Feb 10, 2025 Special School Board

[1. CALL TO ORDER IN PUBLIC SESSION]

[2. CLOSED SESSION]

[00:00:51]

REPORT OUT.

>> TOPICS DISCUSSED IN CLOSED SESSION WERE PUBLIC EMPLOYEE DISAPLIN, DISMISSAL, RELEASE, BOARD TOOK NO ACTION.

[3. SAFETY COMMITTEE APPOINTMENT]

>> OUR FIRST AGENDA ITEM IS THE SAFETY COMMITTEE APPOINT, SO, I WOULD LIKE TO PROPOSE WE TALKED ABOUT THIS BEFORE, A STANDING SAFETY AND SECURITY COMMITTEE. DO I HAVE A MOTION TO APPROVE

THE COMMITTEE? >> SO MOVED.

>> SECONDED. >> ROLL CALL, PLEASE.

>> RENITA ARMSTRONG. >> AYE.

>> AYE. >> MR. KRICHFIELD.

>> AYE. >> MS. GARZA?

>> AYE. >> MS. STUART.

>> I WOULD LIKE TO APPOINT TWO PEOPLE AND MAKE SURE YOU ARE OKAY WITH THAT BUT I WOULD LIKE TO ADD TO THE COMMITTEE CLERK KRICHFIELD AND BOARD MEMBER SENTRON. ARE YOU OKAY BEING ON

THAT COMMITTEE? >> AYE.

>> AYE. >> OKAY, AWESOME.

[4. CONSULTANTS SELECTION – SUPERINTENDENT SEARCH]

>>> OKAY. THANK YOU. GOOD EVENING, BOARD MEMBERS, WE HAVE FOUR PRESENTATIONS FOR YOU THIS EVENING TO ASSIST WITH THE SUPERINTENDENT SEARCH. OUR FIRST PRESENTER WILL BE MR. BEN JOHNSON FROM MCPHERSON AND JACOBSON. MR. JOHNSON.

>> I HAVE TO DO IT TOO, YOU HAVE TO PUSH THE BUTTON THERE AND IT WILL BE GREEN. THERE YOU GO.

>> 95.5-- OKAY. GOOD EVENING, EVERYBODY, BOARD, THANK YOU FOR ALLOWING US TO BE HERE TODAY. IT IS JUST, I WANT TO MAKE SURE OUT OF RESPECT MY COLLEAGUES FROM OTHER SEARCH FIRMERIZE NOT IN THE ROOM WHILE I AM PRESENTING AND I WILL DO THE SAME FOR THEM.

BUT HAWN TOORD BE HERE. IT IS NOT MY FIRST TIME IN BELLFLOWER, I WAS FORTUNATE ENOUGH TO BE HERE IN 2018 WHEN YOU DID A SEARCH PRESENTATION. I WILL TALK A LITTLE ABOUT THAT BECAUSE THERE WAS A DECISION MADE IN THAT SEARCH PROCESS TO INTERNAL BUT ALL THE DATA POINTS WE DISCOVERED DURING THAT PROCESS WE STILL HAVE AND EVEN THOUGH WE WOULD DO SOME THINGS IN ADDITION TO THAT, I THINK THEY WOULD STILL BE VALID POINTS TO HAVE A BASELINE AND TALK HOW THE DISTRICT HAS PROGRESSED SINCE THEN. IF THERE ARE NO QUESTION, I WILL START. DO YOU WANT ABOUT 10-15 MINUTE PRESENTATION AND LEAVE THE REST THE TIME OPEN FOR Q&A? WHAT ARE YOUR THOUGHTS? OKAY. I WILL DO THAT THEN.

>> TAKE THE TIME YOU NEEDISM

. >> THANK YOU. WE ALL TALK ABOUT EDUCATION AND HOW IT IS THE GREAT EQUALIZER, RIGHT? IF GREAT THINGS HAPPEN AT THE DIS, WITH GOVERNANCE, THAT IS THE BOARD&FOR INTENDANT, NOT TWO SEPARATE ENTITIES BUT BOARD AND SUPERINTENDENT, GREAT THINGS HAPPEN IN THE CLASSROOM. WE REALLY, TRULY BELIEVE THAT OUR MISSION AND WHAT WE DO DIFFERENTLY IS REALLY SPEND ING TIME ON MAKING SURE THAT IT IS THE BOARD'S SEARCH. WE DON'T HAVE A COND RAY OF CANDIDATES WE MOVE FROM SMALLER DISTRICS TO LARGE DISTRICTS. WE SPEND A LOT OF TIME, I WILL GO THROUGH THIS IN A MINUTE, ON THE FRONT END, THE CRITERIA, RIGHT? WHAT ARE THE UNIQUE THINGS BELLFLOWER NEEDS TO MAKE SURE YOUR PROCESS IS GOOD, NO SURPRISES TO THE BOARD, SO SPENDING A LOT OF TIME AND BACKGROUND CHECKS AND NOT JUST TALKING TO PEOPLE THAT THE CANDIDATES TELL US TO TALK TO.

BUT DOING THAT DEEPER AND REACHING OUT TO OUR NETWORK. WE HAVE A LARGE NETWORK, EVEN THOUGH WE ARE A NATIONWIDE SEARCH FIRM, ALL OF OUR CONSULTANTS THAT WOULD BE WORKING ON THE SEARCH, EXCEPT HOME OFFICE, ARE BASED IN

[00:05:02]

DISTRICT OF 21,000, THEN COUNTY IS RESPONSIBLE FOR OVER A COUPLE HUNDRED THOUSAND STUDENTS. WE HAVE, I THINK THE BIG PIECE IS THAT WE HAVE 130 CONSULTANTS NATIONWIDE. WHAT THAT GIVES YOU IS JUST NETWORKING. THERE ARE MANY CANDIDATES THAT LEAVE CALIFORNIA AND GO TO OTHER STATES, AND THEN COME BACK TO CALIFORNIA. SO THAT IS IMPORTANT. WE ARE A NATIONWIDE SEARCH FIRM, AS I MENTIONED, BUT WE DO NOT HIRE YOUR SUPERINTENDENT. WE HELP YOU BUILD CRITERIA THAT WOULD HELP YOU IDENTIFY THE TRAITS, ATTRIBUTES YOU WANT IN YOUR NEXT LEADER, BUT YOU SELECT THAT PERSON. I THINK THAT IS A HUGE DISTINCTION, BECAUSE CALIFORNIA IS, IT IS LARGE, BUT SOUTHERN CALIFORNIA IS REALLY SMALL AND TIGHT, RIGHT? SO, SOMETIMES WHAT YOU SEE IS KIND OF SHIFTING OF CALIFORNIA CANDIDATES THROUGHOUT SOUTHERN CALIFORNIA AND SLOW SOUTH. WE DON'T DO THAT. SO, IF WE FIND THE CANDIDATE THAT BEST MEETS YOUR NEEDS, AND THEY RIN NEW YORK CITY, LEADERSHIP IS LEADERSHIP. SO YOU WILL HEAR PEOPLE SAY, WELL CALIFORNIA IS DIFFERENT, OF COURSE IT IS DIFFERENT, BUT GREAT LEADERSHIP AND WHAT YOU NEED IN A CRITERIA, YOU NEED, YOU CAN FIND ANYWHERE. SO WE ARE INTENTIONAL ABOUT DOING THAT AS A PRIORITY. I WILL TALK PHILOSOPHICALLY IN A MINUTE ABOUT WHAT I THINK ABOUT WHEN YOU START LOOKING AT YOUR TRITERIA, THE NEXT POINT, EVERYBODY HAS DIFFERENT OPINION ON, BUT WE ARE PASSIONATE AND IT IS ONE OF THE REASONS WHY CSB HAD US FOR YEARS AS THEIR ONLY PARTNER IN SEARCHES THAT ENGAGING YOUR EDUCATION PARTNERS IS CRITICAL, AND BY THAT I MEAN YOUR BARGAINING UNIT, COMMUNITY, EMPLOYEES, WHEN WE DID THE, AND I STILL HAVE THE DATA FROM WHEN WE DID YOUR PARTNER'S MEETINGS LAST TIME, WE SPOKE TO 90 PEOPLE THROUGHOUT THE DISTRICT IN 11 SEPARATE GROUPS. INSTEAD OF HAVING A BIG-TOWN HALL MEETING WHERE YOU INVITE PEOPLE OR DO THE ONLINE PROCESS, AND WE DID BOTH OF THOSE, WE MET WITH EACH OF YOUR BARGAIN UNITS, WE MET WITH CLASSIFIED, CERTIFICATED, WE MET WITH BUSINESS LEADERS. WE ALSO MET WITH STUDENTS. SO A LOT OF TIMES PEOPLE SAY, WHAT ARE STUDENTS GOING TO TELL YOU IF YOU HAVE KIDS, YOU KNOW, STUDENTS WILL TELL YOU A LOT, RIGHT? SO, HAVING THAT KIND OF CANDID DISCUSSION WITH STUDENTS, WHAT THEY NEED, AND WHAT THEY ARE LOOKING FOR IN A LEADER, YOU WOULDN'T BE SURPRISED IT ALIGNS VERY WELL WITH WHAT THE ADULTS SAID, THEY GET IT. WE WILL TALK ABOUT OUR TRACK RECORD IN A SECOND. SO THIS WILL BE OUR TEAM ON THE SEARCH, BOTH AS MENTIONED, I AM LONG-TERM BOARD MEMBERS, WHERE HAVE DONE OVER 23 SUPERINTENDENT SEARCHES. I THINK I AM AT 25 RIGHT NOW. THEN BOTH BILL HEWITT HAS DONE I THINK CLOSE TO 42 SEARCHES AND CHRISTY WILSON HAS DONE A FEW, HANDFUL.

I AM GOING TO SKIP OVER THIS ABOUT WHY. I THINK RIGHT HERE BULLET FOUR IS PROBABLY THE MOST IMPORTANT, SO, THE CANDIDATES WE HAVE HIRED, THIS IS MCPHERSON'S NUMBERS, 80% ARE IN THIS POSITION AFTER FIVE YEARS, THAT IS IMPORTANT. THE SUSTAINABILITY OF LEADERSHIP. USUALLY DOESN'T HAPPEN BECAUSE THE CRITERIA PIECE ISN'T DONE, I WILL BOAST A LITTLE BIT, MY NUMBERS ARE 97% OF THE CANDIDATES I HAVE PLACED ARE STILL IN THOSE POSITIONS, AND I HAVE BEEN DOING SEARCHES WITH MCPHERSON FOR OVER SEVEN YEARS . BULLET TWO IS CRITICAL, AND I TALKED ABOUT WHEN YOU THINK ABOUT THE SEARCH PROCESS, A LOT OF PEOPLE TAKE IN, REALLY GET REALLY NARROW ABOUT WHAT YOU WANT IN YOUR LEADER. I WOULD THINK ABOUT BEING BROAD AS FAR AS THINGS THEY HAVE TO HAVE, BUT THE CHARACTERISTICS, TRAITS, AND ATTRIBUTES, SKILLSET BE NARROW, BUT DO THEY HAVE TO SPEAK SPANISH? DO THEY HAVE TO HAVE BEEN A SUPERINTENDENT? I WORK WITH A DISTRICT WHERE THEY, THE LEADER HAD TO HAVE FIVE YEARS IN A CLASSROOM, WHAT IF THAT PERSON

[00:10:01]

SOMETIMES IT IS JUST TIMING. I HAVE HAD SITUATIONS WHERE WE JUST EXTENDED THE SEARCH PROCESS FOR A MONTH. I CAN THINK BACK DURING COVID, AND WE HAD 12 CANDIDATES THAT WERE MEDIOCRE AT BEST, QUITE FRANKLY, AND THEN WE EXTENDED IT FOR ANOTHER MONTH, GOT ANOTHER 27 CANDIDATES, AND ONE OF THOSE, NOT TOO FAR DISTRICT FROM HERE, ONE OF THOSE CANDIDATES BECAME SUPERINTENDENT OF THE YEAR AND IS A SUPER STAR, SOMETIMES IT IS JUST TIMING. WE WILL FOCUS ON A TIMELINE AND I THINK WHAT YOU ARE LOOKING FOR WE CAN HIT WITHOUT PROBLEM. BUT I WOULD SAY DON'T EVER SETTLE TIMELINE FOR THE QUALITY OF CANDIDATE BECAUSE THAT WILL HURT YOU, HURT YOUR STUDENTS AND SET THE DISTRICT BACK, MUCH FURTHER THAN EXTENDING FOR A MONTH. HERE IS OUR PROCESS, I TALKED ABOUT PHASE ONE. PHASE ONE IS REALLY WHERE WE SPEND TIME KIND OF GETTING THE BASELINE FOR EVERYTHING. SO, WE REALLY DO BELIEVE CRITERIA IS CRITICAL, THAT SPENDING THE TIME ON IDENTIFYING THE TRAITS, IT TAKES A FEW HOURS TO DO THAT, IT SHOULD NEVER BE RUSHED. I KNOW SOME PEOPLE CREATE LEADERSHIP PROFILES. AND THEY SERVE THEIR PURPOSE, BUT REALLY WORKING WITH THE BOARD AND NOT A COOKIE CUTTER CRITERIA, RIGHT? A CRITERIA THAT IS UNIQUE TO YOU AND YOUR DISTRICT. PHASE TWO, I TALKED ABOUT ALREADY, I THINK, ONCE WE ARE SELECTED, REGARDLESS OF WHO THE DISTRICT IS, WE CREATE THE CRITERIA WITH THE BOARD, WE START IDENTIFYING CANDIDATES IMMEDIATELY. WE DON'T JUST POST SOMETHING UP ON ED-CAL, OUR OUR WEB PAGE OR YOUR WEB PAGE, WE ARE INTENTIONAL ABOUT THE CANDIDATES WE GO AFTER, BECAUSE THEY ARE GOING TO BE A LOT OF PEOPLE THAT ARE QUALIFIED. THE LAST TIME WHEN WE STARTED YOUR SEARCH PROCESSES BACK IN 2018, WE HAD 43 CANDIDATES FOR THE SEARCH. SO WE HAD A LOT OF REALLY TALENTED PEOPLE, AND I WILL SAY THIS RESPECTFULLY. EVEN IF THE BOARD HAS INTERNAL CANDIDATES THAT ARE APPLYING FOR THE POSITION, THAT IS GREAT. LET THEM COMPETE LIKE EVERYBODY ELSE. ALL THAT DOES IS REINFORCE THAT THEY ARE THE BEST, BECAUSE THEY COMPETED IN AN ENVIRONMENT THAT IS PUBLIC, I WILL TALK ABOUT THE INTERVIEW PROCESS IN A SECOND, WHERE YOU CAN ADD OTHER PEOPLE AS PART OF THE PROCESS. BUT GREAT CANDIDATES CAN COMPETE WHETHER THEY ARE INTERNAL, EXTERNAL.

PHASE THREE WE DO TRY TO DO AS MUCH OF THE HARD WORK FOR YOU, SO THE OBJECTIVE IS LETS SAY YOU HAD THE SAME SITUATION BEFORE, 40-PLUS CANDIDATES THAT APPLY, QUITE CANDIDLY I THINK YOU WILL HAVE LESS, CLOSER TO 30-SOMETHING THAT WILL APPLY. WE WILL BRING TO THE BOARD, MY GUT IS BETWEEN 8-12 CANDIDATES WE CALL OUR SHORT LIST THAT WE SCREEN OUT CANDIDATES FIRST THAT AREN'T QUALIFIED. IF YOU SAY YOU WANT SOMEONE THAT SERVED ON CABINET, THAT WOULD BE A SUGGESTION TO YOU, BECAUSE YOUR DISTRICT IS NOT A STARTER DISTRICT, YOU ARE NOT A DISTRICT

[00:15:02]

AND THEN WHO MAY BE QUALIFIED BUT DOESN'T MEET YOUR CRITERIA, WE WOULD SCREEN THOSE PEOPLE AND BRING SHORT LIST OF EIGHT TO 12 PEOPLE, THE BOARD WOULD HAVE THE ABILITY TO REVIEW EVERY SINGLE PERSON THAT APPLIED AND WE WOULD HAVE DISCUSSIONS WHO WE BROUGHT FORWARD, WHY WE DIDN'T THEM FORWARD AND WHERE WE THINK THE GAPS ARE. WE DO INITIAL BACKGROUND CHECKS ON THOSE CANDIDATES BEFORE THEY EVEN COME TO THE BOARD. WE DON'T JUST TALK TO WHO THEY TELL US TO TALK TO BECAUSE PEOPLE TELL YOU TO TALK TO THE PEOPLE WHO SAY THE RIGHT THINGS. WE TALK TO THOSE PEOPLE, WE GO THREE DEEP AND TALK TO THREE ADDITIONAL PEOPLE AND SAY, WHO ELSE, WHAT ELSE DO YOU KNOW ABOUT THIS CANDIDATE? WHAT ELSE CAN YOU TELL US? WHAT ELSE IS IMPORTANT ABOUT THE CANDIDATE? THEN WE REACH OUT TO OUR NETWORK. THE ONLY TIME WE DON'T TALK TO CERTAIN PEOPLE IS IF THAT PERSON IS SITTING SUPERINTENDENT AND THAT ROLE ONLY, BECAUSE SOMETIMES UNLESS THEY ARE FINALIST, THEY ARE PUTTING THEIR CAREER AT RISK BY LETTING THEIR BOARD KNOW THEY ARE LOOKING. BUT ONCE THEIR ARE FINALISTS, AND THAT IS, WE GO FROM THE SHORT LIST OF 8-12 PEOPLE TO THE FOUR PEOPLE TO SIX AT THE MOST THE BOARD WILL INTERVIEW. EVERYTHING IS OPEN BECAUSE NOW YOU ARE SAYING WE ARE GOING TO POTENTIALLY HIRE YOU, WE WANT YOU TO MAKE IT TO THE INTERVIEW PROCESS. SO WE, THERE IS NO ONE WE CAN'T TALK TO, WE HAVE TO BE ABLE TO TALK TO ANYBODY. IF THEY ARE WORRIED ABOUT THE BOARD, THAT THEIR BOARD, THAT IS JUST A CHANCE THEY ARE GOING TO HAVE TO TAKE BECAUSE NOW YOU ARE POTENTIALLY GOING TO HIRE THAT CANDIDATE. WE DO TYPICAL THINGS YOU WOULD EXPECT ON INTERVIEW PROCESS, WE ASK QUESTIONS, EVERYBODY ASKS QUESTIONS, BUT THAT IS LIMITING BECAUSE THERE ARE PEOPLE THAT ARE GREAT AT ANSWERING QUESTIONS AND GREAT INTERVIEWING, WE SPEND TIME DOING OTHER THINGS IN ADDITION TO SCENARIOS WE CAN SET UP PRE-INTERVIEW MEETINGS WITH THE BOARD, TWO BOARD MEMBERS TO GET THE KNOW THE CANDIDATES BETTER IN A SOCIAL SETTING THAN JUST THE INTERVIEW PROCESS. AND WHEN YOU, I FORGOT TO MENTION, WHEN YOU GET THE SHORT LIST OF CANDIDATES, THE ONES YOU DECIDE FROM THAT WHO YOU ARE GOING TO INTERVIEW, WE HAVE VIDEOS YOU GET TO WATCH OF ALL 8-10 OF THOSE CANDIDATES AND THEY ANSWER ANYWHERE FROM THREE TO FOUR QUESTIONS THAT WE COME UP WITH THAT WILL GIVE INSIGHT ON WHO THE CANDIDATES ARE. SO WE TRY TO PROVIDE AS MUCH INFORMATION AS POSSIBLE BEFORE YOU MAKE THE DECISION WHO YOU ARE GOING TO SELECT FROM THAT SHORT LIST TO INTERVIEW. THE INTERVIEWS, I MENTIONED WITH THE BOARD'S ROLE IS, A LOT OF BOARDS LIKE TO HAVE COMMUNITY PANELS AS PART OF THE INTERVIEW PROCESS. YOU MAY HEAR THAT THEY WILL PROCLUDE PEOPLE FROM APPLYING. I HAVE NEVER HAD THAT HAPPEN. IF SOMEBODY ISN'T COMFORTABLE WITH ENGAGING WITH THE COMMUNITY IN A PANEL INTERVIEW, THEY MAY NOT BE THE RIGHT CANDIDATE IF YOU WANT THAT KIND OF PROCESS, RIGHT? THAT IS WHEN WE GET INTO THAT WHOLE DISCUSSION ABOUT FIT. BUT I AM VERY PROTECTIVE OF MY CANDIDATES, TOO, BECAUSE IF ANYTHING GETS OUT BEFORE THEY ARE DETERMINED TO BE A FINALIST, THAT COULD RUIN THEIR CAREER. WE MAKE EVERY PERSON SIGN CONFIDENCHALITY, IT IS CONFIDENTIAL, NOT JUST DURING THE INTERVIEW, BUT FOREVER, BECAUSE THAT IS THEIR CAREER. SO WE SPEND, WE THINK AS MUCH INFORMATION THAT THE BOARD CAN HAVE BEFORE THEY MAKE THAT DECISION, THE BETTER PROCESS YOU HAVE, FIRST OF ALL, IT HELPS THAT CANDIDATEER WHO BECOMES YOUR NEW LEADER, GETS COMMUNITY BUY IN BECAUSE THEY HAVE BEEN INVOLVED. THEY DO NOT RANK CANDIDATES AND TELL YOU WHO TO HIRE AND NOT TO HIRE, THEY SEE HERE ARE THE THINGS WE SAW, STRENGTHS IN THIS CANDIDATE, THE THINGS WE SAW AS POTENTIAL OPPORTUNITY, AND THAT INFORMATION IS GIVEN TO THE BOARD. NO ONE WALKS OUT OF THAT ROOM SAYING, WELL THEY DIDN'T PICK THE PERSON WE WANTED TO PICK, THERE IS NO DISCUSSION WHOED WHO AND WHO THOUGHT WHO WAS GREAT. BUT IT DOES PROVIDE THE BOARD REALLY GOOD INFORMATION ABOUT, IS THERE CONSISTENCY FROM BETWEEN WHAT THE BOARD SAW AND WHAT THE PANEL SAW, AND IN MOST CASES THE PANEL

[00:20:04]

THOSE PRIORITIES ARE BASED ON WHAT THE BOARD'S VISION IS, SO WHEN WE DO, WHEN I DO GOAL SETTING I HAVE THE GOVERNANCE TEAM REVIEW YOUR MISSION STATEMENT, REVIEW YOUR GOALS AND PRIORITIES, BECAUSE THOSE THINGS CAN CHANGE. IF YOU DON'T HAVE A DISCUSSION ABOUT WHAT YOUR MISSION STATEMENT IS, WHAT YOUR VISION STATEMENT IS, AND THEN TALK ABOUT GOALS, YOU COULD BE MISSING A BIG DISCONNECT BETWEEN WHAT THE GROUP THAT CREATED THOSE THINGS, FIVE, TEN YEARS AGO MAYBE, OR EVEN LONGER, IS THAT STILL RELEVANT AND IMPORTANT TO THIS BOARD? IF IT IS, GREAT, BUT IF NOT, YOU STILL HAVE TO TALK ABOUT IT BECAUSE YOU ARE THE LEADERS OF THE DISTRICT. IF YOUR LEADER LEAVES FOR ANY REASON, WITHIN TWO YEARS WE DO THE SEARCH NO COST TO THE BOARD. AND I PROBABLY HAVE NOT HAD TO DO THAT AT ALL.

