School Board Workshop

>> Good morning, everyone. Thanks for joining us for workshop this morning. When a call to order the workshop here, 3/3/2023, the agenda I do need to that. The chair has some good cause to amend the agenda to include all items. Listen, underage agenda amendments on the MARCH. 3rd, 2023 agenda updated FEBRUARY. 28 2023 and posted to the district website. 80 schools dot net. The only thing that changed with the agenda Borgia said you knew you probably already know. But for that to the public as well as we attached the presentations that were not available to us yet when we did the put the the agenda out there. So we did amendment wise is attached to those presentations. So let's get going with the works. Ever start with public comments. Item number 3. I've got 2 names here for me for public comment. First one is Scott Woodworth. Would worse. Seeing no Scott Woodworth. We'll move on to the second one, which is doctor shoes and a great show. >> Good morning morning on Doctor Susan to so. And as you know, I was the superintendent. You have a long list of qualities to talk about today. I would say to you that each and every one of them is important that I would emphasize too, the first being trust building trust with you with the community with the staff. It's critically important for our district. And I would also suggest that we knew superintendent who has the sense to recognize and maintain the great work that is happening in this district while also using data to identify and 6 those problems that persist. But I have one more quality for you to consider. I suggest you that we need to superintendents who believes in Cannes. And they're amazing capacity to learn. A person who knows that each child is unique. Has their own gifts and aspirations. And will ensure this district offers a broad array of programs supports activities. So they each students can have an opportunity to be calm. A lifelong learner. To be globally competitive. It is easy for us to say that no child, we're a group of children are more important than another. It is something quite different to actually act on the belief. That no child, no group of children is less important. And while I like someone who follows the laws. When Bo was hurt, children or take away from their education. This superintendent with your support must advocate for appropriate change. We ask a lot of this person. But if you're going to be a superintendent or a board member for that matter. We can expect no less. Our children have a right. To expect no less. Your task is to meet their expectations. Simply put. This is supposed to be about the Thank you. Thank you. >> said concludes public comment. So we'll move to our first item on the agenda, which is discussion f s b a doctor. Vogel MISS Record. Coming up in We'll talk about what you all found out with the. All patients in surveys and the meeting of the >> sounds good. Thank you very much. Appreciate that. Doctors Russo's comments and there certainly are very important just to get started. I want to Amanda and Kevin and Omar Edwards for facilitating all our meetings with the at the schools and we're all employee They went exceptionally well. We were very impressed with your high school's. I mean, we we, you know, the the new high school parish is absolutely amazing. But Manatee high school, I mean, you know, after full day with students there with the paper, the restrooms are spotless. Palmetto High. Everything really went well. And all the sessions as far as the turnout. We ended with about 1633 surveys in about 1078 were totally completed. We actually got 25 Spanish surveys, which I thought was good. So we got input from there. We had 25 community members show up our forms. A total of 31 staff people. And the question always is, you know, we did a lot of publicity. It's not a lot of. In numbers, but we've got some valuable input. I would say it's not the quantity and the quality of the input we received and I I did. We did pick ups, some major themes first. The board and superintendent are listening and that was very a very important. That was a major theme that we came up with. Also, academics are trending upward. People were pleased with safety and security. The millage was very positive and people are confident that was used correctly. Facilities were impressive. And just about everybody talked about the community partnerships that you all have established locally state and nationally. I mean, it was unbelievable. So. You know, there were no burning issues that came out of any of our sessions. And John and I work all over the state. And I'll tell you you know, the if if there were burning issues, you have a lot. A lot of people come out, but it was generally positive. I'd like to take a few minutes ago through the survey areas and we divided up into 5 areas. What probably do throughout this process is continue those 5 areas, whereas when we get down to the questions, we'd like to have each board member kind of focus on a particular area and then we board members would choose an area like person, leadership for academics or operations or business. And then we have a backup questions of board members could choose or they can choose their own questions on. But the first area on personal leadership. And again, this goes right up through all of Doctor, Russo said 77% the respondents said that the foremost importance build trust and respect serves as a role model for staff students and community. And so that was the number one. 77% people as far as a priority. There. And so what you'll find is using a non scientific way. We we pulled all these together with the qualities and I'll talk about I can. I can spend as much time as you'd like on these, but I'll try to run through the first one and each one just to save time. An instructional excellence. We ended up a commitment to all children and willing to visit classrooms and a 10 student activities. And that is very important. Some of his child centered. Somebody who's and you can use the term out and about or visible approachable out in the clip out in school, not someone sitting in the office. So that was the number one choice. Closely followed. By knowledge of current educational issues, trends and research, effectively a district to changing state and federal landscape. And this is a very critical one because a lot of information we receive from the legislature and then we have to interpret it. And as we interpreted for teachers and we have to and we've already had some questions on how we go ahead and do that. And that's really important have to analyze. All is to make sure we're sending the right message there. The is business and finance operations. And this one of the first one was a use sound fiscal practices to maximize resources that are 61% and also experience in planning managing and evaluating the annual budget. You'll see when we get to the qualities. That's a huge area there. Your strategic plan. We'll talk about that, too. Tied to the budget. We've got an outstanding cfo come aboard deputy superintendent for business services. So that is that something that is a priority of the communities of someone whoever comes in here and that's been talking about is that's an area, whoever whatever board, never really want to focus on. Their will have questions asking whoever applies river gets in the finals about that particular area. The 4th Harry was board staff and community relations. The highest total of 75% experience in motivating staff and students improving morale and generating enthusiasm. The was good listening skills, listening again, comes up. That is really important. Good listening skills gathers information to make timely decisions. And then the 3rd one collaborate with faculty community members in response to different interest and needs. That was the 3rd one. So are very important as far as of board staff and community relations right there, too. So those those came out and you'll see those qualities and the final area. I was performance accountability. 