right now because there's no longer a season we you know if you read the newspaper you see openings happening all of the time and so we yeah it's just the landscape has changed dramatically in three years we used to always be able to to have all of our firm meetings and trainings and so on during the summer months and no longer the case and and because you're a big district so you're going to get national attention because people are just going to look at size alone size alone your population alone they're going to look at that and so we won't have any problems finding strong candidates and national candidates who are going to look at this as a possibility yeah and thank you for sharing that Eric I'm going to also just jump in on that because I have heard others say it's still the time and what you're saying sounds reasonable and but I think it's important to note that there's also going to be good candidates who might not want to leave their district mid-year and we might want to hire that person and unfortunately we have a beautiful contract with our interim that allows them to stay do you hear that Murray? it's a beautiful contract and so we have so I think it's important to communicate I think it's important that if we find the great person November December that that people know that we can figure out a start time that works correct to your point I think this is important Adam that you mentioned I think you just triggered something with me and that is the reason why it was January is because that's when people announced their retirement that's the real reason why January was the start now what superintendents are doing they're starting to tell their boards now that they're retiring at the end of the year to give their boards more time there's a lot of other changes just because of boards superintendent relationships that's just the reality of it but that's the reason why it used to be a season because people were announced their retirement in December January and then we'd be off to the races so just to clarify I think I heard three years earlier you're going to update the timeline based on the new community so exactly so that's going to are we going to do that when are we going to have a time is this the end of the agenda right here we're going to keep talking timeline next no can you bring up the timeline so that's see he doesn't work for me yeah works for Murray here we go so this is all going to be updated oh yeah nothing on this thing is accurate any longer okay the only thing is accurate is today's meeting nothing else is accurate so the updated timeline would be you'll email that to all the board correct in fact what I'd love to be able to do if we can is to email it to you for your your September 13th meeting so you can look take a look at it and have conversations about it etc so it seems to me that for those of us on the agenda setting committee that we need to bring back two separate items at the separate because I do look at these as standalone correct and they are you're right and one being that salary range for this permanent superintendent and the second being this timeline you'll provide an updated timeline but I do still hold some reservation with this timeline for the posting of the position and for a few reasons again bring it back to my personal professional experience of sitting on hiring committees and know that what I see is we do get a different pool in those months of January and and and February in academia it is also what we have heard here at this board not necessarily from your from the other search firm and it's also what we've heard from our own district administration with even admin positions that there's high higher admin positions through the district so and I'm you know sort of of the mind thought I agreed with trustee Bono scow that we have a fabulous interim superintendent who's on a year contract with us he's got a great did you see Murray's face when you said that poker face Murray you know so I just don't see you know the rush on that and going into holiday season especially if there's a potential we're going to have a conversation of and you know who this person is going to be but not give them a start date till maybe the next academia year right and so as that being part of the potential part of the conversation yes as a board and because looking at the timeline it's highly unlikely we would finish before the holiday season and I don't like it landing in that I mean once you're we're right no no I'm thinking it's going to be after January after January and that's the ideal time for a sitting superintendent to say I can leave because I'm leaving at the semester if you will not in October if you or so that would be an ideal time I'm sorry I didn't catch what you said an idea I said more than likely your start date for your new superintendent will not start until the beginning of January or even potentially the next school year could if that's what the board wants to go absolutely so that's why I'm not really sure well what the candidate may want or what this board may want right right because there are certain benefits as well as to the stability of having our interim who's on our contract right now for a year that it creates for this community sure we have other things going on with unions and negotiations right and I could just see a lot of benefits to that fulfilling this contract with this interim superintendent and potentially looking at a start date of you know either to the end of this either towards the end of the academia year right at the end of June of 2024 or July one of 2024 right kind of where I'm at in my thought process on that for all those variety of reasons I might just yeah thank you for saying that I just don't want us to dissuade certain candidates if we're pushing a start date of January you know what I'm saying so we got flexibility I've my in my mind our board should choose the best candidate regardless of if they can start in some reasonable time whether it's January March or June we want the best candidate and I want to and I want us our advertising to dissuade some because we're trying to rush it but I