VCS School Board Meeting- 06-18 -2019
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VCS School Board Meeting- 06-18 -2019

(gavel pounds) – Good afternoon, everyone, and welcome to Volusia County School Board. Stand and join me for
the Pledge of Allegiance. – [All] I pledge allegiance to the flag of the United States of America and to the Republic for which it stands. One nation, under God, indivisible, with liberty and justice for all. – Thank you once again
and welcome everyone who’s in the audience and for those who are listening to the live stream. I want to begin by introducing the people that are sitting around me this afternoon, beginning with my far
left, your far right, Miss Linda Cuthbert,
representing District 3. Next to her, Mr. Ruben
Colon from District 5. Our school board attorney, Mr. Ted Doran. Far right, your far
left, Miss Connie Sphire, our agency clerk. Next to Miss Sphire, Miss Jamie Haynes, school board member from District 1. Our vice-chair representing
District 2 as well, Ida Wright. And I am your chair,
my name is Carl Persis representing District 4. Items for approval on
this agenda, is this, are items 3.01 and 4.01. We have public participation
that we will take at this time on items on this agenda or even otherwise, so let’s see, the first card I
have is from Elizabeth Albert and the topic is interim interviews. That’s what it says.
– That’s what it says! – Good afternoon, Miss Albert. – [Elizabeth] Good afternoon, sir. Good afternoon, Chairman
Persis, board members and members of the audience. What an interesting day we’ve had. I have enjoyed it immensely
and I know you have as well. We had three very
highly-qualified candidates come and speak before you today, each very diverse but each very capable and providing a body of work
that proves the evidence of their capabilities; however
I believe that there is one candidate that clearly
demonstrates all of the qualities that we are all looking for. Your strategic plan
includes goals that refer to creating positive
learning environments, the ability to listen and
communicate effectively, attracting and retaining
the highest quality educational professionals,
so I would ask you to check the evidence of
what they have submitted and I believe that you will
find that there is a candidate that rises to the top and
exemplifies all of those desires that you have in your strategic plan. Also, there was a question
posed at the very end of the interview that
Miss Stewart asked you, and I thought it was very good question. I noticed that the
response to the question when she asked you what
you were looking for, you referred to the
beginning of the school year, a smooth rollout to the
’19 ’20 school year, so then I would ask you
to check your evidence on your interview document when you talked about
your summertime plans. And I believe that there is a
candid that quite explicitly and clearly articulated a
plan for a smooth rollout, and I found, I think you’ll agree with me. You also referred to
maintaining relationships with senior staff in the
unions that serve the employees within this district. Again, let’s look at our
evidence and see what we find. I again believe that
there is one individual who will set themselves
apart from the others with the answers that
were provided to you. One candidate repeatedly
referred to the desire to build trust, create
environments that are inspired, that will inspire our
team to move in toward, toward greatness, excuse me. One candidate stated that the people within Volusia County
Schools are the asset that we’re looking for
and where we need to focus to achieve our goals. And another comment made by
this candidate that struck me was that this person
identified their ability and willingness to listen, to collaborate, and then back up and give
people the space to grow. What a concept that a leader
would endeavor to engage in. So I urge you to look
at the evidence you have from the interviews. There clearly is one
candidate who can work towards bringing unity back
to Volusia County Schools. We don’t need someone
to come in and fix us. What we need is someone
who will inspire us to reach our full potential, thank you. – Thank you, Miss Albert
and thanks for being here through all the process. And our next candidate is Mr. Bill Hall, former superintendent of
Volusia County Schools. And I think Mr Hall’s
our last our last speaker from the public Good afternoon Mr. Hall. – [Bill] Thank you, Chairman Persis, distinguished school
board members, Mr. Dorn, I have worked with one, two,
three, four, five, six of you. I have not had the pleasure working with Mr. Colon in the past. I am here to support, frankly,
the candidacy of Tim Huth. I’ve known Tim since the early ’80s when he was athletic director
at Mainland High School and I was a principal at Mew
Smyrna Beach High School. Mainland and New Smyrna back
then were the powerhouses in football and basketball
and whenever we played we had overflow crowds
and we were always looking for outstanding crowd control, which really was not a problem back then but you had to cover all
things that might happen. Tim has been an assistant
principal, teacher, principal of Holly Hill Junior, principal of Mainland High School. He was an area superintendent and he was my deputy superintendent and we did a number of great things from 1996 through 2004. Now I understand that’s a long time ago but Tim was my left arm, my right arm. I trusted him impeccably and I don’t think that there is a better choice. He knows this county, he knows the people. He knows still a lot of
people in the system. He’s been involved. His wife just retired in
November from the school system. He’s been a substitute teacher. He’s raising a grandson who
will be in the seventh grade at Hinson Middle School,
so he knows what’s going on and I think by far he is the best choice. Thank you all. – Thank you, Mr. Hall. – [Bill] Thank you so much. – All right that that concludes
the public participation section of this school board meeting, and now I need to share with the board that we’ve had breaking news and that is that one of the individuals that we interviewed this
morning had to withdraw, and I’ll let Miss Messina. Miss Messina, if you can
introduce yourself and your title and explain the reasons for this withdrawal.
– Yes, thank you. Andrea Messina, I’m the executive director of the Florida School Boards Association and as many of you and your staff know we have been working with you on this interim superintendent search, and as you mentioned, Mr. Chairman, I’m here to formally withdraw Pam Stewart’s name from consideration. She was, as many of you
know, recently retired and while many administrators
across the state get rehired through a
contracting arrangement, this type of contracting arrangement has never been tested
for a superintendent. It has only been tested and upheld for administrators of other levels and so because there are
conflicting legal opinions on this matter, Miss Stewart
asked that I withdraw her name. She did not want to put
the board in the position of having to test a legal
conflicting opinion, so she as I said wanted to leave the board in the best possible
position to move forward without any distraction
and as she mentioned in her interview more than once, she believes that you cannot go wrong with any of the candidates. She sends her best wishes for success. She offers her support in any way that she might be able to offer it, but she did not want the board
to be put in the position of having to test something
of this magnitude. – Thank you, do any board
members have a question for Miss Messina about this? Okay well it certainly is disappointing. She she gave an excellent interview, but however we do
understand the legalities, the six-month rule and the fact that she’s a constitutional
officer further complicates it, so now we are down to two, and I need to ask the
board if anyone would like to start the discussion about either of our remaining two candidates. I will remind everyone
listening that the board was unanimous in a
private voting yesterday of the three finalists,
so all three finalists had all five of us supporting them. So I think that was great
and even though we’ve had one that had to withdraw, we still have two outstanding candidates
so if anyone wants to begin talking about either one, and
of course don’t just say Tim, because they’re both
named Tim, so (chuckles). And I’ll open to the board, who would like to, Mr. Colon, please. – So unlike a lot of,
most folks on this board, a lot of these names were all new to me and today’s the first
day I’d met any of them or heard anything one way or
the other about each of them. I will say that Mr.
Huth was very impressive in that he still has quite a
bit of ties to our schools. Arguably he never left our schools, and he certainly has
continued to be engaged with our schools and
that was very impressive. One of the things I’m challenged with is it’s been a little
while since he’s been here and some of the answers were, I could tell they were slightly dated, which doesn’t mean that
somebody can’t be brought up. I was very impressed with his answer given some of the challenges that we have as far as his ability to
deal with the legislature and some of those things
that we are dealing with, so I think his strengths
were truly the fact that he’s got a strong leadership history. That was exciting for me. Mr. Egnor, Egnor? – Yeah, Egnor.
– Did I say that right? Mr. Egnor, I was very
impressed by this candidate. On a lot of these all I
could really write was “wow,” because it was as if he was
inside of my head or had been. A lot of his answers, you know
one of the things I look for in folks coming from
healthcare is you know, when you come to the
hospital and you want a job, you talk about patients, what
are you gonna do for patients? And one of the things
that I gauged today was, I wanted to hear the word
teachers and students, teachers and students,
teachers and students, and pretty much every time
he said teachers or students, I kind of marked each one and
that was extremely telling to me as to where the priorities were. I found it really interesting when he came to the legislative question,
the fact that both both Tims had worked together in the legislature or had gone up to
advocate for our district, so that was really exciting. The one thing that leads
me a little bit more towards Mr. Egnor is where we are today and what our needs are and
his forte is curriculum, and I think that we would all agree that curriculum is our biggest challenge. I consulted with some
folks in between the break to ensure that this individual
would continue in line and that folks felt
that they would be able to continue in line with what
we are going through right now and that was an affirmative, so those are my thoughts
on the two candidates. And again, I appreciate
both of them coming. I mean Mr. Huth obviously has
been, never left our district and I really do want to get to know him because he’s obviously been
been around for a long time and so that’s it, thank you. – Thank you. Anybody else like to share their thoughts? This is share your thoughts time. I’m not looking for a motion,
per se, just talk, yes. – I agreed with Miss Stewart. I think all of them were
really great candidates, and I know Mr. Huth, I worked with Miss Stewart a little bit. Really didn’t know Mr.
Egnor but I was impressed and I think either way
we go, we’ll do well. – Miss Haynes. – I thought it was nice
actually that each one of them kind of started out and said
that they were in a group of three wonderful applicants
and that they recognized the strengths of each one. I thought each interview
showed some real strengths and even though I knew each of them and had met them at different
times throughout my career, I feel that when I looked
back at what they said and how they answered
some different questions, I felt that Mr. Egnor, on
a few of those questions, like specifically when he talked about the working relationships
and the communication piece, you know he talked about
trust and clear direction, but then once you give
people clear direction, you give them the space to do the work and you then follow up with feedback, and he liked that feedback
to be on both sides. And I also liked the part where he said about giving people a voice, because sometimes we claim
to be great listeners, but we really don’t listen well and he highlighted on that piece. I also liked his response to the fact that we are sitting here
right now in the summer and when it talked about,
so what do we need to do to get the school year
started he was very clear with what needed to be
done and it resonated with exactly, you know
if I had made my own list of what needed to be tackled
to be ready for the students, he hit those high points. So I appreciate all three of them coming. I’m sad to see that one
had to excuse themselves, but we have some interesting
legislative laws, at least. We did that.
– Yes, we do. – But I think today we’ll
find the right person. – Yeah, yeah, I don’t
think we can go wrong. Miss Cuthbert, you wanted to? – I’ve had the wonderful
opportunity to work with both and I’ve known both for a long time. Mr. Egnor, although I was not at New Smyrna Beach
High School at the time he did graduate from one of my schools. My husband knew him very
well, especially as a student, and of course I’ve worked
with Mr. Huth a long time. Both are very community-minded, actively involved in civic groups, so I was greatly impressed with both. Mr. Huth addressed the
fact that he was a teacher all the way through administrator, that Volusia County
Schools is a family affair and it truly is, we’re
very unique in our culture. He says that the interim superintendent is not just a caretaker position, that one must be a bold
leader and has to make sure that the tough decisions are made and that questions are answered. He addressed funding,
he addressed instruction and instructional issues
as well as operations. I did note that some of
his, when I asked him some information about
instructional situations like getting our lower quartile to close the achievement
gap of those students, a lot of what he said that
he would do we already do, so and if he had brought
those issues to the district at that time, they’ve been implemented and they’ve become very successful, but I was looking for
something, what he would do now, not what we always have done. Mr. Egnor has also been very astute. He’s also said it was like Old Home Week, seeing people he hadn’t seen for a while. He said it was an honor
to be selected midst and he said you can’t make a bad decision. He did upfront say that
he was the best fit and then he put forth his
entire interview process to establish why he is the best fit. I was very impressed when he
said it’s a duty to serve, because I too think it is a duty to serve, to vote, to participate in our community, affects leadership,
management, curriculum, national, international and state. He has experience in
everything we’re looking for. He does have fresh views and
he gave us specific details and the thought methodology
how he would accomplish them. So therefore I am in favor of Mr. Egnor. – All right, I think
what I’m going to do is, hearing the board and at
this point if someone, if we can get this rolling a little bit, someone wants to make a motion and then we can have further discussion if that motion gets a
second and then we can move, is that okay with the board to do that? So I’m open now for a motion. – Mr. Chairman, I move that
we accept Mr. Timothy Egnor as interim superintendent
of Volusia County Schools. – I second that motion. – Okay we have a motion
and a second for Mr. Egnor, and now further discussion on the motion. Miss Wright, did you want to say anything, ’cause I know you you
mentioned both of them and I didn’t want to cut you off if you needed to say anything.