72% ability to identify what makes an effective school and create systems and processes to ensure schools have support. That coming out loud and clear on that. And some of the people during on the forms to talk about that you needed that person comes in to say what is a successful school? What is a successful department? You make sure they have the resources to go ahead and carry out that work and then of the other ones were pretty much close successfully delegates and holds people accountable. Maintains high expectations for all employees also initiate well, hold him and be accountable to the board. That was also important and that so essentially those were the the top. Once it came out the survey, you can ahead. Look more on that. I'm Kevin had like you said, couple words that the key communicators who will remain in >> contact with this board throughout the higher entire process. And Kevin, just make couple comments on the key communicator. And I want talk about the qualities. >> You know, we sent a thank you to we sent out probably 2 or 3 separate communications to our he communicator group. >> And asked them to, you know, kind of check that box when it. >> Came to business leader, community member and as you can see, the mostly align with Doctor Vogel has You know, this seems trustworthy, honest inspires engages motivates collaboration. Good listener, transparency, kind of the themes. When you look at that business leader and community section. So I'm pretty much aligns with parents were saying and staff are safe. But like Doctor Vogel said that group will be these were deployed. That's kind where but use when we when you're down to semifinalists and finalists is one. If you all agree, we can activate that group a little bit more when it comes to that. You know, reception and things like that when it's in-person type stuff. But that's what police officer. >> role before you go into leaving the survey. Yes, about to go into the qualities this The projected qualities that you guys put together, that peas before you the from there. I want to see the board members, any questions on. The survey that we see before we move to the quality part, is there anything that that obviously we've seen is that hero now for about a week? I think maybe some of that great questions on that. I do have some. I have a question on something I'd like to so that this format. Is there a way. >> This the response id numbers, do they correlate with the group? For example, if I see a comment from a community member versus a teacher. It has. It has a different weight are on the missing weight, but it's a different perception. >> We we might be able to to disaggregate that and we we can check on that. You can check with on that. Okay. We'll go ahead and we can follow up. And then what MISTER Chapman was talking about, that. >> The survey results for key communicators. Where do we have that segregated? Okay. >> Not because we didn't. We didn't particularly send a separate survey to the to the key communicator. So that >> the >> you didn't see that one group was being weighed, you know, got to separate some and then another. But but when you look at the results of, you know, in the high 70 percents and some of these categories with only 123, you know, it's a business filling out, you know, you can assume that, you know, a majority of them are in our green lit in that 70% section that they're numb, but their their results are mixed. And with right right here, right, right. I really think that we need to >> be able to. And and that's the them separately and that we can we can try to work on that. I think the idea to was as you get down to you know, your group of semifinalists is when is when we can start you know, make those specific type surveys or Those in those areas. Understand that. But but we're we're. >> Formulating the qualities that are going to be looking for. So I think if we're listeners, if we're listening to. The people who completed the surveys, the more information that we have, the better. I mean, you know, you can look through the survey results and you'll see one person say black in the next one said White helpful to know. You know, if you've got saying there's really something wrong here and it's someone who strict. We need to pay attention. Really pay attention to that. So that's what that's that's my concern about the survey results. Yeah, I would only at that >> There's a and I'm sure 10 photos going to get to that is that last section that says, please providing the additional information and it's and it's right in section. I printed it all out. It's whatever. How justices and I've I've gone through every comment in here and highlighting those that you know, to your point would be a concern to the school district. You know, it said. So at some schools that it, you know, but but there really wasn't that in here. So I understand your point. But also mean, you to me, not not the not the, you know, check your box but if we. >> Because we've got response id's up to her 1600. If we can. Segregate. Yes. >> 2 to agree with you 1000 to one my questions because you go to page 2. >> 18? Of the packet that was said from Messina. And board tell you exactly which one looking at. She said it's Saturday, FEBRUARY 25th. The survey results. Sure that's the packet that I'm looking at. Page 2.18, says number 8, please check on the stakeholder groups that you represent from the list below should they could be potentially. Checking more than one. If I'm if I'm a business owner, I could checking parent community member and also business leader right? >> So I would it and I don't know. >> How easy this would be. But I agree this more foreman. I'd like to see it broken into the 7. 57. 55 parent guardian, that group their results, the results of the committee member now to multiple he clicked it is what it is. But day that kind of what you're asking. Yes, I do yet put any words, but that's I think it be nice to see because I do want to. You know, take to make a school board employee that is 570. That was the 3rd most. Yeah, I I really want to take that. That MAY take a little grain of salt just because they're the employee to the people that are in the building and doing the amazing job. So I would like to see it broken up. I'm sorry. Interrupted you have any other questions? No, no. Was it ok? So that so I want to be back up that the other question I had, maybe you're going to get to it. And in ms Foreman kind of as well. How do we know? I would like to know. And in and we didn't put names in there. So I guess it's not names from worried about, but I would like to know like I just rolled up and looked at it. Response 1555 right says politics, Seoul. I would like to it. And I'm assuming that that title was give me 2 or 3 things. It you see there significantly good or bad addition. I think that's what the contents were. So I'd like to see is that a parent? Is that a is committee member? Is still teachers, staff members that Comey. So if we could break. If we could just get a little more into the details, I would like to see that. >> Refined report. >> I would like to see it a little more now. I do not complicated. That is with the system, but >> what what we'll do is we'll check on that. The other thing we can do, we have and you for the >> so Kevin can send the survey out to the key communicators. 