1 00:00:01,640 --> 00:00:08,060 mm hmm, mm hmm, wow. 2 00:00:08,540 --> 00:00:08,750 Mhm. 3 00:00:11,040 --> 00:00:12,250 Good evening everybody. 4 00:00:12,260 --> 00:00:17,360 And thank you for joining us for our third hand over youth Services steering committee meeting. 5 00:00:17,940 --> 00:00:28,860 Um we'll call this to order, we will start first with I'll jump to you Andrew with um if there were any public comments that we have to address to kick it off. 6 00:00:30,040 --> 00:00:32,910 Um We have no public comment at this time. 7 00:00:32,920 --> 00:00:35,160 Um if we get any during the meeting, I'll bring it to your attention. 8 00:00:35,740 --> 00:00:36,510 Thank you very much. 9 00:00:36,520 --> 00:00:48,460 Okay, so the committee discussed last time a couple of weeks ago, our assignment, we were going back and looking at skills and qualifications to put together in a job description. 10 00:00:48,840 --> 00:01:02,020 Um I believe everybody sent in some information on their opinions of what they were looking for and they use services director and I know that that information went to Andy and also to jess. 11 00:01:02,030 --> 00:01:14,650 So I think at this time we can discuss um that information and maybe a possibility of what we've come up with for a job description and I believe that's going to go to jess, correct, correct. 12 00:01:15,340 --> 00:01:16,110 Alright, Alright. 13 00:01:16,110 --> 00:01:17,090 So just take it away. 14 00:01:17,090 --> 00:01:17,650 Thank you. 15 00:01:18,040 --> 00:01:18,360 Sure. 16 00:01:18,360 --> 00:01:19,370 My pleasure. 17 00:01:19,380 --> 00:01:21,130 Um so hello everyone. 18 00:01:21,140 --> 00:01:24,850 Um so I definitely got feedback from several people. 19 00:01:24,860 --> 00:01:36,460 Um what I did is I took the current job description I think had been circulated with this group a while back and kind of used that as the starting point and then made some edits and changes from there. 20 00:01:36,740 --> 00:02:13,060 Um and then the other idea that we had that I think makes sense, particularly seeing a lot of the feedback that I did receive um from a lot of you is the idea of also doing like having the official job description, but then also having kind of a position profile, it's almost like a pamphlet, kind of like advertising the job advertisement, so to speak, and it kind of goes through and gives, you know, highlights about the town, the community kind of drills down into kind of like more like characteristics and qualities of the type of person and the type of work, things like that. 21 00:02:13,060 --> 00:02:25,710 So we thought that would be a nice companion item to have with the actual job description, which tends to be more kind of technical specific, certain things are required to be in there because of laws etcetera. 22 00:02:25,710 --> 00:02:27,620 So that's kind of the approach we took. 23 00:02:27,620 --> 00:02:35,360 So we do have available um both those documents to Andrew which one do you think it makes most sense to start with the profile or the job description? 24 00:02:36,340 --> 00:02:37,560 I would say start with the profile. 25 00:02:38,040 --> 00:02:38,530 Okay. 26 00:02:38,540 --> 00:02:42,760 Um so Andrew's gonna hopefully be able to screen share that here. 27 00:02:42,770 --> 00:03:09,580 Um The profile as it is right now is just a lot of text in the different categories that we'd be envisioning having as part of it, the final street Ready product and we get to that point will be formatted almost like kind of like a flyer pamphlet, It'll have some nice pictures in it, we figured we could showcase um you know, a photo perhaps of the youth center, some of the kids in action um things like that. 28 00:03:09,580 --> 00:03:10,860 So it'll it'll look different. 29 00:03:10,860 --> 00:03:16,940 We just kind of want to focus mostly on the actual text and what we want to say in that document for tonight's purposes. 30 00:03:16,940 --> 00:03:26,060 And then I'm actually thinking maybe we start with the job description because the profile then rolls it up so and we can see how as I thought this through. 31 00:03:26,540 --> 00:03:31,190 So I'm gonna share my screen um and you tell me how you want to work through it. 32 00:03:31,190 --> 00:03:31,550 Okay. 33 00:03:32,140 --> 00:03:32,650 Okay. 34 00:03:33,140 --> 00:03:43,880 I mean pretty much the job description, it's kind of the middle section, that's gonna be the area where we focus um some of it is pretty much boilerplate. 35 00:03:43,890 --> 00:03:57,080 Um So really it's that essential functions section there that you see, that's kind of what we want to really work through in terms of the key points that we think are the actual essential functions of the job. 36 00:03:57,090 --> 00:04:10,630 And then just so you can see the whole thing Andrew if you could just kind of scroll down just to see the other um sections so that obviously we touch on the relevant categories of, you know supervision, the person receives supervision that they may give. 37 00:04:10,630 --> 00:04:11,950 So that's in there. 38 00:04:11,960 --> 00:04:21,310 Um And then for rating purposes and things like that, these other categories are in there in terms of you know, judgment situations, they would have to make types of contacts. 39 00:04:21,320 --> 00:04:25,160 We can certainly talk about education and experience. 40 00:04:25,640 --> 00:04:40,190 Um I know there was some back and forth from some of the folks that sent in feedback on that in terms of like specifically what type of degree would be needed um and then again the knowledge, skills and abilities which kind of ties into the essential functions but in a different way. 41 00:04:40,200 --> 00:04:53,620 Um and then the last few pieces um again are pretty much boiler boiler plate um pieces of the job description, so it probably makes sense just to go through point by point, starting with those essential functions. 42 00:04:53,630 --> 00:05:12,550 Um and then I don't want, you know, if people want to just take a minute to start reading through and then start chiming in with comments, thoughts and then again, you'll see kind of what we've done in terms of taking this to then make that position profile, which will really be the thing that people see when they're out looking for the job, that kind of cells. 43 00:05:13,040 --> 00:05:20,750 Um not only the position but the youth center, youth services, the whole community services division, the whole enchilada so to speak. 44 00:05:21,240 --> 00:05:26,780 I think justice, because people are in different types of screens looking at this, it might be hard to read. 45 00:05:26,780 --> 00:05:32,950 So I'm going to suggest you actually read through each point um and then ask for feedback on them. 46 00:05:33,440 --> 00:05:33,970 Sure. 47 00:05:34,160 --> 00:05:39,590 I think, I mean the screen I'm looking at, I'm on a laptop and it's like a teeny teeny tiny yeah. 48 00:05:39,600 --> 00:05:42,460 Andrew are you able to jack it up at all or is it? 49 00:05:42,470 --> 00:05:47,060 Um Oh, there we go. 50 00:05:47,060 --> 00:05:49,350 That's getting a little that's getting better. 51 00:05:49,360 --> 00:05:54,380 But I'm still happy to read them if you think that is what makes the most sense. 52 00:05:54,380 --> 00:05:58,660 Andy but yeah, I can see that a lot better now to my eyes are not that great anymore. 53 00:05:59,540 --> 00:06:11,350 Um Alright, so first ones develop and implement youth development, recreational educational cultural programs, hire, supervise and evaluate intermittent and seasonal summer program. 54 00:06:11,350 --> 00:06:19,310 Staff recruit volunteers for program work um, ability to advocate on behalf of youth for needed services. 55 00:06:19,310 --> 00:06:55,760 Programs and events demonstrate a commitment to providing a safe and accessible space for youth of all abilities, ability to empower and guide youth desiring to pursue a variety of social justice causes, identify and recommend strategic opportunities for special projects and new ventures that are consistent with the mission of the division, assess community needs for new youth development, recreational educational and cultural programs and we stop right there and maybe review those first few, anybody has thoughts or comments. 56 00:06:56,540 --> 00:07:03,850 I know I have to, well I have one just on the development and the implementation of youth development. 57 00:07:04,240 --> 00:07:07,580 So it's a it's a it's a fine line right? 58 00:07:07,580 --> 00:07:21,460 Because you have to have somebody that um is mature enough to supervise and has had some experience doing it, but also the ability to still relate through the kids in the program. 59 00:07:21,940 --> 00:07:25,030 I think that that is um important. 60 00:07:25,030 --> 00:07:32,060 But um having somebody that's doing it for x amount of years and as high as staff upon staff. 