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Good evening, everybody. Thank you for joining us. This is the Ann Over Youth Steering Committee, Ann Over Youth Services Steering Committee, fourth meeting. And we have a pretty busy schedule today to go over the agenda. What we're going to try to do tonight is take two votes. We'll get back to the public comments in a minute. Today, we're going to try to vote on a profile in description so we can get this fall moving and

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passing it over to the hiring committee. We're also going to be taking a vote on a communication plan

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and how we should communicate this to the end of the public and have them interacting with this

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process. So we will get to the two objectives in a minute. First, I would just go back to Andrew

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Flanagan, town manager. Are there any public comments that we need to address at the moment?

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Nobody has submitted public comment, and nobody's asked to participate remotely tonight.

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Okay, thank you very much.

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And to the committee, I hope everybody's doing well, and thanks for joining us.

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I know that we're now on our fourth meeting, and this does take some time.

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Tonight's going to be, I think, longer than expected.

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There's a lot to go over.

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Going over the profile and the job description, we'll take a second tier.

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I think what we should start the meeting off with is how we communicate this effectively to the community, which would be in my definition, the annual for public.

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And so we should start there and talk about a communication plan, because once we figure out the profile and description, we're going to want to get that out to everybody.

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I think Andy, in a discussion I have with our earlier, I think everybody, and Trent as well,

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we're a little tired of the Zoom. Maybe we want to get out and get face-to-face with everybody

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for one of these meetings. So with that being said, I know Trent, you would send me an email.

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We can talk about the communication plan. How would you like to roll out to the public?

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And again, I want to make sure the committee stays tight on this. We're the steering committee to get

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a profile in the description prepared to then pass over to a hiring committee.

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We want to make sure that gets done correctly with this steering committee.

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So once we get the profile plan, hopefully we can hammer that down tonight, you know,

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Jess has put a lot of work into it, I've seen what she has created, we have to communicate

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this out to the public.

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So that's what we're going to talk about for the beginning of the meeting.

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So anyone want to take it from Ryan?

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I am based on our last meeting. I put together a couple of slides of what our typical communication plan would look like and then built it out based on the feedback of the group.

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And how I think we really tailor it to the job at hand, which is soliciting input on the director search. So if I may, I just like the slides and please interrupt me as we go.

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So you'll see in a second the different elements that I'm proposing we use in terms of communication.

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This is a starting point. There's some things we can do. There's some things we may not be able to do.

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But I look forward to talking through those. So.

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So AIS steering committee and direct search communication plan.

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This is pretty typical of any time we'd be doing not so much a search but a big project

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or an initiative of great public interest.

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I will have a dedicated webpage and that's just a good landing spot or information that we

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have aggregated over the course of a process.

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Of course, this process being the work of the committee, and it's also important to have it in one landing place because we can push it out and refer everybody back to one location.

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I'll talk about what that looks like in just a second.

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So the website, which we're in the process of building, I'll be within the town site, of course.

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Zandoveramay.gov, that's our homepage slash AYS Darren Committee. If somebody feels

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strongly that I should say something different, we can certainly talk about that,

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providing it's consistent with how we usually do these for web pages.

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The website will include the following. A link to every steering committee meeting,

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so we will put links to each of these meetings, so people with dates, so people can go back and watch

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them. Right next to the link to the meeting itself will be a link to the minutes.

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The minutes are being taken in the next meeting.

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We will vote of meeting minutes from the past meeting so people can either watch the meeting or they can just quickly take a look at the minutes to see.

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Generally what was discussed.

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Would like to do a link to a survey and as we discussed the last meeting.

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The survey, when it did be an opportunity for an open-ended question at the end, anything

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not listed here, please express your thoughts.

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But it would be a prioritization of the attributes of the next director.

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And then that information would help inform the selection committee's work.

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So it's not like we have to wait a month for that to happen and then post a position that

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they can actually run in tandem or concurrently.

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We'll have a dedicated email address to provide input on the qualities of the next director

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and we're calling it next director, dandoverma.us. This is always a effective way of getting

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public input. People do email it, especially when it's first pushed. We'll put a link to the

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AIS director position profile so that people can see the work this committee did and really what

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framework is or attracting candidates to the position. And then a status update, you know, a lot of

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times websites are published and then they're pretty ecstatic. I want this to be a dynamic

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interface with the public in terms of where we are with the process. So when we're screening,

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we'll say screening is ongoing. When we're interviewing, we'll say interviewing is ongoing.

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And then any time there's a public participation opportunity, we'll push that through

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the website and the channels as well. Before I go on to the different channels and if you want to have a little bit of what the survey would look like.

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So I sent out the survey in that email with the document. I know a couple people went in and looked at it.

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And I want to get some feedback on it as well, but it basically had two questions asking people just to rank it. There is a setting in Google form.

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So whatever this whatever and over usually uses for surveys that I think is good is there's actually a

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setting that just what's what I'm looking for. It changes the order of the things right so it's

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not like preset anybody that goes in it's going to randomize the order that things are in.

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Wait, one minute. It's like he always comes in as soon as he hears me talk and get where

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It's true. I mean, one minute. And then what we're going to do is have the two open ended questions at the bottom one for community members and then one specifically for you to share their thoughts ideas.

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And again, that those responses are designed to take the qualities and things that this committee have identified.

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And then hand it off to the hiring committee or the selection committee.

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with an idea of what the community wants to see prioritized as a interview and screen candidates.

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So, again, I did put it together. We can, I can, you know, ask for feedback on that at another time.

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I think tonight voting on this and voting on the profile are definitely the top priorities.

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So, and then in terms of communication channels.

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What we're recommending to do is our end over news alert.

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That's just emails to inboxes.

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That's all a lot of people who are not on social media get information.

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So we push that we have 1400 people subscribed.

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We push it through Facebook where there's 16 6200 people following Twitter,

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where there's just under 4,000 people following Instagram.

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There's just enough 2400 people following.

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And then the library email newsletter,

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which has the far greatest reach of any communication device that we have, which is reaches 18,000 people.

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So obviously, everybody understands how social media works. We push it through our channels. It gets

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shared and reposted and retweeted. And when we do the analytics on that, the number of people we touch

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is well over 10,000, 15,000 people. So by hitting all of these places, we're sure to get a really solid

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response to the survey. Or, if people aren't responding to the survey, at least they have access to

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the information, which will be updated as the process evolves. So this is what we... Sure.

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Sorry, I just want to add that no in the discussion and Liz's email as well, that this is how the city

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will officially do it, but there's nothing stopping anyone from sending it to groups and saying,

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hey, can you send this out to your group as well, right? Like, um, and this doesn't actually have

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the AYS mailing list specifically. If they send it to their groups, it has to be a way to get it back

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to the town. It's going to be an online survey. Right. So as long as the people will just forward the

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link, because I know there was like, um, there was some suggestions in those emails that I think

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are great. I think anytime you can send it to somebody and say, hey, can you show this with your folks?

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like, you know, you're going to get that much more. But the one thing I didn't see on here was the actual AYS mailing list, which I assume they have.

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We do. We do. We do.

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Well, we would also utilize recreation mailing list, which is about seven or eight thousand families, many overlapping with you services.

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And we have a number of other contacts and networks in the community. It'll get out online.

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Andy, I think we're you saying like if I were to send it to say all the PTOs of the schools in and over, that would be fine for them to put in their weekly PTO email blast.

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Yeah, absolutely. Once the once this, once the town pushes it out, and the idea is to ask is to spread it out as much as possible.

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So people, because we all know people need to get it from multiple, you know, places before they actually see it or do something about it. I was actually in a marketing thing.

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Long ago, and they were saying that telling people that there's a date they need the reminders and the last reminder saying it's your last chance is when the majority of people will actually see that.

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So just to keep that in mind.

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I was just curious. I'm sorry to keep interrupting. If anyone has a sense of how many responses we might get, like I don't know if anyone knows how many of the recent superintendents email about her planning how many that survey got.

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And also I assume there's a way to avoid duplications right people answering more than once.

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So we can do our best, but through the tools available to us, people can clear their cookies

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and gain the system a little bit.

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We always look to see if there's a number of duplicates coming from the same place.

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And we typically don't find that we find the library address there because there's people using the library computers

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and they all come in through the same channel. But other than that, we don't usually see a lot of duplicates,

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but could there be a few people who do that potentially the case.

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I'll tell you in terms of the towns reach anywhere between 500 to 1500 responses based on

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the public interest in the matter. It's not huge. I mean you're not, it's never huge. It's definitely,

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I feel like every time I've done one in a community, you get the people who have strong feelings

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things on one way or the other. And like the people in the middle often don't complete it.

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So it's not it's definitely not a huge response, but that's why I think having it come out from a lot of different places.

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Because you know, if the PTO is saying, hey, this is really important. We want you to do this and some people might hear that where somebody else.

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You know, is going to get it through the right department and be like, oh, my kids growing up. They're going to be at a YS soon like that, you know.

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Not really speaking for what is worth it to somebody between two and a half and five percent

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response rate is fairly typical for a survey.

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Brian, go ahead, I'll get to you, go ahead, Brian.

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Oh no worries, I like the idea of the website as being kind of the anchor and looking at how

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How you're how you're populating that website is it's a combination of push of information and pull of of information from from the audience here. So I like that.

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One time one thing I think about when I'm asking for feedback is is how do we close the loop with folks and you know this dedicated email address.

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Is that part of the plan to, if somebody were to submit an email, is that part of the process?

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I mean, that could be a lot of emails on a link in here.

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How is that managed and who does that?

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And does that person or that group of people provide kind of a 360 and go back to the originator with a thank you or your feedback was received so that

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that they'll participate in the next time.

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So, they'll probably get an automated response only

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because it's tough to get back to everybody,

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especially in the beginning.

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My office has quite a bit of experience

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in aggregating comments that we get

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through these types of channels,

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so we'll take responsibility for that.

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And then what we'll probably say in the automated responses

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for updates, check back here,

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and that's where we'll regularly post our uptake.

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I think that's perfect.

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And the only other thing I would suggest here is, especially in this environment

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and in this scenario, transparency is so important and it's the tool that we're going to use to counter the cynics.

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So, and the more transparent we are in this process, whether it's this committee or it's the hiring committee, the more successful, the more likely that the incumbent is going to be the new director will be successful, right, because people are on board with it and so forth. So, it may be something. And I haven't kind of thought it through, but if there's a way to kind of provide some some feedback, you know, as people are prioritizing

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advertising, or as people are providing their feedback, it might be prudent to have something

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like that a way to convey that, that we're receiving this. This is what you've told

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us in terms of the priorities or the attributes. I just think it's really going to be important

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or for us to be transparent as best we can and not that we're not, but we have to kind

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of go out of our way in this case, I think.

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Would you recommend Brian, I'm sorry, but on that note, what I'm picking up is, you know,

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maybe there's a follow-up after it's opened in a week that, you know, most frequently asked

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questions, you know, we say here, the top 10, this is what the answers are.

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I'm sure there's going to be legitimate questions like, hey, how did you get picked to be on the

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right? We're talking about the hiring committee now, not the steering committee. How did one go

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through the process? How did you come across that? You know, I think those would be pretty frequent

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questions. So maybe we can follow up every seven days. Now the question would be do we have the

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resources to do that to someone in the town? Are they able to do that? That would be a good touch

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point for people right that they're not just going to the abyss. Yes, thank you. That's exactly it.

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We'll also share the survey results in some common themes, and we'll all go back to

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that website.

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But can we maybe say like every seven days it gets updated in a five, like something

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like that where people it's relevant, it's real time?

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I would say every seven to ten days we will update the FAQ section, and we'll update the

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rest of the website as materials become available, so if the process moves to a different stage

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you'll get updated. If there's a new meeting, you'll get posted. But I think is FAQs

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begin to present themselves. So frequent questions begin to present themselves. We'll put

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them into an FAQ format and add it to the website. Albert, is Albert waiting to say something?

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Give your hand up. Albert, yes.

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David, can you hear me okay? A couple of questions. One is, I think the spot is great.

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But it's just a couple of questions.

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One is, did we talk about the timing of the survey?

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When's it going out?

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Did that come up before you helped on the call?

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No.

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OK, so that's this question.

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And also, just introducing the survey,

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do we discuss what that introduction is going to look like?

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Are you, is that being drafted along with the survey

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or when's that going to come?

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Because that seems like that's going to explain somewhere.

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Yeah.

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Yeah, so I think before you jumped on,

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And we had said that tonight we're going to take two votes, one on this communication

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plan, the second on the profile.

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And then if those are complete, in the next meeting we will present to the community, what

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the committee has done, how we got here and what the final profile is, at that point they'll

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be an introduction to the survey, ask the committee to complete the survey.

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And so that gives us another, you know, a little bit of time to write that up.

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And I think it'll just be basically a summary of, you know, this is where we're at.

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This is what we're asking for and this is what we're going to do with it, you know, and book that, put that out.

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But I think the timeline is where we're at now, which is like, we need, this needs to be happening.

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Are you going to end up hiring in the middle of the summer, which is not, it's just not great.

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So with the communication plan and what Andrew presented in Bryant, thanks.

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That was a great question.

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What, any other questions, any other comments?

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Okay, so again, are we at that point

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where you guys are comfortable with what you saw

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and what we've heard where we can at least take a motion

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and a vote to work with that PowerPoint

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and the process that Andrew just put out to us?

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Is a timeline something that we will discuss after the vote

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or is it something we should discuss before?

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or the timeline of the presentation of the communication plan.

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Well, of the rollout of it, you know, when the website goes live, when the survey goes out, all those kinds of things.

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What I would add is if everything gets voted tonight,

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the website will be lied by the end of the week and the position should be pretty close to posted by the end of the week.