I WILL STOP HERE AND LEAVE TIME FOR QUESTIONS, BECAUSE I CAN PROBABLY GO ON LONGER THAN I SHOULD. DEFINITELY OPEN TO THE

QUESTIONS FROM THE BOARD. >> COLLEAGUES, IS THERE ANYBODY THAT HAS QUESTIONS? COMMENTS?

>> WHEN YOU SAY TWO-YEAR GUARANTEE, AND FOR ANY REASON, IS THERE GOING TO BE CONTINGENCY HOW MANY ORIGINAL BOARD MEMBERS?

>> NO, THANK YOU, GREAT QUESTION, IT HAS NOTHING TO DO WITH THE BOARD MEMBERS. SO EVEN IF YOU HAD A CHANGE IN YOUR BOARD, AND MAJORITY OF THE BOARD SAID THIS PERSON IS NOT WORKING OUT, WE WOULD STILL DO THE SEARCH NO COST FOR THE BOARD.

THAT IS ON THE RECORD T. EXCEPT FOR EXPENSES. SO IF THERE IS TRAVEL EXPENSES FOR THE SEARCH PERSON, WHICH WOULD BE ME, I LIVE IN RIVERSIDE. SO THERE IS NO REAL COST.

>> YOU SAY CONFIDENTIAL UNTIL WHAT?

>> NO END. THAT WAS MY POINT, REINFORCING THAT THE PROCESS, WHEN THE CANDIDATES ARE INVOLVED WITH THE BOARD AND FOR THE COMMUNITY PANEL, I WASN'T CLEAR ON THAT, THAT PROCESS IS ALWAYS

CONFIDENTIAL. >> TO THE VERY END UNTIL WE

SELECT? >> FOR THE PERSON YOU SELECT IS OPEN TO THE COMMUNITY AND TO THE PUBLIC. BUT THE OTHER CANDIDATES THAT APPLY SHOULD ALWAYS REMAIN CONFIDENTIAL BECAUSE IT IS

CONFIDENTIAL. >> I WANTED TO MAKE SURE THAT

PART WAS CLEAR. >> YES, MA'AM.

>> THANK YOU. >> THANK YOU.

>> VICE PRESIDENT GARZA? >> YOU MENTIONED THAT WE SHOULD TAKE OUR TIME TO SELECT THE RIGHT PERSON. IF WE HAVE TO EXTEND OUR TIMELINE BEYOND RECOMMENDED, WILL THERE BE AN

ADDED COST? >> THERE IS NO ADDITIONAL COST.

>> THANK YOU. >> YOU ARE WELCOME.

>> CLERK? >> THANK YOU, MADAM PRESIDENT.

BEN, THANKS FOR BEING HERE. >> THANK YOU.

>> I KNOW YOU HAVE STOOD THERE A COUPLE OF TIMES AND THIS IS A

LOT MORE PLEASANT THIS TIME. >> THANK YOU.

>> ONE OF THE INGS, I APPRECIATE YOU SAYING IS THE TIME, AND MAKING SURE WE TAKE OUR TIME AND DO THIS PROPERLY. I KNOW THAT WAS A CONCERN LAST TIME AND YOU STOOD THERE AND SAID EXACTLY THAT, AND WEREN'T WILLING TO SAY WHAT YOU THINK MAYBE PEOPLE WANTED TO HEAR, YOU STUCK TO THAT. I THINK THAT THE TIME WE TAKE IS GOING TO BE VERY IMPORTANT.

>> THANK YOU. >> WORST CASE SCENARIO, STICK AROUND A LITTLE LONG TO HELP BUILD THE GAP, THAT WOULD BE

GOOD TOO. >> I AM CURIOUS, WHEN YOU MENTIONED INTERNAL CANDIDATES, AND THEN BEING ABLE TO COMPETE, ALONGSIDE EVERYBODY ELSE, WHICH I AGREE, WHAT HAS BEEN YOUR EXPERIENCE WITH INTERNAL CANDIDATES? HOW DO YOU MAKE SURE

THAT THEY GET A FAIR SHAKE? >>

>> I HAVE SEEN BOTH HAPPEN, GREAT QUESTION, I LIKE BEING

[00:25:05]

>> I APPRECIATE IT. ONE MORE QUESTION. I KNOW YOU MENTIONED, I AGREE, LEADERSHIP IS LEADERSHIP, WHETHER FROM NEW YORK OR SOMEBODY IN CALIFORNIA, THAT IS A CONVERSATION THAT WOULD HAPPEN AS FAR AS WHAT THE BOARD IS LOOKING, IF THE BOARD WAS LOOKING FOR SOMEBODY MORE LOCAL IN A SIMILAR DISTRICT, SIMILAR DEMOGRAPHIC, THAT WOULD BE PART OF THE SEARCH?

>> IT WOULD BE-- IT IS YOUR SEARCH. IF THE BOARD SAID WE REALLY WANT TO MAKE SURE OUR CANDIDATES HAVE HAD ESPECIALLY WITH CRAZINESS THAT HAPPENED IN CALIFORNIA RECENTLY, WE WANT SOMEONE THAT HAD EXPERIENCE IN THE DISTRICT THAT HAS X-NUMBER OF STUDENTS IN CALIFORNIA FOR X-NUMBER OF YEARS, WE WOULD MAKE

THAT PART OF THE CRITERIA. >> BOARD MEMBER? CAN YOU ELIMINATE MORE ON THE YOU REFERENCE BACKGROUND CHECKS MORE THAN JUST REFERENCING THEY PROVIDE, WHAT IS THAT YOU DO

ADDITIONALLY? >> UM, WE ASK A SERIES OF QUESTIONS THAT ARE THE SAME OF ALL CANDIDATES, HOW DO YOU KNOW, NOT GIVING ALL THE SPECIFICS BUT HOW DO YOU KNOW THE CANDIDATES AND WHAT CAPACITY, WE TALK ABOUT STRENGTHS AND AREAS OF OPPORTUNITY, WE ASK IN REFERENCE CHECKS, GIVE ME EXAMPLES OF HOW THEY DEMONSTRATED THAT AS OPPOSED TO FLUFFY KIND OF COMMENTS, AND THEN WE ASK THOSE PEOPLE, CAN YOU GIVE US TWO OR THREE ADDITIONAL PEOPLE WE COULD TALK TO THAT COULD ALSO PROVIDE INSIGHT ON THAT PERSON'S CHARACTER, AND SKILLSET. THEN THEY GIVE US THAT INFORMATION. WE DO THE SAME THING WITH THOSE.

WHEN I SAY GOING THREE DEEP, JUST TALK TO WHO THEY TOLD US TO TALK TO, WE TALK TO ADDITIONAL PEOPLE IN THE PROCESS. BECAUSE OUR NETWORKING, NOT ONLY NATIONALLY, WITHIN CALIFORNIA, IS REALLY STRONG. EVERY ONE OF OUR CONSULTANTS IS MEMBER OF EVERY MAJOR GROUP, SUB GROUPS AND SOMETIMES AS BOARD MEMBER I GET INFORMATION FROM FELLOW BOARD MEMBER COLLEAGUES THAT SUPERINTENDENTS WOULDN'T GET. I THINK MOST OF YOU KNOW REALLY INVOLVED CSP FOR A LONG TIME, SO, HAVING THAT NETWORK ALSO

HELPS TOO. >> DOES THAT ANSWER YOUR

QUESTION? >> ALMOST.

>> YES. >> THANK YOU.

>> YOU ARE WELCOME. >> ANY OTHER QUESTIONS?

>> I REALLY LIKE THE IDEA OF PANEL INTERVIEWS. I THINK OUR COMMUNITY IS REALLY IMPORTANT. SO WHEN YOU TALK ABOUT, YOU KNOW, HAVING REPRESENTATION FROM BARGAINING AND FROM UNITS AND OUR UNIONS, I THINK THAT IS REALLY IMPORTANT. I WOULD LIKE TO GET AS MUCH FEEDBACK AS POSSIBLE. SO, I LIKE THAT, THANK

YOU. >> THANK YOU. I REVIEW THE EDUCATION PARTNER SESSIONS, DATA POINTS, AND THE LEVEL OF CONSISTENCY FROM THE GROUPS AND THE FEEDBACK ABOUT TRANSPARENCY BEING VISIBLE, ENGAGING PEOPLE AT A HIGH LEVEL, THE

[00:30:02]

AVAILABLE AS YOU CAN. >> I KIND OF WANT TO ASK THE QUESTION ABOUT TRACK RECORD. CAN YOU PROVIDE US SOME REFERENCES FROM PREVIOUS CLIENTS THAT YOU THAT HAVE USED YOUR SERVICES THAT ARE OR CAN BARE A LITTLE BIT OF OUR DISTRICT?

>> SURE. THEN I JUST WANTED TO TAKE A-- BEING HERE, AND HELPING THE BOARD OF 2018 OUT, I JUST WANT TO MAKE SURE THAT IS NOT THE MINDSET THE COMPANY COMES IN WITH, THINKING WE ARE THE SAME BOARD OR THAT WE HAVE THE SAME NECESSITIES OR LOOKING FOR THE

SAME KIND OF PEOPLE. >> THAT IS REALLY KIND OF YOU TO SAY THAT. CANDIDLY I WOULDN'T BE HERE IF I THOUGHT THAT. I, I WANT TO SAY THANK YOU AGAIN FOR SAYING THAT. I THINK THAT IN LOOKING AT THE THINGS THAT, AND THE CHALLENGE THIS BOARD FACED OVER THE LAST FEW YEARS, I KNOW WHAT I WOULD BE LOOKING FOR, BY JUST THE THINGS I HAVE READ AND HEARD ABOUT THE BOARD, IT IS CLEARLY A DIFFERENT BOARD AND DIFFERENT VALUESISM PRIORITIES.

BUT THANK YOU. >> I APPRECIATE THAT. THANK YOU.

>> WELCOME. >> THERE'S ARMSTRONG.

>> I AM GOING TO PIGGY BACK, NOT ONLY A DIFFERENT BOARD T IS A DIFFERENT ADMINISTRATION ALSO, AND I DO WANT TO ASK ALSO, THOUGH, THAT IF WE HAVE PARENTS OR STUDENTS THAT HAS VISUAL IMPAIRMENTS, HEARING IMPAIRMENT, MOTOR IMPAIRMENT, OR SPEECH IMPAIRMENTS, WILL YOU PROVIDE A WAY FOR THEM TO PARTICIPATE?

>> WE HAVE ALWAYS DONE THAT. I WILL GIVE YOU A PERSONAL THING, SEEING HOW WE ARE TALKING ABOUT THIS, MY WIFE IS A VI TEACHER, SPECIAL ED VI TEACHER. I WOULD GET SMACKED IN THE BACK OF MY HEAD IF I DO SOMETHING TO MAKE THAT ACCOMMODATION, I DO THING, WHAT YOU ARE REFERENCING NOT THE MOST CANDED FEEDBACK. WE HAVE DONE THOUSANDS OF SEARCHES ACROSS THE COUNTRY AND ALWAYS, ALWAYS, ACCOMMODATED CANDIDATES AND THOSE THAT WANT TO BE INVOLVED, NOT ONLY SPECIAL NEEDS ACCOMMODATION PERSPECTIVE BUT ALSO LANGUAGE PERSPECTIVE. SO, IT DOESN'T MATTER IF IT IS ONE STUDENT OR 500 STUDENTS, WE WILL DO WHAT WE NEED TO DO TO MAKE SURE EVERYBODY FEELS LIKE THEIR VOICE IS HEARD.

>> YOU KNOW, I JUST WANT TO SAY I APPRECIATE THAT, BECAUSE I DIDN'T KNOW YOU IN 2018, BUT I AM GLAD THAT YOU ARE STEADFAST AND WANTING TO PROVIDE YOUR SERVICES TO OUR DISTRICT. I DO

APPRECIATE THAT. >> THANK YOU.

>> ALL RIGHT. >> I AM A LITTLE BIASED, I THINK I TOLD YOU WHEN I WAS FIRST HERE, WHEN I FIRST GOT IN

[00:35:03]

HOME. >> VICE PRESIDENT GARZA?

>> THANK YOU. >> YOU MENTIONED THAT YOU WOULD ALSO DO THESE PANELS IN A DIFFERENT LANGUAGE.

>> YES. >> DO YOU HAVE PEOPLE WORKING FOR YOU THAT ARE ABLE TO DO IT IN SPANISH, BUT NOT IN MAYBE

ANOTHER LANGUAGE? >> WE HAVE ON OUR TEAM, WE HAVE SOMEONE THAT IS SPANISH IS THEIR PRIMARY LANGUAGE. I WOULD HAVE TO USE A CONSULTANT OUTSIDE OF CALIFORNIA TO DO IT.

>> GO AHEAD. >> GO AHEAD.

>> THAT IS OKAY. >> IF THERE WERE OTHER LANGUAGES, WE WOULD TALK TO THE DISTRICT, FOR EXAMPLE, THERE IS NO ONE IN OUR TEAM IN CALIFORNIA THAT IS VIETNAMESE IS THEIR PRIMARY LANGUAGE SO WE WORK WITH THE DISTRICT, CAN WE USE SOMEONE IN THE DISTRICT AS RESOURCE OR THROUGH OUR OFFICE TRYING TO FIND SOMEONE ELSE THROUGH THE OFFICE. WHATEVER IT IS, WE WOULD

MAKE THAT ACCOMMODATION. >> THANK YOU FOR COMING BACK.

>> THANK YOU, THANK YOUF. >> ANY OTHER QUESTIONS?

>> THANK YOU SO MUCH, WE APPRECIATE IT.

>> THANK YOU. >> THANK YOU SO MUCH.

>> THANK YOU.

>> WE ARE GOING TO TAKE ONE MINUTE TO BRING IN OUR SECOND GROUP.

>> ARE YOU OKAY IF I INTRODUCE OUR SECOND GROUP?

>> ABSOLUTELY. THANK YOU. >> OKAY. OUR SECOND GROUP WILL BE MR. JOEL SHAPIRO AND RUTH PEREZ ASHLEY FROM THE COSTCO GROUP. THANK YOU FOR JOINING US THIS EVENING.

>> GOOD EVENING. VERY NICE TO BE WITH YOU TONIGHT. AS WE SAID WE ARE FROM THE COSTCO GROUP, I AM JOEL SUPERO, THIS IS RUTH ASHLEY, AND WE WILL GET STARTED. THE COSTA GROUP WAS FOUNDED BY DR. FRANK IN THE YEAR 2000, WE ARE IN OUR 25TH YEAR. DOCTOR COSTCO HAD BEEN THE SUPERINTENDENT MANY YEARS AND WHEN HE RETIRED, LONG WITH OTHER RECENTLY RETIRED SUPERINTENDENT THEY STARTED THE GROUP AND I HAVE BEEN PLEASED TO BE A MEMBER OF THE COSTCO GROUP SINCE I RETIRED AS SUPERINTENDANT ABOUT TEN YEARS AGO. I HAVE ENJOYED IT VERY MUCH.

>> IF I FEEL IT NEVER WORKS, IT IS NOT YOU, IT NEVER WORKS.

>> WHERE ARE THEY SUPPOSED TO POINT?

>> COULD BE ME AS WELL. >> WHERE IS THE BEST PLACE FOR

THEM TO POINT? >> OKAY.

>> THIS WAY? >> IT DID WORK, BUT I DON'T KNOW

IF I DID THAT. >> THANK YOU.

>> CAN YOU SAY CO GROUP, WE ALSO GO BY TCG. I WANT TO TALK ABOUT SOME OF THE THINGS TC AND G STAND FOR. FIRST OF ALL, TRUST, IT IS CRITICAL WHEN WE WORK WITH THE DISTRICT THAT WE HAVE A HIGH LEVEL OF TRUST RELATIONSHIP WITH THE BOARD. WITH WE PRIDE OURSELVES ON THAT. DEVELOPING THE TRUST WITH THE BOARD IS BASED ON OUR CREDIBILITY, KNOWING THAT WE WILL FOLLOW THROUGH, KNOWING THAT YOU CAN TRUST US TO LIVE UP TO ALL THE GUARANTEES WE GIVE YOU. THE OTHER AREA OF TRUST THAT IS CRITICAL IS YOUR COMMUNITY. YOUR STAKEHOLDERS, A SUCCESSFUL SUPERINTENDENT SEARCH NOT ONLY WORKS TO GET YOU THE RIGHT FOR SUPERINTENDENT, BUT YOU WANT YOUR STAKEHOLDERS TO FEEL THEY BEEN LISTENED TO, THAT THEY HAD AN OPPORTUNITY TO BE INVOLVED.

WE HAVE BEEN VERY PLEASED WITH THE FEEDBACK WE HAVE RECEIVED OVER THE YEARS OF STAKEHOLDERS SAYING YOU KNOW WHAT? THEY CAME IN AND REALLY LISTENED TO US, THEY PAID ATTENTION TO WHAT WE HAD TO SAY. SO THE TRUST, NOT ONLY INCLUDES THE BOARD, BUT ALSO YOUR STAKEHOLDERS. THE C FOR COMMITMENT, WE ARE COMMITTED TO YOUR SUPERINTENDENT BEING SUCCESSFUL ONCE THAT SUPERINTENDENT IS HIRED, NOT JUST UP TO THE POINT OF BEING

[00:40:03]

>>> THE G FOR GUIDANCE, WE PROVIDE GUIDANCE FOR YOU BASED UPON OUR EXPERIENCE, BUT YOU MAKE THE DECISIONS. THE BOARD MAKES ALL THE DECISIONS, BUT WE REALLY PRIDE OURSELVES ON THE LEVEL OF GUIDANCE THAT WE CAN SUPPLY. NEXT ONE. SO, LITTLE BIT OF WHAT WE HAVE LEARNED ABOUT BELLFLOWER THAT WE ARE REALLY IMPRESSED WITH, VERY STABLE DISTRICT, 10 DISTINGUISHED SCHOOLS, THREE NATIONAL BLUE RIBBON SCHOOLS, A GOLD RIBBON SCHOOL DISTRICT, PBIS PROGRAMS RECOGNIZED FOR EXCELLENCE, DIVERSE STUDENT BODY, AND THE BOARD AND DISTRICT FOCUSED ON EQUITY, ACHIEVEMENT, AND COMMUNITY. I BRING THIS UP BECAUSE THIS IS GOING TO BE A DISTRICT THAT WILL BE, REALLY, BE APPEAL TO MANY CANDIDATES. THIS IS A PLACE WHERE A LOT OF STRONG CANDIDATES ARE GOING TO COME BECAUSE YOUR REPUTATION IS STRONG, AND THE STABILITY OF THE DISTRICT AND THE BOARD IS REALLY, PROVIDES FOR THAT REPUTATION. SO WE FEEL THAT WE NO LACK OF ROLEY STRONG CANDIDATES. NEXT SLIDE.

