School Board Workshop

Page 1 Minutes Edit on May 19, 2023 May 10, 2023 Regular Board Workshop | Panel Interviews - 9:00 AM Manatee County School District 215 Manatee Avenue West Bradenton, FL 34205 www.manateeschools.net Times Indicated Are Approximate I) CALL TO ORDER Minutes: Chair Choate called the Workshop to order at 9:00 AM. II) WORKSHOP 1. Board Panel Interviews with Finalists of the School District of Manatee County Superintendent Search Minutes: Chair Choate invited all interested stakeholders to visit the School Districts Website to provide feedback on the three finalists. Chair Choate noted that this feedback is anonymous and will be provided to the Board prior to them deciding on the next Superintendent. 1A). Chair Choate welcomed Superintendent Finalist Mr. Scott Schneider Chair Choate reviewed the process and time schedule for the board interview and noted the interview questions will be related to the School Districts Strategic Plan. The Strategic Plan topics by Board Member are as follows: • Board Member Tatem – General Leadership • Board Member Messenger – Ready to Learn • Board Member Foreman – Ready to Grow • Board Vice Chair Spray – Ready for Life • Board Chair Choate – Board/Community Relations Attendee Name Status Gina Messenger, Board Member Mary Foreman, Board Member Stephen Dye, Board Attorney Chad Choate, Board Chair Cindy Spray, Board Vice-Chair Richard Tatem, Board Member Present Cynthia Saunders, Superintendent Doug Wagner, Deputy Superintendent of Operations Rachel Sellers, Deputy Superintendent of Business Services Absent

Page 2 Chair Choate asked Mr. Schneider to provide a brief opening statement to the board. The Board asked questions and Mr. Schneider provided responses. At the conclusion of the panel interview session, Chair Choate asked Mr. Schneider to provide a closing statement. Chair Choate announced a brief recess at 10:28 AM and reconvened at 11:00 AM. 1B). Chair Choate welcomed Superintendent Finalist Dr. Jason Wysong Chair Choate reviewed the process and time schedule for the board interview noting the interview questions will be related to the School Districts Strategic Plan. Chair Choate asked Dr. Wysong to provide a brief opening statement to the board. The Board asked questions and Dr. Wysong provided responses. At the conclusion of the panel interview session, Chair Choate asked Dr. Wysong to provide a closing statement. Chair Choate announced a recess for lunch at 12:25 PM and reconvened at 1:30 PM. 1C). Chair Choate welcomed Superintendent Finalist Mr. Doug Wagner Chair Choate reviewed the process and time schedule for the board interview and stated the interview questions will be related to the School Districts Strategic Plan. Chair Choate asked Mr. Wagner to provide a brief opening statement to the board. The Board asked questions and Mr. Wagner provided responses. At the conclusion of the panel interview session, Chair Choate asked Mr. Wagner to provide a closing statement. The Board Members offered their appreciation to The Florida School Boards Association (FSBA) for their guidance and support through the process of choosing a new Superintendent for the School District. III) ADJOURNMENT Minutes: Chair Choate adjourned the Workshop at 2:43 PM. ______________________________ ______________________________ Cynthia Saunders, Ex Officio Secretary Chad Choate III and Superintendent of Schools Chairman

Page 3 NOTICE Any person who desires to appeal any decision made by the School Board with respect to any matter considered at the above-mentioned meeting will need a record of the proceedings, and for such purpose may need to ensure that a verbatim record of the proceedings is made, which record includes the testimony and evidence upon which an appeal may be based. School Board meetings are held in accessible locations. Auxiliary aids will be provided, upon written request received at least 48 hours prior to the meeting, to participants with disabilities.

I. CALL TO ORDER

II. WORKSHOP

1. Board Panel Interview with Finalists of the School District of Manatee County

Superintendent Search

III. ADJOURNMENT

Agenda

May 10, 2023

School Board of Manatee County

Workshop - 9:00 AM

Walter Miller School Support Center

Board Room

Times Indicated are Approximate

1

I. CALL TO ORDER II. WORKSHOP 1. Board Panel Interview with Finalists of the School District of Manatee County Superintendent Search III. ADJOURNMENT Agenda May 10, 2023 School Board of Manatee County Workshop - 9:00 AM Walter Miller School Support Center Board Room Times Indicated are Approximate 1

