[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