61 00:07:32,840 --> 00:07:36,500 My only concern would be, do they relate to the kids? 62 00:07:36,500 --> 00:07:37,890 That would be that stuff? 63 00:07:37,890 --> 00:07:40,300 That's the asterisk that I'm sticking with. 64 00:07:40,310 --> 00:07:53,160 They have to be approachable and they have to be able to um communicate effectively with these kids so that maybe lower down or that maybe it's own bullet that we need to develop. 65 00:07:53,640 --> 00:08:02,560 Um it's definitely in the position profile document, which yeah, it's it's it was definitely one of those feedback points that several folks had. 66 00:08:02,560 --> 00:08:10,640 So I would um, I would suggest um, I like the demonstrated commitment language. 67 00:08:10,650 --> 00:08:14,160 Um, I like that wording. 68 00:08:14,640 --> 00:08:17,560 Um, I would I would look at two things. 69 00:08:17,560 --> 00:09:01,960 So when I started to read the um, advocate on behalf of youth, I was assuming that that would be um in the community sense that they become a voice for young people within the community or community issues or community needs um where I would actually want to see something that's a demonstrated commitment um for mm for um what is the word I'm looking for um, for the youth run like the programs and events like the ability to engage and um, and and empower young people's interests around those things. 70 00:09:03,540 --> 00:09:04,860 Think that might be further down. 71 00:09:05,940 --> 00:09:10,360 I think you've got you've got two different aspects in that first bullet, right? 72 00:09:10,360 --> 00:09:14,160 The first is to development, developed the youth program. 73 00:09:14,640 --> 00:09:26,180 The second is to manage the people that are supporting, you know, the supporting cast that the, the recruit volunteers and program work and, and I think what Ryan I kind of agree. 74 00:09:26,180 --> 00:09:36,950 I think I would, I would maybe I would, I would pair up the ability is going to demonstrate a commitment to providing a safe and accessible space for youth. 75 00:09:37,340 --> 00:09:53,330 I would I would we bring that sentence up and have have, you know, something like orchestrate and implement youth development, recreational education and cultural programs and then demonstrated commitment to providing a safe and accessible space for youth of all abilities. 76 00:09:53,330 --> 00:09:57,960 Now that's the first bullet is about the kids and, and the, and the, the program. 77 00:09:58,540 --> 00:10:10,560 The second would be, you know, uh, something to do with management, you know, um, managing and then that's where you're hiring, supervising, evaluating and, and recruiting for program work. 78 00:10:11,040 --> 00:10:14,460 I would, I would break the two up into into two separate parts. 79 00:10:16,240 --> 00:10:35,200 What if it I mean, I think to reflect the views of this group and the feedback we've had, um, demonstrating a safe and accessible space for all youth period and then if you want to capture something that's around, um, accommodations and accessibility, that that become a different line. 80 00:10:35,400 --> 00:10:42,450 But I think that what brian's saying is you put those two at the very top, you're setting a tone for what you're really looking for. 81 00:10:47,940 --> 00:10:59,760 I'm gonna, I'm gonna suggest that we consider going, going back to our original idea and starting with the profile because I think it's going to help frame this conversation in a way that I think will be meaningful for this group. 82 00:11:02,540 --> 00:11:03,160 You do that? 83 00:11:03,960 --> 00:11:06,140 Yeah, I agree. 84 00:11:06,140 --> 00:11:14,900 Or we just kind of go through all the bullets at once because again, I think a lot of this is in there, it's almost two pages of kind of essential function skills, all that. 85 00:11:14,900 --> 00:11:21,500 But yeah, a lot of like, again, kind of those qualities, like, you know, somebody relating to the kids, like Absolutely, that's something we want. 86 00:11:21,500 --> 00:11:27,200 But is that necessarily job description language? 87 00:11:27,210 --> 00:11:36,450 That's I think the profile starting there probably does make more sense, but if we start down this road and we decide we want to go back, we can certainly do that too. 88 00:11:40,240 --> 00:11:40,450 Yes. 89 00:11:40,450 --> 00:11:42,760 Do you want to just walk through the format of the profile? 90 00:11:43,340 --> 00:11:45,460 Yeah, I just I don't see it up on my screen yet. 91 00:11:47,340 --> 00:11:51,660 I see a lovely picture of the Ballard Rail station. 92 00:11:52,440 --> 00:11:53,640 Okay, perfect. 93 00:11:53,650 --> 00:11:54,340 Alright, Thanks. 94 00:11:54,340 --> 00:12:09,990 Andrew um so the opening paragraph, we still need to do some work on but essentially to be just kind of an overview of the town of handover as a whole, in terms of like number of residents, touch a little bit on history. 95 00:12:09,990 --> 00:12:10,980 Community highlighting. 96 00:12:10,980 --> 00:12:17,270 Its maybe like list out the number of, you know, students or kids or schools, things like that, so that that's a work in progress bill. 97 00:12:17,280 --> 00:12:33,280 Um then the next section and if you want to scroll down is um a little bit about the community services department, because obviously this position falls under youth services, which is part of the greater umbrella of community services. 98 00:12:33,280 --> 00:12:40,800 So um Gemma actually put this section together, which nicely covers and touches on kind of all the different areas. 99 00:12:40,810 --> 00:12:47,900 Um the community services services gives the candidate or prospective candidate insight and the kind of community services division. 100 00:12:47,910 --> 00:13:03,860 Um that's kind of that section there, then we talk about the actual youth services division of community services, um and kind of touches on the mission and the goals of what A. 101 00:13:03,860 --> 00:13:03,910 I. 102 00:13:03,910 --> 00:13:04,460 S. 103 00:13:04,470 --> 00:13:06,750 Is designated to provide. 104 00:13:06,760 --> 00:13:09,850 Um so again, some just language there on that. 105 00:13:12,040 --> 00:13:33,340 Um then we touch on the various partnerships with, you know, the public schools, public safety, athletic departments, all these various things here and then general put together for us, kind of what the goals and objectives are for 22 coming into this. 106 00:13:33,340 --> 00:13:41,520 And so we touch on the key areas of growth expansion, um you know, continuing to move all the efforts forward with a Y. 107 00:13:41,520 --> 00:13:41,760 S. 108 00:13:41,760 --> 00:13:54,210 We talked about diversity equity inclusion efforts, um, rounding out the whole team, um and really kind of touching on these things that have been the ongoing discussion for the past few months. 109 00:13:54,220 --> 00:14:15,670 Um and again, this will be a lot more interesting, I think when it's put into the proper format with like the appropriate photos and things like that, but this is really just kind of the meat of the Framework, um then scrolling down Andrew, we touch a little bit on the Cormier Youth Center, this is clearly um a huge selling point for us. 110 00:14:15,670 --> 00:14:32,050 Not many towns have a dedicated center the way we do and then particularly one as nice as the one that we have, so that's definitely going to be a selling point in terms of attracting top quality candidates to this position and making them interested in applying because of the facility that we have. 111 00:14:32,740 --> 00:14:47,730 Then this is where we get into a lot of those ideas and concepts that a lot of you have talked about in our meetings that have sent in over email, but this is kind of, you know, what are those qualities we want to see in the next Director of AI S. 112 00:14:47,730 --> 00:14:58,860 So this one I can actually go through and we can, you know, talk about each bullet and definitely get you know feedback if anybody thinks anything's missing, this is kind of the meat of that section um that we should go through. 113 00:14:59,240 --> 00:15:07,460 Um So first one is a strong commitment to collaborative leadership to ensure for the sustainable development of services to hand over his youth. 114 00:15:08,640 --> 00:15:59,260 Uh then we have demonstrated ble experience working successfully with teenagers and youth, collaborative teams and community stakeholders, expertise in budget management and oversight diversification of funding sources which hold on, I have to minimize the screen which includes securing grants, foundation support and gifts, expertise in best practices related to mentoring and team building, coupled with a commitment to professional development, unwavering commitment to an understanding of professional boundaries and associated policies related to interacting with youth, fair and open mind with a commitment to diversity equity, inclusion, ability to communicate effectively with youth staff management and elected officials. 