[1. Notice and Return]
[00:00:02]
WE HAVE A QUORUM AND THIS MEETING HAS BEEN DULY POSTED.
GOOD AFTERNOON AND WELCOME TO THE COLD BOARD MEETING OF THE DALLAS INDEPENDENT SCHOOL DISTRICT BOARD OF TRUSTEES.
PLEASE STAND AND JOIN US FOR A MOMENT OF SILENCE AND REMAIN STANDING FOR THE PLEDGE OF ALLEGIANCE AND A SALUTE TO THE TEXAS FLAG.
THE FOLLOWING TRUSTEES ARE EITHER PHYSICALLY PRESENT OR PARTICIPATING SIMULTANEOUSLY BY VIDEO CONFERENCE, A QUORUM OF THE BOARD IS PHYSICALLY PRESENT AT THIS LOCATION.
DISTRICT ONE EDWIN FLORES IS NOT WITH US YET.
DISTRICT TWO DUSTIN MARSHALL, DISTRICT THREE, DAN MICCICHE IS NOT WITH US YET.
DISTRICT FIVE, MAXINE JOHNSON IS NOT WITH US YET.
DISTRICT SIX, TRUSTEE JOYCE FOREMAN, DISTRICT SEVEN, BEN MACKEY.
DISTRICT EIGHT, JOE CARREON AND DISTRICT NINE, JUSTIN HENRY.
OUR SUPERINTENDENT OF SCHOOLS, MICHAEL HINOJOSA JOINS US AND I AM BEN MACKEY, BOARD PRESIDENT.
THIS MEETING WILL BE AVAILABLE SIMULTANEOUSLY IN SPANISH ON SOCIAL MEDIA THROUGH DALLAS ISD IN ESPANOL ON FACEBOOK AND THROUGH THE DISTRICT'S WEBSITE.
WE WILL NOW MOVE ON TO ITEM THREE PUBLIC COMMENT.
OUR AGENDA NOW CALLS FOR THE PUBLIC COMMENT SEGMENT OF THE MEETING.
HOWEVER, I WAS INFORMED THAT NO ONE SIGNED UP TO SPEAK, SO WE WILL NOW TRUSTEES, IF
[5. CLOSED SESSION - The Board will retire to closed session pursuant to Texas Government Code Section 551 concerning the following section:]
THERE ARE NO OBJECTIONS, WE WILL TAKE OUR WE'LL TAKE THE AGENDA OUT OF ORDER AND MOVE TO CLOSED SESSION AT THIS TIME.ARE THERE ANY OBJECTIONS? ALL RIGHT.
THE BOARD WILL NOW RETIRED A CLOSED SESSION.
THE PUBLIC AND STAFF ARE WELCOME TO STAY CONNECTED TO ZOOM, WHILE THE BOARD LEAVES THE MEETING TO ATTEND THE CLOSED SESSION.
THE PUBLIC PORTION OF THIS MEETING WILL RESUME AFTER CLOSED SESSION.
THE BOARD WILL RETIRED A CLOSED SESSION PURSUANT TO TEXAS GOVERNMENT CODE SECTION FIVE FIVE ONE CONCERNING ANY AND ALL PURPOSES PERMITTED BY THE ACT, INCLUDING, BUT NOT LIMITED TO, THE FOLLOWING SECTIONS FIVE FIVE ONE ZERO SEVEN FOUR TO DELIBERATE THE APPOINTMENT, EMPLOYMENT EVALUATION, REASSIGNMENT DUTIES, DISCIPLINE OR DISMISSAL OF A PUBLIC OFFICER OR EMPLOYEE, INCLUDING THE SUPERINTENDENT OF SCHOOLS.
IT WILL PROBABLY BE A 10 TO 15 MINUTE CLOSED SESSION.
ARE WE GOOD? THE TIME IS 4:21 P.M.
AND WE ARE BACK IN OPEN SESSION.
THE BOARD TOOK NO ACTION IN CLOSED SESSION.
WE'LL NOW MOVE ON TO ITEM 5A ACCEPT THE RESIGNATION OR VOLUNTARY EXIT AGREEMENT FROM THE SUPERINTENDENT OF SCHOOLS.
TRUSTEES, DO I HAVE A MOTION? MOVE TO APPROVE.
IT HAS BEEN MOVED BY TRUSTEE MARSHALL, SECONDED BY TRUSTEE FLORES.
IS THERE ANY DISCUSSION? ALL RIGHT.
THE MOTION PASSES, SIX VOTING YES AND ONE ABSTAINING.
TRUSTEES, YOU HAVE MOVED AND SECONDED TO ACCEPT THE RESIGNATION AND OR VOLUNTARY AGREEMENT FROM THE SUPERINTENDENT OF SCHOOLS.
DR. [INAUDIBLE] DID YOU WANT TO SAY ANYTHING? THANK YOU.
[A. Discussion of the Selection of a Search Firm to Assist the District in the Hiring of the Superintendent of Schools, Including Presentations by Prospective Search Firms]
WE'LL MOVE ON TO THE DISCUSSION ITEM TRUSTEES.THIS MEETING HAS BEEN CALLED TO DISCUSS THE SELECTION OF A SEARCH FIRM TO ASSIST THE DISTRICT IN HIRING A SUPERINTENDENT OF SCHOOLS, INCLUDING PRESENTATIONS BY THE PROSPECTIVE FIRMS EACH PRESENTER WILL HAVE AND WE'RE GOING TO AMEND THIS SLIGHTLY DOWN 20 MINUTES FOR A TOTAL OF BOTH THE PRESENTATION AND QUESTIONS AND ANSWER.
SO IF WE CAN ASK PEOPLE TO STAY TO 10 MINUTES, WE'LL GO FROM THERE.
WE HAVE FOUR FIRMS PRESENTING TODAY.
I CHECKED IN WITH OUR LEGAL COUNSEL AND OUR PROCUREMENT PEOPLE TO MAKE SURE THAT EVERYTHING WE WERE DOING WAS WITHIN POLICY.
SO I REACHED OUT TO FOUR OF THE LARGEST FIRMS IN TEXAS FOR THE BOARD TO CONSIDER.
THEY'LL PRESENT PRESENTATIONS AND THEN IF THE BOARD CHOOSES TO TAKE ACTION TODAY OR AT A TIME IN THE SHORT FUTURE, THAT WILL BE THE WILL OF THE BOARD.
[00:05:05]
GOOD AFTERNOON.THANK YOU, BOARD PRESIDENT MACKEY, DISTINGUISHED MEMBERS OF THE BOARD.
I'M THE PRESIDENT AND CEO OF JG CONSULTING.
JOINING ME THIS AFTERNOON ARE TWO OF OUR COLLEAGUES AND WHAT I OFTEN CONSIDER AND REFER TO AS OUR BRAIN TRUST.
AND JOKINGLY AND PUBLICLY, I'LL SAY TODAY YOU HAVE WITH US, MICHAEL JORDAN AND SCOTTIE PIPPEN.
I'M IN SOME, IN SOME CIRCLES, I'M JUST PHIL JACKSON CALLING THE PLAYS, BUT I'D LIKE TO HAVE MY COLLEAGUES INTRODUCE THEMSELVES REALLY QUICK AND THEN WE'LL GET STARTED.
HI, MY NAME IS ALTON FRAILEY, FORMER SUPERINTENDENT.
AND MY NAME IS STEVE FLORES FORMER SUPERINTENDENT AS WELL.
AND BEFORE WE BEGIN, I'D ALSO LIKE TO ACKNOWLEDGE AND THANK DR.
HINOJOSA FOR HIS LEGACY, HIS SERVICE TO PUBLIC EDUCATION OVER THE YEARS.
FOR MANY OF YOU WHO MIGHT NOT KNOW, BUT THE REASON I'M EVEN SITTING HERE IN THIS SEAT TODAY, THE GENTLEMAN SERVING AS YOUR CURRENT SUPERINTENDENT BROUGHT ME INTO THE EXECUTIVE SEARCH SPACE, SO I HAVE TO PUBLICLY ACKNOWLEDGE THAT AND THANK HIM PUBLICLY.
SO THANK YOU, DR. HINOJOSA, FOR BEING A TREMENDOUS MENTOR OF MINE.
SO WITHOUT FURTHER ADO, I'LL BEGIN.
I KNOW THAT TIME IS LIMITED, SO THANK YOU, TRUSTEES FOR YOUR SERVICE TO PUBLIC EDUCATION.
A LITTLE BIT MORE ABOUT MYSELF IN THE BACKGROUND OF THE FIRM.
I CURRENTLY RESIDE IN AUSTIN, TEXAS.
THAT'S WHERE THE FIRM IS BASED.
BUT AS BOARD PRESIDENT MACKEY STATED, WE ARE A NATIONAL SEARCH FIRM.
WE'RE THE ONLY NATIONAL FIRM THAT IS BASED IN TEXAS.
SO I CURRENTLY LIVE THERE, BUT WE DO HAVE REPRESENTATION ALL OVER THE STATE.
SO MR. FRAILEY CURRENTLY RESIDES IN THE GREATER HOUSTON AREA.
DR. FLORES WORKS OUT OF THE AUSTIN AREA AS WELL, BUT WE DO HAVE COLLEAGUES WHO LIVE AND HAVE BOOTS ON THE GROUND HERE IN THE DFW AREA, SO WE WILL BE YOUR LEAD AND PRINCIPAL CONSULTANTS DURING THE SEARCH PROCESS.
HOWEVER, WE DO HAVE FULL TIME STAFF AND IN ADDITION TO THAT, 12 OTHER RETIRED SUPERINTENDENTS SCATTERED ABOUT THE STATE OF TEXAS.
AND OUR MISSION IS VERY SIMPLE.
THERE ARE THREE WORDS THAT I LIKE TO HIGHLIGHT AND UNDERSCORE ON OUR MISSION STATEMENT THE FIRST BEING EQUITABLE.
THE SECOND INCLUSIVE AND THE THIRD TRANSPARENT.
SO THERE'S EQUITY IN TERMS OF THE PROCESS FOR NOT ONLY YOU AS TRUSTEES, BUT ALSO FOR THE CANDIDATES.
EVERYONE WILL HAVE A FAIR OPPORTUNITY TO APPLY SHOULD THEY MEET THE LEADERSHIP PROFILE, CHARACTERISTICS, TRAITS AND QUALITIES AND IN TERMS OF THE TRANSPARENCY, THE PUBLIC, THE BOARD AND EVERYONE WHO IS INVOLVED IN THE SUPERINTENDENT SEARCH PROCESS WILL HAVE AN OPPORTUNITY TO PROVIDE INPUT AS IT RELATES TO THE DEVELOPMENT OF A LEADERSHIP PROFILE REFLECTIVE OF THIS WONDERFUL COMMUNITY.
AND LAST BUT NOT LEAST INCLUSIVE.
SO IT'S BOTH INCLUSIVE FOR YOUR COMMUNITY AND FOR YOU, OF COURSE, AS A BOARD.
WHAT YOU'LL HEAR US SAY PUBLICLY IS THAT WE WORK AT THE WILL OF THE BOARD.
WE DO NOT REPRESENT THE CANDIDATES.
WE REPRESENT YOU IN DALLAS ISD.
WE DO NOT RECYCLE OR WORK WITH THE STABLE OF CANDIDATES.
AND ULTIMATELY, THE MEASURE OF SUCCESS CAN BE DETERMINED ON THE STUDENT OUTCOMES, THAT'S WHAT OUR FOCUS IS.
IT'S THE SUCCESS OF YOUR STUDENTS.
SOME OF OUR MOST RECENT PARTNERSHIPS AND SUCCESS STORIES, YOU CAN SEE HERE WITH SOME RECENT IMAGES ON THE SCREEN.
WE ARE CURRENTLY CONDUCTING THE SAN ANTONIO ISD SUPERINTENDENT SEARCH.
BUT IF YOU'RE AT ALL FAMILIAR WITH OUR WORK, WE MOST RECENTLY REPRESENTED HOUSTON ISD AND SUCCESSFULLY RECRUITING MR. MILLARD HOUSE, THE SECOND AND ALSO THE SUPERINTENDENT OF AUSTIN ISD, DR.
AND THEN SOME OF THESE OTHER IMAGES LARGE URBAN SCHOOL SYSTEMS THAT WE'VE RECENTLY REPRESENTED IN THE LAST COUPLE OF YEARS EAST BATON ROUGE PARISH SCHOOL SYSTEM, ANOTHER MEMBER OF THE COUNCIL OF GREAT CITY SCHOOLS, THE LAMAR CONSOLIDATED INDEPENDENT SCHOOL DISTRICT.
CURRENTLY, WE'RE ALSO REPRESENTING [INAUDIBLE] ISD AND REGION 19 AND ONE OTHER DISTRICT IN THE RIO GRANDE VALLEY WEST ISD.
SO YOU'LL YOU'LL SENSE THAT WE ARE VERY INTENTIONAL WITH OUR WORK.
THERE ARE APPROXIMATELY 60 SUPERINTENDENT VACANCIES ACROSS THE STATE OF TEXAS RIGHT NOW.
OUR TEAM IS VERY INTENTIONAL WITH THE NUMBER AND TYPES OF SCHOOL SYSTEMS WE SEEK TO REPRESENT.
WE WANT TO REPRESENT GOOD COMMUNITIES THAT HAVE THE SAME MISSION AND VALUES THAT WE SHARE, GOOD SCHOOL BOARDS THAT HAVE THE SAME MISSION AND VISION THAT WE SHARE.
SOME OF THE DIFFERENTIATING FACTORS, OF COURSE, I SPOKE TO THE FACT THAT WE HAVE A TREMENDOUS FACULTY IN TERMS OF OUR EXPERIENCED PRACTITIONERS.
SO AGAIN, JUST TO REITERATE MR. FRAILY AND DR. FLORES WILL SERVE AS PRINCIPAL LEAD CONSULTANTS.
[00:10:01]
WE DO HAVE ABOUT A DOZEN OTHER RETIRED ADMINISTRATORS, RETIRED SUPERINTENDENTS AND EVEN FORMER BOARD MEMBERS WHO REPRESENT THE FIRM.SO WE'LL BE ABLE TO BENEFIT FROM THE THE EXTREME BRAIN TRUST IN THE PRACTICE THAT WE'VE HAD OVER THE YEARS.
THE OTHER COMPONENT THAT I'M GOING TO SHOW YOU HERE MOMENTARILY IS THE ON DEMAND INTERVIEW PORTAL.
AND ESSENTIALLY WHAT THAT IS, IT PROVIDES YOU WITH AN OPPORTUNITY TO VET AND TO SCREEN THE CANDIDATES WHEN WE PRESENT THE CANDIDATES TO YOU IN CLOSED SESSION.
SO RATHER THAN JUST HAVING THE ARTIFACTS IN FRONT OF YOU OF A LETTER INTEREST OR A RESUME, ACADEMIC CREDENTIALS REFERENCES, YOU'RE ALSO GOING TO HAVE THE BENEFIT OF GETTING TO KNOW THESE CANDIDATES BEFORE WE BRING THEM IN PERSON FOR AN INTERVIEW.
SO THESE VIDEOS GIVE YOU A GOOD SENSE OF WHO THEY ARE AS INDIVIDUALS, THEIR DEMEANOR, THE TYPE OF EXPERIENCE AND SKILLSET THEY HAVE.
THE OTHER THING THAT WE'VE JUST INTRODUCED HERE RECENTLY WITH SOME OF OUR CURRENT CLIENTS IS WHAT IS REFERRED TO AS THE [INAUDIBLE] ASSESSMENT.
SO THE [INAUDIBLE] ASSESSMENT TESTS ON THREE SEPARATE COMPONENTS ONE COGNITIVE ABILITY ALIGNED TO THE LEADERSHIP PROFILE THAT WE WILL DEVELOP.
IT ALSO TESTS ON THE MOTIVATION OF THAT PARTICULAR INDIVIDUAL.
AND THEN LAST BUT NOT LEAST, THE PERSONALITY OF THAT INDIVIDUAL.
AND SO WHAT THIS ASSESSMENT DOES, IT ALIGNS TO THE LEADERSHIP PROFILE TO GIVE YOU A GREATER SENSE OF WHO MEETS THAT LEADERSHIP PROFILE THAT WE'VE DEVELOPED AS A BOARD AND AS A COMMUNITY.
AND THEN LAST BUT NOT LEAST, WE GUARANTEE SUCCESS, WHICH MEANS THAT WE HAVE A TWO YEAR COMMITMENT SHOULD THE SUPERINTENDENT SERVE IN HIS OR HER CAPACITY FOR LESS THAN TWO YEARS.
WE WILL CONDUCT A SEARCH AGAIN IN ITS ENTIRETY AT NO COST TO DALLAS ISD.
SO THIS IS JUST A BRIEF SCREENSHOT, A LITTLE SNAPSHOT OF WHAT THAT ON DEMAND INTERVIEW PORTAL LOOKS LIKE.
SO THE GENTLEMAN YOU SEE BEFORE YOU AS MR. MILLARD HOUSE, THE SECOND.
HE'S CURRENTLY SERVING AS SUPERINTENDENT OF HOUSTON ISD.
THOSE FOUR QUESTIONS THAT YOU SEE ON THE LEFT HAND SIDE OF THE SCREEN.
THOSE ARE THE FOUR QUESTIONS THAT WERE ASKED OF EACH CANDIDATE WHO APPLIED FOR THE HOUSTON ISD SUPERINTENDENT POSITION.
SO WHEN WE PRESENTED THE CANDIDATES TO THE BOARD OF TRUSTEES IN CLOSED SESSION, EACH TRUSTEE HAD AN IPAD WHERE THEY COULD SEE ALL OF THE APPLICATION MATERIALS IN A DIGITIZED FORMAT.
IN ADDITION TO THAT, IN WHOLE GROUP, WE WOULD SHOW THESE VIDEOS.
EACH VIDEO IN DURATION IS ABOUT 10 MINUTES IN LENGTH.
THE THREE OF US WERE ACTUALLY THE SAME THREE INDIVIDUALS WHO REPRESENTED HOUSTON ISD.
WE ANSWERED EVERY QUESTION THAT TRUSTEE HAD ABOUT THE CANDIDATE, INCLUDING SHARING THE BACKGROUND INFORMATION THAT WAS ASCERTAINED BY THE FIRM AND THROUGH OUR THIRD PARTY PARTNER.
THIS IS A BRIEF SCREENSHOT OF THE ONE SCORE, THE WONDERLIC ASSESSMENT.
I MENTIONED A MOMENT AGO THAT IT TESTS ON THOSE THREE AREAS YOU CAN SEE IN THE TOP RIGHT CORNER COGNITIVE ABILITY, MOTIVATION AND PERSONALITY, MUCH LIKE A STOPLIGHT.
GREEN IS GOOD, YELLOW IS CAUTIONARY, AND THEN RED IS SOMETHING TO CONSIDER BECAUSE THAT'S TYPICALLY A LOWER SCORE.
SO THIS IS JUST TO GIVE YOU A SENSE OF WHAT THAT LOOKS LIKE, AND IT GOES INTO MUCH MORE GRANULAR DETAIL.
BUT I KNOW WE'RE LIMITED ON TIME, SO WE'RE NOT GOING TO TAKE A DEEP DOVE INTO THAT.
IN OUR RECRUITMENT WILL ALSO BE AT THE WILL OF THE BOARD, SO WE HAVE NATIONAL REPRESENTATION, BUT WE CAN CAST OUR NET IN A VERY WIDE MANNER.
SO WHETHER THAT'S WORKING WITH OUR AFFILIATES ON THE EAST COAST, BOTH HERE LOCALLY AND REGIONALLY ACROSS THE STATE OF TEXAS OR EVEN THE WEST COAST.
BUT IF IT'S ALSO THE WILL OF THE BOARD TO ENTERTAIN THE IDEA OF WORKING IN THE NONTRADITIONAL SPACES, WE CAN CERTAINLY DO SO.
I WILL SHARE WITH YOU IN THE LAST SIX AND A HALF YEARS OF ALL OF THE SUPERINTENDENTS THAT WE'VE SUCCESSFULLY RECRUITED, ALL BUT ONE HAS BEEN A SEASONED PRACTITIONER, MUCH LIKE DR.
STARTED AT SCHOOL TEACHERS ASCENDED TO THE PRINCIPALSHIP, BECAME ASSISTANT SUPERINTENDENTS, DEPUTIES AND THEN EVENTUALLY SUPERINTENDENTS.
BUT AGAIN, IF IT'S THE WILL OF THE BOARD FOR US TO CAST EVEN A WIDER NET, WE CAN CERTAINLY DO SO.
THE ASSOCIATIONS THAT I ALLUDED TO A MOMENT AGO THAT WE WORK WITH CLOSELY AMERICAN ASSOCIATION OF SCHOOL ADMINISTRATORS, OF COURSE, ASSOCIATION OF LATINO ADMINISTRATORS AND SUPERINTENDENTS, COUNCIL OF GREAT CITY SCHOOLS, CUBE, MASBA AND ALL THEIR STATE AFFILIATES.
SO YOU MAY SEE US AT CONFERENCES HERE IN THE NEAR FUTURE.
IT'S A PRIME TIME TO RECRUIT BECAUSE THERE ARE SEVERAL CONFERENCES COMING UP.
AS YOU ALL KNOW, THE [INAUDIBLE] MID-WINTER CONFERENCE, OUR STATE CONFERENCE BEGINS ON MONDAY.
OUR FIRM IS ACTUALLY HOSTING AN EVENT MONDAY NIGHT WHERE WE HAVE AN OPPORTUNITY TO RECRUIT AND SPEAK WITH CANDIDATES WHO HAVE AN INTEREST IN THIS POSITION.
ALSO, [INAUDIBLE] IS COMING UP, SO WE'RE ALL PLANNING TO ATTEND THAT AS WELL.
[00:15:01]
AND ACTUALLY, ON MONDAY, I'M SPEAKING AT THE [INAUDIBLE] OF MIDWINTER CONFERENCE ON A SUPERINTENDENT SEARCH FOR A PANEL.THE TIMELINE THAT YOU SEE BEFORE YOU IS SIMPLY A ROUGH SKETCH, SO BY NO MEANS ARE WE MARRIED TO THIS TIMELINE.
IT'S PURELY SUBJECTIVE IN TERMS OF WHAT WE TYPICALLY DO IN TERMS OF OUR LENGTH OF TIME THAT IT TAKES.
