[0:00] don't have an official meeting chair yet or Clerk so um

[0:06] I'll go ahead and I'll just call with the water that can pass down or 11 10

[0:11] 11. and uh

[0:15] well I don't I don't I've ever run a medium which was public meetings before

[0:19] so I'm not quite sure what we're supposed to do next but we want to

[0:23] um if I may I would suggest that you take

[0:26] open nominations for a chair you'll take nominations as the boards and committees

[0:31] do yep the creative position that you need to fill okay so why don't we just

[0:35] suggest that I was suggesting that we put our switch the order of our agenda

[0:40] and take item number two the first part to appoint a chair and a clerk now and

[0:44] afterwards when after David has spoken with us then we can come back and talk

[0:48] about what that means and I made the suggestion that we

[0:52] introduce ourselves first yeah that could be good too

[0:55] and then okay yep then do that one yeah so let's start

[1:00] let's go ahead um I'm Karen katzman Karen I am the

[1:04] school committee representative for this search committee

[1:11] normally David asked if you speak a little bit louder

[1:16] sorry I am Karen cast McBride I am the school committee representative for the

[1:22] search committee

[1:25] nice to meet you Karen nice to meet you David

[1:29] all right I'm Thomas Leo most people just call me Tom uh I'm just one of the

[1:36] members of the search committee that is a very humble introduction I'm

[1:41] sure you're more important than just a member of the community

[1:47] my name is Tom shatanis uh also just a member of the search committee

[1:55] not Thomas just t-h-o-m Tom and Tom

[2:03] well these days because I'm retired I I just hang out but my background is as a

[2:12] software engineer so oh wow I have some I've gained some experience

[2:20] with uh interviewing people uh in the context of building my my own teams as a

[2:29] software engineer so what I'm hoping is I can apply some of what I've learned

[2:34] over the years too uh to this process too that would be great thank you

[2:42] and told him I didn't mean to interrupt technology yeah no problem I was a

[2:46] general contractor for many years and for the last 18 years we lived and

[2:50] worked in Cameron West Africa as a technical advisor to a bunch of

[2:55] hospitals and while we were there I began to

[2:59] question why Country like Cameron is so rich in resources

[3:03] couldn't develop so through a lot of research and my wife's founding a school

[3:10] we realized that corruption's at the heart of it

[3:13] so I am now working in several African countries starting what we're calling

[3:18] Integrity groups with people in Greater positions of Greater influence

[3:33] we have a second division

[3:39] or Iraq Afghanistan isia Indonesia

[3:45] organizational development changing systems and processes of leading

[3:49] corruption so I have a little bit of familiarity with some of this stuff

[3:53] you're talking about

[4:02] I'm retired I've been in town politics off and on all my life I've been

[4:10] everything from the Constable to Selectmen to water Health uh planning

[4:17] board chairman chairman of a bunch of other boards and I enjoy Town politics

[4:24] so you're really kind of new at this yeah

[4:28] that was a vice mayor of golf in Florida for a while so

[4:38] great I'm Cindy landano um retired School administrator so I was actually

[4:44] an employee of the Winchester public schools for close to 35 years and

[4:48] finished out my career in a more of a private school type sector you know did

[4:53] the whole gamut I've been involved in numerous hirings from anywhere from

[4:58] assistance up to superintendents so been a part of that process I'm hoping that

[5:03] some of that might help us um you know I can bring something to the

[5:06] table from those experiences this is exciting thank you and you said

[5:12] your first name was Cindy Cindy yes

[5:17] thank you yeah good morning my name is Doug delay I'm the finance committee

[5:23] representative on this search committee uh which I've been doing for five or six

[5:30] years now I'm also on the capital planning

[5:34] committee in town for the last couple of years

[5:39] I'm a relative newcomer to the community only 35 plus years

[5:44] so I'm not a little yes from what I've seen

[5:50] yeah recently I I also serve as chair of the

[5:56] board of directors of a credit union in this community

[6:00] and we recently completed a CEO search using an executive Search firm so there

[6:09] should be some parallels to this type of search from that and and

[6:14] hopefully I can help a little bit in that way

[6:20] I'm Jane Lapointe I'm a resident member of the committee I'm also retired I

[6:26] retired as a long-term Management Consultant to organizations going

[6:31] through change and that allowed me to get involved in

[6:34] the community when I I was born here I was gone for 45 years I moved back home

[6:39] 10 years ago and um so I'm a member of different

[6:44] committees now and still go to a lot of committee meetings

[6:48] because I care very much about what happens in this town and where it's

[6:51] going and um I think what really brought me here and what I'm very interested in

[6:57] is I'm also involved in a lot of things that aren't specifically Town boards and

[7:01] committees but they have a very significant potential to impact the town

[7:06] and I want to make sure that those things are integrated you'll find I'm

[7:10] very big on trying to not work in silos but have

[7:15] things that should get more leverage by working together working together

[7:28] the cross between us

[7:33] foreign

[8:04] can't see you

[8:13] want to be out there

[8:20] why that one of the most important things is that I was there about

[8:28] to spend a little time there but when you put together the profile

[8:32] it's gonna be really important to talk to each of the selection and

[8:37] the members to have a better understanding of expectations

[8:43] what the idea and that's really important and when

[8:47] each of you value those kind of things need to be put into the profile so those

[8:51] candidates not only meet a professional qualifications but that they're going to

[8:56] be a good fit

[8:59] image of them so um I'm Dave Everson I am

[9:04] five daughters one son a lot of praying

[9:15] as I mentioned maybe partner we've done over 400 searches in the last 20 years

[9:20] yesterday was our 20th anniversary as a company so we've been doing this a

[9:24] little while and the the most important thing for me

[9:29] means that these recruitments are important to the community but the

[9:34] process can be fun and I know when you mention that word in

[9:38] government you kind of get the the head tilt

[9:42] fun you know to be fun but it really can be and it's it through the process we've

[9:48] funneled down and we kind of gel what those candidates are what they're going

[9:53] to mean for that process can be very satisfying so

[9:57] I'm hoping that as we talk about this it'll be working at least start

[10:01] establishing some roles and some expectations that each of you find some

[10:05] real enjoyment from the process

[10:19] because we haven't really this is the first time we're meeting this committee

[10:23] and as the public open the meeting law committee kind of thing we need to have

[10:27] a chair so

[10:31] Audrey did you want to say something no oh okay

[10:36] so um the chair I'd rather I gather has to run the meetings

[10:40] you know you have the correct have the guy who'll call them to order do those

[10:45] kind of things and the clerk takes the minutes

[10:49] postpone post the meetings things like that and

[10:54] um and I think what's some I'm not familiar with at all I know we'll be an

[10:59] executive session for a lot of a part of what we do once we start talking about

[11:04] candidates because until that's the public their confidentiality is

[11:09] maintained so that's there's a slightly different I guess part of how that all

[11:14] works so

[11:18] just a question do we also need a vice chair to see who's the chair is not

[11:22] available that would be a good idea I think

[11:25] yeah yeah so we're ready for nominations yeah

[11:30] I think so all right I nominate chain Lapointe because she's already been

[11:34] doing most of the work already and I'll second that guy called this Earl

[11:40] you might want to think whether you want me as a chair or as a clerk

[11:43] oh are you saying that you would like to be

[11:47] the clarity well I think I'm better better speak better because I'm already

[11:52] taking minutes here you see okay I have this compulsion to take notes well which

[11:57] I just do and the reason we're having this meeting is because I did the work

[12:02] of a clerican work and I see this I'm just letting you know that

[12:07] thank you so can I make a point of order so just um so you have the right to

[12:15] suggest say no thank you thank you thank you the claim the nomination

[12:21] I think there's probably people better suited to do that in this room right

[12:30] well how about online guys since he seems to have the most experience

[12:36] working within this the or the governmental organization

[12:41] that's known as Winchendon

[12:46] again you have the right to decline

[12:51] according to Roberts

[12:55] well I I will accept it unless somebody else feels that they want to because I

[13:01] do have a good working knowledge of uh um

[13:08] of the different uh open meeting laws and the executive session only thing is

[13:14] I'm getting old and I forget a lot of things

[13:17] so I will keep it on track yeah that's it like my school Bridge these next to

[13:22] me at planning board and always telling me the words I'm trying to

[13:26] take out I don't know

[13:35] excuse me what did you say Dave you just

[13:43] so the roles and responsibilities of chair of any board under Robert's Rules

[13:48] of Order are that the chair of any board is the servant of the of the board

[13:54] so it is his job his or her job to run the meetings to put together the

[14:02] agenda to make sure that everything is put in order

[14:05] to make sure that the clerk or secretary or whomever

[14:11] is to make sure that everything is posted in

[14:16] the legal time frame they are also the person that would be

[14:23] the spokesperson and contact with outside vendors unless they designate or

[14:29] the board designates an outside for another board member

[14:33] there's a whole plethora if you want me to go through a little list you know I

[14:39] was I was more just focusing on you know

[14:43] three times of the chair my reference rules is fine

[14:49] I was born

[14:53] and so of what were your expectations and as a convey

[14:57] commitment of the community chair to be able to provide you with addition

[15:01] keep everybody posted and do I send information to the community as a whole

[15:07] do I see that your chairs kind of along those lines of what uh

[15:11] are task oriented type of responsibilities you might have for the

[15:15] chair I think it would be much we would need to set that up now that's what this

[15:20] meeting is partially about day I think it would my my sense to the committee is

[15:25] that would be good when Dave has communication with us and he said it to

[15:28] all of us yeah yeah yes that was my sense so yeah and if I'm elected chair I

[15:34] like to go by Robert's rules for small meetings which is a very casual very

[15:39] open type of back and forth absolutely [Music]

[15:47] what we really we really for our for our chair is to call the meeting to order

[15:52] yes call on people to speak right you know just to prove the agenda yeah you

[15:58] know make any comments and if I end up being the clerk then my experience with

[16:03] that is collaborating with the chair to put the agenda together absolutely yeah

[16:09] oh

[16:13] unless somebody else wants to chair like Karen

[16:16] no no no

[16:21] advice if you need advice but got lots of advice

[16:29] yes okay

[16:32] um any other nominations that I'm going to take control of that aspect of it

[16:37] we need a boat yeah all now since this is uh technically not a zoom meeting

[16:43] because we are all here the only thing we have is uh

[16:47] uh the gentleman uh CM already forgetting names Dave by the way it's

[16:53] Dave's birthday

[17:03] okay uh well I've been dominated at all in favor of uh God Corpus Sarah's Chair

[17:10] say aye aye those opposed

[17:14] uh pass unanimously so I am a chair second item in the agenda is uh we'll go

[17:21] for uh well actually I'll go for secretary

[17:25] uh first next um

[17:29] all right I will nominate James okay a second and second body Karen uh any

[17:37] other nominations uh not hearing any alcohol uh the vote

[17:42] all in favor of uh Jane as uh I could call that secretary but uh Clark

[17:50] okay uh all in favor um opposed

[17:55] uh pass unanimously and the third item is

[18:00] vice chair uh do we have a nomination for vice

[18:04] chair

[18:08] okay I'll turn it okay uh Karen McBride Karen

[18:14] don't worry about it Carol McBride uh is uh for vice chair uh all in favor

[18:22] opposed a past unanimously so we have a chair buddies chair and a clerk

[18:31] what you think okay uh no I can't you can leave you can

[18:36] leave the gave away our congestion yeah if I want to okay next item on the

[18:42] agenda is we're going back to uh

[18:47] moving forward which probably would be Dave's purview

[18:52] we got the floor days well I think we should sing happy birthday to him okay

[19:00] if you're in trouble if I'm singing

[19:08] [Music] first ask if you have printed materials

[19:13] in front of you yes what you sent through

[19:19] are you talking about this

[19:25] um

[19:39] we don't have copies that was sent to us electronically but uh we don't have

[19:45] copies here in front of us I did not unless we brought our own

[19:51] problems

[19:54] thank you Deb is setting us up for um [Music]

[20:12] guys

[20:15] sorry yeah

[20:44] yeah you're we don't have copies of what you

[20:48] sent through this morning

[20:51] you know this is something different oh this is something else

[20:55] he sent this just a couple minutes before the meeting

[21:05] because that's what I do I always just reads yeah

[21:13] there's this samples

[21:19] things that he's done yeah

[21:34] yeah some things

[21:40] sorry Dave this is just showing the views

[21:48] what's happened today was Not only would it be downstairs in a room where this is