115 00:15:59,640 --> 00:16:05,850 Experience of hiring, supervising, developing and reviewing staff, including seasonal staff. 116 00:16:06,340 --> 00:16:10,470 I believe there's more on the next page, but if we well there's only three more. 117 00:16:10,470 --> 00:16:14,910 So let's go through these and we can start talking about all of that before we get into the other sections. 118 00:16:14,920 --> 00:16:25,170 Um so we have a collegial and approachable personality and ability to serve as a role model for youth, demonstrated ability and commitment to the values, vision and goals of A Y. 119 00:16:25,170 --> 00:16:25,660 S. 120 00:16:25,670 --> 00:16:29,950 And then lastly ethics integrity and a commitment to service above self. 121 00:16:32,640 --> 00:16:36,160 Alright, so what are people thinking? 122 00:16:43,040 --> 00:16:44,500 Here's my question on this. 123 00:16:44,500 --> 00:16:55,120 Just so my question is on the third bullet point, the expertise in budget management, um securing grants, you know, foundation support and gifts. 124 00:16:55,130 --> 00:17:03,200 I mean, uh like I don't know how how important is that in the job description, right? 125 00:17:03,200 --> 00:17:12,609 Is I I don't I would believe that could be more of a learned behavior because someone could be guided that could be more of a financial group that could help them with that, right? 126 00:17:12,619 --> 00:17:27,460 Um I just wouldn't want that to be something that stops a successful candidate based on their interaction with the youth because they didn't have, you know, budget experience or securing grants. 127 00:17:27,940 --> 00:17:39,050 My dad, even even the word expertise as opposed to experience is much more intimidating for someone and I'd move it down. 128 00:17:39,290 --> 00:17:54,000 Um I agree with Ryan 100 so Andy, what would you suggest instead of the word expertise? 129 00:17:54,000 --> 00:17:57,130 Just knowledge of budget management and oversight. 130 00:17:57,130 --> 00:18:01,550 Like what would be a word you would, what did you say? 131 00:18:02,040 --> 00:18:02,850 Exposure? 132 00:18:04,340 --> 00:18:05,430 Yeah, exposure. 133 00:18:05,430 --> 00:18:32,560 I mean experience knowledge, knowledge is a good one because somebody might, you know, I think a lot of people would say, well, you know, I understand it and maybe I haven't done a lot of it, but I get it and that would kind of familiarity, somebody um yeah, I think no, I think knowledge is probably um the way but again, I do think that order that things are put in as people are reading it. 134 00:18:33,140 --> 00:18:37,780 People naturally feel that things on the top are like up there for a reason. 135 00:18:37,780 --> 00:18:39,450 So just thinking about that too. 136 00:18:40,240 --> 00:18:44,590 Okay, laura, go ahead, laura, thanks. 137 00:18:44,600 --> 00:19:00,150 Um I think we're missing an opportunity here to really capture the culture of the program like this to me is, is kind of reading like a job description versus um kind of what like soft qualities we need a person to bring. 138 00:19:00,150 --> 00:19:08,860 So I'd love to see a little more about what a day an average day looks like, like you're gonna be bouncing from ping pong to art, you're gonna be in grit. 139 00:19:09,440 --> 00:19:12,770 Um And I think that's a missed opportunity to give a candidate. 140 00:19:13,140 --> 00:19:17,350 Um just it's kind of more of like what's been built up already. 141 00:19:18,040 --> 00:19:32,480 Um So that's my biggest thing is I don't know much about hiring, but to me this reads very kind of clinical and I think we have an opportunity to make it, give it a little more personality and really let shine. 142 00:19:32,490 --> 00:19:34,770 Um the kind of person that we'd like to see in the role. 143 00:19:36,340 --> 00:19:38,050 I agree with that brian, what do you have? 144 00:19:39,240 --> 00:19:40,860 Um Thanks laura. 145 00:19:41,240 --> 00:19:50,410 I agree with laura there that was actually really well put the this is this is it is somewhat sterile, right? 146 00:19:50,410 --> 00:19:52,650 I mean we we we are looking for a director. 147 00:19:52,650 --> 00:20:04,740 So I do think that you've got to have both the leadership and the management and we talked last last time about boots on the ground versus administrative skills. 148 00:20:04,740 --> 00:20:26,410 And I think I think we've got to capture both and I and I think that we probably are doing a good job capturing the administrative side of what we're looking for, but maybe not as much the the the the the passion of that individual, you know, their their their their motivation, right? 149 00:20:26,420 --> 00:20:56,350 Um I also think that the rack and stack matters and so we don't need to, maybe we remove that from the context of what needs to go 1st and 2nd and 3rd and figure out maybe what needs to be on the page first and then and then maybe we look at it in the context of okay, this is the what now we now we then we talk separately or another time about where you know, what the order should be or what should be, how it should be stacked. 150 00:20:57,840 --> 00:21:00,210 I'm just thinking along those lines. 151 00:21:00,220 --> 00:21:17,940 Um even just the changing of the language to say the next director will be um and we'll have so I mean, just imagine the difference of saying the next director will be a passionate leadership leader who collaborates to ensure, right? 152 00:21:17,940 --> 00:21:31,860 Like you can take these and just by twisting it today will be and then the starting each line with, you know, um with kind of those qualities that we're looking for. 153 00:21:32,240 --> 00:21:36,160 Um you can't you cannot capture all of the qualities in words. 154 00:21:36,160 --> 00:21:55,770 I mean, I think that's one thing, but I think that those words that we use and I can even go back to that follow up but inclusive, passionate, you know, um dedicated like those are the words that if that's what starts each of those lines and you're saying this is a person who will be those things totally changes the tone of this. 155 00:21:57,540 --> 00:21:57,960 Mhm. 156 00:21:58,540 --> 00:22:04,780 Go ahead Laura, would this be an opportunity to um get some feedback from the kids? 157 00:22:04,790 --> 00:22:09,440 This could be like a very cool, open ended question to kind of give some cultural relevancy. 158 00:22:09,440 --> 00:22:26,170 So, having an opportunity for them to fill in the blank the next director of Ai S will dot dot dot be able to beat me in horse on the basketball court will be just as comfortable in a painting class as whatever. 159 00:22:26,640 --> 00:22:38,850 Um This would be a maybe a cool way to do um some kind of good natured outreach, agree, agreed. 160 00:22:39,440 --> 00:22:56,080 So it's, I'm gonna jump in though on that because I think that there's a place for that and that and over has such a our goal right now is to get something out um to start this process quickly, not quickly, but in, you know, as quickly as we can. 161 00:22:56,090 --> 00:23:04,760 Um but I think that the handovers hiring process is so complete, that the youth, you know, will be part of that. 162 00:23:04,760 --> 00:23:08,890 Now, I'm just hesitant to go that far. 163 00:23:08,900 --> 00:23:23,780 Um at this point I feel like it would, right, I think we need to kind of stay on this path to get something out there or else you're not going to hire somebody in time for the timeline that the town's hoping that's my thought Gemma. 164 00:23:23,780 --> 00:23:30,450 I don't know as far as the timeline if that's a concern for you um involved. 165 00:23:31,940 --> 00:23:33,050 I wasn't sure. 166 00:23:35,440 --> 00:23:39,220 I'm sorry, I didn't hear the question, sorry, when will the youth be involved? 167 00:23:39,220 --> 00:23:47,390 I wasn't sure what the um like in the interview process or so we're going to go over the hiring process. 168 00:23:47,400 --> 00:23:53,670 Um In a second, we'll talk about the town's typical hiring process and then what we're proposing for the director. 169 00:23:53,680 --> 00:24:00,430 Um In that process we have the youth representative from the steering committee being a participant. 170 00:24:00,440 --> 00:24:15,200 Um I'm not sure how much we can expand and I defer the Andy on this, having the youth involved beyond that because people applying for this position um aren't expecting to be public candidates until their their chosen candidates. 171 00:24:15,210 --> 00:24:19,630 Once they're chosen, though, you could have a group of members interview them. 172 00:24:19,640 --> 00:24:20,050 Yeah. 173 00:24:20,640 --> 00:24:24,400 I think once once they're chosen and know they're going to be appointed. 174 00:24:24,410 --> 00:24:26,180 Um There were finalists. 