228. And then get that information back separately and then we'll see how we can disaggregated. Go ahead that to get more information. The board. If that sounds are getting questions. This PRESIDENT. >> I mean, questions no, I was just going And on that, like they're saying This report of a little more refined right? >> it sounds good. We will work on that. And we're >> checking with Andrew to see how we decided to do areas. Like you said, one of the challenge some people check more than one box. So we'll have to see how that goes. Yeah. >> Their results there. They're in there. >> Comments. Okay. Could be. But in more than one place. >> we'll go ahead and see how we can go ahead and go ahead and do that. You? So what? What? We did just say you're with us or the survey changes its randomize so that the number is the first. The first choice is not always the first choice to keep changing throughout the process that we used. So what we did in light of the using a non scientific method is we listed a draft list of qualities. The qualities are something that we recommend you putting on the. H# # o# the website portal. So when people apply for the job bc, what's the board? Really priorities are. And so then they. You know, this is what the Manatee County Board once. And so we developed these qualities and an unscientific method from hearing from you during the pre search interview. And then we went ahead and use the form information and the survey data. So I just probably go briefly through these. We can get all this additional data for you. And with the board permission, we can still. Goes. Apologies for any additional ones. We're changing that you want to. But I run through those real quickly here. Collaborate with law enforcement to ensure safe and orderly schools that came out. And every everyone I think anybody disagrees with that. Your system where you have the button that everybody has. One was really impressive. A lot of districts don't have that. Yeah. Call 9-1-1. That was one of the qualities. Continuing to improve overall student performance and an error she even gap ce. That one. You don't think anybody has any any question with Allen. Ensuring se, including guessed needs and yell. Students are met. There were some positives about how we're doing it. That people felt that that was a real that needs to be a priority for for the new superintendent, whoever whoever comes in. Access and Pre k programs. I think it's more important now that more than ever. And here's the build and maintain open, honest, trusting, respectful way they ship with school board. School leaders that and everyone else who interacts with the school board. Number 6. You all are working on the strategic plan. I think everybody said it's time to updated. Look at it and review it. And so whoever comes in here going to need to really understand how strategic planning also how it ties in with the budget. The statute that has connected the budget. And this is a good time to kind of be thinking about that leaving with a vision for the future honors traditions and past successes. I think I've heard that from board members, everybody in the community. High standards of integrity, ethics listens and public at the size of. Now, number 9, this one. The controversial issues. Things that are easy to solve. Never get to the board. And superintendent. That's the that's what it is. The the challenge, the biggest challenge I think of the board and superintendent because we that's the that's the type of issues that we deal with. That's why we're here. So we have to have someone that can. Listen. Consensus. Listen to the parents. Listen to the community. Bring the board together and solve these issues. Just like this board has been doing. And that's one of the things that was very positive south. If I were. Answering some asking some of these prospective Athens of questions. I would ask them, for example, of how they've they've done that because I think that's the that's kind challenge the way I see it. Because if it was easy, we would be dealing with. The next approachable, visible and available willing to visit schools, someone it out and about someone use the term out and about experience communicator partners with local business to ensure career tech programs and then into mean employees area businesses Manatee, Texas, recognized for they're completed programs. Pretty amazing what y'all doing. Career tech. Career Tech could never stand still because some of these industries that are coming in here and the jobs that are available that we've never heard of before. So, I mean, that's something that somebody has to have some knowledge on that. Fdfb Florida fund, education finance program and the school business operations such as Food Service, maintenance, Transportation facilities. At this is a big operation. So it's got to understand the business perspective of it. You've got some good team people in that area. But but it's a big it's someone's got to have a perspective on that. One. Partnerships. I don't need to say a whole lot with that. Working with the Legislature. What you have a very, very influential people at legislators here and also business leaders plan for growth in population shifts. Seems like you doing well with that. I mean that someone is going to be out there. Because the superintendent is not only an instructional leader, but he it's a community leaders. Someone out there interacting with the community. Also appreciate ploy dedication, commitment, recognition employee, and students, teachers harder than ever before. It's a you know, we can get a home least another subject to talk about how we can build around that area. So we need some experience with that. We talked about data. And also delegating well, haulers holding self and others accountable through a valuation These are the qualities. Who are non scientific way. We've kind of pull together some. But my question is. Are there some we've missed? Are these pretty much cover the waterfront especially doesn't start >> Don't I like them all? I'm the one that I would like to see added with the board. Deciding as well. Is I think we've done a really good I think superintendents under says that a fantastic job over the last 5 years. >> Of adding innovative programs and being willing to. She going to do the research and find those programs. And I think that has to continue. The guy Harvey to the world and all those things. The was that all those things are happening. Wouldn't didn't just walk in the front door. They knocked the door and said, hey, we want this program to be in your classrooms. This is something that it. She was either had a conference or whatever. Saul it stopped, said what what is is how can had the interest of adding it to the school system? So I think that. Equality for that. I would like to see added with the board approval as well is. I don't know how you want know how you word it. Somebody who is motivated to go find innovative ways to