– No, you didn’t. – Okay.
– No, I’m fine with the motion. – Okay.
– Mr. Chairman? – Yes.
– This is a very difficult decision
I think for all of us, because both candidates are very worthy. It’s not that we’re
picking one over the other, because both expressed teamwork and we both know that both
are dedicated to our county and will do the utmost
they can to support us. So it’s not that one is
better than the other, it’s just we have to choose and I think for the position
we are in at this point in time that we need fresh new ideas. That’s why I believe
Mr. Egnor is the best. – Yes, okay, well I will say
that it’s extremely difficult for me, I’ve known both forever it seems and have the highest
regard for each of them. Each of them present a little
bit different skillset to it. Obviously Tim Egnor is more
of the academian, if you will, and that’s the way Tim always has been. Tim Huth on the other hand has been more of the community-minded person, as evidenced by he still is. He still is involved in
so many organizations, from the Speedway to
Halifax Health to Futures and on and on and on and on and on. His family’s been great. The fact that he still substitute teaches and anyone that volunteers
in the cafeteria has to have your praise (chuckles), so it’s just very hard
not to like Tim Huth and the fact that he was
a deputy superintendent. It was funny when they
were both interviewing I was thinking to myself
if we were interviewing for the permanent superintendent I was kind of leaning
more toward Tim Egnor, and if it would lean more for the interim I was leaning more toward Tim Huth and the only reason why I say that is because I think, because
of the short time we have before everything just starts going, it seems like I think Tim could
jump in the saddle quicker and get what we need to get done. – Which Tim?
– Tim Huth could, in a quicker fashion only
because he still lives here, knows here, he knows
everything about this place. As far as being competent
and competent wise I think they’re both great. I loved, and I know that you loved, how they both stressed communication. Communication, communication
with the board, communication with teachers,
with parents, community. They were they were
both so good about that. I mean I don’t think there was anything either one of them said
that I disliked you know, which I thought was just awesome and these are Volusia County people and the fact that they wanted
to come back and to help us, I just think it just shows how much they they love this district. I certainly agreed with so
much of what Tim Egnor said and did and it isn’t like any of these two are blowing smoke, you
know what I’m saying? I mean these are honest, hard-working, they have proven records. They’re up here because
they want to be here and they want to help us,
so I have full confidence. If I had a hat and it
could pick out a name, I’d be happy with it. I mean that’s that’s really how torn I am on this whole on this whole process. But I do want whoever it is
to have all of our support, and I believe that that person will. That person had all of
our support before today and I don’t think anything
would would change after that. So there’s a motion on the on the floor. If the motion does not
get the full five votes, let’s just say, I’d like
to have the maker of motion do a revote, so we can vote again and so that if indeed we can get that, all of us on the same page
because I’m feeling like there’s going to be at least
three votes on that way, so we have we have a motion for Mr. Egnor, from Mr. Egnor, and a
second was by Miss Haynes, so Miss Cuthbert made the motion. Miss Haynes did the second for Mr. Egnor. All those in favor signify by saying aye. – [All] Aye. – And those opposed, aye. And now can we ask you for to
make a revote, Miss Cuthbert? – So you want to make another motion? – Yeah.
– Okay. Mr. Chairman I move that we accept, I guess the resume and the recommendation of, oh his own recommendation
that we nominate him as our interim superintendent
for Volusia County Schools. – Right and I need a second on that. – I will happily second that. – Okay and now all those
in favor of Tim Egnor to be our interim superintendent and this is all contingent
upon the negotiations that will take place between Mr. Egnor, Mr. Doran and myself,
and our goal with that would be to have this
brought back to the board by our next school board meeting, January, oh January (chuckles), June 25th.
– June. – And if that’s agreeable with everyone? – Yeah.
– Yes. – Okay and also the understanding is that he would agree to serve in
the capacity of a consultant for those few days remaining in June until Mr. Russell leaves and then become the official
superintendent on July 1st. Having said all that, all
those in favor of the motion signify by saying aye. – [All] Aye. – And those opposed. And Mr. Egnor, congratulations
if you’re listening. You are our next superintendent and we greatly appreciate that. Miss Messina, would
you mind coming forward just so we can make sure we
have not overlooked anything before we adjourn this meeting? – [Andrea] Well you you
do have some other matters on the agenda, but I didn’t know–
– Yes, yes, yeah. – [Andrea] You’re
getting ready to make a– – Adjourn this part of
the meeting, I should say. – [Andrea] Okay that’s
what I was gonna say, recess the meeting so you could go make a phone call yourself, as we discussed.
– Yes, okay. – To the candidate who received, no everything else, as
long as the board’s clear that the negotiations would begin, giving the authority to the
chair and the board attorney with Mr. Egnor, that’s all done.
– Okay, that’s what we’re going to do. Yes, Miss Cuthbert? – I just want to thank the
Florida School Board Association for assisting us in this endeavor. You made it a very pleasant experience, so thank you so much for
all your professionalism, thank you. – [Carl] Absolutely I think
she speaks for the whole board on that one, thank you, and
so that the audience now knows what is happening, we’re
going to take a brief recess and when we come back
we’re going to be listening and watching presentations
from three companies, five companies? – [Jamie] We have five companies. I’m not sure how many
of them are here today. – [Carl] Okay so we’re
going to be listening to presentations from
companies who are interested in conducting the search for
our permanent superintendent. A couple of those will be through Skype and some of those will be in person, but for now we’re going to take a break, and we’ll come back at 2:45
to reconvene the meeting. Thank you. – [Ruben] Thank you. (man speaking faintly) – [Carl] For now, and will
not take the extension. – [Linda] It seems that it timed out. We’re getting nothing. Yes. Okay, let me write that down, 20236. Is there a hashtag at the end, or no? (woman speaking faintly) – [Ida] The company is HYA. – HYA?
– Yeah, HYA. – [Jamie] I mean, we
don’t have to read them. – [Carl] Well, I’ll get to that. Okay, we are going to
reconvene the meeting. And now we are on item 4.01,
selection of consultant firm to conduct our superintendent search. Our first presentation will be from, is it H?
– HYA. – [Carl] HYA, I can see you,
through the magic of Skype here and we are allowing up to 20
minutes of a presentation. Mike, I’m looking at you, can he hear me? Can he hear what I’m saying? Okay.
– Yes. – Okay great, and if you’re just, board members are we all
good, everybody’s engaged? Okay and if you would
introduce yourself sir and your title and you have the floor. – So first of all thank
you for the opportunity to present on behalf of
Hazard, Young, and Attea, HYA. I’m Bill Adams, former
president for the east coast of the organization and
currently a vice president and senior associate. By way of background HYA has
been around for 30 plus years. In fact we had the
opportunity to meet two of you who were on the board in 2015 when in person my wife
and I did a presentation, but weren’t successful that time so maybe we’ll do a little better
by Skype this time. I’ve done approximately either overseeing or conducting searches
about 55 deferments, done about 1200 over time. The most recent search
that I just completed was Beaufort County, South Carolina. In fact they hired the
regional superintendent for Palm Beach County, Florida. I’m currently a resident of Florida, in fact would be there today if it weren’t for the culmination of a
nine-month strategic plan that we’re presenting tonight
to the district in New Jersey. I was a former superintendent
myself, 36 years, and what may be a little unique, in the same district for
36 years as superintendent. Learned a lot about
governance during that time and also leadership and
educational leadership off of our team over that
time, eight superintendents, seven principals, two college presidents and one assistant commissioner. Have done a number of searches in Florida while with another company, did both Broward and Collier County and most recently oversaw
the Duvall County search. Also done some Commissioner
of Ed searches, and I noticed that Pam
was one of your candidates while listening to the earlier session and have done the Florida
Commissioner search, Rhode Island, Ohio, and
Barone in Mississippi. HYA, it’s one of the the top leading educational leadership
firms in the country and I saw who the competitors were and all do credible jobs, however I think there are a number of
things that set us aside as you look at our signature process. You should have two
documents in front of you. One is the technical proposal, the other is the signature process. I’m pretty much, because
of the time limit, just going to go through
the technical proposal and refer very briefly to
each stage of the process and how we’re involved in the process, and I think what makes
for a successful search. I heard the words “trust
and respect” earlier when you were considering your interim and certainly that that becomes critical with any relationships. We also, I think what’s
important is the right fit, the right fit for the district
based on current needs and certainly as we did
our background work, there’s a lot to be done
with achievement gaps and a lot to be done
over the next, I guess, going through 20 or 20.31
with the half cent tax and a lot of the construction
that will take place during the coming years,
the next 10 to 11 years. So as you look at that,
and certainly the desire to have a leader that takes
you from where you are with the team that you have and builds on that is important. It seemed like it took a long
time to go from a C rating to a B rating and I did
a niche review today and they have a B minus
rating as I look there. So that all becomes important as part of the engagement process, which is the first part of the process. If we were selected, our team would begin with a planning meeting hopefully within the next 10 days to two
weeks with the board, depending on whether your
desire is to have your interim through the end of 2019
or whether you’re looking for a start date for the permanent
superintendent of July 1. So with January 1, 2020
there’d be one timeline. If it were to be July 1st it
would be another timeline. But during that planning meeting, all of that would be determined, along with the number of stakeholders and what stakeholders
you would want involved in development of the leadership profile and development of
characteristics that we would use for recruiting. As I mentioned out
front, certainly the fit is one of the most important
phases of the process. Once we engage stakeholders we do have a research-based community
survey that we use and can just aggregate
that by up to six groups, and would provide that
information to the board all within the first month to
six weeks of being appointed and conducting that planning meeting, whenever the planning meeting took place. The next phase of the process
would be the recruitment part of the process and
generally we like anywhere between 45 and 50 days. It can be done in less
and the range usually runs between 30 and 60 days for recruitment to do a national search that
certainly includes Florida as the region and the country. That national search would involve, and one of the things that we would do at the planning meeting is
determine the advertising and we might have an opportunity
to speak briefly to that. We have three advertisement
packages that HYA offers. You don’t have to use us, however we do get discounted prices and do package them based
on the size and scope of the district and really the desire to be as broad and diverse as possible when we do the advertising. About half of the recruits will
come in through advertising and the other half will come
in through direct recruiting. People that they don’t know want to come to Volusia County at this time, and that’s one of the very important parts of the process. Once the recruitment phase is underway, we try to keep the board informed through a board portal and
that would be one of the things that would set HYA aside from competitors, the fact that we try to do
everything electronically. In fact, we have a 3% surcharge if you want everything
done in paper documents. The portal will allow
complete access to the search as we go along, everything
from the leadership profile to eventually the candidates