175 00:24:26,180 --> 00:24:34,910 You could have the finalists because that'll be public once they're finalists are going to have to tell whoever their employer is when when they are our finalists. 176 00:24:35,740 --> 00:24:36,150 Yeah. 177 00:24:36,540 --> 00:24:41,360 Um So I think that would be a time to maybe inject that proportion of this. 178 00:24:41,840 --> 00:24:53,760 The processes, we lay it out also is going to show that there is an opportunity um through the all day assessment Center um to really design exercises that assess the soft skills. 179 00:24:54,240 --> 00:25:16,050 Um really, you know, this is where we're seeing this in word, but when this is finalized, it will be a, you know, somewhat flashy to page pictures where a candidate who's short on time can take a look and say, is this something I'm interested in exploring further and then if they do they go to the job description and then they consider applying. 180 00:25:16,540 --> 00:25:18,990 Um We're trying to catch people in a moment in time. 181 00:25:19,000 --> 00:25:28,660 Um giving them a general idea of what the job is about, what the town's about, what the department's about and what are the resources that are going to be available to him or her in the position and try to do that really fast. 182 00:25:29,240 --> 00:25:36,870 Um We're not trying to select our candidates through the profile, we're just trying to say in a snapshot, this is the opportunity and hand over. 183 00:25:36,880 --> 00:25:39,460 Um and then kind of guide them to the next step. 184 00:25:40,240 --> 00:25:49,460 We're going to put them through a whole long um arduous comprehensive assessment process if they decide to go further. 185 00:25:49,500 --> 00:25:55,270 Um But ultimately this is, hey, I'm interested in working here or I'm not and let me go to the next. 186 00:25:56,440 --> 00:26:00,810 So um Andrew, do you want to look at the hiring process? 187 00:26:01,740 --> 00:26:03,240 You know, just real quick for everybody? 188 00:26:03,240 --> 00:26:10,550 I, you know, I do think that as well, you know, Andy mentioned as you get closer to, I'm getting some finalists in there. 189 00:26:10,940 --> 00:26:27,460 Um you know, if we want to um You know, look at a different process, you know, Laura that you had mentioned, um you know, my experience, you know, I've been in hiring now for 25 years, I think I've probably hired over the 15,000 people in 25 years. 190 00:26:28,140 --> 00:26:45,260 It's it's it's really, I've seen it a couple of times where the employees interview their new boss and I've never seen it go well right because people now we're talking about adults here, right? 191 00:26:45,260 --> 00:26:49,270 They all have different agendas, different ideas of the way things should be. 192 00:26:49,640 --> 00:26:54,030 Um And then, you know, you get into this giant hired by committee type of deal, right? 193 00:26:54,030 --> 00:26:56,290 That you know how big is the committee going to be. 194 00:26:56,290 --> 00:27:03,060 So you know, if we get four or five, you know, people maybe maybe there is time to get them in the kids involved with it. 195 00:27:03,060 --> 00:27:15,860 Like I don't, again, whatever the town will allow and if that's within the rules and regulations of having youth involved with that, I don't see that, but I wouldn't have them in involved with screening 25 people. 196 00:27:15,950 --> 00:27:29,820 You know, I think what Laura was saying is that in order to to um bring to life the program, you know that the kids voices that like obviously would paint that picture and I don't I'm not, I'm always forgetting kids involved. 197 00:27:29,830 --> 00:27:38,360 I just and I will push Andrew very hard to make sure that there are our youth interviews, you have to do that as part of this process, but I agree it would be the finalist. 198 00:27:38,940 --> 00:27:42,850 Um but in the meantime I do. 199 00:27:42,850 --> 00:27:46,380 I think that what we have here has captured a lot of what we've said. 200 00:27:46,390 --> 00:28:07,360 It just isn't being presented in the way that I think this committee would like to hear it like, like we want to hear more like we want to hear the excitement, the passion, like what, what we're looking for and I think that that can be done, like I said by tweaking some of the language and also it's not gonna look stale, it's going to be on a colorful, bright thing, which will change the tone of it as well. 201 00:28:08,240 --> 00:28:09,860 So, so why would you smoke? 202 00:28:10,340 --> 00:28:10,730 Go ahead? 203 00:28:10,730 --> 00:28:23,830 I'm sorry, especially with the pictures on it, like, I wish I could find a sample I can send you if you got to um like I know the Collins Center has uh position profiles they put out when they're hiring like town managers, things like that. 204 00:28:23,830 --> 00:28:27,350 I can kind of give you a feel if you look at their website, if they have any out there. 205 00:28:27,940 --> 00:28:30,900 Um, but it definitely gives it a whole different look. 206 00:28:30,910 --> 00:28:38,550 People love the pictures particularly and that's where we're gonna definitely shine with, you know, showing off our facilities and things like that. 207 00:28:38,560 --> 00:28:59,490 So I, I would say this suggest though in all fairness right with, you know, again, we don't want to be quick and you know, we do have somewhat of a time constraint as well, but you know, if we should, we can look at the hiring where the town does the process, we can go back to a little bit of the description, it sounds to me that it's just too jagged, there's not a lot of softness in there, right? 208 00:28:59,490 --> 00:29:03,550 It's like boiler point and this is definitely not a boiler point position. 209 00:29:03,940 --> 00:29:13,130 You know, the charisma that, you know, that somebody has and their energy has to be able to be, um, you know, absorbed by these kids, right? 210 00:29:13,130 --> 00:29:15,450 Like that's, that's really a lot of this position. 211 00:29:15,570 --> 00:29:17,550 Maybe we come back and we fine tune it. 212 00:29:17,940 --> 00:29:26,730 The committee can be rest assured that there's nothing that's going to go to press without you, everybody on the committee seeing it and giving it a thumbs up. 213 00:29:26,730 --> 00:29:31,160 So, um, if it's another meeting, we have to do to fine tune it and we'll do that as well. 214 00:29:31,170 --> 00:29:34,080 So why don't you jump in Andy Andrew? 215 00:29:34,080 --> 00:29:34,460 I'm sorry. 216 00:29:34,460 --> 00:29:34,770 Andrew. 217 00:29:35,440 --> 00:29:35,770 Mm hmm. 218 00:29:38,840 --> 00:29:39,860 All right. 219 00:29:40,340 --> 00:29:50,260 So like I said, I'll walk through what typically are general um, hiring processes and then, um, what we're thinking in terms of this process and much like the job description. 220 00:29:50,260 --> 00:30:00,450 If there's things that people would like to see here, we can certainly um, add those and then bring it back or for the committee's a review at the next meeting. 221 00:30:00,940 --> 00:30:05,710 Um, as a starting point, um, I always talk about the town charter. 222 00:30:05,890 --> 00:30:09,110 So the town charter is the governing document for appointing town officials. 223 00:30:09,110 --> 00:30:14,450 It's also the governing document for every aspect of the actual municipal organization. 224 00:30:14,840 --> 00:30:19,110 The town manager is the appointing authority um, for all town employees. 225 00:30:19,110 --> 00:30:27,990 With the exception of the town accountant who was appointed by the select board, um, the select board confirms town manager appointments based on merit and fitness alone. 226 00:30:27,990 --> 00:30:33,870 That's the language that's in the charter and that just means that they um they don't get into the process that well. 227 00:30:33,870 --> 00:30:45,740 We think you should have selected that person rather than this person but is the person uh fit uh and have the credentials to do the job um other than establishing the appointing authority and requiring board confirmation. 228 00:30:45,740 --> 00:30:54,960 The charger is silent on the process for appointing town officials and that's an okay thing because that gives the appointing authority a lot of discretion into how the design a process. 229 00:30:55,340 --> 00:31:04,850 And I think our process has evolved quite a bit over the years to be um sort of one of a kind when it comes to a general government appointments. 230 00:31:06,540 --> 00:31:10,690 So our process and I'm gonna get into much more detail about each of this. 231 00:31:10,700 --> 00:31:12,660 Uh It begins with candidates screening. 232 00:31:13,040 --> 00:31:18,860 Um We then go to a traditional panel interview that I'm sure everybody has been a part of at some point in their career. 233 00:31:19,490 --> 00:31:35,770 Then an assessment center in all day assessment center or half day assessment center and then candidate selection and community introduction and the community introduction piece depends the extent of that depends um a lot on the candidate and the position that we're hiring. 