>>> A LITTLE BIT ABOUT, I GUESS WE HAVE TO HIT THEM ONE AT A TIME HERE. LITTLE ABOUT US, I WILL START BY GIVING YOU MY BACKGROUND, I RETIRED JUST ABOUT TEN YEARS AGO AS SUPERINTENDENT OF SOUTH PASADENA, I WORKED FOR 42 YEARS AS PUBLIC EDUCATOR, IN ADDITION TO BEING THE SUPERINTENDENT AT THE TIME, I WAS AN ADVISOR TO ED LEADER 21, WHICH IS AN ORGANIZATION THAT IS FOCUSED ON BRINGING 21ST CENTURY SKILLS TO SCHOOLS THROUGHOUT THE COUNTRY.

PRIOR TO GOING TO SOUTH PASADENA SUPERINTENDENT I HAD BEEN ASSISTANT AND DEPUTY IN BURBANK UNIFIED, I HAVE BEEN ELRIMENTRY AND SECONDARY PRINCIPAL IN MY CAREER. I RECEIVED, I WAS ADJUNK PROFESSOR AT TWO COLLEGES, RECEIVED SEVERAL AWARDS FROM AXA, INCLUDING REGIONAL AWARDS, AND I AM CURRENTLY THE PRESIDENT OF THE COSTA GROUP, IN ADDITION TO DOING SUPERINTENDENT SEARCHES WHICH I LOVE, I SPENT MY TIME SINCE RETIRING AS A COACH TO MANY SUPERINTENDENTS AND OTHER DISTRICT ADMINISTRATORS,ER AND I HAVE WORKED CLOERSLY WITH BOARDS OF EDUCATION, DOING GOVERNANCE TRAINING, GOVERNANCE WORKSHOPS, I AM ON MY WAY TO DO ONE TOMORROW IN ANOTHER AREA. I HAVE ENJOYED THAT VERY MUCH AS WELL.

LET ME INTRODUCE MY COLLEAGUE, RUTH, TO TAKE OVER.

>> THANK YOU. GOOD EVENING, BOARD MEMBERS. GOOD EVENING, STAFF. PLEASURE TO BE HERE. RECENTLY I RETIRED FROM LONG BEACH UNIFIED SCHOOL DISTRICT AS DEPUTY SUPERINTENDENT FOR 34 YEARS OF SERVICE. WHILE I STARTED OUT AS AN ELEMENTARY TEACHER AND PRINCIPAL BEFORE MOVING INTO THE CENTRAL OFFICE, I SPENT THE LAST 16 YEARS OF MY CAREER OVERSEEING BOTH HR AND ED SERVICES, I ALSO HAVE EXPERIENCE AS ADJUNCT PROFESSOR AT LONG BEACH STATE AND SPENT THE LAST FOUR YEARS COACHING NUMEROUS ADMINISTRATORS AND PROVIDING WIDE RANGE OF OPERATIONAL AND INSTRUCTIONAL SERVICES TO SCHOOL DISTRICTS THROUGHOUT CALIFORNIA.

LASTLY, I AM YOUR NEIGHBOR, AS WELL. WHILE I RESIDE IN LAKEWOOD, MY DAUGHTER AND HER FAMILY LIVE HERE IN BELLFLOWER.

I AM ALWAYS RUNNING AROUND THE STREETS OF BELLFLOWER WITH MY TWO LITTLE GRANDDAUGHTERS AND ULTIMATELY THEY WILL MORE THAN LIKELY BE ATTENDING BELLFLOWER SCHOOLS IN THE NEAR FUTURE. NEXT SLIDE. I AM ALSO PROUD TO BE A PART OF A GROUP THAT MAINTAINS THEIR RECORD OF SUCCESS. 95%. THIS IS THE SUCCESS RATE OF TCG FOUND SUPERINTENDENT WHOSE HAVE SERVED FIVE OR MORE YEARSCH THE RESEARCH INDICATES THAT THE NATIONAL AVERAGE FOR PUBLIC SCHOOL SUPERINTENDENTS IS BETWEEN THREE AND FOUR YEARS, BUT IT IS MORE THAN LIKELY CLOSER TO THREE YEARS. JUST A

[00:45:01]

SO CONTINUOUS COMMUNICATION IS KEY. DR. SHAPIRO AND I WILL PROVIDE FREQUENT UPDATES AND YOU WILL HAVE DIRECT ACCESS AT LEAST TO ONE OF US, IF NOT BOTH OF FUS, AT ALL TIMES THROUGHOUT THE SEARCH. THE DESIGN OF THE PROCESS IS TAILORED AND ADAPTED TO DISTRICT AND BOARD MEANS. ONE OF THE WAYS IS MAINTAINING OPEN POOL OF CANDIDATES, UNLIKE SOME OTHER SEARCH FIRMS, TCG DOES NOT PROMOTE ITS OWN IN-HOUSE POOL OF CANDIDATES. IN CONTRAST, WE CAST A WIDE NET SEARCHING FOR CANDIDATES WHO HAVE CAPACITY TO MEET THE DISTRICT'S UNIQUE NEEDS AND CHALLENGES. THE SEARCH TIMELINE AND PROCESS DETAILS WILL ALSO BE ADAPTED TO FIT THE DISTRICT'S NEEDS AND FINALIZED IN COLLABORATION WITH THE BOARD.

ADDITIONALLY, APPLICANT DISCLOSURE WILL BE PRACTICE. TCG DOES NOT UNILATERALLY SELECT THE APPLICANTS TO INTERVIEW, UNLIKE SOME OTHER SEARCH FIRMS, INSTEAD, TCG PROVIDES THE BOARD WITH AN ENTIRE LIST OF APPLICANTS ACCOMPANIED BY ITS RECOMMENDATION FOR THOSE TO INTERVIEW. AND THE FINAL DECISION IS THAT OF THE BOARD. TCG WILL PROVIDE MULTIPLE WELL PUBLICIZED AND CONVENIENT OPPORTUNITIES FOR STAKEHOLDER INPUT AS WELL. THIS WILL HELP THE BOARD IDENTIFY THE UNIQUE NEEDS AND CHALLENGES OF THE DISTRICT AND ESTABLISH UNIQUE CRITERIA FOR ACCEPTABLE APPLICANTS. THIS LEADS US TO THE SEARCH AND SELECTION PROCESS.

SO WE HAVE FIVE STAGES, OR FIVE PHASES TO THE SEARCH PROCESS.

STARTING WITH THE PRE-RECRUITMENT WORK PHASE ONE, WE WILL CUSTOMIZE PROCESS DETAIL AND TIMELINE, WORK WITH THE BOARD TO DEVELOP AN INITIAL NEEDS ASSESSMENT, COMPLETE STAKEHOLDER MEETINGS AND ONLINE SURVEY, AND WITH THE BOARD REVIEW ASSESSMENTS AND COMMUNITY INPUT AND WILL CONFIRM THE DISTRICT'S UNIQUE CRITERIA. DURING THIS WORK WE WILL ALSO DESIGN AND CONFIRM ELECTRONIC MARKETING BROSURE. PHASE TWO, HERE IN THE RECRUITMENT PHASE WE WILL DISTRIBUTE THE BROCHURE, ADVERTISE AND PROPRO-MOTE, NOT JUST LOCALLY, BUT THROUGHOUT THE STATE AND COUNTRY, WE WILL PUBLICIZE VIA TCG PARTNER AND ASSOCIATE NETWORK, WHICH IS STRONG AND ROBUST, SET UP AND MAINTAIN FILES AND RECORDS AND HANDLE ALL APPLICANT COMMUNICATIONS WITH PROFESSIONALISM, TIMELINESS AND GRACE.

>> JUST A TO COMMENT ON ONE OF THE THINGS RUTH MENTIONED WHEN WE TALK ABOUT MEETING WITH VARIOUS STAKEHOLDER GROUPS, WE CONDUCT NUMEROUS FOCUS GROUP MEETINGS, WE WILL MEET WITH YOU PRIOR TO THAT AND YOU WILL HELP US DETERMINE ALL THE GROUPS THAT YOU WANT US TO MEET WITH. I WORKED IN ONE DISTRICT, TWO YEARS AGO, WHERE WE ACTUALLY MET 400 PEOPLE BECAUSE OF THE NUMBER OF GROUPS DETERMINED WE SHOULD MEET WITH, IN ADDITION TO SPECIFIC GROUPS, HAD A COUPLE OF COMMUNITY FORUM MEETINGS THAT WERE WELL ATTENDED, IT WAS VERY IMPORTANT TO THE BOARD, I BELIEVE IT WILL BE VERY IMPORTANT TO THE BOARD AND YOU, TO GET A WIDE ARRAY OF STAKEHOLDERS. WE PROVIDE A SURVEY FOR PEOPLE WHO CAN'T ATTEND A MEETING IN ENGLISH AND SPANISH, TO GET THAT INFORMATION. ONCE WE HAVE GONE THROUGH THE RECRUITMENT PHASE AND RECEIVED THE APPLICATIONS, WE DO EXTENSIVE REFERENCE CHECKING, WE DO THAT AS APPLICATIONS COME IN, I THINK YOU KNOW HOW IMPORTANT THAT IS, YOU WILL FIND MANY CANDIDATES THAT LOOK GOOD ON PAPER, AND WHEN WE CHECK REFERENCES AND GO DEEP, WE NOT ONLY CHECK REFERENCES, WE GO MUCH DEEPER AND TALK TO PEOPLE WHO KNOW WHO KNOW THE CANDIDATES AND THEN WHEN WE GET BACK TO YOU, A PERSON MAY LOOK GOOD ON PAPER BUT WE FOUND OUT SOME THINGS THAT WOULD CAUSE YOU TO THINK MAYBE THERE IS SOMETHING MORE TO

[00:50:01]

WE WANT TO KNOW FROM THE PEOPLE YOU WORK WITH, WE WANT TO KNOW FROM PARENTS THEY WORKED WITH, FROM THEIR SUPERVISOR, FROM EVERYBODY THAT WE THINK CAN GIVE US REALLY GOOD INFORMATION. WE CONDUCT THOSE VERY EXTENSIVE REFERENCE CHECKS, WE BRING TOGETHER A PANEL OF MEMBERS OF OUR FIRM TO HELP GO THROUGH THE APPLICATIONS, AND LOOK AT THE REFERENCE CHECKS AND HELP US TO DETERMINE THE ONES THAT WE WILL RECOMMEND TO YOU WHEN WE MEET WITH YOU TO BE THE STRONGEST CANDIDATES. WE WILL GIVE YOU APPLICATION PACKET WE RECEIVE TO LOOK OVERFELT YOU HAVE A RIGHT TO SEE ALL OF THEM AND WE WANT YOU TO SEE ALL OF THEM. THEN WE WILL PREPARE A CANDIDATE REPORT TO YOU AND IN THAT REPORT WE WILL TELL YOU THE CANDIDATES THAT WE DON'T THIS CAN MEET MINIMUM QUALIFICATIONS THAT YOU REALLY SHOULDN'T CONSIDER, WE WILL TELL YOU THE CANDIDATES WE THINK DESERVE, AND MOST HIGHLY QUALIFIED THAT WE RECOMMEND YOU INTERVIEW BUT IT IS GOING TO BE YOUR DECISION. THEN WE WILL INTERVIEW, FACILITY THE SELECTION OF CANDIDATES TO INTERVIEW.

NEXT SLIDE. M THEN COME THE INTERVIEWS, AND WE FACILITY EVERYTHING ABOUT THE INTERVIEWS BUT THE BOARD CONDUCTS THE INTERVIEWS. SO WE WILL MEET WITH YOU PRIOR TO THE INTERVIEWS AND DEVELOP THE QUESTIONS, WE WILL HAVE A LONG LIST OF QUESTIONS BUT ALSO SHARE SPECIFIC QUESTIONS WE DEVELOP JUST BASED UPON WHAT YOU HAVE DETERMINED IS IMPORTANT FOR BELLFLOWER. WE WILL SCHEDULE AND COORDINATE INTERVIEWS. ANOTHER THING WE DO, WE FIND THIS TO BE VERY HELPFUL, IS WE PREPARE A COMPENSATION STUDY, WE WILL TAKE A LOOK AT SIMILAR DISTRICTS, IN TERMS OF SIZE AND COMPOSITION OF THE DISTRICT, AND WE WILL DETERMINE WHAT THE COMPENSATION IS FOR SUPERINTENDENTS IN THOSE DISTRICTS, BECAUSE WE THINK THAT IS VERY HELPFUL TO YOU WHEN YOU THINK EMPLOYMENT CONTRACT FOR YOUR NEW SUPERINTENDENT. YOU WILL MAKE THE SELECTION BUT WE WILL FACILITY THE PROCESS AND WHENIO GET TO THE FINAL CANDIDATES, WE GO BEYOND REFERENCE CHECK, WE WILL DO INTENSE BACKGROUND CHECKS, WE WORK WITH A DETECTIVE WHO WILL LOOK AT PEOPLE'S BACKGROUNDS AND LET US KNOW IF THERE IS ANYTHING THAT COULD BE AN ISSUE THAT WE NEED TO BRING FORWARD TO YOU. LAST ONE. THE NEXT ONE.

THEN COMES THE PHASE APPOINTMENT OF THE SUPERINTENDENT, PRIOR TO MAKING THAT APPOINTMENT MOST BOARDS DETERMINE THEY WOULD LIKE TO DO A SITE VISIT, EITHER HAVE A COUPLE OF BOARD MEMBERS OR ENTIRE BOARD MAKE A VISIT TO THE DISTRICT AND TALK TO PEOPLE THERE. WE WILL FACILITY THAT. WE WILL ARRANGE THAT. OBVIOUSLY WE NOTIFY ALL THE CANDIDATES IMMEDIATELY OF THEIR STATUS. IF YOU WANT, WE WILL HELP YOU NEGOTIATE THE CONTRACT. SOME BOARDS ASK US TO DO THAT. OTHERS SAY THEY WOULD LIKE TO WORK WITH THE ATTORNEY, SOMETIMES IT HAS BEEN HELPFUL FOR US TO BE A GO BETWEEN, BETWEEN THE BOARD AND CANDIDATE IN CONTRACT NEGOTIATIONS. THE OTHER THING WE OFFER TO DO MANY BORES HAVE SAID PLEASE DO THAT, IS TO ACTUALLY PREPARE ANNOUNCEMENT, THE PRESS RELEASE, IF YOU WILL, FOR THE CANDIDATE, SO THAT IS WORK YOU DON'T HAVE TO DO, WE ARE LEADERSHIP TO DO IT FOR YOU.

BACK TO YOU.

>> SO ANOTHER UNIQUE SERVICE TCG PROVIDEERIZE THE SERVICES AFTER THE SUPERINTENDENT IS APPOINTED. WE WILL BE HERE TO ASSIST SETTING SUPERINTENDENT PERFORMANCE OBJECTIVES, WE WILL BE HERE TO CONDUCT LEADERSHIP OR ALIGNMENT GOVERNANCE WORKSHOPS NEEDED, AND PROVIDE TWO YEARS OF SUPERINTENDENT MENTORING, JOE WILL HAVE ALLUDED THAT EARLIER, HE IS GOING OUT TO A DISTRICT NEARBY TO HELP WITH THAT.

SO, THE PROPOSED TIMELINE AND THIS IS OBVIOUSLY TO BE FINALIZED WITH ALL OF YOU, THIS IS JUST A SAMPLE. PHASE ONE, PRERECRUITMENT WOULD START IMMEDIATELY AND GO UNTIL THE END OF FEBRUARY, PHASE TWO, THE ACTIVE RECRUITMENT PROCESS WOULD LAST THROUGHOUT THE MONTH OF MARCH, UNTIL APRIL 4TH, TO MAXIMIZE THE OPPORTUNITY FOR ROBUST CANDIDATE POLL. PHASE THREE, CANDIDATES SELECTED AND INTERVIEWS HELD BETWEEN APRIL 14TH THROUGH MAY 14TH, PHASE FOUR NEW SUPERINTENDENT WILL BE MADE AND APPOINTED BY MAY 22ND AT A REGULARLY SCHEDULED BOARD MEETZING. PHASE FIVE, THE POST APPOINTMENT SERVICES WILL BE PROVIDED FOR UP TO TWO YEARS FOLLOWING THE APPOINTMENT.

>> THIS SAPROPOSED TIMELINE WE THINK WOULD WORK BUT YOU WOULD MAKE THE DECISION AS TO WHETHER THIS IS A TIMELINE YOU WANT TO STICK WITH OR MAKE CHANGES, BUT THE AMOUNT OF TIME THAT WE DEVOTED TO EACH OF THE PHASES BECOMES CRITICAL CHT WE NEED A

[00:55:01]

NEXT ONE. SO, WE MENTIONED ALL INCLUSIVE FEE,ER AND IT REALLY DOES COVER EVERYTHING YOU SEE THERE. NO ADDITIONAL CHARGESISM NEXT SLIDE. IT COVERS THESE THINGS I ALREADY MENTIONED, COMPENSATION STUDY, TWO YEARS OF COACHING OR MENTORING NO CHARGE.

GOVERNANCE WORKSHOP, ASSISTANCE WITH THE CONTRACT AND ALL OTHER CIRCUMSTANCES. WE MAKE SOME GUARANTEES THAT WE THINK ARE CRITICAL AND THEY HAVE BEEN CRITICAL FOR OUR SUCCESS, IN ALL THE SEARCHES WE CONDUCTED. YOU MAKE EVERY DECISION, AS I MENTIONED BEFORE, WE PROVIDE GUIDANCE, BUT ALL DECISIONS ARE MADE BY THE BOARD. YOU GET FULL DISCLOSURE OF ALL INFORMATION ON ALL APPLICANTS. NOT ONLY THEIR PAPERWORK, BUT EVERYTHING WE LEARNED ABOUT THEM. YOU WILL DETERMINE WHO THOOINTERVIEW, MAKE THE FINAL CHOICE, THE CHOICES ON WHO GOES FROM FIRST ROUND INTERVIEW TO FINAL ROUND, AND WHO YOU SELECT. WE GUARANTEE THAT YOUR SELECTION WILL NOT BE RECRUITED BY US ANYWHERE ELSE, AND THAT FREE SEARCH FOLLOW-UP SEARCH IF A SUITABLE CANDIDATE IS NOT SELECTED, OR IF THE PERSON LEAVES WITHIN TWO YEARS.

I ALSO WANT TO EMPHASIZE THAT WE DO NOT HAVE A SELECTED STABLE OF CANDIDATES. I HAVE HEARD OF ONE SITUATION WITH ANOTHER FIRM WHERE A CANDIDATE DIDN'T GET A POSITION AND WAS TOLD DON'T WORRY, WE WILL GET YOU THE NEXT ONE. WE DON'T WORK THAT WAY. WE KNOW LOT OF EXCELLENT CANDIDATES BUTD WE ARE GOING TO RECRUIT THE PEOPLE THAT FIT CRITERIA YOU DETERMINE AS SUPERINTENDENT YOU ARE LOOKING FOR. WE DO NOT BRING THE SAME CANDIDATES OVER AND OVER TO EACH SEARCH. OKAY? NEXT SLIDE. WE RECOGNIZE, THIS IS THE MOST IMPORTANT DECISION YOU WILL MAKE, HIRING SUPERINSENDANT, WE ARE COMMITTED TO COMMITTED TO EXCELLENCE IN THE PROCESS AND WE ARE COMMITTED TO FINDING YOU THE BEST CANDIDATE TO FIT BELLFLOWER. WE WOULD BE HONORED TO WORK WITH YOU. WE THANK YOU VERY MUCH.

WE ARE AVAILABLE TO TAKE ANY QUESTIONS.