AGENDA ITEM NO. II.1 School Board of Manatee County May 10, 2023 - Workshop Title Board Panel Interview with Finalists of the School District of Manatee County Superintendent Search Executive Summary The School Board will hold discussion, in a panel style interview, with Finalists in the School District of Manatee County Superintendent Search. The three finalists being interviewed by the board are as follows: Scott Schneider Jason Wysong Doug Wagner The order in which the interviews are held, is the order in which their applications were received by the District. Contact Submitting Department: School Board 2

>> What here for today. Haha. Good morning. Days of few that we're just here yesterday morning. But I would welcome everybody to Stuart, in a workshop this this morning, we've got a busy day ahead of us with interviewing >> the 3 candidates that we have for our superintendent and we're excited with I want to make sure the public knows. And we mentioned yesterday we do have to meet and greet tonight from 6 to 7.30, down at the Center Cafe. Urban Loft upstairs, the buddy buddy that that is interested and wants to go to that to meet the kids. Absolutely. Please do so. But also starting tomorrow after 9 o'clock on our website, 80 schools dot net under the super super intendent search tab. There will be a survey be able to a rewatch these interviews. Give us feedback on those as well. If you're going to that to the meet and greet the surveys there to a qr code. You'll scan can putting your on on who you met and and your thoughts. So we really encourage the public to do That's something that 5 up here from the very beginning this process. We wanted the public to be involved in next. That's your biggest way to to be involved is give us your feedback on on some of these. So a good and will come in our first candidate. Thank you. Doctor, Hey, Don't MISTER A Thanksgiving morning. Yes, sir. So just wanted to introduce you to is the board members Chacha the chair of the board. And we've got to MISS Any spring are vice chair. We've got a gm messenger, our longest. Youngest, but longest. I that's very full commitment. And Richard Tatum. Also on up here, that ice is our our board attorney Stephen, back. So. We're glad to hear and we're excited about this morning. So kind of this isn't new to this before, but it's due to a sea man says hang with us a little bit about But we're going to you know, committed self your background. 90 minutes total for us ask questions about 3 to 5 questions ever. You know, many we fit in will go the board as we go to that. If you need anything, you know, we've got some water. So if you need now will get, but every so but board member she, you 15 minutes each that those questions that we pick from your bank, you'll see you're going see MISTER Putting up the time frame when you're asking questions. So you'll know kind of they've only got 5 more minutes and you want to get to the question. That's that's your prerogative. So just that, you know, you'll see that I'm being being done there by Messina. Other than that before we go in board members, you have any questions on anything. So with that, MISTER Try to go ahead introduce yourself and live learn about You know, the next 3, 5, minutes. What sure you've got a bit of time to to talk about yourself. Thank you I appreciate you very much. Thank you. Board members for having me here. What a what a great opportunity come to manatee and >> have this unique opportunity to be your next superintendent. So first and foremost, just want to say sincerely, thank you to each one of you for helping me get to this to this place as well. So I'll start off talking about my you know, of believe in family first type of I'm fortunate to have my wife. I'm with I think she is back Ginger Snyder's with me today. She's 21 year teacher elementary school teacher. We met middle school teaching together and then she went to the little ones and I went to the big So it's a high school. I have 2 children and we we have 2 children of our have a son that is about to be 16. So school age is in 10th grade. And then my daughter, is 13 years old. She's in 7th grade. So it's near and dear to me to make sure that my children and they go to public still receive the best education possible. So wherever that is, that's my that's my goal. I'm a little bit about me. I started out teaching many years ago, like I said, I was about finish up my 23rd year and I was a special education teacher started out teaching in Polk County, even though I grew up in Duval County, I started teaching in Polk County for a couple years want to try this new thing back then was called inclusion of special education teacher. So that was new back then went from being a teacher of middle school and was fortunate enough to be asked by the by the district to to to do some specialists work around inclusion, actually. And so was did specials work and then decided I want to go into administration side was the administrator. I'm in inner city schools to different inner city schools actually as an assistant principal then have the opportunity to be promoted to a principal for 8 years total over 2 different high schools for years. Each and both of them in urban settings. And during those that 8 years, both achieved some record highs and rep in reference to graduation rates, acceleration rates, but scholarship dollars. And so and that was near and dear to my heart because making sure that students knew that they were valued and that they, too could have the same dream of going to college is anybody else. So very proud of that. That statement or that that accomplishment. Then I was asked to become region superintendent of high school. So when from proximately 1802,000 students in region, superintendent of high schools in alternative schools, I became now in charge of 34,000 students. And approximately 17 schools. And when I say alternative schools as well, that's not only discipline alternative schools, but also special education, alternative schools. From that from that point, you some successes that we had we you know, historic highs and graduation