THE PLANNING DISCUSSIONS WOULD BE INDIVIDUAL TRUSTEE MEETINGS WHERE WE DETERMINE WHAT YOU'RE SEEKING IN TERMS OF THOSE CHARACTERISTICS, TRAITS, AND QUALITIES IN YOUR NEXT SUPERINTENDENT.
FROM THERE, WE WILL DETERMINE THE STAKEHOLDER GROUPS THAT YOU WISH FOR US TO ENGAGE WITH, BOTH INTERNALLY AND EXTERNALLY STAFF, STUDENTS, FAITH BASED ORGANIZATIONS, OTHER ELECTED OFFICIALS AROUND THE COMMUNITY.
A LOT OF THAT WORK WILL TAKE PLACE IN THE FIRST MONTH OR SO.
SO WHEN I SAY BOOTS ON THE GROUND, THE THREE OF US, INCLUDING OUR FULL TIME STAFF, WILL BE HIGHLY ENGAGED IN THE COMMUNITY AND THEN THE RECRUITMENT WILL BEGIN.
THEORETICALLY, THAT COULD BEGIN AS EARLY AS NEXT MONTH THROUGH MARCH.
SCREENING AND VETTING WILL ALSO CONTINUE THROUGH MARCH.
AND THEN AGAIN, A HYPOTHETICAL APPLICATION CAN CLOSE IN APRIL.
CANDIDATE REVIEWS BY THE BOARD OF TRUSTEES WITH J.G.
CONSULTING WILL TAKE PLACE MID-APRIL AND THEN LATE APRIL, YOU CAN CONDUCT INTERVIEWS WITH THE INTENTION TO NAME YOUR LONE FINALIST IN MAY, AND THIS IS BY DESIGN WITH THE END OF THE SCHOOL YEAR.
THIS GIVES AMPLE OPPORTUNITY FOR HE OR SHE, THE INCOMING SUPERINTENDENT, TO WORK WITH ALL OF YOU AS TRUSTEES, WORK WITH THE STAFF, THE STUDENTS AND THE COMMUNITY BEGIN MEETING EVERYONE.
IF THEY HAPPEN TO BE AN OUTSIDER, THEN YOU HAVE THE SUMMER MONTHS TO CONTINUE THAT TRANSITION, TO CONTINUE TO GET ACCLIMATED, EXCUSE ME TO THE COMMUNITY AND REALLY HIT THE GROUND RUNNING HARD NEXT CALENDAR SCHOOL YEAR.
AND HERE IN A MOMENT, IF YOU'LL INDULGE ME, I'M GOING TO SHOW A QUICK VIDEO, WE RECENTLY CONDUCTED A SERIES OF TESTIMONIAL VIDEOS, BUT BEFORE I DO.
HERE ARE TWO RECENT REFERENCES OF OUR COLLEAGUES, SO JUST WANTED TO SHARE THAT WITH YOU.
YOU SHOULD HAVE COPIES OF THIS TO REFER TO LATER.
THEY PUT YOU IN A POSITION TO COMPETE AT VERY HIGH LEVELS.
AND I'VE BEEN A SUPERINTENDENT NOW GOING ON MY SIXTH YEAR, AND I STILL HAVE A VERY STRONG RELATIONSHIP WITH THE FIRM.
SO IT'S A LONG TERM FAMILY TYPE ENVIRONMENT WITH JG CONSULTING.
A GONZALEZ AND I'M SUPERINTENDENT OF SCHOOLS FOR [INAUDIBLE] ISD.
WE'RE A HIGH PERFORMING SCHOOL DISTRICT.
WE HAVE APPROXIMATELY TWENTY ONE THOUSAND STUDENTS IN OUR DISTRICT.
TWO TIME A-RATED, WE ARE IN THE POST-SECONDARY READINESS DISTINCTION, AND WE ALSO EARN THE FINANCIAL INTEGRITY RATING SYSTEM OF TEXAS.
WE HAVE MULTIPLE BLUE RIBBON SCHOOLS, SO VERY PROUD OF THE COMMUNITY AND THE STAFF, AND WE'RE EXCITED ABOUT THE FUTURE IN MCALLEN.
IF YOU LOOK AT THE NUMBER OF SUPERINTENDENT POSITIONS THAT ARE AVAILABLE IN THE GREAT STATE OF TEXAS OR ACROSS THE NATION, THEY'RE EXTREMELY LIMITED.
SO YOU'RE GETTING INTO A VERY, VERY HIGHLY COMPETITIVE ENVIRONMENT.
SO MY EXPERIENCE IN WORKING WITH THE FIRM WAS ONE IN WHICH I FELT LIKE I WAS IMPORTANT AND I FELT LIKE I CAN ASK ANY QUESTION THAT I WANTED TO AND ALL MY MY QUESTIONS WERE IMPORTANT TO THEM.
AND WHEN I WENT INTO THE PROCESS, I KNEW THAT IT WAS GOING TO BE A PROCESS THAT WAS WELL THOUGHT OUT.
IF YOU LOOK AT THE INDIVIDUALS THAT WORK FOR JG, THERE'S A LOT OF PRACTITIONERS, SO THEY TRULY UNDERSTAND THE INTRICACIES OF THE EDUCATION PROCESS BECAUSE THEY'VE BEEN IN THE GAME.
SO THAT MAKES IT ONE IN WHICH WHEN YOU'RE AN EDUCATOR AND YOU'RE APPLYING FOR A SUPERINTENDENCY, YOU WANT TO WORK FOR A DISTRICT THAT YOU FIT WITH IN THIS FIRM IS GOING TO MAKE SURE THAT THEY'RE GOING TO PUT YOU IN A POSITION TO GET YOU THERE.
THANK YOU FOR INDULGING ME THERE FOR A MOMENT.
ALL RIGHT, AND I'LL WRAP UP WITH THIS.
SO AS YOU CAN SEE, WE UTILIZE A LOT OF TECHNOLOGY TO MAXIMIZE EFFICIENCY.
SO PREZI IS A WEB BASED PLATFORM.
WE ALSO UTILIZE ALL OF OUR MEDIA PLATFORMS TO HELP WITH NETWORKING.
SO WHEN BOARD PRESIDENT MACKEY REACHED OUT TO US TO INVITE US TO SUBMIT A PROPOSAL FOR YOUR CONSIDERATION TODAY, I WANTED TO THANK YOU PUBLICLY AND ALSO DEMONSTRATE THE TYPE OF REACH THAT WE HAVE.
THIS IS MY OWN PROFESSIONAL LINKEDIN PROFILE, SO YOU CAN SEE WHERE MY CURSOR IS JUST IN A MATTER OF ONE WEEK, OVER TWO THOUSAND VIEWS AND SIXTY ONE PLUS LIKES TO THIS.
AND THIS ALSO CONVEYS TO YOU THE TYPES OF CANDIDATES THAT ARE OUT THERE PAYING ATTENTION TO THE OPENING OF THIS SUPERINTENDENCY.
MANY OF THE FACES THAT YOU SEE THERE ARE EITHER SITTING SUPERINTENDENTS OR ASPIRING SUPERINTENDENTS WHO WOULD LIKE TO SERVE IN THIS ROLE.
SO IT DEMONSTRATES THE LEGACY, THE TRACK RECORD OF SUCCESS THAT YOU'VE ESTABLISHED AS A DISTRICT, AS A COMMUNITY AND THE BIG SHOES THAT THE INDIVIDUAL WILL HAVE TO FILL FOLLOWING IN DR.
HINOJOSA FOOTSTEPS, BUT JUST WANTED TO CLOSE WITH THAT.
AND I THINK, MORE IMPORTANTLY, WANT TO OPEN THE FLOOR TO QUESTIONS.
[00:20:02]
I THINK THAT'S ULTIMATELY THE MOST IMPORTANT PART OF THIS INTERVIEW.ALL TRUSTEES WILL OPEN THE FLOOR TO QUESTIONS.
I'VE GOT ONE WHILE WE WAIT AND SEE IF ANYONE ELSE HAS THEM.
CAN YOU TALK A LITTLE BIT ABOUT IN YOUR PLANNING DISCUSSIONS? WHAT DOES THAT LOOK LIKE IN TERMS OF ENGAGEMENT AROUND BUILDING A PROFILE, COMMUNITY MEETINGS, ANYTHING LIKE THAT? LIKE WHAT ARE SOME OF THE THINGS THAT YOU ALL REALLY DO AND THAT TO BE ABLE TO UNDERSTAND HERE IS THE TYPE OF PERSON WE'RE LOOKING FOR? THANK YOU, BOARD PRESIDENT MACKEY.
AND I'LL START FIRST, AND THEN I'LL ALLOW MY COLLEAGUES TO CHIME IN.
SO THE FIRST DISCUSSION WILL BE INDIVIDUAL MEETINGS WITH EACH OF YOU, AND WE HAVE A SERIES OF 10 QUESTIONS.
AND ONE OF THOSE 10 QUESTIONS CONSISTS OF WHO IN THE COMMUNITY, BOTH INTERNALLY AND EXTERNALLY WOULD YOU LIKE FOR THE FIRM TO MEET WITH TO UNDERSTAND WHAT THEY'RE LOOKING FOR, TO INCORPORATE THEIR VOICES INTO THAT LEADERSHIP PROFILE, INCLUDING STUDENT GROUPS? IF YOU HAVE STUDENT GROUPS THAT HAVE STRONG VOICES AND THEY MAY PARTICIPATE IN A SUPERINTENDENT ROUNDTABLE, FOR EXAMPLE, AND IF THAT'S A HISTORICAL PRACTICE, THOSE ARE THE TYPES OF GROUPS THAT WE'D LIKE TO LEARN FROM OTHER ELECTED OFFICIALS THAT I, YOU KNOW, I MENTIONED EARLIER FAITH BASED GROUPS, ASSOCIATIONS, ANY UNION REPRESENTATION.
TYPICALLY, THE FIRST THREE TO FOUR WEEKS OF THE EXECUTIVE SEARCH PROCESS INCLUDES OUR TEAM ENGAGING WITH THE COMMUNITY, THE STAFF, THE EXECUTIVE CABINET, OTHER CERTIFIED OR EVEN CLASSIFIED STAFF WHO MAY HAVE AN INTEREST IN SHARING THEIR INPUT AND FEEDBACK IN SAN ANTONIO ISD TODAY, IN FACT, WE'RE CONDUCTING TOWN HALL MEETINGS TODAY WHERE TWO OF OUR COLLEAGUES ARE AT A HIGH SCHOOL CAMPUS, ENGAGING IN A HYBRID DISCUSSION BOTH VIRTUALLY AND IN PERSON.
SO THEY HAVE THEIR COMMUNICATIONS DEPARTMENT.
THEY'RE PROVIDING A LIVE STREAM TO THEIR YOUTUBE CHANNEL AND ALSO TWO OF US FACILITATING AN IN-PERSON DIALOGUE, ASKING A SERIES OF QUESTIONS IN ALL IN THE SPIRIT OF DEVELOPING THAT LEADERSHIP PROFILE SO WE CAN INCORPORATE SOME OF OUR BEST PRACTICES.
BUT AS I OFTEN SAY, AND WHAT YOU'LL HEAR US SAY IS WE WORK AT THE WILL OF THE BOARD.
SO WHOEVER YOU FEEL IS MOST APPROPRIATE FOR US TO MEET WITH THE VARIOUS GROUPS.
THE SECOND COMPONENT IS WE HAVE AN ONLINE SURVEY TOOL THAT WE SUBSCRIBE TO.
IT'S A PAID SERVICE AND WE CAN CONDUCT SURVEYS IN MULTIPLE LANGUAGES IN SAN ANTONIO AGAIN, JUST BECAUSE THEIR CURRENT REFERENCE, WE'RE CONDUCTING SURVEYS BOTH IN ENGLISH AND IN SPANISH.
AND IN A MATTER OF WEEK, WE'VE GARNERED MORE THAN A THOUSAND SURVEY RESPONSES UTILIZING OUR SURVEY TOOL, AND WE'LL CREATE A SUPERINTENDENT SEARCH PAGE THAT ALSO SERVES AS A FREQUENTLY ASKED QUESTION KIND OF LANDING SPOT.
SO IF PEOPLE WANT TO STAY ENGAGED AND WANT TO FEEL A PART OF THE PROCESS, THAT TRANSPARENCY IS PARAMOUNT BECAUSE ANYONE AT ANY TIME CAN GO TO THAT PAGE AND SEE WHERE WE ARE IN THE EXECUTIVE SEARCH PROCESS.
SO, SO TALK TO US ABOUT [INAUDIBLE].
TALK TO US ABOUT THE PROCESS THAT YOU GO THROUGH TO CREATE THE PROFILE.
I MEAN, I ASSUME YOU KNOW, YOU MEET WITH US, BUT THEN YOU DO THE TELL ME A LITTLE BIT MORE FLESH THAT OUT FOR ME A LITTLE BIT MORE.
THANK YOU FOR THAT QUESTION, SIR.
SO AFTER WE CREATE THE LEADERSHIP PROFILE DRAFT, WE WILL PRESENT THAT PUBLICLY.
IN ADDITION TO THAT, THE SUPPLEMENTAL COMPONENT TO THE LEADERSHIP PROFILE DRAFT, WHICH WE'LL ASK FOR YOUR BLESSING TO APPROVE.
WE'LL PROVIDE YOU WITH THE SUMMARY REPORT OF ALL THE SYNTHESIZED FEEDBACK THAT WE'VE RECEIVED FROM THE VARIOUS STAKEHOLDER MEETINGS.
SO FOR EXAMPLE, AGAIN, I'LL REFERENCE WHERE WE ARE IN SAN ANTONIO.
ONCE WE CONCLUDE THE STAKEHOLDER MEETINGS AT AN OPEN BOARD MEETING, WE WILL DISCLOSE AND SHARE PUBLICLY THE SUMMARY REPORT FROM ALL THE FEEDBACK SO THAT THAT WAY EVERYONE WHO'S BEEN A PART OF THE PROCESS CAN SEE THAT THEIR VOICES WERE HEARD.
WE'RE ACTUALLY USING THEIR WORDS IN THE LEADERSHIP PROFILE AND TO A COMPANY THAT WILL BE THE LEADERSHIP PROFILE DRAFT.
AND WE'LL ASK EACH OF YOU TO PROVIDE US WITH INPUT AND FEEDBACK.
SO IF WE'RE MISSING ANYTHING THAT SHOULD BE INCLUDED IN THAT PROFILE, WE CAN QUICKLY REVISE IT TOGETHER AS A TEAM AND THEN HAVE THAT UPDATED IN REAL TIME WITHIN 24 HOURS, AND THAT WILL SERVE AS THE APPLICATION, THE NORTH STAR, AS I LIKE TO SAY OF THE LEADERSHIP PROFILE PACKET AND APPLICATION PACKET.
SO I DID A [INAUDIBLE] I WAS INVOLVED IN A SEARCH RECENTLY FOR A NONPROFIT THAT I'M ON THE BOARD OF, AND WE USED AND I FOUND IT REALLY FASCINATING.
I MEAN, YOU HAVE YOUR LITTLE WHAT YOU GUYS CALLED IT.
YOU KNOW THIS WONDERLIC ASSESSMENT, BUT THEY USED AN INDUSTRIAL PSYCHOLOGIST AND THE INDUSTRIAL PSYCHOLOGIST AND INTERVIEWED THAT WE WERE DOWN TO THREE CANDIDATES AT
[00:25:01]
THAT POINT.AND IT WAS A REALLY INTERESTING PROCESS AND VERY ENLIGHTENING ABOUT KIND OF THE INDIVIDUAL.
YOU KNOW, THEIR STRENGTHS, THEIR WEAKNESSES.
I MEAN, IT WAS A LOT MORE MENTIONED THIS WONDERLIC ASSESSMENT.
IS THIS SOMETHING THAT YOU GUYS HIRE OUT OR TELL ME MORE ABOUT THIS? YES, SIR.
IT'S A SUBSCRIPTION THAT WE INCUR THE COST.
AND IF YOU'RE FAMILIAR WITH THE WONDERLIC TEST AT SOME POINT IN TIME, I BELIEVE THE NFL WAS USING IT FOR THOSE INCOMING ROOKIES.
THERE WAS A PART OF THE NFL COMBINE.
THIS IS A DIFFERENT VERSION OF THAT.
THEY HAVE DIFFERENT ITERATIONS OF THE ASSESSMENT BECAUSE THIS TESTS ON THREE DIFFERENT AREAS, THE COGNITIVE ABILITY AS IT RELATES TO THE LEADERSHIP PROFILE, THEIR PERSONALITY AND THEIR MOTIVATION.
AND SO WE USE IT AS A VETTING AND A SCREENING TOOL.
IT'S NOT THE END ALL, BE ALL FOR US.
IT'S JUST FOR US TO BETTER UNDERSTAND WHAT TYPES OF QUALITIES THE CANDIDATES HAVE.
I THINK THIS DAY AND AGE, IT'S NOT ENOUGH TO LOOK AT AN ARTIFACT SUCH AS A RESUME AND REALLY SEPARATE THE TEA LEAVES, RIGHT? SO IN ADDITION TO US BEING ABLE TO DIFFERENTIATE OURSELVES IN THE MARKET, WE WERE THE FIRST TO GO TO MARKET WITH THE ON DEMAND INTERVIEW, THE ONLINE INTERVIEW.
AND NOW WITH THE PANDEMIC AND COVID, OUR COLLEAGUES IN THIS IN THIS SPACE ARE STARTING TO INCORPORATE SOME OF THOSE SAME PRACTICES.
SO AS WE EVOLVE AND GROW, WE'RE LOOKING TO ALWAYS ADVANCE OUR PRACTICE AND THEN PROVIDE YOU WITH MORE TOOLS AS YOU'RE VETTING BECAUSE WE'LL BRING THE CANDIDATES TO YOU.
AND WHEN WE PRESENT, YOU'LL HAVE ALL OF THIS INFORMATION READILY AVAILABLE TO YOU.
SO LET ME ASK YOU SORT OF LET ME PULL ON THIS A LITTLE BIT MORE SO ON THIS WONDERLIC ASSESSMENT.
I MEAN, IS THIS LIKE SOMETHING THEY GO ONLINE AND THEY DO SOME LITTLE DOODAD AND THEY FILL OUT AND ANSWER QUESTIONS AND IT GENERATES A REPORT AND THAT'S IT.
GENERALLY, IT TAKES FORTY FIVE MINUTES, IS WHAT WE ASK THE CANDIDATES TO A LOT FOR THEIR COMPLETION.
AND I'VE TAKEN IT MYSELF, AND WE ACTUALLY USE IT INTERNALLY FOR OUR FULL TIME STAFF.
SO IF I'M HIRING A CHIEF OF STAFF OR A CHIEF OPERATING OFFICER, WE USE THIS JUST AGAIN AS A RESOURCE, BUT IT'S NOT INTENDED TO REPLACE ANY OTHER SCREENING OR VETTING.
IT'S JUST A SUPPLEMENTAL COMPONENT TO OUR SCREENING AND VETTING.
WE CERTAINLY DON'T INTEND FOR THIS TO BE A WEAPONIZED TOOL TO KEEP ANYONE FROM ADVANCING THROUGH THE PROCESS.
BUT SHOULD WE FEEL LIKE SOMEBODY IS WHAT WE CALL ON THE FRINGE OR THE BUBBLE OF A TOP TIER CANDIDATE? THERE ARE CERTAIN THINGS THAT CAN DIFFERENTIATE ONE CANDIDATE FROM THE OTHER, AND WE'LL CALL ATTENTION TO IT.
SO WHEN WE PRESENT THE CANDIDATES, WE'LL HAVE AN OPPORTUNITY TO SEE WHERE SOMEONE IS FALLING SHORT ON THIS ASSESSMENT.
BUT WE ALSO RECOGNIZE TO SOME PEOPLE, HAVE OFF DAYS.
SO IF YOU ARE RESPONDING TO THIS ASSESSMENT, PERHAPS YOU'RE JUST YOU'RE NOT FEELING WELL, YOU MIGHT BE RUSHED.
YOU KNOW, WE TAKE ALL OF THOSE THINGS INTO CONSIDERATION, TOO.
YEAH, I MEAN, SO THE PROCESS THAT WE WENT THROUGH, IT WAS AN EIGHT HOUR INTERVIEW WITH THE INDUSTRIAL PSYCHOLOGIST.
I MEAN, IT WAS A VERY EIGHT HOURS A LONG TIME.
AND THEN THE BOARD OF THE ORGANIZATION THAT I'M ON WAS THEN ABLE TO TALK TO THE INDUSTRIAL PSYCHOLOGIST ABOUT EACH CANDIDATE.
WE GOT LIKE FORTY FIVE MINUTES TO GO THROUGH, LIKE EACH OF THE CANDIDATES TO GET THEIR FEEDBACK.
AND BECAUSE IT WAS SO IT WAS VERY INTERACTIVE.
AND I FOUND IT TO BE NOT ONLY FASCINATING AS A SCIENTIST MYSELF, BUT ALSO REALLY HOW YOU REALLY GOT TO KNOW THE PERSON.
I MEAN, I'VE BEEN THROUGH THIS SEARCH PROCESS BEFORE FOR A SUPERINTENDENT IN THE DALLAS INDEPENDENT SCHOOL DISTRICT.
AND I FELT AT THE END OF THE PROCESS, YOU KNOW, WE HIRED A SEARCH FIRM.
THEY WERE REALLY GOOD SEARCH FOR.
THEY FOUND SOME GREAT CANDIDATES.
BUT AT THE END OF THE DAY, EVEN WHEN I WENT TO GO VISIT THE THE SUPERINTENDENT AND HIS, YOU KNOW, NATIVE [INAUDIBLE], YOU REALLY SPENT SUCH A SHORT AMOUNT OF TIME WITH THEM.
AND YOU'RE MAKING THIS DECISION BASED ON TWO MEETINGS WITH THEM.
YOU KNOW, THEY COME IN THE FIRST ROUND AND THEN YOU GO VISIT THEIR MAYBE THEIR SECOND ROUND.
AND IT IS I MEAN, YOU'RE MAKING A VERY, VERY LARGE DECISION BASED ON A REALLY VERY FINITE SMALL AMOUNT OF INFORMATION, YOU KNOW, AND THAT'S WHY I ASKED ABOUT THIS, YOU KNOW, FORTY FIVE MINUTE ASSESSMENT SEEMS, YOU KNOW, I'M SURE IT'S VERY SCIENTIFIC AND THESE PEOPLE ARE AWESOME.