teach. Our streets. Innovative programs to bring into the system. That's the only thing when I saw the is only thing that in my in my opinion was. A quality that I want because it's not just they're not just to knock on the door, course, is not a programs. It from the education side, different reading and math and science trad those kind of programs. But I mean, the real innovative programs to Bloomberg's of the world's stuff are doing those things. You've got to be out kind of seeking that as well and being open to seen those. They're kind of right for you. So that's a quality that that's the only thing I wanted to add to it and the board to decide if that's something they want to add to start with MISS Spread. >> Still day. >> Okay. You have any question you have any quality's drinking but concerns on the quality they represented. >> Other than that. You know, identify. You know, we're looking at all those the different departments, but I also want somebody can identify. Some of our. Reconoce is it need to address, you know, we get. Great here. I think we do a really good job. But we also have things I I think needs to be looked within our schools. I mean, we can. >> But I think I did it to what it says. Strange MAY just put in strengths and weaknesses. Yes, yes, Rick, it? Yeah, I'm not sure. >> I can also there was a quality there that. >> And >> could add a identifies weaknesses and areas for improvement. >> Yes, that would be number says it's exciting that and unifies, ok, analyze data and unifies workforce needs to be successful. >> And provides resources, tools and training. Defi stand and then Phys. >> I would say summer could be added to 60 possibly okay or I MAY add a separate one that, yeah. >> even a separate line. Yeah, it's a Wise of the week. This is great. We get phone calls and things like doubt that not necessarily would be on here. But we need to know that. People reach out that there's a there's a problem at a school that we have some very strong enough to take down had on and I'm not going to going to do Everything is, but we need to be able to have someone says, hey. This is a huge problem in our district and this is something we need to address and having that a line item I think would be good. Not afraid to take on tough challenges, I guess would be. Hi Woodward that. >> What I'm going to do is is I will. I'll go ahead on John present cover some things. I want to go back and kind of wordsmith, years and and then before leave will go ahead and we'll get we'll get a consensus on the board of those 2. >> Okay. Maybe that MAY be Okay. Yeah. Yeah. News. I'd like to see the one come out, ok, is the strategic plan? Okay. As that we have if we have a a a new superintendent or change it to that they embrace the strategic Strategic plan belongs to the board. >> We we we created it. >> And we've had superintendents in the past that sent this isn't mine. Put it in the trash. >> I'm Dennis, not acceptable. >> So they need to beef. >> Familiar with our strategic plan. And embrace it. You know, to fall on it. >> And you would like to see 6 out or just change. Change. Okay. Understands and supports. The strategic plan. First of all, I totally agree with you. You don't want to hire someone has their own. >> Plan that they're going to come in here and say this is the way we're going to do business because the board owns the strategic plan and the budget. I agree. So let me go ahead and work on that one too. Good. So that want. >> I like to see short phrase, something to the effect of and demonstrate student of leadership. What I mean by that is someone who has the leadership conferences can show. That they read a certain number of books. I would like to see as they can defy asked and demonstrate to me that you're a student of leadership on the leadership conferences over the last couple years, provide the a list of your favorite leadership books, the ones that you've read something like that's ok. >> And oftentimes, that's good question to go ahead and ask interview right with that. Your last book you read and you know, what did you learn from leadership? Okay. A lifelong learner, maybe like a lifelong demonstrated student of leadership. I mean, life long learner could be about to attrition or something did >> Like to someone has a demonstrated track record of. Student leadership spoke a plea. Messenger, you know. >> Just >> a couple comments some things ever said. I think to your point, I think my expectation is ever we pack it will be a given that they come in and assess and determine this is working this this I think this could be perfect. And I saw this in my district in it. This worked better in this other tonight? I expect that, you know, whoever we pick. They're going to have it looks everything through a different lens. I mean, as much as I agree with you, we're in a great place. There will always be things that we can say, gosh, we could. Maybe we can try to do that better. Means so. And to me that that's a given, you know how every word it doesn't really matter to me because that would be my expectation that you're going to come in. I don't know about him is that he's going make rapid changes. We don't need that to come in. Some income in MARCH is a here's my plan. I'm not asking for that. >> But I do think it's a realistic expectation that whomever is chosen, Bill. I'm sure take a year. We'll get to know the processes and then they got Michael, you know. I think I've seen this process in district. And, you know, it's of the way. So I think, you know, that's valuable. I think that's a given. However, you want to word. I can see the merit and that one. To missus. Foreman's point about the plan. I lived through that. I over our past and had it because she didn't do anything with strategic plan. I'm with you on that. I don't want remove that item, but maybe I understand you're saying like you don't want to actually be edited, reviewed, but they need to lead from that. You know, maybe just remove a few words from him at. I don't even like the word because they feel like. And body. I don't even know what He's the word you're the words had work on that. But, you know, think something needs to still be in there. I do it all the way out removed. But I do agree like it's not like this is we have chosen this. This is where we're going. We are moving together. This is how we're moving in s p I n from the superintendent at that hour. But that's what we're moving forward because I've seen more. But by and yeah, I mean, that's do not like, I don't know. But I agree with you that there should be there should be that. However, you want to phrase it. But I also agree that I want to come in Ewing. Well, this is my plan. You know, we don't want to cause where we are waiting for, as you said, like there's the feedback so incredibly positive. And that's because its borders, really hard to build that trust, build academics, be supportive. community-based be good listeners. That to me is that that the board needs to be good listeners. The superintendent is because there's that's that's our job. You know. So and to me, like that's important, part of leadership to be a good listener. Those are the skills to me that I think are important. So. That would be my number one is you're listening skills. You know, I don't honestly think you need to list that. But I do think that to me. That's pollen. The most important thing to me because all these other things only happen if