>> ARE THERE ANY QUESTIONS?

>> SORRY, CLERK OCCUPIED MY-- SECOND PRESIDENT GARZA.

>> THANK YOU, MADAM PRESIDENT. IN YOUR PROPOSAL YOU ALSO SAY THAT YOU REQUEST WRITING SAMPLES, CAN YOU TELL ME WHY YOU

REQUEST WRITING SAMPLE? >> WE DO THAT AS PART OF THE INTERVIEW PROCESS, AGAIN T IS UP TO THE BOARD WHETHER YOU WANT TO INCLUDE IT OR NOT BUT WE THINK IT IS CRITICAL PART OF THE JOB

[01:00:04]

USEFUL PART OF THE PROCESS. >> SECOND QUESTION IS YOUR SUPPORT SERVICES, CAN YOU GIVE ME AN EXAMPLE OF SOMETHING YOU HAVE SUPPORTED A SUPERINTENDENT WITH?

>> VARIOUS THINGS, A LOT DEPENDS ON THE SUPERINTENDENT AND BOARD'S NEED, ONE IS HELPING THE BOARD AND SUPERINTENDENT GOALS FOR THE EVALUATION, IF THAT TURNS OUT IMPORTANT, WE WILL WORK WITH THE SUPERINTENDENT AND YOU TO DETERMINE WHAT THE GOALS ARE. I WORK WOULD SOME BOARDS ON DETERMINING WHAT EVALUATION INSTRUMENT THEY WANT TO USE AS WELL. THAT IS ONE PIECE. THE ONGOING COACHING, I WILL GIVE AN EXAMPLE, WE PLACED A SUPERINTENDENT THAT STARTED LAST JULY, I MEET WITH THE PERSON, MINIMUM OF ONCE A MONTH IN PERSON, ANDIER AM AVAILABLE BY PHONE CALL AND E MAIL, ALL THE TIME. BASICALLY TO HELP THEM WORK THROUGH VARIETY OF ISSUES THEY MAY DEAL WITH. BEING A NEW SUPERINTENDENT, EVEN IF YOU HAVE DONE THE JOB BEFORE, IN A NEW DISTRICT PRESENTS CHALLENGES YOU CAN'T EVEN IMAGINE WHEN YOU COME IN. IT IS HELP IF TO HAVE THAT COACHING. THAT IS ONE OF THE SERVICE. THE OTHER

GOVERNANCE WORKSHOP. >> THE BROCHURE YOU ARE PUTTING TOGETHER, I AM SORRY, I DON'T THINK WE HAVE DONE THAT HERE.

WHAT DOES THAT LOOK LIKE? >> I DIDN'T BRING A SAMPLE BUT I WILL GIVE YOU AN IDEA. WE WILL PUT TOGETHER A BROSURE THAT PROVIDES INFORMATION BOUT THE DISTRICT, BELLFLOWER THAT WILL BE IMPORTANT FOR PEOPLE TO KNOW. WE WILL ALSO, AFTER WE HAVE MET WITH ALL OF OUR FOCUS GROUPS AND MEET WITH THE BOARD AGAIN, DETERMINE WHAT YOU CONSIDER TO BE THP GREATEST STRENGTHS OF THE DISTRICT THAT WILL GO IN THE BROCHURE, ALSO WHAT YOU CONSIDER THE GREATEST NICHE OR CHALLENGES AND WHAT ARE THE MOST IMPORTANT CHARACTERISTICS YOU ARE LOOKING FOR IN A NEW SUPERINTENDENT, THAT WILL GO INTO THE BROSURE, WELL AS APPLICATION. IT IS A WAY OF ADVERTISING THE POSITION SO THAT WE WANT TO MAKE THIS AS APPEALING AS WE CAN TO THE RIGHT CANDIDATES. WE WANT IT TO BE APPEALING BASED ON YOUR CRITERIA.

>> THANK YOU. >> CLERK?

>> THANK YOU, MADAM PRESIDENT. JOEL, THANK YOU FOR BEING HERE.

I APPRECIATE EVERYTHING YOU ARE SAYING. I AM HOPING MAYBE YOU COULD HELP MES OUT HERE. I KNOW BETWEEN THE TWO OF YOU, LOT OF EXPERIENCE, VERY BUSY, MAYBE YOU CAN HELP PULL BACK THE VEIL FOR ME A LITTLE BIT HERE. WHEN IT COMES TO WHAT YOU PROVIDE FOR SUCH A SMALL AMOUNT, IT IS LIKE, TWO TO THREE MONTHS WORTH OF WORK, ALL THE TRAINING, AND THEN FREE PREPEAT FOR TWO YEARS. IT SEEMS LIKE A LOT OF WORK FOR THE FIRM FOR $20,000 FOR POTENTIALLY COUPLE YEARS OF WORK. CAN YOU HELP ME OUT? PULL BACK THE VEIL.

WHAT IS THE FINANCIAL INTEREST? >> WE BELIEVE A FEE STRUCTURE IS FAIR TO THE SCHOOL DISTRICT. WE WANT TO MAKE IT BECOMES SOMETHING MANAGEABLE AND FAIR TO THE DISTRICT. BUT WE HAVE ALSO FOUND, AND AGAIN, I WILL POINT THIS OUT AS SOMETHING MAY SET US APART FROM OTHER FIRMS, THAT COACHING OF THE SUPERINTENDENT, THAT IS OFTEN VERY VALUABLE, SOME OTHER FIRMS MAY SAY, WE WILL BE GLAD TO DO THAT, $10,000 A YEAR OR SOMETHING LIKE THAT.

WE DON'T THINK THAT IS FAIR EITHER. WE THINK THAT SHOULD BE PART OF OUR COMMITMENT TO YOU FOR WHAT WE HAVE INITIALLY CHARGED. FRANKLY I THINK WE DO UNDERCHARGE BUT WE REALLY BELIEVE THAT WE CAN PROVIDE THE BEST SERVICES AT A VERY FAIR

PRICE. >> I APPRECIATE THAT. YOU MENTIONED YOU DON'T HAVE INTERNAL POOL OF CANDIDATES.

>> WHAT I MEAN BY THAT, AGAIN Y CALL IT A STABLE, THERE ARE SOME FIRMS WE KNOW OF THAT CONSISTENTLY BRING THE SAME CANDIDATES FORWARD TO DISTRICTS THAT ARE EXTREMELY DIFFERENT.

SO, WE DON'T BELIEVE THAT IS THE BEST WAY TO DETERMINE THE CANDIDATES TO BRING FORWARD. WE KNOW GOOD PEOPLE AND THROUGH OUR NETWORK OF ALL OF OUR PARTNERS AND OTHER PEOPLE, WE CAN IDENTIFY GOOD PEOPLE. BUT WE DON'T WANT TO BRING YOU PEOPLE THAT ARE NOT A MATCH FOR BELLFLOWER, WHAT THEY ARE

[01:05:03]

>> PARDON ME, SOMETIMES WE GET A PO FOR $10,000 LADDER.

POTENTIALLY MORE, I WANT TO UNDERSTAND, IS THERE, WHAT IS THE ADDITIONAL INTEREST IN A CLIENT WORKING WITH A FIRM? IS THERE ANYTHING? THIS ISN'T JUST YOUR FIRM, BUT ANY FIRM WHEN

DOING A SEARCH? >> I CAN'T IMAGINE WHAT IT WOULD BE, YOU MEAN FOR THE CANDIDATES THEM SELVES?

>> YEAH, IS THERE, LIKE, CLIENTS, I MEAN, CANDIDATES, WE GET TO KNOW THEM BECAUSE WE WORK WITH THEM AFTER THEY HAVE BEEN PLACED, BUT THERE IS NO OTHER ADVANTAGE TO THEM, OTHER THAN THE SERVICE WE PROVIDE TO THEM DURING THE SEARCH, AND THEN

AFTERWARDS FOR MENTORING. >> GREAT. THANK YOU.

>> THEY DON'T GET ANY PERKS. >> GREAT.

>> VICE PRESIDENT GARZA? >> THANK YOU, I KIND OF WANT A FOLLOW-UP QUESTION, SO, NONE OF THESE CANDIDATES HAVE A FEE?

>> THANK YOU. >> THAT WOULD BE REALLY UNETHICAL.

>> BOARD MEMBER? >> THANK YOU FOR BEING HERE, AND YOU SAID YOU WOULD, I AM JUST, YOU SAID YOU INTERVIEWED UP TO

400 PEOPLE? >> WE DID IN ONE DISTRICT, THE

HIGHEST NUMBER I HAVE USED. >> SO YOU ARE NOT GOING TO LIMIT THE GROUPS. LET ME ASK YOU THIS, IF WE HAVE PARENTS, OR STUDENTS, OR ANYONE IN THE COMMUNITY THAT HAS VISUAL IMPAIRMENTS OR MOTOR IMPAIRMENTS, OR HEARING IMPAIRMENTS, SPEECH IMPAIRMENTS, OR ANY OTHER LANGUAGE OTHER THAN SPANISH, ENGLISH, WILL YOU BE ABLE TO ASCERTAIN, GET A SURVEY FROM THEM?

>> WELL, WE DETERMINE WITH THE DISTRICT WHAT ARE THE LANGUAGES MIGHT BE NEEDED FOR A SURVEY, FOR EXAMPLE, AND SPANISH ALREADY PREPARED BUT IF YOU REQUIRE OTHER LANGUAGE, WE PROBABLY WORK WITH SOMEBODY IN YOUR DISTRICT WHO DOES TRANSLATION TO HELP US PUT THAT TOGETHER IN THE RIGHT LANGUAGE. LOT OF THE SERVICES PEOPLE WITH COMMUNICATION NEEDS WORKING WITH YOUR DISTRICT TO HELP IDENTIFY PEOPLE YOU USE AND THAT WE, OF COURSE, WOULD PAY FOR THOSE PEOPLE TO BE AVAILABLE TO HELP US. SO, YOU KNOW, WHEN IT COMES TO, PERHAPS, SOMEBODY WHO NEEDS TO USE SIGN LANGUAGE OR OTHER THINGS, WE USUALLY FIND THE DISTRICTS KNOW THE RIGHT PEOPLE AND WE CAN WORK WITH THEM.

>> THANK YOU. >> CLERK KRICHFIELD?

>> THANK YOU, MADAM PRESIDENT. >> WHAT ARE YOUR THOUGHTS OR STANCE ON INTERNAL CANDIDATES AND HOW DO YOU LET THEM COMPETE FAIRLY OR, WHAT HAS BEEN YOUR EXPERIENCE?

>> OUR EXPERIENCE IS WE LIKE TO GIVE THEM THE SAME OPPORTUNITIES AS EVERYBODY ELSE. THE BOARD WILL KNOW MORE ABOUT CANDIDATES, WHEN IT COMES TIME, I WILL BE HONEST, WE DON'T RATE OTHERS UNDERSTANDS A BOARD MAY DETERMINE WANT TO INTERVIEW THEM. WE CONSIDER THEM EQUAL WITH EVERYBODY ELSE.

>> ANY OTHER QUESTIONS? >> HOW DO YOU INSURE CONFIDENTIALITY FOR THE CANDIDATES UP UNTIL THE END?

>> KIND OF INTEREST QUESTION, WE CAN'T GUARANTEE THE CANDIDATE WILL BE CONFIDENTIAL BUT IT IS TO THEIR ADVANTAGE, I CAN ONLY THINK OF ONE CIRCUMSTANCE IN WHICH A CANDIDATE DID NOT DO THAT AND THEY UP CAUSING ISSUES FOR THEMSELVES. BUT WE GUARANTEE WE WILL NEVER DISCUSS WITH ANYBODY ELSE WHO THE CANDIDATES ARE AND WE ASK YOU TO DO THE SAME THING. WHEN WORD GETS OUT, I HAVE HEARD OF EXAMPLES FROM OTHER FIRMS, WORD HAS GOTTEN OUT SOMEBODY APPLIED. THOSE PEOPLE SOMETIMES WENT THROUGH BECAUSE THEY DIDN'T WANT TO BE KNOWN BACK IN THEIR DISTRICT AND BY OTHER PEOPLE THAT THEY WERE APPLICANTS. WE TAKE THAT VERY SERIOUSLY, WE MAINTAIN THAT. I DON'T THINK WE HAD A MIX UP ON THAT EVER.

>> ANY OTHER QUESTIONS? >> ONE MORE. IN THE PROCESS, HAVE YOU HAD EXPERIENCES, I WOULD LIKE THE CURRENT OR FORMER SUPERINTENDENT TO BE IN SOME WAY A PART OF THAT PROCESS, AT LEAST

[01:10:03]

IN THAT FINALIST STAGE? >> WE HAVE NOT HAD ANY BOARD THAT WANTED THAT PERSON TO BE PULL, I AGREE THAT IS NOT THE BEST WAY TO BE INVOLVED, THERE MAY BE WAYS BOARD MEMBERS TALKED TO THE SUPERINTENDENT TO GET BACKGROUND INFORMATION ABOUT WHAT THEY THINK WOULD BE HELPFUL. WHEN IT COMES TO BE PART OF THE PROCESS, WE BELIEVE VER A STRONGLY THAT IT IS THE BOARD AND THE BOARD ALONE THAT NEEDS TO MAKE THAT DECISION. WE DON'T REALLY ADVOCATE FOR YOU, INCLUDING ANY OTHER STAFF. YOU ARE THE ONES RESPONSIBLE FOR HIRING AND WORKING WITH THAT PERSON. SO, I HAVE TO SAY IN THE MANY SEARCHES I HAVE DONE, WE HAVE NEVER HAD A SITTING OR RETIRED SUPERINTENDENT BECOME

PART OF THAT PROCESS. >> GREAT.

>> IS THERE ANY WAY YOU COULD CARBON COPY THAT LADY FOR US? WE

WILL PAY EXTRA FOR IT. >> I HAVE BEEN ASKED TO DO IT BEFORE. THAT GIVES YOU A GOOD STANDARD TO LOOK AT.

>> IT COULD BE DIFFERENT, DEPENDING ON THE SITUATION WHERE WE HAVE SOMEONE RETIRING THAT WE ABSOLUTELY LOVE, WE COULD INCLUDE THAT. IT IS THE BOARD'S SEARCH.

>> SURE. >> YEAH.

>> I KNOW WHEN I RETIRED THAT MY BOARD SAID CAN WE FIND SOMEBODY LIKE YOU? THEY FOUND SOMEBODY VERY DIFFERENT, AND HE HAS DONE A TERRIFIC JOB. THERE ARE MANY DIFFERENT WAYS OF PEOPLE DOING A GOOD JOB.

>> ANY OTHER QUESTIONS? >> THANK YOU SO MUCH. WE REALLY

APPRECIATE IT. >> THANK YOU.

>> THANK YOU. >> HAVE A GOOD EVENING.

>> THANK YOU, MR. SHAPIRO, AND MRS. ASHLEY.

>> DID YOU WANT TO TAKE A LITTLE BREAK OR KEEP GOING?

>> ARE BOTH OF THE NEXT-- >> THEY ARE.

>> WHAT TIME WERE THEY SLATED TO START? 6:00?

>> SNOO WE ARE A FEW MINUTES BEHIND ON THE THIRD BUT THAT IS

OKAY. >> DO YOU WANT A FIVE-MINUTE

BREAK? >> WE WILL TAKE A FIVE-MINUTE BREAK AND

>>> WELCOME BACK, WE ARE GOING TO CONTINUE ON AT 6:21 P.M.

>> YES, OUR NEXT PRESENTERS ARE DR. DAVID CASH, DR. MELISSA MOORE, AND MR. MITCH TURNIA FROM EDUCATIONAL LEADERSHIP SERVICES.

THANK YOU FOR JOINING US THIS EVENING.

>>> PRESIDENT STOUR, MEMBERS OF THE BOARD, THANK YOU FOR THE OPPORTUNITY TO PRESENT EDUCATIONAL LEADERSHIP SERVICES

PROPOSAL TO YOU THIS EVENING. >> THANK YOU SO MUCH AND

WELCOME. >> WE WOULD LIKE TO START WITH A SLIDE THAT PUTS THE BOARD AT THE CORE OF THE PROCESS. SOME WOULD SAY THAT THE DECISION TO HIRE THE SUPERINTENDENT IS THE MOST IMPORTANT DECISION THAT A SCHOOL BOARD MAKES, AND I BELIEVE THAT TO BE TRUE. IT STARTS WITH ALL OF YOU. YOU ARE PREPARED AND THE BEST PEOPLE AND THE EXPERTS ABOUT THIS COMMUNITY TO HIRE YOUR NEXT SUPERINTENDENT. IT IS EXCITING TO SEE SEVERAL OF YOU HAVE BUSINESS BACKGROUNDS, EDUCATIONAL BACKGROUNDS, AND SO YOU WILL REPRESENT YOUR COMMUNITY WELL IN THIS PROCESS.

AT THIS TIME I WOULD LIKE TO INTRODUCE OUR TEAM MEMBERS, FIRST OF ALL, DR. DAVID CASH AFTER SUCCESSFUL CAREER AS TRIAL LAWYER, DR. CASH SWITCHED HIS FOCUS TOWARDS EDUCATION. HE WORKED IN A VARIETY OF CAPACITIES WITHIN THE SCHOOL DISTRICT AND BECAME SUPERINTENDENT IN CLAIREMONT, CLOVIS AND SANTA BARBARA UNIFIED. DAVE IS CURRENTLY ASSISTANT DEAN OF LEADERSHIP AT THE ROSIER SCHOOL OF EDUCATION AT UNIVERSITY OF SOUTHERN CALIFORNIA WHERE HE TAUGHT FOR THE PAST SEVEN YEARS. IN ADDITION, WE HAVE MR. MITCH TRINA ON OUR TEAM, AND HE HAS BACKGROUND IN MEDICAL RESEARCH AND SKILLED LABOR, HE SPENT MORE THAN 20 YEARS IN EDUCATION AND SERVED AS ASSISTANT SUPERINTENDENT OF STUDENT SERVICES AND HUMAN RESOURCES ALSO IN SANTA BARBARA UNIFIED.

MITCH CONTINUES TO SERVE IN SANTA BARBARA AND CURRENTLY A BOARD MEMBER IN LAUM POCK UNIFIED, A GREAT TEAM MEMBER TO RECOGNIZE WHAT YOUR PROCESS IS AND HOW IT FEELS FROM THE OTHER SIDE AS BOARD MEMBER. I AM MELISSA MOORE, RECENTLY RECOVERED SUPERINTENDENT, RETIRED FROM ELSA GONNA DISTRICT IN JUNE AND JOINED ELS TEAM, 42 YEARS IN EDUCATION WITH EXPERTISE IN HUMAN RESOURCES AND INNOVATION AND I AM ON THE EXECUTIVE COMMITTEE ALSO FOR THE ROSIER SCHOOL OF EDUCATION. I

[01:15:03]

>> THANK YOU, DR. MOORE. >> WRONG WAY.

>> HERE IS A QUICK LIST OF ALL OF THE ASSOCIATIONS AND ORGANIZATIONS WE BELONG TO THROUGH OUR ASSOCIATES. MOST OF YOU SHOULD RECOGNIZE THOSE. I THINK, FOR ME, ESPECIALLY HAVING WORKED IN HR BUSINESS, THE ONE THAT I AM, WE ARE MOST IMPRESSIVE IS THE WORK WITH AXA, ASSOCIATION OF CALIFORNIA SCHOOL ADMINISTRATORS, WE HAVE TWO ASSOCIATES, NORTHERN STATE AND SOUTHERN STATE WHO ARE LEADERS IN THE ACSA ACADEMY, NOT CURRENTLY, BUT ALSO THOSE TRYING TO BECOME SUPERINTENDENTS, MAYBE NOT IN THE NEXT YEAR OR TWO BUT AT LEAST HAVE THOUGHTS ON THAT.

THE IMPORTANT THING IS THEY ARE DISCUSSING ISSUES THAT ARE HAPPENING CURRENTLY OR AT LAES SUPERINTENDENTS ARE EXPERIENCING NOW LOOKING TO THE FUTURE, ESPECIALLY WITH OUR CURRENT CLIMATE BOUT HOW THEY RUN THE SCHOOL WITH THE BOARD. THAT ORGANIZATION, I THINK IT IS IMPORTANT WE HAVE A LOT OF PEOPLE IN THAT. THEN I THINK TO LOOK AT HOW WE SPAN SPECTRUM OF EDUCATION, WE HAVE PEOPLE WORKING ON SITE WITH PRINCIPALS AND ALSO HAVE, LIKE YDZ, PEOPLE CREATING SUPERINTENDENTS, VERY WIDE SPECTRUM, VER Y WIDE BASE OF WHO, AND HOW WE CAN HELP DISTRICT LOOK FOR THEIR NEXT LEADER.

