Jul 28, 2022 Special School Board

[1. CALL TO ORDER IN PUBLIC SESSION]

[00:00:06]

>>> TONIGHT'S MEETING IS CALLEDO ORDER AT 3:35 P.M. IN OPEN SESSION.

TONIGHT WE HAVE REQUESTS ADDRESSING AGENDA ITEMS AND WHIE THE MEETINGS OF THE GOVERNING BOARD ARE NOT PUBLIC MEETINGS, THEY ARE OPEN TO THE PUBLIC. INDIVIDUAL SPEAKERS WILL BE ALLOWED THREE MINUTES TO ADDRESS THE BOARD ON EACH AGENDA ITEM. AND THE BOARD WILL LIMIT THE TOL TIME FOR PUBLIC INPUT ON EACH IM TO 21 MINUTES AS PER BOARD BYLAW 9322.2.

OKAY, THE NEXT ITEM ON THE AGENA IS 3.1. MINUTES OF THE JULY 14, 2022

[2. PUBLIC COMMENTS – AGENDA ITEMS]

REGULAR MEETING. DO I HAVE A MOTION IN. >> MS. ARMSTRONG, POINT OF ORDER

WE DO WANT TO MAKE SURE THAT THE PUBLIC COMMENTS -- >> OKAY.

>> THAT'S OKAY. I'M GOING TOO FAST. OKAY, HERE WE GO.

LET ME DO -- WILL MR. JP DRAYER APPROACH THE POD PODIUM AND WELCOME.

>> BEFORE I SPEAK, WHAT YOU READ ABOUT SO MANY MINUTES PER EACH ITEM, SO CAN WE SPEAK -- BECAUSI

WANT TO SPEAK ON TWO DIFFERENT ITEMS SO CAN -- >> DID YOU SUBMIT TWO DIFFERENT

CARDS? >> I WROTE IT ON ONE CARD TO SAE PAPER AND THE EARTH.

I WANTED TO SPEAK ABOUT FOUR AND SIX AFTER EACH PRESENTATION. >> OKAY, MR. DRAYER.

>> THANKS. >> MR. DRAYER I NEED YOU TO -- WILL YOU PLEASE APPROACH THE PODIUM? YOU CAN -- YEAH. DO ONE OF THEM.

>> I WANTED TO SPEAK AFTER THE PRESENTATION OF EACH ITEM NUMBER FOUR AND NUMBER SIX, SO I CAN GE MORE INPUT AFTER I HEAR MORE INFORMATION. THAT'S HOW WE DO IT AT THE COLLE AND THE CITY OF BELLFLOWER, ANDI THOUGHT THAT WAS RECOMMENDED BY THE AUDIT OR OTHER DISCUSSIONS, THE JUNE 28 MEETING, SO WE CAN HAVE MORE DISCUSSION AFTER EACH ITEM IS PRESENTED.

SO WE CAN FILL PART OF THE MIX D IT'S FRESH IN ANIMAL -- PEOPLE'S MINDS.

>> I WOULD HAVE TO REORDER THE AGENDA IF I DO THAT. I THINK REALLY THIS IS A TIME FR THE PUBLIC TO GIVE THEIR INPUT D WE'RE HERE TO LISTEN AND TAKE NOTES.

HOWEVER -- >> I'LL TRY MY BEST BUT I THINK I'LL BE AT A DISADVANTAGE.

>> MR. DRAYER LET ME JUST SAY TS THEN, I KNOW I HAVE CARDS RIGHT NOW.

IF HE FEELS THAT HE NEEDS TO SPK AGAIN CAN HE TURN IN ANOTHER CA? >> THIS IS THE TIME THAT WE HAVE

RIGHT NOW [INDISCERNIBLE] OKAY, MR. DAYER I APPRECIATE THAT. >>IVELY CONFER WITH THE COUNTY D WHAT NOT ABOUT THIS, THIS WAS SPOKEN ABOUT AT THE JUNE 28 MEETING, SO EXPANDED LEARNING OPPORTUNITIES PROGRAM, THIS IS A GREAT PROGRAM. I WANT TO BE ASSURED THE MONEY WILL BE SPENT AS IT'S BUDGETED N FISCAL YEAR BECAUSE THAT DIDN'T HAPPEN ACCORDING TO THE AUDIT I REQUESTED FOR OTHER PROGRAMS. SO I HOPE THAT STUDENTS WILL GET THE FULL BENEFIT OF WHAT YOU PROMISE THEM AND THAT THE ADMINISTRATION WILL PUT THE MONY THROUGH OR IF IT'S NOT, IS THERA WAY THE STUDENT CAN GET THE MONY OR THE SERVICES DURING THE SUMMR OR SOME OTHER SPECIAL PROGRAM SO THEY CAN IMPROVE THEIR LEARNING? BECAUSE KIDS ARE BEHIND BECAUSEF COVID.

FOR NUMBER SIX I WANTED PRO-HEAR ALL THE CONSULTANTS FIRST, SO THEN I CAN SAY WHICH ONES I LIK, THAT'S PART OF WHERE I WANTED TE WAIT IN THE AFTER THE PRESENTATIONINGS, BECAUSE THE WY IT'S WORDED YOU SAID SO MANY MINUTES PER ITEM, NOT JUST ALL E ITEMS AND THE WAY YOU READ THE BOARD BOILS POLICY, I DON'T KNOW IF YOU AS THE CHAIR -- MAY I REQUEST ADVICE FROM COUNSEL

REGARDING THIS? >> [INDISCERNIBLE]. >> BUT I CAN'T GIVE A JUDGMENT -

BUT I CAN'T SPEAK IF I DON'T KNW THE PRESENTATIONS, IT'S NOT FAI. >> OKAY, MR. DRAYER WE DID ALLOW

[00:05:01]

THE BOARD WOULD LIKE TO HEAR WHT YOU HAVE TO SAY. SO PLEASE --

>> I SAID I WOULD LIKE TO SPEAK AGAIN AFTER THE PRESENTATIONS SI CAN GIVE INPUT.

>> WELL, THANK YOU SO MUCH, MR. DRAYER. THANK YOU.

MAY I PLEASE HAVE AMY STEWART TO THE PODIUM AND WELCOME. >> THANK YOU.

GOOD CHANCE, BOARD PRESIDENT ARMSTRONG, SCHOOL BOARD, EXECUTE CAB KNELT AND GUESTS MY NAME IS AMY STEWART AND I WOULD LIKE TO PROVIDE COMMUNITY FEEDBACK REGARDING THE AGENDA ITEMS THIS AFTERNOON. FIRST OUR SEARCH FOR A NEW SUPERINTENDENT, IN LIGHT TO HAVE AUDIT WE NEEDS TO MAKE SURE THAI WITH SEARCH FOR A SUPERINTENDENT THAT COMMUNICATES WELL, WILL BE OUT AND SEEN IN OUR COMMUNITY. WILL SEEK INPUT FROM OUR EDUCATIONAL PARTNERS, WILL RETUN CREDIBILITY TO OUR COMMUNITY AND WILL BE TRANSPARENT THIS EVERYTHING THEY DO.

WE NEED SOMEONE WHAT A WHO WILL WORK HAROLD FOR OUR COMMUNITY AD PUT OUR STUDENTS FIRST.

I'M A PROUD GRADUATE OF BELLFLOWER, LOVE MY COMMUNITY AD I BELIEVE MY EDUCATION HERE GAVE ME THE FOUNDATION FOR MY SAYS IN HIGHER LEARNING. OUR DISTRICT EMPLOYEES DO GREAT WORK AND THEY PROVIDE A STRONG FOUNDATION FOR THE STUDENTS THEY SERVE.

UNFORTUNATELY THESE CURRENT EVES HAVE TAINTED THE IMAGE AND WORK THEY DO.

WE NEED TO RESTORE THE POSITIVE IMAGE OF THE DISTRICT AND REENSE OUR PARTICIPATES BY CHOOSING A LEADER THAT WILL BE VISIBLE AND ACCESSIBLE TO OUR COMMUNITY AND RESTORE THE TRUST IN THE WORK TY DO. SECOND I APPRECIATE THE BOARD SEARCHING FOR NOT ONLY A NEW SUPERINTENDENT BUT A NEW LAW FI. THE COMMUNITY WOULD LIKE TO REQUEST SUPPORTING INFORMATION N THESE ITEMS. I WISH I DIDN'T HAVE TO ASK FOR THIS INFORMATION BUT WE DO HAVE TRANSPARENCY AND ETHIC CONCERNS WITH THE AUDIT SO I HOPE ALL THS INFORMATION WILL BE LOCATED IN E BOARD GEMMED DOCUMENTS. WHAT IS THE PROCESS FOR THIS FIM TO BE SELECTED? WHAT IS THE FRAME TIME FRAME, WT ARE THE COSTS, WHAT STAIN HOLDER INFO ARE WE USING? ONE THING IDENTIFIES IN ON THE DISTRICT WEBSITE IT'S NOT REALLY USER FRIENDLY WHEN IT COMES TO BOARD POLICIES AND OTHER DOCUMENTS, I BELIEVE IT WOULD BE BENEFICIAL FOR US TO LOOK AT THE WEBSITES AND HAVE ALL THESE DOCUMENTS LOCATED IN ONE PLACE. THE FOR EXAMPLE IF YOU CLICK BOD POLICIES IT SAYS THE PAGE IS NOT FOUND BUT YOU CAN FIND THEM IN E CURRENT GENTLED, WE NEED TO MAKE IT EASY FOR OUR COMMUNITY TO ACCESS THIS FOR TRANSPARENCY. THE MINUTES FROM APRIL 7 TO JULY 14 ARE UNPUBLISHED AND THE ONLY WAY THAT YOU CAN FIND THEMS IF YOU GO BACK TO PRIOR MEETINGS AND AGENDAS. IT WOULD BEDED ADVANTAGEOUS FOR OUR COMMUNITY IF THOSE WERE READILY AVAILABLE. I'VE SEEN DIFFERENT PRESENTATIOS ON FACILITIES, STEM, BOARD WILLINGS, IT WOULD BE APPRECIATD IF THOSE WOULD ALSO BE INCLUDEDN THE AGENDA DOCUMENTS SO THAT IF YOU MISSED A MEETING AND YOU WAT TO GO BACK AND LOOK AT THOSE ORO REFERENCE THEM THAT THEY ARE AVAILABLE THIS. PROVIDES SUPPOT AND MORE TRANSPARENCY IN THIS SEARCH AND IN OUR DISTRICT AS A

WHOLE. THANK YOU. >> THANK YOU.

MAY I PLEASE HAVE BRAD CRITCH FIELD TO THE TO THE PODIUM. >>> THANK YOU VERY MUCH.

I WANT TO SPEAK ON THE UPCOMING SUPERINTENDENT SEARCH. TODAY'S A VERY IMPORTANT DAY.

YOUR DECISION TODAY WILL DECIDE WHETHER OR NOT WOEFULLERRED LEARNED FROM THE PAST OR IF WE E DOOMED TO REPEAT IT. NOT MANY OUTSIDE A RELATIVELY SMALL GROUP OF PARENTS AND COMMUNITY MEMBERS KNOW WHAT A SCHOOL BOARD IS RESPONSIBLE FOR BUT EVERYONE IN THIS ROOM AT LET KNOWS THAT A SCHOOL BOARD'S NUMR ONE RESPONSIBILITY IS THE HIRING AND DISMISSAL OF THE SUPERINTENDENT PRESIDENT. I KNOW THERE ARE QUALIFIED INDIVIDUALS WITHIN OUR DISTRICT THAT COULD DO THE JOB AND DO IT WELL. I THINK THOSE CANDIDATES SHOULDE CONSIDERED BUT THE SEARCH FOR TE RIGHT CANDIDATE SHOULD BE ALSO DONE IN A TRANSPARENT WAY OVER SEEN BY THE BOARD WITH THE SUPPT OF A NON-BIASED NATIONWIDE FIRM. WITH HOW THINGS FOLDED SINCE THE LAST APPOINTMENT OF THE SUPERINTENDENT AND THE RECENT STATE AUDIT FINDINGS THIS SEARCH IS CRITICAL TO THE SUCCESS OF TS DISTRICT. AS A BOARD YOUR JOB IS TO SELECT THE ONE STAFF MEMBER YOU ARE TO DIRECT AND ASSESS. IT IS NOT DISTRICT STAFF'S JOB O PICK THEIR OWN BOSS. I'M SURE THEY'RE CAPABLE OF DOIG SO BUT IT'S SIMPLY NOT THE RESPONSIBILITY. LET THE DISTRICT STAFF FOCUS ON EMPOWERING THE REPRESENTATION OF

[00:10:05]

LET'S HIRE PROFESSIONALS AND BRG THE BEST OUT OF OUR DISTRICT AND OUR CHILDREN.

WE'RE ALL IN THIS WITH YOU, EVERYONE IN THIS ROOM IS ROOTING FOR YOU, WE'RE ALL IN THIS TOGETHER AND I BELIEVE THIS BOAD WILL FIND A WAY TO WORK TOGETHER AND MAKE THE RIGHT CHOICE SO WE CAN FIND THE BEST CANDIDATE AND HAVE THE BEST DISTRICT POSSIBLE. THANK YOU FOR YOUR TIME.

>> THANK YOU. MAY I PLEASE HAVE LINDA ATKINS O THE PODIUM.

THIS IS THE BTA BELLFLOWER TEACHERS ASSOCIATION PRESIDENT. >> THANK YOU FOR THE INTERSECTI.

GOOD AFTERNOON, BOARD, THANK YOU SO MUCH FOR ALLOWING US TO BE HERE, THANK YOU TO ALL THE SUPPT STAFF, ALL THE ADMIN, EVERYONE THAT'S HERE AND ESPECIALLY OUR COMMUNITY.

ONE OF THE THINGS I'M SPEAKING N BECAUSE I DID PUTS IN TWO CARDS- [INDISCERNIBLE] YOU CAN DO A

SUPERINTENDENT SEARCH. >> THANK YOU. I CAN HEAR YOU.

I AGREE WITH EVERYTHING THE PAST TWO SPEAKERS SAID, I BELIEVE THT HAVING PARTICIPATED IN THE PROCS WE BEGAN BUT DID NOT FINISH THE LAST TIME BUT CATHARTIC, WAS VEY WELL DONE, WAS WELL ORGANIZED AD PEOPLE FELT HEARD. I KNOW THERE WAS A PROBLEM, A SERIOUS PROBLEM, IF THERE'S A SERIOUS PROBLEM WITH SOMETHING ESPECIALLY -- I HAVE TO SAY BECAUSE IT'S THE ADA ISSUE, AS N EXPERT IN THAT FIELD I WOULD HOE IF SOMEONE SAW THAT COMING THEY WOULD CONTACT THOSE PEOPLE FIRST RATHER THAN PASSIVELY WAIT UNTIL THE WHOLE PROCESS BLEW UP. IT WAS UNCOMFORTABLE FOR ALL OF YOU. IT WAS UNCOMFORTABLE FOR EVERYBODY.

IT MADE NO SENSE. MY GOD THE LEGALITY PARTS OF IT AND I'M A STRONG SUPPORTER OF THOSE LAWS BUT IF I'M HIRING SOMEONE TO WORK ON MY HOUSE I GO AND SAY HEY BY THE WAY, WHY IS E FIRE ALARM RIGHT OVER THE STOVE? THIS DOESN'T MAKE SENSE, OR PEOE CAN'T GET IN BECAUSE THERE'S NO RAMP. I'M GOING TO SAY THAT. I'M NOT GOING TO WAIT.

SO I STRONGLY SUGGEST THAT WE DO USE AN OUTSIDE FIRM. I AGREE IT'S NOT FAIR FOR THE EMPLOYEES TO HIRE THEIR BOSS. I THINK THAT'S DIFFICULT. USING A FIRM DOES NOT MEAN THAT NOTICE PEOPLE CAN'T LAY APPLY, T JUST TAKES THAT ONE STEP STEP AWAY, LASTLY ON THAT POINT, I THINK THAT THE LABOR UNIONS NEED TO HAVE A SEAT AT THE TABLE FOR THE FINAL DECISION AS WELL AS SOMEONE FROM THE COMMUNITY. I THINK THAT IT WOULD BE IMPORTT BECAUSE AS IN MY SITUATION, I REPRESENT 505 EDUCATORS ACROSS R DISTRICT, I'VE BEEN HERE 38 YEA, I'M NOT NEW TO ALL OF THIS PROGRESSION. WE HAVE ENDORSED AT LEAST -- I KNOW WE'VE ENDORSED THREE OTHER PEOPLE SITTING ON THE DAIS AND WE'RE ABOUT TO START ENDORSEMENS AGAIN.

SO AS A PART OF THE COMMUNITY TT HAS A VESTED INTEREST IN THE SUCCESS AND IN SUPPORTING A NEW SUPERINTENDENT AND THE SUCCESS F OUR STUDENTS, WE BELIEVE THAT WE BOTH, THE TO GROUPS AT MINIMUM SHOULD HAVE SOME SEAT AND WORD N THE FINAL DECISION. THANK YOU.

>>> THANK YOU, MS. ARNDT. >> ARE YOU GOING TO CALL ME FOR THE OTHER ONE?

>> I WAS AT SUMMER INSTITUTE AND UCLA AND I JUST DROVE IN SO I. >> I UNDERSTAND THAT SUMMER INSTITUTE. OKAY. MAY I PLEASE HAVE MARISSA PEREZO

THE PODIUM. AND WELCOME, MS. PEREZ. >> GOOD AFTERNOON.

MY NAME IS MARISSA PEREZ AND I'A MEMBER OF THE COMMUNITY HERE. I HAVE THREE CHILDREN WHO ATTEND MAY FAIR. I WOULD LIKE TO GIVE YOU SOME BRIEF COMMENTS REGARDING THE SUPERINTENDENT SEARCH. AS I WOULD LIKE TO TIE THIS TO E OF THE STATE AUDIT RECOMMENDATIS THAT THE BOARD MUST ADOPT BY NET MONTH, AUGUST. UNFORTUNATELY THE STAFF AGENDA D NOT INCLUDE DETAILS ON THE FIRMS THAT THE BOARDS WILL CONSIDER. SO IT'S HARD FOR ME AS A MEMBERF

[00:15:07]

QUESTIONS ON THE SUPERINTENDENT SEARCH, HOW WAS THE RFP RELEASE? WHO RESPONDED? HOW WERE PEOPLE SELECTED TO SUBT APPLICATIONS? WHAT FIRM IS THE BEST FIT TO SEE THE NEEDS OF OUR COMMUNITY? ONE OF THE AUDIT RECOMMENDATIONS INCLUDED IN THE STATE AUDIT THAT MUST BE COMPLIED BY AUGUST 22 WS THAT BELLFLOWER UNIFY MUST COMPY WITH THE BROWN ACT REQUIREMENT ASKS OFFER THE OPPORTUNITY FOR E PUBLIC TO DIRECTLY ADDRESS THE BOARD BEFORE OR DURING EACH ACTN ITEM ON THE GEMMED AND OWN SURE THAT MEETING MINUTES REFLECT THE COMMENTS RERECEIVED.

I RESPECTFULLY ASK THAT YOU IMPLEMENT THIS BY THE DEADLINE F AUGUST 22, THE 2022 TO ADDRESS THIS DEFUNCTS. THIS WOULD HELP THE COMMUNITY FULLY PARTICIPATE IN THE DISCUSSION OF THE SUPERINTENDENT SEARCH. THANK YOU VERY MUCH FOR YOUR TI.

>> THANK YOU SO MUCH MS. PEREZ. MR. DR. ROBINSON APPROACH THE PODIUM.

AND WELCOME DR. ROBINSON. >> GOOD AFTERNOON, BOARD AND I WANT TO SAY GOOD AFTERNOON BECAE I'M NOT SURE WHY THIS MEETING WASN'T HELD AT 6:30 SO OUR WORKG FAMILIES COULD BE HERE AND I WOD ALSO LIKE TO AHOW AMAZED I AM TO SEE COUNSEL SITTING HERE AND BECAUSE THIS IS THE SECOND TIME I'VE SEEN COUNSEL, SO I HAVE TO SAY THOSE ARE STEPS IN THE RIGHT DIRECTION.

I SAT ON THE FLOOR OVER THERE TE LAST TIME WE CALLED IN SOME PEOE AND DEBBIE WAS THERE AND SHE SAD THIS IS THE CHANCE WE HAVE FOR TRANSPARENCY AND ACCOUNTABILITY AND THEN WE STARTED THE PROCESS.

IT WAS THE FIRST GLIMMER OF HOPE THAT THINGS WERE ABOUT TO CHANG. I'VE TRYING TO LEAVE.

I HAVE LEGACY WORK THAT I HAVE O DO HERE AND I WANT THIS DISTRICT TO BE BETTER THAN IT WAS WHEN I FOUND I WOULD AND NOW THREE SUPERINTENDENTS LATER AND I DONT RECOGNIZE THIS DISTRICT OR THE WORK WE DO FOR THESE CHILDREN. I LEFT A DISTRICT WHERE I MADE MORE MONEY AND WORKED LESS HOURS TO COME HERE AND DO THIS WORK, O WORK WITH THE CHILDREN, BECAUSEI SEE THIS AS A BRIDGE DISTRICT.

OUR KIDS ARE EITHER GOING TO FAL BACK AND BECOME LIKE THE KIDS IN COMPTON OR MOVE FORWARD AND BE LIKE THE KIDS IN ORANGE COUNTY T IT CAN NOT HAPPEN WITHOUT THE PEOPLE SEATED HERE LEAD US, IF WE'RE GOING TO PARSE PEOPLE OUT, LEAVE BONNIE THERE, I'LL FOLLOW BONNIE BUT THE CONSIDERATION TO PUT THREE PEOPLE IN CHARGE, THIS IS LIKE WATCHING THE INCREDIBLE, IF EVERYBODY IS SUPER THEN NOBOY IS. I DON'T UNDERSTAND WHY YAW YOU KEEP SHIRKING OFF YOUR RESPONSIBILITY, APPOINT SOMEONEO LEAD US AND THEN FIND SOMEONE TO MOVE US FORWARD, YOU'RE NEVER GOING TO CHANGE THE PROBLEMS THT WERE CREATED BY THIS MIND SET IF YOU KEEP THE SAME MIND SET IN ALWAYS. AND CONSIDER A -- NOT ONE PERSON AS A VOTE OF CONFIDENCE IN THIS DISTRICTED. I'M ONE TO HAVE PARENTS IMPACTED BY THE MISALLOCATION OF FUNDINGI HAVE A CHILD WHO HAS MENTAL ILL NEGATIVES AND HASN'T BEEN ETED Y THESE PEOPLE.

SO CAN WE BRING PEOPLE IN FROM E OUTSIDE? IT ISN'T THAT THESE PEOPLE CAN'T LEAD BUT I DO KNOW IT'S PERSONAL WHEN I STAND IN MY CLASSROOM ANI CAN'T TEACH BECAUSE I CAN'T HAVE RESOURCES, I DON'T HAVE HIGH PRESSURE. I DON'T HAVE AN AIDE.

NOBODY CAN MAYBE A DECISION, PLEASE, PLEASE CAN YOU GET US A FIRM? CAN YOU GET US SOMEBODY TO LOOKT OUR PROBLEMS? DO YOU EVEN KNOW THE PROBLEM THT ARE GOING ON IN THIS DISTRICT? AT SOME POINT YOU HAVE TO HEAR . NOT BECAUSE WE'RE THE SAME PEOPE COMING UP EACH TIME BUT BECAUSE WE'RE SAYING SOMETHING THAT'S WRONG.

IF ONE PERSON SAID ANYTHING UP HERE EVERYBODY SHOULD BE CONCERNED.

A FRACTURE POINT IS HOW YOU ERUT EVERYTHING BUT YOU JUST KEEP LOOKING ASKANCE AND NOW THE WHOE DISTRICT IS COMING DOWN, THIS IS ABOUT CHILDREN, LET'S FIX THIS R OUR CHILDREN.

>> THANK YOU DR. ROBINSON. MAY I PLEASE HAVE LINDA ATKINS ARNDT.

[00:20:12]

>> HI. PRESIDENT OF THE BELLFLOWER TEACHERS ASSOCIATION.

I'M SPEAKING FOR THE ASSOCIATES ASSOCIATION AGAIN. I WAS LOOKING AT THE AGENDA ANDI WAS IN A MEETING AND WERE TALKIG ABOUT BROWN ACT VIOLATIONS AND L THESE THINGS GOING ON AND THE FEELING I GET IS SAD, AND I JUST -- I'VE COME TO STAND UP AD SPEAK OF MY SUPPORT FOR MY A GARZA. I WAS HER COLLEAGUE, I WORKED WH HER, THE SHE TAUGHT KIN KERR DIVERSION RIGHT ACROSS THE HALL FROM ME AND SHE'S DOING 90 PERCT SPANISH AND I'M TEACHING THE ENGLISH CLASS. WHEN SHE WOULD BRING HER KIDS AT RECESS, SHE WOULD WHISPER IN MY EAR, CAN YOU TELL HIM SOMETHING? WE LOST A GREAT HIGHLY QUALIFIED TEACHER WHEN SHE LEFT TO BELLFLOWER AND WENT TO LONG BEAH AND I FEAR THAT'S WHAT I'M SEEIG ACROSS OUR DISTRICT.