are posted on the portal, so that becomes an important access as they close portal for the board only. Well aware of Florida
Sunshine Laws and FERPA and that generally in
Florida when a person presses the button,
it’s public information. That has an impact on the
number of candidates that apply and when they apply in the process, and so we’re conscious of that even to the application process. We’ve had some rulings with the Florida AG where even personal cell phone
numbers cannot be redacted, so that’s all considered out
front as part of the process and working locally in state. The select phase of the
process is the next phase and in that phase what we
do is present to the board a slate of potential candidates based on the characteristics you identify from both the board’s
decision as a collective body and also from the stakeholder input. From that group of six to 12,
usually it’s a paper screen, we use a couple of different processes to assist you in narrowing the field. With this being a five-person board, it can be a little more wide open. We sometimes we use a Delphi technique when boards are larger, although
we’d explain all of that as part of the planning process. Once you narrow down, we go into the, and all of this can be
done through the portal. The interview process for semi-finalists, once they’re identified
and then a finalist and we’ll oversee on all of those meetings as part of the process
and then also assist with the introduction of
the candidates selected to the community and to stakeholders. We provide a transition
meeting if possible or a transmission training, (chuckles), a transition meeting if requested. Sorry for the, trying to
talk fast and get as much in in 20 minutes as possible. We do offer a number of guarantees. Our price is fixed and includes
all of the search services, but advertising is in addition and we can, our advertising
packages are listed in the accompanying signature
process folder that you have. And we also offer a
client satisfaction that, as long as the majority of you
stay in place for two years, we will come back for
personal use for any reason and do the search just for expenses. The superintendent search today and the superintendent
search process today has changed so much because
so much is in real-time. One of the first things that
we do is we look at candidates on a daily basis as we use Frontline and as candidates come in,
our team receives an email that says you have a new
application for Volusia County. So we look throughout the process and one of the first things we do as
we review each application is to Google the individual and move on before we do any reference
or background check. Once you’ve selected a finalist, we use a third-party, Baker-Eubanks, to do a complete investigation. Many of the firms use an electronic review and those reviews are
okay but we actually have a Baker-Eubanks and an
investigator on the site in the county in which
the candidate resides and the review process begins from there. That review process includes a financial, a criminal, civil background check as well as a credential background check. Many of the search companies do not do the credential background check. The third party we use verifies
the institution or agency as well as the credential. We also, in the comprehensive check, do a 10-year media review
and a social media review, which we believe is critically important to any candidate, external or internal. That’s offered as as part of the package and the services and we can
give the financial breakdown of that, as well. What I was hoping to do
was to respond to questions either about the proposal
and/or the signature process and elaborate further on those items that might be of greatest
interest to you as a board. So with that I’ll stop the formal part and ask for questions. – [Carl] Thank you, thank
you so much, Dr. Adams. We greatly appreciate your
giving us some insight into your company and how
you conduct the the searches. If you could repeat to me, I was following along pretty carefully, the process, the planning committee, the recruitment I think
you said 30 to 60 days. Is that correct? – Correct, 45 is optimum, 30 is short and we find anything more than 60 days doesn’t yield a whole lot. – [Carl] Okay and then you mentioned there were three advertising programs, is that, or packages? – Yes, let me go to, I’m going to move to another screen on my other computer and if
you would at the same time go to the signature process, and you can, if you scroll, I don’t
know whether you have this electronically or on paper,
but if you scroll there, advertising services. Package one is listed,
package two and package three. For a district this size
if you’re interested in national search I recommend three, which includes a listing
in the HYA group ad during the entire length of the search, so “Ed Week”, which most
of you are educators or educators by background, “Ed Week” both online and in print, the online goes for 30 days at a clip. But what we would do in our
ad and every other issue we put a group ad in, there
39 issues of “Ed Week” that come out every year, so
during the length of the search we would include that in group three. We would also do a
dedicated specific ad there, as well as the “Ed Week” online
for 30 days and then AASA, the American Association of
School Administrators, 30 days, and then posting on our website. We also do, although
LinkedIn is not listed here, we do LinkedIn, as well, and then we do some
things with social media, and then a K12JobSpot. We also recommend for this type of search that we use a very inexpensive
package with ALAS and NABSE. ALAS is the Association of
Latino School Administrators and NABSE, the National
Alliance of Black Educators. It’s only $520, but it
spreads our information out across a very diverse
population and we recommend that in conjunction with
whatever package is taken. And that’s the advertising
package portion of it. If you were interested in
looking at the specifics under the due diligence
that we do with Baker-Eubank and you either scroll or
went to the next section of that document, executive due diligence includes what we call the comprehensive and the basic background check. – [Carl] Dr. Adams, could
you repeat what you said about the price fixed and
what comes with that cost? What we get for? – That includes all search services, it includes all meetings that we attend. Generally we provide four consultant days for stakeholder meetings,
might even want to look at a district this size,
adding a few additional. In Beaufort, two of us
spent a week recently. They’re 524 square miles,
you’ve over 1,000 square miles, so when you’re as large geographically, and with the diversity of the county, that becomes an important part of it but for the number right now
in the package that’s presented it’s four consultant days
for stakeholder input. There’s a day for planning meetings. Generally, although that
package doesn’t include being present at the interview process, most of us as consultants,
as long as the expenses are covered, we’ll cover those, because we like to continue
to guide the process and although you have counsel
present at most activities, we like to make sure they’re no questions asked of candidates that
would be inappropriate or that could in any way
compromise that search. So all basics are included. What’s not included is
probably what to ask, and that is advertising. The advertising is second, it is separate, and advertising can run anywhere from about $2,000 to around $6,800 depending on the packages taken. What’s not included are
consultant expenses, and I am a Florida resident, would primarily come from
Naples, Florida to the site. I live in Collier County, although I do do work out of New Jersey as well and I have gotten a lot of
inexpensive Spirit flights from Atlantic City, New Jersey
to Fort Myers for around $59. Sometimes it’s less expensive to fly if you can get into Orlando
or Daytona from Atlantic City than to drive. But those expenses are different. I’m estimating with the team
and a selection of the team, I have another team member at Cape Coral, another team member in Fairfax, Virginia and one in Chicago, one in Delaware, that there’d be a, probably
you could figure on expenses being somewhere around $5,000. That would be in addition. And then we would recommend, depending on how many finalists
you would want to bring and whether you would bring
finalists to the public, whether it would be solely a board, what it would cost to bring
your candidates on-site for four finalists and how many you would want to do due diligence. We will do the background check, but the due diligence is using
a professional investigator and that can run anywhere from about $1,000 a candidate
basic or if you go to full-blown media, social
media $1,950 a candidate. And we strongly recommend
it on the final candidate if not the top two, depending
on how many finalists you actually decide, and
we like to discuss that at the planning meeting. – [Carl] Sure, okay, Dr. Adams, we’re just about out of time here. I want to ask the board
if you have any questions for Dr. Adams, any board member? Yes, Mr. Colon. – [Ruben] Dr. Adams, and
I am new to this process, but I have a question. We do know of some local
candidates who are interested in applying for the position. Is there anything that
would decrease the cost, should those folks be
selected as superintendent? – Generally, no. (chuckles) And I say that because if you have local or internal candidates,
and the last time I think you went with an internal candidate, if you have an internal candidate, one of the things that
a national search does, if that person is
selected by you the board, it verifies that they were the best person that you could get
nationally or regionally or however you want to compare them, it validates that individual. The work that we do is the same. We’re going to do the same
amount of work with stakeholders that we do whether you select someone internally or externally. We’re going to do the same amount of work with vetting candidates
whether you select someone internally or externally. So the answer is generally no, that’s maybe not the answer
you want to hear, but– – No, that’s okay.
– And maybe a little longer than what you want to hear, but that’s the process we follow. – [Ruben] I appreciate
your honesty, thank you. – [Carl] Thank you, Mr. Colon, Dr. Adams. Any other board members have
a question for Dr. Adams? All right, Dr. Adams, I believe that’s it unless you want to make a final comment. I’ll give you a minute. – Well as I said we believe HYA has, first of all we have
experience in Florida. I understand Florida, the
last two that I was directly, actually last three that I
was directly involved in, superintendents are still on the job, although admittedly Duvall
was a recent appointment, and that was an internal state candidate. So was Collier County
an in-state candidate, not an internal candidate
she came out of Miami-Dade, and Broward, although I
know Bob Muncie’s having some difficulties now as a
result of a tragedy in Parkland, was also, and he came out of Chicago. So we’ve had some great success in state. Understand the state,
understand the anomalies, especially when it comes
to the Sunshine Laws and what can be and what cannot be done, and I understand the need for fit and that each of those
67 counties is different, and where you are different than Collier, and certainly you know
Collier is different than the Lee, so we understand that. So I think that, along with
the fact that the board would have an electronic
portal as part of the process, and I think our due
diligence is second to none. – [Carl] All right, Dr. Adams, we’ll have to leave it at that, so thank you so much and
we hope to be discussing all of these companies
by the end of the day and we’ll go from there, okay? Thank you, sir. – Thank you.
– Thank you very much. – Thank you for the opportunity. – [Carl] Yes, sir. – [Connie] You want me to call Tom? – [Carl] Yes and now we are calling? – McPherson.
– Calling. Is that McPherson Jacobson? – Yes.
– Okay. You have hard copies as well as? – [Connie] No, it’s only on there, ’cause some of these were
hundreds of pages long. – [Carl] Okay so so what is this, then? – [Connie] Oh this one they did send it, but I don’t have ’em for everybody, but they furnished this one. They had it overnighted to me. (phone dialing) (phone ringing) – [Amy] Thank you for
calling McPherson & Jacobson. This is Amy, how can I help you? – Ah yes, this is Volusia County Schools for Thomas Jacobson. – [Amy] One moment. – [Tom] This is Tom Jacobson. – Yes, this is a Volusia
County School Board. We are ready for your presentation. We’ll just have to do it by audio. – [Tom] I understand, It’s too bad that that
Skype wasn’t working, but I appreciate the opportunity
to visit with you today via the telephone. Do you want me to start? – Yes sir, go right ahead, my name is Carl Persis, I’m the chair. All the members of the
school board are present, along with our school board attorney, and of course you just
spoke with Connie Sphire, our agency clerk, so you go right ahead. We’ve allocated up to 20 minutes. – [Tom] All right, and you have a copy of our proposal, I take it? – Yes, sir, we do – [Tom] All right well I’m
gonna work quickly through that and make sure there’s
enough time for questions from board members.