[21:52] better set up but they're revamping the technology out there today so we're in

[21:57] this world obviously this is what happened

[22:01] regularly there's some good news right

[22:22] there we go

[22:30] I just made here we're making you a photo so you should be able to share now

[22:37] there you go

[22:40] away okay Karen yeah is there any way to increase the volume on that

[22:48] um

[22:53] all the way except all the way that is up on the computer all the way

[22:57] right but is there one that's fine

[23:08] Instagram uh yeah you're gonna have to the problem

[23:13] as we can some of us can't see it because it's

[23:16] going to say something bad

[23:24] yeah let me just stay a little closer in the

[23:27] microphone yes yeah I think yeah sorry at least right now technology

[23:38] I sent you I sent it to you this morning uh in fact I'll send it now I did not

[23:44] send it this is we'll talk about this in a few minutes the schedule

[23:48] uh before we talk about the schedule I wanted to make sure that he was familiar

[23:53] with each of the phases is mining on

[23:59] according to somebody

[24:03] [Music] it's not here

[24:07] the stakeholder interviews are really important when we put together a

[24:11] recruitment profile and I sent you a couple of samples this morning

[24:15] each of you have the interest if you go to Municipal Solutions

[24:20] slash recruiting you'll see tons of samples of our password profiles

[24:27] those are very comprehensive they not only include

[24:37] if talk about the the challenges enough and obvious of the

[24:41] position but the rest of the profile is it

[24:47] contains economic information about the city

[24:51] or organizational structure of the Town excuse me

[24:56] um and it contains a lot of information

[25:00] that is beyond just a standard JavaScript why do we do that well first

[25:06] of all we've been time and it took a lot of time to

[25:11] develop methodology that really attracts people into positions

[25:17] it's really important that we attract attract

[25:24] this is my just it is not just individuals that are looking for a

[25:31] position about 40 percent of the applicants or the people that EXP

[25:36] erience we're not looking for work not tuning position that's really

[25:41] important because yes we want to find people that are

[25:45] that are in that position but if fortunate

[25:50] in research what it does is it helps us not only find people and I mentioned

[25:53] this before that have the qualifications the fit and what we're really looking

[25:59] for is the combination of those two plus someone who has a compelling reason to

[26:03] be there their apparent is from there

[26:07] life is from there there they grew up there some some compelling reason for

[26:12] them to be there it's not only going to help with the fitment it'll also help

[26:16] with the longevity and the continuity to make sure that you have someone that's

[26:20] going to be invested in the community for

[26:23] so the recruitment profile is very important and we developed that

[26:28] identifying some of these key issues what kind of things that the new manager

[26:33] will face some of the shed successes and

[26:37] challenges that the city of space or the needs or the

[26:41] um things that are priorities for the suit

[26:44] for this Allegra for the town

[26:48] and then so when we meet with who I attend the interview uh the selectman

[26:53] and as well as the committee members to get a better sense for the communities

[26:57] so we put that code really

[27:06] tell this what I will need

[27:15] development document and maybe make pictures of to advance

[27:20] those are really important we're gonna

[27:27] uh you know to receive so that we don't have to go hunting for

[27:31] big

[27:45] because it

[27:48] that was the Fall Festival that'll happen in October

[27:56] [Music] we have a few

[28:01] sorry can you hear me okay yep oh yes

[28:07] you're a little viewed it but we can hear you if we listen hard

[28:12] okay so um getting some of that additional

[28:16] information having the asking the town to provide some of that we can find you

[28:23] know that information but if the city has information that's in those profiles

[28:27] that they they can send over and we can pull information out of some of those

[28:31] those documents planning documents comprehensive plan uh special events any

[28:38] of that kind of stuff we'll have a DropBox we'll put it in the

[28:42] Dropbox and we'll get started working on that on that profile I will contact I'll

[28:48] speak with uh with guy and maybe get your maybe get your opinions in this

[28:53] meeting on how best to uh coordinate with and I'm

[28:57] um

[28:59] Audrey to get a better idea of how to be on the phone and just chat with each of

[29:06] the select word selectment but the profile we'll talk about the

[29:10] schedule of the profile and just in just and just once we have that recruitment

[29:16] profile done we will publish that and publish it

[29:21] not only in some national uh

[29:28] but we also have a professional network of over 20 000

[29:34] we send this to them we get a lot of referrals from people

[29:38] received it and shared it with somebody we have a digital media profile that we

[29:45] also use and then our

[29:51] senior animal this is we'll reach out to and develop a contact list of three to

[29:57] four hundred City manage

[30:05] um and so that's important so we can send them a

[30:09] direct email personal email inviting them to take a look at this opportunity

[30:14] so it's it's very proactive it's a dynamic recruitment it's not static we

[30:20] don't just post it somewhere and let it it's uh we're very very actively

[30:25] promoting moaniness during the time

[30:28] any questions on that before I move on to the report

[30:37] s just to confirm you're going to be speaking with department heads too right

[30:43] department heads it's in your RFP

[30:56] uh that's that's encouraged and sometimes it's not we may have

[31:04] five people to talk to in this process and if we're going to turn around a

[31:08] profile with a weekend that's a lot of doing so uh that's okay

[31:13] I just want to make sure that we have we give ourselves enough time

[31:18] so um I'm looking back at the committee for

[31:22] a minute because I actually think it's pretty important

[31:25] to identify at least I think it's important to have a perspective from the

[31:29] department heads on this yes

[31:34] Audrey's oh well my dad Audrey

[31:39] hi David yes I'm here um hi so what my suggestion would be

[31:44] David you'll reach out to myself um

[31:49] CeCe Mary on it just so we keep everybody in the loop

[31:53] and and I will do you want to

[31:58] what works better in your experience you're reaching out to the individual

[32:01] sled board members or them reaching out to you

[32:09] perfect

[32:13] they'll know Perfect all right so I will give them a

[32:18] heads up that you'll be reaching out to them

[32:20] um I have phone numbers for most of them

[32:23] but I will a minimum you'll get an email and then as far as the department heads

[32:30] um I I do see the benefit in speaking with

[32:34] with them with the majority of them at the minimum

[32:38] so I will reach out again through the town manager's office and let them know

[32:44] let them notify the department heads again that you will be reaching out to

[32:50] them so everyone on this end will have a heads up that you're going to be

[32:54] reaching out to them and I'll talk to Mary when we're done here today and

[32:58] we'll get that information out to you I'd say tomorrow by the latest

[33:02] that sounds right

[33:07] I don't want to make sure okay

[33:16] or chart two okay thank you

[33:19] uh just for note Dave we have our it guy here uh trying to set this up better so

[33:25] we can hear you

[33:29] share yes

[33:34] no need to pause we have a question from Doug for you that was muted right there

[33:40] for one thing okay [Music]

[33:44] David I have a question um as you're explaining this process

[33:49] I know there was a timeline in your proposal but can you give us a rough

[33:56] idea of you know the the Activity one that you

[34:01] just saw our activity two that you just went through what your target time frame

[34:05] is so that we've all got a picture

[34:10] you see that

[34:15] see what oh okay sorry I Was preparing the only

[34:19] one uh

[34:32] you see the schedule now you need to lower your screen you have a

[34:39] little bit of your screen yeah

[34:44] never mind

[34:48] Christmas [Music]

[34:52] okay so bad so we'll we'll talk about this

[34:57] here briefly because that's one of those when I get a chance

[35:01] to understand what I understand how many individuals I'm going to be talking to

[35:05] you may need to move that August second back a few more days just only given you

[35:11] know I don't want enough time to be able to have a coffee day

[35:14] and then synthesize that into the profile but this is tentative that I put

[35:19] together this morning so what was in the profile was based on starting July 10.

[35:24] based on starting today okay

[35:28] um and I will send this to each of you uh so you have it when we're done when

[35:34] we're done okay uh I don't know if this is the

[35:38] place for this but one of the things that originally concerned me

[35:44] based on my experience doing interviewing for uh for positions was

[35:51] that it was very important to understand what the team thought was important as

[35:58] far as their expectations of how they would work best with the uh

[36:05] with the new person in this case the town manager and I think I saw something

[36:09] like that about uh talking to the uh the current Town manager as well as the

[36:17] current team to get their input as far as

[36:23] what would be the necessary success factors for the team to work well with

[36:30] the uh with the new town manager is that in there somewhere or is that on top of

[36:40] the interviews that we've already talked about

[36:43] Dave did you pick us on that

[36:56] no

[36:59] no

[37:06] yes we can hear you

[37:10] um one of the things

[37:15] for a historical background one page with some geography how far it is to

[37:21] different cities we'll have information about media and transform and population

[37:26] and Alignment just some basic information that they go to online and

[37:32] get pieces of this but I like to control the message I like to present it all in

[37:37] one so people don't have to go looking for it I'd love to see a picture of a

[37:42] select board but if not that's okay I'd like to talk about the form of

[37:47] government the structure and then start narrowing down what the management team

[37:52] looks like I think with some municipalities it's great to talk about

[37:56] the budget we talk about um how many many employees like the

[38:01] department is how long they've been with the city any City administrator in town

[38:05] and man of town manager that's coming in is going to want to know what kind of

[38:08] leadership team they have so getting that information from the Department

[38:12] units um you know when I please put your

[38:16] Finance director with the city for two years with the city for 33 years this is

[38:21] very important for us to be able to communicate that to potential candidates

[38:26] if we have some documents like budget McCaffrey the Strategic minor action

[38:31] plan that's helpful to you there so they can go to bed and then we

[38:36] start getting down in this case it was a recruitment for a assistant City

[38:39] administrator so this is where we start getting down into the rules and

[38:43] responsibilities of the administrator and the ideal cue end of it and so those

[38:48] things are are very important that we put in their

[38:53] offers and challenges so as I talked to the department heads nice to speak with

[38:58] current time manager in the select board really helpful when I get all that

[39:05] information I'll start to synthesize it into aggregate groups so I've got my

[39:10] hair in the comment is I hear common themes common concerns common uh

[39:19] Concepts or what have you they'll they'll come together and that's what

[39:24] this will turn into this will turn into an aggregate of what comes from the

[39:28] interviews so the candidate knows about the position they know about

[39:34] continues you know about the structure and then we'll put a little bit of

[39:38] information in there about our regional amenities

[39:41] probably have some things in there about sports and Athletics and Outdoors and

[39:47] and then of course we'll have the timeline issue on benefits and look

[39:51] happy so that's a quick overview of the profile and so I think you can answer

[39:56] your question I believe that was Doug that asked the question correct thank

[40:00] you um Doug I hope that answers your

[40:04] question so is you know that's remember the profile is going to look like and

[40:07] yes it will include uh all of that feedback it synthesizes

[40:12] all of the feedback from conversation with everybody

[40:15] excuse me Dave I just want to know to you that we now have the owl working and

[40:20] we can hear you a lot better

[40:24] whoever whoever did that thank you Tom came in and did that

[40:31] do we have any more questions

[40:35] for the moment for the moment please go on Dave

[40:39] okay I'm going to share with you um

[40:43] when we do the background screening process

[40:46] we have a uh report let me go into the folder

[41:11] we will have you the very first report you get will look like this

[41:16] and it will have so after we advertise we close the

[41:22] advertisements and then we'll put together a report we

[41:26] have a checklist process a spreadsheet that across the top it has everything

[41:32] that you've identified that we put into the profile the an education

[41:38] requirements the public sector experience the private sector experience

[41:43] it uh you know any any of the the the ideal attributes any licenses and

[41:50] certification all of that stuff will be put into a spreadsheet and this is what

[41:55] our analysts do when they're doing some pre-screening and so when we have that

[42:01] report completed we will then send you this report and it'll list the

[42:07] recommended and any alternate alternates that we have it'll include how many

[42:11] candidates we had men women bachelor's Master's doctorates

[42:16] what states they came from this is a really good summary to provide to uh to

[42:22] the select board at this point we probably don't want to

[42:26] include the names of the individuals that expressed interest because many of

[42:31] them aren't quite ready for their councils or their employers to know that

[42:36] they look they're looking somewhere else so if we can maintain that

[42:40] up until finalists we can maintain confidentiality up until finalists have

[42:46] been selected and recommended that would be great

[42:51] um so you'll have this report and you'll be able to have all of their resumes