I JUST FOUND THIS OTHER PROCESS WAS JUST REALLY JUST FASCINATING.
THIS, TO ME, SEEMS LIKE SOFT SCIENCE, BUT IT WAS REALLY COOL.
IT'S A VERY METHODICAL, VERY THOUGHTFUL PROCESS.
I MEAN, I DON'T KNOW IF THAT'S SOMETHING WE COULD ADD ON TO OUR PROCESS TO ALSO GET THAT KIND OF ASSESSMENT.
IT WAS SOMETHING I WOULD RECOMMEND IF WE'RE INTERESTED ONCE WE KIND OF GET [INAUDIBLE] IT DOWN TO LIKE A SMALL NUMBER BECAUSE IT REALLY GOT TO TELL YOU A LOT.
AND IT WASN'T, YOU KNOW, THESE WERE ALREADY THE THREE FINALISTS AND THERE WERE THREE AWESOME FINALISTS THEY.
JUST IT WAS JUST ABOUT THEIR STRENGTHS AND WEAKNESSES AS PEOPLE AND INTERACTIONS AND
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THEIR ABILITY TO LEAD ORGANIZATION.SO THAT'S WHY I ASKED THEM ALL ABOUT THIS ASSESSMENT.
HOW MUCH TIME DO I HAVE? I'LL STOP NOW.
THANK YOU, REALLY APPRECIATE APPRECIATE YOUR PRESENTATION.
TRUSTEE MARSHALL, THANK YOU FOR JOINING US AND FOR SHARING A LITTLE BIT ABOUT YOUR FIRM AND YOUR APPROACH.
I JUST HAVE TWO QUICK QUESTIONS.
ONE, GIVEN THE COMPLEXITY OF THIS DISTRICT AND THE SIZE, I WOULD EXPECT THAT ANY CANDIDATE THAT WE'D SERIOUSLY CONSIDER WOULD HAVE HAD PREVIOUS SUPERINTENDENT EXPERIENCE ELSEWHERE, WHICH MEANS THAT THEY HAVE A PUBLIC RECORD IN THAT OFFICE OF WHICH TYPES OF POLICIES AND PROGRAMS THEY HAVE SUPPORTED AND PUSHED THROUGH.
I'M WONDERING IF YOU GUYS, AS PART OF WHATEVER FOLDER YOU PREPARE OR WHATEVER KIND OF INFORMATION YOU'RE GIVING US ON EACH CANDIDATE, PROVIDE A HISTORICAL ASSESSMENT OF THE POLICIES AND PROGRAMS THAT THEY'VE SUPPORTED AND OPPOSED SO THAT WE CAN JUDGE THEIR PHILOSOPHICAL AND SORT OF VALUE ALIGNMENT WITH OURS.
I REFERENCED EARLIER HOUSTON ISD.
WE SPENT CONSIDERABLE AMOUNT OF TIME WITH THEIR TRUSTEES AND BOARD COUNCIL, AND I BELIEVE YOUR GENERAL COUNCIL IS THE SAME AS HOUSTON'S WHERE WE PROVIDED SO MUCH QUANTITATIVE DATA AND DIFFERENT ARTIFACTS FOR THEM TO GLEAN THROUGH AS THEY WERE CONSIDERING THEIR CANDIDATES BOTH IN ROUND ONE AND ROUND TWO.
I THINK BOTH OF THOSE EXECUTIVE SESSION MEETINGS PROBABLY ENCOMPASS PER DAY, SIX HOURS OR MORE, BUT WE WERE ABLE TO PROVIDE THAT LEVEL OF DETAIL AND AS MUCH SPECIFICITY AS THEY WANTED.
SO IF WE HAVE A CLEAR DIRECTION ON WHAT YOU'RE SEEKING, THE TYPE OF INFORMATION YOU WANT, WE'LL CERTAINLY GATHER THAT WE HAVE OUR BEST PRACTICES AND INFORMATION WE WILL PROVIDE REGARDLESS.
BUT IF THERE'S ADDITIONAL THINGS THAT YOU THINK ARE SOMEWHAT NOT TO USE A CLICHE, BUT OUT OF THE BOX THAT YOU'RE LOOKING FOR, WE CAN PROVIDE THAT.
ONE THING I HAVE IN MIND, WHICH I THINK WOULD BE PARTICULARLY USEFUL AND PARTICULARLY DIFFICULT FOR US TO GATHER OURSELVES BECAUSE IT WOULD BE TIME CONSUMING, IS VIDEO CLIPS OF THE SUPERINTENDENT IN A PREVIOUS ROLE HANDLING, YOU KNOW, HOT, CONTROVERSIAL TOPICS AND PROGRAMS OR POLICIES THAT, YOU KNOW, GOT A LOT OF FEEDBACK AND PUSHBACK.
AND, YOU KNOW, LITERALLY EVEN HAVING KIND OF A CLIFF NOTES BULLET POINTS OF WHAT HAPPENED, BUT ALSO MAYBE EVEN SPLICING SOME VIDEO TOGETHER OF, YOU KNOW, KEY MOMENTS IN THEIR PREVIOUS SERVICE.
I THINK THAT WOULD BE IMPACTFUL.
AND THEN THE SECOND QUESTION I HAD IS I SAW I LIKE THE IDEA OF THE VIDEOS QUITE A BIT.
I THINK IT GIVES US MORE INSIGHT THAN WHATEVER TIME WE'LL BE ABLE TO SPEND WITH CANDIDATES IN PERSON.
BUT WHEN READING THE QUESTIONS THAT YOU HAD ON THE LEFT SIDE THAT YOU ASKED FOR THOSE VIDEOS, TO BE HONEST, THEY STRIKE ME AS SOFTBALL QUESTIONS THAT I REALLY WOULDN'T BE INTERESTED IN.
I'D RATHER GET TO THE HEART OF PARTICULAR MATTERS THAT WOULD DISTINGUISH ONE CANDIDATE FROM ANOTHER AND ASK MORE KIND OF HARDBALL QUESTIONS.
SO I'M ASSUMING I THINK THE ANSWER TO THIS IS PROBABLY YES.
BUT CAN WE WRITE THE QUESTIONS THAT YOU ASK THEM IN THE VIDEOS AND GET A LITTLE MORE PUNCHY WITH THIS? ABSOLUTELY.
SO AGAIN, AND EVERYTHING THAT WE DO, WE'LL WORK TOGETHER AS AS A TRUE COLLABORATIVE.
WE'LL ASK YOU FIRST IF YOU HAVE SPECIFIC QUESTIONS, YOU'D LIKE TO INCLUDE WHAT THE ONLINE SURVEYS BOTH IN ENGLISH AND SPANISH OR ANY OTHER LANGUAGE FOR THAT MATTER, THAT YOU FEEL IS RELEVANT, AND THE SAME WOULD APPLY FOR THE ON DEMAND INTERVIEWS.
THOSE ARE THE PRELIMINARY INTERVIEWS, SO THEY'RE NOT TO REPLACE THE IN-PERSON INTERVIEWS SO SOMEWHAT BY DESIGN, THEY'RE INTENDED TO BE SOFTBALL.
WE ALSO USE THAT TOOL TO WEED OUT CANDIDATES WHO ARE NOT TAKING THIS POSITION SERIOUSLY.
YOU'D BE SURPRISED HOW MANY CANDIDATES DO NOT COMPLETE THE TASK OF THE ON DEMAND INTERVIEW OR EVEN THE WONDERLIC.
FOR US, THAT'S A NON-NEGOTIABLE BECAUSE IF SOMEONE CAN'T SPEND AN HOUR OF THEIR DAY COMPLETING THE ON DEMAND INTERVIEW, THAT DEMONSTRATES TO US THAT THEY'RE NOT TAKING THIS POSITION SERIOUSLY, BUT I'M JUST MORE INTERESTED IN THAT INSTEAD OF HAVING FOUR SOFTBALL QUESTIONS WITH 10 MINUTES I'D LIKE, I'D LOVE IT IF WE DID 25 QUESTIONS THAT WERE ONE MINUTE ANSWERS, YOU KNOW, THAT WERE PUNCHY, HARD HITTING, YOU KNOW.
SO I THINK THAT WOULD BE A GREAT EXERCISE AND SOMETHING THAT WE WILL REMEMBER TO ASK WHEN WE APPROACH THAT TIME PERIOD, THAT MAJOR MILESTONE OF THE SEARCH.
AND THEN WE'LL GET EVERYONE'S COLLECTIVE INPUT AND WE CAN CREATE A MEANINGFUL ON DEMAND INTERVIEW THAT YOU THINK MAKES SENSE.
MY LAST QUESTION IS, DO YOU HAVE ANY CONCERN WHATSOEVER THAT WE COULD HAVE THIS,
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THIS ENTIRE PROCESS COMPLETED AND A SUPERINTENDENT IN PLACE BEFORE THE FIRST DAY OF SCHOOL? NO.NO, OUR AVERAGE LENGTH OF TIME AGAIN IS FOUR TO FIVE MONTHS.
WE SUCCESSFULLY RECRUITED THE SUPERINTENDENT HOUSTON WITHIN A FIVE MONTH TIME FRAME.
AUSTIN, ALL DURING THE PANDEMIC, AUSTIN ISD VIRTUALLY IN A FOUR AND A HALF MONTH TIMEFRAME, AND IN SAN ANTONIO, WE'RE GOING TO DO THE SAME.
UTILIZING OUR TECHNOLOGY, WE MAXIMIZE OUR TIME AND OUR EFFICIENCY, AND WE'RE NOT WASTEFUL WITH TIME.
AND RIGHT NOW, IT'S PARAMOUNT THAT WE UTILIZE THIS SPACE WITH ALL OF THE RECRUITING OPPORTUNITIES WITH THE CONFERENCES AND JUST IN GENERAL, THE MASS EXODUS OF SUPERINTENDENTS TO STRIKE WHILE THE IRON IS HOT.
AND I SAY THAT A LOT PUBLICLY, WE NEED TO STRIKE WHILE THE IRON IS HOT.
10 SUPERINTENDENT VACANCIES ALONE JUST IN THE DFW AREA.
AND SO WE WANT TO UTILIZE OUR TIME THAT WE HAVE RIGHT NOW TO BENEFIT DISD.
TRUSTEES IS THERE ANY OTHERS? CAN I DO ANOTHER? GO AHEAD.
SO CAN I JUST TELL YOU GUYS THAT I HATE YOU GUYS FOR STEALING STEPHANIE? IS IT OK TO SAY THAT? TO SAY THAT OUT LOUD? I WAS GOING TO ASK ABOUT.
I'M GOING GOING BACK TO DUSTIN'S POINT ABOUT KIND OF US BEING MORE ENGAGED AND INVOLVED IN THE QUESTIONS THAT ARE GOING TO BE ASKED AND IN THE PROFILE AND THE DEVELOPMENT, THIS BOARD HAS A VERY DEFINED IDEA IMPLEMENTED IN BOARD POLICY, SO YOU CAN LOOK UP OUR [INAUDIBLE] LOCAL AND ALL THAT STUFF OF THE CRITICAL PARAMETER.
YOU CAN WATCH OUR BOARD MEETINGS OF THE CRITICAL PARAMETERS THAT WE ARE LOOKING FOR IN OUR LEADER, YOU KNOW, IN OUR EXISTING LEADER AND WHAT WE'RE ASKING FOR.
SO IN TERMS OF HAVING DIRECTION, IT IS VERY CLEAR WHAT WE WANT.
OK, WE DON'T WANT SOMEBODY COMING IN AND BRINGING THEIR OWN PROGRAM AND SAYING, OH, WELL, YOU GUYS DID IS ALL STUPID.
WE'VE WORKED VERY HARD TOGETHER AS A BOARD, IN MY OPINION, WITH THE LEADERSHIP TEAM TO DEVELOP WHAT WE THINK AND OUR FOCUS AROUND KIND OF THE THE KEY PARAMETERS OF WHAT WE THINK IS GOING TO DRIVE STUDENT ACHIEVEMENT.
YOU KNOW, YOU DON'T WANT CHANGE WHAT YOU DON'T MEASURE AND WHAT YOU MEASURE PUBLICLY CHANGES FASTER.
AND I KNOW THAT OUR BOARD POLICY REFLECTS THAT IT REFLECTS OUR VALUES.
YOU WILL SEE THERE IS A HUGE EMPHASIS WITH THIS BOARD ON ISSUES OF RACIAL EQUITY.
THERE IS A HUGE EMPHASIS ON THIS BOARD ON FOCUSING ON THE GROUPS THAT ARE THE FARTHEST BEHIND AND PUTTING THE BEST RESOURCES THERE.
THIS BOARD IS VERY, VERY PROUD AND SUPPORTS OUR TEACHER EXCELLENCE INITIATIVE AND OUR PERFORMANCE PAY SYSTEM.
I MEAN, THERE ALWAYS NEEDS IMPROVEMENT AND CERTAINLY IT'S, YOU KNOW, I WOULD BE VERY INTERESTED IN FINDING ANOTHER SUPERINTENDENT THAT BELIEVES IT, THAT TRULY BELIEVES THAT THIS IS A WAY TO DRIVE STUDENT ACHIEVEMENT.
WE'RE VERY PROUD OF OUR [INAUDIBLE] CAMPUS EXCELLENCE PROGRAM, WHICH EVERYBODY IS COPYING ACROSS THE STATE.
OUR P-TECH INITIATIVES, OUR INITIATIVES AROUND EARLY CHILDHOOD.
I MEAN, WHAT WE CALL OUR STRATEGIC INITIATIVES, OUR CAREER INSTITUTES, OUR LATEST, YOU KNOW, WAY OF OF INNOVATING IN OUR SCHOOLS AND OUR SCHOOL CHOICE.
I MEAN, WE HAVE OVER HUNDRED SCHOOLS THAT HAVE SCHOOL CHOICE.
THESE, TO ME, ARE THE VALUES THAT THIS BOARD HAS FUNDED, IN MY OPINION, THAT IS FUNDED AND HAS PUT INTO BOARD POLICY AND THAT ARE CRITICAL THAT WE BELIEVE ARE CRITICAL AND WE WOULD WANT OUR NEW SUPERINTENDENT TO BELIEVE AND UNDERSTAND OUR CRITICAL TO OUR FUTURE.
SO I JUST WANT TO LAY THAT OUT THERE AND, YOU KNOW, ALL THE SEARCH FIRMS AND EVERYBODY, SAY THE SAME THING BECAUSE I THINK THAT THIS BOARD HAS A VERY, VERY DEFINED IDEA OF WHAT WE WANT AND WHERE OUR NEEDS ARE.
AND WE'RE GOING TO NEED TO LOOK AT DATA FROM THE CANDIDATES TO MAKE SURE THAT THEY HAVE THE SAME FOCUS AND THE SAME BELIEFS AND THE SAME UNDERSTANDING OF WHAT WE'RE HEADING.
AND I JUST GUESS THAT'S NOT A QUESTION.
SO BUT I REALLY DO APPRECIATE YOU GUYS BEING HERE.
I DON'T SEE ANY OTHER QUESTIONS HERE.
I APPRECIATE AGAIN, THANK YOU FOR YOUR SERVICE, PUBLIC EDUCATION.
AND AGAIN, THANK YOU, DR. HINOJOSA, FOR ALL YOUR YEARS OF SERVICE AS WELL.
OUR NEXT PRESENTATION IS FROM TASB EXECUTIVE SEARCH SERVICES.
GOOD AFTERNOON, PRESIDENT MACKEY, CAN YOU HEAR ME?
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YES, YOU'RE GOOD TO GO.PRESIDENT MACKEY AND BOARD OF TRUSTEES CERTAINLY APPRECIATE YOU HEARING US TODAY.
WE ARE SORRY THAT WE CANNOT BE THERE IN PERSON.
SOME OF OUR TEAM HAS AND HAS BEEN EXPOSED TO THE VIRUS AND OUT OF ABUNDANCE OF CAUTION.
WE JUST DECIDED IT WOULD BE IN OUR BEST INTEREST NOT TO BE THERE.
AND UNFORTUNATELY, BECAUSE THAT'S NOT HOW WE USUALLY HANDLE THIS PRESENTATION.
WE'RE USUALLY THERE IN PERSON BECAUSE THAT'S WHAT WE ENJOY GETTING TO SEE YOU FACE TO FACE.
BUT UNFORTUNATELY, WE'RE IN A SITUATION WHERE WE COULDN'T BE THERE SAYING THAT LET ME INTRODUCE OUR TO YOU.
I HAVE DR. ROBERT DURAN, WHO'S THE ASSOCIATE EXECUTIVE DIRECTOR FOR TEXAS ASSOCIATION OF SCHOOL BOARDS.
ALSO, DR. BERRY [INAUDIBLE], WHO IS A PART OF OUR EXECUTIVE SEARCH TEAM AND ALSO MR. WILLIAM SMITH.
AND THEY ARE ALL PART OF OUR TEAM.
AND MOMENTARILY, WE'RE GOING TO TELL YOU ABOUT HOW OUR PROCESS WORKS.
FIRST OF ALL, I'D LIKE FOR WILLIAM MR. SMITH, IF YOU JUST TELL THE BOARD WHAT YOU DO AND YOUR PURPOSE.
AND WILLIAM, I THINK YOU'RE MUTED.
THANK YOU, [INAUDIBLE], AND HELLO TO THE BOARD.
I'M WILLIAM SMITH, AND I LIVE IN GREENVILLE, TEXAS, WHERE I SERVED IN GREENVILLE, ISD, FOR 35 YEARS AND RETIRED AS A SUPERINTENDENT THERE.
FOR THE LAST 17 YEARS, I'VE BEEN WORKING WITH TASB AS A FIELD SERVICE REPRESENTATIVE AND REGION 10, DALLAS ISD HAS BEEN ONE OF MY REGIONS.
SO I AM EXCITED ABOUT HAVING THE OPPORTUNITY TO VISIT WITH YOU ALL AND WOULD BE REALLY EXCITED IF WE CAN ASSIST YOU IN FINDING YOUR NEXT LEADER.
DR. HINOJOSA HAS DONE SUCH A GREAT JOB.
GONE BE ME SOME [INAUDIBLE] ORDERS, IN MY OPINION.
AND I'D LIKE TO INTRODUCE TO YOU, WHO IS ALSO THE FORMER SUPERINTENDENT OF SAN ANTONIO ISD AND THE TOP EXECUTIVE OF THE TEXAS EDUCATION AGENCY.
DR. DURAN, YOU'RE MUTED AS WELL.
THANK YOU, [INAUDIBLE], THANK YOU, BOARD MEMBERS.
FIRST OF ALL, I WANT TO JUST SAY THANK YOU FOR YOUR SERVICE DURING THESE CHALLENGING TIMES.
WE WANT TO CONGRATULATE YOU ON THE SUCCESSES YOU'VE HAD OVER THE YEARS AS WILLIAM MENTIONED REPLACING DR.
HINOJOSA IS GOING TO BE A REALLY TALL ORDER.
I MEAN, HE'S DONE AN OUTSTANDING JOB AND HE'S ON MY MOUNT RUSHMORE, I'LL PUT IT THAT WAY.
HINOJOSA ON YOUR SUCCESS, YOUR RETIREMENT AND MY COMMENTS ARE JUST GOING TO BE GREAT.
TURN IT OVER TO [INAUDIBLE] FOR MORE DETAILS AND ANSWER QUESTIONS.
I AM THE EXECUTIVE DIRECTOR HERE.
[INAUDIBLE] IS SUPERVISING OUR SEARCH SERVICE IS JUST ONE OF MY SEVEN DIVISIONS.
BUT I DO GET INVOLVED IN THE LARGER DISTRICTS TO LEVERAGE MY CONNECTIONS AND MY EXPERIENCES FOR THE BOARD.
I THINK WHAT WE DO IS GOING TO OVERLAP WITH A LOT OF THE SEARCH [INAUDIBLE] YOU'RE GOING TO HEAR ABOUT AS FAR AS THE PROCESS.
IT'S PRETTY MUCH THE SAME FOR ALL OF US, BUT BASICALLY YOU'RE IN CONTROL AND WE DO ALL OF THE WORK.
WE LIKE TO SAY THE ONLY HARD DECISION AND THE ONLY CHALLENGE THAT YOU'RE GOING TO HAVE IS CHOOSING FROM AMONG THE TOP CANDIDATES THAT WE'RE GOING TO BRING IN [INAUDIBLE].
AND WE FEEL LIKE WE CAN REALLY ASSIST BECAUSE OF OUR EXPERIENCE.
WE DO A LOT MORE SEARCHES THAN ANY OTHER SEARCH FIRM IN THE STATE, WHICH IS GOING TO SHARE WITH YOU.
THE REAL TRICK IS THAT TIME THAT YOU SPEND WITH THOSE CANDIDATES, IT'S VERY BRIEF.
IT'S AT THE RISK OF SOUNDING [INAUDIBLE].
IT'S ALMOST LIKE SPEED DATING AND YOU'VE GOT TO GET IT RIGHT.
SO I WORK WITH A LOT OF CANDIDATES, SO BE PREPARED FOR A LOT OF REALLY TOUGH QUESTIONS.
EVEN IF THE BOARD CAN'T ANSWER IT, ASK THOSE QUESTIONS.
YOU NEED TO BE PREPARED TO GIVE THEM A REAL INDICATION OF YOUR BODY OF WORK AND HOW YOU'RE PREPARED FOR THIS DISTRICT.
I APPRECIATE THE TIME AND THE CONSIDERATION OF THE TASB AND AND MORE THAN ANYTHING, EVEN IF WE DO NOT GET TO SEARCH, YOU ARE OUR MEMBERS.
SO ANYTHING WE CAN DO TO HELP YOU WITH THE SEARCH, REGARDLESS OF HOW YOU CHOOSE OUR
[00:45:01]
COMMITMENT ON SPEAKING ON BEHALF OF OUR CEO, DR.[INAUDIBLE], WE'RE HERE TO HELP YOU AS OUR MEMBERS.
MACKEY, BOARD OF TRUSTEES, I'D LIKE TO MOVE THROUGH THE SEARCH PRESENTATION IF WE CAN AND WE CAN GO IN ADVANCE TO THE NEXT SLIDE.