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Okay.

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That's pretty good. And then the survey being released, it would be on there,

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but then it would be pushed publicly at our next meeting, which is when we will present it to the

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community. So that would, that depends on when we agree to meet. And next week being school vacation,

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we know it will be at least more than a week.

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Any other questions on that? That was those are great

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questions. So I'm going to make a motion.

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Yes, would someone repeat what the percentage

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of response was to a survey usually? Was it two to five percent?

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I mean, we're between two and a half and five percent is fairly typical. Sometimes we'll

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see much more than that. Organizations seem more than that, but that's typical and that's

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considered successful. So mine on the two to five I guess my thought process my thought process

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on the two to five percent was that it is and what Andy said in terms of the extremes usually

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answering. Are we putting out a balloon that doesn't float?

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You know I don't have an answer

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to say what would be a way to have a higher input of community input, but is two to five percent?

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Is it just something you have to accept and you move on? Or is it something that

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garner such a low amount of input? And I know Brian was talking about transparency and the like.

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So that's my question. Is it the best we, is it the best we have and we go with that?

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or is there something better that allows the community a higher rate of input?

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You may see a much higher rate.

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I think it's a good question.

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Yeah, but there are issues that get a much bigger response.

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Does the town government study committee spend about 18 months looking at

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just levels of participation and response to certain things in town?

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And one of the things we saw is if there's a major issue in town

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or a major project that has a lot of interest,

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it gets funded at town meeting, right?

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At town meeting, we'll have 1,000 people on that day.

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I think we'll get 1,000 responses to the survey.

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So that's about as engaged short of an election,

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as pretty much we're gonna find any group in this town.

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We may fall short of 1,000,

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but we will be going through the same channels

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in which we get 1,000 plus responses.

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So what I mean by that is we're going to use all the same channels we do for most of our.

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I would say probably a few more channels for our survey type work, where we get our greatest response other than town meeting.

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And if we get 500, that may be an indication of overall community interest in the matter.

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If we get 1500, you know, that will be on the high end, and it will show that there's as much interest as there is in any other matter in town.

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Does that make sense? So we know that even on issues that we expect huge public response in person, we get about a thousand people sometimes a little bit more.

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So I think, you know, the survey has a unique way of meeting people where they are so they can respond at work, they can respond in the morning, they can respond at night.

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So I think it will be a good indicator and I'm not sure if there's anything we could do that would get a broader response.

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Yes, that's my point.

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Will you or can I follow up?

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My, my phone.

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Am I can you hear me?

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Okay, thank you.

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Will the hiring committee.

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That will follow this selection committee. Will the hiring committee have an open forum or discussion with the general public?

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I don't know. I think that was the idea because that is not a public body, the hiring committee and there's reasons that it's not a public body.

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Obviously, I think the idea here is that the profile will have been developed amongst

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the group of residents with the opportunity for public input, and then the ranking of

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things within that profile will come from public feedback, and at that point they probably

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start their work.

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Could they get in process and decide to have a public report out at a select board meeting

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or in the form of a forum, maybe, I don't know, Andy, how you feel about that?

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I think, I mean, it wouldn't be odd to me. It wouldn't seem odd to me, I should say, because,

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like I said in my email to everyone this weekend, you're in a very unique situation. Normally,

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this hiring of this position, like Gemma is truly the department head, and then you have these

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positions that run into these divisions, like this would not, I mean, I know Andrew said it before,

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like this is as close to like the superintendent as any hiring you know it would be but you also

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want to acknowledge the fact that they're you know that there is community investment you know

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trends comments and his email as well like people you know they question things they want to know

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what's going on they want to have it so it would not be out of line I don't think if the if this

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committee said to the hiring committee, we encourage you to find some way to have public input

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and to me that would be in the finalists. Once you have finalists who are public, just remember

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we said this before, anybody coming into apply for a job is under the sense of confidentiality until

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they have to publicly announce that they are a finalist for a public position. But once you have

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finalists. Having a meet and greet, having people come in, having like that be able to go. I think

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that seems very, it would not be odd for that to happen. I know I already said to Andrew,

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there definitely needs to be a youth piece, they need to be in there around young people, having

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young people involved at that point. So I think that that I would, I would suggest that this to be

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actually as we pass on the feedback from the survey, we also say here are some of our recommendations

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like to see these things happen, and then it's up to them to decide what they do with them.

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I don't know. I'm seeing a couple heads nod, but I think that they have to decide their process

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as the hiring committee, and as Andrew has told us it's quite the process they're going to go through.

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So they may feel like it's not necessary, but I think that if this committee feels like it is,

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that that's the best you can do is send it as a recommendation.

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Andy, I want to be respectful of that the town thinks it's a very special

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process, but I know for myself, you know, it's the same process I school the

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administrators go through in every district, you know, you come in for a day.

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So it's not only just superintendent and town manager.

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I mean, it's a process that is more well known to those people, but I respectfully say, yes,

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I mean, there is no doubt, Andrew, what you said, either the last time or the time before that,

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you know, people become reluctant to be named a finalist. That is a reality, right? Because it

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puts them, if they don't get the job, it puts them in an uncomfortable position in the district,

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they're in. So I just wanted to say that, that it's not as rare as we kind of can make.

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And I think you can let people know at the beginning, like if they're invited in for that first

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interview, this is our process and we are going to ask, you know, a finalist that, you know,

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we're going to have two finalists and we're going to make it a public piece.

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You're right. I think that any time involved in any time, it's really about that relationship,

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up and creating an environment like a school that that's where that's where having that extra level

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of doing the face-to-face like matters to people and they appreciate it because they want to

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know like who is this person that's going to be you know doing that work. I'm not not to say that

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like they had a DPW as in building relationships and an environment but it's not the same as like

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sending your children right so I think it's one of those things. Just follow up I think Tim you're

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absolutely correct. On the school side it is candidates are more familiar with this type of process.

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I'm drawing from within our process so I make an appointment the appointment gets confirmed by

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the select board. When I have one finalist and his or her name is going to go on an agenda,

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but they get very nervous. And they're the candidate. They've been appointed at just waiting

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confirmation. The other thing that I want to do is try not to set public expectation

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That there's two or three finalists because there may be one great candidate and not a great second candidate and then you are doing a disservice your finalist because everyone's going to say what is the other one and the committee may be unanimous and not thinking that they should put forward a second.

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I've been part of plenty of processes where that's happened.

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So, I think we need to be candid and, you know, do the best we can to a set expectation.

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There could be two public finalists, but there may only be one.

316
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And if there is only one.

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We know that it has the full support of the committee. That's the case. Or the committee could say we're never going to produce less than two, but then you may lose a great one. Well, there is, if you don't mind, just real quick on that on the hiring piece, man. I think that when people have to realize, none of those are their lives, but they are probably working somewhere else. That creates an extremely uncomfortable situation with your current employer, FYI.

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So, that's usually how it happens.

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So, we have to protect the candidates as well.

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If you want to do closed-door meetings at that point with two of the finalists, I'm all for it.

321
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But I think that's where the hesitancy comes from acknowledging your name, right?

322
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Gemma, go ahead.

323
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Thank you.

324
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I wanted to just say a few things about this particular piece.

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So, number one, as it relates, certainly back to the survey and questions about percentages of participation.

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And what you see when data gathering is,

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and it's always the case, is that you start to see trends

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early on as you start running analytics on a survey.

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And those trends, once you see them, they confirm themselves.

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And so if you have 1,000 people responding,

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a trend reveals itself.

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5,000 people will not necessarily at all

333
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give you a different answer. So I know that's odd but that just seems to be the way surveys generally

334
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work. If you've got enough of a respondent base, the trend will reveal itself whether and you'll

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see it early on and then it just gets replicated over time. And I'm hoping and expecting that that

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will be the case and that will people will share their preferences and priorities with us and

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that that's gonna give us a clear mandate

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in terms of what kind of attributes we're looking for.

339
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And everybody should rest assured

340
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that we know how to screen

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and prioritize for those attributes

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and we'll be able to interview

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to be looking for those attributes too.

344
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So that base of information

345
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is gonna give us everything we need

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to deliver a candidate or candidates if we're lucky

347
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that really speak to those priorities that the community has told us.

348
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So that's what that process is intended to do.

349
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And we do know how to do that piece.

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So I just want to say, I mean, I've been part of many, many, many searches.

351
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And this will work.

352
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We're not going to end up with a candidate that's way off base.

353
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That isn't reflecting the priorities that our community has shared with us.

354
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One thing that I would add, we're comparing this process to other professional positions that have a pay scale that's 40 to 100% higher than this.

355
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So if somebody is looking at a position that's paying 100% higher than this, they may have more of a willingness to be one of three public finalists or one of two public finalists.

356
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But somebody who's pursuing a $90,000 a year position or an $85,000 a year position, even a $100,000 a year position, they may be less apt to take that professional risk.

357
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That is not otherwise ever required for the sector or the position level that they're seeking.

358
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So we would have to have people say this is a little bit different circumstance and we're willing to take that leap.

359
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depending on whatever their personal circumstances are.

360
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So one of the things I just want to keep in mind when we think about the number of finalists

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and the willingness of people to come forward because ultimately we can say to people

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and there may not be two people willing to come forward, the expectations between the processes

363
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we're comparing to are, I don't say the expectations are different, but the compensation risk reward

364
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is a little bit different from this process to the positions where it's much more open and public in

365
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the several finalists. And for just to back up Andrew on that for a moment, you know,

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I don't think that there's a tremendous amount of value in particular. Even if we were to say

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we're going to make that last piece public, the risk associated with losing good candidates because

368
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it's extremely unusual to expect that and ask that of a candidate who's not necessarily

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appointed to a job versus the value that we might get out of that becoming a public meeting.

370
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I don't see it. I don't see it at all and I would really caution us from going down that road.

371
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I don't think I think the community's voice through the survey is what we need and then you have to

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that search committee responsible for making sure we're delivering a candidate that embodies those attributes

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and that that's really what anybody's looking for and that's our job to deliver that.

374
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For this sake of time I'm going to suggest that we like pause this part of the conversation

375
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and look at the communication plan because again I think that this decision is ultimately going to be up to the next committee

376
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How they do that so I just I think does everyone feel like there's concerns have been heard like can you give me a nod give me something

377
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And again, I think there are ways for us to pass that those you know thoughts and concerns along but we still need to get to through the profile tonight. So I just want to want to be mindful of where we're at.

378
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So I Brian, I don't know if you want to do a.

379
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I would do based on our discussion on the communication plan and what Andrew has delivered

380
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and shown everybody and I would make a motion to vote on that process in order to do that

381
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someone after second and then we would be able to take a vote on.

382
00:36:08,280 --> 00:36:15,240
So I would motion to take a vote on the communication plan that Andrew has presented.

383
00:36:18,650 --> 00:36:19,070
Second.

384
00:36:19,070 --> 00:36:30,730
Thank you very much. All in favor of the plan. You need a roll call. Okay, so all in favor of the plan. Laura, are you in favor of the communication plan?

385
00:36:31,810 --> 00:36:32,030
Yes.

386
00:36:34,910 --> 00:36:39,910
Tim, are you in favor of the communication plan? Ryan, are you in favor?

387
00:36:40,250 --> 00:36:40,730
Yes.

388
00:36:42,910 --> 00:36:45,490
And Liz, are you in favor?

389
00:36:46,310 --> 00:36:46,710
Yes.

390
00:36:47,670 --> 00:36:49,250
Trent, are you in favor?

391
00:36:49,930 --> 00:36:50,230
Yes.

392
00:36:51,590 --> 00:36:53,470
Okay, Albert, are you in favor?

393
00:36:55,890 --> 00:36:59,150
Okay, so that would be unanimous, correct?

394
00:37:00,130 --> 00:37:01,050
You two, yes, Ryan.

395
00:37:01,930 --> 00:37:02,350
I'm, yes.

396
00:37:03,110 --> 00:37:06,670
So, Jess and Andy, I'm on voting in Gemma.

397
00:37:08,170 --> 00:37:13,430
So, the communication plan that is presented on the PowerPoint is probably, I mean, if it

398
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would make everybody feel better, maybe we can get it out to this committee if they just

399
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have it for their records.

400
00:37:17,970 --> 00:37:18,510
That would be great.

401
00:37:19,110 --> 00:37:20,310
So, that has moved on.

402
00:37:20,690 --> 00:37:21,230
That has passed.

403
00:37:21,590 --> 00:37:21,930
Thank you.

404
00:37:23,070 --> 00:37:27,750
The next part of what we have to talk about today is the profile and the description.

405
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And I know Jess has, or Andrew has PowerPoints and some feedback.

406
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and we're going to go over certain paragraphs, certain wording, certain order of the way it's

407
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presented, hopefully come up tonight with a profile slash description.

408
00:37:50,210 --> 00:37:51,630
With that being said, go ahead.

409
00:37:51,870 --> 00:37:53,530
Everyone's responses are awesome.

410
00:37:54,950 --> 00:37:59,690
I wanted to thank everybody for doing that over the weekend and having really, I mean, you could

411
00:37:59,690 --> 00:38:07,510
tell you guys really went through it and gave it a lot of thought and and actually gave suggestions and not just I don't like this, which is always super helpful.

412
00:38:08,250 --> 00:38:11,510
So I just personally want to say thank you. You guys did a really good job.

413
00:38:14,340 --> 00:38:21,920
So I'm going to put it up. I'm going to share my screen and who's going to walk through this right you and Jess I'm coming.

414
00:38:23,240 --> 00:38:26,120
I'll never get it, just can get into the detail of it.

415
00:38:26,200 --> 00:38:28,720
I'll make sure everybody is falling along.