[42:56] will provide a background and a summary on each page but then you'll have a copy

[43:01] of their cover letter and the resume of each of these candidates so you'll get

[43:06] that you'll have time to look at it there may be 12 there may be 15 resumes

[43:10] there with our recommendations but then it really comes down to at that point

[43:15] when I provide the the report to you then I sit and I step back and we have a

[43:21] meeting just like this where I get a chance to really listen as each of you

[43:26] talk about who your yeses are who your no's are who your maybes are and that's

[43:31] where we start to you start to funnel down and I get a chance to listen to

[43:36] your expectations and you'll have questions I want you to go back and ask

[43:39] candidates for some additional information

[43:42] once you select those candidates that you that you want

[43:47] to move forward then we will do a internet social media

[43:52] and news background check we call it a soft background check we want to find

[43:57] out if there's anything in the person's background which might be problematic

[44:02] from a public-facing standpoint news is a town manager you you understand and

[44:09] being in local government long enough and Global government

[44:12] Affairs there are some that have been had Stellar careers and haven't seen a

[44:18] lot of hiccups and then there's others that have had some hiccups or some some

[44:22] obstacles in their career we want to make sure he's filtered those out once

[44:25] that's done we do that in five days we will turn that around and get that back

[44:30] to you and have another meeting where you'll have a chance to look at that

[44:34] report we call it the red report the reason why we call it the red report is

[44:37] we'll have red highlighted in areas where we think that might be problematic

[44:42] you'll discuss from there which ones you want to go into the

[44:47] the move forward as a potential finalist for

[44:52] full criminal civil background checks employment education verification and

[44:57] uh reference interviews one of the things that we ask the

[45:02] candidates to do is we ask them to provide us a copy we we send them after

[45:06] you select them in that first round we'll send them a candidate introduction

[45:12] we'll send them a candidate introduction and

[45:16] writing sample and I'll share with you what that looks

[45:21] like

[45:37] it'll have the candidates that will be looked at

[45:40] and then it will have

[45:45] you'll see here report number two will have a personal disclosure statement

[45:51] it will have a telephone interview I'll do that to telephone interview with each

[45:54] of the candidates there'll be the internet news and social media research

[45:58] in a candidate introduction and writing sample and here's an example of that

[46:10] excuse me though Dave those pretty well mirror the Woodbury New Jersey ones you

[46:17] sent us already am I correct I think so I haven't I I don't recall

[46:24] exactly which ones I sent you but it's roughly the same yeah it's um report one

[46:29] and uh I forget what the other one's called uh

[46:33] do you have a time frame when this will happen

[46:38] yes going back to this document

[46:47] so there's the needs assessment interviews so we're planning to have

[46:52] everything back and ready to go uh live by August 3rd I based on the potential

[46:58] number of people that I'd like to talk to we might move that back a week so

[47:04] um I'll I'll highlight this right here in

[47:07] yellow based on our conversation so then we'll start posting it and and sending

[47:13] it out to a variety of candidates and then we're looking at having a closing

[47:17] date for that based on a start date of the 3rd of August uh the closing date of

[47:23] the recruitment August 27th again if that moves back a week this is probably

[47:28] going to move back a week so you'll have that first report then we have a video

[47:34] conference to discuss that that first report and

[47:38] then you'll select uh your first Brown candidate or who you want to go on to

[47:43] the next round and then we will start internet news and social media archives

[47:50] uh art news background checks and then

[47:57] we'll get a report to you within within five or six days against the deliverable

[48:02] do the recruitment committee well you'll select who you want to be prospective

[48:06] finalist and we'll do the comprehensive background checks on

[48:10] so this would give you a pretty good uh idea of each of those phases

[48:16] and things will move along pretty quickly

[48:20] after we get that announcement as we get that announcement out we'll probably

[48:24] have I estimate 40 45 candidates that are interested in the

[48:30] position I say that with a little bit of hesitancy because we did a search for a

[48:37] CIO for a county in Florida at 240 applicants

[48:42] so I'm hoping at least 40 applicants 40 interested persons but it might be it

[48:49] might be significant more than that that would be nice Jane has a question for

[48:53] you I have a question and this is about um

[48:56] how the confidentiality works so if I understood this right that first list

[49:02] you send that has all the candidates in there with their like with a spreadsheet

[49:07] there's no names attached to that is that correct that you said

[49:11] uh that report

[49:17] will have

[49:23] that report will have names one second that report to you will have a summary

[49:29] at the top that it'll have their names here and then it'll have all of their

[49:34] their deep their details so the question I would not is that is not a public

[49:39] document but if we need to share information with the the Town Council

[49:44] and let them know the status I recommend that we share with them this information

[49:49] up here how many total candidates men women uh applicant locations how many

[49:56] were foreign military or Foreign Service that information is helpful but to

[50:02] provide the names of the candidates at this point with which would be

[50:05] counterproduction thank you I'm racing it because it's the question about what

[50:10] point right do we have to stop you know open a meeting and go into executive

[50:15] session because we've got this information in hand and also as we get

[50:21] this information as a committee how do we you know kind of the the reminder to

[50:26] ourselves that this stays confidential we can't discuss this with anyone else

[50:32] in the town about what what we're seeing and what

[50:36] until the whole thing becomes public and these people don't mind having the final

[50:42] the final seven candidates so I'm just putting that out there for us

[50:47] to know and to ask you know okay yeah okay

[50:58] administrative standpoint or legal standpoint

[51:02] oh who's he talking about what did you say Audrey Audrey did you have any

[51:07] additional anything additional to add anything to

[51:11] add to that uh no uh I mean I don't think there's anything

[51:16] you know perhaps in our Constance procedures the board it states about the

[51:20] proper way to handle executive session information it might not be a bad idea

[51:25] to find that verbiage somewhere and just send it to the members as a reminder and

[51:31] as a quick outline of these are your obligations as a Committee Member any

[51:36] for anything under executive session anything discussed in executive session

[51:41] is not to be discussed outside of executive session period anyway that's

[51:47] that's open meeting law 101. so um and Dave this is Karen speaking now

[51:54] um I unfortunately have had a lot of experience in open meeting law

[51:59] um not just with the school committee but with the school committee down in

[52:04] Boston which is where I moved up here from three years ago four years ago now

[52:09] um time flies when you're having fun in Winchendon

[52:12] um so

[52:15] um anything we discuss in executive session stays an executive session

[52:19] including names they whatever um until the final candidates are

[52:26] revealed for the town to know about um I did have a question for Dave is

[52:33] there any rubric that you recommend

[52:37] so that we're not just all going I like this one I like this one so we don't

[52:41] just all like different candidates and come up with

[52:47] um with let's say we get 40 candidates and

[52:51] we all like you know several different candidates and nobody can agree on the

[52:56] same candidates um I used to just so you know I used to

[53:00] work for the state in HR so we had a rubric for narrowing down candidates

[53:06] so do you utilize that process at all that's a that's a very good question

[53:12] that rubric that we use right off the bat is the evaluation

[53:19] metrics do they need their green yellow or red they meet the qualifications they

[53:25] appear to meet the qualifications and then that's what we recommend to you

[53:30] when we when we come forward when we have a meeting what I normally do and

[53:36] this sounds very simplistic but we I asked for everyone to provide a list of

[53:43] their yeses their no's and their maybes so we'll all say okay everybody who are

[53:48] your yeses and we'll start with one person the next person the next person

[53:51] and it's very simple you start to see a pattern of commonality the nose you'll

[53:58] start to see a pattern and the maybes will be kind of that's where the

[54:02] discussion will take place why did you like that person why did you not like

[54:06] that person and that's really valuable because each of you are going to see

[54:10] different strengths and you're gonna you're gonna have questions about

[54:14] candidates that maybe another another member of the committee won't so it

[54:19] sounds uh less scientific but I think there's a lot more value in a group like

[54:26] this to be you know to take information from the different perspectives and then

[54:31] synthesize it and that's my job is to listen is to you know is to to pay close

[54:37] attention to what's being discussed and what's being said and help bring

[54:41] together some decision making on that on the candidates so other than

[54:47] this strict methodology that we look at here and give you the greens yellows and

[54:51] the Reds the rest of that is is discussion and uh and you will I think

[54:58] you'll find a lot of value in that so it's the combination of a rubric plus

[55:04] um a lot of collaboration and coming together

[55:09] hey David um

[55:11] I just want to make sure I understand it correctly aren't you're going to filter

[55:15] out unqualified

[55:18] candidates and only present to us 15 or so

[55:25] uh what you consider to be qualified or are you going to give us a

[55:31] you know hundreds of

[55:34] you know resumes that we're going to have to look through

[55:39] 12 you'll get 12. you get 12 individuals that we feel are most

[55:45] qualified and then and then

[55:52] and maybe a few a few additional candidates and so you'll have you'll

[55:57] have this document everything thing that we do is fully transparent so if you

[56:01] need additional information whatever we have is yours but we'll provide you with

[56:06] something like this where the candidates are green there's a few that are yellow

[56:11] and you'll even see some in there that are just that are Reds they're just

[56:15] aren't qualified so we'll definitely give you the greens if we have 25 greens

[56:20] well we're gonna we're gonna give you the the Deep greens the ones that we

[56:23] feel are the best and then the additional ones but if you say hey we'd

[56:27] like to take a look at the yellows also you know if you if you want to do that

[56:32] then by all means we're happy to do that so it just depends on how many

[56:35] candidates you can imagine when we did at CIO one I was literally in Austria I

[56:42] took a break I took my family to Austria and my family was out running around

[56:47] doing The Sound of Music Tour and I'm in the hotel with our team and try to pair

[56:51] down that 240 candidates into something manageable that we could give to the

[56:57] clients so no we're not going to throw uh throw this statue it's going to be

[57:02] very organized and and uh and uh give you some something to work

[57:07] with that's palatable thank you uh we have questions Dave this

[57:13] is Tom I have a question regarding the metrics of uh filtering candidates

[57:19] you mentioned attributes um I know that you know formal education and

[57:24] professional experience is great but successful management hinges a lot on

[57:29] people's philosophy of management and I didn't know if you kind of dug into that

[57:33] at all we do that's a really good question so

[57:38] in addition to the the meaningfulness uh you'll find this very helpful

[57:44] uh report number two

[57:57] in this report for these candidates you will find

[58:02] here we go right here we send them so you after the first

[58:08] meeting that we have in that first meeting you're going to say okay these

[58:11] are the eight to ten that we really like we want to move forward on and so

[58:15] immediately we contact them and we ask them to fill out a disclosure

[58:19] questionnaire then they should ask the aggregate to

[58:23] speak to the felony bankruptcy you know this is stuff we need to do right up

[58:26] front and these social media accounts they have that's when we expect to go to

[58:30] work on background stuff but we then I do a phone interview with each of them

[58:34] and we ask them for I don't like this one hold on a second

[58:39] you send them a candidate this right here

[58:44] we send them a candidate introduction um

[58:52] that ask them a bunch of questions how would you describe your work environment

[58:56] what's the size of the organization you work for

[59:00] um what services do you provide what interested you in this position but we

[59:04] start to get into uh what do you believe are the keys of successfully managing a

[59:09] small mobile government

[59:12] excuse me

[59:19] um share two examples where your leadership

[59:22] improve the efficiency of your local government share two ethical situations

[59:26] so this is where we really start to drill down into

[59:32] some of the questions and concerns and issues that that came up in our

[59:37] conversations initially to work on the profile we also take some of those key

[59:42] issues and put them into this candidate introduction form so that we can get to

[59:46] know you know have you ever worked in Massachusetts are you familiar with the

[59:51] the form of government mask I mean these are some of the questions that we want

[59:55] to know and we'll take those questions and put them into this and that'll come

[59:59] right at the beginning so as soon as you narrow down that first group to eight to

[1:00:04] ten that you like we're sending this to them and we'll get that back and you'll

[1:00:08] have this in your report packet within five days

[1:00:11] if you have ever experienced a situation of public outcry angry citizens negative

[1:00:16] media I think this is stuff that already know about these candidates way before

[1:00:21] we suggest them as uh as a as a potential Finance so you'll have this

[1:00:27] information it'll be their write-up um what do you consider to be your

[1:00:31] greatest achievement how do you tell us ways you improved cost of operations

[1:00:36] when he sees the major local challenges facing local government in the next 20