– Thank you. – [Tom] Want to start off
with my name’s Tom Jacobson. I’m the CEO and owner
of McPherson & Jacobson and if we are selected
to be your search firm, I will be the lead consultant. I have a national team that works with me and we have done Orange
County, Duvall County, Wake County in North Carolina,
Jefferson County in Kentucky, and it’s a great great
team that works with me. We’re a leading national firm. We’ve done over 750
searches in our history and I’ve got 120 consultants
in 32 states to help reach out. One of the things I want to point out that’s not in the proposal,
we don’t hire superintendents. That’s not what we do. What we do is we have
a decision-making model that we take you through as a board. This is your process, we
want you to own the process, we want you to feel
invested in the process. We’re there to assist you
and take you through it and guide you through it but it’s yours and we want to make sure
that you have ownership. When we decided to become
a national leading firm back in 1994, we took a
look at other national firms and asked what would set us apart. We (clears throat),
excuse me, we hung our hat on transparency and I know on Florida that’s a requirement in your state that everything is open but
that’s not true in other places but we believe in that. We believe public business
should be done in public and we believe that there
should be high input from, and I’ll tell you how we do that while keeping the board in control. We are recruiters of talent and that’s one of the major
reasons to hire a firm, is that our network, our ability to reach out and, individuals. Some of our best candidates
are not looking for work, but we do track the careers
of successful administrators and if we think they are
matching what you’re telling us you’re looking for we
will actively reach out and recruit those individuals. And then final thing I
want to talk to you about before I quickly go through our protocol is our retention rate. According to the National
School Board Association and the Council of Greater City Schools, average tenure of
superintendents across the nation is between 3.2 and 4.2 years. For the past five years,
75% of our placements are still in the job for
which we placed them. For the past 10 years over
50% are still in the job for which we placed them
and for the past 15 years, almost 50% are still there. That’s important because the
research of Marzano and Waters show sustainability of
leadership at the top level increases student achievement, and we’re very proud
of that retention rate. We’ve divided our
process into five phases. I’ll quickly take you through those phases and tell you what we do. We start with working with the board. We have a research-based
consensus decision-making model called nominal group technique, and we take you through
and have you surface up four or five or six qualities you want in your new superintendent as they come in and we’re gonna use that
once you’ve done that in our recruiting piece. We’ll also take you
through setting timelines and target dates. We create a calendar
that fits your calendar when you want the superintendent to start and backload a calendar,
working with you as a board to make sure that it’s workable for you. We will talk to you
about stakeholder groups that we’ll come in and meet with. Typical stakeholder groups are teachers, students, classified staff, principals, central office staff,
but when we take a look at the community, every
community is unique, so we’re going to ask
you to identify for us who are the community groups
you want us to meet with. At a minimum we’d like
to have two or three open community forums
where individuals can come and meet with the
consultants and give input, but again, every district’s unique, so we’re gonna ask you as a board who else you want us to meet with. We have met with ministerial alliances, business leaders, governmental groups, whatever unique to your community, we want to make sure
that we have that covered and that we’re meeting
with them to do that. We’ll take a look at
advertising included in our fee. We advertise on the state
school board associations in every state, the state
administrator associations in every state, it also
goes on our website, which gets between 200,000
and 300,000 hits a month, being a national firm. That’s another good way of reaching out to individuals to do that. Once you’ve given us those groups, we will schedule meetings with them. We will have a team of
consultants in your community probably for three, four
days, five days if necessary, meeting with those groups and
when we meet with the groups, we want to meet with everybody, you know. We want to meet with all
the teachers if we can, all the students, whatever. We know that we can’t reach everybody so we also do have an online survey that goes out to people that
cannot attend those meetings. Our goal is that there’s
nobody in your community that say they did not have an opportunity to provide input into this process. When we meet with other groups, we have four questions we ask them. First two are tell us some good
things about your community and tell us some good things
about your school district. That’s important because this is a two-way decision making process and we’re selling you to candidates as much as we are getting good
candidates in front of you so we need to know what’s good there, what we can use to attract candidates to apply for the position. Last two questions are,
the third question is, what are the issues here? If you can talk this new superintendent as he or she comes in, what
would you want them to know? And every school district has issues, like the increase in enrollment,
declining enrollment, facility issues, financial issues, whatever they are we want to surface that and we share that with the candidates that here are the
challenges and opportunities as you are looking at this
job as you come in to do that. And then the fourth question
we ask those groups, based on that what do
you think the skills, qualities, and characteristics are this new person should
have to be successful? We take that along with
what you’ve told us and that makes a matrix as we recruit and screen candidates to do that. We’re a, operation, we
do everything for you except interview candidates. We do need a point of contact
in the district to help us. That person basically helps
coordinate our visitations and logistics working in
the district to do that. We develop an application
that’s unique to yours, it’s online application and our candidates all now apply electronically. We don’t have a stable of candidates. We don’t know what you’re looking
for until we meet with you but we do track career individuals and once we get your,
what you’re looking for, we will reach out to them. Also individuals can register
with us on our website if they’re on the job market. We’ve got about 3,500 individuals
that registered with us, and what we do is once we get
an opening in the criteria they will receive an email
that here’s the position, here’s what the board is looking for. We are recruiters and that’s a big piece of hiring a consultant firm
is our ability to network, reach out, and recruit individuals that we think would be be a good match. Our consultants all are
or have been involved in public education,
they’re all educators. We have a number of
current superintendents that work with us and
they’re connected nationally, and that helps us with
our recruiting piece as we go about and do that. Also we send out notices
to all our 120 consultants, once you’ve identified
what you’re looking for, saying here’s here’s the
district is looking for. Who do you know in your state that have these characteristics? Send their names to us
so that we can reach out and talk to them. We communicate on a regular
basis with all board members, again a very transparent process and making sure that you’re in the loop and knowing what’s going on. Phase three, and I think
this is one we do better than anybody else and this
is the vetting process. What we do is we read through
every completed application and start scoring them
based on that matrix, looking at what these people have that we’d be needing. In the application they’re
going to be writing that selection criteria you’ve given us and talking about how they meet that. We’re going to begin a sorting process and talking amongst ourselves. Who do we think are meeting the criteria this district’s looking for and how we can bring that forth. Based on that we then begin
our in-depth reference checking and what we do, and I’ve been
involved in HR for 45 years. I have yet to see a person
that puts a reference down that doesn’t like them. We know that, we call those individuals, we ask them a list of questions based on what you’re looking for and asking about the person’s strengths, but we have two questions at the end that we’ve learned along the way. Second to last question we
ask these individuals are, is there anything in
this person’s background if it became public information would be an embarrassment
to this district? That’s a question we
learned along the way. We used to say are there any skeletons or anything you want to share with us? Very easy to say no to that,
but when you phrase it, is there anything in the background if it became public information that would be an embarrassment, I would say in 99% of
time there’s nothing. Occasionally there’s a hesitation, and what we say is we’re
professional consultants. This is confidential information. What would you like to share with me? Just because we hear it from
one person doesn’t make it true so our last question is,
would you give us the name of two or three individuals
that could speak to this person’s ability? They do, we call them, we ask them the same list of questions, including would you give
us a name or individuals who can speak to this person’s ability? We go a minimum of three
removal from primary references. Now we also do cold calling. We’ll call people in the
district and talk to mayors and talk to individuals we
may know in the district to do that. What we’re looking for is
consistency of answers. What are the strengths,
what are the deficiencies these individuals have? Now when we come in and meet with you, we bring, and in Florida this is why, the name of everybody that applied, but we will create a short
list, a list of individuals that we believe are most closely meeting what you say you’re looking for and we will have a complete
write-up and background on those individuals and notes from the reference checking we do. We also will create a nine-minute video on each of them asking
them three questions which we will use for
you to take a look at. We’re going to share those
and you know it’s typically, oh six, seven, sometimes
eight, nine individuals that are making the short list. We’re going to bring those in to you, let you see them, give the explanation, and from there have you decide how many you wish to interview and
narrow that field down to do it. And that video really helps doing that. We work with you on
developing interview questions around your selection criteria
so that you have those when you are in the interview process. We will assist you in setting
up the interview process. Typically it’s a full day where
the candidate will come in and be greeted by a board member. They’ll get a quick tour of the community and a school or two and
then our recommendation is those stakeholder groups
we initially met with, we want to involve them again
in the interview process. Now when we’re coming to meet with them, we want to meet with
everybody that we can. When we get to the interview process we recommend that that be the committee, and let me use teachers as an example, it’d be a committee about 8 to 12 teachers that are representative
of your teachers group, elementary, secondary,
union, non-union, whatever, and same thing with the student body and the principals and
the community group. They all have an opportunity
to meet the candidate, ask them questions and even as important is opportunity for the candidate to ask. We work with the
chairpeople of these groups in coordinating all of that
and we tell the chairpeople this is, you’re doing two things here. You are selling yourself and
the district to the candidate and you’re going to form
an opinion on the candidate that you’re gonna share
with the with the board. And the way we do that
is immediately after they’ve met with the candidate they have a form to fill out and it says John Doe, Jane Doe, here’s
what we liked about them. Here’s what we saw as
strengths, and question two, here’s any questions or
issues we have with them. They put that information
into an envelope, they seal it, they give
it to a contact person. Once you have interviewed everybody and have had your discussions
and working on a ranking, you then open and read those. A few years ago I was working with a board where they had four
candidates, interviewed them. The board was deadlocked on two of them. After an hour and a half I said “Let’s open and read
those interview forms,” and all the groups had
one of the candidates above the other one, so meaningful
input into that decision, but keeping you as a board in control. Sometimes one candidate
just comes right to the top and that helps, too. We take care of coordinating
the interview process, the visitation. We’ll work with the groups. Typically a two-person decision, so we recommend that there be something for the significant other or spouse when the candidate comes
in that’s an expanded tour and let them see, while the candidate is meeting with those stakeholder groups, the spouse or significant other gets an expanded tour of your community, looking at housing, recreational things, shopping, places of worship, the things that are important
to them for them to move, sell a house and move to your community. This is again a two-way
decision-making process and we want to make sure
at the end of the day when the candidate and spouse
are getting ready to go home they say what a great spot, we
met some really fine people. I hope they offer us the job. So we take care of that, we take care of the final arrangements for the visit. We take care setting the
dates with the candidate. Those people that did
not receive an interview, we send them a personalized
letter on your behalf thanking them for being
part of the process. The ones that were interviewed
but weren’t offered the job, they get a personal phone call from us thanking them for being
part of the process. Also included in our process, we do a, on your final candidate, a criminal, financial,
and academic verification of that final candidate. And the final piece, phase five,
and I think this goes a lot towards our retention rate, we come back and work with you as a board and your new superintendent for one year. We meet with you, we have you establish performance objectives for that first year for your new superintendent, two or three things you
want them to focus on outside of the day-to-day operation of this complex organization. We then turn to you as
board members and say, once you’ve established these
performance expectations, what evidence you will accept that they’re making progress towards that. What that is doing is
clarifying expectations, getting communication going
between the superintendent and the board and making sure
there’s a smooth transition. With that one-year transition, we offer a two-year guarantee. If anything happens in that two years, if the person becomes ill
and can’t continue the job, we come back and conduct your
search for expenses only. We are with you until you
have successfully hired. If we get down to the end and you’ve interviewed
some candidates and say Tom we’ve met some nice people, but we haven’t found our
superintendent, we’re with you. We don’t want you to hire a
body to have somebody there. We want you to have the right person and we want our retention
rate to continue. In addition to owning this business, I teach at the University. I teach people are going to be principals and superintendents, and I will tell you, I don’t lecture this much of my classes. Let me stop talking and
respond to your questions. – Thank you, thank you so much. Appreciate you walking us
through the five stages there. Questions from any board members? Yes, Mr. Colon. – So I wanted to make sure
I heard you correctly. Are you saying that for the fee you all do not come on-site and help
facilitate the interviews? – [Tom] I’m sorry, it broke
up there a little bit. Could you repeat the question? – [Ruben] So my question
is, for the fee mentioned, did I hear you say that you all do not come on-site and help facilitate the actual interviews? – [Tom] We will, yes, and that’s, it’s up to the board, if you
want us there, we’re there. – [Ruben] Is that
something that’s included in the base price that’s mentioned? – [Tom] We charge extra for
that and I think it’s $300 a day for our consultant to be there. – [Ruben] Okay, thank you. – Thank you, Mr. Colon. Further questions from the board? No, all right, then we thank you. We are listening to
presentations this afternoon and we hope to make a decision
by the end of the day. Thank you, Dr. Jacobson. – [Tom] Thank you and thank
you for the opportunity. Want you to know that if we are selected that we would like to meet with you and get the process started
as soon as possible. – We agree on that, thank you, sir. – [Tom] All right, thank you. – Bye bye. All right, that’s the second one. – I’m gonna–
– What do we have next? – [Connie] We’ve got, Ray,
has requested to go last. – [Carl] Sure, okay Ray and Associates. Do we have hard copies for them? – [Linda] They’re on here,
but what about the gov HR? – [Connie] I have not heard anything from them.