[INAUDIBLE] SEARCH PROPOSAL INCLUDES VARIOUS FACETS FROM WE MANAGE THE PLANNING PROFILE SESSIONS, THE ADVERTISING, THE APPLICATION PROCESS, RECRUITMENT, CONTACTING REFERENCES, INTERVIEW PROCESS AND THE CONTRACT NEGOTIATIONS WE ASSIST AND ALL THOSE AREAS.
AND WE'LL GO INTO A LITTLE BIT MORE DETAIL WITH THAT IF WE CAN GO TO THE NEXT SLIDE.
BOARD [INAUDIBLE] BOARD PREPARATION, AND THEN WE HAVE A PROFILE INTERVIEW SELECTION AND THEN A TRANSITION PART OF OUR PROCESS.
AND SO WE, AS YOU MIGHT KNOW, WE'VE DONE THIS FOR MANY YEARS NOW.
WE'VE CONDUCTED WELL OVER 800 SEARCHES IN OUR HISTORY.
AND SO MORE TEXAS PUBLIC SCHOOL DISTRICTS AND TRUST US WITH THEIR SEARCH THAN ANYONE ELSE.
WE CAN GO ON TO THE NEXT SLIDE.
PART OF THAT PROCESS IS THAT WE WANT TO ESTABLISH A TIMELINE WITH YOU, AND I THINK YOU HAVE THAT IN OUR PROPOSAL.
ALSO, THE PUBLIC VERSUS PRIVATE, WE WANT YOU TO FEEL FREE TO BE ABLE TO OPEN THIS UP AND WE WANT TO CAST THE NET AS WIDE AS WE POSSIBLY CAN.
AND THE SKILLS AND EXPERIENCES ARE THINGS THAT WE BRING TOGETHER, WE LOOK FOR IN EACH THE ATTRIBUTES IN EACH CANDIDATE THAT WE'LL REACH OUT TO, AS WELL AS THAT WILL APPLY.
AND THEN WE WANT TO REACH CONSENSUS WITH YOU AS A BOARD ON WHAT EXACTLY YOU'RE LOOKING FOR.
WE KNOW BY NOW I'M SURE THAT YOU'VE DEVELOPED THAT IDEAL PROFILE THAT YOU'RE SEARCHING FOR IN THE CANDIDATE TO REPLACE DR.
WE WANT TO KNOW WHAT YOU'RE LOOKING FOR AND WE CAN GO AHEAD AND MOVE TO THE NEXT SLIDE.
PART OF THAT PROCESS IS THAT WE WANT TO BRING OUR TEAM IN, WHICH NOT ONLY INCLUDES THE TEAM THAT YOU'RE SEEING RIGHT HERE, BUT OTHER MEMBERS OF THE TEAM THAT ARE NOT ON VIDEO WITH US AND WE WILL FAN OUT THROUGHOUT YOUR COMMUNITY, THROUGHOUT THE ENTIRE CITY DISTRICT OF DALLAS.
AND WE WILL MEET WITH STAKEHOLDERS NO MATTER WHERE THEY ARE.
WE HAVE GONE INTO CHURCHES, WE HAVE GONE INTO COUNCIL MEETINGS, WE HAVE MET AND THE NEWS MEDIA.
WE HAVE MET WITH ALL KINDS OF FOLKS AS WELL AS STUDENT GROUPS THROUGHOUT OUR SEARCH PROCESSES.
AND SO WE DID NOT TOO FAR FROM YOU.
[INAUDIBLE] FARMERS BRANCH AS WELL AS COPELL AND THEN CEDAR HILL AND OUR HISTORY.
AND WE HAVE MET WITH FOLKS ALL ACROSS THEIR AREAS AND DID BOTH IN-PERSON AS WELL AS VIRTUAL MEETINGS.
SO OUR JOB IS TO GO OUT AND DEVELOP A PROFILE OF WHAT NOT ONLY YOU AS A BOARD, BUT WE WILL MEET WITH YOU AS A BOARD INDIVIDUALLY AND COLLECTIVELY TO GO OVER ALL THESE ATTRIBUTES AND CHARACTERISTICS THAT YOU'RE LOOKING FOR IN YOUR NEXT SUPERINTENDENT, AS WELL AS SEEKING INPUT FROM FOLKS IN THE COMMUNITY, AS I MENTIONED, WE MEET IN THE SCHOOLS, WE HAVE NIGHT MEETINGS, WE HAVE MEETINGS WITH THE BOTH THE AFRICAN-AMERICAN COMMUNITY AS WELL AS THE HISPANIC COMMUNITY AND ANY OTHER THE GROUPS THAT YOU WOULD LIKE TO MENTION, WE WOULD BE HAPPY TO MEET WITH.
SO THAT TAKES A GREAT DEAL OF TIME.
THAT'S NOT SOMETHING WE'RE GOING TO RUSH THROUGH.
WE WANT TO SEEK OUT AS MANY PEOPLE AS POSSIBLE, BUT NOT ONLY DO WE DO THAT IN PERSON OR VIRTUALLY, WE ALSO HAVE AN ONLINE SURVEY THAT WE ATTACH TO YOUR DISTRICT'S WEBSITE THAT FOLKS CAN GO IN AND INPUT WITHOUT COMING TO A MEETING OR AN IN-PERSON MEETING OR VIRTUAL MEETING.
THEY HAVE THE OPPORTUNITY OF DOING THAT.
IT'S BOTH IN ENGLISH AND IN SPANISH, AND WE ATTACH THAT TO YOUR DISTRICT'S WEBSITE.
AND SO FOLKS HAVE THE OPPORTUNITY OF FILLING THAT OUT AND WE PROVIDE THAT INFORMATION BACK TO YOU ONCE IT'S COLLECTED.
WE BRING ALL THIS INFORMATION BACK TO YOU INTO A MEETING AND LET YOU SEE YOU HAVE ALREADY SEEN WHAT HAS BEEN GIVEN TO YOU IN WRITTEN FORM VIA THE SURVEY LINK.
AND THEN WE PROVIDE A REPORT BACK WITH YOU ON WHAT WE FEEL LIKE IF THE GREAT CHARACTERISTICS, THE IDEAL CHARACTERISTICS THAT HAVE COME TO THE TOP.
AND THESE ARE THE THINGS WE NEED TO FOCUS ON.
PRIMARILY WE VISIT WITH YOU ABOUT YOU KNOW WHAT YOU'RE LOOKING FOR, LIKE AGAIN, INDIVIDUALLY AND COLLECTIVELY AS A BOARD.
[00:50:02]
AND SO THAT'S WHAT OUR GOAL IS.AND IT IS A TIME CONSUMING PROCESS, BUT THAT'S PART OF IT.
WE WANT TO MAKE SURE THAT PEOPLE ARE HEARD, THE COMMUNITIES HEARD.
AND AT THIS POINT, I'LL INTRODUCE DR.
MARION STRAUSS, AND SHE CAN TAKE IT FROM THERE.
AND I DO JUST WANT TO NOTE, I'M SORRY, I JUST WANT TO NOTE WE ARE ON A TIMELINE AND WE WANT TO MAKE SURE WE HAVE TIME FOR QUESTIONS SO YOU CAN BE BRIEF IN THE NEXT THREE TO FIVE MINUTES.
THAT'D BE GREAT TO FINISH THIS PRESENTATION SO WE CAN OPEN THE FLOOR FOR QUESTIONS.
WE ARE GOING WHAT WE SAY IS PROBABLY GOING TO SOUND LIKE WHAT YOU'RE GOING TO HEAR FROM THE OTHER SEARCH FIRMS THAT YOU TALKED TO.
THERE'S USUALLY TWO ROUNDS OF INTERVIEWS.
WE SCREEN THE CANDIDATES AND WE INVOLVE EVERYONE IN OUR PROCESS WITH THE COMMUNITY.
OUR APPLICATION IS THOROUGH AND IT'S COMPLETE, AND WE WILL SCREEN AND SEND YOU THE TOP CANDIDATES FOR REVIEW FOR YOUR REVIEW.
AND THEN WE HANDLE ALL OF THE SCHEDULING AND ALL OF THE COMMUNICATION.
WE ALSO INCLUDE A VIDEO INTERVIEW THAT IS PART OF OUR PROCESS.
WE HAVE THREE QUESTIONS THAT WE ASK, BUT THOSE CAN ALSO BE ALTERED OR RECOMMENDED BY THE BOARD, AND WE BELIEVE IT'S ANOTHER SCREENING TOOL FOR BOARD MEMBERS.
IT'S NOT REALLY THE SELECTION PROCESS, BUT IT'S ANOTHER SCREENING TOOL FOR YOU.
AND FINALLY, NEXT SLIDE, WE INCLUDE IN OUR SEARCH PROCESS A TRANSITION PART OF OUR SEARCH.
AFTER YOUR NEW SUPERINTENDENT IS IN YOUR DISTRICT WITHIN THE FIRST 90 DAYS, TASB WILL COME IN.
OUR LEADERSHIP TEAM SERVICES WILL COME IN AND HOLD THE TRANSITION SESSIONS.
IT CAN BE AS FEW OR AS MANY MEETINGS AS YOU LIKE.
WE START WITH ONE AND WE HELP CLARIFY.
THEY HELP CLARIFY THE EXPECTATIONS FOR THE NEW SUPERINTENDENT SO THAT THE COMMUNICATION PATH IS OPEN FROM THE VERY BEGINNING.
WE BELIEVE THAT SETTING THOSE SHORT TERM, MID-TERM AND LONG TERM GOALS IS IMPORTANT IN THE SUCCESS OF A NEW SUPERINTENDENT, SO WE MADE THAT PART OF OUR PROCESS.
AND FINALLY, NEXT SLIDE BUTCH.
WE HAVE A TWO YEAR GUARANTEE IF THE SUPERINTENDENT LEAVES FOR ANY REASON, WE WILL REOPEN THE SEARCH FOR JUST TRAVEL EXPENSES ONLY, AND NO FEE IS ASSOCIATED WITH THAT.
AND SO YOU HAVE THAT GUARANTEE.
AND I THINK THAT MIGHT BE CLOSE TO THE END OF THE SLIDES.
AND THOSE ARE SOME OF THE TESTIMONIALS THAT WE HAVE JUST A FEW.
WE HAVE MANY, MANY MORE THAN THAT, BUT WE JUST INCLUDED THOSE THREE RIGHT THERE.
AND THEN NEXT SLIDE, SO WE'RE READY WHENEVER YOU ARE.
WE HAVE EXPERIENCED THE HISTORY OF OUR [INAUDIBLE] AND RELATIONSHIPS, NOT ONLY IN THE STATE THAT WE HAVE THROUGH ACROSS THE ENTIRE STATE OF TEXAS, BUT ALSO I'M THE PAST PRESIDENT OF THE NATIONAL AFFILIATION, SUPERINTENDENT SEARCHERS.
SO I HAVE COLLEAGUES THAT DO THIS IN EVERY STATE IN THE UNITED STATES.
SO THERE'S NOT ANYONE OUT THERE THAT WE CANNOT REACH IF WE NEED TO.
AND AT THE SAME SEARCHERS, ALL THE SUPERINTENDENTS IN THEIR STATES VERY WELL AS WE KNOW IN OUR STATE.
SO WITH THAT BOARD PRESENT MACKEY, I'LL TURN IT OVER TO QUESTIONS.
THANK YOU SO MUCH FOR YOUR PRESENTATION, TRUSTEES.
ARE THERE ANY QUESTIONS OR AREAS TO EXPOUND UPON THAT WE'D LIKE TO ASK? I'LL START WITH ONE.
CAN YOU JUST TELL US A LITTLE BIT MORE IN DEPTH ABOUT YOUR COMMUNITY ENGAGEMENT PROCESS IN TERMS OF BUILDING OUT THE PROFILE FOR THE SUPERINTENDENT, WHAT THAT LOOKS LIKE AND WHAT IT ENTAILS? YES, SIR.
WHAT WE DO IS THAT WE WILL GO INTO THE COMMUNITY AND WE HAVE QUESTIONS THAT WE ASK, WHAT ARE THE STRENGTHS OF THE DISTRICT? WHAT ARE THE CONCERNS YOU SEE FACING THE DISTRICT? AND THEN WHAT PERSONAL AND PROFESSIONAL CHARACTERISTICS ARE YOU AS AN INDIVIDUAL LOOKING FOR AND THE NEW SUPERINTENDENT? AND WE COLLECT THAT INFORMATION.
AND HOW DO WE WHEN WE GO FROM GROUP TO GROUP TO ORGANIZATION TO ORGANIZATION, WE START SEEING SOME OF THE TOP THINGS SURFACING AND THAT'S HOW WE BRING TO YOU AND WHAT WE HEAR.
AND THEN AS WE LISTEN TO YOU AS A COLLECTIVE GROUP OR AS ONE ON ONE, AND WE TAKE ALL THAT INFORMATION AND PUT IT TOGETHER IN WHAT WE FEEL LIKE IS THE TOP THINGS AT THIS DISTRICT AND WHAT WE'VE HEARD AND WHAT WE GET IT OUT OF THE SURVEY AND WE BRING THAT TO YOU FOR YOUR INFORMATION AND THAT HELPS DEVELOP AND DRIVE SOME OF THE INTERVIEW QUESTIONS THAT YOU'LL BE ASKING THE CANDIDATES.
[00:55:01]
TRUSTEE, DO WE HAVE ANY OTHER QUESTIONS HERE? TRUSTEE HENRY.THANK YOU FOR TAKING THE TIME TO SPEAK WITH US.
AS FAR AS SIZE AND SCOPE OF DISTRICT, I KNOW YOU SAID YOU'VE DONE OVER 800 SUPERINTENDENT SEARCHES SINCE.
I DON'T KNOW WHEN, BUT CAN YOU GIVE ME AN IDEA OF THE SIZE AND SCOPE OF MOST OF THE MORE RECENT SUPERINTENDENT SEARCHES YOU'RE DOING, SIZE AND SCOPE OF THE DISTRICTS.
WE HAVE RECENTLY, IN THE LAST YEAR OR TWO COMPLETED BROWNSVILLE ISD, WHICH IS LARGE HISPANIC POPULATION PRIMARILY, I THINK, NINETY NINE PERCENT HISPANIC.
WE DID UNITED ISD COMPLETED THAT IN THE SHORT TERM AGO.
ALSO AGAIN, I MENTIONED[INAUDIBLE] FARMERS BRANCH AND THEN CEDAR HILL ON THE OTHER SIDE OF DALLAS.
SO THOSE ARE SOME OF THE ONES THE DEMOGRAPHICS AGAIN, UNITED ISD.
IF YOU'RE NOT THERE, THIS IS ABOUT NINETY, I THINK IT'S NINETY-SEVEN PERCENT HISPANIC AND THEN [INAUDIBLE] FARMERS BRANCH IS HISPANIC AFRICAN-AMERICAN BASE AS WELL AS THEN CEDAR HILL BASICALLY THE SAME.
JUST A LITTLE SMALLER MICROCOSM OF [INAUDIBLE] FARMERS BRANCH.
TRUSTEE, ANY OTHER QUESTIONS HERE? TRUSTEE FLORES.
SO I'M GOING TO ASK THIS QUESTION OF YOU, I DON'T KNOW IF YOU GUYS WATCH THE PREVIOUS PRESENTATION.
SO DO YOU GUYS EVER USE HAVE YOU GUYS EVER USED AN INDUSTRIAL PSYCHOLOGIST AS PART OF YOUR PROCESS? NO, SIR, WE HAVE NOT.
AND WE HAVE A ONE OF OUR SISTER ORGANIZATIONS, HAS A PROFILE DEVELOPMENT PROGRAM THAT WE HAVE ACCESS TO IF WE WANT TO AVAIL OURSELVES TO THAT OUT OF THE OHIO SCHOOL BOARD ASSOCIATION.
SEEING, NO OTHER QUESTIONS, WE THANK YOU ALL SO MUCH FOR BEING WITH US VIRTUALLY AND BEING ABLE TO PRESENT TO US.
MAY ALSO SAY THIS IS A GRANT HAS BEEN AMAZING AND WE CERTAINLY APPRECIATE HER HELPING US.
THANK YOU AND BLESS, AND BEST OF LUCK TO YOU.
OUR NEXT FIRM IS GR RECRUITING.
WHILE YOU ARE GETTING SETTLED, WE'VE GOT ALLOCATED ABOUT 20 MINUTES, IT'S A LITTLE BIT LESS THAN THE TWENTY FIVE, BUT WE CAN WORK WITH IT DEPENDING ON THE NUMBER OF QUESTIONS.
SO IF YOU'LL CONFINE YOUR PRESENTATION TO APPROXIMATELY 10 TO 12 MINUTES.
THAT WILL LEAVE AMPLE TIME FOR QUESTIONS.
GOOD AFTERNOON, MY NAME IS GARY RAY.
I'M PRESIDENT OF GR RECRUITING, AND WE'RE GLAD TO BE HERE TO HAVE THE OPPORTUNITY TO TELL YOU ABOUT THE SERVICES WE COULD PROVIDE IN IN YOUR SUPERINTENDENT SEARCH.
I'M GOING TO INTRODUCE MY ASSOCIATES, MY COLLEAGUES HERE, GLORIA DAVIS.
CAN YOU CLICK THE BUTTON? TURN THE MICROPHONE ON.
ALL RIGHT, I'M GLORIA DAVIS, AND WE ARE VERY PLEASED TO BE WITH YOU THIS EVENING.
I AM A RETIRED SUPERINTENDENT, SO YAY FOR RETIREMENT OF 16 YEARS.
I AM LIVING IN CHICAGO, ILLINOIS, NOW, BUT I'M ORIGINALLY FROM ST.
LOUIS, MISSOURI, WHERE I WAS A TEACHER, PRINCIPAL ASSISTANT SUPERINTENDENT FOR CURRICULUM AND INSTRUCTION, AND THEN 16 YEARS AS A SUPERINTENDENT IN KANSAS, AS WELL AS ILLINOIS, DECATUR, ILLINOIS, AND THEN ENDED MY SECOND RETIREMENT WITH BEING THE SUPERINTENDENT OF EDUCATION FOR THE ILLINOIS DEPARTMENT OF JUVENILE JUSTICE.
[01:00:02]
SO I HAVE A REAL AFFINITY FOR CRIMINAL JUSTICE REFORM.SO VERY HAPPY TO BE WITH YOU THIS EVENING.
FIRST OF ALL, LET ME THANK YOU FOR YOUR SERVICE.
I UNDERSTAND THIS IS THE SCHOOL BOARD APPRECIATION MONTH.
AND SO THANK YOU FOR THE SERVICE YOU PERFORM FOR A COMMUNITY AND IN DALLAS.
THIRTY ONE YEARS OF AS AN EDUCATOR IN TEXAS, FROM TEACHER TO PRINCIPAL TO SUPERINTENDENT, THE LAST 10 YEARS I SPENT IN SAN ANTONIO ISD, WHERE I RETIRED.
AND THEN I WENT ON TO CLARK COUNTY SCHOOL DISTRICT IN LAS VEGAS FOR SEVEN YEARS AS A REGIONAL SUPERINTENDENT.
RETIRED FROM THERE AND THEN JOINED GARY WHEN I CAME BACK.
SO I'VE BEEN DOING THIS WITH HIM FOR A LITTLE OVER 10 YEARS.
THANK YOU FOR HAVING US HERE PRESENT TO YOU.
AND YOU, I'M ASSUMING YOU ALL YOUR FOLKS HAVE READ OUR PROPOSAL AND ON PAGES FOUR AND FIVE, THE REST OF THE TEAM MEMBERS THAT WE HAVE THERE, RICARDO MEDINA, WHOSE PAST PRESIDENT OF THE NATIONAL ASSOCIATION OF LATINO ADMINISTRATORS AND SUPERINTENDENTS, AS WELL AS WORKING WITH THEIR LEADERSHIP ACADEMY, [INAUDIBLE] HARTMAN, WHO WAS A CHIEF OF SCHOOLS IN HOUSTON, AS WELL AS JIM HAGER AND SANDY [INAUDIBLE].
SO THAT WILL BE THE TEAM THAT WILL BE WORKING ON YOUR SEARCH.
YOU CAN SEE IT'S A VERY DIVERSE TEAM.
THE FIRST SLIDE THAT WE HAVE IS YOU'LL SEE IT'S A MAP THERE.
I PUT TEXAS ON THERE WHERE I THINK DALLAS IS PRETTY WELL LOCATED THERE, AND YOU SEE OUR MISSION STATEMENT COMMITTED OUR CLIENTS BY RECRUITING AND SUPPORTING OUR OUTSTANDING EDUCATIONAL LEADERS.
NOT ONLY RECRUIT PEOPLE AROUND THE COUNTRY, WHICH IS PROBABLY OUR BIG STAKEHOLDERS, IS BUT TO PROVIDE SUPPORT TO THEM DURING THE TIME THAT THEY'VE BEEN, DURING THE WHOLE TIME THAT THEIR SUPERINTENDENT.
OUR STRENGTH IS STAKEHOLDER ENGAGEMENT, RECRUITING AND VERIFICATION OF CANDIDATES.
THOSE THREE THINGS THAT'S WHAT MAKES A SEARCH BEING ABLE TO ENGAGE STAKEHOLDERS, RECRUITING AND VERIFICATION, MAKING SURE CANDIDATES ARE WHO THEY SAY THEY ARE.
OUR ASSOCIATES INCLUDE MEN AND WOMEN OF COLOR WHO HAVE A VARIETY OF BACKGROUND.
EXPERIENCE, I PERSONALLY AND MY ASSOCIATES HERE AT G.R.
RECRUITING HAVE CONDUCTED NEARLY HALF OF THE COUNCIL OF [INAUDIBLE] CITY SCHOOLS, WHICH, YOU KNOW, WHICH YOU'RE A MEMBER AND YOU SEE THE SCHOOLS THAT WE'VE DONE.
WE'RE GOING TO GET TO GOOD CANDIDATES IN TEXAS, AND I'VE WORKED IN TEXAS, JUST FOR EXAMPLE, JUST ONE OF YOUR NEIGHBORS HERE AT FORT WORTH, [INAUDIBLE] I PERSONALLY RECRUITED HIM AND OUT OF ARIZONA, HE TURNED ME DOWN A COUPLE OF TIMES THAT I WAS PRETTY PERSISTENT.
I LED THAT SEARCH AND THE SUPERINTENDENT PRIOR TO THAT MELODY JOHNSON, SHE WAS THE FIRST FEMALE WHAT I CALL THE BIG THREE OF HOUSTON AND AUSTIN AND DALLAS.