416
00:38:29,080 --> 00:38:31,840
So if you can get that up, that is great, okay.

417
00:38:32,040 --> 00:38:36,260
I can, and you see my hand and you don't want to see

418
00:38:36,260 --> 00:38:37,180
not really, no.

419
00:38:37,220 --> 00:38:38,320
Okay, my bad.

420
00:38:38,380 --> 00:38:40,920
I can't now, and you can see now the yellow works great.

421
00:38:41,820 --> 00:38:44,300
I see yellow, I'm right away, but no, I cannot,

422
00:38:45,060 --> 00:38:47,260
I can see it now because you made me aware of it,

423
00:38:47,340 --> 00:38:48,220
but no, it's all right.

424
00:38:49,240 --> 00:38:50,620
Don't worry, I'll take it personally.

425
00:38:52,760 --> 00:38:58,320
Can I ask a question prior to going through this?

426
00:39:00,040 --> 00:39:09,440
When the town of Andover, does the town of Andover use a template in terms of when they

427
00:39:09,440 --> 00:39:18,200
are seeking to hire and that template is customized for the job position?

428
00:39:18,200 --> 00:39:35,280
And what I guess I'm trying to say is the so-called stock in the stock material in the template is that which is either required by law, required by good best practice in HR, et cetera.

429
00:39:35,600 --> 00:39:42,300
Or is this job description? Is it been totally created from scratch?

430
00:39:44,100 --> 00:39:45,860
Andrew, do you want me to field that one?

431
00:39:47,060 --> 00:39:52,400
So, Tim, as we kind of discussed a little bit at the last steering committee, we've got

432
00:39:52,400 --> 00:40:01,600
kind of the technical dry boring, if you want to say that job description that is basically

433
00:40:01,600 --> 00:40:06,940
our standard template format with kind of like the description, the objective, the essential

434
00:40:07,480 --> 00:40:12,060
responsibilities, you know, things about lifting, supervision, kind of all that stuff.

435
00:40:12,220 --> 00:40:13,080
That's that piece.

436
00:40:13,340 --> 00:40:18,100
Then there's this document before you, which is kind of the position profile, which

437
00:40:18,100 --> 00:40:24,560
we felt for this particular search was important to develop, to kind of put in all of the information

438
00:40:24,560 --> 00:40:30,840
about really kind of like the qualities, the kind of leader, manager, youth worker, person

439
00:40:30,840 --> 00:40:32,280
we want for this position.

440
00:40:32,280 --> 00:40:34,760
So this is actually an additional document

441
00:40:34,760 --> 00:40:38,400
beyond the technical dry job description.

442
00:40:38,400 --> 00:40:41,780
This is what's going to really be out on the street

443
00:40:41,780 --> 00:40:44,700
and linked to the job postings we put out to say,

444
00:40:44,700 --> 00:40:45,880
hey, we have this opening.

445
00:40:46,060 --> 00:40:48,260
Here's a profile, it talks about the youth center,

446
00:40:48,260 --> 00:40:50,360
it talks about the work being done,

447
00:40:50,480 --> 00:40:53,400
the work to be done, and really those qualities.

448
00:40:53,560 --> 00:40:54,960
So it's actually kind of two documents

449
00:40:54,960 --> 00:40:57,260
that we're looking at and working with.

450
00:40:57,460 --> 00:41:00,580
But for this group, it's kind of this position profile

451
00:41:00,580 --> 00:41:03,920
which really drills down on those specific, like,

452
00:41:04,160 --> 00:41:07,280
personable qualities and things that we want to see in this position.

453
00:41:07,400 --> 00:41:08,340
Does that make sense?

454
00:41:08,340 --> 00:41:10,660
I was more tailored to the job description.

455
00:41:10,800 --> 00:41:12,980
Although I had a few points when I read this thing,

456
00:41:12,980 --> 00:41:15,980
although I did not annotate in Google.

457
00:41:16,580 --> 00:41:20,000
I'll just mention them as we go along or as there's discourse.

458
00:41:20,980 --> 00:41:24,620
I was specifically referring to the job description

459
00:41:25,640 --> 00:41:27,960
and the bullets of the job description.

460
00:41:27,960 --> 00:41:36,760
And, you know, we're, and, you know, you gave an excellent example, right, lifting has to be in good enough shape to lift.

461
00:41:37,440 --> 00:41:52,220
But I guess I wanted to see or at least I'd like to know at some point like what was what was created for the job description and what stock.

462
00:41:52,220 --> 00:41:53,120
So,

463
00:41:56,400 --> 00:42:03,840
I think on the version of the job description that we had handed out before, the opening

464
00:42:03,840 --> 00:42:09,780
paragraph, and usually the last two or three paragraphs, like the judgment, supervision,

465
00:42:10,100 --> 00:42:12,660
qualifications, all that, that's definitely the boilerplate.

466
00:42:12,920 --> 00:42:18,600
Then the essential functions or specific skills and duties of the position, kind of the middle

467
00:42:18,600 --> 00:42:25,100
chunk, that's what will usually most often get updated either to reflect, you know, a change

468
00:42:25,100 --> 00:42:41,640
and maybe software, a change in process, whatever the relevant things are that change each time we look at those is that kind of that middle section of the key functions that is typically what gets modified unless you know sometimes you might update the qualifications if we're like, you know what for years this job is only prior to high school diploma.

469
00:42:42,160 --> 00:42:51,300
Now we think it needs at least an associate or bachelor so oftentimes the education or qualifications section will be the next section that tends to see the most change.

470
00:42:51,300 --> 00:42:56,400
but otherwise in terms of how many pounds they might have to lift or how many people they supervise

471
00:42:56,400 --> 00:43:01,460
or don't supervise, those types of things do tend to stay fairly boilerplate. So that would be

472
00:43:01,460 --> 00:43:02,440
that difference.

473
00:43:05,940 --> 00:43:08,820
And can I just add that I think one of the things that came out of

474
00:43:10,200 --> 00:43:17,320
our conversations and the feedback form that this group filled out earlier is that nobody,

475
00:43:17,320 --> 00:43:27,500
But there wasn't a large concern that the job had to change.

476
00:43:28,020 --> 00:43:32,780
I have heard it as an outsider that is much more about finding the right person for the

477
00:43:32,780 --> 00:43:33,100
job.

478
00:43:33,920 --> 00:43:40,060
And I think that when you're saying the dry job description, like it's a job description,

479
00:43:40,380 --> 00:43:45,420
it's going to be pretty much like these are the tasks you have and that's why we put more

480
00:43:45,420 --> 00:43:51,100
more effort into the profile because that is getting the picture of who the town wants

481
00:43:51,100 --> 00:43:51,840
to come in.

482
00:43:55,960 --> 00:43:56,480
So, it helps him?

483
00:44:01,400 --> 00:44:11,840
Yeah, I guess I just had some personal head scratches on some that I thought there was

484
00:44:11,840 --> 00:44:21,180
either great redundancy or the last two especially that were listed and I'm using the

485
00:44:21,180 --> 00:44:28,340
term in the bullets in the bulleted section. I wondered if those were always common,

486
00:44:29,220 --> 00:44:38,960
where they knew, where they just suggested to be put in. And one was ethical, and I honestly

487
00:44:38,960 --> 00:44:45,560
I can't even remember what the one bullet was about ethics that the person should have

488
00:44:47,020 --> 00:44:53,560
stellar ethics, and then the last bullet escapes me right now, but those were the two I kind

489
00:44:53,560 --> 00:44:59,640
of like, was scratching my head about, but I just needed to say that and get that off.

490
00:45:00,000 --> 00:45:27,600
That kind of is kind of a gnawing at me, so I didn't want it to go by and then wish I had said something. So thank you. Hey miss, you have any markups on that job description. Feel free to send them over to me. I'm happy to take a look because sometimes there could be a bullet that's duplicative that somebody either added cut and paste it. Like I happy to look at it. If you've done a little markup on the actual job description, please send it over and those some of those bullets are in this as well. So I think we'll get to discuss a little bit.

491
00:45:27,600 --> 00:45:31,640
Yeah, okay. Thank you. I appreciate that very much. Thank you.

492
00:45:31,860 --> 00:45:35,320
All right. Thanks Tim. So why don't we do this? You know, Jess, I'm going to have you read most

493
00:45:35,320 --> 00:45:41,580
of this. So, you know, sure, the feedback, you know, is based on some of the coloring.

494
00:45:41,880 --> 00:45:47,740
Jess will explain, you know, what the purple, the yellow, and the pink me. We're going to discuss

495
00:45:47,740 --> 00:45:53,320
paragraph one, two, and three. The first, and then we're going to jump down to five and seven.

496
00:45:53,320 --> 00:45:58,440
it will come back to the objectives after. So with that being said, go ahead, Jess.

497
00:46:00,100 --> 00:46:04,820
Sure. Andrew, can you actually just move your mouse because it's got, there we go. Thank you.

498
00:46:04,900 --> 00:46:12,120
It had Laura's comment popped up there. Okay. So in the first paragraph, the lines that have

499
00:46:12,120 --> 00:46:18,540
the strike through, that was in the original version that Andy circulated that folks looked at on

500
00:46:18,540 --> 00:46:25,440
the weekend. So the language in yellow was actually suggested language from a couple of

501
00:46:25,440 --> 00:46:30,800
numbers and unfortunately the copy I have printed in front of me just says comment 1, 2, 3,

502
00:46:30,860 --> 00:46:39,180
it doesn't give me the names for some reason. Actually I think they were from Liz and maybe Brian

503
00:46:39,180 --> 00:46:44,360
anyway. So that was language that like specific language they suggested that they thought would be

504
00:46:44,360 --> 00:46:50,620
better or kind of that opening paragraph about what AYS is. And I believe some of this was actually

505
00:46:50,620 --> 00:46:59,300
taken from the AYS website as well. So I don't know if Liz wants to weigh in or the other individual

506
00:46:59,300 --> 00:47:06,460
that agreed that we should tweak this a little bit to make it sound less technical. That's essentially

507
00:47:06,460 --> 00:47:10,980
where that language came in and where folks had proposed we should have this the opening paragraph.

508
00:47:10,980 --> 00:47:14,380
So I don't know if anybody wants to weigh in that maybe had made those comments.

509
00:47:16,700 --> 00:47:25,660
Well, I can just say that I, um, yeah, I thought some of the adjectives needed to be more in line with what I know a wise to be, you know, some of

510
00:47:27,000 --> 00:47:31,560
um, you know, vocational awareness. What does that mean? Like it sounded a little too, um,

511
00:47:33,740 --> 00:47:37,740
business-y or something like that. You know what I mean? Like I wanted to be more about like the sort of

512
00:47:37,740 --> 00:47:40,700
culture and the actual, you know, what goes on at AYS.

513
00:47:44,260 --> 00:47:45,640
That's where I was coming from.

514
00:47:51,560 --> 00:47:54,920
Anyone else? Sorry, guys. Ryan? Anyone?

515
00:47:56,660 --> 00:48:03,080
I echo that. I like, I think Liz pulled it off the website and I thought it aptly

516
00:48:03,760 --> 00:48:12,940
framed what the program was about. And I thought it was, I like the way you've got it here.

517
00:48:12,940 --> 00:48:21,220
I also thought, I think it's important to include youth and families here that this is a

518
00:48:23,520 --> 00:48:32,980
families in many cases of the beneficiaries of the support and the programs that are designed for the youth.

519
00:48:33,160 --> 00:48:39,660
So I think that it was important to include that the programs are for both youth and family and the why.

520
00:48:39,660 --> 00:48:44,480
So like I said, I think the first paragraph in the yellow looks pretty good.

521
00:48:48,310 --> 00:48:51,110
So just yellow is what you're going to go with.

522
00:48:51,430 --> 00:48:58,750
If the group is good, we'll go with the yellow, so which means the strike through is gone and the yellow is in.

523
00:48:59,910 --> 00:49:01,530
All right, Albert said he agreed.

524
00:49:02,370 --> 00:49:04,670
That's one person. Thanks Albert.

525
00:49:04,670 --> 00:49:12,230
All right, then the second paragraph, I have not made any changes to. The reason it has

526
00:49:12,230 --> 00:49:17,570
the purple around it is because there was some comments from Laura as you'll see there

527
00:49:17,570 --> 00:49:24,130
on the right, trying to ascertain if we should be keeping in stuff about leadership development

528
00:49:24,130 --> 00:49:28,910
or should we go down a different path. Again, her comments are there for folks to see. So,

529
00:49:28,990 --> 00:49:34,430
again, that language is as it was from the draft Andy sent around, wanted to just have

530
00:49:34,430 --> 00:49:39,290
this group kind of talk through Laura's thoughts and certainly have her verbalize anything she wants

531
00:49:39,290 --> 00:49:44,930
to in connection with those comments and leave the discussion to see if we should be changing anything

532
00:49:44,930 --> 00:49:52,970
in that second paragraph. So this like for if anybody's watching this out of context these were like

533
00:49:52,970 --> 00:49:59,830
part of a conversation so it's kind of like hold apart but you know I do see this as a recreation

534
00:49:59,830 --> 00:50:05,950
program, and I'm concerned, putting leadership at the forefront makes it seem like this is for

535
00:50:05,950 --> 00:50:14,490
your college transcript. This is, we're developing young minds like them, and I think my concern is

536
00:50:14,490 --> 00:50:22,470
that this could pull it away from true recreation and being with the spirit of the kids, making kids

537
00:50:22,470 --> 00:50:28,610
feel comfortable into like developing kids to who we think they should become. So that kind of like

538
00:50:28,610 --> 00:50:42,850
I've got my hackles up a little bit, but you would be able to talk me into that AIS is youth led in terms of that we follow their lead, so I really kind of can see both ways I'd love to hear other people's thoughts.