234 00:31:36,340 --> 00:31:55,450 Um So who's involved in each step of these um During the candidate screening process it's facilitated by human resources and is the screening panel um under a panel interview we have assessment panel members I think we're proposing eight B on this panel and that includes internal and external stakeholders. 235 00:31:55,450 --> 00:32:03,560 So people within the organization, people outside of the organization and people who may be connected to the organization by way of a border committee. 236 00:32:04,140 --> 00:32:09,960 Um What we like to do is have that panel to do the traditional interviews. 237 00:32:10,340 --> 00:32:14,660 Actually served as the evaluation panel during the assessment center. 238 00:32:15,040 --> 00:32:18,460 Um And we can talk a little bit more about what an assessment center looks like in a second. 239 00:32:19,040 --> 00:32:29,990 Um And then lastly candidate selection ultimately the decision is made based on the finalists and then we engage the community to whatever extent is appropriate for the position. 240 00:32:30,000 --> 00:32:36,930 Obviously there's some positions we appoint every single day um where the only community involvement is the name on the agenda at the select board meeting. 241 00:32:36,940 --> 00:32:46,170 And then on the other end of the extreme we have public um open house public forum, major introduction type activities. 242 00:32:47,340 --> 00:33:00,430 So I tried to go into each section of this process in some detail and um what I think in our team I think it would make sense but certainly when we want some feedback. 243 00:33:00,430 --> 00:33:02,760 So what I'll do is I'll walk all the way through it and then we can kind of go back. 244 00:33:03,440 --> 00:33:09,460 Um So screening panel the Director of Human resources will facilitate the screening process with the support of the screening committee. 245 00:33:09,470 --> 00:33:20,120 Uh the screening panel will include the following one representative from the steering committee, one rep from the Town manager's office, one rep from the Community Services department, one rep from the D. 246 00:33:20,120 --> 00:33:20,310 E. 247 00:33:20,310 --> 00:33:20,430 I. 248 00:33:20,430 --> 00:33:21,170 Commission. 249 00:33:21,340 --> 00:33:24,760 And then Andy Egmont being a resident expert in the field. 250 00:33:25,140 --> 00:33:30,280 Um The screening panel will ultimately determine the number of candidates to be invited to the panel interview. 251 00:33:30,280 --> 00:33:32,360 So that's that's these two here. 252 00:33:33,040 --> 00:33:37,460 Um Selected candidates will be invited to participate in a traditional panel interview. 253 00:33:37,460 --> 00:33:43,880 The panel shall include the following um two representatives from the steering committee, one youth representatives from the steering committee. 254 00:33:43,880 --> 00:33:46,860 So three of the members will be from the steering committee. 255 00:33:47,240 --> 00:33:53,410 Um one representative from each of the following departments, Community services library and the indoor public safety. 256 00:33:53,420 --> 00:34:01,310 All of those departments are very involved and work with the youth and collaborate um with the Y. 257 00:34:01,310 --> 00:34:01,670 S. 258 00:34:02,140 --> 00:34:05,670 Hopefully collaborate even more with us in the future. 259 00:34:06,240 --> 00:34:12,219 Um the town manager or designate and then the director of Human resources and in speaking with Andy. 260 00:34:12,219 --> 00:34:21,350 What she would do is rather than be a voting member of the panel will advise based on um the the candidates and them moving through the process. 261 00:34:22,340 --> 00:34:27,560 So based on the outcome of the panel interview, we've moved to an assessment center. 262 00:34:27,940 --> 00:34:31,600 Uh The interview panel will also serve as the evaluation panel for the assessment center. 263 00:34:31,610 --> 00:34:38,820 Selected candidates will be invited to participate in the assessment center which may include the following components and our exercises. 264 00:34:38,820 --> 00:34:44,969 So we asked people to come here for a large portion of the day show up at 8 30 tell them they're gonna probably be here at two o'clock. 265 00:34:45,540 --> 00:34:49,290 Um We usually split the panel from the first round into two panels. 266 00:34:49,300 --> 00:34:53,550 One panel is scenario based questions for the candidates. 267 00:34:53,940 --> 00:35:15,630 Um The other assesses, foundational skills, leadership skills, the soft skills, and we try to have those two process and rankings happen without the two groups talking to each other to see if there's any similarities in the ranking because we see people who on the scenario based exercises are really solid and then um I'm nearly as strong with the other panel. 268 00:35:15,640 --> 00:35:22,250 Sometimes you get those aligned perfectly and you usually have really high level of confidence in your candidates when that's the case. 269 00:35:22,260 --> 00:35:33,670 Um We typically ask them to do a public presentation, not really to the public but to both panels put together, um pretending to be either an elected or appointed body or just members of the public. 270 00:35:34,240 --> 00:35:40,060 Um They we tried to mock a day in the life of whatever position we're hiring. 271 00:35:40,060 --> 00:35:42,110 So we call this uh the inbox. 272 00:35:42,110 --> 00:36:00,110 So let's say candidates arrived at 8 30 village report to a different room in town offices and they'll have their outlook calendar for the day and this is where we get into all the different activities that are happening at the youth center over the day, but also some of the administrative things they're going to have to do during the day. 273 00:36:00,120 --> 00:36:08,540 And this is where I really think we can see how they can shift from being a manager to being engaged with the youth. 274 00:36:08,540 --> 00:36:11,970 So I just Did some typical stuff that we would do. 275 00:36:11,970 --> 00:36:15,020 So they have a budget meeting at 10:15. 276 00:36:15,020 --> 00:36:16,700 So now they're there at 8:30 AM. 277 00:36:16,710 --> 00:36:21,250 They may have an exercise between now and then, but at 10:15 they have to be ready for a budget exercise. 278 00:36:21,630 --> 00:36:33,020 We could mock a personnel matter that comes up within the division and have them report to the HR office and see how they handle that and you give the candidate's total discretion and how they're gonna handle the actual exercise. 279 00:36:33,020 --> 00:36:39,460 So all they'll have is a piece of paper saying uh john smith, I didn't come to work today, I'm making something up. 280 00:36:39,460 --> 00:36:40,950 Obviously it'll be more complex than that. 281 00:36:41,330 --> 00:36:44,050 Um Here are a lot of the extenuating circumstances. 282 00:36:44,430 --> 00:36:48,710 The HR Department asked you for a recommendation by 2:00 today, whatever. 283 00:36:48,720 --> 00:36:58,460 Um so we get to see that and then we include strategic planning but we can also talk about the actual activities that happened in the youth center and building exercises around that as well. 284 00:36:59,430 --> 00:37:08,500 Um Another idea is the development of an entry plan in this Cantabrian bullet number two which is a public presentation sometimes if there's not enough time in the day. 285 00:37:08,510 --> 00:37:16,850 What we'll do is we'll reach out to the candidates um 48 or 72 hours or even a week before their assessment center date. 286 00:37:16,850 --> 00:37:27,640 And we may say um you know during your first day you're going to be asked to present to the select board What your six month plan is and give them a clean like a blank blank canvas. 287 00:37:27,650 --> 00:37:45,080 What would that look like if you could create it any way you want it to your first six months um taking into account that everything that needs to be done, everything that's been there, the history etcetera and then see how they do and then we usually disrupt their day in some way shape or form, anybody who's worth in town or school. 288 00:37:45,090 --> 00:37:50,880 Uh Municipal government are on the school side of the house to tell you gaze rarely go the way you expect them to. 289 00:37:50,890 --> 00:37:57,350 Um So we'll do some kind of disruption in the day to see how they handle um That as well. 290 00:37:57,830 --> 00:38:02,990 Um The panel will evaluate candidates based on the exercises and identify the two finalists again. 291 00:38:02,990 --> 00:38:08,750 Andrea will serve uh in an advisory capacity um during that step of the process. 292 00:38:09,820 --> 00:38:16,300 So at the conclusion of that process um we usually move into candidate selection. 293 00:38:16,300 --> 00:38:21,750 So what I would anticipate is that the panel identifies um two finalists. 