– USA. Okay. Barbara posted them. – Yeah already got some.
– There’s a– – [Carl] I thought they
did send us something. – They did.
– They sent it, but she hasn’t heard anything
from them to present. – [Man] That’s at 100%. Does it need five? – [Ruben] There is one, two, three, four, five, yes.
– One, two, three, four, five.
– There’s five posters. – [Amy] Is this where you want us? – [Carl] Yes, that’d be
great if you sit right there in center.
– Want me here? – [Carl] And do we have
to do anything differently with cameras? Yeah if we could have just
a two-minute break here so we get set up. – [Connie] Okay. – Here?
– Into this one. (people speaking faintly) – Go on and sign in.
– Holy smokes. – Thank you, councilor. – Okay, if you can get there. There is our presentation. (woman speaking faintly) – All right we are back. (chuckles) We are now going to be hearing, and I don’t know, do you have
a PowerPoint as well or just? – No we don’t. – We don’t, okay, great, so this is Ray and? – Ray and Associates, yep. – Associates, and if you’d
just introduce yourselves so people are listening to this and give your names and
your titles, let’s say. – [Ryan] Okay, absolutely. Let me first say thank you for
allowing us to be here today to find your next leader so– – [Carl] And just pull that microphone a little bit closer to you, yeah. – Is that better? – [Carl] Yeah it’s much better, thank you. – [Ryan] So my name is Ryan Ray. I’m the president of Ray and Associates and I will go ahead and
introduce Amy Kneessy. – Hi I’m Amy Kneessy. I’m a resident of Brevard County, Florida, your southern neighbor, and I’ve been with Ray and Associates
at least three years now working on superintendent searches. There are actually gonna be four of us if you so choose us to
work on this search. My cohort in this who couldn’t be here. She has the luxury of being
up in Alaska right now and you know we tried to get
her to fly back in for this, but she wouldn’t have it.
– It didn’t work. – So if I don’t know
if the name Sandy Gero means anything, but she
was a school board member down in Palm Beach County, and she has a very strong background
in HR so she would be working with us on this search. – And our other individual
would be Alvin Johnson. Alvin is a HR person at heart,
also former superintendent and aligns himself with NABSE, which is the National Alliance
of Black School Educators. – [Carl] Yes, aren’t you
doing one in Marion County? – We are doing one in Marion County, so actually I myself and Amy are included in that search, so yes. One of the things I really
like about being president of the company is that
I can pick and choose which districts I want to work on and as you can tell I got up at 2:00 a.m. and flew from St. Louis,
Missouri here today, so I wanna work this search.
– Thank you. – That’s why I’m here in person. – [Carl] Thank you so much,
and the floor is yours. – Okay, so we understand
that you’re getting a lot of information thrown at you. You’re hearing about a process and to be quite honest with you, which I’m going to be the whole search, is that a lot of the
information is the same. And so if you open up your
packets there’s a sheet that says “why hire Ray and Associates?” So instead of walking you
through some of the same things that you’ve heard from other companies, we want to go ahead and talk about what sets us apart from those companies. So the biggest thing
that we want to go ahead and tell you is that
our process is flexible and I can’t say enough,
it’s your search, you know? If you want things tailored your way, we will make that happen, so
we’re not going to come in here with a cookie cutter situation and tell you exactly the way it has to be. We’ll work with you. But we are the most experienced
search firm in the nation. We are the oldest and largest search firm that does this kind of work, and we strictly handle
finding educational leaders. So we have been in business for, I think it’s now 44 years, so we’ve been in this business a long time and we have 160 associates
across the country that help us with this work. So it’s absolutely
valuable, the experience. – And this is all we do is
hire educational leaders. We dedicate ourselves full time, whether that’s a superintendent, we’ve done Commissioners of Education, we’ve done principals. Our total focus full-time is education. – Yeah in the past two years we’ve done three Commissioner of Education searches. We can customize the candidate profile utilizing the board and
stakeholders and public input in the process, so yes, we’ll meet with whatever stakeholders
you want us to meet with. There is going to be four of us, which allows the unique
opportunity that one of us can be in the north of the
county, one of us in the south, and east and west so
we’re gonna get out there and be able to meet with them. But we also want to have
one-on-one conversations with you, as well, okay. And we provide a variety
of foreign language surveys at no cost, so when we’re out there meeting with the constituents there’s also going to be an online survey that people can take and it’s qualities that you would like to see
in the next superintendent. There’s 33, the catch is
that you can only select 10 of the 33 qualities
that you want to see, and so we’ll provide that
in a multitude of languages for your community. – The next thing we’ll give you is our full time office staff, and we’re not talking about one person that’s serving all of our
searches across the country. We have several people in our office that will be working with the applications and all the paperwork involved
because I have no doubt that your central office is
like many school offices. It’s not overstaffed by any means, and especially at the
beginning the school year, they’re very busy, and this is one thing that we can take off of their plate. We’ve got this covered. – Yeah they’ve got jobs already, and Molly and Kathy, I know
that they’re watching right now. We have a great experienced staff and we wouldn’t be here and we wouldn’t have all this material if it wasn’t for them. – So thank you to them, shout out to them. We also have the largest
diverse recruiting network in the country and we
talk over 160 associates, and we’re talking all the
way across the country. I kind of brag to people. We’ve done searches in all 50 states. I wasn’t lucky enough to
go to Hawaii or Alaska, but we have actually been in all 50 states and we have people out
there in all of the states. We have them working at colleges. They work at local school districts. They work in different offices. They’re always out
there talking to people, recruiting people into
various other parts, ’cause sometimes we may
find, I know you’re very big on having local people
here in Volusia County, what I heard earlier. There may be somebody
that’s out on the west coast that grew up here and doesn’t know that there’s gonna be an opening and is looking to coming
back to this county. We would love to be able to
put the two of you together if it’s a good match, so that’s something that we’re very good at doing
is, it’s a nationwide search. A lot of times you’ll
get a statewide search, but we feel Volusia County,
I mean you’re in the top 50 in size in the United States. You deserve a search that’s nationwide and I think that’s very important. – I cannot agree more. We’re gonna get you Florida
people, no doubt, absolutely. We’re gonna get you the people from around the region in Georgia, but we can also reach
out to people out there in Washington, Oregon
and possibly even Maine. – The other part of our recruiting process we think is very important,
the county I live in is very much like yours where
the population is changing, demographics are changing,
it’s very important that your leadership positions
are filled with minorities that represent your community. We have more applications and
more recruiting in those areas than any others and I
feel very comfortable that we’re not talking about
one or two applications. We’re talking about our
average application pool is 70 application with
a large portion of those being from minority candidates. And these are strong candidates
that that we’ll bring to you that will fit the profile. So that’s an area that we feel
we could offer Volusia County that might be something
you’re looking for. – And we affiliate ourselves
with several organizations such as NABSE, the National Alliance of Black School Educators,
as well as ALAS, which is the Latino Administrators. In fact we just went over to New York City and did a cohort with some
of their people for ALAS, so we pride ourselves with that. And we also place more
women and minorities than any other search firm in the country. – The best part of our
process that I like, you know you’ll hear
search firms talk about when they bring you
that pool of candidates, so we’ve got those 70 applications. You can see all 70 of
them, that’s not a problem, but we’ll bring to you who we feel are the eight to 12 that
best fit the characteristics. And as we said before,
this is your search. I know you mentioned
we’re doing Marion County, but what we do for them is
not going to mirror you. You’re two very different
school districts, you’re gonna have two
very different profiles on what you want for superintendents, so when we say it’s your search, they’re gonna look very
different and that’s what we want because this is the most important job, I believe, you have as
a school board member. – It is.
– Who you pick as your superintendent is
going to make a difference and if you have a good match between board and superintendent then the sky’s the limit I
think for your community. But when we bring you those
eight to 12 candidates, those candidates will have
been thoroughly screened. We pride ourselves on no surprises. We’ve done reference checks. We’ve done background checks. We’ve talked with, I’ve
called reporters in areas and asked them things that they know. We check certifications, we do, you know there’s nothing worse, when I was sitting in your chair, there was nothing worse
than hearing something from someone about a candidate
that I didn’t hear already from the firm that we hired, and not to say that mistakes don’t happen, because they do. When you’re dealing with a human process, people make mistakes,
but we work very hard not to ever put you in a position
where surprises come out. So that’s something, when
you get those candidates, anything that’s out there that
we think is possibly to find you will know about in advance and then you’ll decide how
you want to narrow that down, who you want to bring in, whether you want to
have a committee or not. Some communities want to have a committee. We’ve had committees as much as 21 people. We have school boards that
don’t want a committee. That is totally up to you. What is gonna work best
for you as a school board to find your next leader? – I also want to talk about aggressively recruiting top candidates. We use the term aggressively recruit, ’cause you do not want a superintendent that is looking through the want ads. You want a superintendent
that has a good job now, and so it’s our job to go out there and talk about Volusia County
and how they may be a match. There is absolutely positively
no markup on search expenses including advertising expenses. We’re not a firm that comes in and says this is where you need to advertise. We don’t want to spend your
money but what we will do is come in and say here’s places that you can get the best
bang for your buck, all right. We use a scoring matrix
for the board members to build consensus on candidates, so when you get down to those
top eight to 10 candidates, as Amy was talking about,
it’s a forced matrix where you have to pit every candidate against another candidate. It builds consensus, it
gets a lot of the talk out of the way and it’s
been a proven proving tool for over 44 years for boards. Again we’ll tailor the interview process and questions with you. We’ll go over first round
questions, second round questions. If you want to create your own questions, we can do that and help
you along that way. Again, we’re with you for this
ride and for this journey. We’re not going to just
fade into the sunset and then come back with a
stack of papers, all right. – The other skill that I
think we’re very confident in is the Florida Sunshine Laws. Hiring a superintendent,
there are very strict laws on what you can and can’t
do in the sunshine and not, but there also is important
that you have opportunity to meet with the candidates privately. So there are processes
that we can put in place, not that you as a group can
meet alone with candidates, but you individually can meet alone individually with candidates. There are ways that we can do it so that you can meet with candidates and there are processes, I guess what I’m trying to
say as I’m rambling here, ’cause I was also up at
3:00 a.m. this morning is that I understand those laws. We’re gonna work within
those Sunshine Laws but there are also ways to
work within those Sunshine Laws and give you opportunities
to get to know the candidates and ask the questions that
you really want to ask, because I find it really
hard to hire someone when you have cameras in on you, when you know everyone’s
watching everything you say, everything you do, everything, you know. And there’s times where you
just want to have a chat one-on-one over a cup
of coffee with somebody, and we can provide some
opportunities along the way that will be well within the law. And then the last two things, I know you’ll hear this a lot, but we have the two-year guarantee. We’ve had it for a long time, and the reason that we can easily provide the two-year guarantee on our services is because our superintendents
last on average eight years. Some of them, and that’s an average, I’m a math teacher, I think, I know I was talking
with Jamie about that, she’s former math teacher, too. Averages you might have someone 20 years, someone five years, but on
average they last eight years because we spend a lot of time up front, and I’m a firm believer
in you either pay now or you pay later. And if you put the time in now upfront and we figure out what it
is that you’re looking for, what it is that the community lead needs, and then we find the candidates
that meet those qualities and we find that match, then they’re going to be
here for the long run, and so that’s why we have the average and we’re not gonna
poach from your district, so if we get another job next year, we’re not going to come
knocking on this person’s door. We don’t do that, either, so. – We call it making a
match and a marriage. You’ve got to marry the right candidate to the right district, otherwise it’s gonna end up in divorce and we have to come back and
use our two-year guarantee, which we do not want to do. However I will tell you this: In 44 years of business,
we have had to use our two-year guarantee a
handful of times, that’s it. And we averaged about 50 searches a year. One was Governor Huckabee came in and picked somebody for his cabinet. Not our fault but we came back, it was the right thing to do. So just wanted to let you
know that and then lastly. – Just every year we do a followup. We do an annual followup with
the board and superintendent, kind of like that marriage
checkup, you know, how are things going,
how is the fit going? We just want to take a pulse check. Is everything working okay? what’s working what’s not? And it keeps us all communicating. So we are here to serve you, not to just provide a canned service, and I can’t say that enough. If I didn’t believe that, I wouldn’t be here working for the company because it is the most important job. – And along with that, we’ll provide a board self-assessment survey for you, so every year that the
superintendent is with you all at the district, we will come back and do that board
self-assessment survey for free. So with that being said,
we know that you probably have some questions for us and we look forward to answering them. – [Carl] Okay, thank you so much. We appreciate you both
getting up at 2:00 a.m. and flying down here or whatever it was you had to travel from, nice presentation. So board members, questions
for Ryan and Amy, correct? – Correct.