EVERY DAY I'M GETTING AT E-MAIL, SO-AND-SO LEFT, SO-AND-SO IS IN LONG BEACH, SO AND SO IS? CENTRALIA. AS THE TEACHERS UNION WE STAND FIRMLY BEHIND YOU,AGAIN ONE OF E THREE THAT WE'VE ENDORSED YOU'VE DONE AMAZING THINGS FOR US THE E BIG PART IS YOU'RE A TEACHER AND THE THING A TEACHER DOES THAT PEOPLE DON'T GET IT'S NOT THAT E DOESN'T UNDERSTAND THE POINTS IN THE AGENDA, SHE KNOWS HER AUDIENCE, AND SHE BRINGS THAT IO CLASS AND I WOULD ASK THE KIDS THAT I KNOW THAT ANSWER AND NOW THESE PEOPLE HERE SAY CAN YOU EXPLAIN BLAH BLAH BLAH AND GET E DETAILS BECAUSE THE OTHERS ARE STILL SITTING THERE GOING, YOU'E SPEAKING ONLY IN SPANISH IN CERTAIN SITUATIONS BUT FOR SOMEF OUR PARENTS IT DOESN'T MAKE SEN. THEY NEED TO UNDERSTAND THOSE THINGS AND YOU ALL DO A GOOD GOD JOB OF THAT AND I THINK IT'S TIE THE BAND TOGETHER AND LET'S GO FORWARD, LET'S TAKE CARE OF THI. YOU'VE GOT OUR SUPPORT. OWE NEED LEADERSHIP.

WE NEEDS TO FEEL CONFIDENT AND I FEEL CONFIDENTIALITY IN YOU AND THAT'S AS A COLLEAGUE AND MY

ASSOCIATIONS AS WELL. >> THANK YOU. MAY WE PLEASE HAVE DOCTOR,

ROBINSON BACK TO THE PODIUM. >> I'VE BEEN IN UMPTEEN BOARD MEETINGS AND WHAT I'VE SEEN REPEATEDLY IN THIS ROOM THAT I HAVEN'T SEEN IN LONG BEACH OR OE OF MY CHILDREN GOES TO SCHOOL IS THAT OUR BOARD DEFERS TO THAT TABLE TO FIND OUT WHAT THEY'RE SUPPOSED TO BE DOING.

CAN WE MAKE THIS MOTION AND THAT TABLE OVER THERE THE CABINET TES THE BOARD WHAT THEY'RE ALLOWED O DO. THAT IS NO, NOT HOW A BOARD SHOD WORK SO IF WE'RE LOOKING AT ETHS LET'S DIAL IT BACK TO ETHICAL RESPONSES THE FIVE OF YOU NEED O KNOW WHAT YOUR RESPONSIBILITIES ARE AND YOU NEED TO DO THIS MAN. WHEN WE WERE HERE NOT THE LAST TIME BUT THE TIME BEFORE JERRY CLEVELAND SPOKE TO AN AGENDA ITM BUT THE AGENDA ITEM WAS ABOUT WT JERRY CLEVELAND WAS SPEAKING ABOUT. HOW'S THAT NOT A BROWN ACT VIOLATION? ITY IT'S THE INTERESTING TO POIT FINGERS AT A BROWN ACT VIOLATIO, A SUPPOSED, ALLEGED BECAUSE SOMEBODY ALLEGEDLY SAID SOMETHI, IN LAW THAT'S CALLED HEARSAY. IT DOESN'T HOLD UP IN COURT.

HE COULDN'T EVEN USE THAT AND YT WE SCREAM AND RUN THE BUILDING S ON FIRE BECAUSE SOMEBODY DID SOMETHING WE DIDN'T LIKE. FINALLY, SOMEBODY'S DOING SOMETHING AND THEN JERRY SAID HERE'S THE PUPPET OF MYRA. I'M SORRY, BUT SITTING FROM THAT SEAT BACK THERE I'M THINKING THE PUPPETS ARE ALL OF YOU AND THERS THE PUMP I WOULD MASTER OVER THERE.

THAT HAS TOE CHANGE, THAT HAS TO CHANGE. WE CAN GET GREAT LEADERSHIP BUT YOUR JOB IS TO MAKE SURE THE CHILDRENS AND DECKS WHICH BADGES ARE -- IT'S YOUR JOB TO MAKE SE THAT OUR SUPERINTENDENT MAKES TM AND US AS A TEACHER DO OUR JOBS. THERE IS AN ENORMOUS AMOUNT OF

[00:25:04]

THIS ISN'T PERSONAL, THIS -- I'L HELP HIM RUN, I HELPED ALL OF Y. I CAMPAIGNED FOR ALL OF YOU.

I HAVE FULL CONFIDENCE IN YOU INDIVIDUALLY AND I WOULD LIKE YU GUY IS TO GET I TOGETHER AND LED US BAA WE'RE NEVER GOING TO GETA LEADER IN THIS SEAT UNTIL WE HAE LEADERSHIP IN THAT SEAT.

I HAVE FULL CONFIDENCE IN MYRA D IF YOU DON'T LIKE WHAT SHE'S DOING, THEN QUESTION HER BEHIND THAT DOOR. THIS LOOKS LIKE A CIRCUS OUT HE. WE HAVE AN 87 MILLION-DOLLAR

RESERVE AND THAT IS THE ONLY REASON. >>> THANK YOU DR. ROBINSON.

[3. APPROVAL OF MINUTES]

2022 REGULAR MEETING. DO I HAVE A MOTION? >> SO MOVED.

>> SECOND. >> THANK YOU. DO WE HAVE ANY QUESTIONS OR

COMMENTS ABOUT THE MINUTES? >> MADAM PRESIDENT I HAVE ONEC THAT'S IS A SPELLING ERROR, IT Y NAME. PAGE 7 UNDER 8.3. 6.1. AT THE BOTTOM, PATSED PASSED WIH

AMOTIONS BY RICHARD DOWNING. IT'S JUST A MISSPELLING. >> I SEE THAT.

ALL RIGHT. THANK YOU SO MUCH. ANY OTHER QUESTIONS OR COMMENTS ABOUT THESE MINUTES? OKAY, ROLL CALL.

[4. EXPANDED LEARNING OPPORTUNITIES PROGRAM (ELOP) PLAN]

>>> THE NEXT ITEM ON THE AGENDAS FOR EXPANDED LEARNING OPPORTUNITIES PROGRAM, ELOP PLA.

DO I HAVE A MOTION? >> SO MOVED. >> THANK YOU.

>> SECOND. >> THANK YOU, RICHARD. DO I HAVE ANY QUESTIONS OR

COMMENTS ON THIS ONE? >> MS. ARMSTRONG AT THIS TIME DR. AVILA WANTED TO PROVIDE SOME

ADDITIONAL INFORMATION. >> PLEASE PROCEED. >> THANK YOU.

SO IN THIS PARTICULAR ITEM WE DD BRING IT TO THE BOARD LAST BOARD MEETING AND THE ELOP PLAN IS INTENDING TO INCREASE ACCESS TO OUR STUDENTS BY PROVIDING AFTER-SCHOOL CARE AND ADDITIONAL OPPORTUNITIES TO EXTEND THE LEARNING THROUGHOUT THE YEAR. SO WE ARE CREATING A PLAN TO PROVIDE EXTENDED SERVICES WHICH WOULD INCLUDE PARTNERING WITH YA AND BEING TOGETHER CAN WE ARE LOOKINGED TO PROVIDE A BEFORE SCHOOL PROGRAM STARTING AT 6:30 USING OUR YMCA PARTNERS TO PROVIDE STUDENTS AND PARENTS ACCESS TO CARE BECAUSE SOMETIMES IT IS HARD FOR FAMILIES TO DROP OFF THEIR KIDS AND WE WANTED TO PROVIDE KIDS WITH A SAFE ENVIRONMENT TO BE ABLE TO ARRIVE TO SCHOOL EARLY SO WE WANT TOT PROVIDE A BEFORE SCHOOL PROGRAMT ALL OF OUR TEN ELEMENTARY SCHOOS AND CONTINUE OFFERING OUR AFTER-SCHOOL PROGRAM AT THE TEN SCHOOL.

SO WHAT WE'LL BE DOING AN APPROH WHERE IT DOES BEFORE SCHOOLER AFTER SCHOOL AND ANYTHING TO THE 30 DAYS OF ENRICHMENT OPPORTUNITIES FOR OUR STUDENTS. AND SO BY APPROVING THE PLAN IT WILL ALLOW DISTRICT STAFF TO SECURE THE CRACKS WITH THESE TWO PROVIDERS AND TO BEGIN WORKING WITH OUR DISTRICT STAFF TO BE AE TOE COMMUNICATE WITH THE PUBLIC AND OUR COMMUNITIES TO START THE

[00:30:01]

>> THANK YOU. DO WE HAVE ANY QUESTIONS OR COMMENTS?

>> YES, MADAM PRESIDENT, MY QUESTION YOU JUST SAID WE WERE GOING TO ASK THE BEFORE SCHOOL

CARE, DOES THAT CHANGE OUR BULLT FOR THIS PROGRAM? >> THE SERVICES THAT WE'LL PROVE WILL BE INCLUDED WITHIN THE BUDT THAT WE HAVE ALLOCATED SO THE EL OO P FUNDS WILL BE UTILIZED FOR

THAT IN ADDITION. >> SO WE WILL NOT NEED ADDITIONL FUNDING.

>> CORRECT, THE FUNDING THAT'S BEEN ALLOCATED WOULD COVER THE COST FOR THAT SERVICE THAT WE

WOULD BE PROVIDING THE COMMUNIT. >> OKAY, GOOD AND WILL THIS BEFE SCHOOL CARE ALSO STILL BE

ENRICHMENT? >> YES, IT WILL BE A COMBINATION OF ENRICHMENT OPPORTUNITIES BUT ANSWER TO ALLOW STUDENTS THAT SE SECURE ENVIRONMENT WHILE MAKING SURE SHE HAVE TESTIMONIES TO EAT BREAKFAST AND MAKING SURE THEY'E IN A SAFE MINDSET TO BE ABLE TO ACCESS THEIR LEARNING PROGRAM.

>> THANK YOU, THAT'S GOING TO BE MY NEXT QUESTION, SO WILL ALL SCHOOLS BE OFFERING THE BREAKFAT

IN THE MORNING? >> I'M GOING TO ASK -- >> WE NORMALLY HAVE BREAKFAST AT OUR SCHOOL SITES AND YOU'RE RIGT NOT ALL OF OUR SCHOOL SITES DO, HOWEVER WITH THIS PROGRAM, IF IT

IS THERE WE WOULD BE PROVIDING BREAKFAST FOR THOSE STUDENT. >> AND WILL THAT BE FEE BASED O.

>> NO, WE WILL BE PROVIDING THAT TO FAMILIES FREE OF CHARGE AND E ARE SECURING SLOTS TO BE ABLE TO PROVIDE ACCESS SO RIGHT NOW WE'E LOOKING AT 30 SLOTS BUT DEPENDIG ON THE INTEREST AND NEEDS IF WE

NEED TO INCREASE THAT WE WILL BE LOOKING AT THAT POSSIBILITY. >> THANK YOU.

MY NEXT QUESTION IS UNDER ONE SE AND SUPPORTIVE ENVIRONMENT, IT STATES THAT WE'RE GOING TO HAVE REGULAR SAFETY DRILLS WILL BE CONDUCTED. IS THE ACT ACTIVE SHOOTER ON

CAMPUS A DRILL THAT WILL BE CONDUCTED? >> SO IN THAT PARTICULAR CASE WE'LL BE WORKING WITH OUR PROVIDERS TO REVIEW THEIR PROCEDURES FOR ENSURE SAFETY OF OUR STUDENTS AND IF THE IN LOOKG AT THEIR DRILLS WE WOULD HAVE TO REVIEW IF ACTIVE SHOOTER IS A DRILL, I WOULD IMAGINE AS PART F THEIR SAFETY PLAN THEY DO HAVE CLEAR PROCEDURES BUT WE WILL REVIEW THAT AGAIN TO MAKE SURE WE'RE ON THE SAME PAGE S IN REGARDS TO ACTIVE SHOOTERS REGARDING STUDENTS WHO MIGHT BE PREVENTION ALSO STRUGGLING WITHA MAYBE A MENTAL HEALTH NEED AT TT PARTICULAR MOMENT JUSTIFIABLING OUT WHAT THEIR PROCEDURESES AREO ENSURE WE'RE ALL WORKING TOGETH.

THE PLAN ALSO INCLUDES OUR COLLABORATION AMONGST OUR SPECIL ED TEAM, OUR NUTRITIONAL SERVICS

SO WE DO WORK CLOSELY WITH OUR SERVICE PROVIDERS. >> WOULD YOU MIND GETTING BACK O THE BOARD ON WHETHER OR NOT THIS IT'S THAT IS INCLUDED IN THEIR DRILLS; PLEASE? I'M NOT SURE HOW LONG YOU'LL NE. AND MY NEXT QUESTION WOULD BE AO DOWN AT THE BOTTOM IN THAT SAME PARAGRAPH IT SAYS SHOULD AN INDIVIDUAL STUDENT NEED MEDICATN OR HAVE HEALTH NEEDS DISTRICT NURSE WILL WORK WITH SCHOOL SITS TO PREPARE AND TRAIN PROGRAM STAFF, MY QUESTION IS WILL THIS INCREASE THE NEED FOR STAFFING AFTER SCHOOL OR BEFORE SCHOOL OR HAVE WE ALREADY ASSESSED HOW MAY

INDIVIDUALS WE WILL NEED TO STAF THAT PROGRAM APPROPRIATELY. >> IT MAY NOT NECESSARILY LEAD O INCREASED DISTRICT STAFF BUT ITS DISTRICT STAFF WORKING WITH THOE ENTITIES TO ENSURE THEY UNDERSTD THE PROCESS FOR IMPLEMENTING THE MEDICATION, AND SO IT'S REALLY MAKING SURE THERE'S CLEAR COMMUNICATION AND IF THE STUDENT HAS A HEALTH CARE PLAN THAT OUR STAFF WOULD BE WORKING THE PARTR TO SHARE THAT INFORMATION WITH THEM AND MAKING SURE THE PARENTS ARE AWARE OF THIS AND WORKING TOGETHER WITH THE PARTNER TO ENSURE THE STUDENTS STAY SAFE. WE WOULD WORK WITH OUR DIRECTORF HEALTH SERVICES TO MAKE SURE SHS ALSO WORKING WITH OUR PARTNERS O SUPPORT THEIR STUDENTS.

>>> THANK YOU T. I BELIEVE THOSE ARE MY ONLY BURRING QUESTIONS RIGHT NOW.

THANK YOU SO MUCH. >>> DOVETAILING OFF MS. GARZA'S COMMENTS, WHAT DO WE HAVE IN PLE

FOR SAFE SCHOOLS? WHAT HARD MATERIALS DO WE HAVE? >> SO AS PART OF OUR ACTUALLY NT

[00:35:01]

OFIC. >> HAVING VISITED OUR SCHOOLS IE SEEN THERE'S BASICALLY ONE WAY N AND ONE WAY OUT AND IT'S THE SAE PLACE, AND THAT'S EFFECTIVE. IT IT SEEMS TO ME WITH ALL THE ACTIVE SHOOTINGS THAT WERE GOING ON AROUND THE COUNTRY THAT WE MIGHT BE LOOKING AT SOMETHING ME TANGIBLE, SOMETHING MORE PHYSIC, SOMETHING MORE ENDURING AND DURABLE.

THANK YOU >>> DO WE HAVE ANY OTHER QUESTIONS?

>> YES, I HAVE A COUPLE OF QUESTIONS HERE. IN THE PAGE WHERE ACTIVE ENGAGED LEARNING, THE PRACTICE IN ENGLIH AND LANGUAGE ARGUMENTS AND MALTMATIC AND ENRICHMENT OPPORTUNITIES WHEN YOU MENTION E COLLABORATION WITH OR THE PARTNERSHIP WITH YMCA AND OTHER ORGANIZATIONS WILL THEY BE ABLEO PROVIDE THE INVESTORS OR -- VOLUNTEERS OR STAFF TO COVER THE NEEDS FOR ALL THE SCHOOLS THAT E GOING TO BE OPEN -- BINGLY IT'S ELEMENTARY SCHOOLS DURING THE RT OF THE ACADEMIC YEAR OR ARE YOU PLANNING TO HAVE MORE EXTRA OR ADDITIONAL PERSONNEL TO COVER TT

SPECIFIC AREA? >> SO WE HAVE BEEN IN COMMUNICATION WITH YMCA TO CONTRACT WITH THEM AND THEY WILL BE PROVIDING THE STAFF TO BE ABE TO SUPPORT ALL OF OUR SCHOOLS ACROSS THE DISTRICT, SO THAT'S WHERE BY APPROVING THE PLAN WE N PROCEED WITH SECURING THE

CONTRACTS SO THEY CAN ENSURE THE STAFFS IN PLACE. >> WHAT'S THE NAME OF THE OTHER

ORGANIZATION? >> WE'RE GOING TO BE PARTNERING WITH YMCA AND ALSO OUR THINK

TOGETHER PARTNER AND TO ENSURE E PROVIDING COVERAGE AT TEN SCHOO. >> THANK YOU.

>> COULD WE POSSIBLY HAVE THEM COME TO MAYBE A BOARD MEETING, PLEASE AND PRESENT EXACTLY WHAT THEY WILL LOOK LIKE SO THAT WAY OUR EDUCATIONAL PARTNERS UNDERSTAND THAT THERE WILL BE SUFFICIENT STAFFING AND THAT WE ARE WORKING TOGETHER WITH NUTRITION SERVICES AND ALSO OUR SCHOOL NURSE? SO THAT WAY WE ALL UNDERSTAND EXACTLY WHAT THOSE PROCEDURES A?

THANK YOU. . >> I WOULD LIKE TO ASK, THIS IS PART OF OUR L CAP PROCESS THAT WE'RE ADDRESSING FOR STUDENT SERVICES?

>> CAN YOU MAYBE CLARIFY? YOU MEAN THE ELO PLAN. >> YES.

>> THE ELO PLAN IS SEPARATE FUNDING OUTSIDE OF THE EL CAP. >> BUT IT DOES FULFILL ONE OF TE

CATEGORIES THAT WE'RE SUPPORTING -- >> IT'S GOING TO FULFILL GOAL OE WHICH IS OUR SAFETY AND I'M NOT SURE MR. DOWNING IF YOUR QUESTIN WAS ABOUT YOU SAID ONE WAY IN AD ONE WAY OUT, ALL OF OUR SCHOOLSO HAVE SAFETY PLANS WHERE THIS HAE EMERGENCY EVACUATION MAPS AND TY DO THAT EVERY YEAR AND SO THAT'S WHAT MR. AVILA WAS TALKING ABOUT WAS AT THE BEGINNING OF EACH YER AND THROUGHOUT THE YEAR OUR SCHL SITES WORK ON THEIR SAFETY PLANS TO MAKE SURE ALL THAT ARE EVACUATION ROUTES ARE DUTCH CANDIDATE STAFF KNOWS WHAT THOSE ARE AND THEY HAVE DRILLS AS WEL.

>> YEAH, I WAS DISCUSSING HARD MATERIALS, PROTECTIVE SHIELDINGF YOU WILL.

NOT JUST -- I KNOW WE HAVE DRIL, WE HAVE ONE WAY, ONE WAY OUT. THOSE HAVE BEEN VERY EFFECTIVE R USSOEVER BUT IT SEEMS TO ME WITH THESE AR-15 TYPE AMMUNITION THEY USE THEY'RE VERY DESTRUCTIVE, I DON'T KNOW THAT THERE'S ANY OUT THERE THAT WOULD BE BULLETPROOF AGAINST THAT BUT AT LEAST A PHYSICAL DETERRENT WHERE THE SCHOOLS WOULD BE SAFE FROM THE DRIVE-BY, FROM GANG MEMBERS HAVG WARS WITH EACH OTHER AND OUR SCHOOL ARE IN THE WAY AND JUST LOOKING FOR PHYSICAL PROTECTION, NOT DRILLS BUT PHYSICAL PROTECTION. SO SOME SORT OF -- IF THERE'S EQUIPMENT OUT THERE THAT'S AVAILABLE, I BELIEVE THERE ARE, ARE WE LOOKING AT POSSIBLY

[00:40:04]

PURCHASING THAT AND INSTALLING THAT IN OUR SCHOOLS? >> THANKS FOR THE CLARIFIES, NO,

NOT AT THIS TIME. >> OTHER THAN, THANK YOU. COULD WE GET FEEDBACK ON --

RESEARCH FROM STAFF TO SEE IF IS AVAILABLE AND WHAT IT WOULD COS? >> SURE, WE CAN LOOK INTO THAT

FURTHER. >> IT WOULD GIVE YOU SOMETHING O DO APPARENTLY.

>> I WOULD LIKE TO ASK -- I WANT TO BE CLEAR BECAUSE YMCA IS REAY AN IMPORTANT PILLAR IN THIS COMMUNITY AND I KNOW WE'RE TALKG ABOUT EBBING -- EBBING PANTING D SERVICES AND NINE HOUR DAYS AND ALL THE GOOD STUFF TEMPERATURE YMCA IS SERVICING THREE OF OUR SCHOOLS AND I LIKE TO KNOW HOW S THIS GOING TO IMPACT WHAT YMCA S ALREADY DOING? BECAUSE THIS IS GOING TO BE AN EXPANSION ARE WE GOING TO OFFER YMCA MORE SITES OR ARE WE GOINGO LEAVE THEM AS THEY ARE OR WILL E

REDUCE WHAT THEY DO FOR US? >> WE ARE LOOKING TO EXPAND THE SUPPORT YMCA IS PROVIDING US SO RIGHT NOW YOU MENTIONED THAT THE ARE THREE SCHOOL, WE ARE LOOKING TO PUT THEM AT ALL TEN SCHOOLS R THE MORNING SUPPORT BUT WE'RE AO LOOKING TO CONTINUE WITH THEIR PLAYGROUND PARTNERS THAT THEY HE IN PLACE TO OUR PARTNERS DURING THE COURSE AND WE'RE ALSO SUPPORTING OUR TEN SCHOOLS WITH

THE AFTER-SCHOOL CARE. >> SO AND NOW I'M THINKING YOU'E SAYING A.M.

WHAT ABOUT THE P.M. IN BECAUSE F IT'S A.M., IT'S GOING TO BE VERY DIFFICULT FOR YMCA TO GET QUALIFIED STAFF FOR THOSE TWO HOURS IN THE MORNING, IT'S GOING TO BE TWO HOURS OR THREE HOURS?

>> AND THAT'S WHAT'S WE'VE BEENN COMMUNICATION WITH YMCA AND THAS WHY WE'RE LOOKING AT THE MORNING SUPPORT TO PROVIDE THE INDIVIDUS WORKING TOGETHER THAT OPPORTUNIY TO COVER THOSE SHIFTS BUT WE ARE STILL FINALIZING OUR PLANS TO SE HOW WE'RE GOING TO ENSURE THAT E HAVE PROPER COVERAGE.

>> BECAUSE I'M VERY, VERY CONCEN ED THAT YOU KNOW, LIKE I SAY YMA IS VERY IMPORTANT TO THIS COMMUNITY. YOU KNOW, BECAUSE IF IT WASN'T R YMCA YOU WEREN'T HERE AT THE TI, YOUR DISTRICT WOULD HAVE NOT EVN BEEN ABLE TO SERVE OUR CHILDREN FOOD WHILE THEY WERE OUT DURING COVID. THEY WERE INSTRUMENTAL MAKING SE OUR COMMUNITY WAS FED.

I NEED TO MAKE SURE, I WANT YOUO ENSURE ME THAT THE SERVICES WILL NOT -- I SHOULD SAY -- BECAUSE F YOU'RE SAYING A.M. ONLY AT THE N SCHOOLS IT'S GOING TO BE HARD. I'M JUST SAYING THAT'S GOING TOE DIFFICULT FOR THEM. THEY'RE AT THREE SIDES AND THEYE DOING A WONDERFUL JOB.

THESE CHANGES, LIKE I SAY WHILE THEY'RE WONDERFUL AND WHILE THEY ARE FREE, THAT'S ANOTHER GOOD THING, BUT TRY TO PULL THE PARES JUST TO SEE WHAT THEY THINK ABOT THE DIFFERENT CHANGES THAT THATS COMING ABOUT. I WANT TO PROTECT YMCA IN THIS COMMUNITY, OKAY.