AND AND I'VE DONE OTHER SEARCHES, BUT I WANTED TO GIVE YOU AN IDEA OF THE STRENGTH AND EXPERIENCE OF GR RECRUITING AND THE JOBS I'VE BEEN INVOLVED.
AND I KIND OF MENTIONED THE STATE SUPERINTENDENTS OR COMMISSIONERS OF EDUCATION, AND A NUMBER OF THOSE HAVE HIRED ME MORE THAN ONCE.
AND WHY IS THAT A BIG DEAL? WELL, IT'S A LARGE ORGANIZATION.
THOSE FOLKS KNOW HOW TO HOW TO OPERATE WITHIN THE POLITICAL CLIMATE AND MORE IMPORTANTLY, IS WE MUST HAVE A PRETTY GOOD REPUTATION.
THEY WOULDN'T, WOULDN'T, WOULDN'T HIRE OUR FIRM.
THE PROCESS? AS WE LOOK AT THE PROCESS, ONE OF THE THINGS THAT WE PRIDE OURSELVES ON IS FIRST AND FOREMOST, UNDERSTANDING THAT ANY SUPERINTENDENT SEARCH IS THE SEARCH OF THE BOARD.
SO AS WE LOOK AT THIS OVERVIEW AND I'LL TALK ABOUT SOME PARTICULAR COMPONENTS IN A MINUTE, WE WANT TO MAKE SURE THAT THE TIMELINE THAT IS IN THE PROPOSAL ON PAGE 13 IS AN AGGRESSIVE SCHEDULE, AND WE WANTED YOU TO KNOW THAT WE'RE ABLE TO DO AN AGGRESSIVE SCHEDULE.
I MYSELF, AS PART OF GR RECRUITING HAD, I'M CURRENTLY WORKING ALSO WITH FINISHING UP FAIRFAX COUNTY, VIRGINIA SEARCH DISTRICT, WHERE HUNDRED AND EIGHTY EIGHT THOUSAND STUDENTS.
AND SO WE'RE READY TO MOVE FORWARD WITH WORKING WITH YOU AND PROVIDING YOU THE
[01:05:05]
SAME LEVEL OF CONFIDENCE AND SOPHISTICATION AND EXCELLENCE.WITH OUR SEARCH PATTERN AND PROCESS, WE INVOLVE ALL OF THE BOARD MEMBERS, WE GIVE CONDUCT PERSON EITHER VIRTUALLY OR IN PERSON INDIVIDUAL INTERVIEWS.
WE REALLY LOOK AT THE STAKEHOLDERS GROUPS AND KNOW THAT THAT'S A CRITICAL PART OF THE SEARCH PROCESS.
WE KNOW THAT WITH INVOLVING THE COMMUNITY AND EVERYONE WITHIN THE COMMUNITY, THOSE THAT THE GROUPS THAT YOU SEE ALL THE TIME AND THE GROUPS THAT YOU DON'T SEE, WE PRIDE OURSELVES ON BEING PART OF REALLY SEEKING OUT THE VOICE OF THE VOICELESS.
WE WANT TO MAKE SURE THAT ALL OF YOUR STAKEHOLDERS ARE INCLUDED IN THE PROCESS.
IT'S NOT OURS, IT'S YOURS AS A CRITICAL PART OF THAT.
WE ARE PARTNERING WITH K-12 INSIGHT.
WE KNOW THAT THEY ARE WORKING WITH YOU HERE IN DALLAS TO WORK ON THEIR LET'S TALK PROGRAM, AND WE UTILIZE THEM AS A CRITICAL PARTNER IN OUR PROCESS.
WE HAVE AN EXTENSIVE SURVEY THAT WE WILL EXTEND TO YOUR ENTIRE COMMUNITY, AND THAT SURVEY WILL BE UTILIZED UTILIZING 28 TRAITS THAT WILL HELP YOUR COMMUNITY UNDERSTAND AND GIVE YOU INPUT AS TO WHO THEY WOULD LIKE TO SEE AS THEIR NEXT SUPERINTENDENT.
WE PROVIDE LANGUAGE, OUR FOREIGN LANGUAGE OPTIONS FOR THE SURVEY, AND AGAIN, THE STAKEHOLDER GROUPS ARE FORMULATED BY YOU, BUT WE HAVE ASSOCIATES THAT WILL BE ON THE GROUND OR VIRTUALLY TO MAKE SURE WE ENGAGE THE ENTIRE COMMUNITY.
WE ARE PART OF A NATIONWIDE RECRUITMENT AND WE KNOW PEOPLE AS SOMEONE WHO IS THE FORMER MEMBER OF THE BOARD OF DIRECTORS OF THE NATIONAL ALLIANCE OF BLACK SCHOOL EDUCATORS, AS WELL AS THE FORMER COMMISSION CHAIRPERSON OF THE BLACK SCHOOL EDUCATORS.
WE HAVE CONNECTIONS AND WE KNOW THAT THAT'S WHAT IT IS.
IT'S NOT JUST ABOUT WHO APPLIES, BUT IT'S ABOUT THE ENTIRE RECRUITMENT EFFORT.
YEAH, ONE OF THE THINGS I JUST WANT TO MENTION ON THE STAKEHOLDER AT LEAST PUT IN DETAIL ON PAGES 11 12 OF OUR PROPOSAL, YOU KNOW HOW WE HANDLE STAKEHOLDERS AND HOW I DID IT FORT WORTH.
WE HAD ASSOCIATES IN EVERY TRUSTEE AREA AND WE HAD, YOU KNOW, A THREE OR FOUR DAY MEETINGS WITH THOSE FOLKS.
AND WHAT I DID FORT WORTH PRIOR TO CAN [INAUDIBLE] BE IN THERE.
THE BOARD WANTED TO DO IT DIFFERENT.
SO THERE'S LOTS OF WAYS, AND THAT'S ONE OF THE THINGS WE'LL BE ABLE TO BRING TO YOU IS THE EXPERIENCE OF WORKING WITH VARIOUS STAKEHOLDERS.
AND WE KNOW THAT'S AN IMPORTANT PART OF THE PROCESS IN ORDER TO BUILD TRUST IN THE SUPERINTENDENT SEARCH PROCESS, AND WE'LL CERTAINLY BE ABLE TO DO THAT.
THE RECRUITMENT PIECE, ROBERT'S GOING TO TALK ABOUT IT NEXT.
YOUR BEST FOLKS ARE NOT READING THE WANT ADS, NOR ARE THEY, YOU KNOW, THEY'RE DOING A GOOD JOB SOMEPLACE.
AND I WILL EMPHASIZE AGAIN, WE KNOW FOLKS IN TEXAS, WE HAVE ASSOCIATES IN TEXAS.
BUT ONE OF THE THINGS WE'RE GOING TO DO IS CAST THAT NET OUT FROM COAST TO COAST BORDER TO BORDER TO BE ABLE TO GET THE VERY BEST CANDIDATES FOR YOU.
THAT'LL FIT THE PROFILE THAT WILL FIT WHAT YOU'RE LOOKING FOR.
ROBERT, THE RECRUITMENT PIECE IF YOU'LL NOTICE IN THE BEGINNING, THERE'S A NATIONAL SEARCH FIRM.
THESE PEOPLE WERE BROUGHT TOGETHER FOR THIS GROUP OF THIS EXECUTIVE SEARCH, BUT THERE IS A LOCAL TEXAS GROUP THAT'S ABOUT 10 ASSOCIATES, INCLUDING MYSELF, FORMER SUPERINTENDENTS WITH LONG DISTINGUISHED CAREERS, EDUCATORS, AND A COUPLE OF BUSINESS MEMBERS.
THE THIRD PART OF THIS PROCESS IS RECRUITMENT.
AND LIKE GARY SAID, WE AGGRESSIVELY RECRUIT LIKE SOME OF THE CANDIDATES OUT THERE THAT ONCE WE LOOK AT THE PROFILE THAT WE FEEL FITS THE PROFILE, WE'LL GO AND TALK TO THEM.
WE ALSO ADVERTISE IN MANY AREAS.
OUR LOCAL WEBSITE GETS HUNDREDS UPON HUNDREDS OF HITS ON A MONTHLY AND DAILY BASIS.
WE HAVE WORKING RELATIONSHIPS WITH [INAUDIBLE] WITH DALLAS HERE IN TEXAS.
[INAUDIBLE], EXECUTIVE DIRECTOR WHO USED TO WORK WITH US AS A RECRUITER.
WE HAVE WORKING RELATIONSHIPS WITH [INAUDIBLE] AT THE NATIONAL LEVEL.
WE HAVE THE MEXICAN-AMERICAN SCHOOL BOARD ASSOCIATION HERE IN TEXAS.
[01:10:04]
[INAUDIBLE] TASB WILL BE AT MID-WINTER CONFERENCE.WE ALSO HAVE ONCE WE PUT THESE, ONCE WE KNOW WHAT THE PROFILE LOOKS LIKE, WE WILL HAVE ABOUT 60 PLUS ASSOCIATES WORKING ON THIS.
PERSONAL CONTACT IS A KEY FACTOR.
WE ARE ONLY A FIRM THAT USED TO UTILIZE THE CANDIDATE, INTERACTIVE SOCIAL MEDIA, LINKEDIN, FOR EXAMPLE, TWITTER, INSTAGRAM, FACEBOOK.
WE USE ALL OF THOSE TO RECRUIT AS WELL.
WE'RE COMMITTED TO NOT ONLY RECRUIT IN PLACE CANDIDATES FOR THE NEXT THREE TO FOUR YEAR PERIOD.
WE ESTABLISH A LARGE GROUP OF POOL THAT WILL CREATE THIS POOL.
THE BOARD WILL PROVIDE, WE WILL PROVIDE THE BOARD WITH AN OBJECTIVE SCORING INSTRUMENT.
THIS HELPS BRING CONSENSUS AS YOU LOOK INDEPENDENTLY AT SOME OF THE CANDIDATES THAT ARE BROUGHT FORWARD.
ONCE YOU SELECT THOSE CANDIDATES AND YOU DECIDE WHO YOU WANT TO INTERVIEW, ONE OF THE THINGS THAT YOU'RE GOING TO SEE WHEN YOU START THE INTERVIEW PROCESS IS THAT WE'RE THE FIRST FIRM THAT STARTED DOING VIDEOS OF THE CANDIDATES SO THAT YOU GET A CHANCE TO SEE THEM.
YOU GET IT BEFORE YOU EVEN BRING THEM IN.
ALSO, WE ASSIST IN THE DEVELOPMENT OF THE INTERVIEW QUESTIONS ONCE THE BOARD HAS SELECTED THE INDIVIDUALS THEY WANT TO INTERVIEW.
I WANT TO EMPHASIZE THE THE PIECE OF THE WE'RE A PRETTY AGGRESSIVE.
WE'RE PRETTY AGGRESSIVE, NOT ONLY IN RECRUITING CANDIDATES, BUT ALSO ON OUR TIMELINE.
IF YOU LOOK AT THAT TIMELINE, WHICH IS ON PAGE 13, WE'RE PLANNING TO HAVE THE DEADLINE FOR THE APPLICATION MATERIALS, EVEN WITH ALL THE STAKEHOLDERS AND SPENDING A WEEK OR SO ON THE GROUND THAT THAT WOULD BE THE DEADLINE.
IT'S ON PAGE 13 AND AND ROBERT AND I DEVELOPED THIS TIMELINE UTILIZE YOUR DISTRICT CALENDAR AND BOARD SCHEDULE, AS GLORIA SAID.
SO THIS IS A REALISTIC TIMELINE THAT THAT CAN WE DO IT QUICKER? THE ANSWER IS YES, AND WHEN I DID BROWARD COUNTY, I DID IT 45 DAYS IN THE MIDDLE OF SUMMER.
IT'S PROBABLY NOT THE IDEAL TIME TO DO A SEARCH, BUT ROBERT [INAUDIBLE] STAYED THERE FOR 12 YEARS.
THIS IS A SAMPLE OF TIMELINE, IT CAN BE ADJUSTED, YOU KNOW, AND OUR FIRST AT OUR FIRST MEETING.
THE OTHER THING THAT I THINK WE DO HAVE NEXT SLIDE HERE.
ONE OF THE THINGS THAT WE DO OFFER A TWO YEAR GUARANTEE.
WE WERE THE FIRST TO DO THAT AND WE ALSO OFFER A TWO YEAR MENTORING PROGRAM WITH THE SUPERINTENDENT.
WE HAVE LOTS OF YEARS OF EXPERIENCE.
I'VE BEEN DOING THIS FOR 40 YEARS OF AROUND THE COUNTRY AND WE'LL CERTAINLY BE ABLE TO HELP IN ANY AREA THAT THE NEW SUPERINTENDENT HE OR SHE MIGHT, MIGHT NEED.
AND IT'S ALL ABOUT US BUILDING AND SUPPORTING THE LEADERSHIP TEAM.
K-12 INSIGHT HAS BEEN A GOOD PARTNER.
WE'RE THE ONLY FIRM THAT THAT [INAUDIBLE] HAS EVER PARTNER WITH.
AND WE THINK THEY BRING A GOOD PIECE BECAUSE PART OF OUR SURVEY IS NOT ONLY ABOUT THE CHARACTERS AND TRAITS YOU'RE LOOKING ABOUT IS HOW CUSTOMER SERVICE, HOW PEOPLE FEEL ABOUT THEIR SCHOOL DISTRICT AND HOW THEY'RE BEING TREATED AND HOW THEY'RE BEING SERVICED.
WE'RE GOING TO PROVIDE THAT INFORMATION TO THE NEW SUPERINTENDENT AND BOARD.
THERE'S NO EXTRA CHARGE ON THAT TO HELP THEM BUILD THEIR ENTRY PLAN.
AND THAT'S IMPORTANT BECAUSE THEY'LL GET THAT INFORMATION ABOUT WHAT THEIR STAKEHOLDERS ARE SAYING ABOUT THE SCHOOL DISTRICTS AND IN SOME OF THE CRITICAL ISSUES.
SO WE'RE GOING TO WE HAVE A PROVEN PROCESS AND AN ONGOING TO CUSTOMIZE THE NEEDS OF THE DALLAS SCHOOL DISTRICT.
SO WITH THAT, I THINK WE STAY WITHIN OUR TIMELINE.
WE REALLY WANTED TO GET DOWN TO THE QUESTIONS.
WE ASSUME THAT YOU'VE READ OUR PROPOSAL AND TRY TO HIT THE KEY POINTS.
TRUSTEES, DO WE HAVE ANY QUESTIONS? I'LL START WITH THE FIRST QUESTION.
CAN YOU JUST GO INTO A LITTLE BIT MORE DETAIL ABOUT THE CANDIDATE PROFILE DEVELOPMENT AND WHAT THAT LOOKS LIKE? WHAT ARE THOSE CONVERSATIONS SURVEYS? WHAT IS YOUR STRUCTURE LOOK LIKE TO GET TO A CANDIDATE PROFILE? OK, WELL, I'LL START, AND I'M SURE GARY AND ROBERT CAN ADD.
BASICALLY, IT STARTS WITH THE THE SURVEY THAT WE MENTIONED THE 28 CHARACTER TRAITS THAT YOUR CONSTITUENTS WILL SELECT, AS WELL AS PROVIDING INPUT INTO ALL THE KINDS OF
[01:15:07]
THINGS THAT THEY WOULD LIKE TO SEE THE NEW SUPERINTENDENT ADDRESS IN TERMS OF CRITICAL AREAS AND REALLY LOOKING ESPECIALLY AT ACADEMIC ACHIEVEMENT AND AN EARLY LEARNING LITERACY AND THE GOALS THAT YOU HAVE SET, FOR EXAMPLE, WITH YOUR CAREER DEVELOPMENT AND SO ON.SO WE CAN CUSTOMIZE THAT SURVEY TO FIT THE GOALS THAT YOU HAVE SET AS A DISTRICT.
WE WILL SUMMARIZE ALL OF THAT INFORMATION.
ALL OF WE WILL LOOK FOR COMMON TRENDS AND COMMON THEMES IN THESE FROM THE STAKEHOLDER MEETINGS.
FOR EXAMPLE, WITH FAIRFAX COUNTY, WE SET UP OVER 45 FOCUS GROUPS AND HAD OVER 700 INDIVIDUALS INVITED TO COME AND PARTICIPATE IN THE STAKEHOLDER GROUPS WILL SUMMARIZE ALL THAT INFORMATION.
WE WILL PROVIDE A REPORT FOR YOU OF ALL OF THE SURVEY INFORMATION, AND THEN WE WILL MEET WITH YOU AND SHARE THE INFORMATION WITH YOU.
AND THEN FROM THAT, WE'LL HAVE A DISCUSSION BASED ON WHAT ARE THOSE KEY PERSONALITY TRAITS AND THOSE KEY CHARACTERISTICS THAT WILL WE NEED TO DEVELOP INTO A PROFILE IN TERMS OF WHAT IS IT THAT WE SHOULD BE LOOKING FOR THAT IS THE BEST FIT FOR DALLAS INDEPENDENT SCHOOL.
SO IT'S LOOKING AT ALL THE INFORMATION THAT IS GAINED FROM THE COMMUNITY, FROM THE STAFF.
WE EVEN INTERVIEW STUDENTS AND THEN WE FORMULATE A PROFILE BASED ON A SUMMARIZATION OF ALL THAT INFORMATION AND USE THAT AS PART OF OUR APPLICATION PROCESS AS WE ADVERTISE NATIONALLY.
THANK YOU SO MUCH, TRUSTEE ANY OTHER QUESTIONS? TRUSTEE FLORES, [INAUDIBLE] THIS QUESTION BEFORE.
HAVE YOU GUYS EVER USED AN INDUSTRIAL PSYCHOLOGIST WHEN YOU GET DOWN TO LIKE THE LAST THREE OR FOUR CANDIDATES? I CAN'T.
SO, SO HAVE YOU GUYS EVER USED TO, YOU KNOW, WHEN YOU GET DOWN TO THE LAST THREE OR FOUR CANDIDATES, HAVE YOU EVER USED WHAT'S CALLED AN INDUSTRIAL PSYCHOLOGIST WHERE THEY DO THIS LIKE EIGHT HOUR INTERVIEW WITH THE CANDIDATES AND LEARN ALL SORTS OF COOL THINGS ABOUT THEM? HAVE YOU GUYS EVER DONE THAT? YES, ACTUALLY, I HAVE.
THAT KIND OF COMES OUT OF THE PRIVATE SECTOR.
I'VE BEEN AROUND, SO I'VE DONE A LOT OF THOSE KINDS OF THINGS WHERE THEY WILL DO THAT? AND HAS THAT BEEN PART OF OUR PROCESS? NOT NORMALLY, BUT HAVE WE DONE IT? YES.
LUCKILY FOR, YOU KNOW, FOR OUR FIRM IS ALL THE PROFESSIONAL BACKGROUND THAT WE'VE DONE, ALL THE DETAIL AND ALL THE CRIMINAL AND WE DIVE PRETTY DEEP IN A [INAUDIBLE] BACKGROUND.
AND WHEN WE'VE HAD A THIRD PARTY COME IN, THEY FOUND THAT THESE WERE WERE PRETTY GOOD CANDIDATES AND THEY WOULD CERTAINLY GIVE THEIR OPINION, YOU KNOW, ABOUT A CANDIDATE.
BUT HE WOULD NOT TELL THE BOARD WHAT WHO THEY SHOULD HIRE.
I MEAN, THEY'RE JUST, YOU KNOW, HELPING.
I JUST WENT THROUGH A NONPROFIT SEARCH PROCESS AND USE THAT WITH KIND OF OUR LAST THREE CANDIDATES, AND IT WAS REALLY, REALLY INSIGHTFUL AND I FOUND IT EXTREMELY USEFUL.
YOU SPEND SUCH A SHORT AMOUNT OF TIME WITH THESE CANDIDATES BEFORE WE MAKE KIND OF THE MOST, YOU KNOW, BILLIONAIRE, YOU KNOW, DECISION, RIGHT BECAUSE THAT'S WHAT WE SPEND OUR BUDGET EVERY YEAR.
I THINK ONE OF THE THINGS THAT HELPS IS ONE OF THE THINGS FROM THE COMMUNITY THAT WE DO AND WE'RE REALLY STRONG IN DOING THE COMMUNITY PIECE BECAUSE OUT OF THE COMMUNITY PIECE THAT TWENTY EIGHT RESEARCH AND THAT'S RESEARCH OF OF WHAT LEADERSHIP SHOULD BE ABOUT, YOU KNOW, NOT JUST SCHOOLS, BUT ABOUT WHAT LEADERSHIP IS ABOUT.
AND WE TAKE THAT INFORMATION TO HELP DEVELOP INTERVIEW QUESTIONS.
AND WE TELL PEOPLE ON THE GROUND, IT'S JUST NOT YOU FILLING OUT A SURVEY.
WE'RE GOING TO TAKE YOUR INFORMATION THAT'S GOING TO HELP DEVELOP INTERVIEW QUESTIONS IN THE FIRST OR SECOND ROUND AND HELP US UTILIZE THAT TO SCREEN CANDIDATES.
AND THAT'S REALLY IMPORTANT FOR US, YOU KNOW, TO BE ABLE TO DO THAT.
TO HAVE SOMEONE ELSE COME IN AND AND WE'VE DONE THESE VIDEOS AND ONE OF THE THINGS WE DO WITH VIDEOS DEVELOP THOSE THREE OR FOUR QUESTIONS.
THE CANDIDATES DO NOT GET THOSE QUESTIONS AHEAD OF TIME.
THEY'VE GOT TO POP THOSE QUESTIONS JUST LIKE THAT WITHIN A TWO MINUTE PERIOD.
THEY POP UP AND YOU GET TO SEE THAT HOW THEY'RE GOING TO ANSWER THAT.
AND I STARTED THAT PART OF THE PROCESS AGAIN CAME OUT OF THE PRIVATE SECTOR, YOU KNOW, AND SO I'M CERTAINLY NOT OPPOSED AND I WOULD HAVE ACCESS TO A THIRD PARTY THAT
[01:20:01]
WE'RE TALKING ABOUT.SO WHAT KIND OF CAPABILITIES DO YOU GUYS HAVE? [INAUDIBLE] TO THE OTHER FOLKS ALSO.
TO DO ANALYTICS ON THE STUDENT OUTCOME PERFORMANCE OF THE CANDIDATES.