294 00:38:22,220 --> 00:38:31,450 Um Ultimately i in my capacity as the time manager make the final decision and recommend appointment of somebody um whoever that person may be. 295 00:38:31,820 --> 00:38:36,530 Um We just as office would do background and reference checks. 296 00:38:37,020 --> 00:38:45,740 Um and then I think we could have some youth engagement process because now you have a candidate who has been vetted um you know that they check out on that front. 297 00:38:46,120 --> 00:38:56,650 Uh It's okay to introduce them to the youth and they know they're going to get most likely appointed, providing the board doesn't um vote not to appoint them. 298 00:38:56,650 --> 00:38:59,840 And I don't think that would happen if we had a a solid candidate. 299 00:39:00,220 --> 00:39:14,910 So I think this is really where that could take place and then once the board um approves the appointment, what I have always thought about doing um since we started this process is the exact same thing. 300 00:39:14,920 --> 00:39:26,650 Um you would do with town manager or superintendent candidate which is you have a open house, a big public gathering to introduce the new director to the community. 301 00:39:28,620 --> 00:39:35,150 So that was a, you know, a 10 minute um stroll through what the proposed processes. 302 00:39:35,620 --> 00:39:45,810 Um This process has worked with other positions and I think, you know, if we do a good job tailoring it to this position, I think it will serve the process. 303 00:39:45,820 --> 00:39:47,530 The candidates in the town well. 304 00:39:48,020 --> 00:39:49,920 Um so I'm happy to answer any questions. 305 00:39:49,930 --> 00:39:54,440 Um we can go back to the beginning or wherever else people would like to start. 306 00:39:55,220 --> 00:39:56,890 Well, I appreciate it. 307 00:39:56,890 --> 00:39:59,730 I think it was a good snapshot of the whole process. 308 00:39:59,740 --> 00:40:01,330 I think the takeaway for this group. 309 00:40:02,010 --> 00:40:16,780 Um you know, if you want to be on that screening committee or on the interview panel, just email myself and and Andrew and we'll figure out who will be doing that. 310 00:40:16,790 --> 00:40:19,880 Um Do you guys have any questions on this process? 311 00:40:19,880 --> 00:40:35,740 Because of course we want to get back to the description that there was some go ahead Ricky. 312 00:40:38,210 --> 00:40:39,320 I don't think we can hear you. 313 00:40:40,010 --> 00:40:45,870 You guys hear her okay, so no volume. 314 00:40:45,870 --> 00:40:46,440 Sorry. 315 00:40:54,910 --> 00:40:55,550 All right. 316 00:40:55,560 --> 00:41:01,330 Um Anyone else have any questions on this part of it before we get back to the description? 317 00:41:01,710 --> 00:41:03,090 He's gonna log out and back in. 318 00:41:03,150 --> 00:41:07,020 Um Can I ask how the committee would feel about? 319 00:41:07,610 --> 00:41:20,240 Mhm And and hoping that we can um I think going through line by line, like as a group is a really difficult thing to do. 320 00:41:20,710 --> 00:41:46,240 Um I would love to work with just I mean this is one of those, this is part of my gig here that I can help with um is to rewrite some of it and try to capture some of of what um I know laura was saying and what um brian was saying, capture a little bit more of it and re prioritize things um in a way that would be really appealing to me as a professional in the field. 321 00:41:46,710 --> 00:42:10,230 Um and then I'm wondering if it would make sense to take that and actually share it with this group and get people to do some written feedback, some, you know, comments on a google doc something instead of sitting here and trying to do it because ultimately Ultimately trying to have 12 come to an agreement on wording is like one of the most painful experience possible. 322 00:42:10,600 --> 00:42:14,790 Um but if we do that, it ultimately is going to be gemma. 323 00:42:14,800 --> 00:42:29,620 Um and jess who have to, you know, finalize what it is with our, but if you're open to that, I'd be happy to take what's here, Mix it around, send it out in the next couple of days in a format that people can really provide feedback. 324 00:42:29,630 --> 00:42:33,490 Um I would say this ingest on that. 325 00:42:33,500 --> 00:42:41,540 Um I think the concern um you know, and I don't want to speak to you, Lord or anybody else, but I think the concern is the spirit of this, right? 326 00:42:41,890 --> 00:42:51,880 The spirit of why we're trying to do this is, is academia, we get it, but, you know, that person is not going to relate to these kids and I think that's the concern that people are having. 327 00:42:51,880 --> 00:42:55,720 So yeah, the spirit of that job order, it could be fine tuned, it would be great. 328 00:42:56,200 --> 00:43:03,540 Yeah, and I think, I mean, I'm like, it's it is a job description and anybody looking for work is looking through lots of jobs. 329 00:43:04,800 --> 00:43:09,920 I did a quick search, I had said that I looked for some existing job descriptions in other places. 330 00:43:09,930 --> 00:43:12,680 Um and the truth is most of them are really dry. 331 00:43:12,690 --> 00:43:21,310 Um No offense, yes, I was going to say, but being written by HR people, but we have an opportunity here to which are language a little bit. 332 00:43:21,700 --> 00:43:29,560 Um and so I don't I mean, I think anything that we that makes it stand out is great, but ultimately it is still a job posting. 333 00:43:29,570 --> 00:43:40,610 Um and I think a lot of that passion and stuff is going to come through the panel a interviews, but if it's okay with with the and over team, I'm happy to do that and send it back out. 334 00:43:42,200 --> 00:43:43,310 Any feedback on that? 335 00:43:44,200 --> 00:43:48,110 You don't have any objections to it for comments. 336 00:43:48,600 --> 00:44:08,720 Would you suggest um that the profile that we put together is really the right place to um kind of articulate those very value based sort of the indescribable thing that you want somebody to have, that you can't really measure. 337 00:44:09,590 --> 00:44:13,100 It wouldn't really be in a job description, but I think that's where you put it. 338 00:44:13,110 --> 00:44:17,760 So people go, yeah, that's not me, I'm not that type or whatever. 339 00:44:17,760 --> 00:44:18,470 Exactly. 340 00:44:18,480 --> 00:44:20,920 We've got another hand up with with back. 341 00:44:27,090 --> 00:44:29,890 Okay, sorry, he's so frustrated. 342 00:44:29,890 --> 00:44:33,740 And this, do you um go ahead. 343 00:44:33,740 --> 00:44:35,500 Lord, do you want to write it list? 344 00:44:35,510 --> 00:44:38,110 Andy Okay, go ahead laura go ahead. 345 00:44:38,590 --> 00:44:39,850 She's typing real quick. 346 00:44:39,860 --> 00:44:56,550 Is this something we could get via email before the meeting and take a look at and then like come prepared with questions and feedback Andy Yeah, I mean, my hope is is to actually put it in a format where people can can make notes and send in, you know, some stuff. 347 00:44:56,550 --> 00:44:58,140 So we have some of that ahead of time. 348 00:44:58,140 --> 00:45:02,580 We could edit it with with if there's common feedback and then send it back out. 349 00:45:02,580 --> 00:45:04,790 So when we come back together we can do very pointed. 350 00:45:04,790 --> 00:45:09,720 Hey, I was thinking about this word would mean more better this way, you know, whatnot. 351 00:45:10,190 --> 00:45:18,900 Um And I think I again, and like brian said, I think part of this city is has been so clear integrity. 352 00:45:18,900 --> 00:45:19,420 Yes. 353 00:45:20,790 --> 00:45:38,230 Um this has been so clear, there's common themes as to what what we're looking for and I just think it really needs to show that I think um I think I'm just reading the comments um having integrity modeling integrity, right? 354 00:45:38,240 --> 00:45:45,100 And being able to um the lead with integrity is a huge piece. 355 00:45:45,110 --> 00:45:46,390 So I agree with that as well. 356 00:45:46,390 --> 00:45:48,110 I think that's a great point in there. 357 00:45:48,890 --> 00:46:02,700 Um and then so then we can come back together and meet kind of um give it like a final once over because people will have given some feedback and even we could have made um some other things, Right? 358 00:46:02,700 --> 00:46:10,910 So she said um also I'm wondering about transparency is not that the town community doesn't get involved into well into the process, Is that correct? 359 00:46:11,580 --> 00:46:20,170 I think part of that and I mean Andrew that, but um when you have people applying for jobs can't make it public until they're finalists. 360 00:46:20,300 --> 00:46:20,630 Right? 361 00:46:20,630 --> 00:46:21,930 So you can't have that. 362 00:46:21,930 --> 00:46:31,270 It's like you'd ruin all the one thing we hear consistently with leadership level positions is confidentiality theoretical process. 