for the entire district, but established to just basically a tradition of no longer having anything less than a c school in our high schools. So we're very excited about that. None of our high schools are in the situation of being an escort improvement school. So again, we've maintained that success as well. Then now into my current position where chief of schools again, went from, you know, 34,000 students is a region superintendent, I get to be in charge of the safety well-being and academic success of 100 approximately 125,000 students and approximately 160 schools. And so I take that job very When I come to work every day, making sure that we're providing the best academics to our students because much order to get a part of those students are part of that 100, you know, 25,000 so something near and dear to me. In just 2 years, we've experienced some successes. And I know that's that's unusual because we're coming on the heels of the pandemic. But as the majority of the country and even our had some significant losses, we had a chance to celebrate significant successes. And that is overall we had at we with increased our percentage of schools that have a c or higher from 88% to 93%. We started the just last year with approximately 15 schools that could fall into that, sire, that school improvement section where they would monitored by the bureau school improvement. We started with 15 schools and at the end of last year, all 15 schools made a c or higher. I'm very again, very huge success. Whether we were coming on the heels of pandemic or not. And so grateful for my team and because it's not just me, it's obviously the team of teachers first and foremost and principal. So grateful for what we're able to accomplish. Also, you know, my passion is is providing students with hope. You know, if we can get children to come to school every day with the hope for their future, that is that is our job to make sure they get everything that they need to do. We talking there's a lot of talk all the time about about school to prison pipeline is why want to talk about that. Want to talk about school to career path Pipeline. Want to talk about school. >> 2 college pipeline. >> Want to make sure that our students know that they again, that they have have they meet all the credentials needed and have all the ability as anyone else to be able to go to college if they choose. But it's all about choice. I want our children to choices when they're done graduate here in manatee. So that's that's that's where my passion lies. And I do 100% believe that we can. We can get to that point. Other piece last thing I'll say is I have 3 priorities coming into a mess tmc. And that is. First and foremost, you'll hear me talk about academic excellence and that's important. But I will also say that in reference to have academic excellence, all the research across the country and also by John had himself talks about the only way to truly get academic success in classrooms is the have the best teachers in classrooms. So I'll talk more so about the retention recruitment teachers. But when I say that I would like to make sure everybody knows also referred to academic excellence inside the classrooms. And then a second priority is fiscal transparency. I absolutely know that, you know, even in this county that we've asked our stakeholders and constituents to make sure that, you know, to ask them for whether it's happened here, full penny sales tax increases, millage rate referendums, all those things because we we've said that we need additional funds in our school. So it's our job. My job as a superintendent to make transparent to let every tax payer know where their tax dollars are being spent so that they know that again, we're being as transparent, whether it's a 0 balance budget, cetera. But they should know where all of our money is going. And then 3rd thing, which is just as important is to establish a foundation of trust without a foundation of trust. You can't move any initiative forward in order to establish a foundation of trust. I think it's extremely important to make sure we have communication to be able to have open dialogue with all stakeholders. Thank you very We'll start with a board member Tatum. With your questions. Good morning. MISTER Snyder. Good morning. Thank you for making their way over to the Suncoast. The best side of There we go. So MAY have been a little bit of background. We talk just for a second before you came in. And just so, you know, I'm a primarily military retired officer. >> I did have a little have some teaching experience with Air Force Academy as well as locally as a substitute teacher. And then I also do leadership education and that some of that in the Air Force as well as on the outside. So the topics we're going to talk about our general leadership today, and there might be, if, you know, every profession has its own I might use a couple terms in here that maybe you're not familiar with and that's fine. You know, whether it's aviation or education, if you don't know what the term is just said, oh, no, explain it to you and that will move on from there. No harm, no foul. Enough, sir. Okay. Great. So my first question for you today is what is your favorite book related to the human condition and why is that your favorite book? And when I say book, I guess it could be anything it could be a play from Shakespeare could be something in the human condition that. It's touched. You motivated you over the years and if other than the Bible, because that I would say that's number one. But after that, what is that one? Kind of work of our book literature, something that's really important to your life and what is that the case. The first going, the first one that pops in my in my head. And the 5 people you meet in heaven. >> And I think because of the way that that plays out is that, you know, there's you know, and if you're familiar with the book, you know, everybody represents something different in your life and in different time frames. And, you know, that's how you address that. So I think that. I think it takes to pick the true picture