you're listening you're not going to be able to move that she should plant. If you are listening to what the shoes you plan a saying you're not going to be able to Yes, the issues, if you're not listening to what the issues are, even if you are not a very good and effective listener. So to me, like the overarching thing, the most important quality to me is a good listener. Now that after that, you need a good problem solver you need you need to do some of that knows how to use the resources. They have things. But to me, listening vital. The question about number. Anybody that knows me knows Pre k is my favorite thing. I'm a big believer in Pre k. But I do not understand the purpose of the sentence. Increases access 2, I fully support. We've grown from 25 costumes to well over 100 Pre-k classrooms in Manatee County. I fully support increasing that as much as we possibly can. I think we do that. I want to maintain that. I don't want to see that diminish. There's a lot of other school districts. They don't have take classrooms in their schools at all. And we have. Tons. So I want to maintain that. I don't want to see that go away. I think that's important. I don't understand the accountability piece of that because that really is more state-based then school district base. And I also have concerns the people will be concerned about Pre k programs that are not under the school district's umbrella and understanding the difference. For instance, it's a pre k at a day care. The school district has no say over the accountability of that program. But I think people might assume with a sentence like that that we do. But we don't because that's really not. That's not our charge. Okay. I think the idea there was too. >> Improves the readiness right? You know, and that really impacts it. Does it impacts the private providers and the district providers. So is there a better wages? >> I don't know. I'm saying that. >> Because I just. I believe in accountability pre k programs, ok? But I don't. Read it to say that. I read it to say that we. We don't have any say over the test. We don't have any over what they use. The Senate have a say over their curriculum. That is all set by the lc and the state. But that's not. That's not our accountability measure. I'm saying right? So I guess I agree with you. I would like to see maybe something about maybe saying school readiness, maybe sunset use that word is access to end. Increase access and school readiness and a pretty students. That because number, that's a I don't. So that I just feel like I don't like I like that I agree with how that it stated and I think it could cause confusion about what that means. I don't want some superintendent coming and a lot going put in this testing Pre k I don't need you to do that. I what I need is teachers that are properly trained in the components of reading. So that they can going teach that like the And that's a thing. That's not Mckell accountability, peace and that in the same what I think it kind of military think of the assessments, but we don't have any say over this assessments. >> And I think kindergarten readiness then. >> Yeah, I think that's much. I think that that helps me a lot. And my question just to be back and the kind I love with you is that. Now that you brought that up? I do agree. Check what that means in there We're looking at so because the question that it's a quality of this person we're looking for. To do what with Pre k. So show. What does the superintendent 6th and what's the quality? So guess what? That's route looking least maintain because she has expanded. >> Sure, a ton. Yeah. I agree. And to maintain or expand. >> Can you to expand? >> I don't even know. Let's let's stick. But at least maintain because I think if there's had a she puts it there. I don't think there's very instances where they're not they're if they're possible out Lakewood Ranch or parish, where there MAY not be a space, a school, you can change that. >> But if there's a possibility she some yeah, at least MAY He just doesn't to me. Does it connect to that? The personal quality just say increases access to county. But I just okay that to me is almost like a performance, not quality of. >> Do you demonstrate? Can you listen, this is more the Cup performance. You're right. I a performance evaluation. Does that make sense? Don't have access. >> And we don't need it all. >> Maybe we don't. Don't feel like he does die a laundry list because in our strategic plan. Yeah. >> I would be okay with let's take that one out. Okay. Right. Okay. We'll do that. >> Did you have anything that >> ok, I'm gonna up well f when John is talking out, try to go to work on these and I get these. Try to get these back to you before you today. Okay. The next thing I wanted to do was talk about the qualifications. And believe that you have that information. Also okayed rep our recommendation what we're recommending are. As far as required qualifications. A master's degree from accredited institution, ten-year successful administrative leadership experience. Recommending it be pretty much and pretty much wide open. We're not getting too specific with the job market and and we're not trying to really exclude anybody because every application that comes in the board members, c. And they're posted. So that's why we. With this current environment were. How to be more flexible. Now. The way it's worded and what we heard. Throughout this process is that people feel. Someone who is an educator. We probably be the best person for this job. More and 7 more are non-traditional person. I'm not saying these qualifications closed the door for a non-traditional person. You know, we've kind of left us some flexibility on that. >> I personally like the flexibility I want to I want to. >> be so. Details our qualifications that we're losing potentially good good candidates just because the have 9 years to 10 years for what a So why do I do like I'm ok with with the qualifications I'll get around to see if anybody else was sad whatever. >> And the other ones are preferred that you see there and they're require. >> MISTER Tatum, did you have any one you? That's qualifications that you'd like to add or subtract or changing the way. >> Curious about the celery root and how they would come up with on this >> Okay. Salary range. We was we looked we have the salaries of all of the the super intense latest salaries. And we look at us a starting salary that was lower than you're currently paying. Kuz superintendent we looked at what other districts are paying. Districts. Applicants are going to be applying for. At the top end Collier counties to 68. And I've had people call and they say, well, I'm thinking about applying for Collier or manatee. I've also had some people call and I'm fighting. They're making even more than that. That might be interested in it doesn't say you have to pay that. It gives you a range. That's I came up with. The we came up with the range. I'm just concerned if we. If we make it less. We could lose some applicants. And the board has the flexibility negotiate a salary. For. So it just gives flexibility. And that's just the base salary. The market has changed. Super tense. >> I'm not an expert and solar arrays determination, but I would really go hard to the lower end. >> As the old adage, you get what you pay for. >> Well, that's what that's why we that's why we what we what we. >> One 95 seems like that where very much on the