AND I'M NOT SAYING LIKE THE POOL OF THREE HUNDRED OR HARMONY, THROW THEIR NAME IN THE NET.
I'M TALKING LIKE, NOW WE'RE DOWN TO 10 OR 11 OR WHATEVER.
I MEAN, WHAT KIND OF ANALYTICS DO YOU GUYS RUN ON THEM TO SAY, YOU KNOW, HAS THIS PERSON ACTUALLY REALLY, YOU KNOW, DRIVEN STUDENT ACHIEVEMENT HAVE THEIR SCORES ON, YOU KNOW, X, Y OR Z? AND WE HAVE OUR POLICIES ARE VERY CLEAR ABOUT WHAT WE'RE VERY INTERESTED ON AS A BOARD AND WE HAVE A VERY DEFINED SET OF POINTS AND YOU CAN WATCH OUR MEETINGS AND IT IS VERY CLEAR WHAT THIS BOARD WANTS.
AND SO WHAT KIND OF ANALYTICS CAN YOU RUN ON THE CANDIDATES OR DO YOU RUN ANALYTICS? WELL, I WOULD SAY IN TERMS OF ANALYTICS AND ESPECIALLY FROM THE STANDPOINT OF A FORMER SUPERINTENDENT, DATA ANALYSIS AND ANALYTICS IS CRITICAL.
AND SO ONE OF THE THINGS THAT WE DO FIRST AND FOREMOST AS A FIRM IS LOOK AT YOUR DATA SO THAT WE ARE VERY CLEAR AND WE UTILIZE OTHER RESOURCES TO REALLY DOVE DEEP INTO YOUR SUCCESSES WHERE YOU ARE HAVING REALLY STRONG ACHIEVEMENT RESULTS AND THEN WHERE YOU ARE NOT.
AND FROM THERE, WE ALSO THEN NOT ONLY TALK TO REFERENCES THAT THE CANDIDATES INDICATE ON THEIR APPLICATION, BUT WE TALK TO OTHER PEOPLE WE KNOW WHO TO CONTACT IN THE COMMUNITIES WHERE THEY ARE CURRENTLY HOLDING A POSITION, AS WELL AS FORMER POSITIONS BECAUSE IT'S ABOUT THEIR CAREER DEVELOPMENT.
IT'S NOT JUST ABOUT WHAT THEY'VE DONE RIGHT NOW OR ARE DOING, BUT IT'S ALSO WHAT THEY HAVE DONE IN THE PAST.
SO WE UTILIZE INFORMATION IN TERMS OF WHAT OTHER PEOPLE HAVE FELT ABOUT THEIR SUCCESS, AS WELL AS LOOK AT THEIR CURRENT DATA NOT ONLY AGAIN IN THEIR POSITION BUT IN PRIOR POSITIONS, BECAUSE WE ASK THEM TO PROVIDE THAT FOR US AND THEN WE ANALYZE THAT IN TERMS OF SUCCESSES AND AREAS WHERE IMPROVEMENT WAS NEEDED AND IF IMPROVEMENT WAS DONE.
IT'S THE TREND AND THE PATTERN OVER A PERIOD OF TIME.
SO IT'S NOT JUST WHAT HAPPENED THIS YEAR, BUT IT'S HOW HAVE THEY BEEN SUCCESSFUL OVER A PERIOD OF TIME? THAT'S AN IMPORTANT ISSUE.
IT USUALLY IS IN TODAY'S WORLD IS IS I'VE HAD WHERE CANDIDATES WOULD BRING THEIR DATA IN THEIR CURRENT DISTRICT AND EXPLAIN THEIR, YOU KNOW, THEIR STUDENT ACHIEVEMENT DATA, NOT ONLY IN THEIR CURRENT YEAR, HOW THEY MOVED THE NEEDLE, HOW THEY'VE DONE IT, THE ACTUAL DATA ITSELF IN THEIR PREVIOUS YEARS.
A LOT OF PEOPLE CAN SAY, I CAN DO THIS AND I COULD DO THAT.
BUT WHAT HAVE THEY DONE? A CANDIDATE'S TRACK RECORD IS THE NUMBER ONE THING IS OUT THERE IS WHAT HAVE THEY DONE? YOU KNOW, IN THEIR CAREER AND IN THE IMPORTANT ISSUES OF BUILDING THAT PROFILE AND SITTING DOWN WITH YOU, IF IT'S PROBABLY, OBVIOUSLY STUDENT ACHIEVEMENT IS IS REALLY IMPORTANT, YOU KNOW, AND BUT HOW'S THE STUDENT ACHIEVEMENT IN WHAT THE HISPANICS, HOW IS IT WITH THE AFRICAN-AMERICAN? HOW IS IT WITH SOME OTHER, YOU KNOW, OTHER STUDENTS OUT THERE? SO THAT WOULD BE SOMETHING WE WOULD SIT DOWN AND GET A PROFILE.
JUST OTHER THAN THESE CHARACTERISTICS AND TRAITS, YOU KNOW THAT WE GET A REALLY STRONG PROFILE SO WE COULD GO OUT AND RECRUIT THE TYPE OF CANDIDATES THAT HAVE A TRACK RECORD OF WHAT YOU'RE LOOKING FOR AND WILL FIT THE COMMUNITY AND THIS DISTRICT'S GOALS AND EXPECTATIONS DOWN THE ROAD.
I JUST WANT TO ADD THAT IN TODAY'S ENVIRONMENT, WE HAVE ACCESS TO A LOT OF STATE RECORDS AND NATIONAL RECORDS ON STUDENT ACHIEVEMENT, SO WE CAN LOOK AT WHEN THE SUPERINTENDENT COME IN AND WHEN THEY LEAVE AND WHAT THEY TELL US, FOR EXAMPLE, AND THEIR THIRD GRADE READING INSTRUCTION AND SO FORTH.
AND WE LOOK AT ALL SUBGROUPS AS WELL.
SO THE DATA IS THERE IN TERMS OF ANALYZING.
IF SOMEBODY TELLS US THAT THIS IS WHAT THEY DID, WE GO BACK AND CHECK IT.
WE JUST DON'T TAKE THEIR WORD FOR IT.
AND WE'RE VERY WELL AWARE, VERY WELL AWARE.
YOU CAN, FOR EXAMPLE, HAVE OVERALL DATA RESULTS THAT SAY EVERYTHING IS GREAT.
BUT WHEN YOU START TO DRILL DOWN, IT'S GREAT FOR WHO? IT'S GREAT FOR WHICH GROUP OF STUDENTS.
SO REALLY DISSECTING THE DATA SO THAT YOU UNDERSTAND WHO'S PERFORMING AND WHO'S NOT, BECAUSE AGAIN, IT'S ESPECIALLY FOR ALL OF US.
BUT AS FOR ME, I KNOW THAT YOU CAN HAVE SCHOOLS THAT ARE DOING AN EXCELLENT JOB, BUT WHEN YOU DRILL DOWN, EVERYBODY IN THE SCHOOL IS NOT DOING AN EXCELLENT JOB.
SO UNDERSTANDING CLEARLY WHO'S PERFORMING, WHO'S NOT AND WHY WE TRULY UNDERSTAND HOW TO
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DO THAT.TRUSTEE ANY OTHER QUESTIONS HERE? THANK YOU ALL.
YEAH, YOU HAD A BULLET POINT, I APPRECIATE YOU PUTTING IT ON THERE SAYING THAT YOU HAVE A COMMITMENT WHERE YOU DON'T RECRUIT FOLKS THAT YOU PLACED LAST TWO TO THREE YEARS.
I DON'T NEED THE ANSWER NOW, BUT CAN YOU PROVIDE A OUR BOARD PRESIDENT WHO THOSE PEOPLE WILL BE? I DON'T KNOW IF YOU'RE ABLE TO DO THAT, BUT WHO WERE THE PEOPLE THAT IF WE SELECTED, YOU COULD NOT BE CANDIDATES BECAUSE YOU PLACED THEM SOMEWHERE ELSE? WELL, WHAT WE'RE SAYING IS IF WE PLACED A SUPERINTENDENT IN A DISTRICT, WE DON'T THEN RECRUIT THAT SUPERINTENDENT IN A YEAR OR SO TO MOVE TO ANOTHER DISTRICT.
SO WE GIVE THAT GUARANTEE TO ALLOW THAT PERSON TO REMAIN.
WE DON'T, YOU KNOW, ROB PETER TO PAY PAUL.
I JUST WOULD LIKE TO KNOW IF WE SELECTED YOU ALL WHO PROBABLY ALL THE FIRMS, I WOULD WANT TO KNOW WHO WOULD BE EXCLUDED IF WE CHOSE THEM IN OUR SEARCH PROCESS.
MAYBE IT'S MORE A QUESTION FOR A BOARD PRESIDENT TO FOLLOW UP WITH THESE FIRMS. WELL, IF YOU MEAN YOUR CURRENT DEPUTY.
NO, I THINK WHAT I UNDERSTAND IS TO ME IS IF YOU PLACED A SUPERINTENDENT IN FORT WORTH.
AND YOU'RE NOT GOING TO RECRUIT THEM.
WE WOULD WANT TO KNOW THAT LIST OF HERE ARE THE PEOPLE THAT WE'VE PLACED IN THE LAST THREE YEARS THAT WE WILL NOT BE ACTIVELY RECRUITING.
THE PERSON THAT YOU MENTIONED WORKING FOR WITH US.
IF WE WANTED THAT, NOT SAYING WE DO, BUT IF WE WANTED THAT PARTICULAR PERSON AND WE CHOSE YOU ALL [INAUDIBLE] BE PRECLUDED [INAUDIBLE] NOT BE PRESENTED TO US BECAUSE YOU PLACED THEM SOMEWHERE ELSE.
I'LL JUST USE THEM FOR [INAUDIBLE].
WELL, WHAT WE TRY TO DO BASED ON OUR REPUTATION IS NOT, YOU KNOW PLACE A SUPERINTENDENT AND THEN IN A YEAR OR SO REMOVED, AND I UNDERSTAND WHAT YOU'RE SAYING, SO WE CAN PROVIDE YOU A LIST OF WHO THEY ARE.
AND WE DON'T HAVE A PROBLEM THAT ONE OF THE THINGS WE TRY NOT TO FISH OUT OF THE SAME POND.
AND ONE OF THE THINGS THAT YOU SHOULD NEED TO KNOW, WE WORK FOR BOARDS OF EDUCATION.
WE'RE NOT A PLACEMENT SERVICE TRYING TO FIND PEOPLE'S JOBS.
THAT'S NOT WHAT WE'RE ABOUT AND WE DON'T HAVE ANY STABLES.
AND YOU KNOW, WE'RE INTERESTED IN YOUR PROFILE AND GO OUT AND RECRUIT FOR THOSE YOU KNOW THOSE CHARACTERISTICS, YOU KNOW, TRAITS.
YOU KNOW, I'VE GOT EXPERIENCE HERE IN DALLAS.
I MEAN, I DID YOUR DEPUTY SUPERINTENDENT, YOU KNOW, DR.
[INAUDIBLE], AND WE HAVE A SERVICE AGREEMENT THAT WE'VE DONE LOTS OF POSITIONS FOR DALLAS, YOU KNOW, FOR VARIOUS POSITIONS, IT POSITIONS, PRINCIPALS, AND OTHERS.
SO WE DO KNOW DALLAS AND WE HAVE A LOYALTY, YOU KNOW, TO THIS DISTRICT AND A GOOD RELATIONSHIP, AND WE'D LIKE TO CONTINUE THAT BY FINDING THE NEXT SUPERINTENDENT.
I DON'T SEE ANOTHER QUESTION, SO THANK YOU ALL SO MUCH.
THANK YOU FOR THE OPPORTUNITY.
AND OUR FINAL PRESENTATION TODAY IS [INAUDIBLE] YOUNG [INAUDIBLE].
COME ON, YEAH, COME ON RIGHT UP.
AND AS YOU ALL ARE GETTING SETTLED, WE'VE GOT YOUR POWERPOINT ON THE SCREEN.
YOU SHOULD BE ABLE TO HIT NEXT ON THAT COMPUTER THERE TO MOVE IT.
WE'VE BEEN ALLOCATING APPROXIMATELY 20 MINUTES OR SO, IDEALLY HALF OF THE PRESENTATION, HALF FOR QUESTIONS SO IF YOU CAN KEEP YOUR PRESENTATION TO 10 TO 12 MINUTES AND I'LL GIVE YOU A TWO MINUTE WARNING AS WE'RE GETTING CLOSER.
SO, OTHERWISE START WHATEVER YOU ARE READY.
WE ARE, WE WANT TO LET YOU KNOW WE'RE VERY HONORED THAT YOU SELECTED US FOR AN INTERVIEW TO BE CONSIDERED FOR ONE OF THE MOST, IF NOT THE MOST IMPORTANT DECISION YOU ALL WILL MAKE AS BOARD MEMBERS.
WE KNOW YOU'VE HAD A CHANCE TO READ OUR PROPOSAL.
SO WHAT WE'RE GOING TO DO IN THE NEXT FEW MINUTES IS TO HIGHLIGHT OUR APPROACH AND THEN LET YOU KNOW WHAT YOU CAN EXPECT FROM US AND ANSWER ANY QUESTIONS YOU HAVE.
WE'RE GOING TO IF IT'S OK, WE'D LIKE TO START OUT BY BRIEFLY INTRODUCING OURSELVES.
I WAS A SUPERINTENDENT IN THE ARLINGTON SCHOOL DISTRICT IN THE 1980S AND
[01:30:08]
EARLY 90S.AND SUPERINTENDENT FOR 12 YEARS IN CYPRESS FAIRBANKS ISD AND SUBURBAN HOUSTON.
I'VE BEEN CONSULTING IN TEXAS FOR VARIOUS COMPANIES, INCLUDING [INAUDIBLE], FOR THE LAST 17 YEARS.
CAN YOU HEAR ME? IS THIS ON? THANK YOU SO MUCH.
I NEED TO PUSH THE BUTTON DOWN.
I'M CONNIE COLLINS AND I'M A RETIRED SUPERINTENDENT AFTER 16 YEARS IN SUBURBAN CHICAGO DISTRICT AND AT ONE TIME I RESIDED IN KATY, TEXAS, AND WORKED FOR SPRING BRANCH INDEPENDENT SCHOOL DISTRICT.
ALSO, MY LAST SUPERINTENDENCY, WHICH ENDED IN 2018 WHEN I RETIRED, WAS IN ROUND LAKE ILLINOIS, WHERE WE WERE 70 PERCENT HISPANIC WITHIN THE DISTRICT.
SO IT'S DEFINITELY A JOY TO BE HERE.
GOOD EVENING, THANK YOU SO MUCH FOR ALLOWING US THE TIME TO PRESENT TO YOU THIS EVENING.
STARTED OUT AS A CLASSROOM TEACHER A LONG TIME AGO AND EVENTUALLY BECAME A SUPERINTENDENT OF SCHOOLS.
I WAS A SUPERINTENDENT OF SCHOOLS FOR 34 YEARS IN FOUR DIFFERENT STATES AND ENJOYED EVERY MINUTE OF IT, ALMOST EVERY MINUTE OF IT.
AND IT WAS A VERY GOOD LEARNING EXPERIENCE.
I CONTINUE TO STAY ACTIVE WITH SUPERINTENDENT ASSOCIATIONS AND REALLY ENJOY DOING WORK WITH SCHOOL BOARDS, WHICH I'VE BEEN DOING IN TEXAS SINCE I RETIRED IN 2012.
AND THANKS AGAIN FOR LETTING US BE HERE.
OUR NEXT PERSON IS ON ZOOM AND IT'S CARMELA.
BOARD OF TRUSTEES AND SUPERINTENDENT HINOJOSA BEST WISHES, DR.
FOR SIX YEARS AND IN THE COURSE OF THE PAST 20 YEARS HAVE CONDUCTED LEAD CO-LEAD ON TEAMS AND SOME 24 STATES.
MOST RECENTLY, I CO-LED THE SUCCESSFUL LA UNIFIED SUPERINTENDENT SEARCH.
YOU HAVE MY DATA THAT I'LL COMMENT.
I WAS HAPPILY RETIRED, BUT I'VE KEPT BUSY AND SERVED IN ALL THE USUAL ROLES POST-RETIREMENT AS INTERIM SUPERINTENDENT IN SEVERAL DISTRICTS AND A STATE BOARD OF IT APPOINTED STATE.
TRUSTEE, WHERE I SERVED AS BOTH THE BOARD AND THE SUPERINTENDENT.
I WAS A FOUNDING MEMBER OF [INAUDIBLE] AND [INAUDIBLE] HAS PARTNERED NOW WITH [INAUDIBLE] AGAIN, IT'S AN HONOR TO BE HERE WITH YOU TODAY.
THANK YOU FOR ALLOWING US TO PRESENT WITH TO YOU THIS EVENING.
I SERVED AS SUPERINTENDENT [INAUDIBLE] SCHOOL DISTRICT FOR 11 YEARS AS SUPERINTENDENT.
PRIOR TO THAT, I WAS IN THE STATE OF COLORADO FOR 32 YEARS, AND I ALSO BEGAN MY TEACHING CAREER HERE IN TEXAS.
BORN AND RAISED IN BORN RIGHT HERE IN DALLAS, TEXAS, AND DID MY TEACHING AND HERE BEFORE I MOVED TO COLORADO.
WE'VE WORKED TOGETHER AS A TEAM SINCE I'VE JOINED THE TEAM IN 2014 AND WE'VE DONE ABOUT 13 SEARCHES TOGETHER AND STATE OF TEXAS.
BUT SEVERAL OF US HAVE DONE SEARCHES IN OTHER STATES, AND I LIKEWISE HAVE DONE SEARCHES IN THE STATE OF COLORADO.
OUR WE'VE LOOKED AT YOUR FOCUS, YOU AS A SCHOOL DISTRICT WHERE YOU ARE.
WE'RE LEARNING ABOUT THAT AND WHAT YOU ARE INTENDING TO DO IN TERMS OF EDUCATING ALL STUDENTS FOR SUCCESS.
WE ARE MISSION INNOVATION, DIVERSITY AND OPPORTUNITY ARE THINGS THAT ARE CLOSE TO OUR BELIEFS AS WELL, AND WE LOOK FORWARD TO THE OPPORTUNITY TO LOOK AT OTHER THINGS IN YOUR SCHOOL DISTRICT THAT WILL INFORM US AS WE LOOK AT THE FUTURE SEARCH.
YOUR GOALS THAT ARE HERE, SPECIFIC STUDENT OUTCOMES, AND CONTENT AREAS A PARTICULAR FOCUS ON MIDDLE GRADES THAT IN ADDITION TO YOUR GUIDANCE IN TERMS OF WHAT YOU ARE
[01:35:03]
EXPECTING TO HAPPEN IN YOUR SCHOOL DISTRICT IN THE NEXT FIVE YEARS, YOUR STRENGTHS THAT YOU WANT TO BUILD UPON AND ALSO CRITICAL CHALLENGES FACING YOUR SCHOOL DISTRICT.FOR [INAUDIBLE] YOUNG AND ATTEA, WE'VE DONE AS AN ORGANIZATION, BEEN IN AN ORGANIZATION DOING EXECUTIVE SEARCHES FOR 40 YEARS, FIFTEEN HUNDRED SEARCHES.
WE'VE DONE THE LARGEST SCHOOL DISTRICTS, L.A.
AND HOUSTON, AS WELL AS SOME OF THE VERY SMALL SCHOOL DISTRICTS ACROSS THE NATION WITH URBAN, SUBURBAN, RURAL, VARIED RACIAL AND ETHNIC AND SOCIOECONOMIC DIVERSITY.
OUR SEARCHES HAVE AN EXECUTIVE OVERSIGHT COMPONENT WITH IT.
WE ALSO HAVE FULL TIME OFFICES IN THE STATE OF ILLINOIS AND TECHNOLOGICAL INFRASTRUCTURE TO HELP FOR US AS A TEAM AND TO HELP YOU AS A BOARD WITH COMMUNICATION.
WE'LL SHARE WITH YOU OUR PORTAL A LITTLE BIT LATER.
WE HAVE A RESEARCH BASED SURVEY THAT IS ALSO PART OF WHAT WE ARE, WHAT WE OFFER.
OUR PROCESS IS FOUR STEPS AND I'LL JUST BRIEFLY THOSE FOUR STEPS ARE ENGAGE, RECRUIT, SELECT, AND TRANSITION.
COLLINS, I WILL GO THROUGH THE FOUR STEPS IN MORE DETAIL.
THE KEY COMPONENTS OF THE ENGAGEMENT PHASE INCLUDE A PLANNING MEETING WITH THE BOARD OF EDUCATION, WHERE WE WILL PLAN EVERY ASPECT OF THE SEARCH NEXT.
THE BOARD AND STAKEHOLDER INPUT IS SCHEDULED.
AND THIS PROVIDES AN OPPORTUNITY FOR INTERNAL AND EXTERNAL STAKEHOLDERS TO NOT ONLY COMPLETE OUR SURVEY, WHICH IS BASED UPON 25 YEARS OF RESEARCH ON EFFECTIVE SUPERINTENDENTS, BUT TO ALSO PARTICIPATE IN LISTENER SESSIONS INDIVIDUAL SESSIONS.
SINCE WOULD BE HELD WITH EACH OF THE INDIVIDUAL BOARD MEMBERS AND YOUR OUTGOING SUPERINTENDENT, IF YOU SO CHOOSE.
THERE WILL PROBABLY BE 30 TO 35 MEETINGS USING EITHER ZOOM WEBINAR OR TELEPHONE WITH THE ONE ON ONE INTERVIEWS.
AS WE MOVE THROUGH THE PROCESS, WE ACKNOWLEDGE AND RECOGNIZE THE IMPORTANCE OF WHAT STUDENTS HAVE TO SAY.
SO WE DEFINITELY WANT TO HEAR FROM THEM BASED UPON THE INFORMATION GATHERED FROM THE LISTENING SESSIONS AND THE SURVEY.
WE WILL DRAFT A LEADERSHIP PROFILE REPORT SUGGESTING THE DESIRED CHARACTERISTICS FOR THE NEXT DALLAS SUPERINTENDENT, AND THIS WILL BE EDITED, AMENDED AND APPROVED BY YOU.