539
00:50:43,990 --> 00:50:54,810
If I can give my two cents here, so I had made a suggestion that in the yellow that you had positive positive development model in the third sentence because.

540
00:50:55,550 --> 00:51:03,530
that the principles that AYS have used have been based on PYD and a higher in yellow.

541
00:51:03,950 --> 00:51:11,470
But I agree, I think that this sentence isn't reflective of what the positive youth development model is.

542
00:51:11,610 --> 00:51:18,490
The positive youth development model talks about engaging all youth and giving them an opportunity to have a voice.

543
00:51:18,490 --> 00:51:28,130
And I think that that is, that that language would be more reflective of the work that has been done for 25 years in and of.

544
00:51:29,710 --> 00:51:41,250
So something around, you know, given the tool support and opportunity, you know, they can become an engaged member of the, of the AIS and larger community or something like that.

545
00:51:41,250 --> 00:52:05,370
I think that that's more in line with it I do it is a recreation program, but it really is a youth development program and there's a difference there because recreation is like giving kids activities to do positive youth development is about giving them the skills and tools to lots of different things.

546
00:52:05,370 --> 00:52:24,310
So I where you might get some people coming in from a recreation background, you're going to want them to actually have the principles a little more and I know it would be a lot more appealing to me to see something that talked about some of those principles as opposed to just fun and games.

547
00:52:24,610 --> 00:52:25,670
If that makes sense.

548
00:52:26,570 --> 00:52:28,230
Does Brian glad?

549
00:52:29,870 --> 00:52:36,330
I meant to mention on the first paragraph, just, this is happy to glad stuff.

550
00:52:36,590 --> 00:52:41,950
But the last sentence is, end-over-use services meets young people where they are at.

551
00:52:42,710 --> 00:52:46,050
And I think should be empowers them. It should be plural.

552
00:52:49,730 --> 00:52:59,410
It also needs an an in front of the word and green engaged and become an engaged and engaged member.

553
00:53:00,090 --> 00:53:00,650
There you go.

554
00:53:00,690 --> 00:53:03,770
Where they are at just simply where they are.

555
00:53:04,150 --> 00:53:04,950
Where they are right.

556
00:53:07,520 --> 00:53:17,620
Can I suggest even though I don't want to get lost in words here in the yellow, which I concur with.

557
00:53:17,620 --> 00:53:37,220
completely. And what Laura said is spot on in my opinion in terms of, you know, it's not a leadership program, but in the yellow above and the first thing where, where a little bit of white in the beginning, it says in reaching their potential.

558
00:53:41,020 --> 00:53:48,700
I know in the red below it says that we want to help them become well-rounded individuals.

559
00:53:51,120 --> 00:53:52,960
Can we say what it is?

560
00:53:53,100 --> 00:54:00,340
And I don't have an affinity to the term well-rounded individual, but in reaching their potential

561
00:54:00,340 --> 00:54:10,180
as individuals or as just a state. We say all students in reaching their potential.

562
00:54:10,840 --> 00:54:18,880
What is it there? What are they trying to reach their potential as? As individuals?

563
00:54:19,600 --> 00:54:28,180
Just find by me or anybody have a suggestion there? Or I'm fine if you want to just leave it as in reaching their potential.

564
00:54:28,180 --> 00:54:34,940
Could we say exploring something like that, exploring their potential or exploring their?

565
00:54:38,010 --> 00:54:42,690
Well, yeah, I'm fine with reaching and exploring or exploring their potential.

566
00:54:43,010 --> 00:54:46,950
We're developing. I don't know that they're going to reach their potential in this program.

567
00:54:47,150 --> 00:54:54,550
Yeah. But maybe develop the skills to understand their potential or to,

568
00:54:54,730 --> 00:54:57,310
you know, I mean, something that someone goes on, develop their potential.

569
00:54:57,310 --> 00:54:58,350
So I'd like to develop it, yeah.

570
00:55:01,130 --> 00:55:02,570
Yeah, definitely like develop.

571
00:55:04,250 --> 00:55:05,130
Better than reaching.

572
00:55:11,160 --> 00:55:13,600
Yeah, that's excellent. Thank you.

573
00:55:18,020 --> 00:55:21,460
Yeah, it was another word exploring and.

574
00:55:22,140 --> 00:55:23,440
Developing, so what it was.

575
00:55:25,140 --> 00:55:28,420
Developing, yeah, I don't, I don't like exploring and developing.

576
00:55:28,420 --> 00:55:31,220
Sorry, I really, I just think developing is.

577
00:55:33,420 --> 00:55:36,340
Well, it's using the next sentence, so we probably shouldn't use it.

578
00:55:36,340 --> 00:55:36,600
I

579
00:55:41,180 --> 00:55:50,990
mean, achieving their potential. No, striving toward or striving to reach their true potential.

580
00:55:51,310 --> 00:55:56,750
What we're trying to say is that we want them to make use of their potential, right? We want them to.

581
00:55:58,890 --> 00:56:06,690
Like, these are not words you should write down, but just trying to get the idea straight in my head, like we want them to.

582
00:56:08,950 --> 00:56:14,030
explore all the things that life has to offer in order to better, you know, be who they

583
00:56:14,030 --> 00:56:20,970
are meant to be, right? Like we want them to, um, you might be getting stuck on this

584
00:56:20,970 --> 00:56:28,330
and so it may be worth coming back to this, I think, again, um, I am going to, okay, so

585
00:56:28,330 --> 00:56:34,670
Jema, in my, um, in my department, we don't refer to young people as students when we're

586
00:56:34,670 --> 00:56:43,990
talking about new rapport youth services because we're trying to identify young people as more than just students. So we always use the term for young people.

587
00:56:45,050 --> 00:56:50,070
So I'm just going to put that out there. I think that's one of those little things that makes a big difference.

588
00:56:50,690 --> 00:56:57,230
If you're always calling kids students, then that's the identity that you're giving them and a lot of kids that's not there.

589
00:57:00,850 --> 00:57:06,990
I like just something to think about, but we don't use the word students when we're talking about who we work with.

590
00:57:07,030 --> 00:57:15,710
Yeah, no, this is not school, right, so I would agree. I think that we address it as young people are youth.

591
00:57:16,850 --> 00:57:25,150
Yeah, I actually think that's a really important part because point rather because what we're talking about is their own identity, them finding their own identity.

592
00:57:25,150 --> 00:57:28,990
So certainly we should not say anything that is attempting to put an identity on them.

593
00:57:33,200 --> 00:57:34,220
So I think that's a really good point.

594
00:57:35,280 --> 00:57:37,720
Yeah, I say something about the second paragraph. Are we ready for that?

595
00:57:39,360 --> 00:57:45,880
Yes, but I would almost say that the second paragraph could go in its entirety.

596
00:57:46,180 --> 00:57:51,420
I or at least be whittled down to maybe an introduction to the third paragraph.

597
00:57:51,920 --> 00:57:56,040
I think it's a little bit redundant with the first paragraph and I think that it's kind of.

598
00:57:56,040 --> 00:58:00,610
It's got a lot of words, but not a lot of points.

599
00:58:11,040 --> 00:58:12,600
I agree with that, Liz.

600
00:58:12,880 --> 00:58:17,060
And it was a section that the last sentence

601
00:58:17,060 --> 00:58:20,180
I kind of took a set exception to

602
00:58:20,180 --> 00:58:23,380
with the end-overs youth people, young people

603
00:58:23,380 --> 00:58:25,860
made many challenges and are focused

604
00:58:25,860 --> 00:58:28,240
on developing, maintaining programs that are flexible.

605
00:58:28,960 --> 00:58:34,160
You could take a couple of those sound bites,

606
00:58:34,160 --> 00:58:36,420
if you will, and you're talking about the program

607
00:58:36,420 --> 00:58:38,160
and bring them up into the first paragraph

608
00:58:38,160 --> 00:58:39,860
and get rid of the whole second paragraph.

609
00:58:40,220 --> 00:58:40,500
I agree.

610
00:58:41,620 --> 00:58:43,900
What do you suggest that we move up, Brian?

611
00:58:44,740 --> 00:58:47,400
Well, I think that we didn't talk about the flexibility

612
00:58:48,380 --> 00:58:51,300
and creativity, spontaneity, spontaneity.

613
00:58:51,780 --> 00:58:54,520
I don't know that we mentioned that up in the,

614
00:58:55,280 --> 00:58:56,420
you could probably take.

615
00:59:03,680 --> 00:59:06,760
I'm flexible on this, but I would just delete it.

616
00:59:07,240 --> 00:59:08,900
I think the first sentence.

617
00:59:09,220 --> 00:59:10,600
I think this part is very important.

618
00:59:10,600 --> 00:59:17,800
I do, too. I'm just saying that that's where we would bring that up into the first paragraph somewhere. I'm trying to see how we would weave it in.

619
00:59:19,040 --> 00:59:21,580
But I do I agree that the focus of the program.

620
00:59:26,180 --> 00:59:35,520
That's the what, right? So the first couple of paragraph, the first couple of sentences is just kind of the so what this is the what that this program is doing.

621
00:59:35,520 --> 00:59:41,180
This is developing and maintaining an overuse services that are flexible and

622
00:59:41,180 --> 00:59:45,500
encouraged all used to use their creativity. I like that last sentence, except for

623
00:59:45,500 --> 00:59:51,400
the part about young people who face many challenges. I think that's pretty.

624
00:59:52,180 --> 00:59:56,520
What if we say it through programs that are flexible and encourage all you to

625
00:59:56,520 --> 00:59:59,520
use their creativity spun in any energy and positive ways?

626
01:00:01,810 --> 01:00:15,890
We end over you services meet young people where they are and empower them to make their ideas happen, through programs and services that are flexible, and that encourage all youth to use a creativity, spontaneity, and energy and positive ways.

627
01:00:20,480 --> 01:00:21,220
What do you think?

628
01:00:24,260 --> 01:00:36,560
You can look at it. Why don't we put it up and see what it is? Yeah, I would also say, Andrew, maybe this is very similar to what you just said, but you know, put a period at the end of their ideas happen, and then start the next sentence as our focus is on developing and maintaining

629
01:00:36,560 --> 01:00:39,100
training program and services that are flexible, et cetera.

630
01:00:39,460 --> 01:00:41,240
And then

631
01:00:49,500 --> 01:00:50,060
strike this.

632
01:00:51,020 --> 01:00:51,580
Yes.

633
01:00:52,960 --> 01:00:57,860
How's everyone feel about striking thumbs up

634
01:01:00,360 --> 01:01:01,700
and thumb up.

635
01:01:05,770 --> 01:01:07,950
Yeah, I couldn't hear your question.

636
01:01:07,950 --> 01:01:08,890
Andrew, I'm sorry.

637
01:01:09,330 --> 01:01:10,430
You good with striking this.

638
01:01:12,610 --> 01:01:15,050
Have I watched you good with striking this?

639
01:01:15,790 --> 01:01:17,450
Oh, yes, thank you.

640
01:01:17,570 --> 01:01:18,270
Yes, thank you.

641
01:01:22,560 --> 01:01:24,960
So we've wrapped this up.

642
01:01:25,440 --> 01:01:27,020
We've moved up a portion of this.

643
01:01:27,020 --> 01:01:30,060
Right, the rest, now we're on to the next.

644
01:01:30,060 --> 01:01:31,580
Okay, some paragraph three.

645
01:01:32,040 --> 01:01:36,360
So here we added the words going forward in yellow.

646
01:01:36,780 --> 01:01:38,580
The rest of it is the paragraph

647
01:01:38,880 --> 01:01:40,960
as it was written and circulated.

648
01:01:41,840 --> 01:01:46,380
Liz had a question about it sounding like AYS being,

649
01:01:46,760 --> 01:01:49,840
excuse me, a case manager finding social services.

650
01:01:50,300 --> 01:01:55,220
So I wanted to leave that comment slash question in there

651
01:01:55,220 --> 01:01:59,980
for the group to talk about if they're okay with this worded this way, knowing that there will be

652
01:02:00,580 --> 01:02:05,740
the outreach and social service component or if people don't want this in there,

653
01:02:05,980 --> 01:02:10,520
Liz, feel free to jump in with your thoughts behind your comment and then we can take it from there.

654
01:02:12,730 --> 01:02:16,730
My thoughts behind my comment are just simply that it seems to kind of come out of nowhere like

655
01:02:16,730 --> 01:02:22,870
we're talking about programming and kids, you know, like we're talking about a youth center where

656
01:02:22,870 --> 01:02:27,250
kids come to be kids and you know define themselves and figure out what they want to do and stuff like

657
01:02:27,250 --> 01:02:30,710
that. And then suddenly we're talking about services and I'm kind of jared by it. I'm like what

658
01:02:30,710 --> 01:02:38,070
services and what does that mean? I think we maybe have to be if we are talking about social services

659
01:02:38,070 --> 01:02:44,370
or services of some sort beyond you know just the programming and you know community that the center

660
01:02:44,370 --> 01:02:50,930
provides then I think we have to be specific about how that works and what it is because I for one don't

661
01:02:50,930 --> 01:02:56,210
No, like I read this and I'm like, what are they what you know, I don't get it

662
01:03:00,270 --> 01:03:01,210
Laura go ahead.

663
01:03:03,790 --> 01:03:09,330
Wanted to suggest we kind of trim up the partnerships. I think it's

664
01:03:10,030 --> 01:03:14,670
And over public schools and then principals administration, the end of our public

665
01:03:14,670 --> 01:03:20,770
athletic department. I think that's all kind of end over public schools. And I think it's

666
01:03:20,770 --> 01:03:22,930
losing its meaning in all of the examples.