that life is maybe not as as simple at all the time as we think it should be. But truly, if we remove all those other things that really don't matter, it could possibly be simple as it should be. And so I say all that to make sure that I think for me that is all about establishing priorities and what really matters most, whether it's now or whether any I've ever seen the book. If you move on to somewhere else after now, okay, right? >> That's kind interesting lead into a last question. Number 4, for my fellow board members here. If you had to pick between pleasure or power and meaning. Which one would you choose as humans primary motivation? And why is that your choice? >> ok, you know what? I would choose and believe that it's big because of, you know, again, I go back to. I'll speak to teachers, for instance. I think we talk all the time. There's there's you know, big, you know, outcry for additional funds and and please know that as an educator, my wife educator think teachers deserve as much as we can possibly give them for salaries. But the number one reason why teachers leaving the profession isn't because of salaries is because they don't feel valued and they don't feel like they they what they bring to the table is is is is So I think that, you know, that ties back to me, too, meaning being able to provide, you know, to have something that they feel they can control and hold on to that part that is meaningful to the district to their students. And the only way again that you see together, meaning is that you have to somehow feel like what you're bringing to the table is valued and being utilized and appreciated. And so that's that's the reason why. I think that. If we can make sure that arced that everything the teachers bring to the table is valued and heard. And they stay if we can retain And and then that would be. Speaking of meeting more more meaningful for our our students and academic success in our schools. Good. >> I concur. By the way, the I think the best book on the victor Frankel's man's search for meaning they want to pick up or if you've read it. Just a great book on that idea. Okay. Great. Let's go to question number 2 for my fellow board members here. As far as a leader goes, should leaders primarily focus on holding people accountable are making accountable people. And so please explain your choice and if you need me to explain what I mean by holding people accountable as opposed to making accountable people, I can do that. >> I definitely leaning towards people accountable. And what I mean by that is is kind of going into this that I we can hold people accountable. Yes, and that that to me is, you know, takes us from a leadership standpoint almost into a management standpoint. And I believe that we need to maintain leadership and through leadership. We should be able to convey the vision and mission of whether it's your school or your district in a way that you came by and and again including those stakeholders into the decision-making process. I think that's absolutely key. And, you know, I talked about that one of my goals is to have that level of trust and and you have to build that level of trust with your stakeholders. And so again, they they can communicate, have that open dialogue. So they feel like not only are you listening to them, but they're being heard and that their input is actually being taken into consideration and they can see those actions that are taking place. I'll talk about my 100 day plan with each of you tomorrow. But in that 100 day plan, you know, I talk about, you know, listening first and discover and enact. So those 4 steps. But that goes hand-in-hand with that. So I definitely think that if we can get by and people will hold themselves accountable because they understand the importance of the work they do. And that's truly article is to make sure everyone knows that and my opinion. There's no servants work than being an educator and helping people to achieve or whatever their lifelong goals are. And so if we truly believe that we have that passion inside of us, then we will hold ourselves accountable because they know that we know the value of our work. Thanks for the answer. >> I concur with you there to make it accountable. People the better as a better way to go. I think, you know, because what happens is you like you said people become personally responsible for their actions. So okay, let's move on to question number 3 for my fellow board members. So much time to have a Messina. Okay. Great. So this is one of those terms that I talked about earlier that maybe you're not familiar with what is the fundamental attribution error and how might it applied to a leader? And you know what I mean when I say that it's like a psychological term, fundamental attribution right? So the fundamental attribution error is this idea that if earlier employee badly that it's because circumstances around me are causing me to do things. It's not because I'm a little rotten part of my heart in my spirit that needs a little bit of work. But when other people when I see them acting badly, I sit they got a little run part of their heart of their spirit that need some tweaking. So the fundamental attribution error is tribute, other people's bad behavior to something bad in them. But it myself when it happens, it's because of circumstances around me. So now that, you know that a repeat the how might that fundamental attribution error apply to leadership into being a leader? Well, I as as a leader, I think first and foremost weeks, we should never assume. >> I think what you described is really making assumptions of others. And I think that, you know, I know that as a leader, you must actually build relationships with with people to understand where that what their thoughts and police are and to have a better grasp on why they do what they do and that that y could be anything from, you past experiences. >> Or or what their where their current with their current agenda is and how they face. They see themselves in the system. >> So I think building building those relationships first and foremost, is crucial. And