low end of the scale and I don't know a good discussion point. I thought, you know, if we pick the right person to go well. You know, you only got a master's agree. So you only get to 39 to have that Ph d you would get give it to 40. And I just want to provide the person the south there. You know, if you got a look at an organization, I did this. The size of Manatee County School system 6 or 7,000 employees like a business that that side and you look at the ceo of that organization, they're making well over half a million dollars, if not more, not suggesting we paid half a million dollars, but $300,000. I mean, that's 30 to get the right person to attract the right person. Another I'm just I'm just like to have that discussion now. 2.50, to 300,000 somewhere in that range to make sure that we're you know, we're getting those people. You talk about the best of the best. Definitely fine with that. We just try to balance it on. >> You know what, what other districts where other districts are right now. Set. There's a at 2.25. To 300. I just said there's that the the salaries are are going up for superintendents. Because of demand. It's because of demand. And that's I was. I watched the a salary discussion over Brevard >> I think someone wanted to come in low, you know, under the 200 range and it was. They eventually, I guess one to 2.25. Because they don't want to discourage people. And one 95 would be. A slap in the face for someone in a big district. And I think we're borderline big district. So I would like to see is just match Brevard because we're much better. We're much more attractive candidate then hope you're not listening >> watch. That yeah. >> But we're much better. We're more attractive candidate. Then this. You know, I say why, but you know, so I think if of our we're going to get. We're going to be alright, what's inside the before 1000? Just look. Care for Goodness, right with that. The preferred qualities experience in school district with 10,000 students or more. I think that >> needs to be changed because 10,000 students is a very small district. You know. So to me that it doesn't match yet 10,000 students here. But, you know, salary range. That goes to 40,000. So it doesn't. It doesn't match the. To me, I think qualification, you know, us experience. It was more than 10,000. I think it should be more like a 40,000 student base 40 to 50. They are 48 He would >> I could mike ensure that is and you can answer this. Not go is they're going to be all about and watch as you go higher. We're now we're again. And I know that's really preferred qualification not required. But as you go higher, that population, you're going to eliminate potentially candidates because there's not that I don't have any schools, I guess are over 40,000. But it's not to MISS The majority. I would say are under what we are. You know, Farmer who we are. And so I just don't want to get to where we were a living. >> Today, I don't think we would eliminate somebody from applying. I really don't I I would not want somebody to get and here that's on way. Do with. 10,000 to 15,000 students. >> And come in. Here we are at 55. 1000 students that just wasn't wouldn't match up with me. I just think that. I really do. I think you're sending 2 messages here. We're going to pay you 2. >> Brevard or whatever. County that has a high student days. But the expectation is least 10,000 I just don't think it. No. I think if we somebody that's going apply to its own way, you that over 10,000 students, you're going to get. They're going to come in and say that, well, this is a lot bigger than what I'm used to. You're going to get a little small rural district from and it's just not Florida says, you know, a national search get somebody coming in from. You know, ruined an hour or you know, Kentucky, Tennessee, any, you know, Midwest, they're going to see a big difference and coming to 55,000 student base. So I just don't think that matches to meet real pain for a big district superintendent. But we're not showing that we have. I just think that should I don't care if you put in their 10,000 to 40 or 50,000, if you put a range instead of just saying this is the minimum I just to get the minimum of students should be an increase you know, up from there. I just think the minimum certain what was was 2000? >> Yeah, just give it year. Goes for you. >> When you look nationwide is one of the largest school district entire country because most of school districts are so small. And so we want to have and we made it preferred. That's why. That is what that's what the challenge. That's basically challenges we don't want to just read, rather have it more open for applicants. Then restricted. And and we could go ahead and put a range in there. The dilemma is that, you know, again, you you you probably going to limit, okay, you're you're. >> Let me refer me. Rephrase Then. Okay. When this positions posted. It will save water student faces right now. Correct. Dissent. So they would know, ok, this is a lot bigger district. Then what? I'm in now are there planning to relocate so? Yeah, I'm okay with that. But I still want. You know that. Posting to say. Currently our student base is. 55,000 projected to be by the end. All of whatever I don't, I don't know. Maybe. >> For something like that in a language. What I'm asking rest of the board here. What? You know, word. Got a lot of growth coming We're going to be up to. 60,000 students in no time. I think. >> I the number have, of course, been number is right now has to be the 2000 us in the first at age. It will be. I think you'll see that John is going to go >> Okay. I don't me personally. I don't think we need change of 10,000. I think it's going to come out in the wash. I think that as we look at these applications, we're going to see if someone came from a 12,000 okay to district, I think we'll see that the watch. I just don't want to discourage people from applying the could be really good point. I want to discourage. I'm just saying, you know, the range write anything as long as it's somewhere in that. >> Description that this is what our student base is now and I don't even a breakdown of. >> Whatever demographic you want to put it, for we actually tell when applicants will call us and we'll tell him that there have 2000 student school this we say, you know that not free and it's not going to but that's that is very, very good conversation on that. So this message or was you have anything? >> Yeah, I was just I agree with you like You know, I look at this. The first thing I have promised was a The same reason you that I don't love it, but really as well as preferred, you know, and then it's a m# # and well. >> Not only is preferred. There might be other things that this is somebody resume. Okay. Maybe they only work to this school district had 10 does is but then they did something else. >> In some other industry, you're some other job or, you know, we oh, well, that was bigger. They had 7,000 employees. There are 5. It airs. I don't know. I see the value of leaving it open is my point. I think they're like I'd rather see. Type of individuals we get. So I can see the value in leaving it that way. But I do agree with you. That was my first concern as well because I don't want someone that doesn't understand. >> we are. >> Because that's a big thing. It's it's different when you have 4 schools versus 60 schools. I mean, that's that's a lot to manage. And 2, MISTER