667
01:03:36,200 --> 01:03:41,920
No, sorry, sorry, Ryan, it remained up for some time. So that was my error.

668
01:03:42,580 --> 01:04:00,600
I was thinking maybe I agree trimming the end of Republic schools. I think the point of this opening sentence here is that it's not this program isn't run in a vacuum, right?

669
01:04:00,600 --> 01:04:09,980
that there is a partnership that there are, you know, it's a community program and so I would,

670
01:04:10,680 --> 01:04:16,440
you can say that by saying it's end over public schools, local organizations and community

671
01:04:16,440 --> 01:04:23,600
volunteers and then I would even take that up and take that up to the first paragraph again,

672
01:04:23,700 --> 01:04:28,560
if you can, Andrew, if you could scroll back up and I would just say instead of saying our focus,

673
01:04:28,560 --> 01:04:41,560
I would say in you know in partnership with and over public schools, local organizations and community volunteers, our focus is developing and maintaining programs and services that are flexible.

674
01:04:42,360 --> 01:04:50,280
You know so you can get rid of that third paragraph by just taking the essence, which is I think that this isn't done in a vacuum.

675
01:04:55,840 --> 01:05:00,140
I really have to say, forgive me for my ignorance, but I still don't understand what it means,

676
01:05:00,380 --> 01:05:05,080
like what services, what need, what services.

677
01:05:06,680 --> 01:05:07,580
There are those.

678
01:05:08,820 --> 01:05:13,640
And over public schools is where closely with the leadership at AYS on a number of different

679
01:05:13,640 --> 01:05:20,060
matters over the years, and they've continued to under the interim arrangement, candidates

680
01:05:20,060 --> 01:05:21,720
have to know they're going to be doing that.

681
01:05:21,920 --> 01:05:23,060
So this is more for candidates.

682
01:05:23,620 --> 01:05:25,340
Oh, if I come and take this position,

683
01:05:25,340 --> 01:05:27,120
there's going to be some cooperation with

684
01:05:27,120 --> 01:05:29,740
and over public schools about

685
01:05:30,900 --> 01:05:31,700
certain services.

686
01:05:31,980 --> 01:05:33,440
Should we make clear what those services are?

687
01:05:33,660 --> 01:05:34,980
Maybe that's due to your pointless.

688
01:05:36,020 --> 01:05:37,200
But it is a part of the job.

689
01:05:37,220 --> 01:05:37,480
I guess.

690
01:05:38,740 --> 01:05:39,140
Yeah.

691
01:05:39,380 --> 01:05:41,100
I mean, honestly, I forgive me for my ignorance.

692
01:05:41,280 --> 01:05:42,820
I just truly do not know what this means.

693
01:05:42,820 --> 01:05:44,600
And I'm just trying to understand.

694
01:05:44,940 --> 01:05:46,800
Like what what what needs and services.

695
01:05:48,280 --> 01:05:49,640
Do they do this.

696
01:05:49,640 --> 01:05:57,020
AIS you either outreach to other departments about or like I'm just trying to understand what this is like so in 2014.

697
01:05:59,120 --> 01:06:17,600
The AIS team advocated for social worker to be hired to the staff and that position was funded and hired and working appropriately that social work position is like the liaison to not only the people who come through the door to you center but where the person who comes through the door at the you center

698
01:06:17,600 --> 01:06:30,000
may have needs that are fast-Matt when collaborating with other type services and school buildings or outside of town organizations, but to basically be the conduit there.

699
01:06:30,160 --> 01:06:36,060
So there is a social work function embedded in the division and it has been for, I don't know, eight years now.

700
01:06:36,900 --> 01:06:39,480
So that's where this piece comes into play.

701
01:06:40,380 --> 01:06:44,460
So there's a social worker on staff at a ys that this director will be working with.

702
01:06:47,020 --> 01:06:53,370
Yes, yes, I think we can say in collaboration with the out.

703
01:06:55,910 --> 01:07:00,050
If I can just jump in here, the point of this paragraph though admittedly,

704
01:07:00,170 --> 01:07:06,950
it is not, it's just the first part of that it's just dumped in there out of, you know, not, not out of context.

705
01:07:07,210 --> 01:07:18,590
So my suggestion would be that we start that paragraph with end over use services will continue serving young people and their families and be the bridge between the young person's needs and the services that can help them become well.

706
01:07:18,590 --> 01:07:25,130
around it in visuals and then go to partnerships with the end of Republic schools, local organizations,

707
01:07:25,650 --> 01:07:29,510
high school mentors and community volunteers will continue to grow and develop in the interest of

708
01:07:29,510 --> 01:07:35,250
that overview. So flip it and I think that helps to make it make a little bit more sense. We're there

709
01:07:35,250 --> 01:07:41,210
to help some poor kids become what they need to be and that does include working with high school staff

710
01:07:41,210 --> 01:07:47,590
with bringing in high school kids to serve as mentors with the social work team at the high school

711
01:07:47,590 --> 01:07:52,510
or coaches, or teachers, or, you know, community organizations that want to

712
01:07:52,510 --> 01:07:56,650
contribute. That's a big part of the job is building those collaborations in

713
01:07:56,650 --> 01:08:02,370
the community. That's the only way this works is that, you know, that whole idea

714
01:08:02,370 --> 01:08:06,970
that it takes the village is really true. It does take a village. And it wouldn't

715
01:08:06,970 --> 01:08:13,010
be successful if the director wasn't actively seeking out partnerships and

716
01:08:13,010 --> 01:08:16,490
collaborations, you know, with schools and with other community organizations.

717
01:08:19,470 --> 01:08:32,650
I really like the idea of flipping the sentences. I think that makes a lot of sense. The thing about, so is the director, the director is working on these partnerships or the social worker is or both of them and the social worker is on staff at AYS?

718
01:08:33,010 --> 01:08:33,790
Yes, to both.

719
01:08:35,010 --> 01:08:40,710
Okay, so could we say, you know, in collaboration with the on staff social worker or something

720
01:08:40,710 --> 01:08:41,190
like that?

721
01:08:42,670 --> 01:08:48,930
I'm just, I mean, maybe I'm, maybe I'm just obsessing with this because I, this is not my line of work.

722
01:08:49,450 --> 01:08:54,930
So maybe they would assume that maybe they're assuming some, they would understand something that I'm not understanding.

723
01:08:55,310 --> 01:08:57,590
But it just seems like let's just be really specific.

724
01:08:57,590 --> 01:09:05,510
Like, so the director works in collaboration with an on staff social worker to partner with, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah.

725
01:09:05,710 --> 01:09:09,710
In order to support the needs and services that you may require, whatever.

726
01:09:10,390 --> 01:09:16,110
I'm assuming that's probably in the assent, I'm assuming Jack that this is probably in the essential functions going down below.

727
01:09:16,110 --> 01:09:22,250
is part of a job description is sort of like claiming and then below that you'll

728
01:09:22,250 --> 01:09:25,910
have a bunch of very specific bullets and I'm assuming Jess has included some

729
01:09:25,910 --> 01:09:30,890
of that in those bullets. I don't know, sure, but I assume so. It hasn't been there.

730
01:09:31,190 --> 01:09:34,570
I'd be surprised if we didn't put it in there, but honestly I can't remember, but

731
01:09:34,570 --> 01:09:38,370
we'll get there as we scroll down. I just want to say the partnership

732
01:09:38,370 --> 01:09:43,390
aren't limited to the social work of function. The division director, like our

733
01:09:43,390 --> 01:09:46,410
Recreation Division Director of the Director of Health and Services of Action Services,

734
01:09:46,710 --> 01:09:54,230
they are the face and they will be meeting with all external stakeholders outside and inside

735
01:09:54,230 --> 01:09:59,030
of the organization. And then the actual work that goes on is between I think the social

736
01:09:59,030 --> 01:10:04,970
working staff at all the different levels, whether it be internal or external. But I don't think

737
01:10:04,970 --> 01:10:12,130
we can get away from the fact that the director is responsible for building and maintaining partnerships.

738
01:10:13,390 --> 01:10:17,490
Well, would you start with that and just say that they're responsible for building relationships

739
01:10:17,490 --> 01:10:24,730
and maintaining partnerships and then maybe have a separate bullet points of the people

740
01:10:24,730 --> 01:10:28,910
they're going to collaborate, the public schools, the social worker on-site. Like, would you

741
01:10:28,910 --> 01:10:34,430
think of something like that? I hear what you're saying, Liz, I do. You are fixated on the social worker,

742
01:10:34,770 --> 01:10:39,950
but I think the brand, the macro of it, right, is that the person is going to have to

743
01:10:39,950 --> 01:10:43,930
with multiple organizations and multiple people.

744
01:10:44,030 --> 01:10:44,830
I think that's what we're trying.

745
01:10:45,150 --> 01:10:46,910
Across, it may not be appropriate right there.

746
01:10:47,090 --> 01:10:47,710
But I get it.

747
01:10:47,870 --> 01:10:51,830
Okay, I just wanted to be clear that that director has,

748
01:10:52,350 --> 01:10:53,810
could we say, I'm sorry,

749
01:10:53,950 --> 01:10:55,310
could you go back to where you just were?

750
01:10:56,410 --> 01:10:58,830
Where, where you're starting now sentence,

751
01:10:59,370 --> 01:11:00,970
I'm sorry, hold on, I've got it up on my,

752
01:11:01,250 --> 01:11:03,230
okay, so where you're starting this paragraph three,

753
01:11:04,390 --> 01:11:06,930
and overuse services will continue serving young people.

754
01:11:06,930 --> 01:11:07,850
Well, could you say,

755
01:11:08,730 --> 01:11:12,410
interview services and the director of AYS will continue

756
01:11:12,410 --> 01:11:13,290
or something like that?

757
01:11:13,930 --> 01:11:15,610
If people are not into it, that's fine,

758
01:11:15,690 --> 01:11:17,430
but I just try to get like the director in there somewhere,

759
01:11:17,630 --> 01:11:20,470
like some sense of like this being their responsibility

760
01:11:20,470 --> 01:11:21,830
and part of their job.

761
01:11:22,930 --> 01:11:26,350
The point, the audience for this is director candidates.

762
01:11:26,850 --> 01:11:27,290
So it's a director.

763
01:11:27,550 --> 01:11:27,750
Of course.

764
01:11:28,290 --> 01:11:29,070
I know, of course.

765
01:11:29,410 --> 01:11:32,210
I think they're gonna assume all of this relates to their role.

766
01:11:34,070 --> 01:11:36,410
I think we're gonna get into some of this

767
01:11:36,410 --> 01:11:37,950
once we get into the job responsibilities.

768
01:11:38,510 --> 01:11:38,790
Okay.

769
01:11:39,290 --> 01:11:39,910
Sorry, fair enough.

770
01:11:41,390 --> 01:11:43,810
Notwithstanding that is the re-ordering this,

771
01:11:44,030 --> 01:11:45,150
oh, pretty much okay with people.

772
01:11:45,370 --> 01:11:46,690
So we'll start with the end of the services.

773
01:11:46,890 --> 01:11:47,330
We'll continue.

774
01:11:47,890 --> 01:11:48,550
Thumbs up.

775
01:11:53,430 --> 01:11:53,950
All right.

776
01:11:54,290 --> 01:11:55,110
Where are we going to go next?

777
01:11:55,890 --> 01:11:57,630
We're going to step for now.

778
01:11:58,430 --> 01:12:00,950
The 2022 objective section.

779
01:12:01,610 --> 01:12:04,790
And look at this one paragraph about.

780
01:12:05,710 --> 01:12:06,730
Or mere youth center.

781
01:12:11,220 --> 01:12:18,800
Okay, so made a couple tiny modifications. So a few folks suggested removal of the words

782
01:12:18,800 --> 01:12:24,160
revival of the unity in neighborhoods. So you'll see that yellow strike out there.

783
01:12:24,480 --> 01:12:30,860
And then we retweet the opening sentence to say the Cormier Youth Center construction 2015

784
01:12:30,860 --> 01:12:36,500
supports the AIS proactive commitment to youth learning. So that's new. Otherwise the rest

785
01:12:36,500 --> 01:12:43,040
of that paragraph is the same as what Andy had circulated. Just some questions, thoughts,

786
01:12:43,340 --> 01:12:50,420
comments from Liz on looks like the last sentence. And my thought on this was that maybe there

787
01:12:50,420 --> 01:12:55,840
is just confusion because we talk about and over youth services. Now we're saying the division of

788
01:12:55,840 --> 01:13:02,240
youth services so I can see how that could cause some confusion under this heading of the Cormier

789
01:13:02,240 --> 01:13:06,760
Your youth center Liz, I don't know if that was what through you or if it's something totally different.

790
01:13:07,360 --> 01:13:13,440
Yeah, I think if you use different language, it should be a different thing or use the same language or yeah, I think it.

791
01:13:13,440 --> 01:13:15,600
Because I think you were thinking we just made it.

792
01:13:15,980 --> 01:13:20,400
And over youth services is committed to enhancing partnerships with other municipal.

793
01:13:20,740 --> 01:13:21,240
Okay.

794
01:13:21,240 --> 01:13:32,280
So if we made that change, then, is that change coupled with the other yellow changes good for everybody on the Cormier Youth Center paragraph?

795
01:13:33,900 --> 01:13:40,240
I think it's fine. I just see quite a bit of redundancy. I think Tim mentioned that earlier too.

796
01:13:40,980 --> 01:13:47,080
In this paragraph, we're talking about the partnerships with municipal divisions and community organizations.

797
01:13:47,080 --> 01:13:53,100
And in the last paragraph, we were talking about, you know, the different partnerships with,

798
01:13:53,880 --> 01:13:56,560
again, different parts of the community and so forth.