then I think that at the end of the day, we should always think best of people, I think as a leader, I have the mentality of support first evaluate second. And I think if we have that mentality going into every single situation when time allows there, sometimes get is something that's pressing north, crises that we can't. We can't do that. But outside of those those exceptions that we should absolutely go in with the with the mindset of we're going to support first, by the way, second. So that means I have to get to know someone first and and build a relationship with them first before I can make judgment. And then with that being said, feel to provide support. And but to make sure that we're both myself as a leader and and and that employee or that stakeholder that we can both and engage in vulnerable conversations were not guarded. I think that's the only way we can get past some of those things. So again, I'm going to making sure that I'm not judging. I actually I know I have my own as everybody does. No one's perfect. And so I think need to not make assumptions but vote relationships and to see what the true that that employs truly coming from with that student. I think oftentimes we see this and inside some of our classrooms where? As teachers are as adults, we know we've had our own flaws such as maybe not getting work on time, things along those lines. But when that child comes in there, late. And it's kind of takes on a different tone right now. I don't know why you're late all the time. I don't know. And then as the leader that walk about a classroom, you know, MISTER Center, I saw you late yesterday. The you know you want to kind of practice what you preach, that but but I think that is it is important, though, to make sure that we build relationships and truly know where that person is coming from and to support. First. All right. So you mentioned trust a couple times. Ask a follow-up question about that. I asked you. >> It's trust, given or earned? What would your answer to that? Okay. What? What is that? >> I I think that unfortunately. Everyone has experience is that sometimes perhaps, you know, I'm on the surface that they people want actually trust. But I think unfortunately, sometimes we all have experience that's caused us to be a little guarded. And so I think that trust is really is only gain by act, consistent actions over a period of time. And so if I believe that's truly the side of being able to trust someone and efficiency and transparency that I that I believe that has to be here. >> Okay. Great. The road. And I did, too, that used to think that. And then. Come to the conclusion that it's actually give them because I could do everything there and somebody is trust. But they give it to me, they have to give it to be just the thought, you know, take it, take it for what it's worth. So left question in contentious situations. Who is the problem? >> When you say, well, I would say, I don't know. I don't know. I would say would say what you do with that is that's what you asked. Who is the problem? I would say the person that that or the or the the group that were not properly I think it goes to a lot to, you know, I think, you know, expect even in my. You know, speaking to some of the questions that we some of the video responses to us, you know, making sure you're properly prepared for any type of crises. And as much as you possibly can be. So you know what direction to go and not be caught off guard. And so I think it be the people that have put their due diligence and to to be prepared for situations. Now doesn't mean we're going to be prepared for every situation. I understand that. But I think that if you're prepared enough, been your your leadership traits should be able to 2 work together to build us up to have a common goal, which is to come to a consensus or solution to that to that issue. Okay. Great. >> As the saying how we doing on Okay. Minutes. Okay. >> When she can use in area store. >> And you said the other board member? Well, maybe can I can I follow with my questions at this point, ok? So let's say you're in and contentious situation with. >> Just one on one with somebody. It's just a. >> a subordinate to have to give feedback to its just not going well or I don't know. Not a group situation, but what's your first thought or your first idea about? Who is the problem here in the situation? I'm trying to get to that particular one on one. When you're in conflict with other people are certainly another person. What's your first thought about how could I what what would be my action at this point right now? >> The first thing I would want to know or want to see is I would reflect myself first and foremost, always I would want to know was I transparent and communication to this person know that this was was coming. So, you know, he speaks so just if I was speaking with an employee and unfortunately was having to get some type some form of reprimand or some some type of critical feedback. I would want to make sure that and reflect on what that I to to be able to properly prepare this person for that. The exchange that we're having to make sure that we set, I want to see ground was just set rules of respect. And there did I gain this person's respect along the way and obviously we depend upon how long know this person if I work with them, but so go back to when I was a principal or it will even as the chief of schools, I have those relationships with my with my principles and that, you know, so I see things we have open conversations opened. If something did become to get to the place Furman was coming or unfortunately the motion or move for that matter. I would want to make sure that I've done everything possible to be open and transparent, open, be transparent with with that employee. If for some reason it started going to the 2 to a different direction, that, of course I would first and foremost reflect on. Is this something I've done and that I haven't been properly transparent or is this something that? Although I did my best to communicate, I fell short of communicated and the way this person c