>> THANKS, MITCH. SO, YOU HAVE HEARD FROM TWO REALLY WONDERFUL SEARCH FIRMS ALREADY, YOU ARE HEARING FROM US RIGHT NOW, YOU HEARD FROM ANOTHER WONDERFUL FIRM ONCE WE ARE DONE. WHY WAD BOARD OR COMMUNITY PICK EDUCATION LEADERSHIP SERVICES? WHAT MAKES US DIFFERENT? I THINK ONE OF THE MOST SIGNIFICANT DIFFERENCES IS WE HAVE A REAL CLEAR UNDERSTANDING OF THE CURRENT EDUCATIONAL LANDSCAPE. WE ARE NOT A FIRM FILLED WITH RETIRED PEOPLE. WE HAVE CURRENT SITTING SUPERINTENDENTS THAT ARE TEAM MEMBERS, CURRENT COUNTY SUPERINTENDENTS THAT ARE TEAM MEMBERS AND LIKE MITCH, WE HAVE SEVERAL CURRENT TEAM MEMBERS WHO ARE ACTIVE SCHOOL BOARD MEMBERS IN THE STATE OF CALIFORNIA.

ANOTHER SIGNIFICANT DIFFERENCE IS OUR NETWORKS THAT MITCH JUST SHARED WITH YOU ACROSS THE STATE. WE HAVE TEAM MEMBERS FROM ALL THE WAY AS FAR NORTH AS SHASTA TO SAN DIEGO COUNTY, AND ALL THE WAY OUT IN THE EASTERN SIERRAS AS WELL. WE ARE VERY HIGHLY CONNECTED. OUR ROLES THAT WE HAVE HAD THROUGHOUT THE STATE IN THE VARIOUS ORGANIZATIONS WE HAVE WORKED IN AND LED HAVE ENABLED US TO WORK WITH LITERALLY HUNDREDS OF CURRENT ACTIVE SUPERINTENDENTS AND ALSO INDIVIDUALS WHO ARE TRAINING TO BECOME SUPERINTENDENTS OF SCHOOL DISTRICTS. ONE OF THE OTHER DIFFERENCES IS WE WILL HAVE WITH EVERY SEARCH WE DO, A BOARD MEMBER LAYS ON. FOR THIS SEARCH, WE ARE PROPOSAL IT IS MITCH TRINA, CURRENT BOARD MEMBER, MITCH BRINGS EXPERIENCE AS EDUCATOR AND WHAT WAS NOT SHARED, HE IS ALSO MARRIED TO A HIGH SCHOOL ENGLISH TEACHER, HE GETS TO HEAR ABOUT THAT REALTY EVERY NIGHT WHEN SHE GETS HOME FROM WORK. AS DR. MOORE, MELISSA SHARED WE HAVE HIGHER EDUCATION CONNECTIONS, NOT JUST WITH UNIVERSITY OF SOUTHERN CALIFORNIA WHERE I WORK AND WHERE MELISSA ALSO PROVIDES SIGNIFICANT LEADERSHIP, BUT ALSO WITH THE UNIVERSITY OF LUVERNE, REDLANDS UNIVERSITY AS WELL, ALL OF THOSE UNIVERSITIES PRODUCING EDUCATIONAL LEADERS. AS SIGNIFICANT ELS DIFFERENCE, ONE THAT I DON'T KNOW YOU WILL HEAR FROM ANYONE ELSE IS THIS WILL BE THE ONLY SEARCH WE WILL BE CONDUCTING, THE THREE OF US. WE AREN'T GOING TO MUDDY THE WATT SXRZ HAVE FIVE, SIX, SEVEN SEARCHES DONE SIMULTANEOUSLY.

THE THREE OF US WILL ONLY BE FOCUSED ON BELLFLOWER UNIFIED SCHOOL DISTRICT. ONCE WE HAD A OPPORTUNITY TO LISTEN TO YOU AS ELECTED BOARD MEMBERS, YOUR STAKEHOLDER GROUPS, YOUR COMMUNITY WHAT THEY WOULD LIKE TO SEE, WE WILL CONDUCT A VERY UNIQUE SEARCH THAT IS TAILORED TO THE NEEDS THAT YOU AS BOARD MEMBERS AND YOUR COMMUNITY HAVE IDENTIFIED. WE ARE NOT GOING TO BRING ALONG CANDIDATES WHO ARE IN OTHER SEARCHES, WHO WEREN'T SELECTED BY SCHOOL BOARDSISM THOSE ENABLE US CLEARLY TO SCHOOL BOARDS THAT WHAT MAKES ELS UNIQUE AND DIFFERENT. DR.

MOORE. >> THANK YOU, DAVE. BELLFLOWER

[01:20:07]

ACHIEVEMENT. CONGRATULATIONS. >> WE ARE GOING TO SPEND A COUPLE OF SLIDES AND TALK ABOUT WHAT THE SEARCH PROCESS WOULD LOOK LIKE. IT IS PROBABLY NOT THAT MUCH DIFFERENT THAN WHAT YOU HAVE ALREADY HEARD AND WHAT YOU WILL HEAR LATER. BUT THE MOST IMPORTANT THING THAT HAPPENS RIGHT OFF THE BAT IS A PLANNING MEETING WITH THE BOARD. THAT ALLOWS US TO REALLY DIG IN AND LISTEN TO YOU AND SHARE WITH US WHO YOU WANT US TO GO OUT AND GET INFORMATION FROM, WHAT ARE YOUR SIGNIFICANT ISSUES AND CONCERNS AND IDEAS ABOUT THE NEXT SUPERINTENDENT? AND IN THAT PLANNING MEETING, WE LAY OUT A CALENDAR THAT MEETS THE DISTRICT AND THE BOARD' NEEDS. THESE EVENTS WILL HAPPEN BY THIS DATE, THESE EVENTS WILL HAPPEN BY THESE DATES, ET CETERA. SO IT IS VERY CLEAR AND TRANSPARENT, NOT JUST TO THE BOARD, BUT ALSO TO YOUR COMMUNITY. BECAUSE WE WILL SUGGEST THAT YOU POST THAT CALENDAR ON THE DISTRICT WEB PAGE SO THE COMMUNITY HAS AN IDEA, I SEE WHAT IS HAPPENING NOW. THE BOARD IS INVOLVED IN THIS. THE SEARCH FIRM IS OUT RECRUITING CANDIDATES RIGHT NOW.

IT IS THAT TIME TO DO THAT. ONE OF THE MOST IMPORTANT THINGS WE WILL LEARN IN THE PLANNING MEETING IS WHO DO YOU WANT US TO ACTUALLY GO AND LISTEN TO IN YOUR COMMUNITY? WE WILL SUGGEST THAT WE LISTEN TO DISTRICT ADMINISTRATORS, WE HOLD FACULTY MEETINGS, STAFF MEETINGS, WE HAVE SMALL FOCUS GROUPS WITH YOUR EMPLOYEE ASSOCIATION LEADERSHIP TEAMS THAT WE MEET WITH STUDENTS, THAT WE HAVE TOWN HALL, COMMUNITY EVENTS TO HEAR FROM PARENTS AND COMMUNITY MEMBERS, TO HEAR THEM TELL US WHAT THEY WOULD LIKE TO SEE IN THE NEXT SUPERINTENDENT. WE WILL ALSO LAUNCH AN ONLINE SURVEY THAT WE WOULD HAVE AVAILABLE IN ENGLISH AND ANOTHER LANGUAGE THAT IS, THAT YOU WOULD LIKE TO SEE IT IN. THAT WOULD BE AVAILABLE FOR EVERYBODY OVER A TWO-WEEK PERIOD. WITH ALL OF THAT DATA WE PUT TOGETHER A SUPERINTENDENT LEADERSHIP REPORT. THEN WE WILL ALSO GIVE YOU A LOT OF THE RAW DATA, THERE WILL BE SOME DATA WE MAY NOT GIVE YOU JUST TO PROTECT YOU, AND WE WILL RUN THAT THROUGH DISTRICT'S LEGAL COUNCIL BECAUSE SOMETIMES PEOPLE SAY THINGS IN AN OPEN-ENDED SURVEY THAT PROBABLY SHOULDN'T SEE THE LIGHT OF DAY. BUT THE MOST OF THE DATA WILL COME TO YOU, IT WILL GIVE YOU PRETTY CLEAR ABOUT NOT ONLY WHAT YOU, AS THE ELECTED BOARD MEMBERS WOULD LIKE TO SEE, BUT WHAT YOUR VARIOUS COMMUNITY MEMBERS, TOO, IT WILL BE DISAGGREGATED BY STUDENTS, STUDENTS SAY THIS, FACULTY SAYS THIS, STAFF SAYS THIS. PARENTS WANT THIS. SO YOU REALLY HAVE A VERY CLEAR IDEA AS TO WHAT YOUR COMMUNITY IS SAYING ABOUT WHAT THEY WOULD LIKE TO SEE. WHAT IS WONDERFUL ABOUT THAT IS THAT WHEN WE GET TO THE INTERVIEW PORTION OF OUR SEARCH PROCESS, WE HAVE A TOOL THAT WE HAVE CREATED THAT WILL ALLOW YOU TO ESSENTIALLY LAY DOWN WHAT SKILLS, CHARACTERISTICS, EXPERIENCE, ATTRIBUTES YOU AND YOUR COMMUNITY HAVE IDENTIFIED WITH THE CANDIDATES THAT WAIL BE PRESENTING OR HAVE APPLIED FOR THE POSITION OF SUPERINTENDENT FOR THE BELLFLOWER UNIFIED SCHOOL DISTRICT. MITCH.

>> ALL RIGHT.

>> IS THAT FORWARD? OKAY. SO, THE RECRUIT MENT SELECTION IS IDEALLY WE GET COMPLETE PICTURE FROM YOU, YOUR STAKEHOLDERS, AND COMMUNITY. OUR JOB IS TO GO OUT AND FIND THE PEOPLE WHO FIT THAT. ONE OF THE THINGS YOU WILL ALSO, WE TEAR OFF WHO YOU SELECT FROM A GROUP, ONE, TWO, THREE, FOUR, YOU GET TO SEE ALL OF THOSE APPLICANTS, NOT JUST THE ONES WE CHOOSE, WHO THINK YOUR PROFILE HAS GIVEN TO US TO FIT BEST, BUT YOU ALSO GET TO SEE SOME OF THE APPLICANT WHOSE MAYBE WE THOUGHT WAS LOWER TIER

[01:25:01]

>> THE TIMELINE PEE ARE PROPOSING IS ABSOLUTELY FLEXIBLE, WE DID NOT LOCK IN DATES SPECIFICALLY BECAUSE WE NEED TO HEAR FROM YOU, WHAT WORKS WITH EVERYBODY'S SCHEDULE AND PUTTING THAT ALL TOGETHER. SO IT IS VERY ACHIEVABLE TO START TODAY, TO DIG IN, TO TAKE A LOOK AT MOVING FORWARD, AND HAVE A NEW PERSON IN PLACE FOR JULY 1ST.

>> REALLY QUICKLY, I JUST WANT TO GET TO WHAT IS IMPORTANT TO EVERYBODY, AND THAT IS HOW MUCH DOES IT COST? WE HAVE AN ALL-IN FEE, $20,000 FOR THE SEARCH. ONE OF THE THINGS WE WILL NOT DO IS THEN ONCE YOU HAVE SLEKED A CANDIDATE, HAVE WRITTEN INTO THE CANDIDATE'S CONTRACT A COACHING PORTION OF IT. WE WILL, FOR AN EXTRA FEE, WE WILL COACH THE CANDIDATE THAT YOU HAVE SELECTED FOR THEIR FIRST YEAR HERE AT BELLFLOWER UNIFIED SCHOOL DISTRICT AS PART OF OUR ALL-IN FEE OF $20,000. PART OF THAT IS BECAUSE WE ARE JUST COMMITTED TO FINDING THE BEST PERSON FOR BELLFLOWER AND THEN SUPPORTING THEM THROUGH THEIR OFTEN VERY DIFFICULT FIRST YEAR, WHETHER THEY ARE AN EXPERIENCED SUPERINTENDENT COMING FROM ANOTHER DISTRICT, OR INEXPERIENCED SUPERINTENDENT COMING FROM ANOTHER DISTRICT OR SOMEONE WHO NEVER SAT IN THE CHAIR. EVERYBODY NEEDS TO HAVE A COACH, EVERYBODY NEEDS TO HAVE SOMEONE THEY CAN BOUNCE IDEAS OFF AND LEARN FROM, AND WE ARE COMMITTED TO DOING THAT AS PART OF OUR ALL-IN FEE OF $20,000. ONE LAST THING I WANT TO MAKE SURE THAT WE ARE VERY CLEAR ABOUT WITH YOU, AND THAT IS OUR GOAL IS TO MEET YOUR AND THE COMMUNITY'S NEEDS. AND THAT REALLY, I WANT TO MAKE THAT VERY CLEAR, WE WILL NOT BRING FORWARD CANDIDATES THAT WE DO NOT BELIEVE MEET THE COMMUNITY'S NEEDS BASED UPON WHAT WE HAVE HEARD FROM YOU AND WHAT WE HAVE HEARD FROM THE COMMUNITY. AND THAT, I THINK, IS VERY IMPORTANT. WITH THAT, WE WILL TAKE QUESTIONS IF YOU HAVE ANY

FOR US. >> BOARD MEMBER?

>> SO, IN REFERENCE, THANK YOU FOR YOUR TIME, ALL THREE OF YOU, IN REFERENCE TO THE SURVEY, YOU ONLY DO THE SURVEY IN TWO

LANGUAGES? >> WE CAN DO IT IN MORE BUT TYPICALLY THAT IS WHAT GETS REQUESTED.

>> IS IT THAT AN ADDITIONAL FEE? >> YES, $425.

>> WHEN IT COMES TO THE IN-PERSON ENGAGEMENT SESSIONS,

HOW MANY DO YOU DO? >> WE WILL DO AS MANY AS WE NEED TO DO IN ORDER TO INSURE WE GET ALL OF THE COMMUNITY INPUT THAT WE NEED. WE ALSO REALIZE THAT WE MAY HOLD A FACULTY MEETING AT A HIGH SCHOOL OR MIDDLE SCHOOL AND INVITE TEACHERS TO ATTEND. THE TEACHERS WILL COME, BUT SOME WILL NOT FEEL COMFORTABLE SPEAKING OUT LOUD IN FRONT OF THE GROUP. SO WE ALSO GIVE THEM OUR CELL PHONE NUMBERS AND E MAIL ADDRESSES AND ENCOURAGE THEM TO CONTACT US AND WE CAN TALK ON THE PHONE OR SEND US

[01:30:03]

INPUT AS POSSIBLE. >> WITH REFERENCE TATHOSE ENGAGEMENT SESSIONS, YOU CREATED A LIST ON PRESENTATION, IS THAT

RESTRICTED TO ONLY THAT LIST? >> NO. IN THE PLANNING MEETING OUR GOAL IS TO HEAR FROM YOU. WHO DO YOU THINK YOU WANT US TO HEAR FROM MOST? IN THE COMMUNITY, I LIVE IN LONGBEACH, I KNOW BELLFLOWER, I WENT TO LONGBEACH SCHOOLS AND I KNOW THAT WHAT IS IMPORTANT, MOST LIKELY, IS THAT WE ALSO HEAR FROM OTHER AGENCIES IN THE COMMUNITY, MAYBE WE NEED TO HEAR FROM CITY COUNCIL, MAYBE WE NEED TO HEAR FROM LAW ENFORCEMENT, FIRE DEPARTMENT, PARNGS AND RECREATION, YOUTH SERVICES, CHURCHES, SYNAGOGUES, WHOM EVER WE NEED TO HEAR FROM.

>> ANOTHER FOLLOW UP TO THAT IS WHAT ARE YOUR METHODS TO REPORT OUT TO US, BASED ON THE SURVEYS AND IN-PERSON SESSIONS, WHAT SHOULD WE EXPECT TO SEE FROM YOUR COMPANY? DO WE GET?

>> A COMPREHENSIVE REPORT, WE SHOULD SUGGEST, AGAIN, YOU POST ONLINE SO THE COMMUNITY CAN SEE, THAT WILL PROVIDE BOARD MEMBERS ARE A LOT OF INFORMATION DISAGGREGATED BY INDIVIDUAL GROUPS, BUT ALSO AROUND THREE BIG IDEAS, WHAT ARE SOME OF THE CURRENT ISSUES THAT THE DISTRICT IS FACING THAT A NEW SUPERINTENDENT IS GOING TO NEED TO KNOW IN ORDER TO BE SUCCESSFUL? WHAT ARE SOME ISSUES THAT THE DISTRICT MAY BE FACING IN THE NEXT COUPLE OF YEARS THAT A NEW SUPERINTENDENT WOULD NEED TO BE PREPARED FOR IN ORDER TO BE SUCCESSFUL? WHAT SKILLS, CHARACTERISTICS, EXPERIENCE, AND ATTRIBUTES WOULD THE COMMUNITY LIKE TO SEE IN THE NEXT SUPERINTENDENT? THE DATA THAT YOU WILL GET WILL BE AROUND THOSE THREE BIG IDEAS.

>> ALL RIGHT, THANK YOUCHLT >> THERE'S ARMSTRONG.

>> THANK YOU. THANK YOU, PRESIDENT. AGAIN, THANK YOU FOR BEING HERE. HOW DO YOU KEEP YOUR CLIENTS' IDENTITY CONFIDENTIAL TO THE END? HOW IMPORTANT IS THAT?

>> THAT IS A REALLY GREAT QUESTION. SO, WE RECOMMEND TO BOARDS THAT THEY CONDUCT A CONFIDENTIAL SEARCH BECAUSE THAT ENCOURAGES THE NUMBER OF CLIENTS WE HAVE BOARD MEMBERS SIGN THE AGREEMENT BECAUSE YOU WILL HAVE ACCESS TO ALL OF THE APPLICATIONS, THE NAMES, THE REFERENCES, THE RESUMES, THE LETTERS OF INTEREST FOR THE APPLICANTS FOR THE POSITION.

THAT HAS WORKED VERY WELL. WE HAVE ALSO DONE NONCONFIDENTIAL SEARCHES AS WELL, AND THEY-- BOARDS GET FINE CANDIDATES, THE ONLY DIFFERENCE BETWEEN THE TWO IS SOMETIMES SITTING SUPERINTENDENTS ARE LESS LIKELY TO APPLY IN A NON-CONFIDENTIAL SEARCH PROCESS BECAUSE OF THEIR FEAR OF UPSETTING THEIR CURRENT BOARD AND THE COMMUNITY WHERE THEY LIVE AND WORK.

>> ALL RIGHT. THANK YOU VERY MUCH FOR THAT. ALSO, DO YOU HAVE ANY WAY OF, LIKE WHEN YOU ARE GETTING, GATHERING DATA, WHEN DOING YOUR SURVEYS, DO YOU HAVE MEANS FOR GETTING SURVEYS FROM PARENTS AND OUR STUDENTS WHO MAY HAVE VISUAL IMPAIRMENTS, MOTOR IMPAIRMENTS, OR HEARING IMPAIRMENTS, OR SPEECH

IMPAIRMENTS? >> WELL, WE WILL NOT ONLY LAUNCH AN ONLINE SURVEY, BUT WE WILL MAKE AVAILABLE AT EVERY SCHOOL SITE A WRITTEN SURVEY AS WELL AND WILL INVITE THE-- I KIND OF, BEING A FORMER PRINCIPAL, I KIND OF LOOK AT PRINCIPALS AS BEING THE MAYOR OF THEIR SMALL COMMUNITY, THEY KNOW EVERYBODY, THE PARENTS, THE KIDS, AND THEY ARE IN A GREAT POSITION IN THAT ROLE TO BE ABLE TO FACILITY, HELP US GET THE INFORMATION WE NEED FROM PEOPLE WHO MAY HAVE TROUBLE ACCESSING IT IN A MORE

TRADITIONAL WAY. >> BY THIS BEING DIFFERENT MEANS OTHER THANEGELISH AND SPANISH, WOULD THAT SERVICE COST MORE?

>> NO. >> OKAY. THANK YOU VERY MUCH.