799
01:13:57,100 --> 01:13:59,780
I think that we could streamline this a little bit.

800
01:14:00,200 --> 01:14:09,340
I like the fact that we are communicating about the youth center and when it was built and that kind of thing.

801
01:14:09,500 --> 01:14:14,840
I think this whole first section is just about end-over-use services and the program itself.

802
01:14:14,840 --> 01:14:27,680
And then we get into the second part of this document is what is a candidate, you know the candidate ultimately will represent the program itself, but I just think that we've got some redundancy there.

803
01:14:30,290 --> 01:14:32,010
I was saying we're just while we're talking.

804
01:14:33,070 --> 01:14:34,510
I think again, we should.

805
01:14:36,010 --> 01:14:36,810
Oh,

806
01:14:38,890 --> 01:14:59,710
I'm sorry. Excuse me. I totally agree with what Brian just said and also what I want to say is I think we should try to speak really plainly like a lot of the redundancy is using kind of similar words like developing and you know enhancing part of just like I think we should try to be plain and also if it's under the heading of the core music center.

807
01:15:00,000 --> 01:15:27,680
Let's talk about more about what the former youth center is, you know. Not just what it does because we've already covered that in what we've explained to AYS to be but like, you know. I would say anything from like when it's open to what goes on there to because I think it's more than just programming right I mean kids hang out there. You know like what's what's going on at the core meeting center that's the heading of the paragraph let's talk about what it what it is.

808
01:15:30,540 --> 01:15:31,500
Does that make sense?

809
01:15:31,500 --> 01:15:34,420
It does. It makes a lot of sense actually more. I go ahead.

810
01:15:36,750 --> 01:15:39,730
Thanks. Yeah, so my two suggestions. Well, I would

811
01:15:39,730 --> 01:15:46,390
I agree that this paragraph isn't really adding much. Is there an opportunity to include

812
01:15:46,390 --> 01:15:52,290
kind of how this position falls within the breakdown of the town like going from community service

813
01:15:52,290 --> 01:16:00,290
and to to show like where it lies? Because I think that that this part kind of begins to collaborate

814
01:16:00,290 --> 01:16:11,890
into that. And then my final thing is before we move on to the ideal candidate, I was hoping there'd be a little bit more of a chance to talk about what a day to day.

815
01:16:14,370 --> 01:16:21,810
Like time at the youth center would be like and I still feel like that's something we might be missing is like what is what is happening in in the building.

816
01:16:22,270 --> 01:16:29,850
Well, one thing to talk about the former UC Center section, this is a real big selling point. So Andy Agmont left this meeting to go to the New

817
01:16:29,850 --> 01:16:49,870
Republic city council to try to get a use building the service area center. We have one. Remember, this is the snapshot. People are going to see when they're learning about position and they have a state of the art. So again, all that we should be playing that up as much as we possibly can in this because it's going to differentiate us from a lot of director of A.

818
01:16:49,870 --> 01:17:02,290
I guess you service when it be eight another community unless it was that'll borrow something. Other you service director positions, the other and beef it up and talk about.

819
01:17:02,710 --> 01:17:07,950
We have a gym, we have the grit room, we have computers, technology, I think that's the point.

820
01:17:07,950 --> 01:17:11,550
Let's talk. Yeah, I'm from the Flex. Yeah, yeah, yeah, yeah.

821
01:17:11,710 --> 01:17:15,390
Back to who is this point, right? But I already a few minutes. I

822
01:17:15,890 --> 01:17:18,610
was just I was just saying go and play it up. I think that's

823
01:17:18,610 --> 01:17:20,470
the seventh. I think we have to know.

824
01:17:21,890 --> 01:17:28,390
Yeah, I can make a suggestion. Um, um, these are all great ideas.

825
01:17:29,430 --> 01:17:32,450
I just want to say for what is worth. This is a job description,

826
01:17:32,770 --> 01:17:36,630
this isn't the profile. Which is where we're going to really be

827
01:17:36,630 --> 01:17:40,410
For lack of a better phrase, painting a picture for people, sort of marketing,

828
01:17:42,110 --> 01:17:48,070
for lack of a better phrase, this position, a job description is a lot more specific,

829
01:17:48,370 --> 01:17:54,770
and it is like, what is your job? What are you going to be evaluated on? What skills do you need?

830
01:17:54,890 --> 01:18:01,110
What are the expectations about you in this position? That profile piece is where we can highlight

831
01:18:01,110 --> 01:18:05,970
the center by putting beautiful pictures in there by talking about a day in the life,

832
01:18:06,630 --> 01:18:17,710
That sort of stuff, which is all great and very valuable for applicants, but I'm not sure it belongs in the job description, but just I defer to you on that 100%.

833
01:18:19,120 --> 01:18:35,240
Yeah, I mean, that's why we're like, we're talking about the profile now, which is why we have the Cormary Youth Center paragraph. So I, I agree, I, I would 86 the last sentence of this particular paragraph and just beef up the description.

834
01:18:35,240 --> 01:19:02,120
and in theory as I visualize how this is going to look, you know, fold it up in a nice little pamphlet or however it gets marketed, like this is going to be where we're going to really put in some good pictures of the facilities, both to show the building, but then ideally, almost to Laura's point illustrating what a typical day looks like, like I want to get some pictures of the kids playing ping pong under this section of the profile, I want, you know, the basketball game going on in the gym.

835
01:19:02,120 --> 01:19:06,720
I want you know some of the arts and crafts that like this is kind of where we'll probably have

836
01:19:07,240 --> 01:19:12,840
almost the bulk of our photos and marketing so to speak as because as Andrew said this is the

837
01:19:12,840 --> 01:19:19,280
gem of the whole thing is is this beautiful facility that most communities just do not have that we

838
01:19:19,280 --> 01:19:20,760
are so lucky to have here.

839
01:19:25,560 --> 01:19:29,760
Like so you're going to yes you're going to add on that yeah we'll we'll

840
01:19:29,760 --> 01:19:35,540
beef that up a little bit and then like I said the pictures will really round out everything we've

841
01:19:35,540 --> 01:19:42,040
We've got some great photos between, you know, old photos, new photos, up to the minute

842
01:19:42,040 --> 01:19:42,540
photos.

843
01:19:42,800 --> 01:19:46,160
So we'll definitely make that rounded out, but yeah, we'll definitely add more to

844
01:19:46,160 --> 01:19:46,360
that.

845
01:19:46,460 --> 01:19:50,300
And again, I would take out because I do agree that that last sentence that looks like

846
01:19:50,300 --> 01:19:55,340
Andrew's already struck, struck an out is definitely a little repetitive compared to

847
01:19:55,340 --> 01:19:57,400
the other, you know, sentences we've already talked about.

848
01:19:59,860 --> 01:20:04,980
So again, I'm going to, if people are good at that paragraph, I'm going to suggest skipping

849
01:20:04,980 --> 01:20:13,820
for now the ideal candidate and then the very last paragraph on qualification. So one question

850
01:20:14,620 --> 01:20:21,280
that I believe Brian had posed is about whether five years of experience is appropriate and then

851
01:20:21,280 --> 01:20:27,640
the question we've kind of had out there is whether we want to refer in any way to a master's degree

852
01:20:27,640 --> 01:20:33,340
being required or preferred. I know that there was a lot of back and forth discussions and people

853
01:20:33,340 --> 01:20:38,640
felt strongly that any mention of a master's degree, whether it's preferred or required or

854
01:20:38,640 --> 01:20:44,480
otherwise might disincentivize people who maybe have really good experience or even like

855
01:20:44,480 --> 01:20:50,120
15 years of experience, whatever it is from applying. So I wanted to make sure we also touched on

856
01:20:50,880 --> 01:20:58,040
that piece as well and hopefully we can somewhat come to a conclusion on what we think the technical

857
01:20:58,040 --> 01:21:03,840
qualifications paragraph should look like. And I did steal, Laura, you probably recognize that I

858
01:21:03,840 --> 01:21:10,480
did steal the language from all of the library job postings to make sure we get a really good

859
01:21:10,480 --> 01:21:16,260
message out there about our diversity efforts as well. So we definitely want to have that as

860
01:21:16,260 --> 01:21:25,180
a promotional piece of this profile as well. Could I ask Albert, would you be so kind as to weigh in

861
01:21:25,180 --> 01:21:35,630
For all of us with the DEI lens on with regard to educational degrees and what the impact

862
01:21:35,630 --> 01:21:36,590
is, if mentioned.

863
01:21:40,620 --> 01:21:40,740
Yeah.

864
01:21:40,980 --> 01:21:45,820
I mean, I think, just in general, I think it should be a position like this.

865
01:21:45,920 --> 01:21:50,980
I think we should definitely have a level, I mean, I think it's strictly with other positions,

866
01:21:50,980 --> 01:21:56,120
but I think it's, you know, I think it's, it's, it's, it's just I'm just thinking about it's,

867
01:21:56,380 --> 01:21:56,780
I'm sorry.

868
01:21:56,780 --> 01:22:04,200
I just think it's fine if you ask me to respond to this at this level, for this having

869
01:22:04,200 --> 01:22:14,740
it listed like this, it feels like it's appropriate, but yeah, yeah, I mean, I think listening

870
01:22:14,740 --> 01:22:18,840
it as it is, it's fine for me.

871
01:22:19,620 --> 01:22:20,660
Thank you so much.

872
01:22:21,500 --> 01:22:21,640
Sure.

873
01:22:21,640 --> 01:22:23,580
All that's for it for that being more detail.

874
01:22:27,240 --> 01:22:31,100
Okay, so what do you think, Jess, are we going to leave that in there?

875
01:22:33,780 --> 01:22:40,660
I mean, I think it's on par, Andrew. I don't know if you know offhand kind of what our

876
01:22:40,660 --> 01:22:45,480
demographics are in terms of our department heads and division. I know there's quite a few that do

877
01:22:45,480 --> 01:22:51,960
have the masters. I know there's several that don't. I mean, I think we'd be okay with doing the

878
01:22:51,960 --> 01:22:57,160
master's preferred, but again, if there's really any concern from this group, that somehow might

879
01:22:57,160 --> 01:23:03,820
really deter people from wanting to apply, then, you know, I would refer now.

880
01:23:04,000 --> 01:23:10,760
Just to agree, bring value here. What are we looking for? If it's preferred, what is a master's

881
01:23:10,760 --> 01:23:20,040
degree in what program, you know? And I would lean away from including any language about a master's

882
01:23:20,040 --> 01:23:26,360
degree and let's say something specific that you hope to get from somebody who has a master's

883
01:23:26,360 --> 01:23:36,160
degree and that would give that person a better leg up or a better opportunity to be successful

884
01:23:36,160 --> 01:23:40,880
in this position. I don't see it in the job description. I don't see it at this point.

885
01:23:41,440 --> 01:23:49,240
And based on what Andrew mentioned earlier, you answered the question about the salary ranges in

886
01:23:49,240 --> 01:23:56,940
the 85 to 100, it sounds like. I don't know that a master's degree brings you much value

887
01:23:58,280 --> 01:24:04,880
in this position, especially someone with five years experience. If that's the target

888
01:24:04,880 --> 01:24:09,100
is five or plus years of responsible experience.

889
01:24:12,320 --> 01:24:15,260
The majority of department and division

890
01:24:15,260 --> 01:24:20,760
had to have a master's not all like just says but we almost always put preferred when we're

891
01:24:20,760 --> 01:24:26,160
out seeking interesting positions but I could go either way. I think the sentence before

892
01:24:26,160 --> 01:24:34,980
at any equivalent combination really gives us flexibility within the qualification sections

893
01:24:34,980 --> 01:24:39,440
to hire the best candidate. Like I would say a master's degree would never

894
01:24:39,440 --> 01:24:43,280
or taught me if our best candidate didn't have a master's degree,

895
01:24:43,340 --> 01:24:45,800
it would not be a factor for me to make a decision.

896
01:24:46,560 --> 01:24:47,600
So maybe you're trying to be there.

897
01:24:47,960 --> 01:24:49,020
Yeah, then why put it in, right?

898
01:24:50,200 --> 01:24:52,960
Or what if we changed it, if it does change anything?

899
01:24:53,100 --> 01:24:56,480
What if we did like master's degree highly desirable?

900
01:24:56,880 --> 01:24:58,940
Or is that really kind of saying the same thing as preferred?

901
01:24:59,440 --> 01:25:00,560
I mean, that's strengthened in it.

902
01:25:00,740 --> 01:25:00,980
It is.

903
01:25:04,180 --> 01:25:06,420
If you don't have a master's, don't apply.

904
01:25:08,900 --> 01:25:17,120
I think you're going to lose candidates. Qualified candidates who don't have a master's degree, and I don't think it brings enough value to have it in there.

905
01:25:17,320 --> 01:25:17,680
What Franklin.

906
01:25:19,240 --> 01:25:22,040
For what it's worth, I'll just take a picture of this if I could.

907
01:25:24,700 --> 01:25:29,580
Folks that get a master's degree, like an mpa mba.

908
01:25:30,620 --> 01:25:44,900
The source of degrees you do spend a good amount of time contemplating matters of leadership, team building, you know what keeps folks motivated at work.

909
01:25:46,440 --> 01:25:51,160
And all and you don't and that's important stuff in terms of leading strong teams.

910
01:25:53,580 --> 01:26:20,180
And that's so to me that's why it's that it's we're saying, I don't know that the data out there in the world says that that females are less likely to apply for a job unless they feel that they have 80% of the qualifications are more and males are far more likely to apply whether they have the, you know, degrees or qualifications or not.

911
01:26:20,180 --> 01:26:23,980
But that's the data that's out there these days.