>> AND JUST TO ALSO ADD WE DO PN ON CONTINUING WITH THE PARTNERSP WITH YMCA AND WE HAVE BEEN ASKIG FOR INPUT SO WEB MAKE SURE WE AE BEING RESPONSIVE TO THE COMMUNIY AS FAR AS PARENT SATISFACTION AD OUR INTENTION IS TO CONTINUE WIH THAT PARTNERSHIP AND PROVIDE SUPPORT FOR ALL OF OUR FAMILIES AND WE PLAN ON CONTINUING WORKIG WITH YMCA AND IT MAY ONLY BE FOR THE MORNING BUT WE WANT TO MAKE

SURE ALL OUR PROVIDERS CAN SUPPT OUR STUDENT AND FAMILY NEEDS. >> I'M LETTING YOU KNOW YMCA IS GOING TO NEED TO HAVE THAT AFTERNOON AFTER-SCHOOL PROGRAM BECAUSE THEY ARE SERVICES KIDS RIGHT NOW. SO THAT A.M. -- REVISIT IT. ALSO YOU MENTIONED THINK TOGETH.

YMCA WORKS WITH PLAYGROUND PARTNERS BUT YOU ALSO HAVE THINK TOGETHER.

DID THESE ORGANIZATIONS SUBMIT PROPOSALS? >> YES.

>> HMM. OKAY. AND HOW WERE THEY SOLICITED?

[00:45:01]

INVITE OTHER AGENCYIES TO APPLY FOR THIS? >> WE WENT WITH THE EXISTING PARTNERS THAT WE HAD IN PLACE GIVEN THAT THEY WERE FAMILIAR WH OUR COMMUNITY AND THE NEEDS SO

THAT WAS WHY WE WORKED WITH THOE TWO PARTNERS TO CREATE THE PLAN. >> OKAY, PROBABLY ONE MORE QUESTION. THE REASON WHY I ASK IS BECAUSE THERE ARE OTHER ORGANIZATIONS OT THERE THAT WILL EVEN PROVIDE SERVICES -- YOU NOW HOW WE HAVE THOSE BREAK LIKE SPRING BREAK AD THANKSGIVING BREAK AND WINTER BREAK AND THOSE ARE TIMES SOMETE OUR PARENTS NEED HELP FROM THE COMMUNITY. DO THESE ORGANIZATIONS OFFER THE HELP IN THOSE PARTICULAR TIMES,

WINTER, SPRING, YOUR, THE TIMES THAT WE'RE OUT OF SCHOOL? >> SO FOR EXAMPLE THINK TOGETHER HAS BEEN RUNNING A PROGRAM FOR R STUDENTS AT THE SCHOOLS AND THAS WHEN WE DID GET THE POSITIVE FEEDBACK FROM OUR PARENTS REGARDING THEM AND THAT'S SOMETHING WE CAN MIDDLE TO THE BOARD, THE SATISFACTORY SURVEY D THAT'S -- THINK TOGETHER HAS BEN WORKING WITH US AND TO PROVIDE THAT ENRICHMENT OPPORTUNITY DURG THE SUMMER FOR OUR STUDENTS SO THERE IS A PROVIDER WHO IS

CURRENTLY DOING THAT FOR US ANDE WILL CONTINUE TO WORK WITH THEM. >> AND THESE EMPLOYEES THAT WILL BE WORKING THROUGH THINK TOGETHR ARE -- THEY'RE GOING TO BE SCREENED, FINGERPRINTS AND HOW MANY CREDENTIAL TEACHERS ARE WE GOING TO HAVE? THAT'S GOING TO BE RUNNING THESE

PROGRAMS. >> SO THE STAFF MAY NOT BE CREDENTIALED TEACHERS BECAUSE IT IS AN AFTER-SCHOOL PROGRAM SO TE CREDENTIALING REQUIREMENT IS DIFFERENT FOR THOSE INDIVIDUALSS PART OF THE CONTRACT, WE DO GO THROUGH A PROCESS WHICH STATES THAT THESE INDIVIDUAL HAVE TO BE FINGERPRINTED AND THEY HAVE TO BE -- THERE'S CERTAIN REQUIREMES THAT WE HAVE TO ENSURE THAT THEY ARE APPROPRIATE INDIVIDUALS WHO ARE GOING TO BE ON OUR CAMPUS SO WE HAVE TO MAKE SURE THAT THEY HAVE BEEN CLEARED SO WE DO FOLLW THAT PROCESS WITH BOTH AGENCIES ACTUALLY.

>> SO ONE OF THE RED LIGHTS ELEMENTS IS PHYSICAL EDUCATION? >> YES.

>> FOR THAT DO WE HAVE CREDENTIALED TEACHERS FOR THE OS WHO ARE PROVIDING PHYSICAL

EDUCATION, ARE THEY CREDENTIALE? >> SO THAT'S WHERE THERE'S TWO ELEMENTS TO THAT PIECE, SO FOR EXAMPLE THE PHYSICAL ACTIVITY MIGHT BE PROVIDED THROUGH ONE OF THEIR STAFF MEMBERS WHO MAY NOTE CREDENTIAL BUD THE OPPORTUNITIES DO OFFER OPPORTUNITIES FOR THE STUDENTS TO BE PHYSICALLY ACTIVE BUT AS FAR AS THE ENRICHMENT PROGRAM WE ARE GOING TO BE LOOKG AT THE POSSIBILITY OF PUTTING OT RECRUIT RECRUITMENT POSSIBILITIS FOR OUR OWN TEACHERS, SO FOR EXAMPLE, IF THERE WAS A PE TEACR WHO WANTED TO PROVIDE THAT WE WOULD WANT TO OFFER THAT TO OUR STUDENTS AND COMMON COMMUNITIES AND WE ARE GOING TO BE CONDUCTIG MORE SURVEYS TO FIND OUT THE INTEREST OF OUR COMMUNITY BUT AO THE BILLION OF OUR STAFF TO PROVIDE THESE ENRICHMENT OPPORTUNITIES TO OUR STUDENT SOS WE ARE GOING TO PROVIDE A VARIEY OF DIFFERENT ACTIVITIES FOR OUR STUDENTS AND THAT COULD INCLUDE PHYSICAL ALLEGED IF WE HAVE AN INTERESTED,E TEACHER WHO AND FACILITATE THATS.

>> MAYBE THIS MIGHT BE MY LAST E QUESTION. DO THESE ORGANIZATIONS OFFER A

CURRICULUM THAT WE CAN LOOK AT - SO THIS HAVE A CURRICULUM. >> THAT'S SOMETHING I MENTIONEDO HAVE THAT ADDITIONAL INFORMATION AS FAR AS WHAT A STUDENT EXPERIENCE FROM THE YMCA PROGRA, WHAT ARE THE TYPE OFA.S THEY WOD ENGAGING IN AND ALSO PROVIDES A PREVIEW FOR OUR PARENTS AS FAR S WHAT CAN THEY. EXPECT FROM THE . SO I WILL ASK THEM TO PLAN ON PROVIDING THE BOARDS WITH A

PRESENTATION. >> ABSOLUTELY LAST QUESTION, ARE YOU OPEN TO OTHER PROPOSALS FROM

OTHER AGENCIES? >> AT THIS PARTICULAR MOMOA THE PLAN DOES IDENTIFY THOSE TWO PROVIDERS. SO THAT'S SOMETHING THAT IF -- I KNOW THE ELOP PLAN IS A LIVING DOCUMENT, IT COULD BE REVISE ATA FUTURE TIME BUT THAT'S WHAT'S IN THE THE PLAN FOR THOSE TWO

PROVIDERS. >> THANK YOU VERY MUCH. >> SO YOU HAD STATED THAT WE WIL

[00:50:03]

>> WHEN WE START IDENTIFYING AND RECRUITING TEACHERS WE'RE GOINGO HAVE TO LOOK AT WHAT AREAS ARE THEY ABLE TO PROVIDE THAT SUPPOT IN OKLAHOMA SHOULD IT BE PE OR SHOULD IT BE A DIFFERENT AREA WE WANT TO MAKE SURE THAT WE ARE PROVIDING STUDENT WITH THAT ANDO THAT'S THE PART BY SURVEYING WE CAN SEE WHAT TEACHERS ARE INTERESTED AND WHAT IS THE INTEREST CAN TRY TO MATCH THOSE ACTIVITIES. IN REGARDS TO INSTRUCTIONAL MINUTES THAT'S ASIDE -- SOMETHIG SEPARATE THAT WOULD HAVE TO BE DONE WITHIN THE INSTRUCTIONAL DY SO THE ADDITIONAL ACTIVITIES WOD

BE ABOVE AND BEYOND. >>> I'M SO SORRY I DID MISSPEAK THERE.

SO THANK YOU FOR THAT CLARIFIES. SO JUST TO CLARIFY FOR MYSELF, F STUDENTS ARE NOT INTERESTED IN HAVING THE PE PORTION OF IT THEN THAT TEACHER WOULD OBVIOUSLY NOT BE NECESSARY IS WHAT YOU'RE

SAYING? >> UNLESS THEY WOULD BE MAYBE INTERESTED IN SOME TYPE OF ENRICHMENT OPPORTUNITIES. IT GOES BACK TO WHAT ARE THEY -I WOULD SAY TEACHERS WILLING TO PROVIDE, WHAT TYPE OF ACTIVITIES ARE THEY INTERESTED IN AND WE CN TRY TO MATCH THAT TO WHAT THE STUDENTS ARE INTERESTED IN. SO I DON'T WANT TO JUST NARROW S TO MAYBE SOMETHING THEY'RE CURRENTLY DOING BUT IF IT'S A TEACHER THAT'S PASSIONATE ABOUT PROVIDING INTERVENTIONS AND READING AND THEY WANT TO PROVIDE ABINTERVENTION READING PROGRAM E WANT TO BE ABLE TO PROVIDE THOSE

OPPORTUNITIES TOO. >> SO IN THIS PLAN, IS IT -- CAN WE GO BACK AND LOOK AND SEE IF THERE IS A DEMAND FOR PERHAPS TE PHYSICAL EDUCATION ADD THAT ON AFTER WE START THE PROGRAM.

>>> THE PLAN DOES OFFER FLEXIBILITY AND WE'RE LOOKING TO IDENTIFY WHAT WE WILL BE DOING T WE HAVE FLEXIBILITY ON ONCE WE GATHER THE SURVEY DATA FROM OUR COMMUNITY AND OUR STUDENTS INTEREST AND ALSO FROM OUR TEACHERS WE CAN DESIGN THOSE ENRICHMENT OPPORTUNITIES NOW THT

WE HAVE ADDITIONAL INFORMATION. >> ANOTHER QUESTION I HAVE AS WL I THINK GOING BACK TO THE DISTRT NURSE AND THE APPROACHLY TRAINED STAFF ON THE SCHOOL SITES IF WE HAVE STUDENTS WHO WANT TO COME O OUR PROGRAM, WHO HAVE A DISABILITY; WILL THE APPROPRIATE STAFFING BE ALSO ON-SITE FOR TH?

>> AND THE PLAN ALSO CALLS OUR SPECIAL ED TEAM WILL ALSO BE AVAILABLE TO HELP BECAUSE I KNOW IN THE PAST AND IN MY EXPERIENCE USUALLY ONE OF OUR STAFF WOULD PROVIDE AWARENESS TO OUR SERVICE PROVIDER ON ANY STUDENTS WITH UNIQUE LEARNING -- MAYBE LEARNIG NEEDS OR PHYSICAL NEEDS THAT MAE NEED TO BE ADDRESSED AND MAKE SE THE STUDENTS ARE ABLE THE ACCESS AND BE ABLE TO PARTICIPATE SO WE DO WORK TO ENSURE THAT THERE'S THAT COLLABORATION OCCURRING WHETHER IT'S NUTRITIONAL OR SPECIAL ED DEPARTMENT OR HEALTH SERVICES, THAT'S THE GREAT THING THAT YOU'LL HEAR AT THE PRESENTATION, HOW MUCH THEY ARE TRULY A PART OF OUR TEAM AND HOW THERE IS THAT ONGOING COLLABORATION AND PARTNERSHIP AMONG THE DISTRICT TO MAKE SURE OUR STUDENTS ARE ABLE TO

PARTICIPATE. >> SO THEN THESE STUDENTS DO HAE ACCESS TO THIS PROGRAM.

>> YES. >> PERFECT THANK YOU AND I WILL COME FORWARD TO THAT PRESENTATI.

>> MADAM PRESIDENT, IN REVIEWING THE ELOP, THERE'S A LOT OF OVERSIGHT REVIEW, AND THERE IS ULTIMATELY THERE'S A LEADER OF E PROGRAM OR I BELIEVE IT'S GOINGO BE BEVERLY SWANSON, SHE BROUGHT THIS PRESS TO US LAST MONTH, I BELIEVE AND, AND IT SEEMED TO BE VERY THOROUGH.

IT ALSO INCLUDES VIDEOTAPED SEGMENTS THAT ARE GOING TO BE PRESENTED DURING THESE REVIEW PROCESSES. WHO'S GOING TO BE DOING THESE VIDEOTAPES?

ARE WE GOING TO BE DOING SMART PHONES. >> SO THAT'S THE PARKING LOT WHE WE'LL PUT TOGETHER THESE CLIPS O BE ABLE TO HIGHLIGHT OUR PROGRAM ASKS THAT'S THE PART WHERE WE DO UTILIZE DIFFERENT TYPES OF EQUIPMENT TO BE ABLE TO CAPTURE THAT FOOTAGE, AND TO BE ABLE TO SHARE WITH THE COMMUNITY AND THE BOARD THIS IS THAT ARE GOING ONT THE SCHOOL SITES AND SPECIFICALY

[00:55:04]

WE WANT TO BE ABLE THE HIGHLIGHT THE GREAT THINGS THAT ARE GOINGN SO WE WILL BE UTILIZING THOSE

RESOURCES SO SHOW THE FOOTAGE OF THOSE ACTIVITIES. >>> AND IN REVIEWING IT TODAY, I WAS ACTUALLY VERY IMPRESSED WITH THE VERY THOROUGH PROCESS YOU HE IN POLICE PLACE SO THE QUESTIONS BEING ASKED SEEM TO BE REDUNDANT TO ME BUT THAT'S JUST ME. AGAIN, MY HAD HAT IS OFF TO MS. SWANSON, SO I THINK SHE SHOS A LOT OF CARE AND WANTS TO ENSUE WE THE BOARD, THE PARENTS, AS WL AS THE STUDENTS AND THE COMMUNIY ARE GOING TO SEE THESE THINGS ON OUR WEBSITE, IS THAT CORRECT?

>> WE DO PLAN ON COMMUNICATING R BUSD NEWS ONCE THE BOARD IS DISTRICT ACTION AND IF THEY DO

APPROVE IT WE CAN GO AHEAD AND START THE ADVERTISE. >> THE OTHER THING I NOTICED HAVING BEEN IN THE DISTRICT A LG TIME, THIS REMINDS ME OF A PROGM WE HAD MANY YEARS AGO AND I HATD TO SEE THAT GO AND IT LOOKS LIKE IT'S BROUGHT BACK WITH A NEW NA, BUT AGAIN WITH MORE THOUGHNESS F YOU WILL, SO AGAIN THINGS TO STAFF. I THINK WE WANT TO SEE IT IN AR,

AND WE'LL BE HANG TO SEE THE OUTCOME. >>> THANK YOU SO MUCH.

ANY OTHER QUESTIONS OR COMMENTS? OKLAHOMA, WELL WE'RE GOING TO HE A ROLL CALL ON THIS.

LET'S DO THIS ROLL CALL. >>> .

[5. BOARD POLICIES AND PROCEDURES]

>>> THE NEXT ITEM ON THE AGENDAS 5.1, IT'S THE FIRST READING OF BOARD BYLAW 9271, BOARD MEMBER

CODES OF ETHICS, DO I HAVE A MOTION? >> SO MOVED.

>> SECOND? DO I HAVE A SECOND? >> SECOND.

>> THANK YOU. DO WE HAVE ANY QUESTIONS OR COMMENTS?

>> YES, PRESIDENT ARMSTRONG. UNDER THE -- SEVENTH LINE THAT SAYS UNDERSTAND THAT AUTHORITY RESTS WITH THE BOARD, AS A WHOLE AND NOT WITH INDIVIDUAL. IT'S ACTUALLY ON THE BACK SIDE.

COULD WE -- MY REM IS THAT WE STRIKE OUT AS A WHOLE AND JUST LEAVE IT UNDERSTAND THE AUTHORIY RESTS WITH THE BOARD NOT WITH TE INDIVIDUAL. BECAUSE I SEE THAT THERE MIGHT E A TIME WHEN WE DON'T HAVE UNION WITH OUR BOARD AND OPINIONS NEED TO BE AREN'TED AS RESPECTED AS WELL. SO UNDERSTAND THE AUTHORITY RESS WITH THE BOARD, NOT AS A WHOLE D NOT WITH THE INDIVIDUAL, SO PERHAPS STRIKING OUT AS A WHOLE AND LEAVE OUT AS A BOARD.

>> SO WE WANT IT TO READ UNDERSTAND THAT AUTHORITY RESTS WITH THE BOARD AS A WHOLE IS THT

CORRECT. >> NO, IF WE COULD STRIKE OUT AA WHOLE AND.

>> OKAY, YOU WANT TO UNDERSTAND THAT THE AUTHORITY RESTS WITH TE BOARD --

>> NOT WITH THE INDIVIDUAL. >> YES. >> UNDERSTAND THAT THE AUTHORITY RESTS WITH THE BOARD, NOT WITH E INDIVIDUAL. WILL THE BOARD IN ITSELF IS A

WHOLE. >> YES, SO IT'S KIND OF REDUNDA. >> DO WE HAVE ANY ISSUES WITH

THAT? >> I DO, I DON'T UNDERSTAND THE PURPOSE OF TAKING A FEW WORDS O.

>> IT'S SORT OF REDUNDANT, SO THAT'S WHY I'M RECOMMENDING THAT WE STRIKE IT OUT AND IT'S ALSO

[01:00:03]

TO -- >> IF I'M READING CORRECTLY TO OPERATE EFFECTIVELY THE BOARD AA WHOLE AND NOT THE INDIVIDUAL SHL HAVE UNITY OF PURPOSE AND THAT T FOLLOWS THE THOUGHT TO ESTABLISH HIGH STANDARDS OF ETHICAL CONDUT FOR BOARD MEMBERS -- AM I READIG THE SAME PLACE?

>> A LITTLE BIT. >> WHERE IT SAYS UNDERSTAND THAT AUTHORITY RESTS ON THE BACK.

>> ON THE BACK. >> SHE'S GOT THE WRONG ONE. .

>> SECOND PAGE. >> THAT'S WHY IT'S ON THE FIRST PAGE TOO, SO YOU JUST WANT TO

ELIMINATE NOT THE INDIVIDUAL. >> AND THEN ALSO FOR RECOMMENDATION ON THE FIRST PAG.

THE EIGHTH LINE WHERE IT BEGINS WITH WHERE IT SAYS DEVOTE SUFFICIENT TIME, I DON'T DISAGRE WITH THAT, BUT WHAT I THINK THAT WE NEED TO REMEMBER IS THAT IN ORDER TO DEVOTE SUFFICIENT TIME, WE NEED STAFF TO PROVIDE MATERIS IN A TIMELY MANNER AS WELL AND I KNOW THAT SOMETIME THAT HAS NOT BEEN THE CASE. SO I'M WILLING TO GO FORWARD WIH THIS, KNOWINGLY THAT ONE AFFECTS THE OTHER. WE'VE HAD AGENDAS GIVEN TO US LE JUST THE DAY OF OR THE DAY BEFOE AND THAT'S NOT SUFFICIENT TIME O LOOK AT ALL THE MATERIALS. WE HAVE HAD REPORTS GIVEN TO USN THE NIGHT OF, THAT IS NOT SUFFICIENT TIME AS WELL. SO IT'S MORE THE DEVOTE SUFFICIT TIME THAT I'M WORRIED ABOUT AND CONCERNED BECAUSE I SNOW THAT WE ALL WANT TO DO OUR DUE DILIGENCE AND LOOK AT ALL THIS INFORMATION BUT IF IT'S NOT PROVIDED TO US N A TIMELY MANNER, THEN THAT IS NT

GOING TO HAPPEN ON OUR END. >> SO LEAVE IT AS A NOTE TO STAF IS WHAT YOU'RE SAYING.

>> YES, IN ORDER FOR US TO DO OR JOB, AND TO BE TO LOOK AT ALL THESE MATERIALS, THE SUFFICIENT TIME IS WHAT I'M A LITTLE CONCERNED ABOUT. LIKE I AGREE THAT THIS IS PART F WHAT WE NEED TO DO BUT WE CAN'TO OUR JOB IF THE MATERIALS ARE NOT IN OUR HANDS AT AN APPROPRIATE

TIME. >> IT'S ALSO IMPLYIED THAT ANY INFORMATION RECEIVED IS AVAILAB, AND VOTE IN ACCORDANCE WITH HONT CONVICTIONS, UNSWAYED BIPARTISAN BIAS OF ANY KIND.

SO IT'S NOT SO MUCH IN ADDITIONO THE THE TIME, BUT ALSO THE ETHIL STANDARDS THAT YOU'RE MAKING THE

DECISION BASED ON FACTS AND INFORMATION YOU RECEIVE. >> THAT IS ASSUMING THAT STAFF S THOSE INTERESTS OF THE DISTRICTN MIND, YES. WHICH THAT'S WHAT I ASSUME ANYTE THEY RECEIVED THOSE MATERIAL FRM THEM, BUT I'M JUST CONCERNED WIH THOSE MATERIALS GETTING INTO OUR HANDS AT AN APPROPRIATE TIME FOR US TO LOOK AT ALL THAT INFORMATION.

I KNOW THAT WE HAVE BINDERS ANDY THE TIMERS OF INFORMATION AND JT LOOK AT DEVOTEING SUFFICIENT TIE

IS A LITTLE GRAY AND. >> LIKE YOU SAID BASED ON YOUR TIME AND BASED ON THE INDIVIDUA.

>> EXACTLY. >> THAT'S FINE. >> IT MAY NEED TO BE DEFINED ORDERS WE JUST NEED TO MATURE AD ADDRESS THE FACT THAT IT NEEDS O BE GIVEN TO US IN A TIMELY MANNR

TO ENSURE THAT THIS DOES HAPPEN. >> CAN I ASK A QUESTION MADAM PRESIDENT?

>> SURE. >> I RECEIVED THIS MATERIAL TOD. BOTH THE ELOP AND THE ETHICS DOCUMENT, JUST TODAY. THE PORTION I WAS ABLE TO DOWNLD AND PRINT AND READ IT VERY THOROUGHLIMENT I BELIEVE THAT'SA SUFFICIENT TIME. GETTING IT THE SAME DAY OF THE BOARD MEETING, LITERALLY A FEW HOURS BEFORE WE HAVE THE MEETIN, IT SEEMS TO ME MAYBE THE ETHICS DOCUMENT WE SHOULD SET IT ASIDE FOR FURTHER REVIEW SEW WE HAVE MORE TIME TO LOOK AT IT MORE

[01:05:11]

THOROUGHLY. >> YEAH, THIS IS JUST THE FIRST READ SO WE'LL BE READING IT AGA.

>> IT IS A DRAFT SO ALWAYS REMEMBER THAT. >> I DO WANT THE ADD THAT THERE WAS SOME MATERIAL THAT WAS INCLUDED IN THE BOARD'S PACKET, THAT NEEDS TO BE I THINK ADDED O THE BOARD ETHICS WHICH HAS TO DO WITH ACTION TAKEN ON A BOARD MEMBER WHO VIOLATES THE ETHIC.

SO IT WAS CONSIDERED -- LET ME E IF I CAN FIND IT. IT SAYS.

>> I'M SO SORRY TO INTERRUPT YO, I MAY NOT HAVE THE FULL PACKET WHICH ACTUALLY PRESENTS A PROBL.

>> SO WHAT I WOULD LIKE TO RECOMMEND IS STAFF TO INCLUDE TT PORTION --

>> I HAVE IN -- I BELIEVE IT IN. 0 ME NOW BUT WHEN I DOWNLOADED T FROM WHAT I DID RECEIVE THAT WAS

NOT INCLUDED SO. >> JUST HAVE IT INCLUDED -- >> YES.

>> SO I WOULD LIKE THE STAFF TO INCLUDE CENSURE PROCEDURE AS PAT OF THE BYLAWS ON ETHICS.