YOU MENTIONED SOMETHING ABOUT, MY GOODNESS, I WROTE SOMETHING DOWN ABOUT NEW SUPERINTENDENTS, ARE YOU TREATING EVERY, OKAY, IF YOU WERE TO PLACE A SUPERINTENDENT, REGARDLESS OF THE EXPERIENCE, IS THAT SUPERINTENDENT CONSIDERED TO BE A NEW SUPERINTENDENT TO WHERE YOU WOULD PROVIDE, LIKE COACHING

SERVICES, ET CETERA, ET CETERA? >> WE WILL COACH ANYONE THE BOARD SLEKS IN BELLFLOWER, WHETHER A SUPERINTENDENT FOR 20

[01:35:03]

YEARS OR NEVER BEEN ONE. >> SO NEW AS YOUR CLIENT?

>> YES. >> THANK YOU.

>> THAT IS IT FOR NOW. >> BOARD MEMBER SENTRON?

>> YEAH, SORRY, I SHOULD HAVE ASKED THIS QUESTION ALL TOGETHER. BACK TO THE IN-PERSON SESSIONS, DO YOU ONLY CONDUCT

THOSE IN ENGLISH? >> WE WOULD HOPE TO HAVE AN INTERPRETER THERE, PROBABLY SPANISH. I DON'T KNOW WHAT, WAS THERE ANOTHER DOMINANT LANGUAGE IN THE SCHOOL DISTRICT OTHER

THAN ENGLISH AND SPANISH? >> YES.

>> THERE IS? BESIDES ENGLISH AND SPANISH?

>> WHAT DOMINANT? CAN YOU FILL US IN? WHAT IS THERE?

>> TYPICALLY WE TRANSLATE EVERYTHING INEENLISH AND SPANISH, IF THERE IS A PARTICULARLY LARGE POPULATION WE MAY DO FURTHER TRANSLATION BUT RIGHT NOW MOST OF THE TIME IN

ENGLISH AND SPANISH. >> I THINK WE NEED TO CONSIDER OTHER LANGUAGES OTHER THAN ENGLISH AND SPANISH. I THINK

THAT IS WHERE-- >> KR DO YOU REMEMBER THE LAST

SEARCH WHAT LANGUAGES WE DID? >> SORRY ABOUT THAT. I WAS GOING TO SHARE WITH YOU ONE PARTICULAR SITE WE WOULD PROBABLY WANT TO

PROVIDE IT IN ARABIC. >> ARE THERE ANY OTHERS?

>> DO WE HAVE OTHER THOUGHTS? >> THANK YOU.

>> WE WOULD PROBABLY LOOK FOR THE DISTRICT TO HELP US IN INTERPRETING AT THAT SCHOOL SITE IN ARABIC.

>> THANK YOU. >> YOU REFERENCED COACHING SERVICES. COULD YOU BE A LITTLE MORE SPECIFIC ON WHAT TYPE OF COACHING SERVICES, AND ARE YOU AVAILABLE ALL THE TIME? SOMETIMES? WHAT DOES THAT LOOK LIKE?

>> IT IS DIFFERENT WITH EVERY PERSON YOU COACH. BECAUSE SOME PEOPLE NEED, OR WANT MORE COACHING THAN OTHERS. WE TYPICALLY MAKE OUR SBLS AVAILABLE TO THE SUPERINTENDENTS AT THEIR REQUEST. I AM CURRENTLY COACHING A NEW SUPERINTENDENT IN THE DISTRICT THAT A SEARCH THAT WE DID UP IN NORTHERN CALIFORNIA&I TALKED TO HER PROBABLY TWICE A MONTH, MAYBE THREE TIMES A MONTH, AND WE TEXT PROBABLY SIX TO EIGHT TIMES A MONTH. AND IN THE CONTEXT OF THAT OFTEN I WILL COMMUNICATE WITH THE BOARD PRESIDENT AS WELL.

>> SO JUST TO BE CLEAR, THE NEW SUPERINTENDENT WOULD HAVE TO REACH OUT TO YOUR AGENCY TO GET COACHING THAT THEY MAY NEED?

>> WELL-- >> OR DO YOU HAVE A STANDARD BASELINE COACHING SERVICE AND THEN YOU ADD MORE TO THAT BASED ON WHAT THE NEEDS ARE FOR THAT DISTRICT OR THAT PARTICULAR

PERSON? >> ALL THE COACHING IS CUSTOMIZED TO THE INDIVIDUAL PERSON RECEIVING THE COACHING.

>> OKAY. >> YOU WORK WITH THEM? ON

DEVELOPING THAT? >> YES, ABSOLUTELY. YEAH. I HAVE ONE PERSON I AM WORKING WITH WHO NEEDED A LOT OF COACHING TO START WITH AND KIND OF HE HAS KIND OF GOTTEN MORE AND MORE COMFORTABLE AND CONFIDENT IN THE NEW COMMUNITY, HE WAS VERY SPEERNED SUPERINTENDENT, AND WE HAVE TALKEDLESS AND LESS AS THE YEAR HAS GONE BY. I CHECK IN WITH HIM REGULARLY, I LOOKED AT ONE OF YOUR BOARD MEETINGS, WAS THAT AN ISSUE? THAT KIND OF

STUFF. >> CAN YOU PROVIDE REFERENCES FROM PREVIOUS CLIENTS WHO HAVE USED YOUR SERVICES FOR

SUPERINTENDENT SERVICES, PLEASE? >> WE DID IN OUR PROPOSAL.

>> OKAY. >> THANK YOU.

>> VICE PRESIDENT GARZA. >> THANK YOU.

>> THIS PERTAINS TO YOUR PROPOSAL. IT SAYS YOU WOULD ALSO GATHER PTA LEADERSHIP. HOW WOULD YOU GO AROUND BALANCING THAT GROUP? FINDING ENOUGH PARENTS TO HEAR--

>> THAT WOULD NOT BE SOLE SOURCE OF INFORMATION, WE WOULD HOPE TO HOLD, I HAD IT GO A NUMBER OF WAYS, IT IS INTERESTING IN COMMUNITIES, HOLD COMMUNITY MEETINGS AT YOUR HIGH SCHOOLS IS KIND OF TYPICALLY WHERE EVERYBODY ENDS UP IN THE UNIFIED SCHOOL DISTRICT. AND WE WOULD INVITE PARENTS TO COME AND WE CAN'T FORCE THEM TO COME. WE WOULD ALSO HAVE AN ONLINE SURVEY THAT WE WOULD HOPE TO HEAR FROM A SIGNIFICANT NUMBER OF PARENT WHOSE DIDN'T FEEL COMFORTABLE COMING OR COULDN'T COME AT THE NIGHT OF THE COMMUNITY MEETING. THAT IS KIND OF TYPICALLY HOW WE GET THE INFORMATION. WE WOULD TALK TO, IF YOU DIRECTED US TO, PTA, PTSA, PTO LEADERSHIP, IF YOU FELT THAT WAS SIGNIFICANT GROUP FOR US TO HEAR FROM. WE WANT TO HEAR FROM ALL PARENTS, NOT JUST PARENTS WHO HAVE DECIDED TO BECOME MEMBERS OF THE

[01:40:01]

PTA. >> I WOULD LIKE TO ADD IN SOME INSTANCES, YOU KNOW, PEOPLE ARE WORKING, RIGHT? IF IT WOULD BE, MEET DIFFERENT GROUP OF PEOPLE'S NEEDS, WE WOULD ALSO BE OPEN TO ZOOM BECAUSE YOU CAN GET A WHOLE DIFFERENT POPULATION OF FOLKS WHO HAVE TO FEED THEIR KIDS AT NIGHT, OR WHAT NOT. SO THEY JUST CAN'T MAKE IT TO THE MEETING. SO A ZOOM OPTION OR TWO WOULD ALSO BE SOMETHING WE ARE VERY OPEN TO, AND FACILITATED.

>> THANK YOU. YOU SAY IN YOUR PROPOSAL YOU WOULD PROVIDE UP TO THREE INDIVIDUAL ESL TEAM MEMBERS, THAT WOULD BE YOU,

RIGHT? >> THE THREE OF US WILL BE THE PRINCIPLE PARTNERS IN THE SEARCH BUT OUR ENTIRE ELS TEAM ACROSS THE STATE WILL BE INVOLVED IN HELPING US RECRUIT CANDIDATES.

>> THAT WAS GOING TO BE MY NEXT QUESTION, HOW DO YOU RECRUIT CANDIDATES FROM OTHER STATES, OR WHAT DOES YOUR NETWORK LOOK

LIKE? >> I HAVE TRAINED PROBABLY BETWEEN 500 AND A THOUSAND SUPERINTENDENTS THROUGH MY WORKT USC, I WORK THROUGH ASCA AND MY WORK THROUGH SUBURBAN SCHOOL SUPERINTENDENTS AS WELL AS URBAN DIALOGUE. THAT IS JUST ME. AS TEAM MEMBERS WE HAVE DR. MORE R MR. TRINA, PEOPLE WHO ARE HERE, TWO COUNTY SUPERINTENDENTS IN NORTHERN PART OF THE COUNT A, RON WAS MOST RECENT PRESIDENT OF THE SUPERINTENDENT COUNCIL FOR THE STATE OF CALIFORNIA. WE HAVE DOWN SOUTH, CLINT HARWICK, THE PRESIDENT OF THE ASSOCIATION OF CALIFORNIA SCHOOL ADMINISTRATORS, SO WE HAVE A VERY VAST NETWORK OF TEAM MEMBERS, BOTH WHO ARE CURRENTLY SUPERINTENDENTS AND RETIRED WHO KNOW OF AND KNOW ABOUT PEOPLE WHO MIGHT BE INTERESTED IN BECOMING THE NEXT SUPERINTENDENT IN BELLFLOWER.

>> OKAY. >> IF WE ACTUALLY HAVE A SUPERINTENDENT THAT WISHES TO GO ON ANOTHER SEARCH FOR WHATEVER REASON, WOULD YOU COME BACK FOR THAT SUPERINTENDENT TO LOOK FOR

THEM? >> NO, NO. WE-- IF WE ARE SELECTED TO CONDUCT THIS SEARCH WE WILL LOOK FOR CANDIDATES THAT WANT TO BE HERE SIGNIFICANT PERIOD OF TIME. FIVE YEARS FOR US IS SMALLEST PERIOD OF TIME WE WOULD THINK WOULD BE GOODISM WE WANT CANDIDATES COMMITTED TO BELLFLOWER, COMMITTED TO THE COMMUNITY AND LONG TERM POSITION AS THE SUPERINTENDENT. WE GUARANTEE TO YOU THAT WE WILL NOT PUT ANY CANDIDATE WE PLACE WITH YOUR HELP IN BELLFLOWER IN ANY OTHER SEARCH. IF A CANDIDATE COMES TO US AND SAYS I AM THINKING ABOUT APPLYING FOR, YOU KNOW, THE X, Y, Z SCHOOL DISTRICT, THEY HAVE BEEN HERE ONLY A COUPLE OF YEARS, OUR ADVICE TO THEM WILL BE, NO, YOU NEED TO STAY. WHAT IS GOING ON? LETS FIGURE IT OUT, WE WILL COME IN AND HELP. IS THERE AN ISSUE? LETS HAVE A CANDID CONVERSATION, REMEMBER, YOU AGREED TO BE COMMITTED TO THIS COMMUNITY.

>> THANK YOU. >> CLERK KRICHFIELD?

>> THANK YOU, MADAM PRESIDENTISM THANK YOU FOR BEING HERE, AND I APPRECIATE THE PERSONALIZED TOUCH ON THE PRESENTATION, VERY WELL DONE. COUPLE QUESTIONS, ONE, WHAT HAS BEEN YOUR EXPERIENCE AND WHAT IS YOUR TAKE ON INTERNAL CANDIDATES?

>> WE USUALLY PRESENT THE BOARD WITH TWO OPTIONS IN RELATIONSHIP TO INTERNAL CANDIDATES, AND THOSE OPTIONS ARE, ONE, DO A TWO-STEP PROCESS WHERE YOU WOULD TAKE ALL THE INTERNAL CANDIDATES, OR THE INTERNAL CANDIDATE, AND INTERVIEW THEM, TAKE THEM THROUGH THE REQUIRE THEM TO APPLY, TAKE THEM THROUGH THE SAME INTERVIEW PROCESS YOU WOULD CONDUCT IN AT-LARGE INTERVIEW PROCESS, DO THAT, MAKE A DECISION IN CONSULTATION WITH THE SEARCH PARTNERS, DID THAT PERSON ANSWER ALL THE QUESTIONS CORRECTLY? IS THAT THE PERSON YOU WANT SITTING IN THE SEAT? IF SO, THEN YOU DON'T NEED TO GO BACK OUT AND LOOK AT OTHER CANDIDATES. THE OTHER PROCESS IS TO HAVE INTERNAL CANDIDATES BE CONSIDERED ALONG WITH EVERYBODY ELSE. IF YOU DO THAT, AND I HAVE HAD EXPERIENCE IN BOTH OF THESE, IF YOU DO THAT, THEN IT IS MOSTLY ONLY FAIR TO THOSE INTERNAL CANDIDATES TO SAY THERE IS NO GUARANTEE THAT YOU ARE GOING TO GET AN INTERVIEW.

BECAUSE IF YOU ARE GOING TO COMPARE THEM WITH EVERYBODY ELSE, THEN THE WORST THING YOU COULD POSSIBLY DO IS GIVE THEM AN INTERVIEW WITH MORE REAL INTENT THAT THIS IS THE CANDIDATE THAT YOU COULD SEE SITTING IN THE SEAT. BUT BOTH OF THOSE WAYS, BOTH OF THOSE KIND OF APPROACHES WORK WELL. SO,

[01:45:02]

THAT IS WHAT WE HAVE DONE. >> OKAY. I APPRECIATE THAT

ANSWER. >>> ANOTHER QUESTION, I KIND OF HAD IT FOR THE OTHER FIRMS AS WELL. THIS SEEMS LIKE A LOT OF WORK. AND YOU MENTIONED WE WOULD BE THE ONLY SEARCH YOU WOULD BE DOING, AND IT WOULD TAKE A FEW MINUTE MONTHS, 20-- IT SEEMS LIKE A SMALL PRICETAG COMPARED TO OTHER STUFF WE SEE. I KNOW SOME FIRMS WILL DO FLAT FEE AND SOME WILL DO A PERCENTAGE OF THE SUPERINTENDENT'S SALARY. BUT YOURS IS JUST THE FLAT FEE?

>> ALL IN, $20,000. WHEN WE CREATED EDUCATION LEADERSHIP SERVICES, OUR MISSION AND OUR VISION IS TO SUPPORT SCHOOL DISTRICTS IN CALIFORNIA. NO OTHER REASON, NONE OF US ARE IN IT TO MAKE MONEY, AS YOU CAN TELL. WE ARE HERE BECAUSE WE BELIEVE STRONGLY IN HOW IMPORTANT SUPERINTENDENT LEADERSHIP IS, PRINCIPAL LEADERSHIP IS, BOARD LEADERSHIP IS. WE DO A LOT OF WORK AROUND BOARD GOVERNANCE AS WELL AND OUR GOAL IS TO SUPPORT SCHOOL DISTRICS IN DOING THE BEST WORK

THEY CAN FOR THEIR COMMUNITIES. >> GREAT. THANK YOU. LAST QUESTION, YOU MIGHT HAVE COVERED IT, IF I MISSED IT I APOLOGIZE, DO YOU ALSO HAVE, IS IT YOUR PRACTS TO HELP NEGOTIATE SUPERINTENDENT CONTRACT, OR IS THAT NOT SOMETHING YOU DO ON

YOUR END? >> WE HAVE DONE-- MANY, NEGOTIATEED MANY. WHAT WE WILL TYPICALLY DO IS HAVE A CONVERSATION WITH YOU ABOUT WHAT ARE THE CONTRACT PARAMETERS? BECAUSE WE DON'T WANT TO HAVE SOMEONE THAT YOU INTERVIEW AND THEN YOU SAY, WELL HERE IS WHAT THE CONTRACT PARAMETERS ARE, AND THIS PERSON, SHE IS YOUR NUMBER ONE CANDIDATE, AND SHE SAYS I CAN'T WORK FOR LESS THAN BLANK. THEN YOU GO, OH, WHAT DO WE DO

NOW? >> WE WILL MAKE SURE THAT WE HAVE THAT VERY CANDID AND IMPORTANT CONVERSATION ABOUT WHERE THAT IS FOR BELLFLOWER UNIFIED BUT YOU HAVE AN ATTORNEY, SO MY BELIEF IS MOST LIKELY, WE MET IN THE BREAK, SO I KNOW WHO HE IS, THAT IS THE ONLY REASON I KNOW WHO HE IS, WE

MET DURING THE BREAK. >> SURE.

>> WE WOULD EXPECT THAT HE WOULD BE PROBABLY THE LEAD NEGOTIATOR ALONG WITH THE BOARD PRESIDENT IN NEGOTIATING THE CONTRACT WITH YOUR FINALIST. AND I WANT TO BE REALLY CLEAR, WE WORK FOR YOU.

WE DON'T WORK FOR THE PEOPLE THAT, YOU KNOW, WE ARE RECRUITING TO BE YOUR SUPERINTENDENT. SO, BUT WE WOULDN'T GET IN THE WAY, PARTICULARLY WHEN YOU HAVE COUNCIL, AND TRY TO DO THE CONTRACT, UNLESS WE WOULD BE PROBABLY A CONDUIT AND SAY THESE ARE WHAT THE CONTRACT PARAMETERS

ARE. >> I JUST WANTED TO ADD THAT, YOU KNOW KNOW, SUPERINTENDENT'S CONTRACTS ARE PUBLIC INFORMATION, SO IT IS VERY EASY TO DO A WIDE LOOK AT WHAT ARE THE COMPARABLES IN THE AREA, SO THAT WE KNOW, YOU KNOW, WHAT IS THE MARKET ACTUALLY-- WHAT IS THE INDUSTRY STANDARD IN THIS AREA? SO THAT IS VERY, VERY HELPFUL. SO WE WOULD WANT TO BE SURE YOU ARE ABLE TO MAKE AN INFORMED DECISION.

>> THANK YOU. >> PRESIDENT STUART, I DIDN'T SEE IN HERE, MAYBE I JUST OVERLOOKED IT, BUT DO YOU HAVE-- WHAT IS YOUR SUCCESS RATE FOR THREE TO FIVE YEARS?

>> RIGHT NOW 100%. >> FOR THREE AND FIVE? OR--

>> WELL, NOT EVERYBODY WE HAVE WORKED WITH HAS BEEN IN THE SEAT FOR THREE YEARS. SOME HAVE, YOU KNOW, JUST, WE HAVE COMPLETED THE SEARCH SO THEY HAVE BEEN IN IT FOR A YEAR, BUT THOSE THAT HAVE, WE PLACED OVER FIVE YEARS, SEVEN YEARS AGO, ARE STILL

SERVING THOSE COMMUNITIES. >> 100%? GREAT. THANK YOU.

>> ANY OTHER QUESTIONS? >> THANK YOU SO MUCH, WE REALLY

APPRECIATE YOUR PRESENTATION. >> THANK YOU VERY MUCH.

>> THANK YOU FOR JOINING US.

[01:50:03]

>>> WE HAVE ONE MORE PRESENTATION FOR THIS EVENING, WE HAVE DR. VRDUGO FROM LEADERSHIP. THANK YOU.

>> THANK YOU FOR BEING HERE, WE APPRECIATE IT.

>> YOU HAVE TO CLICK THE BUTTON AND THEN IT WILL TURN GREEN OVER

HERE. >> OKAY.

>> THANK YOU. >> GOOD EVENING, UNFORTUNATELY SANDY THORTONSON, OUR OTHER SEARCH PARTNER HAS CAUGHT THAT VIRUS THAT IS GOING ROUND SO AS A RESULT SHE WILL NOT BE HERE.