912
01:26:25,180 --> 01:26:27,280
I think it's OK to shoot high.

913
01:26:27,560 --> 01:26:33,680
I think it speaks to our value we place on this leader.

914
01:26:36,600 --> 01:26:39,400
But I think there's ways to say it that we make sure

915
01:26:39,400 --> 01:26:42,820
we don't discourage somebody who didn't have the opportunity

916
01:26:42,820 --> 01:26:44,460
to get a master's from applying.

917
01:26:44,720 --> 01:26:46,240
I think there's ways to say it.

918
01:26:46,780 --> 01:26:48,560
But I think it's worth saying.

919
01:26:49,400 --> 01:26:58,860
And wouldn't necessarily preclude me either if someone had been in a role for a long time and had demonstrated their leadership skills.

920
01:26:59,360 --> 01:27:16,120
I can speak to those in an interview, but that's why masters because that's that's where you learn a lot of that information about leadership leadership attributes development, developing teams, evaluating teams, professional development, problem solving, all of that stuff.

921
01:27:21,160 --> 01:27:26,220
I think it's enough in there that we, I mean, I think we bring value to the position with

922
01:27:26,220 --> 01:27:26,880
the master's degree.

923
01:27:27,020 --> 01:27:28,620
I think there's enough in there.

924
01:27:28,680 --> 01:27:32,160
I think if the person does not have a master's degree of interest in the hiring process,

925
01:27:32,160 --> 01:27:38,140
is that they can meet these other qualifications at the bare minimum bachelor's having experiences

926
01:27:38,140 --> 01:27:38,860
other areas.

927
01:27:38,860 --> 01:27:44,040
So I think it doesn't exclude, but I think it definitely brings a lot of value to this position

928
01:27:44,040 --> 01:27:45,320
which we think really highly of.

929
01:27:45,320 --> 01:27:52,040
So I don't think it, I just feel like it excludes anyone from from what we're looking forward to as the qualified candidate.

930
01:27:53,060 --> 01:28:01,980
Another way to look at this. I'm imagining a scenario where somebody, a division or department head says, why is it preferred for all these other positions at this level and not this one.

931
01:28:02,800 --> 01:28:13,400
And there's no real good answer there. And I think I know speaking on both sides of my mouth. And I mean it when I say that if we have a great candidate that doesn't have a master's degree that will not be a barrier to them getting.

932
01:28:14,020 --> 01:28:17,240
hired, but we also don't want people who are great candidates with masses

933
01:28:17,240 --> 01:28:22,100
degree that say they're not even asking about my masses degree and not apply.

934
01:28:22,740 --> 01:28:28,080
So, I think I don't know how we word it, but I think mentioning masses

935
01:28:28,080 --> 01:28:30,480
maybe the better approach.

936
01:28:31,800 --> 01:28:35,860
I like Tim's suggestion in the chat about additional education,

937
01:28:37,200 --> 01:28:40,160
referred or value, something along those lines,

938
01:28:40,160 --> 01:28:43,440
you know, rather than, rather than honing in on a master's degree.

939
01:28:43,600 --> 01:28:50,540
Certainly if this were an education, this was part of the school system, that credential,

940
01:28:50,800 --> 01:28:56,280
that master's degree I get, certainly if this were a staff position, you know, a director

941
01:28:56,280 --> 01:29:05,820
of finance, where that master's degree would bring value, but I don't see that here.

942
01:29:05,820 --> 01:29:15,060
I think maybe just the additional education would be sufficient, you know, additional education is valued or something. I don't know.

943
01:29:16,120 --> 01:29:24,100
But I would, I would, I would head you away from mentioning master's degree unless you're going to say what type of master's degree?

944
01:29:24,320 --> 01:29:32,300
Because, you know, if I'm, if I'm getting a master's degree in, in culinary arts, or I'm getting a master's degree in computer science.

945
01:29:32,940 --> 01:29:43,820
How does that translate to the qualities, the qualifications, the knowledge, the skills, the abilities that we're looking for in this position?

946
01:29:44,620 --> 01:29:59,980
And by not asking for a master's or not mentioning a master's degree preferred, it doesn't mean that some, but I would think people with a master's degree would be more inclined to apply and then try to bring in the fact that they have a master's degree.

947
01:30:00,000 --> 01:30:29,820
This is how they would elevate the position because of that education, but I still don't see where it would be a preferred for this position. I think the bachelor's degree and you're honing in on what types of degrees you're interested in, what types of education and formal background in addition to opening the aperture to experience and other programs and developing programs.

948
01:30:29,820 --> 01:30:33,320
and training and coaching, I think that that's appropriate.

949
01:30:34,680 --> 01:30:37,100
Additional education is valued and will be considered.

950
01:30:40,940 --> 01:30:42,180
That's the right way to say it.

951
01:30:42,440 --> 01:30:44,660
We value it and it will be considered as part of the process.

952
01:30:46,020 --> 01:30:49,660
And the most direct terms possible, that's what we would be doing.

953
01:30:50,640 --> 01:30:56,700
Oh, I like Tim's add-on considered in the hiring process or maybe it's considered in the screening process.

954
01:30:56,700 --> 01:31:00,720
like that was a good add-on to the add-on.

955
01:31:01,900 --> 01:31:04,580
I have to watch the screen read the chat talk.

956
01:31:04,740 --> 01:31:05,180
I'm going to go.

957
01:31:07,340 --> 01:31:11,740
Yeah, is the salary going to be posted with the job posting?

958
01:31:14,890 --> 01:31:18,150
Yeah, I think we should put it in the profile and on the posting.

959
01:31:18,150 --> 01:31:21,090
But it'll be a range and I think kind of what Andrew mentioned earlier.

960
01:31:21,090 --> 01:31:25,970
I think the 85 to 100 or so is about right.

961
01:31:25,970 --> 01:31:32,730
We obviously want to keep in some par with the comparable division head positions that

962
01:31:32,730 --> 01:31:37,030
falls this would be your elder services director, your recreation director, they're all on

963
01:31:37,030 --> 01:31:42,830
that same tier rolling up to general, of course, as the department had.

964
01:31:44,130 --> 01:31:48,310
Yeah, I was asking just because I was also thinking perhaps someone might be turned off if they

965
01:31:48,310 --> 01:31:55,490
thought the job was beneath them, if you will. So if it says master's degrees,

966
01:31:55,970 --> 01:32:01,990
appreciate or however you want to put it, that kind of signifies to them the level of the job. It signals it

967
01:32:02,810 --> 01:32:06,130
or the salary signals it. But if you're not going to have the salary, then

968
01:32:06,830 --> 01:32:17,090
Liz, even Liz, even though I cringe at the terminology used and something was skipped over, which said the ideal candidate.

969
01:32:17,890 --> 01:32:24,350
If the ideal candidate thinks it is below him or her, we don't want that candidate.

970
01:32:28,950 --> 01:32:52,310
Yeah, absolutely. I mean, people when they do wonder like, you know, is this a step up for me or is this, you know, I appreciate that and I respect that I've been there myself, but, you know, I was just commenting directly to the what was said in terms of they think it's beneath, they think it's beneath them, it's not an individual we want.

971
01:32:54,010 --> 01:33:05,610
Yeah, yeah, yeah, no, I poor, poor choice of words, I just, you know, want to make sure that we're, you know, signaling the right things about the job to the people reading it, but I agree, poor choice of words.

972
01:33:07,810 --> 01:33:15,150
I was trying to say that, you know, I wasn't, I was just, but I will say one thing, even

973
01:33:15,150 --> 01:33:18,610
though things like this usually throw me over the edge.

974
01:33:19,730 --> 01:33:25,470
I think this, the work we've just done there and what you put in there Andrew is very

975
01:33:25,470 --> 01:33:32,510
good because I agree with you, if you have a candidate, you know, who doesn't have one

976
01:33:32,510 --> 01:33:38,490
what has all the other qualifications, and that's the person, and I also agree that you

977
01:33:38,490 --> 01:33:45,310
want to aim high and you want to value additional professional development, albeit a master's

978
01:33:45,310 --> 01:33:52,170
or some sort of, you know, certificate, etc. So I think it reads well now after what we've

979
01:33:52,170 --> 01:33:52,330
done.

980
01:33:53,050 --> 01:33:54,590
All right.

981
01:33:55,470 --> 01:34:00,390
So then the only other thing on this paragraph that's outstanding is Brian's question about,

982
01:34:00,390 --> 01:34:04,710
about, you know, is five years experience appropriate? Sabrina, I don't know if you thought

983
01:34:04,710 --> 01:34:11,050
that was too high, too low, not relevant at all. Where, where are you at with that one?

984
01:34:11,770 --> 01:34:17,230
Well, I, I, it was really, it's two part, but it's, I didn't know what the salary range

985
01:34:17,230 --> 01:34:22,470
and what the expectations were. So I have a better idea now. I think, and I think I agree

986
01:34:22,470 --> 01:34:29,550
that including the, the salary range in this posting or on the flyer and, and the job posting

987
01:34:29,550 --> 01:34:37,610
is going to be important to help people applicants make an informed decision on whether they want

988
01:34:37,610 --> 01:34:45,070
to throw their hat in the ring here. So I think five years sounds like the right level.

989
01:34:45,350 --> 01:34:53,470
Is that appropriate with entry jobs at this level Andrew or Jess? What are your thoughts on that?

990
01:34:54,670 --> 01:35:11,610
I think so. I mean, I think we could get a superstar that has five years experience and still working on their master's degree or not and get somebody with 15 years experience, but I think somebody with five years experience could be a perfect fit here, depending on what that five years was, right?

991
01:35:12,510 --> 01:35:12,590
Yeah.

992
01:35:13,830 --> 01:35:15,750
Okay. Yeah. Thank you.

993
01:35:16,230 --> 01:35:17,190
Yeah, I concur.

994
01:35:17,190 --> 01:35:21,090
All right, so we did with this last paragraph then.

995
01:35:23,030 --> 01:35:25,210
Okay, now we're going to get to the hard ones.

996
01:35:26,950 --> 01:35:30,470
And if you could scroll back up to the 20-22 goals,

997
01:35:30,670 --> 01:35:32,370
I think that might be, or objectives rather,

998
01:35:32,450 --> 01:35:34,510
that might be the easier of the two.

999
01:35:34,810 --> 01:35:38,790
So some of the additional comments that came through on this section

1000
01:35:38,790 --> 01:35:43,310
were whether we even needed to have this objective session

1001
01:35:43,310 --> 01:35:44,990
in the position profile.

1002
01:35:44,990 --> 01:35:54,890
some had commented that they seemed more town objectives versus AYS objectives, which is why they thought maybe they shouldn't be in there.

1003
01:35:56,050 --> 01:36:03,310
Trent had a comment there on one of the bullets, which I figured we could address once we decide whether we want to keep the objectives in.

1004
01:36:03,470 --> 01:36:11,190
Maybe we take some out, keep some in, but this had this had a lot of comments that was not really anything I could edit or quantify on this draft.

1005
01:36:11,190 --> 01:36:18,610
because again it was more comments and discussions so I don't know who wants to kick off this section with

1006
01:36:19,610 --> 01:36:24,570
their feedback on these bullets and whether they think they should be there modified stay and stay out.

1007
01:36:24,830 --> 01:36:30,450
So let me just add one thing before we jump in. So part of the effort we've been doing internally is

1008
01:36:30,450 --> 01:36:36,030
that division and departmental goals roll up into the higher level goals of the entire organization

1009
01:36:36,030 --> 01:36:40,150
that are set by the policy makers of the community which in our case are the select board.

1010
01:36:41,190 --> 01:36:59,290
So when you think about what belongs here don't necessarily think that it's the goals on a given Wednesday afternoon, but really what's going to be asked of the director from a leadership management perspective as much of is a service delivery perspective.

1011
01:36:59,290 --> 01:37:04,810
They always say to be a successful manager in and over, you have to be a really good at service delivery.

1012
01:37:05,290 --> 01:37:17,930
And you also have to have some management abilities and be able to integrate priorities of your division with the larger priorities of the organization because at the end of the day, all departments and divisions are part of one organization, right.

1013
01:37:18,310 --> 01:37:26,950
So we try to create that unified goal setting process, but at the same time don't want the goals to inhibit service delivery or vice versa.

1014
01:37:26,950 --> 01:37:31,690
So I think however we were this and wherever we end has to acknowledge both.

1015
01:37:33,170 --> 01:37:34,590
That's my piece now.

1016
01:37:35,130 --> 01:37:40,050
If I could jump in and just say that if I was applying for this job,

1017
01:37:40,350 --> 01:37:42,730
I would find this to be very, very helpful,

1018
01:37:43,070 --> 01:37:46,730
so it would really give me a sense of what is the,

1019
01:37:47,030 --> 01:37:51,710
what am I walking into in terms of like what are the priorities of the organization?

1020
01:37:52,570 --> 01:37:54,490
You never get to see this stuff.

1021
01:37:54,490 --> 01:37:58,910
And if you're lucky, you get an opportunity to ask some sort of question like,

1022
01:37:59,110 --> 01:38:05,530
well, you know, if I'm successful on the job in the first year or two,

1023
01:38:05,770 --> 01:38:06,350
what have I done?

1024
01:38:06,650 --> 01:38:07,990
And then you would sort of get this.

1025
01:38:08,130 --> 01:38:12,010
But this is actually, I consider this a gift for anybody applying

1026
01:38:12,010 --> 01:38:16,790
because they really have a sense of a roadmap, not to exclude other things.