>> YOU KNOW, I HAVE A SUGGESTIO. BECAUSE WE WERE RECOMMENDED WITA PACKET, AND WE HAVE BOARD MEMBES THAT HAVE -- AND THANK YOU, DR.L HOUSE ELHESSEN FOR PROVIDING US THAT PACKAGE, SO I SEE THINK AT THIS TIME, I WOULD LIKE TO MAKEA MOTION AND MY MOTION WOULD BE TT WE MAKE A MOTION TO MAKE THE CHANGES THAT WE HAVE DISCUSSED TODAY AND BRING IT BACK FOR FIRT MEETING ON OUR NEXT REGULAR BOAD MEETING SO THAT WILL GIVE US ENOUGH TIME TO LOOK AT THIS AND REVISE IT CAN GIVE IT TO STAFF O THEY CAN TYPE IT UP. SO I MAKE A MOTION THAT -- THAT WAS MY MOTION.

>> I'LL SECOND THAT WEIRD MOTIO. >> INCLUDE THE EDITS THAT WE HAE AND THEN WE'RE GOING TO HAVE

ANOTHER FIRST READING FOR THE NT BOARD MEETING FORTUNE I THINK -- >> IT WOULD BE A SECOND READING WITH ADDITIONAL COMMENTS, WITH ADDITIONAL EDITS BECAUSE THIS IS THE FIRST READING SO THE SECOND

READING WOULD BE ADDITIONAL. >> WE'RE GOING TO BE MAKING SOME CHANGES.

>> IT CAN GO THROUGH SEVERAL REVISIONS. >> OKAY, MAKE A MOTION TO DISCUS THIS TODAY AND BRING IT BACK FOA SECOND READING FOR THE NEXT BOAD MEETING.

BOARD MEMBER CODE OF ETHICS BYLW 9271, DO I HAVE A SECOND? >> SECOND.

>> THANK YOU, THOMAS. ANY QUESTIONS OR COMMENTS? ROLL CALL IN FACT.

[6. PRESENTATIONS BY CONSULTANTS – SUPERINTENDENT SEARCH]

MEETING. DO I HAVE A MOTION? >> I THINK YOU NATIONWIDE NEED O DO 6-11, YOU WENT RIGHT TO 6-2. 6-1 IS YOUR CONSULTANT SELECTIO. THAT DOESN'T REQUIRE A MOTION, U

JUST CALL THE CONSULTANTS ONE AA TIME. >> SO AT THIS TIME WE HAVE PRESENTATIONS FROM TWO STUDENTS FOR A SUPERINTENDENT SEARCH. WE HAVE MEASURE FEAR SON AND JACOBSON AND WE HAVE HAZARD YOUG AND ASSOCIATES. WE'RE GOING TO HAVE MCPHERSON AD

JACOBSON GO FIRST. >> BOARD PRESIDENT, I WANT TO ME SURE THAT IT GOES ON RECORD THAI DID CALL THE REFERENCES THAT WEE ON OUR PACKETS FOR AS I WAS DOIG SOME RESEARCH ON THESE FIRST OF

[01:10:07]

MS. HINES. >> THANK YOU SO MUCH BOARD MEMBR GARZA.

>> I'M SORRY, WELCOME, THIS IS REPRESENTATIVE FROM MCPHERSON AD JACOBSON, WELCOME.

>> HI THERE. GOOD EVENING, BOARD MY NAME IS N JOHNSON, I WAS ACTUALLY HERE FOR YEARS AGO WHEN YOU YOU DID YOUR SEARCH PROCESS SO WE'LL TALK ABT OUR PROCESS AND WHAT THINGS WE N CHANGE AND I KNOW THERE WERE SOE ADDITIONAL QUESTIONS THE BOARD D ABOUT TIME LINES.

DO YOU WANT ME TO -- DOES THE BOARD WANT TO ASK QUESTIONS WE O THROUGH OR DO YOU WANT TO ASK QUESTIONS AT THE END? AT THE END? ALL RIGHT.

SO AS MOST OF YOU KNOW AND IF YU GOT OUR PACKET, VERY SIMILARLY CSBA DID A PROCESS TO IDENTIFY SEARCH FIRMS AND SELECT MCPHERSN AND JASON SON NOW,THIS IS THE SIXTH YEAR THAT WE HAVE BEEN IDENTIFIED AS THE PREFERRED SEAH FIRM AND AS YOU'VE HEARD FROM OR AUDIENCE TODAY SEVERAL TIME, WE PRIDE OURSELVES ON A TRANSPARENT PROCESS TO MAKE SURE THAT THERES HIGH INVOLVEMENT IN COMMUNITY, THERE'S INTENTION THAT WILL VOLUNTEER IN THE COMMUNITY THAT IT'S NOT JUST A QUICK BIG LARGE MEETING WHERE YOU HAVE FOUR OR FIVE PEOPLE, WHERE YOU HAVE PEOE IN THE COMMUNITY THAT ARE INVITD BASED ON STAKEHOLDER GROUP THAT THE BOARD I'VES FOR US TO SELEC. SOME BOARDS -- SOME GROUPS DON'T LIKE TO DO THAT, BUT I THINK WHT WE PRIDE OURSELVES IS MAKING SUE THE BOARD HAS AS MUCH INFORMATIN AS POSSIBLE AS EYEWITNESS NEWS O THROUGH THIS PROCESS. THAT'S YOU.

WHAT'S MISSING? RIGHT? THE PIECES MISS FOR YOUR GOVERNANCE TEAM IS YOUR STUDENT AND AS ALL OF YOU KNOW THAT GRET THINGS CAN HAPPEN IN THE CLASSRM BUT LEADERSHIP AND VISION AND DIRECTION NEEDS TO COME FROM YOU AND YOUR COLLABORATION WITH YOUR SUPERINTENDENT. KIND OF GIVES YOU A BABY DOWN ON OUR TEAM.

WE ARE A NATIONWIDE SEARCH FIRM, BUT WE HAVE CONSULTANTS THAT ARE LOCATED IN CALIFORNIA AS WELL.

I'M ONE OF THEM. MY BACKGROUNDS IS NOT A SUPERINTENDENT, I WAS A SCHOOL BOARD MEMBER FOR 21 YEARS AND DIDN'T RUN FIVE YEARS AGO AND WS JUST LOCATED TO RIVER SIDE COUNY OFFICE OF EDUCATION. SO I KNOW WHAT IT'S LIKE TO BE A COLLEAGUE AND I GO THROUGH THIS PROCESS NOT ONLY AS A CONSULTANT BUT ALSO AS A BOARD MEMBER TO SEARCH FOR YOUR SUPERINTENDENT D THEN BE CHALLENGE WITH DO YOU ME I AN INTERNAL OR EXTERNAL PROCES BUT THE MOST IMPORTANT THING IS IT'S AN OPEN PROCESS. SO SCIENTIST YOU CONSIDER STATISTICS ARE IMPORTANT.

I THINK THESE NUMBERS CHANGE WHN YOU LOOK AT THE AVERAGE TENURE F A SUPERINTENDENT.

COVID HAS CAUSED A LOT OF GREAT LEADERS TO LEAVE THEIR DISTRICTSES.

AND THE LAST TWO YEARS I WOULD Y WE HAD MORE SUPERINTENDENTS LEAE IN THE FIRST FOUR MONTHS OF THE YEAR THAN TYPICALLY LEAVE IN AN ENTIRE YEAR AND THE OTHER CHALLENGE IS THERE'S FOR LACK OA BETTER WORD A SEASON WHEN SUPERINTENDENTS LEAVE. THAT WAS GONE, PEOPLE LEFT AT VARIOUS STAGES OF THE YEAR AND A LOT OF IT WAS DUE TO THE FACT TE SUPERINTENDENTS WERE BEING CHANNELED CHALLENGED IN WAYS THEY'VE NEVER BEEN CHALLENGED BEFORE.

I THINK ALL OF YOU HAVE BEEN ONA BOARD PRE-COVID AND HAVE SEEN TE DIFFERENCES BUT OUR STATISTIC AE REALLY HIGH. BUT WE LOOK KNOWLEDGE AT THE FIE YEAR MARK, THE TEN AND 15 YEAR MARK, AND THAT DOES NOT MEAN THT WE EXAMINE YOU TO HAVE TO WAIT FIVE YEARS TO HAVE RESULTS AND U NEED IMMEDIATE RESULTS AND YOU NEED TO HAVE IMMEDIATE IMPACT WITHIN YOUR DISTRICT BUT YES NED SUSTAINABLE IMPACT. NOTHING HAPPENS IN A VACUUM ANDN ORDER TO MAKE SURE THE VISION CN THE GOALS YOU IDENTIFY DO HAPPEN YOU NEED SOMEBODY THAT'S GOING O BE THERE FOR THE LONG-TERM.

SO ABOUT 80 PERCENT OF OUR SUPERINTENDENTS ARE STILL IN PLE AT FIVE YEARS, 55% AT TEN YEARS

[01:15:06]

WE ARE VERY SELECTIVE. WE MAKE SURE WHEN WE'RE DOING OR SEARCH PROCESS WE THINK ABOUT TE SUSPICIOUS CRITERIA BUT WHEN YOU GET DOWN TO THE SHORT LIST, RIGT BEFORE YOU MAKE A DECISION ON WO YOU WANT TO INTERVIEW IT REALLYS ABOUT FACILITY BECAUSE EVERYONE YOU'RE GOING TO SEE IS GOING TO MEET THE QUALIFICATIONS BECAUSEO ONE IS GOING TO GIVE YOU A RESÉE THAT HAS BAD REFERENCES BUT ARE THEY GOING TO BE A FIT. DOCTOR, I THINK YOU MADE THE COMMENT, SOMEONE THAT'S GOING TO TALK ABOUT AND MOVE THIS DISTRIT FORWARD AND IT'S GOING TO TAKE L SIX OF YOU.

IT DOESN'T HAPPEN WITH JUST FIVE OF YOU OR TWO OF YOU. TRUSTEE GARZA YOU TALKED ABOUT E BOARD AS A WHOLE, BECAUSE IF TWO OF YOU AREN'T IN AGREEMENT, IT DOESN'T MATTER.

SO BIG SURPRISE, RIGHT, IT'S ABT THE KIDS. YOU WERE READING YOUR ETHIC PIE, IT'S NOT ABOUT PARTISAN POLITIC, BECAUSE IT'S ABOUT THE STUDENTS. IT'S ABOUT WHY -- I THINK A COUE PEOPLE MENTIONED THEY HAD THEIR STUDENTS IN THE DISTRICT FOR 15 YEARS AND COME BACK AND WORK IN THE DISTRICT, BECAUSE IT MATTERS WHAT HAPPENS DAY-TO-DAY. AND OUR MISSION IS TO REALLY MAE SURE WE HAVE QUALITY LEADERSHIP AND I TALK ABOUT THE LIGHTHOUSE STUDY FREQUENTLY BECAUSE IT DOES MAKE A DIFFERENCE. YOU CAN HAVE GREAT TEACHERS. MYRA'S A TEACHER, IF SHE DOESN'T HAVE GREAT LEADERSHIP AND DOESNT HAVE GREAT SUPPORT FROM THE TOP THE STUFF IN THE CLASSROOM DOEST HAPPEN THE SAME WAY IT DOES WHEN YOU HAVE GREAT GREAT LEADERSHIP AND SUPPORT AND THE BOARD IS FOCUSED ON THEIR VISION, THAT YU MOVE THE DISTRICT FORWARD BECAUE YOU'RE COMMITTED TO THE STUDENTS OF THIS DISTRICT. AND THE FIRST PIECE ABOUT ENTITD TO A HIGH QUALITIES EDUCATION, THAT'S WHY I WAS ON A BOARD, THAT'S WHY I DO THIS WORK, BECAE EDUCATION IS THE EQUALIZE THE ACHIEVEMENT GAP IN SOME OF OUR POPULATIONS HAND CHANGED IN 30 YEARS U AND THE REASON WHY IT'S CHANGED BECAUSE WE HAVEN'T BEEN INTENTIONAL ENOUGH. IT DOESN'T TAKE DECADES TO MAYBE THOSE CHANGES, IT TAKES FOCUS AD HAVING THE RIGHT SUPERINTENDENT, HAVING THE BOARD TOWN ON THEIR GOALS, ONE OF THE THINGS WE DOPPINGS HIRING YOUR SUPERINTENDENT, HELPING THE BOAD KEEP THOSE AND COME BACK TO THE DISTRICT AND SAY HOW IS THAT PERSON DOING, BECAUSE YOU CAN'T ASK THAT LEADER TO DO 15 THINGS AND MAKING SURE THAT SUPERINTENDENT HAS THE SUPPORT O MOVE THOSE THINGS FORWARD. SO WE DON'T HIRE SUPERINTENDENT. THAT'S NOT MY JOB TMENT IT'S ABT HELPING YOU IN YOUR DECISION MAKING PROCESS. WE ARE RECRUITERS OF TALENT AND THE TALENT YOU NEEDS IS GOING TO BE DIFFERENT THAN THE TALENT AT DISTRICT NEEDS.

IT'S ABOUT FIT AND I HEARD SOMEE MAKE A COMMENT ABOUT INTERNAL CANDIDATES.

LET THEM COMPETE. I WAS ON A BOARD AND THERE WAS A GUY I KNEW COULD RUN OUR DISTRI,

[01:20:05]

THERE'S NO HIDDEN FEES. THERE'S NOTHING ADDITIONAL TO TT AND QUITE FRANKLY IN ANY FIRM DS A SIMILAR SEARCH WE'LL MATCH IT. IT I DON'T SAY THIS LIGHTLY, I DON'T DO THIS FOR THE MONEY, BECAUSE THAT'S NOT A LOT OF NONE WHEN YOU'RE SPLITTING IT WITH A BOSS.

SO I'LL GO THROUGH THE PHASES WITH YOU BRIEFLY. THE ADVERTISING IS ABOUT THIS MUCH. I MEAN WE DO ADVERTISING BUT THAT'S NOW HOW WE FIND PEOPLE BT I WILL SAY THIS AS I GO THROUGH THIS PIECE THAT SOMETIMES YOU DO GET PEOPLE OUT OF STATE THAT LEE THE STATE, THAT WE MAY NOT KNOW ABOUT SO MAKING SURE YOU HAVE YR PROCESS OUT THERE LONG ENOUGH SO YOU RECRUIT THE RIGHT CANDIDATES BUT THE STAKEHOLDER MEETINGS ARE IMPORTANT.

I THINK THEY'RE EVEN MORE IMPORTANT NOW BECAUSE YOU'VE HAA PROCESS FOUR YEARS AGO AND YOU'E HAD COMMUNITY CONTACT, WE STILL HAVE ALL THAT DATA. I THINK THE NICE THING WOULD BEO LOOK AT THAT PREVIOUS DATA AND E WHAT THE BASELINE AND HOW DO WE ANALYZE THAT AND SEE WHAT THINGS HAS THE DISTRICT MOVED AND WHAT THINGS HAS THE DISTRICT NOT MOVD IN AND DOES THAT CHANGE THE SEAH CRITERIA FOR YOUR TEXTALYSER. SO PHASE ONE I WAS TOLD TODAY TE BOARDS -- IF THE FIRM GOT HIRED THEY WOULD WANT TO START TOMORR. I CAN BE HERE AT 8:45 TOMORROW. SO WE REALLY COULD START QUICKL.

I MEAN I THINK THE FIRST THING E HAVE TO DO IS LOOK AT THE OLD CRITERIA AND SEE IF IT ALIGNS WH THE NEW VISION, BUT THE BOARD SS THAT. THAT'S JUST THE CRITERIA TO GO T THERE AND START THAT PROCESS, BECAUSE THE CLOCK IS TICKING. WHEN DOES SCHOOL START FOR YOU?

>> AUGUST 11. >> YEAH, YOU'RE NOT GOING TO HAE A SUPERINTENDENT, NO MATTER WHAT WE DO THAT'S NOT GOING TO HAPPEN AND IF SOMEBODY TELLS YOU THEN O IT THAT'S NOT TRUE.

SO BUT WHAT YOU NEED TO DOD IS HAVE A GREAT INTERIM LEADER TO HELP YOU GET TO THE NEXT POINT.

MOVE FORWARD BUT YOU DON'T WANTO RUSH THIS PROCESS. FIRST NAME IS DON'T RUSH THE PROCESS BECAUSE IT'S WORTH TAKING -- IT'S GOING TO TALK ABT SIX WEEKS JUST TO FIND THE PEOP, YOU'RE TALKING TWO OR THREE MONS TO DO IT RIGHT. IF YOU WANT SOMEONE TO DO IT IN TWO OR THREE WEEKS, I'M LEAVING BECAUSE YOU'RE NOT GOING TO BE HAPPY.

TAKE THE TIME TO DO IT RIGHT. SEX THING I'LL SAYERS DON'T EVER SETTLE.

WHEN I WAS A BOARD MEMBER I HAD SOMEONE TELL ME ONCE A IF I FIRM SAY THIS IS ALL THAT'S OUT THER.

AND NONE OF US ARE GOING -- IF YOU'RE NOT CLAPPING FOR YOUR NET LEADER WAIT, SO IF YOU HIRE US D WE GO OUT AND YOU'RE NOT GOING W WOW WOW THEN HIRE AN INTERIM AND WE'LL GO BACK OUT AND DO IT AGA.

DON'T SHORTCHANGE THIS PIECE, BT WE START -- ONCE WE IDENTIFY THE CRITERIA, WE START LOOKING FOR CANDIDATES AND STARTS BUILDING E PROCESS FOR CANDIDATES. WE RECRUIT AND -- WE -- SO MOST PEOPLE TAKE THEIR REFERENCES THT THEY GET -- THEY LOOK AT THE REFERENCES AND WE CALL THEM ANDE GO THREE DEEP, WE ASK THOSE REFERENCES TELL US TWO OR THREE PEOPLE -- WOE GO THREE DEEP, SOE

[01:25:03]

SO PHASE THREE IS WHERE WE AGAIN GAUGE THE BOARD AND I'M GOING TO TALK ABOUT SOMETHING THAT'S NOTP THERE THAT I THINK BOARDS HAVE A CHOICE TO DO AND I DON'T REMEMBR WHAT THE DECISION WAS HERE BEFOE BUT SOME BOARDS WANT TO HAVE A COMMUNITY PANEL. AND SO A COMMUNITY PANEL IS WHEE YOU PICK AND I'LL TELL YOU WHATI RECOMMEND A BOARD SHOULD BE YOU PICK ROUGHLY BETWEEN SEVEN AND 4 PEOPLE THAT GIVE STRENGTHS AND STUDENTS -- NO, THE COMMUNITY IS NOT HIRING THE SUPERINTENDENT.

THAT'S YOUR JOB. ONE JOB -- TWO JOBS, VISION AND POLICY AND HIRE THE SUPERINTENDENT. NO ONE THERE THE COMMUNITY MAKES DECISIONS, THEY DON'T HAVE A SET AT THE TABLE TO MAKE THE FINAL DECISION. IF ANYBODY TELLS YOU TO DO THATI WOULD TELL YOU NEVER TO DO THAT. YOU DON'T GIVE UP YOUR AUTHORITY AS A BOARD TO DO THAT.

WHAT YOU DO DO IS YOU CAN HAVE INPUT FROM THE COMMUNITY ABOUT HERE'S WHAT WE SAW AS THE CANDIDATE. AND IF YOU WERE INTERVIEWING AND YOU PRESENTED ONE PERSON TO THE BOARD AND AT PERSON TO THE PANE, I'M SITTING IN BOTH INTERVIEW SI CAN SAY WE SAW CANDIDATE A DO TS AND CANDIDATE A WAS TREATED THIS WAY, AND HOW DID THEY ANSWER THE QUESTIONS? WERE THEY AREN'TFUL TO THE COMMUNITY? DID THEY TREAT PEOPLE DIFFERENT- ALL THOSE THINGS THAT WE WOULD E AND WHAT THE COMMUNITY SAYS HERS WHAT WE SAW AS STRENGTHS AND USUALLY YOU'RE HOT ON TWO PEOPL, IT GIVES THOSE DIFFERENCES CLEAR AND MORE OPEN.

SOME PEOPLE LIKE COMMUNITY PANE, SOME PEOPLE DON'T. WHAT PEOPLE OFTEN SAY THE NEGATE OF COMMUNITY PANELSES IS THAT CANDIDATES DON'T LIKE THEM AND THEY WON'T APPLY FOR IF JOB.

THE LAST TIME I DID A COMMUNITY PANEL I HAD 42 CANDIDATES APPLY FOR THE JOB IN THE MIDDLE OF COVID, AND IF THEY DON'T APPLY GUESS THAT WHAT ALSO TELLS YOU. THEY'RE NOT A FIT.

I IS A I THIS BECAUSE USED TO CE TO BELLFLOWER A LOT T. IN MY EARLY 20S I WAS A SALES REP, AND SOUTH GATE, ENGLEWOOD D EAST L.A. WAS MY TERRITORY SO I SPENT A LOT OF TIME IN BELLFLOW, SO IT ALWAYS MAKES ME SMILE WHEI COME HERE. YOU WARRANT SOMEBODY THAT'S CONNECTED TO YOUR COMMUNITY. YOU'RE NOT GOING TO HAVE ANY PROBLEM, YOUR DISTRICT HAS A GOD REPUTATION, YOU'RE GOING TO GET GOOD CANDIDATES. AND FAZE FOUR IS THE INTERVIEW PROCESS. WE SPEND TIME INTERVIEWING CANDIDATES IN A VARIETY OF WAYSO YEAH WE CAN ALL SIT ACROSS A TAE AND ASK QUESTIONS. I THINK ALL OF YOU HAVE BEEN ON INTERVIEW PANELS. I NOW -- THAT GIVES YOU A LITTLE GLIMPSE OF WHO THEY ARE.

WE CAN CREATE SOME OTHER SCENARS THAT WILL HELP YOU DO A BETTER B OF FIREARMING OUT IF YOUR CANDIDATE IS GOING TO MATCH. AND I TALKED ABOUT PHASE FIVE BRIEFLY SO IT REALLY IS ABOUT

[01:30:08]

I'M GOING TO GO HERE BECAUSE I BASICALLY WENT THROUGH MOST OF THIS STUFF FOR YOU.

SO LET'S SAY WE STARTED AS THE BOARD REQUESTED TOMORROW. THE FIRST THING I WOULD DO IS I WOULD SAID -- I WOULD SENT OUT - I WOULD ASK THE BOARD WHAT PROCS DO YOU WANT, AND IT'S IMPORTANTS I THINK THROUGH ALL BOARDS AND L SEARCH PROCESSES IS THAT WE CAN ONLY TAKE DIRECTION FROM THE BOARD. I WE CAN'T TAKE THE DIRECTION FM ONE BOARD MEMBER UNLESS THE MT.

PRESIDENT -- AND IT USUALLY IS E PRESIDENT THAT'S THE DESIGNEE TY WILL PROVIDE INCITE BUT WE FIND THAT IT WORK BETTER TO MAKE SURE ALL BOARD MEMBERS ARE EQUALLY ENGAGED BECAUSE YOU ALL HAVE A STAKE IN MAKING SURE THIS IS -- THIS IS AN OPPORTUNITY FOR THIS DISTRICT, AND I THINK IT IS AS WELL. IT'S AN OPPORTUNITY HOW DO WE GO FROM GOOD TO GREAT.

I'M GOING TO -- YOU HAVE AN EQUY PIECE. WE DO AS WELL.

WE'RE NOT GOING TO ALWAYS AGREE BUT THAT EVERY PERSON IN OUR PROCESS IS TREATED WITH DIGNITY AND RELATIONSHIP. AND SO EVEN THE CANDIDATES THATE DON'T HIRE WHEN THEY'RE BROUGHTN FOR AN INTERVIEW WE MAKE SURE TY GET A PHONE CALL. WE'VE HAD CANDIDATES WHERE THEY APPLY FOR SUPERINTENDENT AND WEREN'T READY BUT THERE'S AN ASSISTANT SUPERINTENDENT JOB OPN AND THEY'VE GONE THERE AND THEYE BEEN SUCCESSFUL. I THINK THE LAST PIECE IS WHAT E TALKED ABOUT ABOUT TOO IS THAT E DON'T REPRESENT CANDIDATES BUT E MAKE SURE THEY ARE FAIRLY REPRESENTED. FIRST OF ALL IT'S NOT BEING INTENTIONAL ABOUT YOUR HIRING PROCESS AND THAT'S WHEN WHEN YOU SEE THE SHORTER TERM CANDIDATES AND POSITION.

SO HERE'S WHERE WE FEEL OUR DIFFERENCES ARE, TRANSPARENCY, SUSTAINABILITY OF LEADERSHIP, HH INVOLVEMENT OF STAKE STAKEHOLDES AND I THINK THE HIGHER THE BETTR AND THE MORE ENGAGEMENT AND CONNECTION YOU GET FROM YOUR COMMUNITY. HERE'S OUR ANTI- -- NONDISCRIMINATION POLICY, I APOLOGY IT'S AN EYECHART BUT WEO THINK IT'S IMPORTANT.