DR. PEGGY LYNCH, WHOSE PHOTO YOU SEE UP THERE, IS NOT GOING TO BE INVOLVED IN THIS PARTICULAR SEARCH AFTER ALL. I DO WANT TO BEGIN BY THANKING YOU ON BEHALF OF SANDY AND MYSELF, LIKE TO EXPRESS OUR APPRECIATION FOR YOU FOLKS TAKING THE TIME AND ALLOWING US TO PRESENT OUR LEADERSHIP ASSOCIATE SUPERINTENDENT SEARCH PROPOSAL. I WILL START WITH SANDY FOR A MOMENT. SHE IS PREVIOUS WHITTIER SUPERINTENDENT, A POSITION SHE HELD, IF I AM NOT MISTAKEN, 15 YEARS, HER ENTIRE CAREER WAS IN THE WHITTIER HIGH SCHOOL PROGRAM. SHE WAS ALSO THE CHAIR OF THE CALIFORNIA COLLABORATIVE AND ALSO THE CHAIR OF THE ACS STUDENT COUNCIL. AS FAR AS I AM CONCERNED, I AM SENIOR PARTNER WITH LEADERSHIP ASSOCIATES, SENIOR PARTNER FOR THE PAST 10 OR 11 YEARS, I HAVE COMPLETED APPROXIMATELY BETWEEN 50 AND 60 SEARCHES. I AM THE FORMER AND RETIRED SUPERINTENDENT OF PARAMONT UNIFIED SCHOOL DISTRICT, A POSITION I HELD TEN YEARS THERE. FOLLOWING RETIREMENT, I WAS SELECTED TO BE THE EXECUTIVE DIRECTOR OF CALIFORNIA ASSOCIATION OF LATINO ADMINISTRATORS AND SUPERINTENDENTS, CULSA, AS WELL AS WORKING OUT OF WASHINGTON, D.C. AS THE SUPERINTENDENT'S LEADERSHIP ACADEMY DREKDER WHERE I HAD MENTORED AND COACHED ASPIRING SUPERINTENDENTS ACROSS THE NATION. I AM ONE OF FOUR BILINGUAL PARTNERS WITH LEADERSHIP ASSOCIATES AND WE HAVE FOUND THAT IS REALLY AN IMPORTANT FACTOR, PARTICULARLY DURING YOUR STAKEHOLDER INPUT SESSIONS. I ALSO HAVE BEEN THE DEPUTY SUPERINTENDENT AND SPENT 22 YEARS WHERE I GREW UP AS A K-12 ELEMENTARY PRINCIPAL AS WELL AS HIGH SCHOOL PRINCIPAL. I WAS THE PRINCIPAL OF ELRANCHO HIGH SCHOOL, THE SCHOOL I ATTENDED AS A MATTER OF FACT. THAT WAS UNIQUE, I THINK I WAS 35, I NEEDED HUMILITY Y REMEMBER GOING TO MY CHEMISTRY TEACHER AND DEMANDING LESSON PLANS BE ON MY DESK BY FRIDAY. SHE REMINDED ME AND SAID I REMIND YOU YOU GOT A "C" IN MY CHEMISTRY CLASS.

PRIOR TO THE NEXT SLIDE I DID WANT TO INFORM THE BOARD THAT WE ARE, IN FACT, THE ONLY SILVER AFFILIATE ASSOCIATED AND RECOGNIZED BY CSBA IN TERMS OF SEARCH FIRMS. THIS, I THINK, IS A PARTICULARLY IMPORTANT SLIDE, DISPLAYS THE UNIQUE AND OUTSTANDING SUPPORT DURING THE SEARCH THAT WE, AT LEADERSHIP ASSOCIATES, PROVIDE. EACH OF THESE LADIES THAT YOU SEE THERE ARE FORMER SUPERINTENDENT EXECUTIVE ASSISTANTS AND SECRETARIES AND WE BELIEVE THAT IT WILL PROVIDE YOUR ADMINISTRATIVE STAFF AND YOUR TECHNOLOGY STAFF TREMENDOUS ASSISTANCE. THEY ARE SUPPORT SPECIALISTS, THEY WILL BE ASSIGNED TO THE SCHOOL DISTRICT, EXCEPTIONAL SUPPORT THROUGHOUT THE DISTRICT, THROUGHOUT THE PROCESS, COMPREHENSIVE ON-CALL SUPPORT, PERSONALIZED WRITTEN GUIDELINES, TEMPLATES, DOCUMENT, CHECK LISTS, BROWN ACT ASPECT OF THINGS AND PROMPT AND VERY MUCH COMMUNICATION. THIS NEXT ONE, POINT IT THERE. OKAY. IS REALLY WHAT WE CONSIDER TO BE OUR WHY, AND I WILL JUST MAKE SURE I FILL UP THAT WE REFER TO OUR WHY? WHO ARE WE? PARTNERSHIP OF ACTIVE EDUCATIONAL LEADERS COMMITTED TO PROVIDING AND IMPROVING THE QUALITY OF EDUCATION FOR ALL CALIFORNIA STUDENTS, WE BELIEVE CERTAINLY THAT HIGH PUBLIC QUALITY PUBLIC EDUCATION COMMITTED TO PROVIDING EQUITABLE EDUCATION FOR ALL CHILDREN IS REALLY TRULY THE FOUNDATION OF OUR DEMOCRATIC SOCIETY, THAT EVERY STUDENT, STAFF MEMBER DESERVES A PASSIONATE, CARING AND INSPIRED LEADER FOCUSED ON INSURING ALL CHILDREN RECEIVE THE HIGHEST QUALITY EDUCATION POSSIBLE. WHAT WE BELIEVE AND WHAT WE VALUE IS INTEGRITY, EQUITY, EXCELLENCE, DIVERSITY, INCLUSION, ACCOUNTABILITY, AND CERTAINLY TRANSPARENCY. WE CONTINUE TO SUPPORT -- SORRY, I APOLOGIZE. WE CONTINUE TO SUPPORT SCHOOL BOARDS AND EDUCATIONAL LEADERS, YOU CAN SEE

[01:55:03]

THE NEXT PORTION OF THAT ON THE RIGHT HAND SIDE, THAT KIND OF BLUE ISH PORTION IS EDUCATIONAL PARTNER INPUT IN PERSON AS WELL AS VIRTUAL, MEANING ZOOM AS WELL AS SURVEY THAT WE WILL CONDUCT AS WELL. EXCLUSE SXFB EXTENSIVE INTERVIEWS WITH YOUR STAKEHOLDERS AND CONSTITUENTS, WE WOULD PROVIDE A TEMPLATE OF THOSE WE TYPICALLY DEAL WITH BUT INVITE THE BOARD TO ADD TO THAT LIST BECAUSE WE KNOW THAT YOU KNOW YOUR DISTRICT ACCORDINGLY.

DISTRICT OUTREACH TO WIDE VARIETY OF PARTNERS. IT IS THAT THAT WE USE FOR THE POSITION DESCRIPTION. THE JOB DESCRIPTION, IF YOU WILL. THAT POSITION DESCRIPTION INCLUDES A DESCRIPTION OF YOUR COMMUNITY, YOUR DISTRICT, AS WELL AS THE CHARACTERISTICS AND EXPERIENCES THAT YOU DESIRE MOST IN THE NEXT SUPERINTENDENT. WE DO NOT MOVE FORWARD WITH THAT DRAFT WITHOUT YOUR APPROVAL, BY THE WAY. WE BEGIN TO DEVELOP AN EXECUTIVE SUMMARY. IT IS PRACTICALLY LIKE A ACCREDITATION REPORT PROVIDED TO YOU. IT CONTAINS NOT ONLY THE CHARACTERISTICS AND EXPERIENCES YOU DESIRE MOST IN YOUR NEXT SUPERINTENDENT BUT WE ALSO INCLUDE THE STRENGTHS OF THE DISTRICT, PERHAPS MORE IMPORTANTLY SOME CHALLENGES THE DISTRICT IS FACING. A WONDERFUL ROAD MAP FOR THE SUPERINTENDENT, HE OR SHE ALONG AND IN

[02:00:04]

[02:06:12]

>> THANK YOU SO MUCH, PRESIDENT. DO YOU -- IN YOUR SEARCH, I KNOW YOU SAY YOU PLACE A LOT OF UTILIZE NATIONAL NETWORKS AND ASSOCIATIONS TO SOURCE

CANDIDATES? >> WE ABSOLUTELY DO. DURING THAT VETTING PROCESS, WE ALLOW THOSE INDIVIDUALS TO PROVIDE US ADDITIONAL CONTEXT THAT MIGHT BE IMPROVING THEIR OPPORTUNITY.

THOSE COULD BE NATIONAL, THEY COULD BE STATEWIDE AS WELL, AND THEY COULD BE LOCAL, SO, WE TRIED TO WORK DIRECTLY WITH ANYONE WHO MIGHT BE INTERESTED AND WHO APPLIES. WE CREATE WHAT I AM CALLING A PARTNERSHIP WITH THEM AS WELL, BECAUSE WE REALIZE HOW IMPORTANT IT IS FOR THEM TO MOVE FORWARD CORRECTLY, AND WE ARE ALSO HELPFUL TO THEM. WE MIGHT FIND SOMETHING ON THEIR APPLICATION EARLY ON THAT REALLY DOESN'T -- NOT MAKE SENSE, BUT MIGHT BE AN ERROR FOR EXAMPLE. WE WANT TO WORK WITH THEM ACCORDINGLY, SO YES, THOSE CONNECTIONS ARE NATIONALLY BASED AS WELL. IN FACT, WE HAVE HAD APPLICANTS INTERNATIONALLY.

>> THANK YOU. ALSO, HOW ARE YOU GOING TO HANDLE THAT TO THE END, BECAUSE WE MAY HAVE A SUIT -- SITTING SUPERINTENDENT, HOW ARE

YOU GOING TO HANDLE THAT? >> WELL, WE KNOW THAT YOU FOLKS AS TRUSTEES ARE MOST LIKELY GOING TO BE ASKED, IF YOU WILL, WHAT IS TAKING PLACE, WHAT ARE THE NEXT STEPS, FOR EXAMPLE, AND WE WOULD ADVISE THE BOARD MEMBERS TO SIMPLY GET A HOLD DIRECTLY TO US AND LET US HANDLE THOSE DIRECT COMMUNICATIONS WITH PEOPLE WHO MIGHT BE INTERESTED IN ACQUIRING MORE INFORMATION ABOUT THE STEPS, THE TIMELINE, THE START DATE, THE PROCESS, IF YOU WILL PRINT HAVING SAID THAT, THOUGH, THE CONFIDENTIALITY THAT I WAS REFERRING TO IS PROVIDING CONFIDENTIALITY, SO THAT THE PERSON WHO IS AN APPLICANT IS AN INJURED BY SOMEONE MAY BE MAKING MENTION OF THE FACT THAT THEY HAVE APPLIED FOR A NEW POSITION OUTSIDE OF THEIR DISTRICT. AS IT RELATES TO THE TRUSTEES, WE WOULD REQUIRE THAT THAT CONFIDENTIALITY BE AN ASPECT FOR THIS GOVERNANCE TEAM THAT IS PARTICULARLY IMPORTANT AS WELL.

>> THANK YOU, I HAVE ANOTHER QUESTION. YOU ARE GOING TO BE DOING SURVEYS AND COLLECTING DATA.

>> THAT'S CORRECT. >> HOW ARE YOU GOING TO REACH PARENTS, STUDENTS, OR COMMUNITY MEMBERS THAT MAY HAVE VISUAL IMPAIRMENTS, PHYSICAL, OR MOTOR IMPAIRMENTS , HEARING IMPAIRMENTS, OR EVEN SPEECH IMPAIRMENTS, ARE YOU GOING TO

REACH THOSE PEOPLE? >> I WOULD IMAGINE, MS. ARMSTRONG, THAT WE WOULD WORK DIRECTLY WITH THE DISTRICT AND HAVE AN OPPORTUNITY TO HAVE PERSONAL CONVERSATIONS AND/OR MEETINGS WITH THOSE INDIVIDUALS OR GROUPS, THAT IS SOMETHING THAT WE ARE VERY PROUD OF IN THE POINT OF HAVING A THREE-WAY EFFORT TO REACH YOUR CONSTITUENTS, SO NOT ONLY ZOOM MEETINGS ACCORDINGLY, PERSONAL MEETINGS ARE WITHIN THE DISTRICT, AND OF COURSE, THE SURVEY. AND SINCE COVID HAS HAPPENED, SOME OF THE POST-COVID SURVEY NUMBERS THAT WE ARE RECEIVING ARE REALLY QUITE STRONG, HIGH-VOLUME POINT WE WILL WORK WITH YOUR SITE PRINCIPLES AS WELL. WE WILL MANAGE THAT SURVEY AND TAKE A LOOK AT IT ON A WEEKLY BASIS, TO SEE WHAT THE AMOUNT OR THE VOLUME IS, AND IF IT IS WEAK OR NOT AS HIGH AS WE THINK IT SHOULD BE, WE WILL CREATE A CAMPAIGN IN CONJUNCTION WITH YOUR SITE PRINCIPLES AND YOUR DISTRICT OFFICE TO RAISE THAT NUMBER, SO THAT WE CAN GET THOSE VOICES ACCORDINGLY. BUT WE HAVE NO DIFFICULTY WHATSOEVER IN PERSONAL CONTACTS AND MEETINGS WITH INDIVIDUALS OR GROUPS THAT MAY HAVE SOME OF THOSE CHALLENGES.

>> THANK YOU. I HAVE ONE LAST QUESTION. ONCE WE GET TO THE END

[02:10:02]

>> THERE ARE TWO WAYS THAT WE CAN DO THAT. WE CAN EXECUTE A CONTRACT SPECIFIC TO COACHING OPPORTUNITIES FOR THAT INDIVIDUAL, BUT BEYOND THAT, REGARDLESS OF THE CONTRACT, WE WOULD BE AVAILABLE AS THOUGHT PARTNERS, SO IF WE WERE SUCCESSFUL IN THE SEARCH, MYSELF AND SANDY WOULD BE THOUGHT PARTNERS FOR A MINIMUM OF A YEAR, AND IF IT WAS A CONTRACT, THAT WOULD BE EXECUTED, THEN SOME OF THE DETAILS OF THAT COACHING OPPORTUNITY, THAT THOUGHT PARTNERSHIP, THAT MENTORSHIP, IF YOU WILL, WILL BE AVAILABLE ACCORDING TO THE CONTRACT. BUT WE NEVER EVER LEAVE THE SUPERINTENDENT THAT HAS BEEN NEWLY HIRED WITHOUT SOME SUPPORT ACCORDINGLY. AN EXAMPLE I MAY GIVE YOU IF I MAY, DR. NATASHA BAKER, WHO HAS JUST BEEN SELECTED, WE ASSISTED HER WITH HER 90 DAY PLAN. WE FELT IT WAS IMPORTANT FOR THE 90 DAY PLAN TO BE EXTREMELY TRANSPARENT, SO OUR SUGGESTION AS A THOUGHT PARTNER WAS TO PROVIDE THAT TO THE ENTIRE COMMUNITY AND NOT JUST TO THE BOARD OF EDUCATION, SO THAT TRANSPARENCY REALLY WENT A LONG WAY. SO, THERE ARE TWO WAYS I THINK THAT I WOULD SHARE THAT WITH YOU. AN EXECUTED CONTRACT FOR MORE SPECIFIC MENTORING OPPORTUNITIES, BUT WE NEVER LEAVE SOMEONE THAT HAS BEEN SELECTED BY THE BOARD ON THEIR OWN.

>> THANK YOU SO MUCH, SIR. THANK YOU, PRESIDENT.

>> BOARD MEMBER CINTRON ? >> THANK YOU AGAIN FOR YOUR PRESENTATION. JUST KIND OF PIGGYBACKING, IS THIS ADDITIONAL -- AFTER THE 90 DAY TRANSITION, IS IT AN ADDITIONAL FEE? IS IT A DIFFERENT CONTRACT TO GET A TRAINING OR A DEVELOPMENT KIND

OF SCHEDULE ? >> WE MAINTAIN A FREE SUPERINTENDENTS LEADERSHIP ACADEMY OR ADVISORY GROUP, SO ONE COULD TAKE ADVANTAGE OF THAT THROUGH THE COUNTY. L.A. COUNTY OFFICE OF EDUCATION, WE CURRENTLY SERVE 80 SCHOOL DISTRICTS WHO IN TURN SERVE MORE THAN ONE AND A HALF, 2 MILLION STUDENTS, SO THERE'S THAT ASPECT OR OPPORTUNITY. WE CERTAINLY COULD ENTERTAIN AND EXECUTE A CONTRACT WITH MANY MORE SPECIFICS AS TO WHAT THE COACHING LOOKS LIKE, BUT AGAIN, WE WOULD BE, AS I MENTIONED TO MS. ARMSTRONG, WOULD BE AVAILABLE FOR ANY THOUGHT PARTNER MENTORING ADVICE , ENGAGEMENT WITH THAT PARTICULAR SUPERINTENDENT. WE BELIEVE IT IS IMPORTANT FOR US TO BE AVAILABLE ANY TIME THAT SUPERINTENDENT, REGARDLESS OF WHETHER THEY ARE A SEASON SUPERINTENDENT OR A NEW SUPERINTENDENT TO THE SEATS, WE WOULD MAKE OURSELVES AVAILABLE, AND THAT IS TYPICALLY FOR AT LEAST A YEAR, BUT AGAIN, THEY COULD TAKE ADVANTAGE OF THE SUPERINTENDENTS LEADERSHIP ADVISORY GROUP, WHICH WE NOW OPERATE THROUGH AT LEAST FIVE COUNTIES FROM EL DORADO COUNTY UP IN THE AREA OF NORTH DOWN TO SAN DIEGO. MOST OF OUR PARTNERS THAT I SAW -- THAT I SHOWED YOU ON THAT LIST, ON THAT MAP, ARE INVOLVED IN ONE WAY OR ANOTHER,

AS COACHES AND MENTORS. >> THANK YOU.

>> CERTAINLY. >> CLERK CRIHFIELD?

>> THANK YOU, MADAM PRESIDENT. THANK YOU FOR THE PRESENTATION, TRULY APPRECIATE IT. A COUPLE QUESTIONS, ONE, HOW DO YOU

HANDLE INTERIM CANDIDATES? >> OUR HANDLING OF INTERNAL CANDIDATES IS MORE SPECIFIC WITH A PARTICULAR CONVERSATION WITH THE BOARD OF EDUCATION. WE FEEL THAT THE CONFIDENTIALITY OF THAT CONVERSATION IS IMPORTANT TO DEAL WITH IN A CLOSED SESSION UNDER PERSONNEL, SO, IF THERE IS IN FACT A NUMBER OR CERTAIN INDIVIDUALS THAT MIGHT BE INTERESTED IN APPLYING FOR THE POSITION, WE CERTAINLY BELIEVE THAT IT IS IMPORTANT TO COMPARE AND CONTRAST THOSE INDIVIDUALS WITH THE OTHER POOL OF PEOPLE THAT THE BOARD MIGHT BE INTERESTED IN INTERVIEWING, BUT WE REALLY FEEL THAT IT IS GOING TO BE AN IMPORTANT CONVERSATION DURING OUR INITIAL MEETING WITH THE BOARD OF EDUCATION, WHERE WE PLACED FULL AGENDA FOR THE BOARD ON THE TOPICS THAT WE INTEND TO TALK ABOUT. SO, THOSE TOPICS MIGHT BE WHAT ARE YOUR CHARACTERISTICS THAT YOU WOULD LIKE TO SEE? THOSE TOPICS ARE WHAT ARE SOME OF THE COMPENSATION RANGE? IT WOULD BE THINGS LIKE WHO DO YOU WANT US TO REACH OUT TO IN TERMS OF STAKEHOLDER INPUT? THAT IS ALL IN PUBLIC, BY THE WAY, WHICH IS VERY IMPORTANT. BUT THEN AS WE GET INTO MORE PERSONAL CONVERSATIONS WITH RESPECT TO WHO YOU WOULD LIKE US TO MAYBE RECRUIT, AND/OR A LITTLE BIT BETTER AND STRONGER CONVERSATION ABOUT THE INTERNAL CANDIDATES, WE BELIEVE THAT IS A CONVERSATION THAT SHOULD BE HELD WITH THE TRUSTEES, THE GOVERNING

TEAM, AND OURSELVES. >> THANK YOU. AND JUST A

[02:15:02]

OPERATE AT ANY ONE TIME? >> OUR PARTNERS GENERALLY MIGHT HAVE TWO SUPERINTENDENT SEARCHES ON THEIR DOCKET. IF YOU ARE ASKING ME PERSONALLY, I'M GOING TO BE INVOLVED IN THE ORANGE UNIFIED SCHOOL DISTRICT SUPERINTENDENT SEE SEARCH.

HOWEVER, WE DO HAVE FOUR PARTNERS , WHICH I'M HAPPY TO SAY ON THAT PARTICULAR SEARCH, THAT SEARCH OF COURSE INVOLVES , I THINK, IS SCHOOL DISTRICT OF ALMOST 30,000 STUDENTS. AND SO, THE INTENT THERE WAS TO MAKE SURE WE HAD FOUR INDIVIDUALS. I HAPPEN TO BE ONE OF THOSE INDIVIDUALS ON THAT SEARCH.

BELLFLOWER AND ORANGE UNIFIED WOULD BE THE ONLY TWO SEARCHES THAT I WOULD BE COMMITTED TO, NO OTHERS.

>> AND THE REASON I ASK IS BECAUSE THE FEET SEEMS SO REASONABLE COMPARED TO SOME OTHER THINGS THAT WE SEE. AND

YOU SAID IT IS ALL-INCLUSIVE. >> THAT'S CORRECT.