– Mm-hmm. – [Carl] Ryan and Amy? Yes, Mr. Colon. – [Ruben] So your base fees are $41,200, with advertising up to about $5,000 if we went with the Mercedes
Benz of advertising, so you’re looking at $46,200. In short, what does that include? – So yes, our estimated
search cost is 41,200. Our cost, and that’s estimating
airfare, hotels, whatnot, I can tell you this much,
we’re not fancy people. We like to stay at the Hampton Inn, so we’re not going to markup. We’re gonna try to keep the cost down. The cost breakdown for
the actual search though is 35,000. – Right. We’re just always wanting
to be crystal clear, so you can compare apples to apples, because sometimes you’ll see
a fee for a particular firm but they don’t show
you all the other costs that come afterwards and
I’m a big believer in, we want to show you what else
you’re gonna have to pay for. – Yeah, so 35,000 for the search. – Okay, thank you.
– And we will absolutely try to come under that if possible. – [Ruben] Thank you. – [Carl] Can I just follow up
on Mr. Colon’s question there, on the advertising, so tell us again, for the 35,000 what advertising package we’d be getting.
– What we do is we show you where you can advertise, where you get the most bang for the buck and then what we do and then we ask where do you want us to advertise at>So instead of saying within your fee this is where we’ll advertise
for you, we want to, I guess before we go to advertising, we need to know what it
is you’re looking for, because once we know the
type of superintendent you’re looking for then
we have a better idea where we need to go out
and advertise for that. So instead of going out and telling you this is where we think
you need to advertise. It’s hard for me to tell you that because I want to know
exactly the type of person you’re looking for– – [Carl] And then once you
know the type of person we’re looking for then you would say okay for $3,000, here’s what you can do. – Exactly.
– Here’s the best way to spend $3,000 or 5,000, whatever it is.
– That’s correct, and also it’s really
really important to note there are a lot of free
places to advertise, as well. So why not hit all those free places? Because sometimes it
yields a good candidate. – [Carl] Sure, I get it. We mentioned Marion County. Are you doing another search in the state of Florida
right now or about to? – No and I will go ahead
and I’ll tell you this, our firm has a strict policy of not being in too many
searches at one time. So in the sense that we’re
both working Marion County, so we do not allow our candidates, or sorry, our associates, to work more than two searches at a time. That way you get our full attention and so if we were selected, that would be it for us.
– That would be it. – [Carl] I see and is Marion County, are they two months in, three months in? – We have not even had our
first meeting with them. – [Carl] Oh okay so you you
haven’t even really started? – Not yet.
– No, a lot of school districts like
to wait until the fall because there’s kind of
a, I call it a season, when the best candidates are
available or start looking and so really with your interim coming in, you guys have timed this really well because starting this fall
is when you’re gonna see more of the quality candidates, people that may not have thought about looking for another job. We also know there’s
people that are very happy with where they’re working at but really want to come to Volusia County and they’re gonna be thinking
about applying for the job, but fall is a good time. – I have actually had
three or four conversations with individuals and they’ve asked me, “Do you have Volusia County?” And I said, “Well, we’re gonna go down
there and make a case for it,” but they said, let us know
if you get it, we’ll apply, so yeah I concur the fall
is the first start of it, however if we are selected
and you want to go ahead and at least have that
first meeting right away, we can do that. – [Carl] Oh sure, I’m sure that we would, just for planning purposes. – Absolutely, we can
be down here next week. – As we said it’s your search. You tell us when you want us. I mean I’m just one county south, the others are real close. We’ll just make him get
up early and fly in. – And I’m willing to do that. – [Carl] Well I don’t
see any other questions from the board members
so at that point then, we’ll just thank you. – Thank you.
– Thank you so much for being here, we hope
to make a decision on this by the end of the day and I think we have a couple
of more presentations to hear. – Understood.
– So thank you again, and have a nice trip back. (chuckles) – Thank you, thank you
for great questions. Thank you very much. – It was very nice.
– Thank you, sir. – Thank you for the opportunity. This is a great county and
we would be quite honored to represent your interests in finding your next
superintendent, so thanks again. – Thank you.
– Thank you. – [Carl] All right, let’s take a little, like a seven-minute break here ’til. Okay we are we are back. Before we get started with, which may be our last presentation, I’m not sure, I wanted
to let the board know that I did make a telephone
call to Tim Egnor. He was ecstatic, he was thrilled. He appreciated all of
the votes of confidence, anxious to get started. To that end, tomorrow afternoon
I will be meeting with him in Mr. Doran’s office. I told him we didn’t want to waste a day, want to get started on his contract and so he was fired up
and wanted to express his appreciation to each of each of you. I also want to ask you, this
is probably a good time, you probably took notes as I
did during these interviews. We need to either either leave them on top or give them to Connie on the way out, but those are part of the public record and before that gets just put
in a pile and tossed somewhere and I have a lot of piles
going on here right now, so I want to make sure Linda, I was just saying that we
got to keep all the notes. – I got ’em here.
– Yes thank you, thank you. And also that I called Tim Egnor and he said to tell everyone thank you and he’s very excited about being part of the Volusia County team once again. So now, you seem familiar, yes. Hello hello hello hello, and board members are you ready for our next presentation? – Mm-hmm.
– Okay then let’s take it away and again, since we’re streaming
just introduce yourselves and your titles, and anxious
to hear your presentation. – Thank you, yes, my
name is Andrea Messina, and I’m the executive director of the Florida School Boards Association. With me here are two of my
team members, my colleagues, and I’ll let them introduce
themselves, as well. Mr Reichert? – John Reichert, and
I worked with the FSBM superintendent searches and from kind of the
human resources aspect. – Bill Vogel, retired superintendent from St. Lucie County Schools
and Seminole County Schools and since I’ve been retired I’ve worked for the Farr Association of
District School Superintendents doing training and mentoring
of superintendents, and also I work for the Florida
School Board Association and I assist in Superintendent searches and I bring the expertise from the superintendent’s
perspective, thank you. – So the team that we present to you today has the experience of
being in the HR department, being in charge of the HR department for a large Florida school district, being a superintendent from
two Florida school districts, and being a school board member. I think you all know I
was a school board member in Charlotte County for three terms so I serve 12 years on
my local school board. Because of that I’m convinced
that there’s no other team that you could hire to work with you on a superintendent search
that has the Florida experience that we have sitting here in front of you. Since I’ve been the executive director of the Florida School Boards Association, it’s been three three
years now, Ida. (laughs) Seems like yesterday, right? But this team that you see before you, we have done superintendent
searches in Osceola, St. John’s, Sarasota, Alachua, Flagler, and Brevard counties. We’ve also worked with
Hernando and Manatee, we’ve worked with them on
interim superintendents which they then hired for their
permanent superintendents, and we are currently on
contract in Escambia. They’re going to be hiring
their superintendent to start in November of 2020. So those are the districts
in which we have worked. I do want to congratulate
you on the decision that you made earlier today and I know that you all took
that decision very seriously. The reason I bring that to your attention is because selecting your
permanent superintendent is of even more gravity
than selecting your interim. It is the single most important
decision you’ll ever make as a school board member
and so we recognize that. We value that and we’re
here to support you, both through that and with that decision. A few of the things that
I’ll point out to you and honestly I did not,
I mean I certainly could do a full on presentation. I know you all have been
very busy the last two days and I recognize the time of day so what I’ve just done is
kind of distilled it down to the most salient points
and kind of given that to you, but if you could look on page three I’ll point out a few of the items here that I believe are most important
as you make this decision. The first is that the Florida
School Boards Association, we pride ourselves in working to do, do you need one, Linda? – [Linda] I don’t think I have one. – [Carl] That’s part of your stack. – She’s got another one coming. – [Linda] No I got it. Thank you, sorry. – Sure, no problem, so page three. We pride ourselves on working
to represent the interests of the school board, you
all are the hiring authority by statute and it is our job, we believe, to bring a superintendent to you that will work with you and is
a good fit for this district so we don’t try to fit
somebody in the district that isn’t a good fit and we
also look out for the board, we don’t look out and that’s not to say we don’t work with the
superintendent candidates but our primary concern is the board. Secondarily I want to make sure you know that we have an extensive network through the National
School Boards Association. We work with a group it’s called NASS, which is the National Affiliation of Superintendent Searchers. The reason that’s important is because, I’ll just give you an example, this week there was a Florida
candidate for superintendent in another state and it it’s not a current sitting superintendent but it’s a high ranking
administrator in a district, and that person is a
finalist in a superintendent in another state, so they have the ability to pick up the phone and call me and say hey Andrea, do you know this person? With my team, we know
almost every administrator in the state of Florida. We help to cultivate them and keep them sort of piqued in their interest on developing into superintendents. We work with them sometimes
as they’re emerging leaders and they ask us to maybe
look at their resumes and what can I do to to present myself as a better superintendent? And we say well you really
need to get experience in the finance department
or in this department or you need to go to a
district of a different size or you need to do this, so that we can try to help develop basically a bench of
candidates across Florida, and by doing that we know
most of the administrators across Florida so we help other states when our administrators
apply in their states because we know them and that also means that when we have candidates
for superintendent who have probably served
either as superintendent or high-ranking officers in other states, I have the ability to call my colleagues in every other state and say hey, tell me about Superintendent
Persis from Volusia County. What do you know about him? Can I talk to some of the board members? Who was the chair when this person served? And it’s a quick and easy contact that we find very very valuable. Additionally, we don’t,
and I know Dr. Vogel is very articulate in
speaking to this topic, but we don’t impose a single
superintendent search format for every district. We personalize every superintendent search to the needs of the
district and I think you kind of experienced that yesterday when we were looking at
some questions for you. We want to take your
interests, your concerns, and bring them to the table, not just tell you here’s
what you have to do under whatever circumstance. We do that with questions, we
do that with format processes, we do it with what are
some other examples? – In the area of community involvement, which a real special–
– Oh that’s a big one. area of ours we’ve
talked about in the past. – I want to highlight our proximity, because travel costs are a
legitimate concern, I know that, I think you know, I mentioned
before that Mr. Vogel, he’s a Seminole County resident
so too is Mr. Reichert, so living a half an hour away, not that that has to be
your primary consideration, but it is something I
wanted you to be aware of, as well as the fact that
you’re looking at three people who’ve been deeply and heavily
involved, actively involved, in Florida education for, I won’t say how many
years for my colleagues, but together when we added it