[1:00:40] years tell us more about your management style

[1:00:44] and then what are your salary expectations and uh

[1:00:49] so I hope that that who was then ask that question I'm sorry Tom Tom

[1:00:55] all right we'll put that addresses I hope that that

[1:01:00] I hope you'll find some value there a question

[1:01:05] um Dave that's Karen again um did you send us this one this morning

[1:01:13] um I sent uh two profile samples and if you can take a look at those or PDS and

[1:01:19] you can take a look at those and tell me which one you like better stylistically

[1:01:24] which one you know kind of works for you that'd be great

[1:01:28] um I'm like in love with it so if you want to share this one

[1:01:32] all right but also the reports I did send you two different reports so you

[1:01:37] can get an idea of what you'll you'll be getting a sample of the kind of report

[1:01:41] that you'll be getting from us at each phase

[1:01:44] yeah Dave is this something you sent out this morning because I have not received

[1:01:49] anything from you maybe Deb did I think Jane did I did I sent it out right

[1:01:56] before the meeting I didn't want you to be overwhelmed with it during the

[1:02:00] meeting but after I gave you this this kind of we went through this I wanted

[1:02:04] you to have it in your inbox immediately after the meeting so you have you should

[1:02:08] have that so you did receive did anybody else receive no it's about eight

[1:02:12] megabits to go through some email Services there were four documents you

[1:02:17] said right attached to it yep yep yep well I didn't get it baby okay 9 58

[1:02:27] this morning any of you each of you are you are are more than welcome to call me

[1:02:31] directly on my mobile so if something like that you're expecting an email you

[1:02:35] didn't get it absolutely call me um I get inundated with a lot of emails

[1:02:39] and it really puts priorities to the topical people calling me and say hey

[1:02:43] can you send this right away we can troubleshoot it it's done we don't have

[1:02:46] to dance around for a couple of days with the email back and forth

[1:02:52] yeah so Dave this is Tom again I have one

[1:02:56] other question this is personal um I'm going to be traveling from August

[1:03:00] 22nd to September 8th back to Africa a couple different countries

[1:03:06] um and it looks like most of the things on the timeline your responsibility but

[1:03:11] the sort of September 4th meeting will that be an issue or could there be

[1:03:17] any electronic stuff I can't guarantee how the internet will be

[1:03:24] that's something that uh the dates are going to slip a little bit

[1:03:30] you know I'm going to go ahead and change these now just because I think

[1:03:35] that we're going to

[1:03:40] I think we're going to want to take an extra extra week to make sure everybody

[1:03:44] is involved

[1:03:50] um in in terms of uh communication August 27th I don't know

[1:03:56] 31st one two three

[1:04:12] sorry that this is work on the Fly

[1:04:16] so we're looking at having that first report that candidate

[1:04:22] Report with all of the top candidates to you on September 4th

[1:04:32] and that are on the third and then having a meeting all right honor around

[1:04:36] the fourth we're really flexible on the time I like to try to stick to the

[1:04:41] schedule but if if you need to move that a day or two uh that's okay and as a

[1:04:47] committee this is your process so we're very flexible in that okay

[1:04:53] you may want to change that at least to September 5th and September 4th it'll be

[1:04:58] Labor Day

[1:05:01] thank you yeah I'm okay I wanted to change that

[1:05:05] too so I sent it to you I'll send it to you on Sunday Monday will be Labor Day

[1:05:09] [Music] I know it's the school committee person

[1:05:14] that realizes that right but also I'm just curious about do we want any time

[1:05:20] to look at what you send us before we meet yeah so I know I'm going to do more

[1:05:24] if I get something on one day I oftentimes I can cut a lot of time but I

[1:05:30] think to have a couple days or so yeah really look at it and saw it so again we

[1:05:36] may we come to our immediate our meetings fully ready to engage if you

[1:05:42] send it out to us these are the reports and if you remind us what your agenda is

[1:05:48] for the meeting that we're going to be having in terms of what we should come

[1:05:52] prepared to discuss and decide then I think that will give us a good framework

[1:05:57] for um for reviewing it and then we'll have a

[1:06:02] much more effective meeting and and I'm going to normally normally we would get

[1:06:08] you or send you the report on if it's something closed on Sunday we send you

[1:06:11] the report Sunday and then we have a meeting on on on Monday or Tuesday

[1:06:18] if you'd like we can I'd like to still get those reports done on Sunday send

[1:06:23] them to you I don't know what dates you prefer to have those meetings we can do

[1:06:28] it Wednesday that'll give you two and a half to three days to review those is

[1:06:32] that okay meetings on Wednesday

[1:06:37] yeah Dave I'm going to be this is Karen again

[1:06:41] you're going to get to know my friends really well sorry

[1:06:45] um I'm getting I'm getting familiar with you don't sound like Tom yeah

[1:06:51] um yes and Cindy's been quiet um so I'm going to be real honest I am

[1:06:56] in the midst of um tomorrow we start our interim

[1:07:00] um superintendent search for our school superintendent and then

[1:07:06] we're going to be starting in an overall superintendent search so

[1:07:10] um so I'm I'm going to be doing a balancing

[1:07:15] act here so I am I am concurring with James

[1:07:20] um and I'm on June 20 I'm in July 21st

[1:07:29] August 21st sorry I don't even know what month it is anymore I've been doing so

[1:07:33] much school committee stuff um August 21st

[1:07:38] um I well we don't have anything scheduled that day right no no August

[1:07:43] 21st we will be setting out the um schedule for school committee meetings

[1:07:49] so anything that we can kind of figure out now for this committee would

[1:07:55] be awesome yeah well I know

[1:08:00] I know and Jane's on even more committees than I am

[1:08:11] we're going to have absences in some of these meetings and I

[1:08:17] don't if we wait for everyone now to be

[1:08:21] available for every meeting it'll be Christmas and we won't have this process

[1:08:25] complete unfortunately right that's just the way it is well my biggest thing is

[1:08:30] if I can coordinate since I'm the school committee rap yeah

[1:08:34] yeah and just like you're the finance I just want to be I don't want to miss

[1:08:39] this I don't know sure because I'm representing the school yeah look I

[1:08:43] think we have to stay a little bit open to life happens you know and we'll make

[1:08:47] a commitment with amongst ourselves and with Dave just say you've got us

[1:08:51] something on on a Sunday and yes would like to try to be on a Monday on a

[1:08:55] Wednesday right however you know something comes up in your life

[1:09:01] in your family there's there's an emergency or unusual thing of some sort

[1:09:06] um and then we determine if there's if you know if anyone the topic of the

[1:09:10] meeting is but okay so it's okay to have this meeting without that person there

[1:09:14] or you know what we're making some pretty important decisions at this next

[1:09:18] meeting we want people there so let's let that date Flex until we can all be

[1:09:22] there exactly

[1:09:24] yeah that whole schedule is tentative anyway right exactly

[1:09:29] so I'm just putting that out there Dave because you know um

[1:09:34] someone someone you know is ill dies whatever

[1:09:41] don't even say that no no yeah me too that's why I'm saying that I do think

[1:09:46] though I would say you know this is Cindy Dave I do think having like the

[1:09:50] dates yeah I mean I think that we're all realistic it might be flexible right I

[1:09:54] certainly understand that as well but having the dates kind of set will be

[1:09:58] helpful I mean I'll try the best I can to you know secure those dates not plan

[1:10:02] things so during that time so for all of us I think having a dance and you know

[1:10:06] your um timeline looks like I mean it's faster than I thought it would be so I'm

[1:10:11] impressed by that it seems like a process that would move along fairly

[1:10:15] quickly at the rate that would you know that you've introduced so um it's

[1:10:18] exciting that's a that's a good thing I mean the sooner that we can move the

[1:10:22] process through the better as well I mean we're a town that needs leadership

[1:10:26] and you know we have an interim right now but interims are interims and you

[1:10:30] know we know a lot of things going on in the community so I think it's a it's

[1:10:33] great that the process could move along this quickly I was visioning it being

[1:10:37] much longer so that's exciting I'm excited yeah

[1:10:47] October 10 October 11th that should be that date

[1:10:52] the question that I have here on on this date what and then the reason I have

[1:10:58] this highlighted in yellow is because at some point you're going to want to have

[1:11:03] the committee maybe maybe not I don't know but you may

[1:11:08] recommend the question in my mind was at what point does the committee hand off

[1:11:14] its recommendations of the finalist candidates and invite them in the

[1:11:19] interview [Music]

[1:11:20] at what point do they hand that or do they hand that off to the select board

[1:11:24] to make that decision and make that publicly known I don't know that's a

[1:11:30] question that I have and so that's why I haven't highlighted yellow

[1:11:35] it did the Florida selectman give you that authority to go ahead and

[1:11:40] select those candidates and we just move forward and notify the board or does the

[1:11:46] board have some

[1:11:56] I don't refer to them in a minute but I'm pretty sure that we're going to be

[1:12:00] selecting the candidates the the finalists and making a recommendation

[1:12:05] based on those am I right oh yeah Audrey here

[1:12:10] um yes typically that is what happens the search committee you know regardless

[1:12:14] of the position um only brings to the board the final

[1:12:18] three candidates so up until that point the decision is

[1:12:22] all on your on you on your committee to make the best recommendations and then

[1:12:26] or select them and take it from the heaven that's down to three

[1:12:33] and so what I have on the schedule there is on October 8th on Sunday we'll send

[1:12:38] you the final report committee the final report with a full

[1:12:42] background checks criminals demo Etc that's all this stuff preceding the

[1:12:48] determination that you'll make on Wednesday October 11th for who you want

[1:12:53] to who you're going to recommend is your uh candidates for interview

[1:12:59] and so I have there October 11 which is Wednesday but I don't know how that how

[1:13:05] that uh I don't how that corresponds with a a board a pre-established date

[1:13:14] for the for a select board meeting meaning if the board if there's a board

[1:13:20] meeting on the 10th and we're planning on meeting on the 11th perhaps we meet

[1:13:25] on the 9th and then get that recommendation to the council or do we

[1:13:29] need another week for that to be posted I just don't know I don't have that

[1:13:34] particular piece it's like throwing a needle we need to make sure that we give

[1:13:37] ourselves can I ask a question about the process you're talking about because I I

[1:13:41] would think that you get your report I mean is that report on the final three

[1:13:45] candidates or if that's or what because if we're getting a report

[1:13:54] you'll probably will probably recommend that you look at

[1:13:58] by potential finalists and we do the

[1:14:02] criminal civil background informant verification reference interviews we

[1:14:07] will there'll be there'll be at least three qualified possibly all five but

[1:14:13] the reason we do that is to make sure that if one of those candidates happens

[1:14:18] to drop out you don't want to be limited to free otherwise you end up with two

[1:14:22] and so you'd like to make it a little bit a few more a couple more than that

[1:14:26] and that way you have uh the ability to say okay we like these three or we might

[1:14:32] even like these four and we might want to bring for it so

[1:14:37] that you asked a question and I partially answered it and I can't I

[1:14:42] can't remember the exact question that you asked well I I'm just curious about

[1:14:45] you know I'm not tracking um

[1:14:50] for all this detailed background report just final report from that on the final

[1:14:55] set of candidates uh how many of those were getting them

[1:15:00] on so that we have to the time we have to spend to review that and to vet those

[1:15:04] candidates and from that support make our final recommendation of the top

[1:15:09] three candidates select one that's but I guess so it's like because I'm just

[1:15:16] taking this all in now even though I've read the reports

[1:15:19] I'm just trying to 40 follows to post them that how this is unfolding how it's

[1:15:25] getting more and more specific where we're getting more and more of the

[1:15:29] information we need to make that final recommendation and so it sounds like

[1:15:35] there's a few different reports yeah for me I'm

[1:15:38] very visual I need to speak to that each report each report in each meeting

[1:15:42] you'll narrow the candidates initially their first round candidate you'll have

[1:15:46] 12 to 15 recommendations 12 to 15 uh recommended to you you'll narrow that

[1:15:52] down to to eight to ten okay then we'll go do the the the

[1:15:59] internet social media of those eight to ten I will bring it back to you and then

[1:16:04] you'll say okay we like these sticks to eight but we don't like those other ones

[1:16:09] because of the problems that we've had those six to eight then we'll do the

[1:16:12] full background check on and then depending if I'm maybe five maybe six