WE RECOGNIZE THAT ALL OF US BRIG DIFFERENT AND UNIQUE THING TO TE TABLE.

AND I DO A FAIR AMOUNT OF EQUITY WORK, AND I THINK PEOPLE HAVE TAKEN THAT WORD AND CHANGED IT INTO SOMETHING THAT IT'S NOT BUT WE WANT THE BEST CANDIDATE REGARDLESS OF WHAT -- WE WANT TE BEST CANDIDATE AND ALL THOSE OTR PIECES THAT MAKE THEM BETTER OR UNIQUE FOR THE DISTRICT ARE IMPORTANT TO DISCUSS BUT WE ARE- IT'S CRITICAL THAT WE MAKE SURE THAT EVERYBODY HAS AN EQUAL OPPORTUNITY TO APPLY TO ENGAGE, AND IF THERE'S -- WE'RE NOT PERFECT AND IF THERE'S SOMETHIN, MISSING, TELL US, BECAUSE THAT'S HOW WE GROW. THIS IS YOUR PIECE FROM THE LAST TIME THAT YOU USED TO IDENTIFY WHAT YOU WANTED IN YOUR NEXT LEADER.

SO I CHANGED CHANGED THE DATE BECAUSE I DIDN'T MEAN I DIDN'T MEAN I DIDN'T WANT THE DATE TO E THE OLD DATE AND BUT THERE WAS A LOT OF DISCUSSION ABOUT WHAT WOD ATTRACT A CANDIDATE TO YOUR

[01:35:13]

THESE ARE WERE THE QUALIFICATIO, I'M GOING TO BULLET POINT WHAT S IDENTIFIED.

BUT IT WAS ADVICE THEIR, CLASSRM CENTERED STRUCKAL LEADER, EFFECTIVE COMMUNICATOR IN ALL WAYS, A FISCALLY RESPONSIBLE MANAGER WHO UNDERSTANDS OPERATIN AND IS CONSISTENT APPLICATION OF POLICY, THAT'S CRITICAL AND I THINK SOME OF THE RECOMMENDATIOS TOO BUT I THINK THEY ALIGNS ANDF IT'S A COLLABORATOR THAT WORKS WELL AND BUILDS TEAM AND FOSTERS CREATIVITY AND INSPIRES.

I THINK THE GROUP LIKED THAT A LOT. AND OPEN IT UP FOR QUESTIONS.

SORRY FOR PRATTLING BUT I THINK YOU SAID YOU WANTED ME TO WAIT UNTIL THE END.

>> ONE OF THE THINGS I WOULD BE LOOKING FOR IS EMPATHY IN OUR NW LEADER AND THAT'S ONE THING THAS

HARD TO QUANTIFY BUT I THINK YOU KNOW WHAT I'M TALKING ABOUT. >> I THINK YOU TALK TO PEOPLE, F I HAVE A TEAM, ESPECIALLY A TEAM THAT NO LONGER WORKS FOR ME THEY'RE GOING TO TELL YOU THAT BALD GUY IS A JERK, OR THEY'RE GOING TO TELL YOU HE'S NOT PERFT AND HE DOES THIS AND THAT BY I THINK YOU CAN IDENTIFY BY TALKIG TO THE PEOPLE WHO WORK AROUND AD WITH HIM, AND THE OTHER WAY IS U CAN TELL HOW THEY TREAT THE WAIT STAFF GIVES YOU A GOOD IDEA OF THEIR CHARACTER.

BUT I THINK IT'S IMPORTANT BECAE OUR PEOPLE -- AND I SAY OUR PEOE BECAUSE ARTICLE ARTICLE REGARDLS

OF THE ROLE IS CRITICAL. SO THANK YOU I AGREE. >> I HAVE A QUESTION.

ONLY PAGE 20 OF -- SORRY, SO MY COLLEAGUES CAN FOLLOW ME, PAGE , YOU SAY SURVEYS FOR MULTIPLE LANGUAGES CAN BE DEVELOPED AND POTIONED. I'M CURIOUS ABOUT THAT, CAN YOU

GIVE ME A LITTLE MORE INFORMATI. >> SO AWAY DON'T CHARGE ANY ADDITIONAL FOR THE LANGUAGE SURVEYS. WE POST THE SURVEYS ONLINE IN AY LANGUAGE THAT THE DISTRICT FEELS IS IMPORTANT. AND YOU TELL US AND WE POST IT D WE COLLECT THAT DATA, JUST AND I'LL TALK ABOUT -- SO WHATEVER U NEED YOU TELL US. IF YOU NEED ESPECIALLY SPECIAL A ACCOMMODATIONS OUR OFFICER HANDLINGS THOSE SO WHATEVER IS IMPORTANT TO YOU YOU TELL US AND WE'LL MAKE THOSE THINGS HAPPEN T NO ADDITIONAL COST. THAT FEE WE GAVE YOU INCLUDES

EVERYTHING. >> SO THOSE SURVEYS WOULD ALSO E ADA COMPLIANT?

>> YES. >> THANK YOU. UNDER -- PAGE 31, ADDITIONAL SERVICES IS THIS IN ADDITION TO THE BASIC SERVICES PROVIDED? HAVE YOU ALSO HAVE OFFICERS TO ASSIST THE REVISING AND UPDATING THE SUPERINTENDENT'S JOB DESCRIPTION.

DEVELOPING THE EFFECTIVE CONTRAT SO THE CURRENT CONTRACT THAT WE HAVE MAY BE WE NEED TO --

>> UPDATED. >> VERY OUT DIETED SO IF WE DECE AS A BOARD TO GO FORWARD AND

DEVELOP A NEW CONTRACT, WOULD TT BE AN ADDITIONAL COST? >> NO, SO IN ORDER TO HIRE THE W SUPERINTENDENT GUESS WHAT YOU'RE GOING TO NEED A CONTRACT. SO WE HAVE MODELS THAT WE USE BT USUALLY WHAT HAPPENS IS WE WORK WITH YOUR ATTORNEY AND YOUR NEW CANDIDATE'S ATTORNEY, I'M SURE YOUR COUNSEL HAS VARIOUS OPTIONS THAT ACCESS THE SBA USES TEMPLAS THAT ARE SIMILAR.

[01:40:01]

SERVICES. >> I HAVE A COUPLE OF QUESTIONS. MR. JOHNSON, RIGHT?

>> BEN, PLEASE. >> BEN, HOW -- HOW YOU DETERMINE THE CONSULTANT WHO'S GOING TO BE WORKING IN A SUSPICIOUS AREA, FR EXAMPLE, IN THIS CASE WE ARE IN BELLFLOWER AND YOU MENTIONED AT THE BEGINNING OF THIS PRESENTATN THAT YOU WORKED FOR MANY YEARS HERE AND YOU KNOW VERY WELL THE AREA, THE COMMUNITY, THAT IS IMPORTANT BUT THERE IS ANY PROCS INTERNAL PROCESS OR HOW -- THIGH

THEY ASSIGN YOU TO BE IN BELLFLOWER. >> I LIVE IN RIVER SIDE AND I KW THE COMMUNITY WELL, I'M A CONSULTANT IN THE FIRM. I STARTED THE PROCESS IN 2018, I THINK IT WAS AND I'VE HAD GOOD SUCCESS SO I THINK THAT'S THE OE PIECE -- I'VE DONE OVER 20 SEARCHES AND I ALSO DO SOME EQUY PIECES AND SOME BOARDS LIKE THA, BUT IT'S YOUR SEARCH, AND YOU'RE LIKE IF I HAVE TO LOOK AT ONE ME BOW TIE I'M NOT YOUR GUY. BUT I'M HERE AND I WAS ASKED TOO THE PRESENTATION TONIGHT AND TO TAKE THE LEAD ON THE SEARCH, BUT IF THERE'S SOMEONE ELSE ON YOUR

FIRMING THAT YOU WANT TO DO IT IT'S YOUR SEARCH. >> JUST A CURIOUS THING.

AND MY SECOND QUESTION IS WHEN U MENTIONED ABOUT THE SURVEYS THAT YOU CAN DEVELOP IN ANY LANGUAGE THAT'S THE ONLY WAY TEXAS METHODOLOGY THAT YOU USE TO COME UP WITH THE STAKEHOLDERS, DEVELP

SMALL GROUPS AND DEVELOP COHORT. >> YES, THANK YOU FORKING ASKIN. WE DO INDIVIDUAL MEETING, WE DO THE SAME THING LAST TIME WHERE E HAD -- I WANT TO SAY WE HAD TEEN INDIVIDUAL MEETINGS OVER A TWO Y PERIOD -- SO LET ME GIVE AN EXA, TYPICALLY CSCA, CTA, CABINET, PA YOU MAY HAVE A BUSINESS LEADER GROUP, YOU MAY HAVE -- WHATEVER FOUNDATION, WHATEVER GROUPS YOU IDENTIFY THAT THEIR VOICE IS UNIQUE, YOU WANT THAT UNIQUE VOE SO AS MUCH AS YOU WANT INTEGRATION, VERY OFTEN TEACHERS HAVE A DIFFERENT VOICE THAN YOUR CLASSIFIED EMPLOYEES AND THOSE LEADERS DETERMINE WHO ARE NO THE GROUPS. THE OTHER GROUPS YOU WOULD DETERMINE BUT BECAUSE THEY'RE EMPLOYEES THEY DETERMINE WHO COS TO THE MEETINGS AND WE SAY WHO ELSE A IMPORTANT FOR YOU TO TALK TALK TO. SO SAY WE'RE DOING GROUP SESSIOS TUESDAY CAN WEDNESDAY AND ONE NIGHT WE WOULD DO SOMETHING AT YOUR SCHOOL GYM AND YOU HAVE 15 PEOPLE SITTING IN THE AUDIENCE, WE'LL DO THAT BUT THE MOST EFFECTIVE THING IS PUTTING IT ON THE INTERNET AND I DON'T REMEMBR THE NUMBERS BUT ON AVERAGE WE PROBABLY GET ABOUT 50 TO 100 SOS DOING IT ONLINE.

PEOPLE CAN DO IT IN THEIR OWN PRIVACY AND WHATEVER TIME THEY WANT, WE KEEP IT ROUGHLY THREE WEEKS, AND LET PEOPLE RESPOND TT WAY. IF YOU WANT US TO DO THE INTERVW MEETINGS WE WILL DO THAT BUT WE FIND THE BEST VALUE IS THE INDIVIDUAL STAKEHOLDER GROUPS.

SOMETIMES IF PARENTS ARE WORKING WE'LL DO A SATURDAY AFTERNOON ZM MEETING AND WE SEE THE NUMBERS O UP BECAUSE PEOPLE ARE USED TO ZM NOW AND NOW THEY'RE COMFORTABLE WITH IT AND CAN TURN YOUR SCREES OFF. BUT OUTSIDE OF THAT WE GET REALY GOOD RESPONSIBLES.

>> AND YOU CAN FACILITATE THE SMALL GROUPS WITH THE STAKEHOLDS IN MORE THAN ONE LANGUAGE.

>> YES, AND IF WE DON'T BECAUSE THERE HAVE BEEN SOME DISTRICTS WHERE WE DON'T THEN WE ASK THE

[01:45:08]

EMPLOYEES >>> I WOULD LIKE TO MAKE A COMMENT.

SO I'M THE ONLY BOARD MEMBER THT WAS HERE WHEN YOU WERE PROVIDING YOUR CONSULTANTSING SERVICES.

FOR FULL TRANSPARENCY, THERE WAS LACK OF TRANSPARENCY AND YOU DID NOT REPRESENT THE RSEA GROUP UNL BOARD PRESIDENT RAMIREZ NORTH INSISTED THAT YOU INCLUDE THAT GROUPFUL THERE WAS COMPLAINTS ABOUT SPECIFICALLY COMMUNITY MEMBERS -- ONE MIGHT HAVE BEEN MEMBER WHO WAS BLIND WHO COULDNT ENTREAT COMPLETE THE SURVEY AND YOU DID NOT ACCOMMODATE THAT INDIVIDUAL.

YOU DIDN'T FOLLOW 508 COMPLIANCE WHICH IS LAW NOW. YOU DIDN'T FOLLOW TITLE ONE ADA CRITERIA IN REGARDS TO THE JOB DRIPPING AND IDENTIFYING ESSENTL AND MARGINAL JOB IF YOU THINKS, YOU FAILED TO PRESENT CANDIDATES FROM OUR DISTRICT WHO APPLIED. YOU GAVE US A LIST OF TEN PEOPLE THAT WERE GOING TO INTERVIEW AND WHEN ASKED DO WE HAVE ANYONE FRM OUR DISTRICT YOU SAID NO AND FIE

MEMBERS HAD APPLIED. >> CAN I ANSWER ALL YOUR QUESTIONS?

>> I HAVEN'T FINISHED. >> CAN WE BRAIN IT DOWN? SO WE USE THE CRITERIA TWO DETERMINE WHAT CANDIDATING WERE GOING TO BE ABLE TO APPLY FOR TE POSITION IF THEY DIDN'T MEET THE CRITERIA BASED ON THE BOARD EAST D.C. THE SHORT LIST WAS DEVELOPED ON BASED ON YOUR CRITERIA. IF THAT CHANGES AND HAVE YOU SAY TO US SOMEBODY IN STAFF DOESN'T MEET THE CRITERIA AND WE BRING THAT FORWARD AND YOU SAY YOU SAY TO US WE WANT TOE CHANGE THE CRITERIA. IT'S YOUR SEARCH AND IF YOU WANT US TO CHANGE THE CRITERIA WE WI.

IF WE DO NOT DO SOMETHING -- I DON'T HANDLE IT, SO IT'S NOT ME THAT'S SAYING NO.

NO SOMEONE ASKS ME TO ACCOMMODAE THEM WE WILL ACCOMMODATE THEM. >> YOU DID NOT.

>> THEY DIDN'T ASK ME TO ACCOMMODATE THEM. YOU MADE YOUR COMMENT.

I'M TELLING YOU THE TRUTH NO. 1 ASKED ME TO ACCOMMODATE THEM. SO IF THERE'S SOMETHING THAT'S THOUGHTS BEING MELT AND A BOARDS KNOWS ABOUT IT THEN THE BOARD DIRECTS ME.

NOT ONE BOARD MEMBER. >> IT'S THE ENTIRE BOARD AT THAT TIME THAT TERMING NATEED YOU ANI

HAVE LEGAL COUNCIL HERE TO STATE THE GROUNDS OF TERMINATION. >> WHAT HAPPENED HERE IS AN ISSUE -- PROBABLY THE MOST SIGNIFICANT ISSUE WAS THE ADA ISSUE.

YOU'VE SEEN THE E-MAILS. THERE WAS ONE FROM ONE OF THE PARTNERS MR. JACOBSON WHO I TALK ABOUTED TO A ABOUT COMPLAINING D THE INITIAL RESPONSE FROM HIM WS HE DIDN'T KNOW WHETHER ADA APPLD AND HE ASKED SOMEBODY IN RSBA AD SOMEBODY SAID THAT ONLY APPLIESO FEDERAL AGENCIES.

WELL, THAT'S SIMPLY NOT TRUE AND WHAT WAS KIND OF AMAZE TO ME IS ADA IS SO BASIC, ESPECIALLY FORN AGENCY LIKE A SCHOOL DISTRICT TT GETS FEDERAL FUNDS ADA CLEARLY APPLIES AND THAT WAS SOMETHING THAT WAS JUST DIDN'T SEEM TO BE VERY IMPORTANT AND IT EVENTUALLY LED TO THE TERMINATION OF THE CONTRACT. THERE WERE PARTS OF IT -- YOU WE PAID A CERTAIN AM BUT THE CONTRT WAS ACTUALLY TERMINATED BUT THE BOARD. AND DID NOT RELY UPON THE INFORMATION THAT YOU PROVIDED BT ADA WAS A VERY -- IT'S AN IMPORTANT ISSUE NO MATTER WHAT N ANY RECRUITMENT AND FOR ONE OF YOUR PARTNERS, MR. JACOBSON SAII DON'T KNOW WHETHER IT APPLIES OR NOT AND I WAS AMAZED AT THAT POT AND CRSSBA COUNCIL GOT INVOLVE CANDIDATE OF COURSE AGREED WITHE

[01:50:08]

THAT YES YOU HAVE TO TOTAL FOLLW THE ADA. >> AND ALL THOSE THINGS HAVE BEN ADDRESSED AND I ASKED NO LESS TN FIVE TIMES ABOUT THOSE THINGS AD SO I DON'T KNOW WHAT ELSE TO --I ASKED MY FIRM NO LESS THAN FIVE TIMES TO MAKE SURE THAT THOSE THINGS WERE ADDRESSED BECAUSE TY

WERE BROUGHT UP. >> YOU HEARD COUNSELING -- YOU KEEP TALKING ABOUT YOUR FIRM.

WE ARE HIRING YOUR FIRM AND YOUR FIRM DID NOT MEET ADA COMPLIANC. >> I HAD NO LESS THAN FIVE TIMES MADE SURE THAT THOSE ISSUES THAT WERE BROUGHT TO OUR ATTENTION WE ADDRESSED.

>> THANK YOU SO MUCH. DID YOU HAVE OTHER COMMENTS? BECAUSE SHE WASMENT FINISHED.

GYRE MY ONLY COMMENT IS AS A BOD WE TAKE AN OATH TO UPHOLD THE CALIFORNIA AND UNITED STATES CONSTITUTION, AND PART OF THAT S THEIR LAWS, AND I TAKE THOSE VEY SERIOUSLY BECAUSE I'M APPOINTEDO SERVE ON DISABILITIES ACCESS TO FAILURE TO MEET THESE GUIDELINES ARE ONLY AN ETHICAL ISSUE FOR ME BUT A PERSONAL AND MORAL ISSUE R ME AND BASED ON THAT I HAVE NO TRUST IN YOUR FIRM -- NOT YOU, M TALKING ABOUT YOUR FIRM TO CARRY OUT ANY TYPE OF SUPERINTENDENT SEARCH THAT WOULD BE ETHICAL AND

TRULY BE INCLUSIVE OF OUR COMMUNITY. >> THANK YOU.

DO WE HAVE ANY OTHER COMMENTS IN OUR BOARD MEMBERS? >> WHAT I WOULD SAY IS WHAT I SD AT THE BEGINNING AND I TAKE ISSS OF LACK OF INCLUSION AND DISCRIMINATION SERIOUSLY TOO.

AND TO SOMEHOW INFER THAT -- I DIDN'T SAY YOU DID BUT, THAT I DON'T IT MEAN WAY MORE THAN THIS SESSION HERE. IF MY -- IF ANY PART OF OUR PROCESS FAILS OR DOES NOT MEET EXPECTATIONS IT'S INCUMBENT ON E BOARD AND US TO SIT TOGETHER AND TALK ABOUT THOSE ISSUES BECAUSE THE PROCESS WAS DOWN TO YOUR SHT LIST OF CANDIDATES OF ALL GREAT CANDIDATES.

ALL BUT TWO ARE SITTING SUPERINTENDENTS SO WE -- I CAN UNDERSTAND THE FRUSTRATION BUT I THINK THE PROCESS WAS PART OF TE PROBLEM AND PART OF THE PROBLEMS THE BOARD NEEDS TO HAVE THOSE DISCUSSIONS WITH THE CONSULTANT WHEN THEY'RE FAILINGS BECAUSE THERE ARE GOING TO BE THINGS YOU'RE GOING TO SAY WE WANT DONE DIFFERENTLY AND I APOLOGIZE IF COUNSEL RECEIVED DIRECTION FROM OUR OFFICE THAT SOMEHOW SAID OR GAVE THE IMPRESSION WE DIDN'T THINK ADA WAS IMPORTANT.

>> YOU SAID ACTUALLY OR DR. JACOBSON SAID I DON'T KNOW F IT APPLIES.

AND THAT HAVE PRETTY AMAZING. >> DID I NOT JUST APOLOGIZE FOR THAT?

>> AND OF COURSE THE LEGAL COUNL CORRECTED THE WHOLE THING AND SD OF COURSE ADA APPLIES.

>> BEN WE ACCEPT YOUR APOLOGY, D I THINK -- DO WE HAVE ANY OTHER QUESTIONS?

BECAUSE WE HAVE ANOTHER FIRM. >> I DON'T TO KEEP THEM WAITING. >> I DO HAVE A COMMENT, I WAS PT OF YOUR GROUP AS A TEACHER AND I CAN SPEAK FOR TEACHERS AND AT TT TIME WHO WERE PART OF YOUR GROUP AND WE WERE VERY DISAPPOINTED TE PROCESS WAS STOPPED AND JUST THROWN AWAY, WE WOULD HAVE EXAMINED THAT OUR BOARDS MEMBERS AT THAT TIME WOULD HAVE SAT DOWN AND SPOKEN WITH THOSE CONSULTANS SO IF THAT DID HAPPEN THEN THAT OBVIOUSLY THERE WAS AN ISSUE OF TRANSPARENCY THEN, WE ARE NOW ENTRUSTED AGAIN TO MAYBE THE RIT DECISION AND WE HAVE THIS OPPORTUNITY TO GO FORWARD FOR OR

STUDENTS. >> THAT'S RIGHT, FOR OUR STUDEN. >> I'M SORRY, I'M NOT DONE.

SO WHAT I DO WANT TO CONTINUE TO SAY IS THAT IT SEEMS LIKE WE WAT TO SHOW AND MODEL THE BEHAVIOR

[01:55:09]

>> THIS IS NOT A SUBJECTIVE VIEW EVER THIS IS A LEGAL VIEW THAT'S WHY COUNSEL IS HERE TO VERIFY --

>> I'M SORRY, I'M STILL NOT DON. THANK YOU. SO GOING FORWARD I WOULD APPRECIATE THAT IT DOESN'T COME OUT AS IF IT'S AN ATTACK -- ATTACKING ANY OF THE FIRMS BECAE THAT IS NOT THE BEHAVIOR THAT WE WANT TO SHOW TO OUR PARENT OR OR KIDS OR ANYBODY THAT COMES HERE

AND I FELT LIKE WE WERE ATTACKIG HIM. >> IF YOU FEEL TRANSITION TEAM S

IMPORTANT, DO YOU FEEL TRANSPARENCY IS IMPORTANT? >> I BELIEVE WE ALL DO.

>> SO IN FULL TRANSPARENCY THIS INFORMATION HAD TO BE BROUGHT U. >> I DON'T DISAGREE.

>> THAT'S WHY OUR LEGAL COUNCILS HERE TO VERIFY -- CAN I FINISH WHEN I'M TALKING?

>> I STOPPED. >> SO FROM THIS PERSPECTIVE LEGL COUNSEL IS HERE TO VERIFY THIS FIRM AS A WHOLE FAILED TO SEE TT ADA IS IMPORTANT AND PART OF THE LAW AND PART OF THE ACADEMIC LAS THAT WE HAVE TO UPHOLD SO GIVEN ALL THOSE FACTORS THIS HAD TO BE REVEALED.

YOU'RE UNCOMFORTABLE KNOWING THS INFORMATION WELL THAT'S PART OF BEING A BOARD MEMBER, GET GETTIG ALL THE FACTS. AND EVERY SINGLE PROBLEM SHOULDE AWARE THAT ANY FIRM THAT WE DO HIRE IF THEY'RE NOT IN PLEDGE OF ALLEGIANCE, 50@COMPLAINING WHEN YOU'RE DOING ESPECIALLY ZOOM OR YOU'RE DOING ANY TYPE OF INTERNT WORK, THEY SHOULD NOT BE CONSIDERED.

YOU WOULD BE HELD LIABLE AND SU. THIS COMMUNITY MEMBER WAS READYO SUE THE BOARD BECAUSE OF LAB OF ADA COMPLIANCE. SO IN FULL TRANSPARENCY THAT NEEDED TO BE CONSIDERED.

>> I DO AGREE WITH WHAT YOU'RE SAYING AND I BELIEVE THAT WE ALL WANT THE TRANSPARENCY, AND KNOWG THE FACTS BUT I ALSO BELIEVE THT STAFF WOULD IN A MOMENT HAVE APPROACHED THEM OR LOOKED OR SED THEM HAD THEY NOT NOW BE CURRENY ADA COMPLIANT AND I BELIEVE THAT THAT'S WHAT WE ARE TRYING TO SEE HERE AS AN OBJECTIVE BOARD TO ME SURE THAT THEY ARE ONE, WHICH MR. JOHNSON HAS SAID, AND TWO;

THAT WE MAKE THE BEST CHOICE BETWEEN BOTH OF THESE FIRMS. >> WELL, THANK YOU SO MUCH.

I APPRECIATE YOUR TIME. . I WANT TO ASK AT THIS TIME DO WE

NEED A PERSONAL BREAK BEFORE WE BRING IN THE OTHER HYA? >> YES.