think that's that's where I'm standing on that Mr. Schekman could you truly work the full year with coming out of retirement and all that is aren't there limitations on how much you can work I signed a contract that said I would work through the semester and if needed till the end of the year okay I've already agreed to give up STRS you had me sign a contract that said no San Jose State which was in my plan anyway so you know so we're good in that way yeah my wife and I are hoping to we have a date planned in southern Spain in March and she's watching but I'm committed to what we agreed on making it work I really appreciate what you're trying to do you may find a great candidate who wants to come on board but says to you I can't come until I'm done with my contract where I am now I'll be there June 30th that's within the realm of possibility correct I think more likely in what Eric is sharing that you're going to have some really quality people nationwide and that a natural break is at the semester which is why you set up my contract as such but the flexibility is there I'm living and breathing and appreciating the people around me and the work that you folks are doing find a great one we're with a great company here and he's learning and probably Eric has already known this is a very collaborative community if the folks that have been identified and probably others aren't involved they hear about it you'll hear about it it's just got to be but that's what will happen in the Paro Valley so Eric could could there be something like a recruitment now the candidates are vetted and then if for some reason we feel like that pool isn't quite as good or as big as we'd like we could hold and go out again in January without doing interviews or with doing interviews either one yeah I would suggest that if a candidate if the candidates are going to put their names in particularly sitting superintendents you need to interview and they need to know they're either in or out because they're not going to go for dangling between now and the end of the year so you're going to lose some candidates by doing that I don't know I don't think starting a vetting process or starting a process in this time period is rushing things um I don't think I think we can begin the recruitment process I think that's appropriate we've been talking about this for so several months now if we don't if we're looking at the candidates that you know come before us and they don't seem like they're a good fit I think then absolutely you know being mindful of okay if we don't see good fits then we look for other options and expand you know from there but I want to get this process started at the very least I don't I don't want to wait for January if we don't need to and certainly but I would have no objection like if a candidate we find you know a great candidate and they're not yet to start right away that's I have no objection to that being part of the negotiation process and I would second I mean that's not a motion but I is that a motion we're not voting this is a discussion okay yeah I feel the same way I think it's okay to start now I think there's a lot of people out there that are excellent candidates that might want a shot at being a superintendent here yeah just I'm not against starting to recruit this fall what I don't want to do is push saying we are preferring somebody to start at a certain date necessarily that's what I'd makes me uncomfortable that's the druthers do we bring the timeline that starts in the September early October or do we want to move it back what well we'll have we'll have it as an action item to you know to vote on the timeline it sounds like you have at least four people who are willing to it's like it doesn't sound like you're unwilling to consider well I yeah I just I think these guys specific process in mind so I I think Eric just said you're going to read update update this force and bring it so we can just because I know it's one boom boom boom boom boom and then there's some other consideration so I'm that sounds like a good next step to me okay what I heard earlier was a request to delay that timeline by about two weeks correct and then I wanted to make sure I've got it right that maybe two separate action items on September 13 one the timeline correct to the salary range correct okay thank you does that give you the absolutely yep gives me direction absolutely you're welcome all right now I'm going to ask you the first prompt and that is what our desire characteristics you want to see in your next superintendent and you can just popcorn them out so my thoughts with this part is that I and it's kind of coming back to some of those things I noted earlier mm-hmm right I sort of have a real struggle with putting that out there as a sitting board member and trustee before hearing what that communities input is right because to me this isn't my superintendent right this is this community superintendent and what my my views of those qualities characteristics right the strengths challenges I just feel hearing the voice of the community before it's my voice as the one they put here right to represent them that's where my thought processes without for me I would say conversely I'm completely comfortable talking about it because it's going to take the whole village to inform leadership and associates about what's important so for me what's important is somebody that does have teaching experience and understands deeply curriculum because at the end of the day achievement is achievement and opportunity that we provide our children so that they can succeed in college or career is the most important thing so for me it's like a deep understanding of curriculum secondly I like to see somebody who's a has a big heart for in compassion for this for the population that we have here and who's an excellent communicator I'd like to see somebody who is excellent at partnering with the community to bring opportunity for our children and families am I talking too fast don't go ahead and I'd like to see innovation I'd like to see somebody that's data driven and understands how to look at data and pivot if