[1:16:17] and then we'll do the full uh criminal civil background check employment

[1:16:23] verification education verification contact and speak to an interview at

[1:16:27] least four of four references in detail and then we'll provide that to you so

[1:16:32] we're providing less can't the candidates are being narrowed down down

[1:16:37] but the information on the candidates you select we're providing you more and

[1:16:41] more depth on each of those accounts so what is the time you get down to your

[1:16:45] finalists you will have a very comprehensive amount of information on

[1:16:51] those finalists that that will give you everything you want to know about them

[1:16:55] do it definitely and that final report you're talking about is the one we get

[1:16:59] on October 8th or whatever you're called whatever date was

[1:17:04] yeah so the fun the finalist report all of that stuff will be done October 8th

[1:17:11] thank you and the reason the reason why it takes a

[1:17:16] little bit longer on uh on the finalists is because

[1:17:25] I'm going to show you this

[1:17:33] so here's what the finalist report will look like

[1:17:37] and it shows you it has the resume cover letter candidate introduction writing

[1:17:41] sample disclosure statement the personal interview with the candidate reference

[1:17:46] interviews criminal civil background checks with each of those reports

[1:17:53] you'll have all of that information in the final in the final background

[1:17:58] investigation part one background investigation part two and

[1:18:03] I'll show you

[1:18:06] so there's the disclosure statement there's the telephone interview that I

[1:18:10] have with them initially there's their writing sample with all those questions

[1:18:14] that I showed you and then here is their internet social media

[1:18:19] uh information so that you can see on there's there's a lot of times I mean

[1:18:25] we've found a candidate that was in a bar brawl I mean we some really

[1:18:30] interesting stuff but here's what we do with our criminal investigations

[1:18:36] uh civil search and this has all the different counties that they've lived

[1:18:41] order vehicle search bankruptcy we contacted him and do other other from

[1:18:48] our employers and so this will be a final interview

[1:18:51] sort of finalist report thank you you won't have all this information for the

[1:18:56] earlier people in the process you'll only have those are the finals okay

[1:18:59] thank you

[1:19:03] chair yes if I may I it's Audrey again so we're just looking at at the dates

[1:19:09] that you have so if I'm understanding correctly

[1:19:13] um October 11th that is when

[1:19:19] this committee would meet well yeah October 8th on Sunday October

[1:19:25] 8th is when they will be spent the finalist reports okay beyond that it's a

[1:19:30] correlation between when the committee meets and when they provide the

[1:19:35] information to the selector all right so we look at when I'm looking at the

[1:19:38] select board meeting for we meet the second fourth Mondays the

[1:19:44] second Monday is a holiday the 9th is Columbus Day

[1:19:48] so I suspect this is not verified it would have to be decided on by the board

[1:19:52] I would suspect that we will be meeting instead of second and fourth it will be

[1:19:57] the third and the fifth which would be Monday October 16th

[1:20:02] and then October 30th so if the report is provided to this

[1:20:07] committee on the 8th it would give them a week to review it make their final

[1:20:12] three to us on the 16th or I know at one point it was discussed about having a

[1:20:18] meet and greet are we at that meet and greet yet with that at this point

[1:20:23] so if we wait till not yet okay apparently so the the if the committee

[1:20:31] meets on the 11th yeah and then selects finalists and then recommends them to

[1:20:36] the board the board then meets on the 16th okay then after that

[1:20:41] uh we we can start on the 11th we can start as a committee working on

[1:20:48] the interview design and coordination of what we normally recommend is if so

[1:20:52] bring them in on a Sunday have a uh if there's a council meeting

[1:20:58] on Tuesday um we like them to be uh we can do a

[1:21:03] interviews on Monday this is what we normally do we bring

[1:21:07] them in the night before us and have a social event right uh with community

[1:21:11] members and and what have you stakeholders then the next morning we

[1:21:16] have drop-in coffee and donuts with uh the employees can come meet all the

[1:21:21] candidates and just talk it's very informal yep

[1:21:25] um and then 9 to 12 we have panelists so we'll want to have a technical panel

[1:21:30] people that are focused on more technical questions about Administration

[1:21:33] Finance Etc will have an administrative panel which deals more with a lot of the

[1:21:41] the interaction with the public and um so we can have a technical panel

[1:21:47] administrative panel and then take at the same time we have all three of them

[1:21:52] um interactive we have um just looking to

[1:21:55] see if I have a schedule I can provide you with a schedule that's very

[1:22:01] um very simple to follow then we'll have

[1:22:05] lunch what we what I like to do is take all the candidates to lunch with

[1:22:09] department heads okay and it's interesting because a lot of our clients

[1:22:14] have said well that's really strange at all I've never heard of all the

[1:22:17] candidates being together they like it we have so much positive feedback from

[1:22:22] the Department that's getting to see all of them at the same time just having

[1:22:26] lunch together in the afternoon it's kind of a break and then in the evening

[1:22:30] uh interviews with the with the select board some municipalities like to do

[1:22:36] that in a public forum some of them like to do it in in an

[1:22:40] executive session it's entirely up to you how you decide to do that we've even

[1:22:45] had some City councils broadcasted on their on their cable channel

[1:22:50] and so they want to know you know this is fully public

[1:22:54] um so we can work on that interview design and coordination starting the

[1:23:00] beginning of August who's who you'd like to be on the committee uh on the on the

[1:23:04] interview panels Etc et cetera so I can give you that a little bit later and

[1:23:08] just correct me please David at this point are we talking final three are we

[1:23:13] talking top five or six you know it it's it's three is a magic

[1:23:19] number but we've seen the experience we've experienced several times when the

[1:23:24] candidates were so good okay that the the the council or the Committees said

[1:23:30] you know what we want to bring in four um and that's okay too it just it really

[1:23:36] depends on it's your search they're your candidates and whatever you feel is

[1:23:41] appropriate don't please don't think that free is the absolute you know

[1:23:46] Universal answer to this because you may see that in this process where there's

[1:23:53] four and you just don't want to let any of them go so I have another one thank

[1:23:56] you thank you

[1:23:59] and I have only because I was involved in the last time manager surge so this

[1:24:03] one sounds like we do all this work with the reports that you provide to us and

[1:24:09] you've had interaction with these candidates but we don't have any we're

[1:24:12] not going to be doing any interviewing we're just making some recommendations

[1:24:16] to the board the select board and then they are some or some interview process

[1:24:21] yet to be described to find is going to happen because the experience I had

[1:24:25] before was the committee interview the candidates before as before we made our

[1:24:29] recommendations to the board and then the board of Selectmen interviewed them

[1:24:33] in public and and made and made the final decision what is it I'm you know

[1:24:38] I'm open I'm just curious as to what am I right that we're not right now what

[1:24:43] you've been describing is we're not interviewing these people we're just

[1:24:46] doing this based on paper or not

[1:24:51] they're asking me yes

[1:24:55] um the answer is and most Consultants would

[1:24:58] slap me in for saying this but the answer is I don't know

[1:25:02] the air committee and based on what I've seen is really good okay and so there

[1:25:07] are people on the committee that have really good experience I think it would

[1:25:10] be a boss if we didn't have you involved in some of the either the technical

[1:25:16] panel the panelists or a uh administrative panel I think that would

[1:25:21] be a serious loss of value if we didn't but you may also want to include a

[1:25:28] department head like maybe the finance idea is it Dean is that right

[1:25:33] you know with Dean's background you know the finance committee you have to be

[1:25:38] really important to have him on a panhandle maybe a department head also I

[1:25:43] don't know we don't know yet what the what that those panels are going to look

[1:25:47] like but I certainly wouldn't count yourself out

[1:25:50] I certainly think there would be some value to have some of you on those

[1:25:55] panels um because you've been through this

[1:25:58] process the whole way and and so I hope that you will be but I don't know what

[1:26:03] that what that structure is going to look like just yet but as we get closer

[1:26:07] to that I think each of you will have some ideas on what those panels might

[1:26:10] look like yeah I I would send you uh I can send you a draft schedule so you can

[1:26:15] get an idea sure I like what you're suggesting I hope you

[1:26:20] would be participating

[1:26:24] uh Audrey um thank you Mr chair um just you know following the the

[1:26:29] pattern here so I think to answer your question from my perspective anyway the

[1:26:34] answer would be yes on the 11th you're not going to have met any of these

[1:26:38] people right um so you would be making your finalist

[1:26:41] recommendations whether it's three four five without an in-person

[1:26:47] um meeting an option perhaps could be um a zoom meeting an executive session

[1:26:53] that's what we that's what we did before so he would at least have a visual you

[1:26:57] know mannerisms and such like that um to help you make a decisions for the

[1:27:02] 11th and then when they come in on the say 15th to the 16th that's when you get

[1:27:08] the full face-to-face Etc sit on the panels to ask for the

[1:27:12] discussions and then of course you would we would be welcoming your committee to

[1:27:16] our board meeting that night for any further any final input from the search

[1:27:21] committee before the board takes it any further thank you I'm a little more

[1:27:27] comfortable but maybe it'll change as we go through

[1:27:31] this process but right now I'd be hard-pressed to say to feel like you

[1:27:36] know these are these are what I feel are the top candidates based on what I've

[1:27:39] seen on paper right and and administrator

[1:27:43] um I I concur with you um having a you know having work in um

[1:27:51] not just set the state but I've worked in HR for 25 plus years

[1:27:56] people can look really good on paper and having you search committees I mean

[1:28:01] having you search firms before um and and I'd have to say that Dave I

[1:28:06] am in love with all your processes and your reports I really am

[1:28:11] um people can look great on paper um but I am a huge proponent of

[1:28:19] it for me it's going to be about to fit um and I think that's that's going to

[1:28:25] come through in interviewing them and I think that this

[1:28:31] um this committee is going to have to have

[1:28:34] a key role in at least when we get to the final few at least having a piece in

[1:28:40] that so I think that you know Audrey you made a good great suggestion which was

[1:28:44] great minds think alike it's something that I'm going to ask if we could do

[1:28:50] um but even I I thought Dave's suggestion was great maybe even making

[1:28:54] this committee one of the technical panels you know was a possibility but I

[1:29:00] think before we recommend anybody of the finalists we have to at least talk to

[1:29:05] them yeah like thank you so yeah

[1:29:09] um I just slipped in there so between September 13th and August 8th there's

[1:29:15] about a three week period where it takes time for the counties involved in the

[1:29:20] background stuff to get us their information sometimes it comes back

[1:29:23] quick sometimes it doesn't I think that would be a perfect opportunity in

[1:29:28] between September 8th and October September 13th and October 8th if we

[1:29:31] that that following week established we're going to set up some video

[1:29:36] interviews with the committee with those candidates what do you think yeah that's

[1:29:42] great thank you yeah definitely I found that seeing how

[1:29:48] a candidate reacts to the interactive uh process of asking questions and asking

[1:29:54] questions yeah and one of the things that I always liked was to have the

[1:30:00] candidates ask questions yes of the interviewers so and that tells you a lot

[1:30:06] on your point Tom I think that um both for David for us is to come up with

[1:30:12] the questions that we want to ask including do you have any questions for

[1:30:17] us so it'll be you know either you know we come up with that together we give it

[1:30:21] to talk to Dave Dave suggests some for us but so we're asking the same

[1:30:24] questions of all of the candidates also it's very important

[1:30:31] thank you

[1:30:38] I call it that this why don't we call it committee discussions or interviews it

[1:30:43] doesn't either way it doesn't matter news can you call it whatever you want

[1:30:48] there because we all know what it is right

[1:30:53] so we also have uh questions from the for the interviews we are often asked if

[1:31:00] we have a list of of a sample interview questions absolutely

[1:31:06] you've been doing this a long time we have a set of interview questions for

[1:31:12] technical panels administrative panels and for city council and we just provide

[1:31:17] that and you can edit that or break whatever you want and and it's really

[1:31:21] solution to kind of a kind of a cue card if there's some things on it that you

[1:31:25] find more interesting discuss

[1:31:33] I have a feeling Dave has a library yet things he could just send us

[1:31:40] we're kind of new at this we've only been doing it later all right as long as

[1:31:44] you're still learning it's a chair if I mate yes just to kind

[1:31:49] of like wrap this up so provided you know we have tentative

[1:31:54] dates um if in fact these work out as we've

[1:31:57] discussed so on the 16th the board meeting that evening

[1:32:02] um the candidates are there the search committee is there the search committee