up once it was over 80 years, and it’s current involvement in Florida, Florida legislation we
know and understand, Florida school districts
we know and understand and Florida administration,
all of the rules, the Department all of those things. So I’m gonna let Dr. Vogel speak briefly to the issue of our transition
once you hire someone that that we offer. But really the most important
thing I could tell you is that as your State Association, your professional membership association, we look at our relationship
with school districts not as a single event opportunity. We look at developing board
members for long term success, we look at working in
positive relationships with the board and the
superintendent team. We look at helping you find
interim superintendents and helping you place
permanent superintendents and making sure that you
have the foundation for them to be successful in an ongoing manner. Dr. Vogel? – Thank you very much, and once the superintendent’s selected, we think another area
that really sets us apart is working in transition. We work very closely with
the school board chairman and the school board attorney in ensuring that a contract is put in
place that is beneficial for the board as well
as the superintendent, because John Reichert and
I both work for FADS also. We provide mentoring, we will
set up a mentoring program for your new superintendent. We provide working through
FSBA, roles and responsibilities workshop and training also, and if the district needs
any additional support in terms of any kind of additional studies in areas such as HR or
any of the other areas, we’re available to go ahead
and provide that support also. And if we are selected you
will find that John Reichert and I will be almost an
extension of your team that you have in place here because we’re so close,
we’re always available, 24 hours seven days a
week by cellphone or text and we can be there and we
will do everything we can to make sure that the
transition is successful. And then after your
superintendent is selected we will always be there for you in the event that we’re needed. – And Mr. Reichert has a few words. – Well just to kind of tag
on to what Dr. Vogel said, we understand that your staff is very busy with their normal jobs and
there are a lot of details to kind of work out in this search, a lot of issues that will come to light and being as close as we are, a lot of those details we
could help your staff with, provide them samples
of things they can use for press releases,
just a variety of things that we understand that we don’t want to put a lot of workload on the staff. In some organizations
that come in they want staff to do this this and this, and we’re very aware of
the time that staff has doing their regular
job and we will be here to take that workload
off as much as we can. – I would just like to close by saying it was a real honor to work with you all and I think I mentioned to each of you how really impressed we were
with the dynamics of the board and the commitment that this board had to really moving forward
in a positive way, and so if that is something
that we could be a part of we would continue to be honored and we just appreciate
your ongoing support. – [Carl] Well thank you and again, I want to reiterate that
we greatly appreciated your help during this interim process and we’re very happy with the
way that turned out today. So board members it’s
time to ask questions? – I think I gave the packet
to people here before so I’m not sure this is the first time that you’ve seen it.
– Yeah, it’s on there. – [Carl] Can you, while the
board members are thinking a little bit here, you mentioned counties that you’ve worked with in the past. And you’ve also said at one
time in the next 18 months there’s going to be, I
forget how many openings for superintendents, so where are we? Is there someone out
there right now in Florida that’s in the same cycle we are? – No, sir, you are the only district that has a current active opening with a definitive hire date. I believe your hire date
if it hasn’t changed since we spoke earlier today
it’s on or around January 1, so most of the districts that
are also going to be looking are gonna be looking for a June hire date or a November hire date. You guys are the only ones
that would be an active search during the next six months. – Good.
– At this time. That doesn’t mean you know, I don’t know what’s
happening in the districts as we’re sitting here. – [Carl] We understand. – And I’d like to add to that, I think the timeline is perfect. We definitely could meet your timeline. The timing couldn’t be
better for your search. – [Carl] Great, that is good to hear. Mr. Colon had a question, yes? – [Ruben] So advertising, what platforms do you all
see efficient advertising? – Well that’s one of those
things that we sit down with the board to discuss and we look for, sometimes
boards have a finite budget, sometimes boards have a finite time frame, so we would certainly start
by looking at your hire date and kind of move things back to see the window of
opportunity that we have. Given the window we want to
target the most ideal platforms. We look at some of the national platforms, and depending on your budget of course, some people want to advertise
in “The New York Times” or “The Wall Street Journal”. Other people recognize
that the “Education Week” is typically where a
lot of educators look. We look for some, we have partnerships with some national organizations. I know Bill can speak more
directly to some of those, but we have a National Hispanic Council. We have a National Black Council. We have a number of different
supporting organizations through the National
School Boards Association that we reach out to and
through other educational kind of partnership relationships, Bill? – Yes and we always contact
the Broad Foundation and we let them know of our openings and that is an organization that targets under representative individuals who are completing their program and we have contacts with all of the administrative associations
throughout the country and we notify them
through our advertisings, and John you can expand on that too, on some of the advertising that we do. – Well we do have a kind of a list of places we’ve advertised in before, again to assure we have diversity. We reach out to a lot of the states. For an example “Ed Week.” If Volusia County already has a contract to do some advertising in “Ed Week,” then there’s opportunities to add maybe an advance ad for this position, so there’s lots of
options and time periods, of course how long you advertise, it may affect the cost of that, but Toni Braxton with “Ed Week,” we work directly with her and
it’s some good opportunities, but basically as Andrea said, we’ll kind of provide
you with the smorgasbord and kind of get your comfort level before you would like to advertise. – It’s also another area that the National Affiliation
of Superintendent Searchers comes into play, I know
people who are looking both for Florida superintendent positions as well as superintendent
positions across the country, we have a little portal on our website and we post other states’ openings. They do the same on their websites, so people know to come
to the FSBA website. They to go to the Georgia and Tennessee and you know all the other websites so we sort of have this
reciprocal relationship with them through that Association. I will say this, I want to mention Indeed because a lot of people say
well do you advertise on Indeed? We certainly have before but
when you advertise on Indeed it’s very important that you
put the right filters in place, just the mere fact that you smile tells me that you
understand where of I speak, because if you do not and I and
I think I may have mentioned when we did the Indian
River superintendent search, they did not tell us it was going to automatically be posted
on Indeed but it was and so they ended up getting resumes for their superintendent search interim for people that worked at McDonald’s and just not even anywhere
remotely qualified, so we don’t necessarily look
for numbers of applicants. I can get you hundreds of
applicants just by posting a job but what we want, again, is
applicants that are qualified and meet the needs that this board tells us you’re looking for. – And we, because of our contacts already, we already have people
that have contacted us about this position. As I said at the last session, this is a very desirable position and so you will have a
strong field of applicants. – [Carl] Excellent. Seems to me that we talked
a little bit previously about if you were the company
that we were going to hire that you suggested or we
suggested a meeting in July, a planning meeting, I
think it was referred to Do you recall that? – I do recall that. That’s typically where we
start and normally what we do is we call it the presearch interview and we would normally sit down, we have kind of a battery
of questions to go through that not only help us
as we start to target who we would kind of market
to and try to recruit from but also to make sure that
you all are on the same page on certain categories
and in certain areas. We ask about relationships
with your local municipalities, your local legislators, we ask about the emerging
issues in the district, we ask about your most
pressing priorities. We ask about relationships with staff, you know different things like that so that we can get a
feel for the district. The district, you guys can
kind of have some agreement on what those things are. We also use that we just like any other of your board meetings. It gets recorded and then
people who indicate to us sort of a peripheral interest, we ask them to watch
that video so they can hear the dialogue that
goes on between the board and each other and and us. You all indicated that
once the new superintendent starts July 1, maybe
giving that person a week, two weeks, three weeks, four
weeks some some length of time and then we would come in and
follow up with that meeting. It would be at that meeting
where we would want to kind of begin to look at a time frame so that we could lock in some dates, because that’s the other thing, when you advertise we believe
that you need to advertise the interview dates, the start date, all of those other important
milestones in the search, as well as we would want
to work with your IT staff to set up a portal on your website. We kind of have a checklist of items. This meeting for example
would be something that would be linked to it because it is the beginning discussions of the superintendent search and so all the transparency
pieces that we would want to see included there as well as
the potential timeline, that sort of stuff. So there are some foundational pieces that we would do at
that very first meeting. Typically we would want
two hours minimally and then sometime where
typically it would be John who would work with your
IT staff at that time. I don’t know if you all have
a communications director per se but I thought I
thought I met somebody that was the communications director. People like that that we want to make sure that we have direct relationships with so that they can call us
if they need something, we can call them if we need something, exchanging of emails so that
we can get that information and really start moving but
the most important thing is going to be the conversation and the beginning of the time frame, locking in a time frame. – [Carl] Okay and just so that we are all thinking along the same lines, the cost was 25,000, then you add to that the cost of advertising. – And travel.
– Advertising and travel. – And a certain level,
background searches. – [Carl] Right, and background searches, and then of course the cost of the travel for however many candidates,
final candidates, that we bring into the district. – Correct.
– Correct so are there any other costs that, like for instance when we do a community meeting would it be the three of you
or two of you that would be? – Right that’s all included, as many of the meetings, community forums or anything that you have. – [Carl] So we would just
be paying for your travel? Dr. Vogel, back and? – That’s correct, and I think– – [Carl] So not a separate
consultant fee for that? – No, not at all. – That’s inclusive.
– That’s inclusive. – [Carl] Other costs that you
thought from other companies that they threw out there? I’m just trying to compare so we’re all thinking around
the same dollar amount. Seems right, seems okay. – We are very economical
in the way we travel, and we really haven’t had anybody concerned about our expenses. – [Carl] Understood, understood. Okay well, if there’s no other questions, do you have anything
that you’d like to add? – No, I’m just happy to
answer any questions you have. – Okay, I don’t think
we have any questions so I’m going to bring it
back to the board now. Board members I want to
make sure before we vote that everyone has received
the letter, was it, Mr. Doran, and the presentation from the company called Gov, G-O-V HR USA. I’m looking at a eight-page proposal. I just want to make sure
everyone has seen it, because they were also interested. – Yes and I spoke to Mr.