THE BOARD OF EDUCATION THIS FEEDBACK WILL INFORM THE SEARCH, RECRUITMENT STRATEGY AND PUBLICITY AS WE SEEK CANDIDATES WHO CAN PROVIDE EVIDENCE OF A TRACK RECORD AND SKILLS TO MATCH THAT PROFILE.
NEXT PHASE IS THE RECRUITMENT PHASE.
THE CONSULTANTS RECRUIT CANDIDATES BASED UPON THE APPROVED DALLAS LEADERSHIP PROFILE, USING STATE AND NATIONAL NETWORKS OF OVER 100 ASSOCIATES PLUS CONTACTS WITH [INAUDIBLE], THE URBAN SUPERINTENDENTS ASSOCIATION OF AMERICA, THE COUNCIL OF GREAT CITY SCHOOLS AND THE AMERICAN ASSOCIATION OF SCHOOL ADMINISTRATORS.
WE WILL REVIEW SUBMITTED APPLICATIONS, CONDUCT SCREENING INTERVIEWS AND CHECK BOTH FORMAL AND CONFIDENTIAL REFERENCES.
WE ALSO LOOK FORWARD TO WORKING CLOSELY WITH YOUR COMMUNICATIONS AND TECHNOLOGY STAFF TO ENSURE THAT WE MAKE THE BEST USE OF PLATFORMS THAT ARE USEFUL IN OPTIMIZING COMMUNICATIONS IN ORDER TO GET THE BEST RESULTS FOR COMMUNITY ENGAGEMENT AND CANDIDATE RESPONSES.
THIS CONSISTS OF PROVIDING THE BOARD WITH A SLATE OF CANDIDATES THAT WE INTERVIEWED USING QUESTIONS BASED UPON THE LEADERSHIP PROFILE OF DESIRED CHARACTERISTICS ESTABLISHED BY THE BOARD.
YOUR [INAUDIBLE] ASSOCIATES WILL REVIEW CANDIDATES REFERENCES AND TAP INTO OUR OWN CONFIDENTIAL NETWORK TO GAIN RELIABLE INFORMATION ON A CANDIDATE'S PAST RECORD OF ACHIEVEMENT.
YOU CAN BE ASSURED THAT OUR FIRM IS COMMITTED TO SPENDING THE TIME AND ENERGY ON THE DETAILS NECESSARY TO FIND THE RIGHT CANDIDATES TO BRING TO THE BOARD.
IN ADDITION, WE'LL PRESENT A BOARD WORKSHOP ON INTERVIEWING, AND WE WILL FACILITATE THE WRITING OF AN INTERVIEW SCRIPT BASED UPON YOUR QUESTIONS.
WE WILL FACILITATE THE DEBRIEFING AFTER BOTH ROUNDS OF INTERVIEWS THAT WOULD BE
[01:40:03]
FOR THE SEMIFINALISTS AS WELL AS THE FINALISTS.AND WE WILL ALSO ARRANGE FOR THE DEEP BACKGROUND CHECK AND THE SITE VISIT IN THIS PHASE.
KNOW THAT AFTER THE LONE FINALIST IS SELECTED, WE WILL CONTINUE TO PROVIDE SUPPORT FOR THE CANDIDATE AND THE BOARD.
[INAUDIBLE] CAN ASSIST AS NEEDED IN NEGOTIATING THE CONTRACT ON BEHALF OF THE BOARD.
WE CAN ALSO HELP WITH PLANNING AND ENTRY PLAN OF SUCCESS AND FACILITATING A CONVERSATION WITH THE BOARD AND NEW SUPERINTENDENT ON GOAL SETTING.
WE CAN TALK ABOUT OPTIONAL TRANSITIONAL SERVICES AT ANOTHER TIME.
JUST A NOTE PROBABLY TWO TO THREE MORE MINUTES IF WE CAN.
ONE OF THE UNIQUE AND PERSONALIZED SERVICES THAT HYA OFFERS IS PROVIDING EACH BOARD MEMBER WITH CONFIDENTIAL ACCESS TO THE BOARD PORTAL, AND DALLAS WOULD HAVE ITS OWN PORTAL.
EACH BOARD MEMBER RECEIVES THEIR OWN INDIVIDUAL CODE TO THE PORTAL, WHERE ALL RELATED INFORMATION IS ABOUT THE SEARCH IS CONTAINED.
ONCE THE RECRUITMENT PHASE IS IN PROGRESS, BOARD MEMBERS ARE ABLE TO VIEW THE CANDIDATE APPLICATIONS.
YOU SEE EXACTLY WHAT WE THE TEAM ARE SEE, SO IT'S A VERY TRANSPARENT PROCESS.
NEXT, COMMUNICATION DURING THE SEARCH, HYA GOAL IS TO KEEP YOU THE BOARD INFORMED AND UP TO DATE AS THE SEARCH PROGRESSES.
THERE ARE A NUMBER OF VENUES FOR DOING SO.
YOU COULD SEE THOSE LISTED THERE.
I COVERED THE PORTAL, BUT OTHER FORMS OF COMMUNICATION EMAIL.
HAVING THE CALENDAR THAT YOU WILL FOLLOW WORKSHOPS SUCH AS THE INTERVIEW, WHAT PREPARATION ONE AND SUPPORTED DEVELOPING NEEDED MATERIALS, FACILITATING THE INTERVIEWS AND THEN SUPPORT AS NEEDED AND REQUESTED IN THE NEGOTIATION OF CONTRACT.
NEXT, OUR COMMITMENT, WE DO NOT TAKE THIS AS A COOKIE CUTTER PROCESS WITHIN THE SEARCH PHASES.
EVERYTHING WOULD BE CUSTOMIZED TO THE DALLAS WAY.
NEXT, HYA OUR COMMITMENT TO EQUITY.
WE DO NOT VIEW EQUITY AS A CLICHé.
HYA HAS BEEN VERY SUCCESSFUL IN PLACING INDIVIDUALS WITH DIVERSE BACKGROUNDS.
CASE IN POINT, AN EXPERIENCED PERSON OF COLOR, FORMER IMMIGRANT, A PERSON WITH A REAL EQUITY LENS AND A REPUTATION FOR CLOSING ACHIEVEMENT GAPS IS PREPARING TO TAKE THE [INAUDIBLE] AT LAUSD.
IF HYA IS SELECTED, THE TEAM WILL TAKE YOUR DIRECTION ON THIS.
WE HAVE CONTACTS ACROSS THE COUNTRY, AS WAS STATED.
YOU WILL NOT BE DISAPPOINTED IN THE SLATE OF CANDIDATES THAT WE WOULD BRING FORWARD.
JUST A COUPLE OF THINGS ABOUT THE CALENDAR.
FIRST OF ALL, WITHIN A COUPLE OF DAYS AFTER AWARDING US THE CONTRACT, WE WILL HAVE THE JOB ADVERTISED ON OUR WEBSITE AND THAT'S NO SMALL DEAL AT TWENTY FIVE THOUSAND HITS A MONTH.
HOWEVER, WE WANT TO ENGAGE THE COMMUNITY ON YOUR BEHALF IN HELPING TO IDENTIFY THE CHARACTERISTICS THAT WE STATED EARLIER.
ONCE THAT PROFILE, WHICH WILL GET TO YOU WITHIN TWO WEEKS AFTER THAT ENGAGEMENT COMES TO YOU AND IS EDITED BY YOU, WE'LL DO WHAT WE CALL A FOCUSED RECRUITMENT EFFORT.
WE'LL FIND PEOPLE WHO AREN'T LOOKING FOR JOBS WHO ARE SUCCESSFUL WITH THE CHARACTERISTICS THAT YOU'VE IDENTIFIED AND BRING THOSE PEOPLE TO YOU.
AND YOU'LL SEE THAT WE PREDICATED OUR CALENDAR BASED UPON NAMING A LONE FINALIST BY MAY 19 JUST TO I KNOW WE'RE PRESSED FOR TIME, SO WE'LL GO ON THE NEXT SLIDE.
HERE'S THE RESULTS OF OUR SEARCHES.
THESE ARE SEARCHES THAT THOSE OF US WHO WORK NOT ONLY IN TEXAS BUT OTHER PLACES, BUT MEMBERS OF THIS TEAM HAVE BEEN SUCCESSFUL AT.
AND THESE SEARCHES RESULTED IN 12 OF THE 16 PEOPLE WHO RECEIVED THE SUPERINTENDENCY IN THESE SEARCHES WERE EITHER WOMEN OR AFRICAN-AMERICAN OR HISPANIC, HISPANIC, LATINO.
SO EQUITY IS NOT SOMETHING, AS CARMELA SAID, THAT WE JUST PUT UP AS A SLOGAN.
IT IS PART OF OUR EVERYDAY WORK AND IT'S PART OF OUR RESULTS AND OUTCOMES.
ONE OTHER QUICK FACT ABOUT THOSE PEOPLE THAT WERE WERE HIRED.
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THE OVERWHELMING MAJORITY OF PEOPLE THAT WERE HIRED AS A RESULT OF THOSE SEARCHES DID NOT ORIGINALLY APPLY FOR THE JOB.THAT MEANS THEY WERE RECRUITED BY OUR TEAM, BASED AGAIN UPON THE UNIQUE PROFILE THAT WAS ESTABLISHED BY THOSE SCHOOL BOARDS.
FINALLY, I'LL MENTION THE HYA GUARANTEE WE HAVE NOT RECRUITED ANY OF THESE PEOPLE THAT HAVE BEEN HIRED SINCE 2012.
SO WE SAY IT'S A THREE YEAR GUARANTEE THAT WE'LL KEEP HANDS OFF.
BUT THE REALITY IS THAT WE HAVEN'T TRIED TO HIRE THEM AWAY FROM WHERE THEY WENT.
WE ALSO HAVE A GUARANTEE IN TERMS OF IF THINGS DON'T WORK OUT, WE'LL COME BACK AND WORK WITH YOU UNTIL THEY DO, AND WE'LL WE WILL CHARGE EXPENSES, BUT NOT A FEE.
AND THEN FINALLY, WE DO HAVE A PRICE MATCH GUARANTEE BECAUSE WE HAVE A KIND OF A UNIQUE SERVICE APPROACH TO DOING A SEARCH AND WE SPEND A LOT OF TIME WITH THE BOARD PERSON TO PERSON AND THROUGH OTHER METHODS.
I'LL LEAVE IT THERE AND LOOK FORWARD TO YOUR QUESTIONS.
THANK YOU SO MUCH FOR YOUR PRESENTATION.
WE WILL OPEN IT UP FOR THE BOARD OF TRUSTEES FOR QUESTIONS.
THANK YOU FOR YOUR PRESENTATION.
QUESTIONS SPECIFICALLY RELATED TO YOUR WHAT YOU GAVE US IN THIS PACKET.
I SEE THE COMMUNITY AND LEADERSHIP SURVEY REPORT, AND I THINK YOU GAVE AN EXAMPLE OF WHAT THE COMMUNITY SURVEY COULD LOOK LIKE.
OK, MY QUESTION IS AND I SAW THIS AS A DISTINCT MARKER FROM JUST A PREVIOUS PRESENTATION, WHICH WAS THEIR ABILITY TO TO MAKE THIS AVAILABLE IN DIFFERENT LANGUAGES AS NEEDED FOR THE COMMUNITY.
IS THAT ALSO THE CASE FOR YOUR FIRM? YES, IT IS ALREADY IN BOTH ENGLISH AND SPANISH.
WE CAN DO OTHER LANGUAGES AS WELL.
OK, AND IS THIS ADMINISTERED DIGITALLY IN PAPER? A LARGER QUESTION ABOUT COMMUNITY INPUT HERE IS THE ACCESSIBILITY AND WHAT FORMATS IS THIS AVAILABLE? IT'S AVAILABLE BOTH IN HARD COPY AS WELL AS ONLINE.
AND THEN ANOTHER QUESTION REGARDING THE OPTIONAL WORKSHOP BOARD GOVERNANCE THAT YOU HAVE HERE DURING THE RECRUITING PHASE.
I'M NOT SURE IF I POTENTIALLY MISSED THAT FROM ANY OF OUR OTHER PRESENTERS.
CAN YOU WALK ME REALLY QUICKLY HIGH LEVEL WHAT THAT WORKSHOP BOARD GOVERNANCE PRESENTATION IS? WHO IS BETWEEN US AND THE CANDIDATES? IS IT JUST BETWEEN THE BOARD, US AND YOU? IT'S WITH US AND THE BOARD? AND WITH ALL DUE RESPECT, WE KNOW THAT MANY OF YOU HAVE CONDUCTED INTERVIEWS.
THERE ARE SOME SPECIAL THINGS IN THE PUBLIC EDUCATIONAL REALM THAT WE NEED TO BE CAREFUL OF.
AND SO WE TRIED TO GO OVER THOSE THINGS TACTFULLY WITH YOU ON THAT.
AND THEN WE ALSO GIVE SOME SUGGESTIONS FOR GETTING THE BEST OUT OF THE INTERVIEW SITUATION.
DID YOU WANT TO GET TO THAT OK, THANK YOU.
TRUSTEE GARCIA, TRUSTEE FLORES.
YEAH, SO I'M GOING TO ASK YOU A QUESTION ABOUT, YOU KNOW, I NOTICED THAT YOU HAD OUR GOALS IN YOUR FOURTH SLIDE, OUR STUDENT OUTCOME GOALS.
AND SO THIS BOARD THIS TRUSTEE AND STRONGLY BELIEVES THAT THIS IS KIND OF OUR NORTH STAR.
I MEAN, THIS IS THESE ARE THE THINGS THAT WE NEED TO BE WORKING ON AND ARE IMPORTANT TO US IN OUR WORK AROUND RACIAL EQUITY.
AND YOU KNOW, THE DIFFERENT, YOU KNOW, STUDENT GROUPS THAT, YOU KNOW, IN ALL URBAN SCHOOL DISTRICTS HAVE CHALLENGES AND.
WHAT EXTENT DOES YOUR FIRM HAVE THE CAPABILITY TO RUN ANALYTICS ON THE CANDIDATES? YOU KNOW, YEAH, YOU CAN RUN ANALYTICS ON US.
WE CAN GIVE YOU THE DATA YOU KNOW, THE TRUSTEES HERE KNOW WHAT THE DATA IS, BUT WHAT CAPABILITY DOES YOUR FIRM HAVE THAT ONCE WE GET DOWN TO THE SEVEN OR EIGHT OR TWELVE OR WHATEVER THAT FIRST POT LOOKS LIKE TO REALLY DRILL DOWN AND SAY, YOU KNOW, DO THESE PEOPLE REALLY HAVE WHAT ALIGNS TO THESE COMMITMENTS TO WHAT WE HAVE TOLD THE PUBLIC? AND WE AS THE TRUSTEES AND THE SUPERINTENDENT LEADERSHIP TEAM HAVE COME UP WITH ONE OF THE THINGS THAT WE DO IS WE REQUIRE THAT THE CANDIDATES SHARE WITH US THEIR ACTUAL EVIDENCE THAT THEY'VE ACCOMPLISHED BECAUSE OFTENTIMES THE CANDIDATES SAY, WELL, I DID THIS, I DID THIS, I DID THIS, AND WE WANT TO KNOW WELL, WHAT WAS THE OUTCOME OF THAT AND PRESENT IT TO US IN A GRAPHIC FORM THAT CAN BE SHARED SO THAT WE KNOW THE RESULTS OF THE OF THE WORK THAT YOU'VE DONE.
AND THEN WE CHECK THAT WHAT THEY HAVE PORTRAYED TO US AS THEIR EVIDENCE OF WORK.
BUT WE OFTEN EXPECT THEM TO TURN THAT AROUND AND SAY IT'S FINE TO TELL US YOU DID SOMETHING, TELL US WHAT THE OUTCOME OF THAT WAS OVER A PERIOD OF TIME, WHETHER THAT BE
[01:50:01]
THREE TO FIVE YEARS.TELL US THE DATA POINTS OF THE IMPROVEMENT IN READING SCORES.
TELL US THE IMPROVEMENT IN WHATEVER THAT MAY BE IF IT HAPPENS TO BE A RELATIONSHIP IMPROVEMENT WITH THE COMMUNITY.
TELL US HOW YOU COLLECTED YOUR DATA AND WHAT THE OUTCOMES WERE THAT WE CAN ACTUALLY VERIFY.
BECAUSE YOU KNOW, TO ME, I THINK THAT IT'S VERY IMPORTANT THAT WHOEVER THIS INDIVIDUAL IS UNDERSTANDS THAT THIS BOARD IS A VERY DEFINED, IN MY OPINION, A VERY DEFINED OPINION OF WHAT WE WANT AND WHAT WE'RE LOOKING FOR AND OF THE STRATEGIC INITIATIVES THAT WE'VE PUSH FORWARD.
I MEAN, WE HAVE THE, IN MY OPINION, MOST ROBUST TEACHER EVALUATION SYSTEM IN THE UNITED STATES AND PERFORMANCE PAY SYSTEM TO GO WITH IT.
AND WE USE IT, AND IT'S CRITICAL TO SOME OF OUR INITIATIVES AROUND RACIAL EQUITY, LIKE OUR ACCELERATED CAMPUS EXCELLENCE PROGRAM, OUR ACE CAMPUSES AND OTHER CAMPUSES THAT NEED SUPPORT AND WHERE WE CAN GET OUR BEST TEACHERS THERE.
THEIR TURNAROUND, THAT PARADIGM OF WHAT'S EXISTED IN THE UNITED STATES FOR DECADES, THAT YOUR WEAKEST PERFORMERS ARE WITH THE KIDS THAT NEED IT THE MOST OR, YOU KNOW, JUST MOSTLY BE JUST BECAUSE THEY'RE BRAND NEW TEACHERS.
SO THESE ARE, YOU KNOW, WE HAVE A LOT OF STRATEGIC INITIATIVES IN THIS DISTRICT AROUND EARLY CHILDHOOD, AROUND OUR COLLEGE ACCESS, OUR CAREER INSTITUTES, OUR DUAL LANGUAGE PROGRAM, WHICH IS IF NOT THE LARGEST ONE OF THE LARGEST IN THE COUNTRY, WORK AROUND SOCIAL, EMOTIONAL LEARNING, SCHOOL CHOICE.
WE HAVE OVER A HUNDRED SCHOOLS AND SCHOOL CHOICE.
SO WE'RE LOOKING FOR SOMEBODY.
I MEAN, WE HAVE A PLAN, WE ARE WORKING THIS PLAN.
SO I THINK IT'S CRITICAL THAT IF WE DO HIRE YOU GUYS, THAT YOU'RE GOING TO HAVE THE CAPABILITY TO REALLY DRILL DOWN INTO THESE CANDIDATES AND SAY, WELL, YOU KNOW, HAVE YOU DONE? WHY HAVEN'T YOU DONE A TEACHER EVALUATION SYSTEM? WHAT DOES YOURS LOOK LIKE? YOU KNOW, HAVE YOU LOOKED AT DALLAS'S? YOU KNOW, SO I JUST I'M ASKED THE QUESTION BECAUSE I THINK IT'S ESSENTIAL THAT THIS TRUSTEE BUT YOU KNOW, THIS TRUSTEE IS GOING TO WANT TO SEE SOME EVIDENCE, SOME DATA AND THAT YOU GUYS CAN TRUST BUT VERIFY WHAT YOU'RE BEING PROVIDED.
AND AS [INAUDIBLE] SAID, WE PUT THAT INTO THEIR APPLICATION AS PART OF THE APPLICATION PROCESS TO UPLOAD DATA TRACK RECORD SUCCESS.
BUT IN ADDITION TO DOING THAT, WE ASK THEM TO EXPLAIN HOW THEY WENT ABOUT DOING IT.
AND THEN WE FOLLOW UP NOT ONLY WITH THE REFERENCES THAT THEY GAVE US, BUT PEOPLE WHO ARE FAMILIAR WITH THEIR WORK.
AND WE SAY, DID THIS PERSON ACTUALLY LEAD THAT WORK, MANAGE THAT WORK, IMPLEMENT THAT FAITHFULLY OR WERE THEY RIDING THE CREST OF SOMEBODY ELSE'S WAVE? AND THAT'S THE WAY WE GO ABOUT ASCERTAINING WHETHER PEOPLE MEET YOUR PROFILE WHEN YOU DEVELOP AND THE ONE THAT YOU FINALLY APPROVE.
WE ALSO ASK, WE WANT TO KNOW HOW THEY ENGAGE WITH THE SCHOOL BOARD TOO.
FIRST OF ALL, OR HAVE THEY MADE THEMSELVES AWARE OF ALL OF THE INITIATIVES AND THE THINGS THAT YOU'VE DONE COMING INTO THIS PROCESS? AND THEN HOW? A DAY AS A SUPERINTENDENT, ENGAGE WITH YOU AS BOARD MEMBERS TO ACHIEVE THOSE GOALS.
WELL, FOR ME, ONE LAST QUESTION SO, SO HAVE YOU GUYS EVER USED AN INDUSTRIAL PSYCHOLOGIST TO INTERVIEW THESE FOLKS AFTER WE GET DOWN, MAYBE TO LIKE TWO OR THREE BECAUSE IT'S EXPENSIVE? I DON'T KNOW IF YOU GUYS USE ANY KIND OF.
WE HAVE USED PSYCHOLOGICAL ASSESSMENTS WITH CANDIDATES USUALLY IN THE FINAL STAGES WHEN, AS YOU SAY, YOU'RE DOWN TO THREE.
WE'VE DONE THAT IN A COUPLE OF SCHOOL DISTRICTS WHERE THAT WAS SOMETHING THAT THEY WANTED TO DO, AND THEY WANTED TO SEE THAT THE TIMING OF WHEN THE BOARD SAW THAT DATA WAS UP TO THE BOARD AND IT WAS A STRATEGIC DECISION.
YEAH, I JUST DID A NONPROFIT SEARCH FOR AN EXECUTIVE DIRECTOR AND WE THAT WAS PART OF THE PROCESS AND WE GOT TO NOT JUST SEE THE RESULTS FROM THE THREE CANDIDATES, BUT THEN ALSO TALK TO THE INDUSTRIAL PSYCHOLOGISTS TO BE ABLE TO ASK QUESTIONS FOR 45 MINUTES OR SO TO KIND OF GO THROUGH, HEY, I'M TRYING TO UNDERSTAND WHAT THIS MEANS OR DOESN'T MEAN.
AND JUST THROWING IT OUT THERE FOR FOR US TO CONSIDER.