[1:32:07] makes their official handoff to the board and at that point is the search

[1:32:12] committee's job done so is there anything further that they

[1:32:16] will need to do

[1:32:20] I would imagine at that point it's done you've handed it off to the board and we

[1:32:26] say thank you very much for all your hard work and and now it's on okay just

[1:32:32] yeah because um I won't be there for the interview

[1:32:36] process I'd like to uh I'm not involved in terms of answering any questions or

[1:32:43] prompting I'd just like to make sure that things are running smoothly most of

[1:32:47] the time I'll be out there making sure that the candidates where they need to

[1:32:50] be if you can't if the committee members or panelists have any questions I do

[1:32:55] like to sit in on the interviews with the council

[1:32:58] um especially since sometimes these candidates might apply for a job in the

[1:33:02] future I want to make sure that I know these candidates are worth their salt

[1:33:05] yeah just like you um and so

[1:33:09] um okay generally will set up the interviews and the process and then be

[1:33:15] there either during that process and after all that information is taken from

[1:33:19] the technical panel administrative panel uh meetings with the staff or the the

[1:33:25] tours that information is then brought forward to the board select board and

[1:33:30] after they meet with each of the candidates they have a debriefing and

[1:33:34] they kind of discuss and we've always found it very useful to be there because

[1:33:38] the council or the uh the board will ask us questions and talk about this and

[1:33:42] talk about that and so we're there to make sure that not only when the

[1:33:47] decision is made but then that we have and understand where the board is coming

[1:33:52] from when they're looking at particularly Canada to offer them a

[1:33:55] contract part of our scope of work is to is to help with that transition to make

[1:34:01] sure that um

[1:34:03] the account the board says hey look we can offer this salary this this we take

[1:34:08] that offer back to them we ask them is there anything that you particularly

[1:34:10] need and we try to make that process as smooth as possible so that the person

[1:34:15] hits the ground running without any reservations at all and sometimes if we

[1:34:21] get all the way to that process and then we're not involved something breaks down

[1:34:26] in that hand off and so we want to make sure that that's just a smooth

[1:34:30] transition handoff and you guys are off and ready

[1:34:33] very good thank you sorry I was just going to say so you're

[1:34:37] aware that our that at least in the past that our

[1:34:43] um Board of collect men interviews them in public at a public meeting correct

[1:34:49] yes okay so a question I have is one that when it gets to that interview

[1:34:54] process and these panels sound really interesting that's something new what

[1:34:59] What's the timing of that how does that all work like these candidates show up

[1:35:02] and in one day they get interviewed by these panels and then they get

[1:35:06] interviewed by this selectman and then how does the how does the information

[1:35:12] from all the panels get filtered into the select board so they have that

[1:35:16] information and perspective when they're waiting in their decision so like when

[1:35:20] does it when do you make your decision on the 16th of the next next week two

[1:35:24] weeks later after you get all the information from everyone well I would

[1:35:28] Audrey here Mr chair thank you um I would suspect that

[1:35:34] um Mary calendrella and Deb Dennis are two

[1:35:38] people in the cha Majors office will be very busy

[1:35:43] um Monday afternoon Gathering that information and I would expect that by

[1:35:47] the time the board meets that night we have that information in front of us

[1:35:52] so the panels are going to happen before you correct okay and also the panels

[1:35:57] like remote remote meetings so no I don't believe so correct me from around

[1:36:02] David the candidates will physically be here so they're going to come so you

[1:36:06] know they'll come on Sunday spend the night

[1:36:10] spend here Monday yeah so what do the panels mean the management meet Monday

[1:36:24] no it's okay here's what I do here's the draft right

[1:36:30] here okay perfect a little hard to read but that's okay

[1:36:40] all right so eight to eight fifty coffee with staff

[1:36:46] um nine to one technical panel administrative panel and in this case

[1:36:53] drive and drop tour okay so from nine to one is meeting with the panels

[1:36:59] um one to two thirty approximately lunch with department heads

[1:37:05] um five to nine thirty this is when the interviews are conducted with the board

[1:37:11] of Select message

[1:37:13] um and then after those um interviews I suspect the board would

[1:37:21] go into executive session we would have our conversations and if all the all the

[1:37:28] stars line up we would have a decision that evening okay thank you I just I'm

[1:37:32] sorry I'm not particular about so I'm really curious could you remind us of

[1:37:37] what a technical panel is in an administrative panel

[1:37:41] even even if they've just sent me on the definition of what

[1:37:46] because I want what I'm curious about is what it covers yeah and my mind goes to

[1:37:50] what it's not covering okay can you see my screen okay

[1:37:55] technical experience yeah yeah so here's some of the panelists questions so it

[1:38:01] gives you an idea it talks about Public Works uh Capital Improvements okay uh

[1:38:06] facilities maintenance uh analyzing how well the person analyzes and processes

[1:38:12] information that they present to elected officials how much they interact with

[1:38:17] external agencies uh that's that's a big big issue in in New England yes it is

[1:38:24] customer service how they how they technically how they how they gather

[1:38:30] information about the levels of service and the quality service they're

[1:38:33] providing um Capital Improvements project

[1:38:36] management how they manage projects what's the most important elements for

[1:38:41] that decision making different Personnel decisions uh leadership and change you

[1:38:46] know what their priorities might be for the next first six to 12 months so these

[1:38:51] are more technical analytical how do you process information yeah how do you deal

[1:38:56] with difficult employees on a technical level

[1:38:59] in the administrative panel is more about

[1:39:04] um supervision how they supervise how they

[1:39:08] train and motivate interpersonal skills how they

[1:39:13] communicate to a department directors how they how they communicate with

[1:39:17] elected officials more substantive questions about some difficult

[1:39:21] challenges that they've had how they've worked through them management questions

[1:39:26] such as um

[1:39:30] Innovation um

[1:39:32] management style so all of those questions are are more management

[1:39:37] focused management style focused leadership Focus as opposed to

[1:39:41] analytical skills thank you yeah yep thank you

[1:39:46] sure yes go ahead Doug yeah uh Dave a separate question

[1:39:52] about compensation and I'm just I just want to make sure

[1:39:58] that after we go through this process that we don't have candidates whose

[1:40:05] expectations are above and beyond whatever the pay scale and I don't know

[1:40:12] what that pay scale is I'm not I I don't want to be involved in that

[1:40:16] part but I but I just don't you know I don't want five finalists who are all

[1:40:21] thinking uh that they're going to make something that we're not prepared to

[1:40:26] offer here

[1:40:29] wouldn't that be part of what we're putting out as a job profile I hope

[1:40:39] [Music]

[1:40:58] okay uh one of the things I got thinking is probably I don't have a lot of

[1:41:04] expertise around the technical items but I do have my most of my expertise that

[1:41:12] would be transferable is more along the administrative and how you know how does

[1:41:19] he work with the people who do the work how does he work with the rest of the

[1:41:26] people that he has to interact with

[1:41:32] uh so that you know really really the question comes down to you know

[1:41:40] um if the

[1:41:43] if this Committee participates in those panels would we potentially divide our

[1:41:52] our time based you know where do the one where we have the expertise

[1:41:58] so it wouldn't be all technical environmental technical or everyone on

[1:42:05] administrative does that does that make some sense to you

[1:42:11] sure sure and that'll be that'll be we'll provide some insight you know and

[1:42:16] as I get to know each of you through this process it'll be become more

[1:42:21] apparent but mostly it'll be your decision on who you think will be the

[1:42:25] most valuable or who it has the time or availability uh who might be more

[1:42:29] technical you might actually suggest another person on the administrative

[1:42:34] panel you might suggest let's let's get a a Town Administrator from a local from

[1:42:40] a from a neighboring Community to sit on the panel so we suggest or you may ask

[1:42:44] for a public works right depending upon the issues that you have you may want to

[1:42:48] bring in or ask another person that's not been involved in the process to be

[1:42:53] on on either one of those panels so it's really up to you it's really up to you

[1:42:57] as you feel how can we act the most how can you or anybody else have the most

[1:43:01] value to the process it's your process so I'm happy to provide some suggestions

[1:43:06] but there's no hard and fast rule on this

[1:43:10] okay there's some best practices but it really is your process

[1:43:15] Audrey thank you Mr chair um

[1:43:19] that yeah you gave it you kind of clarified things I I believe you know

[1:43:22] with import from Municipal Solutions the makeup of the panels would be this

[1:43:29] committee's purview drawing on not only this committee but

[1:43:35] as you're saying department heads other area facilitators and administrators I

[1:43:41] would suggest also obviously it would be your decision

[1:43:43] um maybe opening up to some citizens make sure that they have some

[1:43:49] qualifications behind their name and such like that but you know

[1:43:54] full transparency full disclosure having a few citizens on some of those panels

[1:43:58] perhaps um will would be a good way to involve

[1:44:03] you know greater greater number of people than just who's in here well to

[1:44:07] that point I mean we have we have some excellent department heads here that

[1:44:10] should be involved and we probably have some newer department heads it would be

[1:44:14] good to have them involved because they have because they're new right and if

[1:44:18] China fit it in and we have we have a town that really um

[1:44:24] we have a lot of things going on in this town that aren't

[1:44:27] specifically housed in town hall right but they're very important that we

[1:44:33] integrate them in and our town manager has had you know a significant say or

[1:44:38] hand in whether or not the town hall is going to cooperate continue to cooperate

[1:44:43] and coordinate and so it's I think to make sure we try to get some people like

[1:44:47] that in here will be important and I think it's important I I was going to

[1:44:51] say that too but I I also think that it's time that this town starts bringing

[1:44:56] in a few people that maybe were part of the disenfranchised Community because

[1:45:01] you know part of I think the problem and I'm saying this is somebody who's only

[1:45:06] been here four years and unfortunately it came right before covet so you all

[1:45:10] shut the countdown when I came um

[1:45:17] but you know um I I think in you know

[1:45:23] working with Winchendon is is one of the things that I've heard but you know I I

[1:45:30] see a lot of divide within the community and I'd like to see that this through

[1:45:34] this process one of the reasons I got involved in Winchendon was to try and

[1:45:39] help bring the community together no matter what anybody says about my name

[1:45:43] being Aaron um you know so I I'd like to see us

[1:45:48] bring in community members that maybe they might not have the letters behind

[1:45:54] their name and and I don't put as much stuff in a degree or anything else I put

[1:45:59] a lot of stock in community and transmitter experience so

[1:46:03] um and and in their experience in life and everything else so I think it's it's

[1:46:09] important that we open these panels up as as much as possible to the community

[1:46:15] yes Audrey if I may just clarify Karen and I apologize if it came across that

[1:46:19] way no I didn't I didn't indicate you know we the cream of the cream open it

[1:46:24] up to the citizens as a whole um and ask them to just tell us a little

[1:46:29] bit about them what must we do for like we did for this committee and why would

[1:46:33] you be interested um that that was all I imagine and I

[1:46:37] wasn't critiquing you thank you I appreciate that I just wanted to put it

[1:46:41] out there yes you know just because I think that you know

[1:46:45] um unfortunately you know what what even I didn't realize you know because I

[1:46:51] was looking at them unfortunately census data that was older when I when I picked

[1:46:56] Winchendon and I picked Winchendon I looked all over the state before buying

[1:47:00] a home here um but I was looking at at data that did

[1:47:05] not reflect what the actual you know real income level of Winchendon actually

[1:47:12] is and we we are a poor Community we are a school district that is in Dire

[1:47:19] Straits we are you know and and I don't mean that with anything that is

[1:47:23] currently going on I'm just talking you know we're in turnaround status we have

[1:47:27] things that are going on so we're in we're in a place of books good things

[1:47:31] are happening but it's been a long time coming you guys you people in this room

[1:47:36] have done an amazing job I'm a newcomer I've done nothing but

[1:47:41] um you know we need somebody that's going to come in and stay more than a

[1:47:45] couple of years and is going to embrace everybody and work with every Community

[1:47:51] member and I really believe it not and I want to be a part of that and bring that

[1:47:55] to Winter then and I I just want to make sure that we bring you know as much

[1:48:00] experience to these channels as possible so it was not at all I was if that came

[1:48:05] across at all I'm sorry Audrey that's not at all I know you're hard to always