>> BUT WHAT PERCENTAGE AFTER YOU PLACE A SUPERINTENDENT DO END UP ON SOME OTHER CONTRACT WITH COACHING OR IS IT PRETTY COMMON TO HAVE AN ADDITIONAL CONTRACT ONCE THEY GET PLACED?

>> IT ABSOLUTELY IS AND IT HAS BEEN. IN FACT, IT IS ALWAYS LIKE A CORPORATE MODEL NOW, REGARDLESS OF WHETHER OR NOT YOU ARE A SEASONED SUPERINTENDENT OR A NEWBIE, WE HAVE FELT, AND I THINK THAT THE GENERAL SENSE IS THAT PEOPLE SHOULD HAVE A COACH ACCORDINGLY, A MENTOR PERHAPS, AND THAT'S WHY I KIND OF LESSENED THAT WORDING, INCLUDING A THOUGHT PARTNER, TO BE ABLE TO PICK UP THE PHONE AND SAY, HEY, I AM DEALING WITH SOME GOVERNANCE ISSUES. YOU KNOW, WHICH IS THE MOST IMPORTANT RELATIONSHIP THAT I CAN IMAGINE. WHEN I WAS IN PARAMOUNT FOR 10 YEARS, IF I MAY, IT WAS THE CLOSEST RELATIONSHIP -- THE CLOSEST RELATIONSHIP COMPARED TO MY MARRIAGE, AND I HAVE BEEN MARRIED FOR 52 YEARS BUT SO, MY POINT SIMPLY BEING IS THOSE ARE THE KINDS OF THINGS THAT WE WANT TO AVOID, THOSE PITFALLS PERHAPS, THOSE QUESTIONS, THAT NETWORKING IS EXTREMELY

IMPORTANT. >> SO, THE THOUGHT PARTNER , SO YOU DON'T JUST PLACE THEM AND THEN THEY ARE LEFT ALONE? THERE IS SOME RELATIONSHIP , A PART OF THIS AGREEMENT? BUT TYPICALLY, IT IS THE CORPORATE MODEL WHERE THEY WILL -- IT'S GOING TO BE AN ADDITIONAL CONTRACT TO STAY IN THE NETWORK.

>> THERE COULD BE AND THAT IS A GREAT QUESTION. LET ME GIVE IT TO YOU MAYBE PERCENTAGEWISE. I WOULD SAY THAT AT LEAST 25% STAY WITH WHAT I WOULD CONSIDER A MINIMAL THOUGHT PARTNER /MENTORING OPPORTUNITY. AND THE BALANCE MIGHT BE 50% THAT TAKE ADVANTAGE OF AN EXTENDED CONTRACT, A SEPARATE CONTRACT TO BE ON THEIR NEGOTIATED CONTRACT, TO HAVE SERVICES OF A MENTOR.

AND TO BE VERY HONEST WITH YOU, AS MUCH AS I BELIEVE OUR MENTORS ARE THE TOP MENTORS IN THE ENTIRE STATE, AND COACHES, THAT MIGHT BE A CONVERSATION WITH YOUR BOARD, REGARDING COST FACTORS, REGARDING THE OPTICS OF THAT, WHICH IS EXTREMELY IMPORTANT AS WELL. SO, AS MUCH AS I STAND UP HERE AND SAY WE WOULD LOVE TO BE A COACH WITH YOU FOLKS AS WELL, AND WE ARE COMMITTED TO DOING THAT, SHOULD THAT BE THE CASE, THAT TYPICALLY ENDS UP AS AN ADDITIONAL CONVERSATION WITH THE TRUSTEES

AS WELL. >> WHAT DO THOSE CONTACTS

USUALLY LOOK LIKE? >> IN TERMS OF AMOUNTS?

>> YEAH. >> I HAVE SEEN THEM AS LOW AS $10,000. THERE HAVE BEEN SOME, FOR EXAMPLE, IN FRESNO, A VERY COMPLICATED SCHOOL DISTRICT, THAT WE HAVE MAINTAINED COACHES THERE, AS MUCH AS $30,000. BUT AGAIN, I BELIEVE IT TENDS TO NAVIGATE ITSELF WITH RESPECT TO THE NUMBER OF STUDENTS AND THE COMPLEXITIES, THINGS OF THAT SORT.

>> ALL RIGHT, GREAT, THANK YOU VERY MUCH.

>> YES. >> ANY FURTHER QUESTIONS? HEARING NONE. THANK YOU SO MUCH, I REALLY APPRECIATE YOU COMING, IT IS AMAZING SEEING YOU AGAIN.

>> APPRECIATE IT A GREAT DEAL, THANK YOU AND GOOD LUCK.

APPRECIATE THAT. >> THANK YOU, DOCTOR. OKAY, I KNOW WE HAVE A LOT TO THINK ABOUT, DO WE WANT TO TAKE A SHORT BREAK OR WE WANT TO JUST GO FOR IT? I ONLY HEAR BRAD, I HEAR GO FOR IT, WHAT DO YOU GUYS THINK? OKAY, WE ARE GOING TO TAKE A FIVE-MINUTE BREAK AND WE WILL COME B

>>> ALL RIGHT, WE WILL NOW RECONVENE INTO OPEN AT 7:38. ALL

[02:20:06]

>> I WAS NOT IMPRESSED WITH THE ELS -- EDUCATION LEADERSHIP SERVICES. I THINK THERE WAS A LOT OF EXTRAS WHEN IT COMES TO THE LANGUAGE, ENGAGEMENT THAT WE WOULD HAVE TO LIKE PAY FOR . IT ALSO DIDN'T SEEM LIKE A GOOD FIT -- I KNOW THEY PROVIDE COACHING SERVICES AND I WISH I HAD LIKE A SIGNIFICANT REASON, BUT OUT OF THE FOUR , I JUST -- SOMETHING JUST IS TELLING ME THIS IS NOT GOING TO BE A GOOD FIT, ESPECIALLY -- THE REASON WHY I ASKED ABOUT THE REFERENCES, BECAUSE I LOOKED UP THE REFERENCES, THEY ARE ONLY PRIVATE SCHOOLS. THEY HAVE ONE -- NO, THEY HAVE TWO UNIFIED SCHOOL DISTRICTS THAT THEY HAVE PLACED. ONE WAS FOR 32,000 KIDS, AND THE OTHER ONE, EVEN THOUGH IT SAYS UNIFIED SCHOOL DISTRICT, IT'S ONLY 1700 -- 1750. SO, I DON'T KNOW IF THAT IS A GOOD FIT FOR US, YOU KNOW? THEY WORK

MOSTLY WITH PRIVATE SCHOOLS. >> OKAY, ONE THING TO NOTE JUST FOR OUR PUBLIC AND IN GENERAL IS THE FOUR DIFFERENT FIRMS -- THE FIRST ONE, MCPHERSON AND JACOBSON, THE COST WAS $23,000 BUT THE NEXT TWO WAS 20,000, AND THEN THE LAST ONE, THE ASSOCIATES WAS $28,000, SO JUST TO PUT THAT OUT THERE FOR YOU GUYS, THOSE WERE A LITTLE BIT DIFFERENT, BUT THE RANGE 23 TO 28 IS ONLY 5000, WHICH IS NOT A BIG DEAL, BUT I JUST WANTED TO

PUT IT OUT THERE. >> THANK YOU, JUST TO BE -- FIRST OF ALL, I WANT TO THANK ALL THE FIRM'S FOR COMING OUT AND PRESENTING, I THINK THEY ALL HAD REALLY GOOD THINGS TO SAY ABOUT THEIR COMPANIES, BUT I WON'T GO DOWN WHY I DON'T LIKE OTHERS, THAT I WILL SAY MY TOP TWO ARE MCPHERSON AND JACOBSON AND LEADERSHIP ASSOCIATES. I THINK AFTER KIND OF GOING THROUGH THOSE TWO, I LIKE LEADERSHIP ASSOCIATES. I THINK THEY HAVE AN EMPHASIS ON THEIR SELECTION PROCESS AND MAKING SURE THAT IT IS -- WHAT WAS THAT?

>> OH NO, IT'S OKAY, GO AHEAD. I JUST ASKED FOR YOUR LAST ONE, BUT I UNDERSTAND YOU WANT TO GO YOUR DIRECTION, SO GO AHEAD.

>> YEAH, THINK OF IT I THINK TWO THINGS, I THINK THEIR SELECTION PROCESS OF FINDING THE BEST CANDIDATE -- BUT ALSO FINDING CANDIDATES THAT REPRESENT OUR COMMUNITY IS REALLY IMPORTANT, AND HONESTLY, THE LAST QUESTION, THEY ANSWERED IT HONESTLY, WITH THEIR ADDITIONAL CONTRACTS, BEING OPEN AND HONEST ABOUT THAT QUESTION.

ANY OTHERS THAT WE CAN ELIMINATE?

>> I AGREE WITH BOARD MEMBER CINTRON PRETTY ELS, I CAN'T PUT MY FINGER ON IT, BUT THERE WAS SOMETHING DISAPPOINTING THERE.

>> FOR ME, I WOULD PROBABLY ELIMINATE COSTCO. I COULD

ELIMINATE ELS AS WELL. >> I THINK --

>> USE YOUR MICROPHONE. >> I CAN ELIMINATE THE COSTCO GROUP AND EDUCATIONAL LEADERSHIP, I REALLY LIKE LEADERSHIP ASSOCIATES, BUT IF YOU COULD TELL ME MORE, I MEAN, IF YOU GUYS WANT MCPHERSON -- THEN I AM OKAY WITH, BUT I REALLY LIKE LEADERSHIP ASSOCIATES.

>> IT SEEMS LIKE WE HAVE IT DOWN TO TWO, LEADERSHIP ASSOCIATES AND MCPHERSON AND JACOBSON. I KNOW THE PRICES ARE PRETTY SIMILAR, IT SEEMS LIKE I HAVE HEARD A LOT OF POSITIVE THINGS ABOUT BOTH OF THESE COMPANIES IN REGARDS TO THEIR NETWORKING AND THEIR ABILITY TO FIND SUPERINTENDENTS, THE ONLY REAL THING THAT I SAW THAT WAS DIFFERENT WAS I KNOW IT WAS A TWO YEAR WITH MCPHERSON AND JACOBSON ON THE SUPERINTENDENT , WORKING WITH THEM, WHERE IT WAS A LITTLE BIT DIFFERENT WITH LEADERSHIP ASSOCIATES. DO YOU WANT TO ADD NOW -- WE HAVE IT

DOWN TO TWO. MRS. CINTRON? >> YEAH, I THINK I AGREE. I DEFINITELY AGREE WITH YOU, THAT ONE HAD LIKE EMBEDDED TRAINING VERSUS ONE THAT DIDN'T. HOWEVER, LIKE A COULD BE TACKED ON.

[02:25:05]

THOUGHT WHAT? FEEL FREE -- >> THOUGHT PARTNERS.

>> THANK YOU EXCREMENT THE THOUGHT PARTNER PROCESS, BUT ALSO BEING ABLE TO AUTOMATICALLY BE PART OF THAT WORK TOGETHER AS SUPERINTENDENTS, BASED ON THE L.A. COUNTY BOARD OF EDUCATION, AND I THINK THAT THAT IS -- LIKE THEY ALREADY COME INTO A SUPPORTIVE GROUP OF MENTORS, PEOPLE FROM DIFFERENT POSITIONS ALL OVER L.A. COUNTY, I THINK THAT IS EXTREMELY IMPORTANT VERSUS -- YES, I DO THINK IT IS IMPORTANT TO CATER THE TRAINING TO A PARTICULAR PERSON, BUT ALSO, THE DIVERSITY IN BEING PART OF A GROUP. THAT ARE EITHER -- HAVE MORE EXPERIENCE THAN YOU WERE ARE WITH YOU ON THAT PATH. I DON'T KNOW. I'M LEANING MORE

TO LEADERSHIP. >> OKAY.

>> JUST, I MEAN, IF SOMEBODY ELSE WANTS TO WEIGH IN?

>> COULD WE PUT IT OUT THERE? >> YEAH, I JUST WANT TO HEAR FROM -- I'M WITH YOU GUYS, I WOULD LIKE TO CHOOSE LEADERSHIP ASSOCIATES AS WELL, BUT I DO WANT TO GET MS. GARZA IN HERE TO

HAVE HER SAY. >> UM, THANK YOU FIRST OF ALL FOR DOING THIS, BECAUSE YOU HAVE MADE IT VERY DIFFICULT TO CHOOSE, THESE ARE ALL REALLY GREAT CANDIDATES, AND THAT IS PART OF WHAT THE JOB IS, RIGHT? I AM LEANING MORE FOR MCPHERSON JACOBSON MYSELF. I LIKE WHAT LEADERSHIP ASSOCIATES HAS TO OFFER, I THINK THAT THIS SOUNDED GREAT, BUT I'M A LITTLE CONCERNED WITH THAT, WE ARE ALREADY AT $28,000, AND I AM TACKING ON EXTRA THINGS. I AM NOT SURE IF THAT WOULD BE TOO MUCH AT SOME POINT. BUT THAT IS JUST MY THOUGHTS. AND WITH THE OTHER FIRM, JUST SEEMS LIKE IT IS ALL INCLUSIVE. AND THEY WOULD

DO THE SAME THING FOR US. >> SORRY, GOOD POINT. A BOARD

MEMBER CINTRON? >> I THINK THE ONLY THING THAT THEY SAID THAT THEY WERE GOING TO TACK ON WOULD BE ADDING THEIR MENTORSHIP , INDIVIDUAL MENTORSHIP TO THE SUPERINTENDENT CONTRACT AS A THING, RIGHT? ARE THERE OTHER THINGS THAT I MISSED THAT THEY SAID THEY WERE GOING TO TACK ON?

>> THAT WAS THE ONE THING THAT THEY DID, THAT MCPHERSON AND JACOBSON SAID TWO YEARS OF LEADERSHIP, AND ASSOCIATES SAID THEY WOULD DO ONE YEAR, THAT WAS THE MAIN DIFFERENCE IN THAT

ASPECT. >> BUT WHEN IT COMES TO COST

ASSOCIATED WITH THAT? >> HE SAID SOMEWHERE BETWEEN 10 AND $30,000, REMEMBER? HE SAYS IT DEPENDS ON WHAT THAT

SUPERINTENDENT WOULD WANT. >> OKAY, YEAH.

>> AND IF WE EVER WANT THE ADDITIONAL CONTRACT , WE WOULD BE GIVING THE SUPERINTENDENT SOME SUPPORT, THERE IS ALSO, LIKE THEY SAID, THE FREE SUPERINTENDENT, YOU KNOW, MENTORSHIP THAT THERE IS. BUT ALSO, WE COULD ALWAYS GO TO SEE SBA AND JUST GET A CONTRACT FROM THERE, TOO. SO, IT IS AN OPTION AT THIS POINT, SO FOR ME, IT JUST SEEMS LIKE 23,000 VERSUS $28,000, I'M GOING TO GO WITH $23,000.

>> BOARD MEMBER? >> OH, SORRY I NEVER TURNED IT

OFF, I WAS READY TO CALL. >> I BELIEVE WE HAVE -- IT IS DOWN TO TWO, SO IF SOMEONE WOULD LIKE TO MAKE A MOTION FOR ONE OF

THE FIRMS SELECTED? >> IF I COULD?

>> BOARD MEMBER CRIHFIELD. >> SO, I THINK THAT -- ALTHOUGH I HEAR THE PRICE DIFFERENCE IS A CONCERN, I WOULD SAY, YOU KNOW, IT IS 300,000 -- THE COST OF GETTING IT WRONG IS SO HIGH, THE 5000 DOESN'T FACTOR IN THAT MUCH, I WOULDN'T -- WAY THAT SO MUCH. AND NONE OF THESE FIRMS -- THEY ALL DO VERY WELL. THERE ARE ADDITIONAL THINGS THAT THEY WANT PRESENT AS A PART OF THE TRAINING AND NETWORKING, AND THEY ALL HAVE THOSE NETWORKS AND THERE ARE CONTRACTS FOR THAT THAT WE COULD CONSIDER FOR THE SUPERINTENDENT LATER ON. BUT I THINK WITH LEADERSHIP , THE REASON WHY I THINK THEY WOULD BE MY TOP PICK -- AND I REALLY LIKE MCPHERSON AND JACOBSON, I REALLY DO, BUT I THINK THAT THEY WERE UP-FRONT ABOUT THERE BEING ADDITIONAL CONTRACTS AND HOW MOST SUPERINTENDENTS WILL DO THAT, BUT THAT IS SOMETHING THAT WE CAN CONSIDER AT THAT TIME, WHERE THE OTHER ONES, I DON'T

[02:30:03]

BUT FOR EVERYTHING I SAW, I WOULD GO FOR THAT.

>> YEAH, AND JUST TO ADD ONTO THAT, THE FEW THINGS THAT I HEARD FROM LEADERS, THOSE LEADERSHIP ASSOCIATES, THAT I DIDN'T HEAR, WAS THEY DISCUSSED THE BROWN ACT. THEY SAID THEY WOULD LIKE TO ADDRESS THE CHALLENGES THAT OUR DISTRICT HAS BEEN TALKING WITH SUPERINTENDENTS, I JUST THOUGHT THEY WERE THE MOST THOROUGH. I REALLY LIKED THE ANSWER WITH SOME OF OUR COMMUNITY MEMBERS WITH SPECIAL NEEDS, THAT THEY WOULD HAVE PERSONAL CONVERSATIONS, WE DIDN'T HEAR THAT FROM THE OTHERS, SO, YEAH. AND I LIKED THEIR IDEA ON THE CLOSED SESSION PERSONNEL FOR ANYBODY THAT WE HAVE AS AN INTERNAL CANDIDATE. SO, OKAY, SO WE HAVE IT DOWN TO THREE. OR DOWN TO TWO, I AM SORRY. WOULD SOMEONE LIKE TO MAKE A MOTION?

>> ONE MORE THING, I'M SORRY. ONE MORE THING. THE REASON WHY -- BECAUSE I LIKE BOTH ALSO. BUT MCPHERSON DOES KEEP A DATABASE AND -- OF CANDIDATES, YOU KNOW HOW WE WONDERED, LIKE HEY, WE DON'T HAVE PEOPLE THAT YOU JUST HAVE -- I MEAN, IT'S NICE.

IT'S KIND OF LIKE -- IT IS LIKE YOU ARE PUNISHED FOR IT AND THEN WERE NOT PUNISHED FOR IT, BECAUSE YOU STRIKE THESE RELATIONSHIPS AND YOU KNOW THESE PEOPLE. AND BUT THEY DO KEEP LIKE A DATABASE OF WHICH THEY CAN PULL FROM, DEPENDING ON IF A CLIENT HAS SOME OF THE QUALITIES THAT WE ARE LOOKING FOR. I REALLY WANTED TO BE LIKE, HEY, IF YOU HAVE GOT TO IF A PERSON IS WANTING TO TRAVEL. SO, UNLESS YOU GUYS WANT TO VOTE, I WANT TO SAY LET'S IT IS OUT MCPHERSON.

>> VICE PRESIDENT GARZA? >> I'M SORRY, I DIDN'T CATCH THAT. BECAUSE I THOUGHT WHEN HE SAID -- WE ASKED THAT QUESTION, HE SAID THEY DO GO NATIONAL, CORRECT?

>> BUT THEY ALSO KEEP A DATABASE OF PEOPLE . YOU KNOW, THEY KEEP A BANK. THEY PROBABLY ALL DO, BUT --

>> OKAY. YEAH, THAT'S NOT WHAT I UNDERSTOOD FROM WHAT HE

ANSWERED. >> THE BUT I MEAN, MOTIONS?

>> WE CAN DO THAT. I THINK OBVIOUSLY WE HAVE IT DOWN TO OUR TOP TWO. I WOULD BE COMFORTABLE WITH EITHER OF THEM AS WELL, SO DO WE WANT TO GO WITH OUR TOP ONE AND THEN MAKE A MOTION?

>> MAKE A MOTION, AND THAT IF IT FAILS -- I MAKE A MOTION FOR

LEADERSHIP ASSOCIATES. >> I SECOND. DO WE HAVE ANY OTHERS? WE NEED TO DO A ROLL CALL ON THAT FIRST ONE. ROLL

CALL, PLEASE. >> MS. ARMSTRONG? MRS. CITROEN? MR. CRIHFIELD? MRS. GARZA? MRS. STEWART?

>> ALL RIGHT, IF THERE IS NO OBJECTION, THIS MEETING IS ADJOURNED AT 7:51.

* This transcript was compiled from uncorrected Closed Captioning.