363 00:46:31,280 --> 00:46:35,800 And quite frankly, I'm not sure we'd have two candidates who are willing to be public finalists. 364 00:46:36,280 --> 00:46:37,780 I think we'd have one. 365 00:46:37,790 --> 00:46:45,400 So you are going to go before the board have your appointment confirmed, but we're going to have a public a portion of the process. 366 00:46:45,780 --> 00:46:46,710 They would agree to that. 367 00:46:47,180 --> 00:47:00,650 But I don't think you'd have to people the expectation from police chief, fire chief DPW director right down to front lines of organization and everything in between that there's no ex expectation they have to public. 368 00:47:00,650 --> 00:47:00,930 Finally. 369 00:47:00,930 --> 00:47:01,040 Yeah. 370 00:47:01,040 --> 00:47:04,060 I think the only people that do that are superintendents in town managers. 371 00:47:04,060 --> 00:47:04,320 Right. 372 00:47:04,330 --> 00:47:05,390 Right. 373 00:47:05,390 --> 00:47:10,530 So it would be very hard um hard pressed to get. 374 00:47:10,530 --> 00:47:15,470 I think two candidates, I think they would run a risk of losing a potentially good candidate by doing. 375 00:47:16,780 --> 00:47:19,360 The other comment here is about getting the kids involved. 376 00:47:19,360 --> 00:47:20,090 And I do. 377 00:47:20,100 --> 00:47:25,660 Um So I'm I have to set up my meeting with the current staff. 378 00:47:25,670 --> 00:47:35,290 But that information will go to the hiring committee like what they're looking for so that that committee and we can do it with young people to and say okay, what are you looking for in the next person. 379 00:47:35,680 --> 00:47:38,880 Um So that the committee that's hiring has the voice of the kids. 380 00:47:38,890 --> 00:47:53,700 Does that make sense that they have like they could have some of that sense of what they're saying, but um, I think they're going to say a lot more of a lot more, they're going to say very similar things to what this committee is saying at this. 381 00:47:55,080 --> 00:47:56,220 Well, there maybe not. 382 00:47:56,230 --> 00:47:58,260 I mean they're kids, right? 383 00:47:58,260 --> 00:48:09,630 So the kids that are involved in the youth center now, some of them don't know the old staff at all and it's a new day and we don't know what we would hear from them. 384 00:48:09,630 --> 00:48:15,320 They're not adults, they don't go to work during the day, They don't, you know, I don't know what we would hear from them. 385 00:48:15,320 --> 00:48:22,080 And I also, so I'm feeling a little bit like, I don't want to, no, you're not giving them the power to decide. 386 00:48:22,080 --> 00:48:22,640 You're asking them? 387 00:48:22,640 --> 00:48:23,260 No, no, no, no, no. 388 00:48:23,260 --> 00:48:28,010 Not about power to decide, but like, where are kids at and what? 389 00:48:28,020 --> 00:48:32,780 And in what way can we engage them in a discussion that would be meaningful for them? 390 00:48:33,870 --> 00:48:47,010 I mean, I could do that and I think it probably should be done, um, to just go in one day and and sit down and have a conversation and say, you know, I'm helping the town hire a new person, what do you think they should know? 391 00:48:47,020 --> 00:48:49,500 Um, the feedback from some kids. 392 00:48:49,500 --> 00:48:56,190 It's very individual, but there's definitely in middle school, there's plenty of kids who are, who are able to say, oh, we need somebody who this or that. 393 00:48:56,770 --> 00:49:06,060 Um I did notice in the job description, there's no mention of parents where it said communication skills, there's no mention of parents anywhere and I think that's a big part of this job. 394 00:49:06,060 --> 00:49:06,790 Sorry, that just popped. 395 00:49:07,570 --> 00:49:07,780 Mhm. 396 00:49:09,570 --> 00:49:15,060 This you can't um I can't hear you, but you wrote regarding transparency. 397 00:49:15,060 --> 00:49:21,580 You understand the candidates um can't be public but couldn't the process be I'm not sure what you mean by that. 398 00:49:33,370 --> 00:49:35,520 So maybe, I mean we'll wait for her answer. 399 00:49:35,520 --> 00:49:36,060 I'll hear this. 400 00:49:36,060 --> 00:49:37,040 You should be asked. 401 00:49:37,040 --> 00:49:39,290 Well, no tim tim just wrote that and I agree. 402 00:49:39,290 --> 00:49:43,990 But that goes to the next channel, that's not for this committee that goes to the next to the interview panel. 403 00:49:47,170 --> 00:49:48,700 You are the outside input. 404 00:49:49,270 --> 00:49:55,460 If it was just jess in Jama writing this up, that would be internal. 405 00:49:55,460 --> 00:49:58,860 But Andrew created a committee of representatives from the community. 406 00:49:59,080 --> 00:50:01,990 That that's that makes sense. 407 00:50:02,860 --> 00:50:14,920 So that is that you are the public process and I will say as of right now, there have been more public process for this position and um either I think that tom Andrew or superintendent of school. 408 00:50:14,930 --> 00:50:20,280 So there's a big, big public component to this process. 409 00:50:20,660 --> 00:50:25,980 Um and I would say is significant as a public component of any process we've had. 410 00:50:26,360 --> 00:50:33,760 I mean all of our meetings are also being broadcast like anybody can come on and what I always say and I've talked about this in the past with other groups? 411 00:50:33,770 --> 00:50:34,980 It's frustrating, right? 412 00:50:34,980 --> 00:50:42,280 Public hiring is frustrating because you want to open it all up um to let the public participate at every step. 413 00:50:42,860 --> 00:50:44,480 The problem is if we did that, we wouldn't have Canon. 414 00:50:45,260 --> 00:50:56,890 And um, that's just the reality of um what the, what this environment is, like, it's public, but these candidates who want their process to be inherently private. 415 00:50:56,990 --> 00:50:58,880 How do you meet the two up? 416 00:50:59,360 --> 00:51:08,880 There was one conversation that we had said early on that we um we're gonna try to put something out to the public for feedback based on what the conversation here had been. 417 00:51:08,880 --> 00:51:13,750 And we haven't done that, nope, as once the job description is created. 418 00:51:13,750 --> 00:51:20,780 That is an option is to put something out saying here are the qualities that we've, you know, determined are important. 419 00:51:21,360 --> 00:51:31,620 Like prioritize them for us and just ask the community that simple question to take, you know, five things and prioritize them and then that goes to that interview panel like that. 420 00:51:31,640 --> 00:51:33,780 So take what this group comes up with. 421 00:51:33,780 --> 00:51:37,230 Have them prioritized and that's the first point of information for the next panel. 422 00:51:37,450 --> 00:51:43,180 Yeah, basically that list, that's in the profile when we rewrite it into being a little more lively. 423 00:51:43,860 --> 00:51:50,780 That that goes to the public as a, as a quick survey, prioritize this and then you give that to the hiring channel. 424 00:51:51,460 --> 00:51:59,910 So Andy on that note, um, you know, do we want to, you know, get another meeting next week at this time? 425 00:51:59,920 --> 00:52:01,460 Do we want to move that fast? 426 00:52:01,460 --> 00:52:08,270 We get it out to everybody and then have somewhat of a final product by friday for everybody to review over the weekend. 427 00:52:10,250 --> 00:52:24,920 I mean I can probably um today is Tuesday um I can if if jess sends me over the documents that exist now um I can probably redo those and get them onto something that people can at least give feedback. 428 00:52:26,250 --> 00:52:37,180 Um and I could do a draft just based on the um the profile bullets about what we could ask the community to pry prioritize us feedback. 429 00:52:37,650 --> 00:52:40,560 So with this draft be um it might cost. 430 00:52:40,560 --> 00:52:42,480 Andrew more though for me to do it that fast. 431 00:52:43,350 --> 00:52:44,620 Okay. 432 00:52:44,630 --> 00:52:46,420 So what would it be with the pictures? 433 00:52:46,420 --> 00:52:49,890 I'm just trying to get, you know, set an expectation or is it just not yet. 434 00:52:49,890 --> 00:52:50,380 Not yet. 435 00:52:50,380 --> 00:52:51,540 This is still internal. 436 00:52:51,540 --> 00:52:54,480 So this would just be to finalize the wording and get it out. 437 00:52:55,250 --> 00:52:55,570 Okay. 438 00:52:56,450 --> 00:53:05,870 Anyway, I just, so so we're not going to end the meeting, but I just, would everybody be comfortable with that with meeting back up on the 12th Same time. 439 00:53:06,250 --> 00:53:14,910 Andy Andrew Question would do people have availability to maybe meet on the 11th, the week after school? 440 00:53:14,920 --> 00:53:16,540 Um is vacation. 