[1:48:09] in the right place thank you so that's not at all what I meant I just I feel a

[1:48:13] lot of things that we we are not hearing all the voices

[1:48:18] yeah it's a great opportunity again and so it and because

[1:48:25] what it sounds like if I follow the story is to come sometime in August we

[1:48:29] this committee should stop thinking about panels yeah yeah because we will

[1:48:36] need to be recruiting if you will for that so we'll talk more about that

[1:48:40] October yeah as the meetings go on right yeah uh Dave this is Rick Ward

[1:48:47] I I met you a couple months ago I think it was a couple months ago yes okay I'm

[1:48:53] just trying to visualize this I believe it's October 16th day in my I want a

[1:49:00] visual of what it's going to be so a lot of activities in the morning but

[1:49:06] from the panels those panels will be meeting in public right

[1:49:12] inside most channels um

[1:49:18] that's a good question the I I didn't have it public or you can

[1:49:24] have it or you can have it private and have the council meet or the the board

[1:49:29] meeting public um it just depends on

[1:49:33] your level of comfort and what you want to achieve what you want to accomplish

[1:49:39] from those uh those um turn this off one second

[1:49:47] becomes those sharing the screen it depends on what your objectives are

[1:49:54] um it can be public

[1:49:58] usually the technical kind of administrative panel you really want to

[1:50:02] have some deep you know good discuss it's up to you it's really up to the

[1:50:06] board in terms of how what some clients have

[1:50:10] wanted to be more public some will want to be more privateers have a public

[1:50:13] meeting at the end I'm just trying it depends on the dynamic of the community

[1:50:17] you know you don't yes you don't want to have public

[1:50:21] comment right maybe you do but generally you don't you want to get the most value

[1:50:26] out of I always recommended clients you have the opportunity to have three or

[1:50:31] four candidates highly professional people there

[1:50:35] and it's an opportunity to glean things from the pull experience from them to

[1:50:40] pull Knowledge from them you don't get an opportunity to have you know three

[1:50:46] World Cup soccer players in your Olympians or whatever you're going to

[1:50:50] have some really quality candidates here you want to make it the most productive

[1:50:53] that you can right and and sometimes which if you have a public level if you

[1:50:58] have an upper public comment it can be a distraction it can also become

[1:51:04] um if people are on panels that don't have

[1:51:07] experience with those kinds of things it can become

[1:51:12] a distraction it can become and reflect less professionalism you just we want to

[1:51:18] make sure that there's this instruction in a way that people can participate but

[1:51:23] it's it's done in a professional manner so that it you get the most out of the

[1:51:28] Innovative process it's helpful to them so I'm just trying again trying to

[1:51:33] figure the day so I would assume those would probably take place in town hall

[1:51:38] probably second floor it's the most spacious place

[1:51:43] and so those will go during the day the board the committee will have

[1:51:50] already sort of interview the candidates around

[1:51:54] September 11th or whenever yes whenever you're going to have that done

[1:51:59] so these panels and they can be private I don't mind that because I really don't

[1:52:04] think we want to open the public to asking questions that could be ugly so

[1:52:09] no public involvement on that pie other than making it available for them to see

[1:52:14] if they wanted to I mean it could be you could see it on Zoom but you don't get

[1:52:20] to you're cut off you can't yeah well you can have it you can have an open

[1:52:24] Panel and not have public comment right right okay yeah sure you just have to

[1:52:29] make sure yeah it's not it's not open for

[1:52:33] discussion yeah so these panels if they're available

[1:52:38] as a slow I'm looking at is from my selectman's point of view you know and I

[1:52:43] know I'm going to get this information from the but if that day is a full day

[1:52:47] and I can sit there I don't have to sit you know worry about I gotta read this

[1:52:52] stuff you're going to give it to me three hours from now and we're going to

[1:52:55] need two hours I'd rather sit there and hear from what you what your committee

[1:53:00] is going to do so and then when that's all done later

[1:53:04] in the evening we go back to our traditional it's going to be the board

[1:53:09] of selectment meeting we're going to interview three

[1:53:12] candidates or four or five it doesn't matter

[1:53:15] whatever you guys want want to bring forward because I look at this committee

[1:53:23] as when you give us three names or four names

[1:53:27] you've pretty much put a stamp of approval on any one of those

[1:53:32] you know so whichever one the board of Selectmen pick we've got you a backing

[1:53:38] because you gave us those three names so we're assuming that your board isn't

[1:53:43] divided when it comes time to you know like we really didn't want that

[1:53:48] one two of you don't want you know I really want that to be

[1:53:52] that I'm trusting the committee to give me

[1:53:57] either one I pin is one you picked granted you're probably going to

[1:54:03] recommend one out of the three I don't know if you're doing that to us so

[1:54:06] you're going to just say here are three or you're going to rank them and say

[1:54:11] these are our three percent yeah it's up to you yeah okay it's up to you to do

[1:54:15] whatever but again one of those three is fine

[1:54:20] with you I think as Dave said all three or four candidates will be qualified and

[1:54:26] we hopefully will be able to recommend any one of those four and put the onus

[1:54:33] on you right and then we'll do our interviews yeah it could be one night

[1:54:37] but it could not be depending on how many and whether they're available it

[1:54:42] might be two nights and then we'll go into executive session come out of

[1:54:45] executive session announce who the person is all we have to do yeah

[1:54:59] don't have any pity on the board of selectman

[1:55:04] a very long meeting and we have a very long name

[1:55:07] we're going to be right there that's your cross to where it is

[1:55:15] anybody have any more questions of Dave because it's going a little past noon

[1:55:20] time it's a quick question

[1:55:24] okay uh Dave uh one of the things that I would like to have and I don't know if

[1:55:31] it's something that can be provided is to see the themes as far as success

[1:55:39] factors divided by okay these are the things that the staff fell through the

[1:55:44] success factors these are the things that department heads felt were success

[1:55:50] factors I don't know what other group you're interviewing the fleckman so that

[1:55:57] you know getting the themes for each group would be useful to me and is that

[1:56:03] something can be done

[1:56:09] what I think you're asking is how we folate how we pull together the feedback

[1:56:16] from each of those different segments is that what you're asking uh

[1:56:20] I guess the question is uh I I'd love to see what

[1:56:25] e-group has the themes for what they consider to be the success

[1:56:32] factors and know that what the source was for

[1:56:37] sure if I may um I can understand the value of that to

[1:56:43] this committee however I also don't want you to be influenced

[1:56:46] by our by what we want so perhaps Dave you know with some high level

[1:56:53] report of your

[1:56:58] you know Coalition of you know department head talks Board of suckman

[1:57:04] talks picked the themes of very high level themes that we seem to focus on

[1:57:11] what where the areas that we're particularly focusing on

[1:57:16] yeah that makes sense yes that sounds exactly right yeah

[1:57:21] we just had a we just had a recruitment for a city and uh

[1:57:29] Iowa and they have a lot of challenges and so

[1:57:36] I'll just put that up there for you to see

[1:57:41] so this is what we pulled from the meetings with the council members

[1:57:45] opportunities and challenges so each of them talk about we don't have a

[1:57:48] strategic plan we have aging infrastructure what we do is we put all

[1:57:52] that into okay these themes and then here's your ideal candidates okay that

[1:57:58] becomes the metric by which you then you've got me then evaluate each of the

[1:58:03] candidates so we take that information

[1:58:07] and you're able to see which ones of these meet those qualifications and

[1:58:11] don't perfect yes thank you that's good

[1:58:18] hey what do you see us going from here now

[1:58:22] hey you guys are this is fantastic this is the most participation I've had in

[1:58:26] recruitment I love it

[1:58:31] so as long as as long as you let me know when there's someone involved in the

[1:58:36] process that is the community curmudgeon that would be good to know yes that's

[1:58:42] all of us yeah

[1:58:49] local government is not nearly as challenging as working in Iraq and

[1:58:53] Afghanistan so I really enjoy it yes I mean why not any any Community has their

[1:59:00] their naysayers and such like that so it has to uh but you know what I think

[1:59:07] the thing that I really got a lot of compliments you on is that you're very

[1:59:11] mindful of involving the community and and uh I think it's great I think

[1:59:18] it's it can be a really fun and an enjoyable process for everybody involved

[1:59:22] in it so I'm anxious to find out how they just

[1:59:25] take shape you know when we know our technical process but it's really all

[1:59:30] about you so how do we make that work for you and I'm I'm really enjoying the

[1:59:34] conversation so thanks everybody oh thank you now David what do you think

[1:59:38] our next step is I mean are you going to be with us again

[1:59:42] uh we meet uh you sending information what what do you see uh happening

[1:59:51] the next step is I'm going to send uh an image I'm going to college out as soon

[1:59:57] as I hear from from

[2:00:01] Audrey see as soon as I hear from Audrey and get the contact information I'll

[2:00:07] start reaching out and setting up interviews the next week with each other

[2:00:10] department heads and the select members and each of you

[2:00:16] um and I'm just we're just going to be having a conversation you know we'll

[2:00:19] cover some of the topics that are on that profile and um

[2:00:24] and then the idea is that the plan is to get you back a draft profile on by

[2:00:31] August 9th why did I have there July 10th we're

[2:00:36] past that August so we want to I I'm hoping to get it

[2:00:41] before to you before then because we need some time to review that we need to

[2:00:45] make some edits but our our publishing date we want to try to publish this by

[2:00:50] the 10th so that gives you would give us a couple of weeks to gather that

[2:00:54] information send us guys and put it into uh

[2:00:57] uh a format that you like that's stylistic

[2:01:01] for mentioned in and um in the meantime I'll be getting with

[2:01:06] Audrey and some other staff getting some information getting some photos getting

[2:01:10] org charts all that stuff so the next step for you is expect a call from me uh

[2:01:17] 23 minute conversation depend upon you know how long or how straight you want

[2:01:21] to talk and then um and then you'll be getting a draft of

[2:01:26] the profile and it's good exactly good to go and you guys are ready for that

[2:01:29] one but we'll send that out to get that started so so Dave I think for us from

[2:01:33] speaking as the person who will be trying to schedule meetings to get that

[2:01:37] set up um as soon as you have a clearer

[2:01:41] schedule on that and maybe once you get these uh you know who you're going to be

[2:01:45] talking to and you say okay we're going to be I'm going to be able to get the

[2:01:47] profile out to you by every state then let us know soon soon on that as soon as

[2:01:52] you can and then we can go ahead and determine amongst ourselves so if we're

[2:01:57] going to get these on this date then we want a couple of days or whatever to

[2:02:02] look at them individually so we're going to meet on on on why date so to speak

[2:02:06] and then we'll put together our agenda we'll get the meeting posted and all

[2:02:11] that other stuff so we're working more around August 10 11 12.