Shows point about all these different. Programs. You can't do that in a small to understand the value of that and understand that you have the capacity to do it because it's bigger. It's important about the salary. I agree in upping it. I think that makes sense because I would want someone to not apply. Thinking, oh, cap set. And I'm not going to get, you know, mean, but I think I should get, you know, really get there's something really great. I'm willing to I think the board to be willing to at least have that conversation say what's a reasonable amounts? I'm totally in favor of doing as what Missus Harman said about the to 50. But the 2.25 or matching Brevard 2 to 300. I'm in favor of doing that. I think that's I reasonable thing to do. Just that. You know, we're sending the message we want you and we're open to that that I'm not going negotiate it item at some point, which is. >> I agree with with and MISTER Tate about up first is for men talk about Bard. I think that the bottom line is we're competing against other districts and there's been a Inge, you know, 20,000, all 30,000 are differences. We kept it to 70 300 is a big difference. So I don't I don't want to shortchange ourselves from the jump because going to lose out and maybe 2 or 3 applicants because the price. And that is what I mean, because it's out. And that is what happens when there's no question. I mean, this. Why would you go and works there and make $30 that we work somewhere else make 30,000 more so great. I do agree with you. I think we have a lot more to it. Top of another counties, but that's be on the story. But we do have to match. So I would definitely before. One of the 300 I don't know where the bottom is. The bottom to me. Mean, about over the bottle, but Does he too? Had the g 7? I'd be comfortable with 300,000. >> appreciate this. Form is research on it because I will tell you that helps us a lot because I I'm talking people are really interested in applying for this job and that is going to. Really have them focus in on this district. tell you that. But it. >> Yeah, I I don't know me. But >> he seems have that's a bit. Again, I'm not an expert and Good of that. That's a big seller in minutes. It is 85,000. It to me to pay somebody for the responsibility that but I'm just again, I'm not an expert Understand how we can such a big salary >> It's Bailey is the board flexibility you know, you might. If you hire someone would know it. If someone comes in with no experience, you're probably not going want to start on that at the top. It just it's just all it gives you more room for negotiation and and that's why I to 25 to 300 is a good. He's a good number. It just gives you more room for negotiation. >> Other when you negotiate these contracts, other things like, well, you're your base. Salary is 250, but we'll give you $15,000 moving allowance to move your move from wherever you are. I mean, does this all get it is a part of that rains. It's just it's just an odd thing to say. Well. You know, you're not. Really up. Not quite. You know, it really is experiences the other guys. So you have the same responsibility as the other guy we're going to hire. But look, I went somewhere else and we're going to pay him to 75. But going to pay you 2.40 because you don't have a Phd like the other guy had. It's I like. I just pay people for the responsibility. Where there's a lot of questions that they're active. They're usually says plus, competitive >> Some some people sometimes. And what we'll do is we actually have a session with the board on that. What we do is look at the contact contract work with better off worse or Steve and we'll go through it all. You can see all of the areas. And as you know, the caisson leave there MAY be of a 4, 1, k the percentage of the salary car allowance or car. You all those will will spend the time to go through the boards. You can see yellows before you actually go ahead and hire someone so you then you get a pretty good idea what the contract is. Normally the CHAIRMAN And the school board attorney will sit down the person and come up with something we each what we try to do is kind of open the door a little bit. And we've never had a problem with any. Superintendent who's been selected and the board reach an agreement because we kind of set we what we work behind the scenes a little bit to get the discussion started. Some of them come in here. You know, and you know, they could ridiculous demand or something. Yeah, and we'll talk about the contract terms, renewals and all that other information to its part of that. So it's it will be it would be advertised to 25 to 300 plus competitive benefits. We also put a 3 year contract because there's moving expenses usually, you know, and you know, and normally for the salary, like, you know, the on top of that, correct, right? The top of that. >> And normally there's maybe temporary housing for for 6 months. You know, there's all sorts of to go to the Pentagon where the person is coming from. So we all work through all that. And we usually we strongly recommend a 3 year contract, usually the contracts in Florida have that provision in there. So so you're not in your head where, you know, if the majority of the board has the option, you know, you know, for for termination, without cause, you know, for majority, but that those are on the go points for later. >> I don't know if we want it tie our hands to it at the beginning. That. Because superintendent positions have been eliminated by new boards. I think probably the contract term is going to be very, very important to an applicant. Is. And the only way. Personally would like to see a contract. Advertised, you know, to be. With costs. In other words, we can't terminated without cause. But you know you I that's very >> you know, for for a Super 10 perspective. That's And that's kind of we don't we probably would not recommend advertising that way. But that's something that would be, you know, everybody's watching this meeting and some of these people in or they know we're here. And when they see that. The app and get right Okay. Shana, >> you know, that's really. And that is that that that is so appreciative. >> Really year. Your that. But anyway, that's something we talk about later on we don't want front right that. But thank you. Okay. So I think we're going to up to 2.25. To 300 plus competitive benefits. Tree your contract. Everything else looks okay on the qualifications and then I'm I'm going to turn things over to John now and I want to go back and try to do a little wordsmith thing. Kevin is going to go ahead and take that link that have >> and okay with >> Just want to put up for us. Yeah, but look at the e-mail, but I saw all of our for other technology to beautiful thing. I believe it, right. That's that's what's neat about As though team really >> It worked one works. Any of us can do all of the work that we have specialties. The family is not here. She's here somewhere. Actually. So John is good. Going to want use the words. Maybe you're okay. Thank you. Thank you all so much PRESIDENT. Very productive time. >> I don't see what you're talking about. One thing. Good Board I think in your packet you have the advertisement venues sheet that has the 5 or 6 advertisement menus on them with the costs associated with each venue and I would just like to review those real quick with you and also get your approval to proceed to advertise. And these 5 venues course. Plus the additional free ones that are listed at the bottom. The American Association of School Administrators, a 30 day advertisement is currently 5.99. The Association of Latino Administrators and superintendents is for 6 weeks. 