needed and I'd like to see somebody who has excellent relationships with the teachers and staff in their school districts others sure um I think I second pretty much everything Trustee DeSerpa said I'd love to have a candidate who has teaching experience and and significant teaching experience and maybe and our counseling experience but teaching experience is pretty important we obviously that's something pretty cool that we have in our interim superintendent um I'd like the idea of somebody who's been a principal too principals as uh especially we know at our high schools that's a that's a big big job and somebody who has done that before and done that well become our earn my respect and that's that's a notch that's important for me and I think it is important that somebody is bilingual absolutely and has a great people skills not just great ideas but can bring people along big districts diverse excellent board can work with us and and and bring about solutions so those are a couple of couple and also importantly like wants to really love this community and uh I know it's a tough one because you hear people well we we want to attract outside talent to come here and that's that's often framed as a compensation package kind of thing but do you actually got some love for a rural community you know um and can you see it and and do you come can you appreciate a community like the Bahá'u'lláh Valley oh this is places in California like like here and so um just kind of having that demonstrated I don't know how if they have if they can there's a way to demonstrate that commitment but just knowing that this is a place they want to be um because we got some challenges that we want to have somebody who wants to commit and hopefully do a great job with us and really tackled nothing's going to be solved easily overnight so that's and then finally I'd be remiss of not not saying they got to be an advocate for the arts they got to love the arts all right I'll leave it at that I want to say trustee Dodge he texted me he had a family emergency he's sorry he can't be here sending him his well wishes but uh that's why he's not here and I should also thank you I should also mention that trustee Soto is a lands who basically fired near his house we heard a lot of great desired qualities and characteristics tonight from all of our pvft people who are here today I know our csa would probably echo a lot of what they had said I know our parents want to be sure that they're heard I'm being a parent myself I want to make sure you know our parents rights are protected and I want to make sure that our parent you know as a parent when we're sending our children off to school that we know that they're safe but and these are just things that I'm adding on top of what I heard everyone else say of course you know to me curriculum is is important um or we know we're here to educate the children I um definitely think like trustee bolano scowl said we want someone who does have a heart for our community we're a very unique diverse community and when you're here you can't help but love it and we just really need someone who's going to embrace that and nourish it yeah that's it for right now I'll have more okay not a problem I know for me I come from you know it's like I'm a nurse you know as a and I teach you know nursing and it's one of the things I taught was you know ethics so somebody with somebody who has a strong sense of ethics and balancing just just has a strong work ethic and is able to balance those dilemmas that come up when you work in a public school system you know and is able to like deal with those kind of complexities that you deal with and and you know have a student-centered approach to balancing those dilemmas that come up I think it's really important you know I also I come from a labor background as as much as you know we wrestle with our organization sometimes it's like I am a firm believer that the advocacies our unions do is so key and so vital in ensuring workplaces and learning environments and I want to I want a superintendent who can roll with that you know and take the advocacy for what it is advocacy you know and can be okay with that you know it might get spicy sometimes and that's just how it is mm-hmm yeah and you know I think many of our trustees you know have spoken to just that they're this there is something really special about this district you know there there just is it's like you know I I chose to work in this area as a nurse and and it's just like I want somebody who sees you know as frustrating as there are things about you know like it's like the cost of living oh my gosh you know and there's all the challenges we have with environmental factors and but it's like but there is something about this area and the people who live in this area are you know in all of the different regions we have there's something special here and I want somebody who recognizes that that is so true I can tell you just from being in Campbell mm-hmm everybody knows power of now so everybody knew LA if you will so I definitely understand that that sense so Eric because I am not going to voice my thoughts on this as I said I do want to echo what Trustee Flores said and thank our five members of our community who showed up here tonight and did speak on this okay what I would like to ask you is we also have two of our colleagues who for very compelling reasons by the sounds of it could not be here this evening so perhaps like after the point you've had the community input could you wreck sort of round back you and or your colleague Bianca round back with me and also with my our two colleagues that weren't able to be here tonight due to compelling reasons and get our input for that board portion okay when you're making the trends and bringing everything together would you be fine with that I'm okay with that thank you boards okay with that we'll get perfect all righty maybe we can have that as just a public discussion item in the interest of transparency well we have to yeah I agree 100% 100% chance you've already done this but now you get to brag even more so because what the strengths of the