>> OKAY, SO WE'RE GOING TO RETUN AT 5:38. IT IS 5:43, WE WILL RESUME OUR MEETING AT 5:43. NOW FOR OUR SECOND PRESENTATION, CAN WE PLEASE HAVE THE REPRESENTATIVE FROM HYA COME

FORWARD. AND WELCOME. >> I HAVE TO JUST SIMPLY STATE ONE FACT THAT I SIT IN A SEAT SIMILAR TO YOURS. A COUPLE CITIES OVER. SPEND ABOUT 15 YEARS ON THE COMPTON SCHOOL BOARD. AND I'VE SERVED THE LONGEST SERVING PRESIDENT IN A DECADE. AND SO I'M VERY PROUD OF THAT WORK. BUT I'M SAYING THAT

[02:00:03]

SO WE DO KNOW A LITTLE ABOUT SEARCHES. EXECUTIVE SEARCHES IN PORTLAND. JUST PICKED UP FORT WORTH, TEXAS. JUST TO NAME A FEW. DONE SOME CABINET LEVEL IN NEBRASKA FOR HEAD OF HR. AND AN UP AND DOWN THE 95 CORRIDOR NEW YORK ON DOWN FLORIDA. SO WE'VE DONE A PLETHORA OF URBAN AND RURAL SEARCHES. USC COHORT DR.

MARY OTS DOWN AT USC. WE PRETTY MUCH COVER ALL BASES WORKING VERY CLOSELY ON BOTH SIDES OF THE COAST. WE DEMONSTRATE A COMMITMENT TO EQUITY. CLEAR UTILIZING RESEARCH AND ANALYTICS. PHENOMENAL BACK OFFICE SUPPORT. AND RESPONSIVE, RESPONSIVE TO THE NEEDS OF OUR CLIENTS. SO THIS IS A TRADITIONAL SEARCH PROCESS. NORMALLY THREE TO SIX WEEKS TO ENGAGE. THREE TO FOUR WEEKS FOR SELECTING. AND OF COURSE THE TRANSITION. WE HEARD A LITTLE BIT EARLIER FROM YOUR COMMUNITY ADVOCATES. DESIRES OF THE COMMUNITY. I'M FROM AROUND THIS AREA SO I UNDERSTAND CLEARLY HOW IMPORTANT IT IS TO LISTEN TO THE VOICES OF THE COMMUNITY. AND THEN OF COURSE WE WANT TO BRING FORTH CANDIDATES. NOW I UNDERSTAND SOMETHING. LET ME JUST PAUSE HERE FOR A HOT SECOND. WE'RE GOING TO HAVE TO CONDENSE SEVERAL OF THESE PROCESSES BECAUSE OF THE TIMELINE. THIS IS A VERY AGGRESSIVE, PROBABLY THE MOST AGGRESSIVE TIMELINE WITHIN ANY SEARCH IN RECENT DAY.

IMMEDIATELY PUSH OUT WITH MEDIA ENGAGEMENT. NOW TO ADDRESS THE ADA ISSUE, I HEARD THAT -- SOMEBODY SPOKE. WE WORK VERY CLOSELY WITH THE DISTRICT. BECAUSE THE DISTRICT'S WEBSITE IS IN FACT ADA COMPLIANT. SO WE WOULD MAKE SURE WE WORK AND ADDRESS ALL THOSE NEEDS. AND IF IN FACT, WE HAVE TO UTILIZE A DIFFERENT PLATFORM FOR COMPLIANCE, WE WOULD DO THAT AS WELL. UTILIZE INCLUSIONARY BEST PRACTICES IN ORDER TO ENSURE WE HEAR OUR VOICES OF THE COMMUNITY. THAT'S VERY IMPORTANT. AGAIN, I'M JUST THROWING IT OUT THERE. WHATEVER MODALITY IT TAKES, THAT'S EXACTLY WHAT WE'RE GOING TO USE TO BE ABLE TO HEAR FROM THE COMMUNITY. AGAIN, THE SIGNIFICANT POINT OF THIS SLIDE IS TO SHOW AND ARTICULATE THAT WE WOULD HAVE TO CONDENSE THIS PROCESS. THIS WILL MOVE VERY, VERY FAST. OUR TEAM SEEKS FIRST TO UNDERSTAND. MANY OF YOU GUYS MAY HAVE REFERENCED ANY OF THE KUFY BOOKS. SO IT'S VERY IMPORTANT TO SEEK, TO UNDERSTAND, AS WELL AS TO BE UNDERSTOOD. SO WE'RE VERY MUCH COMMITTED TO STUDENTS AS WELL AS SCHOOL DISTRICTS. WE'RE COMMITTED TO STUDENT OUTCOMES, OPPORTUNITIES AND ACCESS. VERY MUCH PHYSICAL HEALTH. IMPACT OF

[02:05:04]

ALL OF THESE WE STAND BOLDLY ON BUT MAKE SURE WE WANT TO ASSIST THE BOARD IN THE OVERALL PROCESS SO THAT IN THE SELECTION PROCESS, THESE ATTRIBUTES ARE ALSO A PART OF THE TIME OF SUPERINTENDENT WE DESIRE. AN INCLUSIVE ENGAGEMENT PHASE.

DEVELOP THE SEARCH PLAN. APPLICATION. FINALIZE TIMELINE.

AND THEN WE MOVE ON TO CUSTOMIZING THE ONLINE SURVEY IN ENGLISH AS WELL AS SPANISH, AND ANY OTHER LANGUAGE THE DISTRICT SO DESIRES. AGAIN, I WANT TO PUT THAT CAVEAT, YOU ARE THE CLIENT AND IT'S WHATEVER THE BOARD, WHATEVER THE BOARD SAYS THEY WOULD LIKE TO HAVE DONE. THAT'S EXACTLY WHAT WILL BE DONE BECAUSE THE BOARD IS THE GOVERNING AUTHORITY OF THE LOCAL EDUCATION. CONDUCT INDIVIDUAL INTERVIEWS UP TO 15 FOCUS GROUPS IF THE BOARD IS SO INCLINED. UNDERSTAND SOMETHING, WE'RE CONDENSING A PROCESS. SO YOU MAY NOT BE ABLE TO HAVE MULTIPLE FOCUS GROUPS. BUT AGAIN, YOU STILL WANT TO BE ABLE TO UTILIZE TECHNOLOGY, WHICH WOULD THEN ALLOW US TO BE ABLE TO CAPTURE MORE INDIVIDUALS. AND THEN OF COURSE WE WANT TO BE VERY CONSCIOUS AND COGNIZANT OF PEOPLE'S CONCERNS, VIS-À-VIS COVID. AS WELL AS MONKEYPOX FOR THAT MATTER. THIS IS VERY CRITICAL AND ESSENTIAL. THIS LPR.

PROVIDING A LEADERSHIP PROFILE REPORT THAT WOULD THEN BE GENERATED AS A RESULT OF THE SURVEY AND INTERVIEW WORK SO THAT EVERYBODY'S ON ONE ACCORD. EXAMPLES OF ENGAGEMENT GROUPS.

WE WILL INTERVIEW BOARD MEMBERS. OF COURSE, IF THEY WERE SUPERINTENDENT, THEY WERE OUTGOING. WHICH DOES HAPPEN. WE INTERVIEW THE SUPERINTENDENT, CABINET OFFICIALS, FOUNDATION CHAIRS. YOU REFERENCED THE YMCA. WE WOULD INTERVIEW THE YMCA. AND ANY OTHER ANCILLARY ORGANIZATIONS WHICH PROVIDE SUPPORT AS WELL AS PARTNERSHIP TO THE DISTRICT. UNION LEADERS ARE CRITICAL AND ESSENTIAL. THEY'RE PART OF THE COMMUNITY COLLEGE USES SHARED GOVERNANCE. WE'RE NOT THE COMMUNITY COLLEGE BUT THEY'RE STILL A FRANCHISE AS A PART OF THE OVERALL GOVERNANCE CONSTRUCT FORMS. WHETHER IT'S OPEN COMMUNITY SPANISH SPEAKING.

MAYBE WE DO A FORM TO LISTEN TO WHAT THE STAFF HAS TO SAY. MAYBE IT'S DONE ONLINE AFTER WORK. IF PEOPLE ARE SO INCLINED. FOCUS BOARDS, STUDENTS, ADMINISTRATORS, PARENT GROUPS, ADVISOR GROUPS, BUSINESS SERVICE GROUPS, FAITH-BASED. BELLFLOWER UNIFIED SCHOOL DISTRICT ENCOMPASSES MORE THAN JUST BELLFLOWER. SO YOU'LL WANT TO ENFRANCHISE SOME OF YOUR NEIGHBORING CITIES. EXTENSIVE RECRUITMENT PHASE. ADVERTISE NATIONAL, LOCAL, STATE AGENCIES, TWITTER, LINKEDIN, FACEBOOK, ET CETERA. BECAUSE WE ARE NATIONAL, WE HAVE REACHED OUT ACROSS THE ENTIRE COUNTRY LOOKING AT THE TYPE OF CANDIDATE, OR ENCOURAGING THE TYPE OF CANDIDATE WE THINK MIGHT BE BEST SUITED. INDIVIDUALS ARE GOING TO INTERVIEW THE BOARD AS THE BOARD IS INTERVIEWING THE POTENTIAL ASPIRANT. THEY'RE GOING TO LOOK AT YOUR BUDGET. THEY'RE GOING TO LOOK AT ALL YOUR INTERIMS. THEY'RE GOING TO GO BACK TO MAKE SURE THERE'S NOTHING LURKING SO THAT SOMETHING POPS UP AND ALL OF A SUDDEN YOUR BALANCE HAS DWINDLED OVERNIGHT. WHICH WE'VE SEEN THE PAST FEW YEARS.

SO PEOPLE ARE DOING RESEARCH. THEY'RE LOOKING AT YOUR UNION CONTRACTS. IF YOU'RE PROFFERING THE UNION. WE'RE LOOKING AT UTILIZING CONNECTIONS THROUGHOUT THE REGION. THERE ARE 80 SCHOOL DISTRICTS IN LOS ANGELES COUNTY. 80. LESS THAN 70 SCHOOL DISTRICTS IN FLORIDA BECAUSE THEY'RE COUNTY SYSTEMS. SO THERE'S A TREMENDOUS AMOUNT OF MOVEMENT. IF IF THE BOARD DECIDES THEY WANT TO GO WITH A SEATED SUPERINTENDENT OR YOU WANT A C-LEVEL, A CABINET LEVEL EXECUTIVE BASED UPON THE LPR. SO

[02:10:11]

AND SO CANDIDATES BASED UPON HERE WE GO BACK WITH THE LPR.

CANDIDATES SEE THE LEADERSHIP PROFILE REPORT. THEY'RE ATTRACTED TO BELLFLOWER'S PROXIMITY TO THE BEACH, TO OTHER ASPECTS OF THE BEAUTY OF LOS ANGELES. AND SO THEY WANT TO APPLY. THAT'S ONE ASPECT. THE OTHER ASPECT IS WE POACH. WE GO OVER AND WE SIMPLY ENCOURAGE. YOU KNOW. WE JUST PRICK AWAY SOMEBODY WHO YOU MIGHT THINK IS A PHENOMENAL SUPERINTENDENT, RIGHT. IT HAPPENS ALL THE TIME. SOMETIMES IT'S NOT MONEY.

SOMETIMES IT'S BENEFITS. SOMETIMES IT'S A LARGER DISTRICT. SOMETIMES IT'S THE BOARD. RIGHT. SO AGAIN, BASED UPON OUR SEARCH ENGINE BEING THE TOP IN THE BUSINESS, THERE ARE INDIVIDUALS ALWAYS SEARCHING, ALWAYS LOOKING. AND WE HOPE AND PRAY THAT IF WE'RE SELECTED, THEY WILL FIND BELLFLOWER AS THEIR HOME. HYA WALKS THE TALK OF DIVERSITY, EQUITY, AND INCLUSION. WE'RE NOT JUST SAYING THESE WORDS BECAUSE IT'S JUST, YOU KNOW, FOLKS THROW THESE WORDS OUT BECAUSE IT MAKES YOU FEEL SPECIAL TO SAY EQUITY, DIVERSITY AND INCLUSION. YOU HAVE TO HAVE A MEMBER RECRUITING CANDIDATES OF COLOR. I SEE YOU GUYS JUST RECENTLY HIRED TWO BLACK FEMALE PRINCIPALS, I BELIEVE. ONE FROM A CHARTER SCHOOL WITH A VERY DIVERSE BACKGROUND. THAT'S WHAT WE HAVE TO DO. NOT JUST BECAUSE IT'S THE CUTE THING OR THE IN FAD THING. WE'RE TALKING ABOUT DIVERSITY OF THOUGHT AND PERSPECTIVE. BRINGING A DIFFERENT LEVEL OF INSTRUCTIONAL BEST PRACTICE THAT CAN HELP THE STUDENTS OF BELLFLOWER. WELL THAT GOES THE SAME FOR SUPERINTENDENT AND OUR EXECUTIVE CABINET. SO BY PARTNERING WITH ORGANIZATIONS, WE HAVE THE EXCLUSIVE PARTNERSHIP. WE'RE ABLE TO LEVERAGE AND ALSO UTILIZE THAT RESOURCE AS A CONDUIT. WE'RE WORKING ON ESTABLISHING A SIMILAR RELATIONSHIP WITH THE NATIONAL ASSOCIATION OF BLACK SCHOOL EDUCATORS. NOT THAT WE'RE EXCLUDING OTHERS, BUT AGAIN, THE OBJECTIVE IS WHEN YOU'RE IN COMMUNITIES WHERE THERE'S A TREMENDOUS NUMBER OF CHILDREN OF COLOR, WHY NOT TRY AND SIMPLY RECRUIT AN APPLICANT OF COLOR? AGAIN, NOT EXCLUDING OTHERS. BUT I BELIEVE WE HAVE A RESPONSIBILITY. IF WE'RE GOING TO TALK THE TALK, WE HAVE TO WALK THE WALK. WE SIMPLY CANNOT GO TO THE TRADITIONAL POOL OF APPLICANTS AND PUT THOSE BEFORE A BOARD. IT'S NOT FAIR. IT'S NOT RIGHT. AND THAT'S SOMETHING THAT WE WOULD NEVER DO. THOROUGH SELECT PHASE. PRESENT A STATE OF QUALIFIED CANDIDATES. AND WE'RE PRETTY AGGRESSIVE. MY PARTNER IS VALERIE PITTS. DR. VALERIE PITTS, RETIRED SUPERINTENDENT. SHE BRINGS EXPERIENCE AS A SUPERINTENDENT. I BRING EXPERIENCE AS A BOARD.

YOU COULDN'T EVEN IMAGINE BEING ON SOME OF THE INTERVIEWS BECAUSE WE'RE PRETTY RAW AND STRAIGHT UP WITH PEOPLE THE THINGS WE FIND OUT VIA GOOGLE. JUST THE INITIAL SEARCH. NOT THE 10 PAGES BACK. OR THE PHONE CALLS MADE TO ASCERTAIN INFORMATION BASED UPON APPLICANTS. ESPECIALLY IF THEY'RE NOT IN SERVICE. IF THEY'RE NOT A SEEDED SUPERINTENDENT WORKING FOR A SCHOOL DISTRICT. WE WANT PEOPLE TO UNDERSTAND THAT WE TAKE IT SERIOUS BECAUSE OUR REPUTATION.

AND IT'S THE REPUTATION OF THE ORGANIZATION. SO THERE'S 24 ACCESS TO NOTES AND APPLICATIONS. THE BOARD MEMBERS WILL HAVE AN OPPORTUNITY TO SEE THAT. ASSISTING THE BOARD WITH CONDUCTING THE INTERVIEW, WORKSHOP, HELPING TO PREPARE QUESTIONS, RUBRICS, ET CETERA. SOMETIMES MEMBERS OF THE BOARD, I'VE SEEN THIS, WELL LET ME KNOW WHAT ARE YOUR THOUGHTS ON INCREASING FULL DAY KINDER. THAT'S A COOL QUESTION TO ASK. I WOULD PROBABLY ASK, HEY, HOW WOULD YOU SAY WE FUND FOR THAT KINDER? BECAUSE THE SUPERINTENDENT'S CHIEF ROLE IS THAT OF THE SHEPHERD IN THE GARDEN OF THAT BUDGET. THEY'RE NOT PRESENTING A BALANCED BUDGET THAT CAN PAY FOR THE ACADEMIC PROGRAM THAT THE SCHOOL BOARD SO DESIRES AND THAT THE COMMUNITY DESERVES, NOW WE HAVE A PROBLEM. HEY, WHAT DO YOU THINK ABOUT

[02:15:06]

TRANSITION PHASE. MEET WITH APPOINTED SUPERINTENDENT AND BOARD. PROCESS AND ASSIST WITH 100-DAY PLAN. EVERY SUPERINTENDENT HIRED OUGHT TO PROFFER WHAT OUR 100 TO 120-DAY PLAN. A MUST. BECAUSE YOU NEED TO UNDERSTAND THAT'S WHAT THEY'RE GOING TO DO. REMEMBER, IF YOU COME IN SEPTEMBER, THEY'RE WALKING INTO SOMEONE ELSE'S BUDGET. THIS IS NOT THE NEW SUPERINTENDENT'S BUDGET. THE PRIORITIES MIGHT SHIFT PURSUANT TO THE DISCUSSIONS ABOUT WHETHER THE L-CAP AND WHAT THE COMMUNITY MAY HAVE TO SAY AT THE VARIOUS RESPECTIVE SCHOOLS. THAT PROCESS STARTS IN SPRINGTIME, AFTER JANUARY. SO YOU WANT TO UNDERSTAND WHAT THE SUPERINTENDENT'S GOING TO DO.

NOT JUST HEAR THEM TALK. TALK IS OFTENTIMES CHEAP, AS WE KNOW.

OPTIONAL TRANSITIONAL SERVICES, LEADERSHIP, SUPERINTENDENT EVALUATION. VERY IMPORTANT. I'D STRONGLY ENCOURAGE BOARD GOVERNANCE TRAINING WITH THE NEW SUPERINTENDENT. AND I WOULD ALSO STRONGLY ENCOURAGE THAT THE EVALUATION TOOL BE DEVELOPED PRIOR TO THE PERSON BEING HIRED AND PERHAPS YOUR COUNCIL MIGHT OPINE. THEY NEED TO SIGN OFF ON THAT WHEN THEY SIGN THE CONTRACT. SO THERE'S NO DEBATE ON HOW WE'RE COMBG GOING TO EVALUATE AND ASSESS YOU, AND HOW WE'RE GOING TO TERMINATE YOU IF IN FACT YOU DON'T PERFORM. SIX MONTHS I CUT YOU A CHECK. BE CAREFUL. BUCKLE UP. RIGHT. LET'S MAKE SURE THAT'S CLEAN. SO NOBODY COMES BACK ANGRY. HEY, RELEASE ALL CLAIMS. WHATEVER THE LANGUAGE, THE VERBIAGE IS. THAT NEEDS TO BE DONE UPFRONT. NOW I'M IN COMPTON, MY SUPERINTENDENT HAS BEEN THERE 10 YEARS. SO OBVIOUSLY OUR CONTRACT IS PRETTY TIGHT. AND HYA DIDN'T DO THAT SEARCH. THE BOARD DID IT. BUT THE POINT IS WE HAD HELP FROM A DIFFERENT SEARCH FIRM BACK THEN. SO I UNDERSTAND WHAT IT MEANS TO HAVE A CONTRACT WITH CERTAIN LANGUAGE, ESPECIALLY TURPITUDE. ESPECIALLY TURPITUDE. BECAUSE THE SCHOOL DISTRICT, A LOT OF EMPLOYEES HERE. NONE OF THEM ARE FOR YOU. THIS IS OUR MONEY. NOT YOURS. YOU'RE HERE TO DO A JOB. YOU'RE NOT HERE TO ENRICH YOURSELF OR YOUR FRIENDS IN ANY CAPACITY. OKAY. SO BECAUSE I HAVE THAT MINDSET, THAT'S WHAT I BRING TO THE OVERALL PROCESS IS MAKING SURE THAT WE COULD LOOK AROUND THE CORNER. AND SOMETIMES, YOU KNOW, HAVING THAT -- IF I CAN SAY LEVEL OF STREET SMARTS, YOU'RE ABLE TO AVOID THE CHARLATANS AS IT WERE. GENERAL TIMELINE. WEEK BY WEEK.

TIMELINE OF THE PLANNING MEETING. NOW BECAUSE THIS IS SUCH A CONDENSED SEARCH, I WOULD ASSUME THAT THE BOARD PRESIDENT WOULD SERVE AS THE BOARD'S AGENT, AS IT WERE, TO ENGAGE THE

PROCESS. >> THIS WOULD BE DAILY UPDATES

[02:20:22]

THE BOARD HAS 24 HOUR BOARD ACCESS TO PORTAL. BEGIN PREPARING FOR INTERVIEW QUESTIONS, ET CETERA. SELECT PHASE CONDUCTED FIRST ROUND. NARROW IT DOWN. BRING IT DOWN TO THE SECOND ROUND CANDIDATES. CONDUCT A FINAL INTERVIEWS AND FORMS. IF IN FACT YOU WANT TO VISIT WHERE THE PERSON WAS, YOU HAVE THAT DESIRE TO VISIT. OR IF YOU HAVE THAT INFORMATION, THAT COULD BE PROVIDED. TRANSITION PHASE. GOVERNANCE, 100-DAY PLAN.

SUPERINTENDENT GOALS. IT'S IMPORTANT TO ALSO IN THOSE FIRST 100 DAYS DEVELOP GOALS FOR THE SUPERINTENDENT, WHICH ALIGN WITH YOUR L-CAP. BECAUSE WE CAN'T COME IN HERE AND SAY EVERYONE IS GOING TO PLAY THE SAXPHONE. NO. WE ALREADY APPROVED AN L-CAP. WE WANT TO UNDERSTAND IS HOW WE'RE GOING TO ALIGN YOUR GOALS WITH THAT. AND AT THAT POINT, THEN WE CAN PERHAPS ENHANCE THOSE GOALS.

WE DID HIGH LINE UP IN WASHINGTON.

THESE ARE JUST A FEW. BUT IF YOU WANT MORE REFERENCES, WE CAN ALWAYS PROVIDE THOSE REFERENCES FOR YOU. COST STRUCTURE, FEES FOR SERVICE 24,950. ADDITIONAL COSTS, OF COURSE, THAT THE BOARD WOULD BEAR NATIONAL ADVERTISING. CANDIDATE TRAVEL FOR FINALISTS, AS WELL AS THIRD PARTY BACKGROUND CHECKS. IF YOU WANT CANDIDATES THEY'RE COMING FROM AFAR, YOU'RE DOING A NATIONAL SEARCH SO YOU'D WANT TO PAY FOR THEM TO COME IN. IF IN FACT YOU WANT SOMEBODY THAT'S OUT OF CALIFORNIA OR FROM NORTHERN CALIFORNIA. HYA GUARANTEE FIXED PRICE. WE WILL CONTINUE THE SEARCH UNTIL THE BOARD IS COMPLETELY SATISFIED. AGAIN, CAVEAT. I UNDERSCORED THAT BECAUSE WE WANT TO MAKE CERTAIN THAT IF THE BOARD IS NOT SATISFIED WITH THE CANDIDATES FOR THE SEPTEMBER START, WE'LL KEEP GOING. CLASS SATISFACTION.

EXCUSE ME. CLIENT SATISFACTION. HYA WILL RECONDUCT THE SEARCH AS NO ADDITIONAL COST [INAUDIBLE] WITHIN THE FIRST YEAR OF EMPLOYMENT FOR ANY REASON. PERSONAL OR PROFESSIONAL WITHIN TWO YEARS. OF COURSE THIS IS NONSOLICITATION. WE WOULDN'T COME BACK AND POACH THE PERSON PRIOR TO THREE YEARS UNLESS THE BOARD DECIDED WE DON'T LIKE ALI ANYMORE. WE WANT HIM GONE. TAKE HIM. OKAY. DISTINGUISHING DIFFERENCES.