I'M WONDERING IN PUTTING TOGETHER A LIST OF CANDIDATES, IF YOU RANK THEM IN DIFFERENT AREAS LIKE, YOU KNOW, THIS SUPERINTENDENT HAS GREAT EXPERIENCE AS A MANAGER IMPLEMENTING BOARD GOALS OR THIS EXPERIENCE, THIS SUPERINTENDENT STRENGTH IS IN LEADING A DISTRICT IN DEFINING A NEW VISION.
YOU KNOW, JUST GOING THROUGH THE DIFFERENT CHARACTERISTICS AND FACTORS THAT GO INTO BEING A SUCCESSFUL SUPERINTENDENT.
I MEAN, IS THERE IS THERE ANY SORT OF WAY YOU RANK THEM ALMOST LIKE GRADING THEM ON DIFFERENT SUPERINTENDENT CHARACTERISTICS THAT ARE IMPORTANT?
[01:55:02]
THIS SUPERINTENDENT IS EXCELLENT, YOU KNOW, AND HAS A DEMONSTRATED RECORD OF IMPROVING STUDENT ACHIEVEMENT OR HANDLING CRISES OR THOSE KINDS OF THINGS SO THAT WHEN WE'RE LOOKING AT SOMEBODY AND WE'RE TRYING TO ANALYZE THEIR PRIOR RECORD AS A SUPERINTENDENT, YOU KNOW, WHAT WERE THEIR STRENGTHS AND WHAT WERE THEIR WEAKNESSES AND HOW DO THEY FIT INTO THESE LEADERSHIP MANAGEMENT GOVERNANCE TYPE CATEGORIES? YES.WE ARE ABLE TO LOOK AT WHAT IT IS THAT THE SUPERINTENDENTS HAVE DONE WITHIN THEIR DISTRICTS, AND WE'RE ABLE TO SHARE WITH THE BOARD THAT THEY HAVE STRENGTHS IN THESE AREAS MAYBE HAVE NOT HAD AS MUCH EXPERIENCE IN SOME OTHER AREAS.
WE WISH WE COULD FIND SOMEONE WHO HAS DONE IT ALL CAN WALK ON WATER, ET CETERA.
BUT WE DEFINITELY ARE UP FRONT WITH THE BOARD AND LETTING YOU KNOW WHERE THIS PARTICULAR CANDIDATE HAS BEEN SUCCESSFUL VERSUS ANOTHER CANDIDATE SO THAT, YOU KNOW, IF ONE IS OUTSHINING ANOTHER IN A PARTICULAR AREA AND THAT'S WHAT YOUR INTEREST IS, THEN WE CAN MOVE FORWARD WITH IT.
AND TRUSTEE MICCICHE ALSO, YOU'RE GOING TO GET TIRED OF HEARING ME SAY THIS, BUT IT ALL COMES BACK TO THE PROFILE THAT THE BOARD APPROVES.
AND WE ACTUALLY SUGGEST THAT THE BOARD RANK ORDER SOME OF THE PRIORITIES IF THEY CAN OR THEY WANT THEM ALL EQUALLY.
WE'LL LOOK FOR THAT AS WELL, BUT WE'LL ASK QUESTIONS ABOUT THAT IN OUR SCREENING.
WE'LL ASK FOR DATA ABOUT EACH ONE OF THOSE PRIORITY THINGS THAT THE BOARD PUT INTO THEIR DESIRED CHARACTERISTICS.
WELL, I THINK FOR ANY BOARD ANYWHERE, WE'RE ALL GOING TO WANT, YOU KNOW, SOMEONE WHO'S ETHICAL, WHO'S A GOOD COMMUNICATOR, WHO WORKS WELL WITH OTHERS AND ALL THAT KIND OF STUFF.
BUT WHAT I'M REALLY TRYING TO GET AT IS WHO HAS BEEN ABLE TO KIND OF COME IN AND TAKE WHAT WAS THERE AND MAKE IT WORK OR MAKE IT WORK BETTER OR WHO COMES IN AND AND CHANGES EVERYTHING THAT THAT WAS THERE AND LEADS YOU TO A BETTER PLACE.
I'M JUST WANT TO GET SOME FEEL FOR WHAT KIND OF A RECORD SOMEBODY HAS AND HOW YOU WOULD HOW YOU WOULD SCORE THEM OR OR PRESENT THAT KIND OF QUALITATIVE ASSESSMENT OF HOW THEY HOW THEY'VE DONE IN THEIR PRIOR ROLE.
AND WE ALWAYS TRY TO DO THAT AS [INAUDIBLE] INDICATED THAT UNDERSTANDING THAT THERE IS NO PERFECT CANDIDATE.
BUT HERE ARE THE STRENGTHS OF THIS CANDIDATE.
AND MAYBE HERE'S AN AREA OF GROWTH FOR THIS CANDIDATE.
SO WE WANT TO BE HONEST UPFRONT, TRANSPARENT WITH YOU IN THAT REGARD AS WELL.
I THINK THE OTHER THING IS A PORTION OF OUR INITIAL INVESTIGATION AND FINDING OUT ABOUT THIS DISTRICT IS FOR THE BOARD TO SAY AND IN THE NEXT FIVE YEARS, YOU KNOW, THE LAST FIVE YEARS WE'VE DONE THIS, BUT WE AS A BOARD SEE THE NEXT FIVE YEARS WITH THESE CHALLENGES FACING US, AND IT MAY BE SOMETHING THAT IS DIFFERENT THAN WHAT YOU'VE BEEN FACING THE LAST FIVE YEARS, AND WE NEED A LEADER THAT CAN HELP US THROUGH THAT THROUGH THOSE KINDS OF CHALLENGES AND THAT MAY HAVE SOME DIFFERENT QUALITIES.
HINOJOSA IS IDEAL, BUT THERE MAY BE SOMEBODY WITH SOME DIFFERENT QUALITIES.
AND THEN JUST IN TERMS OF ASSESSING STRENGTHS AND WEAKNESSES, IT'D BE REALLY HELPFUL TO US TO KIND OF UNDERSTAND IN THE PRIOR EXPERIENCE WHAT YOU'VE SEEN AS WELL THIS IS WHERE THAT PERSON FAILED AND FAILING AS PART OF LEARNING.
SO FAILING DOESN'T NECESSARILY MEAN THAT YOU KNOW YOU'RE OUT.
IF YOU IF YOU WEREN'T SUCCESSFUL IN SOMETHING THAT YOU TRIED OR IF YOU LEARN FROM THE MISTAKES OR IF YOU LEARN FROM THAT KIND OF PROCESS, THAT'S ALL.
BUT MY POINT IS I'D LIKE TO REALLY KIND OF GET A FEEL FOR WHAT THE CANDIDATES HAVE DONE, HOW THEY'VE SUCCEEDED, HOW THEY'VE FAILED AND AND PARTICULARLY FOR THIS DISTRICT.
YOU KNOW, THE THE KIND OF SINCE IT'S SUCH A HUGE DISTRICT WITH SO MANY CHALLENGES, WE NEED SOMEONE WITH GOOD MANAGEMENT SKILLS.
AND YOU KNOW, AND I THINK THAT NOT ONLY DO WE TALK TO THE CANDIDATE AND ASK THE CANDIDATE QUESTIONS ABOUT THOSE AREAS AND TAKE A LOOK AT WHAT THEIR TRACK RECORD IS.
BUT WE ALSO TALK TO OTHER INDIVIDUALS WHO HAVE INTERACTED WITH THE CANDIDATE AND CAN ALSO GIVE AN OBJECTIVE VIEW OF WHAT SUCCESSES THE CANDIDATES HAVE HAD AND WHAT ARE SOME AREAS THAT PERHAPS THEY HAVE STRUGGLED WITH, EVEN THOUGH IT MAY HAVE ENDED UP AND BEING SUCCESSFUL IN THE END, BUT MAYBE IT TOOK SOME TIME TO GET THERE.
SO WE'RE TALKING TO A NUMBER OF INDIVIDUALS IN ORDER TO VALIDATE THE INFORMATION
[02:00:01]
THAT WE RECEIVED.IN MANY CASES, THAT WILL BE FORMER BOARD MEMBERS THAT THEY'VE WORKED WITH, AS WELL AS STAFF MEMBERS THEY'VE WORKED WITH AND OTHER SUPERINTENDENTS THEY MAY HAVE WORKED FOR OR WORKED WITH PROFESSIONALLY.
ANY OTHER QUESTIONS HERE? I JUST HAVE ONE QUICK QUESTION.
CAN YOU TALK TO US A LITTLE BIT MORE DETAILED ABOUT WHAT HAPPENS IN THE COMMUNITY ENGAGEMENT AS YOU DEVELOP THAT PROFILE? WHAT DOES THAT LOOK LIKE? WHO DO YOU TALK TO? WHAT DOES THAT MONTH OR SO LOOK LIKE? WE'LL MAKE SOME SUGGESTED GROUPS FOR PEOPLE WITH WHOM WE SHOULD TALK.
WE'LL ASK YOU TO ADD TO THAT, AND WE'LL FOCUS PRIMARILY ON THE ONES THAT YOU SAY ARE THE MOST IMPORTANT GROUPS THAT WE MAKE SURE THAT WE REACH OUT AND ENGAGE.
WE'LL DO THAT IN A VARIETY OF WAYS.
BUT THE IMPORTANT THING IS WE'LL ASK THEM WHAT'S GOOD ABOUT THE SCHOOL DISTRICT? WHAT ARE THE CHALLENGES FACING THE SCHOOL DISTRICT? THEREFORE, WHAT SHOULD THE NEXT SUPERINTENDENT BE LIKE IN TERMS OF THEIR ADMINISTRATIVE STYLE, THEIR EXPERTISE AND THEIR EXPERIENCES THAT THEY'VE HAD AS WELL? AND WHAT ARE THEY LIKE AS INDIVIDUALS AND PERSONS? THEN FINALLY, WHAT WE'LL DO IS WE'LL ASK THE PEOPLE AS A GROUP TO PRIORITIZE THOSE YOU'D LIKE TO HAVE THEM ALL.
BUT WHAT ARE THE ONES THAT ARE MOST MISSION CRITICAL FOR THE DALLAS ISD AT THIS POINT IN ITS HISTORY? I WOULD ALSO LIKE TO ADD THAT I JUST FINISHED THE SEARCH WITH MONTGOMERY COUNTY IN MARYLAND AND WHERE THEY HAVE 160,000 STUDENTS.
WE DID TWO COMMUNITY FORUMS AND WE USE [INAUDIBLE] IN ORDER TO DO THAT.
WE HAD A THOUSAND PARENTS AND OTHER INDIVIDUALS WHO PARTICIPATED IN THE FIRST ONE AND 500 IN THE SECOND.
WE HAD ABOUT 20 TO 22 INTERPRETERS BECAUSE THEY HAVE OVER A HUNDRED LANGUAGES THERE WITHIN THE DISTRICT, WITHIN BREAKOUT ROOMS AND THESE ARE INDIVIDUALS WHO DON'T COME TO BOARD MEETINGS.
REALLY HAD A LOT TO SHARE WITH US, AND THEY WERE SO APPRECIATIVE OF THE FACT THAT THEY HAD AN OPPORTUNITY TO TALK AND TO SHARE WHAT WAS HEAVY ON THEIR MINDS AND WHAT THEY REALLY VALUED.
SO WE FOUND THAT TO BE REALLY SUCCESSFUL.
IF I MIGHT ADD ALSO, WE ENCOURAGE INCLUSION OF THE STUDENT VOICE.
STUDENTS PROVIDE AMAZING INPUT I HAVE FOUND.
AND SO ASK THAT FOR YOUR CONSIDERATION.
TRUSTEE ANY OTHER QUESTIONS? ALL RIGHT.
THANK YOU ALL SO MUCH FOR JOINING US.
WE WILL BE IN CONTACT SOON AND WE APPRECIATE YOU TAKING THE TIME TO PRESENT TO US.
WE'VE SEEN THOSE PRESENTATIONS WE DO, WE ARE POSTED FOR AN ACTION
[A. Consider and Take Possible Action to Approve a Search Firm to Assist the District in the Hiring of the Superintendent of Schools]
ITEM IF WE SO CHOOSE TO TAKE ACTION, BUT I WOULD NEED A MOTION, TRUSTEE HENRY.I MOVE TO POSTPONE THE VOTE ON THIS PARTICULAR ACTION ITEM.
OK, WE HAVE A MOTION TO POSTPONE.
IT HAS BEEN MOVED AND SECONDED TO POSTPONE DECISION AT THIS POINT.
IS THERE ANY DISCUSSION? TRUSTEE HENRY, DO YOU WANT? YEAH, GO AHEAD.
FIRST AND FOREMOST, I'D LIKE TO THANK TRUSTEE HENRY FOR THE MOTION TO POSTPONE.
I'VE HAD SOME HEARTBURN REGARDING OF THIS SELECTION PROCESS AND HAVE SPOKE QUITE PASSIONATELY TO THE BOARD MEMBERS THAT WERE IN THE CLOSED SESSION.
I AM GLAD WE ARE OPENING UP THE PROCESS TO HAVE AN OPPORTUNITY FOR OTHERS TO BE ABLE TO PARTICIPATE.
THIS DISTRICT IS A LARGE DISTRICT.
WE'VE TALKED A LOT ABOUT INCLUSION, RACIAL EQUITY, BUT WE HAD A PROCESS WHERE WE WERE ELIMINATING PEOPLE.
AND SO THIS GIVES US AN OPPORTUNITY TO DO SOMETHING DIFFERENT, AND I HOPE MY COLLEAGUES WILL VOTE FOR THIS.
FIRST OF ALL, I THANK YOU FOR TAKING THE TIME TO ORGANIZE THIS PROCESS AND THANK OUR BOARD FOR THE THOUGHTFUL QUESTIONS AS WE GO THROUGH THIS VERY IMPORTANT PROCESS.
I MADE THE MOTION BECAUSE I THINK, YOU KNOW, WE'VE MADE A COMMITMENT.
TRUSTEE FLORES YOU TALKED ABOUT THINGS WE'RE DEEPLY PASSIONATE ABOUT, WHETHER IT'S PERFORMANCE TEI, RACIAL EQUITY, ET CETERA.
[INAUDIBLE] DOES HAVE A VERY INCLUSIVE PROCESS AND EVERYTHING WE DO.
SO I WOULD HOPE THAT THE BOARD CAN SUPPORT US.
AS YOU KNOW, WE OPEN IT UP IN A DIFFERENT WAY FOR MORE OPPORTUNITY FOR PEOPLE TO APPLY, HAVE POTENTIAL TO PARTICIPATE IN THIS PROCESS.
AND WE MAKE A DECISION AS A BOARD.
BUT THANK YOU TRUSTEE MACKEY FOR YOUR LEADERSHIP IN THIS PROCESS.
SAT IN THAT CHAIR MYSELF, BUT I WOULD LIKE TO MOVE TO POSTPONE THIS PARTICULAR VOTE.
[02:05:01]
TRUSTEE JOHNSON.THANK YOU, TRUSTEE MACKEY FOR OPENING UP THIS PROCESS AND YOUR DUE DILIGENCE AND WHICH YOU WAS HOW YOU'VE BEEN OPERATING IN THIS COULD [INAUDIBLE].
THIS VERY SERIOUS DECISION THAT WE MUST MAKE AND I CONCUR WITH MY COLLEAGUE TRUSTEE FOREMAN, TRUSTEE HENRY WANT TO MAKE SURE WE HAVE A LOT OF CONCERN ON RACIAL EQUITY AND HERE TRUSTEE EDWIN CONCERNING INCLUSION.
SO [INAUDIBLE] WE WILL BE SUPPORTING TO POSTPONE IT.
THANK YOU, TRUSTEE JOHNSON TRUSTEE FLORES.
YEAH, I'M GOING TO ADD, YOU KNOW, THROW MY NAME IN THE HAT ON THAT DEAL.
I'M VERY APPRECIATIVE OF TRUSTEE HENRY MAKING THE MOTION.
I ONLY HAVE A QUESTION AROUND KIND OF TIMELINE ON THE, YOU KNOW, ON, YOU KNOW, MOVING WITH SOME ALACRITY.
AND, YOU KNOW, IT'S A MOTION TO POSTPONE.
I WOULD JUST IT WOULD JUST BE GOOD TO HAVE SOME KIND OF PARAMETERS AROUND WHAT THAT LOOKS LIKE IN OR IS IT THREE MONTHS? IS IT A WEEK? AND I DON'T TRUSTEE HENRY, YOU WANT TO ANSWER OR AMEND THE MOTION? I DON'T WANT TO PUT A TIME LIMIT ON THE MOTION.
I'M GOING TO DEFER TO OUR BOARD PRESIDENT.
I TRUST THAT HE CAN GET US AN EXCLUSIVE [INAUDIBLE] THAT MOVES AS QUICKLY AS PROBABLY WE [INAUDIBLE] MOVE.
SO I DON'T WANT TO PUT A DATE ON IT, BUT I DO THINK THERE'S URGENCY, BUT I DO THINK WE ALSO HAVE TIME TO DO THIS.
YEAH, I'M GOING TO SUPPORT THE MOTION AS WELL.
I WOULD SUGGEST, THOUGH, THAT POSSIBLY WE CONSIDER HAVING A CALLED MEETING BEFORE OR AFTER THE THE BOARD BRIEFING BECAUSE WE DO NEED TO GET THE PROCESS GOING.
BUT AT LEAST WHETHER WE HAVE A WEEK OR TWO WEEKS, I DON'T KNOW WHAT IT IS THIS WEEK, THIS CYCLE, BUT WE AT LEAST HAVE A CHANCE TO GO BACK AND DIGEST WHAT WE'VE WHAT WE'VE HEARD TODAY AND, YOU KNOW, CAN GO BACK, LOOK AT THE RECORDINGS AND ASK FOLLOW UP QUESTIONS AND SO FORTH.
SO I AGREE WE DO NEED TO POSTPONE.
THINK A LONG POSTPONEMENT IS GOING TO BE IN OUR INTEREST WHEN ALL IS SAID AND DONE.
AND IF I COULD JUST FINISH A THOUGHT, I SUPPORT THE MOTION TO JUST POSTPONE AND LEAVE IT TO THE DISCRETION OF THE BOARD PRESIDENT TO PICK, PICK THE DATE AND BEFORE WE START ON SECOND ROUND, I'LL JUST NOTE THAT BASED ON THE CONVERSATION IN THE FEEDBACK HERE, I TOO WOULD SUPPORT THIS.
I ALSO UNDERSTAND THE BALANCE BETWEEN WANTING TO MAKE SURE WE HAVE A THOROUGH PROCESS.
WE UNDERSTAND WE SEE WHO ELSE IS OUT THERE AND CONSIDER THAT, BUT WE ALSO NEED TO MOVE FAST.
I THINK MY GOAL AND PERSONAL TIMELINE WOULD BE, I THINK THIS NEEDS TO BE DONE BEFORE OUR NIGHT MEETING AT THE VERY, VERY LATEST.
BUT WE CAN MEET AND CONTINUE TO ADDRESS THAT PROCESS AS WE GO FORWARD.
SO THAT'S WHAT I'M WORKING WITH.
JUST BASED ON THIS CONVERSATION, AND WE'LL CONTINUE TO BE COMMUNICATIVE WITH EVERYONE HERE ABOUT WHERE WE'RE CURRENTLY AT WITH THAT.
I JUST CONCUR WITH TRUSTEE MICCICHE.
I DON'T LIKE MAKING A DECISION OF THIS IMPORTANCE AND THIS MAGNITUDE AT THE SPUR OF THE MOMENT.
AND I AGREE WITH TRUSTEE HENRY.
I THINK OUR PRESIDENT IS VERY FAIR AND VERY DETAILED WHEN IT COMES TO MAKE SURE WE'RE NOTIFIED ABOUT THE MEETING WITH OUR SCHEDULE, ET CETERA.
SO WE SUPPORT WHATEVER TRUSTEE MACKEY DECIDES TO DO CONCERNING THAT.
SO I WANT TO BE PERFECTLY CLEAR ON MY POSITION, MY POSITION HAS BEEN IS THAT WE FIND OURSELVES IN THIS SITUATION AND WE SHOULDN'T BE.
WE SHOULD NOT BE IN THIS SITUATION.
OUR HISTORY SAYS THAT WE'VE GONE OUT FOR A REQUEST FOR PROPOSAL ON THESE KINDS OF SITUATIONS.
HINOJOSA CAME BACK, WE DID AND HE CAME BACK SAYING HE WAS JUST GOING TO STAY HERE AS LONG AS WE NEEDED HIM AND WE ENDED UP WITH A FIVE-YEAR CONTRACT.
SO WHAT I'M SAYING IS, IS THAT WE HAVE TO HAVE A FAIR PROCESS THAT I'VE HAD THIS CONVERSATION WITH PRESIDENT HENRY.
I'VE HAD WITH TRUSTEE HENRY AND PRESIDENT MACKEY.
WE HAVE TO HAVE A FAIR PROCESS AND ALLOW OTHER PEOPLE TO HAVE AN OPPORTUNITY.
SO I WANT TO HAVE A CLEAR UNDERSTANDING THAT WE'RE NOT JUST GOING TO RUSH THE PROCESS TRUSTEE HENRY IS THAT YOU'RE GOING TO COMMUNICATE WITH US OR IN REGARDS TO WHERE YOU ARE AND NOT THE DAY BEFORE.
BUT COMMUNICATE SO THAT WE HAVE AN OPPORTUNITY TO BE ABLE TO DIGEST WHAT IS GOING ON.
THIS IS A TREMENDOUS DECISION AND WHILE YOU'RE THE BOARD PRESIDENT, IT'S NINE OF US.
IT IS NINE OF US AND NINE OF US HAVE TO MAKE A DECISION.
[02:10:03]
THAT'S ALL I HAVE TO SAY.ALL RIGHT, SEEING, NO OTHER COMMENTS, TRUSTEE AS YOU MAY CAST YOUR VOTE ON THE MOTION TO POSTPONE.
THANK YOU, TRUSTEE, YOU'VE JUST PASSED THE MOTION TO POSTPONE ACTION AT THIS TIME.
THE MEET THAT CONCLUDES OUR MEETING, SO THE TIME IS NOW 6:29 P.M.
AND THIS MEETING IS ADJOURNED.
WE WILL SWITCH OVER AND START THE NEXT MEETING HERE MOMENTARILY.
* This transcript was compiled from uncorrected Closed Captioning.