Dunean a few minutes ago and he said that they had sent a letter on Friday to Connie by email. – That would be what was up there, then. – Saying that they couldn’t be here. – They did not send that to me. – Yeah well he read me
a letter and anyway. – Well it didn’t come to me. – I understand but anyway
that’s their thought, was that they had sent a letter Friday indicating that they
couldn’t appear in person or call in on short
notice but they were still of course interested. They are a very large firm. They do national searches and
he’s their Florida contact but he couldn’t be here was the issue. – Sure and has everyone
seen the eight-page letter, just so you see the cost
associated with it and so forth? Okay I want to be fair to every company so I just want to make
sure that for the record all board members have
received the proposal from Gov HR USA. All right well now that we have we’ve seen or read five proposals and
at this point we are in at a regular school board meeting so I could entertain
a motion at this point if anyone would like
to recommend a company, you may do so now. – Mr. Chair do we have to
open up for public comment? Because it is a board action. – [Audience Member] I
don’t have any courts. – Thank you. – It is a board action item. – Yes it is and there
is no public present, but thank you for bringing
that to my attention. (laughs) – Yes, Mr. Colon. – I do have a comment and so you know having gone through all of these and I think the variation
is going to be travel fees and advertising and looking
at all of the different fees associated and costs, you know one of the most economic ones would have been the Florida
School Board Association and the way I look at it is I would rather spend the
arguably $10,000 advertising to get the best candidate
rather than spending $35,000 plus $10,000 and so, granted
nobody has said $10,000. I think our average has been four to five with what they thought was appropriate, however with FSBA we’ll be able
to save that travel expense in some instances where we can use that towards advertising to ensure
that we get the attention of the best candidate possible and so that’s my discussion. I’ll go ahead and make
a motion based on that if there is no objection
that we solicit the services of FSBA for our superintendent search. – Thank you, do we have
a second to that motion? – Second. – We have a second from Miss Cuthbert. Further discussion about the hiring of the Florida School Board
Association, Miss Cuthbert? – I just wanted, I was very appreciative that Ray and Associates
came all the way out here. I think that firm and Florida
School Board Association were the top two. They were most interested in us as a group and the relationship. I believe Florida School Board Association is the one we are most acquainted with, the best relationship and they definitely know Volusia County. And they have still the
same web of inquiries so far so I’m in total agreement with the motion. – Yeah thank you, Miss
Wright, I know you were going to second it too,
so I just thought I’d give you the opportunity. – I just wanted to say that
I agree with my colleague, Miss Cuthbert, that both of them, again, if it came down it was going
to be between those two, that they did the best job. But I believe because of the relationship, and just from my last
process today, earlier today, it just solidified why I think we should continue the relationship with Florida School Board Association. – Yeah that makes sense, Miss Haynes? – I’m in agreement because
after reviewing all five of them I had already, without even
hearing the presentation today, these were the two I was
the most interested in, the FSBA and the Ray
and Associates and then after hearing both of them speak, they both did a good job and I felt that either one would represent
us well but I do feel, as Mrs. Wright even
said and Mrs. Cuthbert, FSBA did a wonderful job of stepping in and helping us find an interim and they really made
it a smoothless process and I appreciated that and I appreciated how they kept us informed and everything and I believe they’re here
for our best interest. – Yeah well I agree with all of you. I agree also that Ray and
Associates were excellent and I can see why Marion
County perhaps went with them but we talked a lot earlier today about communication and
trust and I feel like we have that great communication and trust with Florida School Board Association, at least with these three individuals who really seem to want to help
us get the best person here. Yes, Miss Cuthbert? – And also they want to make sure that the superintendent who applies as well as who is selected is the best, that that individual will be happy here and work well with our district and it will eventually
benefit all of our staff, our students and our communities, as well as our business partners, so I think it would behoove all of us to recognize that benefit. – Yeah, all right, we have a
motion and we have a second and we have had discussion. All those in favor of the
motion, signify by saying aye. – [All] Aye. – All those opposed? And the motion carries unanimously to hire Florida School Board Association to conduct our superintendent search. Now I know, look let me
just compliment each of you because this has been
rough and tough and long. For two days, you all are just great, however I got to throw
one more thing out at you and I know you’re gonna hate me before my year as chair is over I’m sure, if you don’t already. As we look in our calendars we know we have the school
board meeting next week. All right, we all know about that one but then we know we don’t have another one purportedly until July 22nd, and then miss Cuthbert
there’s not one after that til August, late in August, like August– – We’re having one at
the beginning of August. – I don’t know but go ahead. – It was decided with the start of school that you didn’t want one
at the beginning of August. You wanted one at the end of August. – Did we schedule one?
– Oh we were gonna visit our schools.
– Yes, right. – That was why did it for
the first day of school, because it was the first date of school. – Well I just wanted to throw out there because after tomorrow’s
meeting with Mr. Egnor he may have an idea, ’cause he mentioned something over the phone about when is
your first school board meeting in July and I said I
don’t know the exact date. I know it’s near the end of July. – We have two.
– We actually have two. They’re back to back. – Oh yeah that’s right, it’s that Monday and Tuesday right?
– 21st and 23rd. – If we make it to the 22nd to discuss– – So Linda could be there
on the on the Monday and then we’re just gonna
do the public hearing on the budget on Tuesday, right? – We would just have a
workshop at the beginning. – We said when selected, we would want to meet with them on the
22nd so she can be here. – Oh, on the Florida
School Board Association. Well that’s great, I’m glad we did that. Okay so then the only issue
that Mr. Egnor mentioned was in the event that
appointments need to be made for schools he said
would the board consider an earlier meeting in July. – Can we do the 9th? – And I said well it did
have to be after July the 5th in that some week and
then I don’t even know about anybody else but
so let’s just kind of look at calendars I know
this is the worst month to find a date, yes? – I’m on vacation from the 3rd to the 8th, so I can’t do anything
for the pre-meetings, so like what has to be done before. – So why can’t you the 2nd? – I’m okay with the 2nd. – Hold on and let’s
keep going around the– – I’m okay with the 2nd,
because I was gonna say if we meet the 25th. – Yes what’s two weeks before the 25th? – No no no no no no,
next week is the 25th. – Oh yeah I’m sorry June 25th. – Would it, well I’m
like you, why couldn’t we shoot for the 2nd? The only reason I’m
asking, because the week of I’m in Africa ’til the 12th. I’m so sorry, and I cannot call in. – And I have to make a trip. – Well let’s just ask who was around, Miss Cuthbert are you here? What day the week is the 2nd? – Tuesday.
– Tuesday. – So it would be the following Tuesday. – Now Connie, Ted, and that would be okay and that’s a Tuesday? – Yeah we’ve got plenty of time. – To advertise?
– Yeah we’ve got time. – And I’m not saying that we are right now okay, but let’s kind of– – Want me to put it on? – Yeah put it on your calendar. – Well ’cause you’re gonna
have to make a decision to get it advertised. – Yes and we need we
need a week advertising? – 2:30, it would be a 2:30 one. – Big events on the
calendar that Nisha has. I would have to check and see on that. – Okay all right well let’s talk about what’s the best time of day for you all because this is gonna
be a very quick meeting, I anticipate quick. – I’d like to defer to
Ruben, because he’s working and we’ve taken a lot of his time today. – I know we have, I know we have. – I am good at whatever
time you all see fit. – It’d be better to go
ahead and get it over with. – I really anticipate this like– – Nine o’clock. – Less than an hour, I
mean this is gonna be– – And so will it be quick I
don’t know that it will be because we’re gonna be
sunsetting one vision and starting another and so
I get it that the purpose is the appointments but
he may have other things that we to address before that and so– – That’s true. – I think if we do a 3:30
meeting that gives us, we could be here ’til
midnight should we need to, whereas if we do it early then we just are really
exhausting everybody. – How about, would you
consider two o’clock? – Absolutely.
– Two o’clock work? – Works for me.
– We can do one o’clock, after lunch, that means a
half a day, that’s cool, too. I mean it’s up to you. – That’s what today was, two o’clock, and we’re getting out of here before 5:00, and I know that next one July
2nd won’t last this long. – Sounds good, whatever, I’m good. – So two o’clock? – So you want to just put
it in for July 2nd at two, and is that going to work? And, but you’ll be with me tomorrow, so we’ll know.
– Yes, well let’s, if we might, just address an issue there. So typically well school board policy 102 states that the superintendent
sets the agenda for meetings and so that begs a question
that we should ask the board because you and I will want
to know the answer to this, on what date do you want him to start because my understanding is
there’s been a lot of discussion of some overlap so that he
can work with Mr. Russell along the way you know
in these last few days. So you need to pick a start date because if he was if he was, I mean you can’t really
have two superintendents, but you can have–
– No, but we’re gonna call him a consultant. – Yeah or something, we’ll get him, if we’re gonna start him a little earlier. – So wouldn’t Monday July 1st
be his actual first official day as interim superintendent
but whatever overlap next week happens he could
be paid as a consultant? – Yes, right. – To be able to transfer. – And to that point, the
way we have it right now, his appointment is on the agenda, is that how we have it or yeah, we do have his official
appointment, but I thought– – On the 25th. – Yeah that’s on the agenda, but with the start date of the 1st. – Yeah well we did do it today but we don’t have a contract yet. – Right. So you’re gonna be approving his contract. – His contract, yeah.
– You’re gonna be approving his contract
on the 25th, however, we could–
– We need to approve that sooner, can we approve
that on the 25th of June? – Yes, we are.
– Yes that’s when we’re talking about doing it.
– Oh that’s what you’re saying?
– Yes. – Oh I thought you were saying July. – Oh no, no, no, no, no. We’re going to approve
his contract on the 25th, so my question to you Ted is could he start in that consultant role? – Yeah.
– On the 25th? – Sure.
– Or does he have to wait ’til after the board– – No, whatever you guys want. – So we can work that into the contract.
– We can work that out, yes, we can work that out. – Okay so if if that’s
worked into the contract, let’s say his first day’s
the 25th as a consultant. To your point of the
superintendent plans the agenda. – Well what is the agenda on July 2nd, because it does have to be
published seven days in advance. – Right.
– So we need to have, guess the question is gonna be, what is the agenda gonna
look like for the 2nd? – That’s for them to figure out in their little overlap.
– Yeah, I think– – Yeah can you all talk about that meeting?
– We can talk about that. – Administrative
appointment, but it goes back to saying he may not be able to do that. We do have to publicize. – I think too if, you know obviously we’re all working together here, if Mr. Egnor has a specific
agenda for July 2nd, we just give it to Mr. Russell and Mr. Russell will quote,
put it on, create the agenda. – Yeah, yes.
– Right>- Sure they can work it in.
– And that’s no big deal. – We’ll figure that out. – So y’all figure that out. (laughs) – Okay, and then the other part is, so arguably Mr. Russell’s
last day is the 30th, and so does he begin at midnight? – Midnight of the 1st?
– But actually his last work day is Thursday the
27th, because we don’t work on Friday, Saturday,
– Work day, but he gets– – Or Sunday.
– But he’s employed through the 30th anyway.
– He gets paid through the 30th, yeah. ‘Cause the fiscal year starts
at 12:01 a.m. on July 1st. Yes, yes, yes, yes, yes. – So just something to consider. – All right so Connie, question? – I have a question. – So after you speak with Mr. Egnor, you guys will let me know what you want me to do with the agenda? – Mr. Russell will. – Mr. Russell will really be doing that. – Mr. Russell would like to.
– Because after we have this meeting, everything is set, then we’re going to meet with Mr. Russell. So tomorrow’s Wednesday, Wednesday? So I don’t know whether we’ll
meet tomorrow afternoon, but we’ll probably meet on
Thursday with Mr. Russell and then get that agenda set for– – Is that gonna be the agenda
set for the 25th or July 2nd? – Okay well Thursday is only, what, the– – 20th.
– 20th, okay. – And they don’t work on Friday, so she’s gon’ have to have it by Monday. – So we’ll have it for you Thursday, okay. Good planning, good planning, whew. Okay, we are adjourned. – Thank you. – Ted is it okay for me to go ahead and advertise for July 2nd? – Yes.

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