RELEVANT RECENT EXPERIENCE BY A CONSULTANT TEAM. INCLUSIVITY, TRANSPARENCY, DEEP STAKEHOLDER ENGAGEMENT. THOROUGH VETTING VERIFICATION. INTERVIEW SUPPORT, AS WELL AS EXTENSIVE COVID ERA VIDEO EXPERIENCE AND EXPERTISE FOR INTERVIEWS, FOCUS GROUPS, FORMS. THERE'S BEEN A TREMENDOUS AMOUNT OF SUPERINTENDENTS HIRED DURING THIS COVID ERA. SO MANY HAVE BECOME ADROIT TO DIFFERENT MODALITIES. THAT CONCLUDES THE PRESENTATION. ANY QUESTIONS FROM

THE BOARD? >> I HAVE A QUESTION. HOW DOES YOUR RUBRIC LOOK LIKE FOR THE INTERVIEW? DO YOU BASE IT ON COMPETENCIES OF THE SUPERINTENDENT? LIKE WE HAVE CURRENTLY THE EVALUATION TEMPLATE OF A SUPERINTENDENT PERFORMANCE REVIEW. DO YOU LOOK AT THOSE COMPETENCIES AND THEN EVALUATE THEM BASED ON THAT RUBRIC? WHAT IS YOUR RUBRIC THAT

[02:25:02]

YOU CREATE? >> SO WE'RE GOING TO UTILIZE THE LEADERSHIP PROFILE REPORT AS A PART OF THAT. BUT YES, WE'RE GOING TO LOOK AT BASED UPON RESEARCH, LOOK AT THE ATTRIBUTES OF A HIGH PERFORMING SUPERINTENDENT AS WELL AS A BOARD. BECAUSE REMEMBER, WE'RE PAIRING THE BOARD AS A UNIT WITH THE SUPERINTENDENT. BUT IT'S VERY IMPORTANT FOR THE LEADERSHIP PROFILE REPORT TO DRIVE THE TYPE OF SUPERINTENDENT THAT WOULD BEST SUIT A DISTRICT. WHICH IS WHY THE DISTRICT, MEANING THE BOARD, WORKS TO HELP DEVELOP ELEMENTS OF THE JOB DISTRIBUTION. THERE'S NO CANNED JOB DESCRIPTION FOR A

SUPERINTENDENT IN AMERICA. >> NO, THERE SHOULDN'T BE.

>> IT CANNOT BE BECAUSE THE REALITY IS THIS, YOU HAVE MULTIPLE TYPES OF SUPERINTENDENTS IN CALIFORNIA.

YOU HAVE SUPERINTENDENTS WHO SPECIALIZE AT THE HIGH SCHOOL LEVEL, THE UNION HIGH SCHOOL LEVEL. YOU HAVE A COUPLE OF SUPERINTENDENTS, CALIFORNIA,MOST OF YOUR DISTRICTS ARE K-8.

THAT'S A DIFFERENT TYPE OF MODALITY AND THOUGHT PROCESS WITH THE RESPECT TO THE DELIVERER OF INSTRUCTION, WHERE COMPARED TO OTHER STATES WHERE THEY MAY ALL HAVE A COMPREHENSIVE K-12 SYSTEM. SO WE WORK WITH THE BOARD IN ORDER TO DEVELOP THAT. THE BOARD IS AN INTEGRAL PART OF THE PROCESS.

>> YEAH. I LIKE THAT YOU HAVE DAILY UPDATES. THAT DIDN'T

HAPPEN IN THE PAST. >> AND AGAIN, NO DISRESPECT TO ANYBODY, BUT THE BOARDS, THE CLIENT -- SO THE REPORTS ARE COMING EITHER THROUGH COUNCIL WITH THE BOARD PRESIDENT OR TO THE BOARD PRESIDENT, AND THEN THE BOARD PRESIDENT WILL WORK THROUGH COUNCIL TO SHARE. BUT THE LOOP IS REALLY A TRIANGLE OF THE ATTORNEY, BOARD, AND HYA. WE'RE NOT THE CLIENT OF THE EXECUTIVE CABINET OR THE COMMUNITY. THE CLIENT OF THE

BOARD. >> I'M SORRY. DO YOU MIND IF I

FINISH MY QUESTION? >> GO AHEAD.

>> YOU MENTIONED ABOUT USING THE DISTRICT WEBSITE BECAUSE WE'RE

508 COMPLIANT. ARE YOU NOT? >> YES. BUT AGAIN, OUR OBJECTIVE IS TO MAKE SURE WHATEVER THE BOARD -- IF THE BOARD WANTS EVERYTHING HOUSED ON THE BOARD'S WEBSITE AS A LINK, THAT'S WHAT WE'LL DO. OR WE CAN HOUSE ON OUR SIDE.

>> BUT YOU ARE 508 COMPLIANT? >> ABSOLUTELY. UNEQUIVOCALLY.

>> THANK YOU. >> MADAM PRESIDENT, YOU TALKED

ABOUT OPERATING FAST. >> YES, SIR.

>> BUT HOW DO YOU DO THIS WHOLE PROCESS FAST AND STILL MEET WITH THE QUALITY THAT WE'RE LOOKING FOR? WE WANT A QUALITY CANDIDATE COMING BEFORE US. BUT YOU'RE TALKING ABOUT SPEEDING THE PROCESS UP. WHEN HONESTLY, WE'RE NOT IN A HURRY.

>> MR. VICE PRESIDENT, YOU ARE IN A HURRY BECAUSE THE TIMELINE IS YOUR TIMELINE. IT'S YOUR TIMELINE. THE DISTRICT PROFFERED A SEPTEMBER I THINK 5TH OR 6TH START DATE. NOW IF THE BOARD WOULD LIKE TO EXTEND THAT OUT, THAT'S THE BOARD'S PREROGATIVE.

AND THE WAY IN WHICH WE EXPEDITE THIS IS VERY QUICKLY LAUNCHING THE LEADERSHIP PROFILE. WE HAVE TO GET THAT LAUNCH AND ENGAGE THE COMMUNITY STAKEHOLDERS PREFERABLY ONLINE VERY QUICKLY TO BE ABLE TO SEAT -- SIT, OR SEAT, RATHER, A SLATE OF FIRST

ROUNDS. >> OKAY. THANK YOU.

>> NOW LET ME JUST ALSO STATE THIS, AND AGAIN, I'M ONE OF YOU SO I WANT TO BE VERY UPFRONT AND TRANSPARENT. IF SOMEBODY'S SEATED, YOU'RE ASKING THEM TO LEAVE THEIR DISTRICT IN AUGUST.

WHICH MEANS NOW THEY HAVE TO SEVER THAT CONTRACT WITH THAT BOARD. AND SIGN WITH BELLFLOWER. NOW I WON'T BE ME IF I DON'T STATE THE TRUTH. THIS IS A TIGHT, TIGHT CALENDAR. SO IF IF FOR ANY REASON THE BOARD'S NOT SATISFIED, WE KEEP GOING. BUT JUST KNOW THAT IMPACTS HOW YOU'VE STRUCTURED THE INTERIMS. WHETHER YOU MAINTAIN IN YOUR CURRENT STATE OR BRING IN A RETIRED PERSON WHO WOULD BE RESTRICTED TO THE STIRS CAP.

[02:30:02]

>> GO RIGHT AHEAD. >> NO, YOU GO.

>> WHY ARE WE OPERATING UNDER A SEPTEMBER, I BELIEVE IT WAS 6TH OR 5TH DEADLINE? I'M NOT SURE BOTH OF OUR -- I MEAN, PERHAPS NOW I'M ASSUMING THAT WE, IN GETTING THESE FIRMS, WE HAD EXPRESSED THE FACT THAT WE WANTED TO HAVE FIRMS WHO WERE ABLE TO DO THIS RECRUITMENT FOR THE TOP CANDIDATES. AND I AGREE WITH YOU, THIS IS A VERY AGGRESSIVE TIMELINE. I DON'T FORESEE US GETTING THE TOP CANDIDATES THAT WE REALLY WOULD WANT IN THE TIMELINE THAT YOU HAVE PRESENTED. THE FIRST FIRM WAS VERY CLEAR THEY COULD NOT DO IT IN THAT TIMELINE. YOU ARE SAYING THAT YOU CAN AND IT IS VERY AGGRESSIVE. I'M GOING TO ASK A LOT MORE QUESTIONS ABOUT THAT IN A FEW MOMENTS. BUT I WOULD RECOMMEND THAT WE EXTEND THAT TIMELINE BECAUSE WE WILL NOT GET A SUPERINTENDENT IN ONE AND A HALF MONTHS. THAT IS

IMPOSSIBLE. >> WELL I THINK NOTHING FAILS BUT TO TRY. IF WE CAN GET AN AGENCY TO ATTEMPT KNOWING THAT IT'S, YOU KNOW, KNOWING THAT IT'S AGGRESSIVE. KNOWING THAT IT MAY NOT HAPPEN, BUT AT THE SAME TIME, NO, OKAY, WE DIDN'T GET ONE IN SEPTEMBER BUT WE'RE STILL -- I'D RATHER HAVE SOMEONE WORKING AGGRESSIVELY THAN HAVING SOMEBODY KIND OF LIKE TAKE THEIR TIME. BUT IF WE HAVE TO EXTEND IT TO DECEMBER, I MEAN, THEN FINE. BUT WE DO, WE NEED A SUPERINTENDENT AS SOON AS POSSIBLE. SO IF THEY HAVE A PLAN, I'D SAY, YOU KNOW, I'D SAY LET'S TRY IT. BUT AT THE SAME TIME ALREADY KNOWING COMING EVEN FROM THE AGENCY. ALREADY KNOWING THAT IT COULD BE POSSIBLE. IT JUST DEPENDS ON WHO THEY CAN PULL IN AND HOW, YOU KNOW, IT JUST DEPENDS HOW SUPERINTENDENTS IS GOING TO RESPOND. IT'S JUST LIKE WE GOT THEM TO RESPOND TO THIS SEARCH IN A VERY SHORT

TIME. YOU KNOW. SO I DON'T KNOW. >> I ALSO HAD A QUESTION ABOUT THAT. HOW DID WE COME TO THESE CANDIDATES ONLY TWO? BECAUSE I DID SEE THAT WHEN I REQUESTED THE RFP, IT WAS SENT OUT JULY 5TH, I BELIEVE IT WAS. AFTER THE FOURTH OF JULY. BUT ALL OF THE INFORMATION AND THE PROPOSALS HAD TO BE IN BY JULY 18TH. SO A MATTER OF NINE DAYS IS NOT SUFFICIENT TIME TO HAVE APPROPRIATE, YOU KNOW, FIRMS ALSO GIVE THOSE PROPOSALS.

I'M VERY HAPPY THAT WE GOT TWO AT LEAST. BUT I THINK THAT WE'RE WORKING -- AND I UNDERSTAND THE NEED TO DO THIS AS QUICKLY AS POSSIBLE. BUT WE DO NEED TO TAKE OUR TIME IN THIS. WE CANNOT COMMIT ANOTHER MISTAKE AND END UP IN A SECOND AUDIT. THIS IS SUCH VERY IMPORTANT BUSINESS FOR STUDENTS. THIS IS NOT -- IF THEY WANT TO TAKE TIME, I AM WILLING TO GIVE THEM THE TIME. WHETHER IT BE THIS FIRM OR THE OTHER FIRM, WE NEED TO TAKE THAT TIME.

WE CANNOT MAKE AN AGGRESSIVE SCHEDULE AND EXPECT FOR US TO HAVE APPROPRIATE CANDIDATES THAT ARE GOING TO LEAD US THROUGH WHATEVER IT IS WE HAVE TO GO THROUGH IN THE FUTURE.

>> OKAY. I GET THAT. I GET THAT. AND THEN THAT'S WHERE WE COME IN AS A BOARD. BECAUSE ONCE WE DECIDE THEN THAT'S HOW AS A BOARD, SEPTEMBER IS KIND OF CLOSE. MAYBE DECEMBER OR EVEN FEBRUARY. SO I GET WHAT YOU'RE SAYING. BUT --

[02:35:04]

>> YOU BROUGHT UP A VERY VALID POINT BASED ON EXISTING BOARD.

SO THIS IS AN ELECTION YEAR. SO THE SAME BOARD MIGHT NOT BE HERE. SO I THINK IT'S IMPORTANT THAT ONCE WE START THE PROCESS WITH THE CURRENT BOARD THAT WE HOPEFULLY FIND A CANDIDATE WITH THIS BOARD. OTHERWISE WE'RE LOOKING INTO MARCH OR MAYBE EVEN APRIL OR JUNE. SO I DON'T THINK THAT YOU'D GO THROUGH A WHOLE VETTING PROCESS WITH A NEW BOARD. IT WOULD BE STARTING FROM DAY ONE. SO I APPRECIATE YOUR TIMELINE, AND I HEAR THE CONCERNS OF MY FELLOW BOARD MEMBER. BUT I DO WANT TO EMPHASIZE THAT WE DO HAVE TO MAKE A DECISION BEFORE DECEMBER.

>> SO MADAM BOARD MEMBER, IF I CAN RESPOND, MADAM CHAIR. YOU START THE PROCESS. YOU'RE GETTING UPDATES. JUST LIKE ANY OTHER CLASSIFIED POSITION [INAUDIBLE] KEEP IT OPEN UNTIL FILLED. IF YOU DURING THE UPDATES SEE WHETHER IT'S HYA OR THE OTHER FIRM, IT DOESN'T MATTER. IF YOU SEE A SLATE OF CANDIDATES, HEY, WE WANT TO INTERVIEW THEM. BUT UNDERSTAND THIS, THE NORMAL START TIME WOULD BE EITHER DO IT IN SEPTEMBER OR YOU DO A DECEMBER OR YOU DO A JUNE. SO JUST KIND OF NOTE THAT. BECAUSE PEOPLE HAVE TO SEEK RELEASE FROM THEIR OTHER DISTRICT. OR IF THEY'RE TRAVELING OUT OF STATE, THEY HAVE TO FIND APPROPRIATE ACCOMMODATIONS FOR THEIR

FAMILIES. >> SO WITH THAT INFORMATION, IF WE EXTEND THE TIMELINE, WHAT IS YOUR RECOMMENDATION FROM PAST, YOU KNOW, EXPERIENCES THAT YOU'VE HAD RECRUITING OTHER SUPERINTENDENTS. A TIMELINE WHERE WE CAN GET CANDIDATES THAT ARE APPROPRIATE FOR OUR DISTRICT AND THAT ARE HIGHLY QUALIFIED, WHAT IS THAT TIMELINE REALISTICALLY LOOK LIKE.

>> THE TIMELINE THAT'S BEFORE THE BODY. REMEMBER, IT'S GOING TO TAKE YOU TWO WEEKS TO NEGOTIATE, ROUGHLY. THE BOARD'S GOING TO HAVE TO MEET MULTIPLE TIMES. EVEN THOUGH THE PRESIDENT MIGHT BE THE LEAD, THE BOARD STILL HAS TO MEET. SO IF YOU DO AN ENGAGEMENT PROCESS WITHIN THREE WEEKS, THREE TO FOUR WEEKS, AND THEN YOU MOVE OFF -- NOW MIND YOU, AS YOU'RE ENGAGING, WE'RE TALKING WITH SEATED SUPERINTENDENTS IN AND AROUND OUR C SUITE, MEANING OUR EXECUTIVE CABINET, OUR FOLKS OUT OF STATE. THERE ARE CERTAIN STATES YOU'D WANT TO LOOK AT WHERE THERE'S HIGH PERFORMING DISTRICTS AND STELLAR SUPERINTENDENTS, OR TRACK RECORD OF -- BECAUSE BELLFLOWER IS NOT A TURNAROUND DISTRICT. SO YOU'RE NOT LOOKING FOR SOMEBODY TO COME IN WITH THAT LEVEL OF EXPERTISE. RIGHT. YOU'RE LOOKING FOR SOMEONE WHO WOULD HAVE HR SERVICES BACKGROUND, FISCAL BACKGROUND. BUT MORE IMPORTANTLY, SOMEONE WHO KNOWS HOW TO WORK WITH A BOARD. AND WHO UNDERSTANDS HOW TO SUBJUGATE. I CAN SAY THAT BECAUSE I'M ON A BOARD. THE BOARD IS THE GOVERNING AUTHORITY. AND THE SUPERINTENDENT DOESN'T RUN THE BOARD. IT'S THE OTHER WAY AROUND. SO YOU WANT TO BE ABLE TO HAVE THAT DIALOGUE BACK AND FORTH. A COLLOQUY, AS IT WERE, WITH THE ASPIRING SUPERINTENDENT SO THEY'RE CLEAR. BECAUSE IN SOME COMMUNITIES, IT IS THAT WAY. THAT'S GOING TO TAKE TIME. THEN YOU HAVE THE TRANSITION.

RIGHT. SO AS YOU'RE GOING THROUGH THIS PROCESS, YOU HAVE TO MAKE CERTAIN THAT, YOU KNOW, YOU'VE GOT TO DO THE COMMUNITY ENGAGEMENT. THAT'S JUST WHAT IT IS. AND THAT'S GOING TO TAKE TIME. AGAIN, I'M RECOMMENDING ONLINE. AND I'M SIMPLY SAYING THAT YOU COULD STILL EVEN PULL THIS CALENDAR IN A LITTLE BIT.

YOU CAN PULL THIS TIME SCHEDULE IN. REALISTICALLY SPEAKING, IF YOU FIND SOMEBODY IN THE NEXT FEW WEEKS, THEN PERHAPS YOU

[02:40:03]

>> SO THEN HOW WOULD THAT AFFECT US GOING FORWARD BECAUSE ONE OF YOUR CAVEATS IN HERE SAYS THAT AS LONG AS THE CURRENT BOARD IS INTACT. SO CAN YOU GIVE US MORE DETAILS? WHAT HAPPENS IF THE CURRENT BOARD DOES NOT STAY INTACT?

>> THAT'S THE LAST SLIDE. AND THAT PRETTY MUCH DEALS WITH HYA.

OKAY. SO THAT DEALS WITH CLIENT SATISFACTION. SO FOR ANY REASON THE SUPERINTENDENT IS DISMISSED WITHIN ONE YEAR OF EMPLOYMENT, WE DO A SEARCH FOR FREE. OR WITHIN TWO YEARS, PROVIDED THE MAJORITY OF THE HIRING BOARD IS INTACT. OKAY. MAJORITY. THREE OF YOU GUYS. OKAY. THREE OF YOU GUYS. SO I WOULDN'T REALLY HANG MY HAT HERE. I WOULD REALLY HANG MY HAT ON TRYING TO HAMMER OUT A DEAL WITH THE SUPERINTENDENT BETWEEN SEPTEMBER, OCTOBER, NOVEMBER, FOR DECEMBER 1ST START. SO THAT THEY'RE GOING TO SEE US BE AT CONFERENCE WITH YOU. YOU'RE GOING TOGETHER. SO THEY TOO CAN BE A PART OF THAT DAY. WEDNESDAY TRAINING. YOU WANT TO LOOK AT IT AS SUCH. SO LOOK AT THAT AS LIKE AND THEN WALK BACKWARDS. YOUR NEW BOARD OR YOUR CURRENT BOARD MEMBERS, INCUMBENTS, NOVEMBER ELECTION. YOUR OATH OF OFFICE IS THE FIRST MEETING IN DECEMBER. SUPERS ALREADY SEATED.

>> I WANT TO SAY SOMETHING. I THINK IS THE MAJOR CONCERN OF THE BOARD, OF COURSE, THINKING OUR BEST INITIATIVE IS FOR OUR CHILDREN TO HAVE THE BEST, YOU KNOW, SUPERINTENDENT. IT'S VERY CLEAR THAT OUR CONCERN IS TO KEEP AND MAINTAIN, YOU KNOW, THE FACTOR TO HAVE A VERY HIGH QUALIFIED SUPERINTENDENT. AND OF COURSE OUR CONCERN IS, OH, FOUR WEEKS, FIVE WEEKS. YOU KNOW. HOW THE SITUATION IS AROUND THE WORLD. SOMETIMES IT'S COMPLICATED TO THINK IN THAT WAY. HOWEVER, IT'S A RISK. AND NOBODY'S GOING TO GUARANTEE US THAT NO MATTER THAT WE GOT THREE OR FOUR MONTHS SEARCHING, WE'RE GOING TO HAVE, YOU KNOW?

>> I UNDERSTAND. >> EXACTLY. SO FOR ME, I MEAN, WE JUST NEED TO KEEP AND MAINTAIN THE INTEGRITY IN THIS SEARCH FOR SUPERINTENDENT. BUT AT THE SAME TIME, I THINK WE NEED TO WORK TOGETHER AND PUSH AND JUST GO FORWARD AND WHAT YOU SAID. I MEAN, IF IN FOUR WEEKS, WE GET AT LEAST A COUPLE GOOD CANDIDATES GO FORWARD AND START THE OTHER PROCESS. IF NOT, WE CAN EXTEND THE TIMELINE UNTIL WE GET THE POSITION. FULFILLED.

>> MR. BOARD MEMBER, IF I CAN JUST SAY, AND I MEAN NO DISRESPECT. YOUR BUDGET IS SET. IT'S BALANCED. YOUR L-CAP HAS BEEN APPROVED. OKAY. THESE ARE JUST THE REALITIES. OKAY. YOUR EXECUTIVE CABINET, THEY'RE INTACT. NOTHING WILL HAPPEN BETWEEN TODAY AND DECEMBER 1ST. AND I'M EMPATHIZING. IF I WAS SEATED WHERE YOU ARE, ALLOW THE INTERIM TO STAY. LET THE INTERIM SIT. OR ALLOW FOR THE PROCESS THAT YOU'VE BEEN UTILIZING.

ALLOW THAT PROCESS TO CONTINUE ON UNTIL YOU CAN GET THROUGH THE SEARCH. PERHAPS YOU CAN BRING IN SOMEONE AS A CARETAKER, RETIRED.

IF THAT PLEASES THE BOARD. BUT AGAIN, THE DISTRICT WILL NOT DRIVE OFF INTO A DITCH TOMORROW. EVERYTHING IS PRETTY MUCH SET.

AND GUESS WHAT? YOU HAVE A GOVERNING BOARD AND COMMUNITY

[02:45:01]

WORK ON THIS SEARCH. >> I DO HAVE SOME MORE QUESTIONS. I'M SORRY. FOR SLIDE NUMBER TWO, YOU SAID RESPONSIVE REGULAR COMMUNICATION. HOW OFTEN WOULD THAT BE?

>> SO NORMALLY RESPONSIVE IRREGULAR COMMUNICATION, I HAD A SLIDE FOR THAT. AND SO TRADITIONALLY WE'RE UPDATING THE BOARD WEEKLY. BUT THE BELLFLOWER SCHOOL BOARD WILL BE UPDATED EVERY OTHER DAY. WE HAVE NO PROBLEMS WITH DOING THAT EVERY OTHER DAY AND AGAIN, I STATED BEFORE AND I'LL STATE IT AGAIN AS A CAVEAT, WORKING THROUGH COUNCIL. THE BOARD IS GOING TO HAVE TO MEET A LOT MORE. BECAUSE THE BOARD'S GOING TO WANT TO DISCUSS SOME OF THIS. YOU MEET TWICE A MONTH NOW. YOU MAY BE AT ONCE A WEEK. FOR THE NEXT FEW MONTHS. NOW THAT'S ONCE A WEEK CLOSED SESSION. SO THAT DOESN'T IMPACT YOUR REGULAR BOARD MEETINGS. SO YOU WOULD NEED THE COMPLEMENT OF THE EXECUTIVE CABINET. THAT'S SPECIFICALLY CLOSED SESSION. CONFERENCE WITH LEGAL COUNSEL. FORGET THE PROVISION OF THE LEGAL CODE. BUT HE KNOWS IT. SO YOU'D BE ABLE TO WORK THROUGH QUESTIONS YOU MIGHT

HAVE. >> THANK YOU. NEXT QUESTION IS ON SLIDE 3 UNDER RECRUIT. YOU SAY YOU BRING THE RANGE OF CANDIDATES. WHERE DO YOU ADD VVER

TIES EXACTLY? >> SO WE'RE ADVERTISING ON OUR WEBSITE. THEN WE'RE UTILIZING SOCIAL MEDIA. NATIONAL, STATE AGENCIES. JOURNALS. REGIONAL ASSOCIATIONS. TWITTER, LINKEDIN, FACEBOOK. ADVERTISING IN PLACES LIKE AKSA, ADD JOIN. THEN WE'RE GOING TO ADVERTISE THROUGHOUT THE VARIOUS ASSOCIATIONS ACROSS

THE COUNTRY. THE AMERICAN -- >> [INAUDIBLE].

>> YES, WHETHER IT'S LATINO GROUP, BLACK GROUP, ET CETERA, ET CETERA. BUT ONCE YOU BUILD THE PROFILE, THEN WHAT WE HAVE THE OPPORTUNITY TO DO, MS. GARZA, IS TO THEN LOOK AROUND FOR LET'S SAY BELLFLOWER 10,000, 11,000 ADA. NOW WE'RE LOOKING FOR SOMEONE WHO IS 5,000, 6,000 ADA. OR MAYBE SOMEONE WHO WANTS TO COME DOWN FROM 20,000. BUT YOU'RE LOOKING OKAY, SMALLER SYSTEM. YOU'VE DONE VERY WELL. YOU HAVE MULTIPLE CONTRACTS.