[2:02:17] he wants to have it published finished from here and back to them so they will

[2:02:23] last it to the World on August 10th okay so it will work backwards from that yeah

[2:02:28] I don't know what that is yet yeah

[2:02:32] so what what are we looking at I don't know that's why I'm looking forward for

[2:02:37] Dave yeah well if it was if it was just if it was

[2:02:41] just meetings with the select board we'd have that done and we'd have the profile

[2:02:46] done in a week right since we're involving more people I don't know how

[2:02:49] many people were talking about but I'm saying that whatever it takes you're

[2:02:53] going to have a draft with a few days lead time so we can get that published

[2:02:57] on the 10th so let me let me start to organize that and uh and take a look at

[2:03:04] that and I'll give you a little more clarity in the next few days but this is

[2:03:07] I'm going to go ahead and send you the current

[2:03:10] the current recruitment schedule and uh so you have a copy of that

[2:03:18] so Dave just keep in mind too when you're thinking of scheduling things

[2:03:21] with us we are required to post meetings 48 hours ahead of time and uh both open

[2:03:28] meetings and executive session and so but because and that's that's going to

[2:03:33] conclude weekends and our town hall is closed on Fridays so anything on a

[2:03:38] Monday has to be posted by Thursday or Tuesday Monday or Tuesday yeah Monday or

[2:03:44] Tuesday is going to be scheduled on on a Thursday Thursday

[2:03:48] so that let me just suggest then then most the time when we send this profile

[2:03:54] out the draft profile um you're welcome to comment directly

[2:04:00] back in an email and so there's a lot that we can

[2:04:03] accomplish without having to have a meeting per se in person if you send me

[2:04:09] an email and say hey I really like this and this and this could you change that

[2:04:13] that terminology is not correct it's it's the select board not Town board you

[2:04:18] know just different things like that we need to clean up and fix it's easier to

[2:04:24] make those changes in real time as opposed to having a committee meeting

[2:04:29] formally and at that point it's easier to do it you know by email by by Texas

[2:04:37] Dave I'm just sorry to interrupt you but we um

[2:04:42] we're not allowed to make decisions any by email so we can do that we would have

[2:04:50] because you have to do it directly today we can't do a broadcast to everybody

[2:04:55] because then that right makes sense that violates the violence meeting law so if

[2:05:02] we so the thing of it is it's one thing if we see like little nuances of things

[2:05:07] that get anyone send that back to Dave on their own but if there's something

[2:05:12] that we as a committee want to talk about before we meet with Dave then we

[2:05:15] could have our own meeting he doesn't have to get here right right so I think

[2:05:18] we're I have a feeling we're going to move forward with the combination of

[2:05:22] meetings with Dave which is what we need his schedule for what meetings that

[2:05:26] we're going to have so that we don't so we can be efficient and effective in

[2:05:30] talking about these things that's what I think but with the pub with having the

[2:05:36] draft available on the nine is there actually time for the committee

[2:05:42] to talk about the changes that I mess is that we we feel are important

[2:05:49] and you actually publish it on the 10. that's what I don't know I don't think

[2:05:54] so no that's why the scheduling of this is really important and not just for me

[2:05:58] it's because I'm very visual I'm gonna have to look at it and see the flow of

[2:06:02] it right yeah and for me

[2:06:07] in August on August 10th is it's my next after tonight's school committee right

[2:06:14] now this is my next school committee meeting so I will not be available at

[2:06:18] all because I will be preparing for them and August 11th is my 71st birthday so

[2:06:24] ours will be available there you go you can work on your birthday Dave's working

[2:06:28] on his birthday

[2:06:33] on my birthday um so I understand that I don't want to

[2:06:37] get I don't want to hear any complaints about anybody working on it

[2:06:44] um so so here's the best I can offer at this moment I've already sent an email

[2:06:49] to the board of slept in members stating that David you will be reaching out to

[2:06:52] them and to please give it a priority um I finalize my list of department

[2:06:58] heads that I want to have contacted and that's five or six when I get home I

[2:07:02] will send the same email out to them and then by end of day today you will have

[2:07:08] the full list of people whom we need you to speak to

[2:07:12] and those will be department heads and board of Selectmen members how many

[2:07:19] members of the select board is five seven five

[2:07:25] so I would stress to them that committee members we have Senator right no there's

[2:07:31] five oh yes yes okay yeah seven of the search committee

[2:07:40] that's all right DPW

[2:07:43] police fire

[2:07:46] planning accounting Treasurer yeah does that sound good

[2:07:52] okay so that puts you at seven plus five is

[2:07:57] thirteen plus six is nineteen peace cake

[2:08:03] so what I will get that to him five department heads five

[2:08:09] select board members and the Seven community members as six department

[2:08:14] heads we have five six and seven does he have

[2:08:18] all of your emails and everything yeah okay yeah all right so I will get

[2:08:25] everything I need to get to you Dave by end of day today and then it's up to you

[2:08:29] either hit the ground running tomorrow and depending on how quickly you get

[2:08:33] back to everyone if you wouldn't mind I'm I'm gonna be

[2:08:37] out of pocket tomorrow most of the day okay

[2:08:40] um just to have a personal issue you gotta deal with um but

[2:08:46] um I will try to get me some phone numbers I'll start setting up a fun time

[2:08:50] Becky start them so I'm sorry Becky couldn't be with us this morning that

[2:08:54] keeps my executive assistant she's exceptional she's she's wonderful you'll

[2:08:58] really enjoy her her husband her husband's an F-16 pilot they live out in

[2:09:03] Alamogordo and uh she's just if you think I'm Charming she's 10 times

[2:09:11] I know that's not saying much

[2:09:18] well thank you Tom Dave yes thank you very much thank you Dave thank you for

[2:09:23] your time on your birthday happy birthday and stay cool I hear it's going

[2:09:28] to be grade 1 13 115 what do you want today so

[2:09:33] thank you hey it's that that that's uh you know that's not including the wind

[2:09:38] chill there you go

[2:09:41] it's a Dev attitude love it

[2:09:44] yeah thanks everybody thank you thank you

[2:09:49] okay Audrey yes yes

[2:09:55] okay um

[2:09:58] if you have not received from Wendy Stevens the town clerk the open meeting

[2:10:03] law um

[2:10:07] document that you have to go through please drop down and see here because

[2:10:11] you will need to do that as part of this committee you obviously everything I've

[2:10:16] done it all right perfect perfect

[2:10:21] actually online's a lot of fun I sit there and I do it just for fun when the

[2:10:27] crappy TV's on yeah yeah okay just want to make sure thank you

[2:10:32] so I guess okay yes next item is when do we want to meet again

[2:10:41] it's not just say something a question yeah

[2:10:47] until he gets Us backpack why doesn't why don't we see what he sends us as a

[2:10:52] timeline or Updates this and gets through this his interviews and then you

[2:10:57] know because I mean if between Jane and I we can call them yeah

[2:11:03] and will email you guys about your availability and stuff like that and I'm

[2:11:07] just curious am I accurate or not and I don't

[2:11:12] that um if if that we prefer to have time to

[2:11:18] meet as a committee together it doesn't have to be here for us okay

[2:11:25] okay yeah reveal them especially the minutes that you produce have a meeting

[2:11:29] so we can go over those again and let us again because a lot I gotta say I missed

[2:11:35] a lot of stuff yeah

[2:11:42] yeah and then um yeah and then I don't know what to do

[2:11:48] with them for a while exactly the committee ones don't get posted

[2:11:53] and we'll figure it out until we release yeah so we'll figure that part out

[2:11:57] yeah so we'll still have to approve them

[2:12:06] very good um with some of the uncertainty I know

[2:12:10] August 10th seems like it's a long ways away but it's really only it's very two

[2:12:15] and a half weeks approximately um and in order to hit the the 48 hour

[2:12:22] um it's it's not ideal but perhaps post a

[2:12:25] meeting like for next Tuesday or Wednesday

[2:12:28] that's the way it's posted if you have something to discuss you're already

[2:12:33] posted if there's nothing you can just you know cancel it yeah okay so what

[2:12:37] what will you say next Tuesday or Wednesday what date are you talking

[2:12:40] about um

[2:12:47] always easy to cancel it's more difficult to get on July 31st or August

[2:12:52] right uh August 1st or Tuesday August 1st is Tuesday August 2nd yeah just

[2:12:59] whatever day works best for you

[2:13:05] we don't know that well he just said that he's setting up the meetings for

[2:13:10] next week yeah you know so he's not oh I missed that yeah I know he's not going

[2:13:15] to have anything for us next week the drought is going to be August 8th or 9th

[2:13:20] right is what he said yeah yeah we're not meaning to go over

[2:13:24] his stuff would mean just go over what we do today and well I think that's our

[2:13:29] future where we can improve minutes of the

[2:13:32] thing we did yeah I thought it was going to be folks I know it's like if you want

[2:13:35] to wait till then it was fine with me yeah I'd rather yeah I'll get the

[2:13:39] minutes out to you sooner yeah I got a lot going on

[2:13:44] and if I miss something corrected just tell me

[2:13:50] um but I think that for our next meeting this is what we're going to have to find

[2:13:55] a rhythm with him right because his schedule might not fit with how we

[2:14:01] choose to work so it's kind of like whether to get this to you on a Sunday

[2:14:05] the 8th so if so he can commit to that then that means what we're going to be

[2:14:11] doing again to August again is No that's Sunday yeah that's October that's when

[2:14:16] he was talking about it okay so whatever dick is going to get these to us maybe

[2:14:21] it's the sixth if it's the sixth then we can meet if we anticipate that we can

[2:14:27] meet on the 7th 8th or 9th let's say yeah

[2:14:30] is the seventh and eight or eight and then we meet with him on the ninth until

[2:14:34] Wednesday that's a Sunday from Wednesday and he talked about

[2:14:37] all right um my my two cents to what it's worth

[2:14:42] um plan on meeting on the seventh tell David

[2:14:47] this is when we have our first get our next meeting schedule ideally we would

[2:14:52] want the draft by the seventh because that way you would have the eight you

[2:14:56] can talk about it ideally yes

[2:15:04] but here's what I want to suggest keeps referencing Sundays is the day they get

[2:15:09] out their reports so there's something in their schedule right but we will get

[2:15:13] things from him on Sundays that's what it sounds like so we want our Mondays to

[2:15:19] go through this at least Monday so what we would try to do is meet on the 8th I

[2:15:23] mean not Tuesday yeah all right that makes sense yeah

[2:15:28] and then get back any revisions to him they would have the ninth to make the

[2:15:32] revisions yeah and then they can do whatever to hit the uh release on the

[2:15:36] channel welcome if we might do that I'd like to ask

[2:15:40] what times report for people on the day I do if you know that

[2:15:46] right now I am completely open on me

[2:15:55] well there's um because of the things I'm involved in there is a community

[2:15:59] partner breakfast for the CAC the master plan implementation committee and heal

[2:16:03] but I kind of have to go to that's a 10 and then I could try to shift this but

[2:16:08] right now I'm a library trustee and I help with programs and I'm helping with

[2:16:12] a program at 10th at 2 30 in the afternoon sorry talking even evenings

[2:16:17] are better for me yeah very very late afternoon yeah late afternoon or late

[2:16:21] afternoon works yeah [Music]

[2:16:29] well I want five work yeah just be aware that if you get too late I don't know

[2:16:34] who normally meets on Tuesdays planting board meets on Tuesday but not that

[2:16:38] Tuesday okay I'm just thinking about a space

[2:16:41] well if we need to yeah

[2:16:46] or we can go to the library yes yeah [Music]

[2:17:05] I don't know if there is an actual requirement to record a committee of

[2:17:10] this type I don't believe you know it would be ideal but right I

[2:17:15] don't know I'm not required so what I'll do is I'm I will prepare a 50 posts

[2:17:21] a pair of meeting notice for Tuesday octo August 8th at 5 pm

[2:17:28] and I'll put it unless you need the agenda before no no oh I know that yeah

[2:17:33] but I'll um because I can make something up and I'll talk to a guy about it yeah

[2:17:37] um and it will and it will really be it's going to be to to approve the

[2:17:41] minutes and to review the um whatever that report is called the

[2:17:48] back of my nose what are we going to get what's it called the profile to review

[2:17:53] the profile uh recommendation report from

[2:17:57] Municipal Solutions and and that that's all I got to put

[2:18:02] because and then you know the notice that and then anything else can come up

[2:18:05] that I'm going to talk about so

[2:18:08] yeah okay does that work for you guys thank you again yep yeah I do have a

[2:18:13] finance committee meeting at 6 30 that night okay here so as long as we're done

[2:18:18] by then it's fine okay so it's 5 30 to 6 30. really you don't want to pull it

[2:18:23] down yeah

[2:18:32] send you a template for that agenda notice meeting yeah because they're for

[2:18:37] the income I showed a template the top half is the spec specifics yeah in the

[2:18:42] bottom half is my agenda so it's just one document okay I always take the same

[2:18:45] one and just well I do I tend to change it

[2:18:50] every time one okay

[2:18:57] I just want to reiterate that for Robert's Rules the committee

[2:19:03] we're not aboard and I like to go by small committee yeah I was in

[2:19:09] regulations so you really don't have to go through the chair as long as it's

[2:19:14] respectful you know we can have a discussion because I do realize that

[2:19:18] after today how much I don't follow that yeah well there's a section about small

[2:19:24] small more small committees there and the lady I already small committee with

[2:19:28] seven people anything that's one way to get around

[2:19:33] yes there we go well the 21st Edition is all is all small board now for Robert's

[2:19:40] Rules 21st Edition so we all are bored and committees in this

[2:19:47] town fall under them yeah yeah and it's up to the individual or the community so

[2:19:51] some people wonder if they want to yeah actually yeah

[2:20:09] unless otherwise all

[2:20:13] right we are a jury nice to meet you all by the way yes

[2:20:21] [Music] because

Town Manager Search Committee July 24, 2023

Transcript