250 the ad week top school jobs, which we get about. 26 1% of our historic our applicants for midweek. They have made an interesting change. You have to advertise only in one place for superintendent and they have put that 60 days and they raised their price considerably. It's 895 dollars for that. I think they realize there are there are a lot of superintendent advertisements across the nation. And so they have basically a single one rate for 60 days. And and that's what we if we choose to advertise there, that's that would be our feet. The Florida Association of School administrators here locally in far as 300 for 30 days. And then the nice once a educators is 30 days for 250 based on our experiences. And in the variety of applications we get in these venues. I would recommend with your approval that we ever ties and venues and then the the list following that is really we we we contact them and pose State Association of School superintendents that that's always a good mother as well. And then the now as the 3rd one from the the National Association of Superintendents searches. That's a organization in every state and we can pose with that with those organizations goes missed. The is a member of that organization as well. I on some yours. Are the professionals at this and that this is what you recommend eye? >> I'm good with >> my only thing is, I mean, I I guess, you know, they couldn't have to $400. And I could sit here and say, forget about that. I just feel like we're hank up to 60 days. So so we're going to be out there. You know, 30 days were done advertised education week. Tough job together for 30 days and that the were already moved past that. So what does that cause? Well, where they just pull it? >> Or advertisement will certainly have a closing date. I think it's every get your advertisement in the day. But that is in the advertisement. Applications must be received by this And certainly after that date, I can call and this practice. And with that, we can say look that the pier is that we're with you might as well taking them. Okay. Because that play adjust the prices. I'm just I don't I don't think I've already made that request for. >> for days, we're not getting so why? I did contact that. We can just say, look, we want 30 days and >> they're saying no, that that's our right advertise for superintendent. Because they can. Right. >> But it's hard to say no to that would because we just said, 26, 25 see you quarter of your your. Applicants. Would you seek come through there say no to that one right so I would differ like MISTER Tame You all do this. I don't do this at I know we're going to get. Who knows where from. And back to the squabble over 500 bucks. >> Wasn't want to be flipping. This is the taxpayers money. >> oh, sure, but you're pay for what? You're yeah, absolutely. But I don't want to lose. 25 1% of our advocates potentially because been $895. >> And I will say they have a really detail system of notices that go out to candidates who have put applications with him specifically for superintendent. So they have some feelers on top of just there at So the 7th. >> No, I'm fine with this. >> When when we're talking because I've already had people ask me how come I have a thing advertise locally. Okay. It is. Is there anything in this budget like the local news So we're all right. And no people watching all of that. But well, I read the paper. I don't see anything in the paper only. Favoring more. >> What we really have kind not pulled away. We've kind of eliminating newspapers because that distribution has dropped the prices are extremely high for an ad that does contain all the information we like to have in the and but certainly can contact them and see what >> car. Just even a a. >> a small little thing with these, you know, for. Applicants can go to the sites, maybe not a bit at or anything like But >> just something in digital I it doesn't have to be a printed. Ed. Just something digital of locals. I work with Michael then safely. If we just something minor. Yes, please refer back to our site. If you like. >> Yeah, we'll have will have icon on the superintendent search site. You know how to apply and and that. So we'll we'll put that on your website here as well the news. >> The news folks that they can put the link to it. But they run the stories. That. You know, advertising locally. >> Just that doesn't. Seeing I don't know how to put it, but we will MISTER Barbour will be sending out to our community patients, you know, to the local newspapers. It's free advertising. Yeah, you know, he'll be setting the news releases. So it will get that information will get out that way. You don't want. School Manatee County School board superintendent showing up on Craigslist. I'm just it's not. It's not. >> I know after professional that I just want to make a point. >> To the community that have reached out to me and said, well, I see it in the paper. I'm like, I don't really think it will be that it's more go through the Florida School Board Association. You'll see a link there. I'm sure as well as our Web site. So this is more. I just want that community to know that this isn't a. Classified ad for jobs. Okay. That's basically my point of bringing out So that's >> Just so that I'm clear you set for all these other ones 30 days because that there's 2 something I have that has like I bolded 60 days. But your intention is 30 days. Okay. I just wanted to make sure I was on the same page with the exception of the week. >> Right? Because you have no choice. I understand that one. And I think is on as you put the date. >> Then somebody reading it. You missed it right, too and most active job seekers. They're going to be checked again. >> You know, weekly, I'm sure >> about advertising locally. I kind of what Mr Chote said. I think anybody that's local already I mean, if they're reaching out to you, it's because they already know that now. So then you can just say, you down. I think local they they are they are in now. You know, so. No, I'm I'm fine with us. >> There are 10. This man that advertising is going start on the tent. Israel. Right, >> work with staff to you know, get that introductory pair just that info to the 2 to the top of the ad will put in the population. Students will put some of your magnet programs. And MISTER Barber's already a draft paragraph that kind of lead off the ad. So what we're set ready to go with that once we now have the qualifications, put that into the you know, complete that this kind of filling in the blanks. Now and we'll be ready advertised on the 10th. >> And and make sure that we at running take a taking applicants. Through the tent. APRIL. So it's a 30 30 day window. So it'll be will begin and was okay. Okay. >> will say that, you know, all applications must be submitted to me prior to midnight. All right. Date of APRIL 10. Okay? Yes, ma'am. Okay. That's really all I need >> Great. Thank you. Thank you for a few more times. Your work Smith thing. Yes, ok, we'll do it. That's We'll a recess. Recess Okay. Will 10 minute recess her to get that done combat present. That last thing and though of on to the Admission. All right. We will call the meeting back to order MISTER Vogel or excus