NONE OF US ARE SAINTS. BUT YOU DON'T HAVE ANY ISSUES OF TURPITUDE OR ANY MORAL FISCAL SCANDALS OR CREDIT CARD, WHICH PEOPLE LIKE TO GET IN TROUBLE WITH. AND SO YOU DON'T HAVE ANY OF THOSE ISSUES. SO THOSE ARE THE KIND OF FOLKS WE WOULD START LOOKING AT. NOW I WOULDN'T WANT TO SIT THERE AND GIVE YOU A COUPLE OF DISTRICTS AND THEY GET IN TROUBLE. BUT I'VE ALREADY MADE A COUPLE OF CALLS JUST IN ADVANCE. LOOKING AROUND AT SOME DISTRICTS IN THE FIVE-COUNTY REGION. TO SEE IF SUPERINTENDENTS WOULD BE INCLINED. RIGHT. BELLFLOWER PICKS UP SERITOS, LAKEWOOD COMPS. IF SOMEONE IS IN THE INLAND EMPIRE, DO YOU MIND COMMUTING? THESE ARE FACTORS. DO YOU HAVE SMALL CHILDREN? OR THE OUT OF STATE FOLKS. DEPENDING ON WHERE THEY'RE COMING FROM, THEY MAY BE A DEPUTY. THEY USE DIFFERENT TITLES. THEY MAY BE A CHIEF OF SOMETHING, WHICH MAY BE TANTAMOUNT TO AN ASSOCIATE SUPERINTENDENT. THEY WANT TO COME AND THEY WANT TO WORK IN BELLFLOWER. NOW THE BOARD WOULD HAVE TO THINK ABOUT FOR OUT OF STATE PERSON HOUSING. HOW YOU

[02:50:01]

>> IF WE HAVE INSIDE CANDIDATES WHO WANT TO APPLY, WILL THOSE

ALSO BE ABLE TO APPLY? >> MS. GARZA, ARE YOU ASKING ME AS A MEMBER OF THE BELLFLOWER SCHOOL BOARD? BECAUSE IF THE BOARD IS SO INCLINED, THEN YOU WOULD ACCEPT AN INTERNAL CANDIDATE. WE WOULD TAKE THEM. NOW SOME DISTRICTS BOARDS WILL SAY NO INTERNAL APPLICANTS PERIOD. THEY'LL SAY IT OFFICIALLY AND UNOFFICIALLY. I CAN READ MINDS. AND SO SOME INTERNAL PEOPLE WON'T HAVE A CHANCE. NOW IF SOMEBODY RISES TO THE TOP INTERNAL, PERFECT. THEN YOU CAN SAVE A RELOCATION. BUT IF IN FACT THAT'S NOT THE CASE, THEN YOU'D BE NEGOTIATING WITH

SOMEONE THAT'S EXTERNAL. >> OKAY. CAN YOU TELL ME A LITTLE BIT MORE ABOUT THE PROFILE -- LEADERSHIP PROFILE REPORT. WHAT INFORMATION WOULD YOU BE GATHERING FROM THAT TO

HELP US GET THOSE CANDIDATES. >> UTILIZING THAT PIECE, WE WOULD WORK -- THAT'S VERY IMPORTANT BECAUSE YOU'RE ABLE TO CAPTURE MOST OF THAT INFORMATION THROUGH YOUR COMMUNITY STAKEHOLDER PROCESS. WORKING WITH THE COMMUNITY IS WORKING WITH MEMBERS OF THE BOARD. AS YOU'RE ENGAGING, THAT HELPS TO BUILD THAT PROFILE AS TO WHAT TYPE OF SUPERINTENDENT ARE WE INTERESTED WITHIN THE BELLFLOWER SCHOOL DISTRICT. WE MEANING NOT JUST THE BOARD, BUT THE INTERNAL COMMUNITY AND EXTERNAL COMMUNITY. I HEARD SOMEONE TALK ABOUT YOU DON'T WANT STAFF PICKING OUR BOSS. BUT LET ME SAY THIS, YOU WANT TO MAKE SURE EVERYBODY'S A FIT. BECAUSE THEY'RE GOING TO -- WHEN THE EXTERNAL STAFF AND YOUR COMMUNITY FOLKS GET NAMES, THEY'RE GOING TO RESEARCH AND THEY'RE GOING TO WRITE TO SOCIAL MEDIA WITH IT. SO AT THE END OF THE DAY, YOU WANT TO MAKE CERTAIN THAT YOU BUILT THAT PROFILE AND EVERYONE CAN AT LEAST AGREE UPON THE TYPE OF SUPERINTENDENT FOR THIS SYSTEM.

>> SO JUST FOR CLARIFICATION. >> YUP.

>> YOU'RE SAYING THAT THE GROUPS THAT YOU PUT TOGETHER TO GATHER THESE CRITERIA FOR OUR SUPERINTENDENT WILL BE ON THE

PERSONAL PROFILE? >> YES. THE INFORMATION THAT WE COLLECT FROM THE ENGAGEMENT EXERCISES, THAT INFORMATION WILL BE USED AS WE BUILD THE PROFILE. NOW CHIEF AMONG THE ENGAGEMENT GROUPS, THE BOARD. LISTENING TO EACH AND EVERY ONE OF YOU.

BECAUSE OF COURSE WE LIVE IN A COUNTRY THAT ESPOUSES [INAUDIBLE] SO WE DO WANT TO HEAR YOUR PERSPECTIVE AND OPINION IN ADDITION TO ALL OF THE OTHER GROUPS. UNIONS VERY IMPORTANT. VERY IMPORTANT. BECAUSE MANY OF YOUR CLASSIFIED FOLK AS WELL AS YOUR TEACHERS. MANY OF YOUR CLASSIFIED FOLKS LIVE IN THIS DISTRICT. THEY'VE BEEN HERE FOR YEARS.

>> SO THE BOARD AND THE FIRM WOULD COME UP WITH THOSE GROUPS

OR HOW IS IT -- >> YES. THE BOARD WOULD STATE THE GROUPS THAT THEY'D WANT TO BE A PART OF THE ENGAGEMENT PROCESS. NOW ONCE WE SOLIDIFY THE TIMELINE, THEN WE'D BE ABLE TO BUILD HOW WE WOULD ENGAGE THE GROUPS AND HOW MANY GROUPS WE WOULD ENGAGE. FOR EXAMPLE, YOU'RE ENGAGING -- THERE'S AN

[02:55:01]

MANAGERS WITH AN S. >> AND SO ON YOUR SLIDE NUMBER 10, YOU SAY FACILITATE THE PARTY BACKGROUND CHECKS.

>> YES. >> HOW EXACTLY DOES THAT WORK?

>> SO WE UTILIZE BAKER AND EUBANKS THIRD PARTY BACKGROUND CHECKS. BECAUSE BELIEVE IT OR NOT, PEOPLE LIE ABOUT THEIR DEGREES. SOCIAL MEDIA, IMAGES, NEWS AND MEDIA REVIEW. NOW AGAIN, WE KNOW -- LOOK, NONE OF US ARE SAINTS. OKAY. WE'VE ALL MADE MISTAKES. BUT SOME MAKES R WORSE THAN OTHERS. AND SOME MISTAKES JUST CAN'T LEAVE THE BELLFLOWER SCHOOL DISTRICT [INAUDIBLE] SO YOU JUST DON'T WANT A SITUATION WHEN YOU HAVE A SUPERINTENDENT WHO WAS CONVICTED OR ACQUITTED OF SOME CHARGE SOMEWHERE DEALING WITH FISCAL IMPROPRIORITY OR A PLETHORA OF SEXUAL HARASSMENT CASES, OR TURNING A BLIND EYE TO MATTERS INVOLVING STUDENTS WITH SPECIAL NEEDS. WHICH HAPPENS. AND THE LIST GOES ON AND ON. FOR SOME DISTRICTS, THEY'RE OKAY WITH THAT. BUT WE WILL NOT PROFFER THAT CANDIDATE TO YOU. WE

WOULDN'T EVEN BRING HIM OR HER. >> CAN I HAVE ONE QUESTION? IN YOUR WEBSITE THERE'S ABOUT BETWEEN 20-25 AT LEAST CONSULTANTS IN THE WEST COAST. ASSOCIATES. IN THIS CASE, ARE YOU GOING TO BE -- IN CASE WE START THIS RELATIONSHIP, THE LEAD CONSULTANT IN FOR BELLFLOWER UNIFIED SCHOOL

DISTRICT? >> THE COPILOT. DR. VALERIE PITTS. I BELIEVE YOU SPOKE WITH DR. VALERIE PITTS OR CONTACTED.

>> NO, IT WAS ON YOUR REFERENCES.

>> SO IT WOULD BE DR. VALERIE PITTS, RETIRED SUPERINTENDENT.

AND IT WILL BE ME. WE'RE CO-PILOTS.

>> OKAY. >> I DO HAVE ANOTHER QUESTION.

IN YOUR STATEMENTS YOU SAID THAT YOU DO POACH FROM OTHER

DISTRICTS. >> YES.

>> I'M CONCERNED THAT WOULD YOU COME BACK AND POACH FROM US.

>> NO. BECAUSE WE -- IN OUR CONTRACT, WE CAN'T DO IT. SO WE WOULD NOT PRESENT A CANDIDATE THAT HAS BEEN PLACED WITH OUR ASSISTANCE FOR A PERIOD OF THREE YEARS, UNLESS THE BOARD HAS GIVEN US PERMISSION. NOW -- NOW -- NOW.

>> THERE'S NO GUARANTEE, RIGHT? >> WELL LET ME SAY THERE IS A GUARANTEE. THE GUARANTEE IS YOU'D INK A CONTRACT AT THE STATUTORY LIMIT. YOU'D BUILD IN THE APPROPRIATE COMPENSATION MEASURES. AND IT WILL BE A MATCH MADE IN HEAVEN. PEOPLE LEAVE FOR MULTIPLE REASONS. PEOPLE LEAVE BECAUSE THE BOARD. PEOPLE LEAVE BECAUSE THEY WANT TO MAKE MORE MONEY. AND SO WE WANT TO MAKE SURE THAT EVERYBODY'S HAPPY AND EVERYBODY'S PAID WELL, INCLUDING THE TEACHERS AND CLASSIFIED EMPLOYEES. AND YOUR SUPERINTENDENT STAYS PUT. NOW YOU HAVE LONG BEACH. LOOK AT PARAMOUNT, FRONT AND BACK. LOOK AT ABC FRONT AND BACK. LOOK AT DOWNY, FRONT AND BACK. GO OVER TO -- WHAT WERE SOME GOOD ONES? WE COULD JUMP DOWN TO ORANGE COUNTY AND IT REALLY GETS AMAZING AND INTERESTING ON COMPENSATION. SO THAT'S A WHOLE NOTHER DISCUSSION THAT THE BOARD'S GOING TO HAVE TO STOMACH. AS TO WHAT WE WANT TO COMPENSATE THE SUPERINTENDENT.

MAKE SURE THEY STAY. >> THANK YOU. THANK YOU, BOARD

MEMBERS. ONE MORE QUESTION. >> HEY, LISTEN, YOU'RE THE BOARD. I'M HERE ALL NIGHT. NO PROBLEM.

>> WOULD IT BE POSSIBLE TO GET A BREAKDOWN OF RESPONSIBILITIES FROM THE BOARD AND OUR STAFF AND ALSO YOUR FIRM SO THAT WE'RE NOT STEPPING ON EACH OTHER'S TOES, WE'RE ADHERING TO GUIDELINES AND ALSO TIMELINES IN AN ORDERLY FASHION?

[03:00:04]

>> ABSOLUTELY. BUT I HAVE TO JUST SAY THIS, MS. GARZA, IT'S WHATEVER THE BOARD DECIDES. THE BOARD DICTATES HOW THEY WANT THE SEARCH PROCESS GOES SO IF IN FACT IF MS. HOGAN IS THE POINT PERSON WITH THE PRESIDENT, IT'S WHO THE BOARD SAYS. IF LEGAL COUNCIL IS IN CONCERT WITH THE PRESIDENT, IT'S WHAT THE BOARD SAYS. IF IT'S JUST THE PRESIDENT, IT'S WHAT THE BOARD SAYS. WE COULD DO THAT, BUT I DON'T WANT TO STEP ON YOUR TOES AND TELL YOU HOW TO DO YOUR BUSINESS IF IN FACT THAT'S NOT WHAT YOU WANT FROM US. BECAUSE I'M GOING TO TELL YOU THIS, MS. GARZA, MY OPINION, AND I'LL GET YOU SOMETHING IN WRITING NOT A PROBLEM -- MS. HOGGIAN CAN ACCEPT DOCUMENTS. SHE'S EXECUTIVE LEVEL EMPLOYEE AND SHE'S BEEN TAKING THE DOCUMENTS ALREADY. SO IF THE COUNCIL IS INVOLVED, THEN THAT BRINGS A LEVEL OF PRIVILEGE. SOMETHING FOR THE BOARD TO THINK ABOUT.

>> THANK YOU. >> ALL RIGHT, THEN, DO WE HAVE ANY OTHER QUESTIONS OR COMMENTS? OKAY. I WANT TO THANK YOU FOR

YOUR -- I'M SORRY. >> NO, I JUST WANT TO SAY THANK YOU FOR ALL THE WHOLE EXPLANATION AND DETAILS THAT YOU

PROVIDE US TONIGHT. THANK YOU. >> YEAH, I REALLY APPRECIATE THE EXPERTISE THAT YOU, YOU KNOW, BROUGHT FORTH. AND I DO THANK YOU FOR YOUR PRESENTATION. SO NOW THAT WE'VE LISTENED TO BOTH PRESENTATIONS, AND WE'VE MADE COMMENTS AND ASKED A LOT OF QUESTIONS. IT'S TIME TO DECIDE. IT'S TIME TO DECIDE IF WE WOULD LIKE TO SELECT ONE OF THE FIRMS WHO PRESENTED TODAY.

>> I'D LIKE TO MAKE A MOTION THAT WE TAKE A VOTE ON HAZARD

YOUNG AND ASSOCIATES. >> SECOND THAT MOTION.

>> ALL RIGHT. OKAY. >> I'M SORRY, WHAT WAS THE

MOTION AGAIN? >> SUE MADE THE MOTION. GO

AHEAD, SUE. >> I MADE A MOTION THAT ON HAZARD, YOUNG AND ATIA ASSOCIATES.

>> WE WANT TO HIRE THEM. >> DO WE HAVE ANY QUESTIONS OR

COMMENTS? >> YES, I DO HAVE A QUESTION. IF WE APPROVE THIS MOTION, WILL WE AMEND THE TIMELINE BECAUSE THE TIMELINE IS NOT SOMETHING THAT IS APPROPRIATE FOR US TO GET

QUALITY CANDIDATES. >> RIGHT. HE SAID IT'S TOTALLY UP TO THE BOARD. IT'S UP TO US. SO YES.

>> WE NEED TO MAKE THAT ALSO STATED IN THE MOTION.

>> NO, THAT'S SOMETHING THAT YOU DEVELOP A CONTRACT WITH THE CONSULTANT. IT'S NOT SOMETHING THAT WE VOTE ON AS A MOTION.

>> NO BECAUSE SEE THE THING IS, IF THIS SO HAPPENS THAT A CANDIDATE SHOWS UP AND WE ARE ABLE TO COMMUNICATE, THIS JUST SO HAPPENED. THEN GOOD, WE CAN MEET THE TIMELINE, BUT IF NOT, AND HE STATED ALREADY, IF NOT, WE JUST ALREADY WILL WORK UNTIL DECEMBER. YOU KNOW, THAT WILL BE A GOAL. SO IN A SENSE, WE HAVE BENCHMARKS. WE HAVE A BENCHMARK OF SEPTEMBER. WE'RE GOING TO HAVE ANOTHER BENCHMARK IN DECEMBER.

>> ACTUALLY HE SAID -- >> THAT'S WHAT HE SAID.

>> THAT'S WHAT HE SAID. BUT WHAT ARE WE INSTRUCTING TO STAFF TO DO. THAT'S WHAT I WANT TO GET CLEAR BECAUSE STAFF CANNOT HAVE

TWO DIFFERENT TIMELINES. >> I GET WHAT YOU'RE SAYING. I WANT TO STICK WITH THE SEPTEMBER BECAUSE THAT'S THE GOAL. BUT IF IT'S NOT REALISTIC AND TIME, IT'S JUST NOT HAPPENING AND WE DON'T HAVE CANDIDATES COMING FORWARD, THEN WE ARE ALREADY IN

AGREEMENT FOR DECEMBER. >> BUT I BELIEVE THAT'S EXACTLY WHAT HE TOLD US IS THAT IT'S NOT A REALISTIC TIMELINE. IT'S A VERY AGGRESSIVE TIMELINE AND WE MAY OR MAY NOT GET CANDIDATES.

>> HE SAID IT'S DOABLE. HE SAID IT'S DOABLE.

>> THE THING IS WE HAVE TO EITHER TAKE THIS FIRM OR NOT

TAKE THIS FIRM. >> WE'RE GOING TO VOTE JUST FOR

THAT. >> LET'S GO AHEAD. AND THEN WE CAN WORK ON THOSE TIMELINES. WHOEVER WE GET TO HELP WITH THIS SEARCH IS GOING TO BE -- WE'RE GOING TO HAVE THE SAME ISSUE. WE WANT SOMEONE AS SOON AS POSSIBLE BUT WE WANT A QUALIFIED CANDIDATE AND WE'RE NOT GOING TO SHORT CHANGE THE DIFFERENT

[03:05:02]

>> THEN WE NEED TO MAKE THAT CLEAR TO OUR STAFF. BECAUSE AS IT IS RIGHT NOW, AS IT STANDS, THE MOTION INCLUDES THAT WE

ABIDE BY THE SEPTEMBER TIMELINE. >> THE MOTION DID NOT DO THAT.

NOT THE MOTION. >> MADAM PRESIDENT.

>> YES. >> THE ACTUAL CONTRACT, THEIR PROPOSED CONTRACT WOULD GO UNTIL THE SEARCH IS COMPLETED.

>> EXACTLY. >> YEAH.

>> SO I MEAN WHETHER IT'S DECEMBER, WHETHER IT'S APRIL, WHETHER IT'S SEPTEMBER. IT JUST REALLY DEPENDS UPON HOW THINGS FALL INTO PLACE. SO THEIR TERM OF THE CONTRACT WOULD CONTINUE NO MATTER WHAT HAPPENS UNTIL THE SEARCH IS COMPLETED.

>> THEY'RE GOING TO WORK UNTIL THEY FIND US A SUPERINTENDENT.

>> AND MS. GARZA, JUST TO ADD SOME CLARIFICATION THERE, ON THE RFP IF YOU'LL RECALL, IT WAS STATED THAT THE BOARD WANTED THIS PROCESS WANTED IT TO BE DONE EXPE DEN SHUSLY. YOU GUYS WERE PROVIDED A DRAFT OF THE RFP WITH THOSE TIMELINE DATES. AS THE PRESENTERS HAVE SAID, IT IS COMPLETELY UP TO THE BOARD SO YOU CAN AMEND AND CHANGE ANYTHING. THAT INFORMATION IS OUT THERE FOR THEM TO KNOW WHAT IT IS THE BOARD IS LOOKING.

HOWEVER, IT IS VERY CLEAR ON THERE THAT AT ANY TIME THE BOARD HAS THE DISCRETION TO BE ABLE TO AMEND AND CHANGE THAT. SO THAT'S WHY THE PROCESS WENT THAT WAY BASED ON WHAT WAS COMMUNICATED AND GIVEN TO YOU GUYS FOR REVIEW AND FOR THE INPUT BASED ON THE DIRECTION THAT WAS GIVEN AT THAT TIME. BUT THAT CAN CHANGE AT ANY TIME. AND LIKE MR. BATHEN SAID, THE CONTRACT WOULD OPEN IT UP TO INCLUDE UNTIL THE SEARCH WAS COMPLETED. BUT THE PROCESS BASED ON THE JUNE 28TH MEETING OF MOVING FORWARD AND GOING WITH THE PROCESS AND THE RFPS, THAT'S WHY THOSE DATES CAME ABOUT. AND THAT WAS SHARED WITH YOU GUYS THROUGH THE COMMUNICATION OF SHARING THOSE DATES. BUT THAT'S DISTRICTLY FOR THE RFP PURPOSES

AND THEN SUBMITTING. >> AND I APPRECIATE THAT BECAUSE THE FIRM UNDERSTANDS THAT ALTHOUGH WE WANT THIS SEARCH TO HAPPEN EXPEDITIOUSLY, THAT WE'RE STILL NOT GOING TO BE CARELESS.

>> WELL YOUR SEARCH WILL CONTINUE UNTIL YOU FIND A

QUALIFIED CANDIDATE. >> EXACTLY. THAT'S WHAT I'M

TRYING TO SAY. >> YOU REALLY CAN'T SAY RIGHT

NOW WHEN IT WILL BE. >> THE RFP DOES NOT BIND YOU.

THE CONTRACT IS WHAT WILL BIND YOU TO THE PROCESS.

>> SO IN THAT CONTRACT ARE WE STATING THE SEPTEMBER 5TH

DEADLINE? >> NO.

>> THAT WILL NOT BE IN THEIR CONTRACT.

>> THIS IS NOT THE TIMELINE. THIS IS JUST TRYING TO HIRE AN AGENCY THAT'S GOING TO DO THE HEAD HUNTING FOR US. THAT'S ALL

WE WANT RIGHT NOW. >> I JUST WANT TO MAKE SURE THAT IT'S CLEAR THAT THE SEPTEMBER 5TH DEADLINE THAT WAS PROVIDED IS NOT THE ONE THAT WE'RE GOING TO ADHERE TO GOING

FORWARD WITH THIS FIRM. >> OKAY. IF THERE'S A MIRACLE AND WE HAVE A SUPERINTENDENT THAT EVERYONE IS IN LOVE WITH, THE GROUPS AND EVERYTHING, AND WE MEET THE SEPTEMBER DEADLINE, THAT WOULD BE GREAT FOR THE DISTRICT. HOWEVER, IF IT DOESN'T HAPPEN, THEN THIS FIRM IS GOING TO COMMIT BY WAY OF THIS CONTRACT TO CONTINUE THAT SEARCH UNTIL THEY FIND A SUPERINTENDENT THAT'S GOING TO SUIT THE NEEDS OF THE BELLFLOWER UNIFIED SCHOOL DISTRICT. THOSE TIMELINES, THOSE WERE SET AS LIKE A BENCHMARK, AN OBJECTIVE, A GOAL. BUT IT'S NOTHING THAT -- WE CALL THE SHOTS. WE CALL THE SHOTS. SO THE TIME, IT MAY NOT BE ENOUGH TIME.

IF IT'S ENOUGH TIME, FINE. IF IT'S NOT, WE CALL SHOTS. SO THEY'RE GOING TO WORK IF IT TAKES THEM A YEAR. THEY'RE GOING TO WORK IT UNTIL ALL STAKEHOLDERS AND COMMUNITY MEMBERS AND STAFF AND US, WE HAVE A SAY IN IT. THEY'RE GOING TO CONTINUE TO WORK. IT'S JUST A GOAL. IT WOULD JUST BE SO GREAT TO HAVE A SUPERINTENDENT BY SEPTEMBER. BUT WE KNOW IT MAY NOT BE POSSIBLE. SO DECEMBER. NOT DECEMBER, LET'S SHOOT FOR FEBRUARY. IF NOT, THEY'RE GOING TO KEEP WORKING. OKAY. ANY OTHER QUESTIONS OR COMMENTS? OKAY. WE HAD A MOTION BY DR. ELHESEN. WE HAD A SECOND BY BOARD MEMBER DOWNING. WE HAD QUESTIONS AND

COMMENTS. ROLL CALL PLEASE. >> REVEREND IMEN'S.

>> AYE. >> --

>> MS. GARZA. >> NAY.

>> MS. ARMSTRONG. >> [INAUDIBLE].

[03:10:05]

>> I'M SORRY. HOLD ON JUST A MINUTE.

>> TAKING NOTES. SO BEING THAT THE BOARD HAS MADE A SELECTION ON A FIRM TO ASSIST US WITH THE PROCESS OF HIRING A SUPERINTENDENT, THE NEXT ITEM ON THE AGENDA IS NO LONGER NEEDED.

AND THAT ITEM WAS 6.3. THAT WAS GOING TO BE AN ALTERNATIVE TO SELECTING A SEARCH FIRM WITH THE BOARD OF DIRECTION. ANYWAY, THAT'S NO LONGER NEEDED. SO WITH THAT, I MAKE A -- OKAY.

>> WE MOVE TO ADJOURN? >> I MOVE TO ADJOURN BECAUSE THERE'S NO OTHER BUSINESS. MOVE TO ADJOURN THE MEETING A

* This transcript was compiled from uncorrected Closed Captioning.