441 00:53:16,540 --> 00:53:24,780 So where it would be great to get one in next week because the week after won't be 11th works for me too on a monday is fine or the 14th? 442 00:53:24,780 --> 00:53:25,810 whatever is better. 443 00:53:25,810 --> 00:53:30,850 I just Tuesday, I would be running to meetings at once, so you want to do that. 444 00:53:30,850 --> 00:53:36,070 So um, Anyone that can do it on the 11th works for me. 445 00:53:37,050 --> 00:53:38,430 Oh look at that. 446 00:53:41,210 --> 00:53:45,060 Are you guys able to hear me now? 447 00:53:45,810 --> 00:53:47,320 Hey jake. 448 00:53:48,450 --> 00:53:49,580 I am so sorry. 449 00:53:49,590 --> 00:53:51,730 I will never use my computer again for a zoom call. 450 00:53:51,730 --> 00:53:52,430 This is my husband. 451 00:53:52,430 --> 00:53:53,490 I'm gonna use this from now on. 452 00:53:53,500 --> 00:53:55,300 Um, so forgive me for all the typing. 453 00:53:55,310 --> 00:53:57,430 A couple of other quick questions. 454 00:53:57,440 --> 00:53:58,460 Is there the possibility? 455 00:53:58,460 --> 00:54:12,250 And again, I understand the candidates have to can't be public, but um for them to spend some time at the youth center, even sort of anonymously just taking a tour, maybe just to kind of see their them in the space and how they respond to it. 456 00:54:13,340 --> 00:54:16,970 I think we can invite them to do that for the assessment center. 457 00:54:17,340 --> 00:54:18,560 It would be nice to do that. 458 00:54:18,940 --> 00:54:19,680 My favorite. 459 00:54:19,680 --> 00:54:35,610 Can I just tell you right now what my favorite thing to do to directors is when I throw a wrench, I'm like, oh, you have to plan an event immediately and I make them make it to do list of everything for the event and you find out real fast if they're the safety police or they're the big picture, not detail. 460 00:54:35,610 --> 00:54:39,170 Like it's actually a really telling a good one. 461 00:54:40,240 --> 00:54:59,040 So yeah, I'd be curious to see them just kind of mix, you know, in the mix of the youth center and the other thing just about the transparency um I totally get all that, I just I know that there's you know, always active minority or whatever of vocal folks that complain that you know, they don't get enough information or whatever. 462 00:54:59,040 --> 00:55:05,630 So for example, these meetings are they pushed out to people, I mean I know they're recording anyone can watch them, but is there anything that we could do? 463 00:55:05,630 --> 00:55:22,300 I love the idea about doing a survey, you know, having them um rank the things and also something open ended I think would be useful also for the kids just because I think we're all very thoughtful about the words that we're using and what we're looking for, but you just never know. 464 00:55:22,300 --> 00:55:40,960 Someone might say something brilliant that we hadn't thought of or something might come up again and again do like a ranking for prioritizing and then you can actually have like, or if you're an adult or a parent in the community, like do you have any comments and then if you are, you know, do you have a child who has comments and then just leave it open. 465 00:55:41,340 --> 00:55:42,840 That stuff's hard to sort through. 466 00:55:42,840 --> 00:55:46,290 But they have some interesting stuff. 467 00:55:46,300 --> 00:55:46,870 Yeah. 468 00:55:46,880 --> 00:55:52,410 I I think it would be worthwhile because I think I also think that, you know, in my very in my corporate days we called it C Y. 469 00:55:52,410 --> 00:56:18,600 A you know, like just so you know, we've asked we've used it, you know um So not only do I think about the informational to us but I also think you know then we can say that we did it you know that we are out reaching that we're listening that were soliciting you know like I just want to feel at the end of this process that we did all we could right you solicit engage et cetera. 470 00:56:18,610 --> 00:56:27,400 What we can do is when we send that out we will put a link to all these meetings on it so people can at their leisure watch the meetings, we can say what happened to each of them. 471 00:56:27,410 --> 00:56:29,510 Um So people have a whole catalog of info. 472 00:56:29,510 --> 00:56:34,040 They can go and watch them all or watch none of them and just fill out the survey but they'll have the option of doing that. 473 00:56:34,430 --> 00:56:34,850 Great. 474 00:56:35,630 --> 00:56:36,350 That's a good idea. 475 00:56:37,130 --> 00:56:37,550 Perfect. 476 00:56:38,130 --> 00:56:39,460 Um All right. 477 00:56:39,460 --> 00:56:42,750 So are there any other questions for the committee? 478 00:56:44,730 --> 00:56:48,150 So we've agreed on April 11 at 7:30. 479 00:56:49,130 --> 00:56:50,030 We'll recap. 480 00:56:50,030 --> 00:56:58,050 Well um the meeting will get out Andy and jess are going to rewrite this job description? 481 00:56:58,630 --> 00:57:00,130 Probably get it out to everybody. 482 00:57:00,140 --> 00:57:05,650 You know, does the google doc work because it's really easy for you to make comments. 483 00:57:05,650 --> 00:57:20,050 Is there anyone that if you google doesn't work for you, you can just send comments um in an email or an award doctor let's agree Andy that we should have a product by friday so people could look at it on saturday. 484 00:57:20,060 --> 00:57:20,690 Okay. 485 00:57:20,700 --> 00:57:25,500 And then we can come into the meeting ready to go with questions. 486 00:57:25,500 --> 00:57:29,220 Look at the what we think the final product is and fine tune it. 487 00:57:29,230 --> 00:57:31,460 So we can maybe get this pushed out. 488 00:57:31,830 --> 00:57:32,070 Yes. 489 00:57:32,070 --> 00:57:41,460 If you can just, if you can send it over to me, I can even start um later tomorrow and yep, I can get you both of those right now. 490 00:57:41,460 --> 00:57:47,840 Actually just do you think if the comments coming over the weekend, we have time to turn around a document from monday night? 491 00:57:49,230 --> 00:57:51,210 Well, well, well, let's look and see what they are. 492 00:57:51,210 --> 00:57:51,990 Let's leave it. 493 00:57:52,000 --> 00:57:56,590 Like our goal will be to look for some common themes and make those changes. 494 00:57:56,590 --> 00:57:59,050 And then if there's some that we need to discuss or debate. 495 00:57:59,730 --> 00:58:01,440 Um, then that's what we'll use the meeting for. 496 00:58:02,120 --> 00:58:08,450 Yeah, I can be online this weekend to Andy so I'll give you my cell phone when I forward over the documents. 497 00:58:08,450 --> 00:58:12,460 And that way, if we have to connect on the weekend, I'm usually always around. 498 00:58:13,820 --> 00:58:14,020 Yeah. 499 00:58:15,160 --> 00:58:25,610 And I mean, I think, I think everyone has to be open to understanding that they're giving your feedback, but we're not going to make every single change that people suggest that needs to be, we'll take them all in. 500 00:58:25,610 --> 00:58:28,150 But ultimately somebody has to decide. 501 00:58:29,120 --> 00:58:29,540 Mm hmm. 502 00:58:30,420 --> 00:58:30,990 Okay. 503 00:58:31,000 --> 00:58:32,490 Any any other questions. 504 00:58:32,490 --> 00:58:39,040 Anything I'm going to do one question generally, are people comfortable with the outline for the process? 505 00:58:39,040 --> 00:58:41,210 Obviously we'll fill in a lot of the blanks as we get going. 506 00:58:41,210 --> 00:58:43,250 But the framework seemed to make sense. 507 00:58:46,920 --> 00:58:55,340 And as a reminder if you're interested in serving on one of the, on the screening committee, email Ryan and myself, um, and maybe we can nail that down at the next meeting too. 508 00:58:58,120 --> 00:58:58,390 Okay. 509 00:58:58,390 --> 00:58:59,530 Any other questions? 510 00:59:00,720 --> 00:59:02,100 I appreciate everybody's time. 511 00:59:02,100 --> 00:59:03,400 I know this is the process. 512 00:59:03,410 --> 00:59:04,340 We will get there. 513 00:59:04,720 --> 00:59:10,030 Uh, so motion to adjourn in a second against. 514 00:59:10,720 --> 00:59:11,010 Okay. 515 00:59:11,010 --> 00:59:11,440 Thank you. 516 00:59:11,440 --> 00:59:13,240 Laura, Are you okay with the journey? 517 00:59:13,620 --> 00:59:15,150 Yes, brian. 518 00:59:17,220 --> 00:59:17,840 Okay. 519 00:59:18,520 --> 00:59:18,940 Tim. 520 00:59:19,620 --> 00:59:21,750 Yes, yes. 521 00:59:24,220 --> 00:59:24,840 Less. 522 00:59:25,920 --> 00:59:26,450 Yes. 523 00:59:26,920 --> 00:59:27,240 Albert. 524 00:59:27,240 --> 00:59:27,970 How are you? 525 00:59:27,980 --> 00:59:29,110 Thanks for joining us. 526 00:59:29,120 --> 00:59:29,950 Thank you. 527 00:59:30,420 --> 00:59:31,140 Um, all right. 528 00:59:31,140 --> 00:59:32,450 I think we are good to go. 529 00:59:33,120 --> 00:59:33,450 Thank you. 530 00:59:33,450 --> 00:59:34,180 Everybody. 531 00:59:34,190 --> 00:59:35,480 Thanks everyone. 532 00:59:35,490 --> 00:59:36,150 Good night. 533 00:59:37,620 --> 00:59:38,840 Mm hmm. 534 00:59:40,320 --> 00:59:40,740 Mhm.