district brings about is our chance to brag about your district the candidates who we are strongly recruiting for for this position so we want to be able to say no we know for a fact we know that these things are happening in this district along the way so what are the strengths of the district I'll I'll start with I one that was highlighted at our last meeting is our innovation in our dual language program here very proud of that proud of I'm just happy to see our language ambassadors you know at all levels I got to visit Starlight last year and and see the kinder third and fifth graders and I unfortunately had to miss our ceremony where we were giving certificates to once they reached that highest level so but I'm very excited about our dual language program and that's one of our our definitely our strengths of our district brag you guys come on I know we don't do this often I'll go we have a really strong staff in the district office right now super super committed administrators that are moving our achievement forward our staff and teachers are to me more like family I feel like we're one big family we try to recruit and retain excellence in the workforce for the first time in many many years we're reintroducing music into almost every school across the district we have a robust arts program we have excellent sporting programs at the high schools we've done an amazing job in the last seven years of partnering with community groups to provide extra opportunities for our students and families we have an excellent adult school which provides opportunities to continue their GED people's GED or high school diplomas and English as I think English as second no ink sorry to learn English classes to learn English and then a lot of adult just regulars like kind of adult ed programs for certified nursing assistant and cosmetology and what else do we have people help me Oh for for adult ed so many good ones we also have a robust CTE program career and technical education which has brought in tons and tons of money and we have wonderful pathways for students for career technical education we have a lot happening here we also have that every elementary school and after school program so parents don't have to pay for child care they their kids can stay after school in an enriching environment and safe environment so am I missing anything does anyone else want to add oh just and a lot of like particularly like our dual enrollment programs right now are phenomenal like you know as as I teach at our local community college it's like we've been having so many of our our dual enrollment students and like we've had my my nursing cohorts are getting younger and younger because they're getting these students are completing their career because it's while they're still in high school which it's been phenomenal and and they're they're coming to our program already Valley Education Foundation and we do an Innovator of the Year award annually and it just it impresses me because we it's like it is the most difficult award to decide because we go through where we look at it looks at our you know classified certificated staff at various levels and it's like I want to honor them all you know and and it's like and it's just a small fragment right and it's like you know my I've been a PBSD parent since 2003 and just the dedication of our our our our you know teachers and staff and administrators it's like I see it I see the work that they're doing and it's like wow you know so that that the dedication of the people who work here is it's impressive and you know just as somebody who my kids were in Kinder before we went to the the full day Kinder and before we had like the after school or the extended learning opportunities and it's like I'm a wee bit jealous because those programs are so robust now and it's like that is so helpful to so many of our families it would have been so great but hey that's that's why we do what we do right to make things better for the people who come after us right I think that's that says most of it I think yeah we have amazing dedication from our community and our staff our teachers that people really want to see our our get succeed sometimes we have different definitions of that but I think people really care and at all levels at all levels from the district from classified workers some of whom make too little money as we know teachers we're making slightly better money now administrators everybody really cares about this district and so that kind of passion is maybe you know that's something that that's why I said earlier this person's got a want to really love to be here because they're gonna have to they're gonna be enveloped in that passion um obviously amazing diversity of people of incomes of of and we have one of the best climates in the face of the planet I mean I mean just that's just that just goes without saying it this is and so uh yeah excellent board of trustees too I will say one last thing and that's our achievement has really improved in the last seven years we had been at the very bottom of almost the very bottom of California schools and now we're about 50 percent tile so I feel really happy and proud of that and I'd like to keep that momentum moving in the right direction what are the challenges someone's going to face coming in here you've got a there's a it's a district that's got very different demographics in very different areas you know that's got very different interests and sometimes those interests come in conflict well we have a exceptionally high cost of living as most of the California coast does nowadays from pretty much the Bay Area to San Diego probably the whole coast now and that creates and it's a budget challenge as well with with wages cost of living it impacts the entire community in many ways so that's that's a challenge and we have we have some schools in our district that are very old and so we have facilities needs that have gotten unmet because of budgetary issues we did pass a school bond about 10 years ago but it only took care of maybe half or less than half of the basic needs that needed to be met so so that's I think a challenge in terms of keeping our facility safe for our students and faculty we also have that I think we are in terms of square footage for the district the biggest district in the whole state in terms of square footage our boundaries and we have a lot of a lot of schools here right so there's a lot of driving to get out to the school sites but that would be an expectation is that this new superintendent would get out to all the school sites regularly other challenges they'd have to work with us I mean but I mean you know I mean it's like it's it's a I mean we all have different viewpoints and opinions and we come we represent our constituents and the reality is we're an elected board right you know it's like the makeup of the board could change you know at election cycles sometimes that's a strength sometimes that's a challenge and it kind of depends on the perspective of whoever's there and you know someone's experience on dealing with elected boards so it's something to think about yeah sure I think on that note I would I would say we're pretty active caring smart board that just doesn't isn't going to just lay low and just be a rubber stamp I don't think that's how we see ourselves and which is a great thing for our community because that's I think that's what we're supposed to do so but yeah having somebody who's that's why I said somebody with great people spills know collaborative bring people along it's going to be important because they just you know looking for somebody's ah just do your thing see at the next minute now that's that's not how I view this job and I don't I don't think y'all do either anything else that's challenges I'm just going to ask you again bring it back to me when we have that community input and also our two colleagues who unfortunately going to be here this evening okay yes um I know um trust you to Serpa mentioned academics as as a as a strength but I would also like to say like I know we're going to have a study session on our cast scores soon and I would like for our super future superintendent to kind of focus and try to get those up because I don't believe we were as strong as we had originally thought so yeah that might be a challenge that they you know might want to tackle I would love to see you know us do better I think declining enrollment is a challenge for most districts right now but in particular ours were down about five thousand students from our height so there's budgetary issues that go along with that any other things you want to add either in the characteristics in the strengths and or the challenges not hearing any well seeing how this is going to have to be brought back at a later date there will be time for the four that have spoken on this tonight to also have food for thought for that correct we'll bring that back as part of a item on one of our public session after we've had the community input and had time to review that broad data that you're going to provide us okay did you want to review the data before you input or do you want to input before the previous what you said review the data first from the community input because that's what I'm representing not my own self-interest right so and again to also get input from our two colleagues who couldn't be here tonight so I think we could move that forward when we've had that opportunity to review that and we could have it on an agenda and it'll get everybody a chance to ground about agenda okay thanks right but just so Eric has that to be in that timeline in time for him now any other questions points of clarification well thank you so much I appreciate it got a lot of good information we have a couple of things we need to do for your next board meeting including getting the salary range and getting an updated time line I just remembered one question you got it with the bilingual question because I know that's something that we've heard a lot and is that something that we can and you had mentioned it as like the kind of category one in North America is that something we can require because I know like another the hiring committees that I've been participating for I couldn't require that correct new law basically it has basically says you can prefer you can even strongly prefer uh-huh which you can't require okay I just want to make sure that that was the case here okay exactly thank you yeah thank you for bringing that up because that's one that oftentimes gets lost yeah and and board sometimes get don't understand why we didn't put no we want it required and you cannot say it's required you okay prefer sorry about meant to ask that earlier and I wrote it down but I forgot to ask it all right wonderful well thank you if there's no further discussion then we will adjourn our next regular meeting is scheduled for September 13th and the meeting is adjourned at 8.59


Oshun State Governor Gwega Oetola says his government will always welcome all initiatives in tandem with his administration's development agenda. Oetola says these in Ileife during the inauguration of Ife Grand Result and Industrial Park, one of the pet projects of the only of Ife, Oba Adeyei Ogusi. The governor says the initiative will go a long way to complement the administration's efforts to leverage the comparative advantage in tourism and culture, mining and agriculture, while commanding the foremost traditional ruler for his vision for human capital development. Particularly, his passion for the youth, Oetola says, the execution of the park has further justified the monarch's love for development. This polling edifice is another worthy feather in this regard. I must note that this result, no doubt, is in tandem with our administration's development agenda, which is focused on revitalizing the economy and stimulating the local economy for the maximum growth. This we are doing by leveraging on the first instance our competitive advantage in tourism and culture, mining and agriculture. Our infrastructure development plan is also clearly targeted at ensuring that we open up latent economic potentials over time by ensuring that our people are supported with the requisite social amenities for a decent living.