1027
01:38:16,990 --> 01:38:20,690
But these, as Andrew just said, these all roll up and boil into it

1028
01:38:20,690 --> 01:38:27,230
are impacted by larger organizational goals and priorities. So I think it's a wonderful thing to

1029
01:38:27,230 --> 01:38:31,870
have in there for somebody that's applying. They're going to go right there and say, okay, these

1030
01:38:31,870 --> 01:38:33,210
are the things that are on my plate.

1031
01:38:40,460 --> 01:38:45,600
Sorry, Laura, go ahead. Okay, so some of these seems like

1032
01:38:47,480 --> 01:38:51,700
the kind of intended audience was different. So like in conjunction with the community,

1033
01:38:51,700 --> 01:38:55,920
We articulate the attributes, the town seeks in the next Director of eServices.

1034
01:38:57,120 --> 01:39:00,660
That's not going to be something that the next Director of eServices is going to do,

1035
01:39:00,720 --> 01:39:00,920
is it?

1036
01:39:01,040 --> 01:39:02,760
That's something that's happening.

1037
01:39:03,300 --> 01:39:09,240
Or higher the permit you services team.

1038
01:39:10,100 --> 01:39:11,640
I believe that's happening currently.

1039
01:39:12,400 --> 01:39:16,560
I think this people on the Select Board agenda, so this isn't.

1040
01:39:17,920 --> 01:39:25,140
I would like to see this kind of hair down and then the things that would apply to the current

1041
01:39:25,140 --> 01:39:30,220
director, I would like to see more specific. So like, what does it look like when we're prioritizing

1042
01:39:30,220 --> 01:39:35,400
youth development through the lens of DEI? Does that mean we're seeing a more diverse group of kids

1043
01:39:35,400 --> 01:39:35,840
gathering?

1044
01:39:37,880 --> 01:39:45,400
How does the town expect the new director to deliver these things? What are our metrics?

1045
01:39:45,400 --> 01:39:47,800
how would you demonstrate success?

1046
01:39:47,960 --> 01:39:49,360
Would that be a narrative?

1047
01:39:50,020 --> 01:39:51,720
I think that might be helpful.

1048
01:39:54,660 --> 01:39:58,680
I'm still not seeing kind of the point of this section, I think.

1049
01:40:01,350 --> 01:40:04,450
Because candidates will be evaluated based on this.

1050
01:40:04,750 --> 01:40:12,310
Not in terms of their candidacy, but as their ability to integrate the work of the division

1051
01:40:12,310 --> 01:40:15,670
with the overarching priorities of the town.

1052
01:40:15,850 --> 01:40:16,470
Does that make sense?

1053
01:40:16,470 --> 01:40:21,470
And that's why there's such a town goal feeling to some of this because there is a relationship

1054
01:40:21,470 --> 01:40:21,830
there.

1055
01:40:22,510 --> 01:40:25,990
And when these candidates before go before the select board, they'll be asked about these.

1056
01:40:28,250 --> 01:40:29,830
So they should know that going in.

1057
01:40:30,550 --> 01:40:36,490
So is it possible then we could frame this because I was left kind of like Laura one.

1058
01:40:37,250 --> 01:40:43,450
Who's this was the audience here and in different bullets I'd read and it makes sense.

1059
01:40:43,450 --> 01:40:50,630
Jim, after you mentioned this, what the value is, but I wouldn't call this 2022 objectives,

1060
01:40:51,330 --> 01:40:59,250
I would call this, you know, hiring committee priorities or hiring committee, I

1061
01:41:01,300 --> 01:41:01,740
wouldn't

1062
01:41:01,740 --> 01:41:02,520
call them objectives.

1063
01:41:03,140 --> 01:41:07,400
Again, when you start talking about objectives, there should be some type of a way to measure

1064
01:41:07,400 --> 01:41:08,200
that objective.

1065
01:41:08,880 --> 01:41:11,680
And how do we know that we've met that objective?

1066
01:41:12,320 --> 01:41:14,280
It needs to be much more specific.

1067
01:41:14,280 --> 01:41:25,720
So I would start with just reframing this in a way that, like Laura said, some of these

1068
01:41:25,720 --> 01:41:33,240
things, if this is designed to be a roadmap for a potential candidate, then I would frame

1069
01:41:33,240 --> 01:41:39,740
it that way and take out things about the, in conjunction with the community articulate

1070
01:41:39,740 --> 01:41:45,020
the the attributes the town seeks and it's next you know that that's not for the director that's

1071
01:41:45,020 --> 01:41:54,870
like like Laura was saying so I guess I understand the last bullet okay we expect this person to

1072
01:41:54,870 --> 01:42:05,290
be able to create a department-wide software management program okay is there not a program now is

1073
01:42:05,290 --> 01:42:13,030
Is that something that is it, is it, we're bringing in a new, it just, this, this brings out a lot of questions that, that I don't know.

1074
01:42:14,090 --> 01:42:19,590
We're answering very well and starts with just the term objectives. What if we do this, what if we take.

1075
01:42:20,090 --> 01:42:27,610
Strike almost a whole section and things that are goals here, the higher level goals, but I'm under the responsibilities under the responsibility section.

1076
01:42:28,330 --> 01:42:28,810
I think so.

1077
01:42:28,810 --> 01:42:44,570
You know, make it feel like almost like the immediate goals for the person coming in because yeah, I do agree with Laura that the third and fourth bullets don't really make sense because we're doing number three or you guys are doing number three and number four is done.

1078
01:42:44,850 --> 01:42:49,230
So I don't want them to also think they're coming with no staff because that couldn't be further from the truth.

1079
01:42:49,710 --> 01:42:55,330
You just have to find the way, you know, the goals for the next director are different from a middle school participant.

1080
01:42:56,710 --> 01:42:58,410
and a select board member, right?

1081
01:42:59,010 --> 01:43:00,570
In some cases, they may be the same thing,

1082
01:43:00,570 --> 01:43:02,390
but how they're communicated,

1083
01:43:02,910 --> 01:43:04,470
I think is quite a bit different.

1084
01:43:04,730 --> 01:43:07,170
So I just think we have to capture that

1085
01:43:07,170 --> 01:43:09,690
because I think it's really important for candidates to know

1086
01:43:10,750 --> 01:43:13,230
that it's just not the day-to-day service delivery.

1087
01:43:13,410 --> 01:43:16,370
There will be some reporting up on the progress of the division,

1088
01:43:16,590 --> 01:43:17,650
the needs of the division,

1089
01:43:19,270 --> 01:43:21,830
and what is necessary to grow the division.

1090
01:43:22,310 --> 01:43:24,350
But I just want candidates to be aware of that.

1091
01:43:24,350 --> 01:43:44,210
I guess that's my point, I think that that's that's valuable and I agree it should be included in here I just I agree I think it should be we could we could distill what those items are that we want to communicate so that potential candidate and then and then incorporate that in a way that's a little more clearly written to the candidate.

1092
01:43:45,490 --> 01:43:50,090
So are we comfortable striking this section and taking elements of it and putting it down below.

1093
01:43:51,930 --> 01:43:56,330
I think that's a great idea and I think a little introduction to the bullets would help

1094
01:43:57,830 --> 01:44:00,970
give a context wherever you put it.

1095
01:44:01,730 --> 01:44:03,850
All right, so I'm just going to make this a different column now.

1096
01:44:07,510 --> 01:44:09,650
I'm kind of lying, so that's why the crazy colors.

1097
01:44:10,870 --> 01:44:13,930
I also want to just make sure that trends comment doesn't get.

1098
01:44:13,930 --> 01:44:20,970
But I think it does touch on some of the prior discussion we had about supervision of

1099
01:44:20,970 --> 01:44:24,650
the social work piece and all that, so make sure that doesn't get lost on there.

1100
01:44:31,600 --> 01:44:32,620
This is the last section.

1101
01:44:33,440 --> 01:44:33,600
Yes.

1102
01:44:41,680 --> 01:44:41,760
Right.

1103
01:44:45,830 --> 01:44:46,150
Glad to question.

1104
01:44:46,450 --> 01:44:47,190
Glad to question.

1105
01:44:47,190 --> 01:44:47,970
Or a directive.

1106
01:44:52,130 --> 01:44:56,930
This is the last, we saved probably the hardest section for last, but I thought it made

1107
01:44:56,930 --> 01:44:59,830
more sense to kind of tick off the ones that, you know,

1108
01:45:00,000 --> 01:45:29,760
We probably have the least amount of discussion and this is definitely kind of the meat of what you guys have really been working on. So Brian, I think you kind of kicked off the section with a comment there about buckets and categorizing the attributes. There was a lot of back and forth and some of the other comments about, you know, putting these like in a ranked order. And again, it was really just a lot more kind of more comments and feedback versus actual language.

1109
01:45:29,760 --> 01:45:36,800
changes, so I'm not sure where we want to dive in on this section, but I don't know if

1110
01:45:36,800 --> 01:45:41,380
makes sense. I'm Brian, Brian start based on his opening comment about the buckets, and

1111
01:45:41,380 --> 01:45:45,740
then we take it from there, and that might flow the rest of the conversation. I'm not,

1112
01:45:45,960 --> 01:45:47,800
I'll defer to you, Brian, put you on the spot.

1113
01:45:49,700 --> 01:45:58,580
Okay. Well, I, I, uh, I liked the, the wording. I liked, I liked, I thought you did a very

1114
01:45:58,580 --> 01:46:06,900
good job capturing some of our other feedback from previous meetings to try to paint a picture

1115
01:46:06,900 --> 01:46:14,720
of what this team's going to cringe at, but this ideal candidate looks like, right? And who

1116
01:46:14,720 --> 01:46:19,800
that person is and what they're about, I think you did a very good job with that. I just

1117
01:46:20,340 --> 01:46:25,420
from a formatting perspective, I thought it was all over the place and I thought that, you know,

1118
01:46:25,420 --> 01:46:53,120
I would read something like there was one that I thought was down lower and I thought oh well this I would bring that right up to the top because and maybe you've already done some of that rack and stack but but for me, I thought it might be might be helpful to just identify some attributes that we're looking for or experience that we're looking for.

1119
01:46:53,120 --> 01:47:00,500
and then as a bucket, like I put in an ethical team leader or ethical leadership,

1120
01:47:01,520 --> 01:47:10,060
consummate hands-on mentor or coach, a teacher. Those are characteristics or skills that

1121
01:47:10,060 --> 01:47:19,120
we're looking to bring into this position. Program management certainly is something that we've

1122
01:47:19,120 --> 01:47:26,540
talked about as being very important here. And then I think you have the, you know, you could

1123
01:47:26,540 --> 01:47:31,360
parse out some of the these bulleted items underneath each of those buckets.

1124
01:47:34,540 --> 01:47:35,460
Over to the floor,

1125
01:47:35,540 --> 01:47:39,180
I don't know. It's just, it was just an idea of trying to frame this a little bit.

1126
01:47:39,680 --> 01:47:45,840
Basically kind of like four, maybe five kind of categories of what we're looking for within the

1127
01:47:45,840 --> 01:47:51,540
little bullets underneath to say what do we mean by ethical team leader and yeah I

1128
01:47:51,540 --> 01:47:55,820
actually kind of like that approach. People can then zero in on the category isn't

1129
01:47:55,820 --> 01:47:59,840
if they find one they don't like they can either stop reading or keep reading right

1130
01:48:00,660 --> 01:48:08,400
and then from the Canada's perspective it helps to give them some a way to frame

1131
01:48:08,400 --> 01:48:13,020
their responses. You can look at this and go well I've done this or I haven't done

1132
01:48:13,020 --> 01:48:20,260
that or I've got some experience here and you know tell me about a time that you demonstrated

1133
01:48:21,020 --> 01:48:26,700
ethical leadership or team building or you manage the program and then we've got some

1134
01:48:26,700 --> 01:48:28,720
some more detail underneath it.

1135
01:48:30,860 --> 01:48:33,840
It also takes a little bit of the pressure off in terms of ranking

1136
01:48:33,840 --> 01:48:41,260
them one to 15 when they're formed into the buckets, ranking them seems like an impossible task.

1137
01:48:42,380 --> 01:48:42,940
So

1138
01:48:52,960 --> 01:49:07,340
I guess how do folks feel about some of the examples Brian gave like do we want to go with those three want to change any out and then it should be somewhat easy to plug in assuming we're okay with all the bullets.

1139
01:49:07,920 --> 01:49:15,760
It should be then pretty easy to plug them into the various buckets as long as they're there. So I don't know what people spots were on.

1140
01:49:15,760 --> 01:49:27,060
I mean, I definitely like ethical team leader and adept program manager actually probably the passionate youth advocate once good to actually they're all good, but.

1141
01:49:27,540 --> 01:49:35,980
I wonder if we wouldn't want to do something like leadership attributes management skills.

1142
01:49:41,680 --> 01:50:08,540
You almost have three buckets. Don't you in terms of you have a committed bucket, an experienced bucket, and a knowledgeable or knowledge based bucket, at least, you know, one or two floating around there, but, you know, committed to fostering a safe, committed to engage and committed to collaborative leadership committed to modeling and on and on and on and on.

1143
01:50:08,540 --> 01:50:14,620
You know, I mean, if that's what you want, there's three buttons to be. I'll be quiet. I think they're all.

1144
01:50:16,460 --> 01:50:26,520
You know, I mean, I think a few are redundant, but I don't I think as they all exist, they're a fine list. And I think it would be what you're certainly looking for in.

1145
01:50:28,660 --> 01:50:32,940
the best candidate or an ideal candidate.

1146
01:50:33,900 --> 01:50:40,660
Since there's no one right way to do this, does it make sense to leave this to Jess to come up with three buckets?

1147
01:50:42,360 --> 01:50:46,220
And make sure we just populate them with all of these attributes.

1148
01:50:46,740 --> 01:50:53,520
What I suggest is we agree on the buckets, then we'll go down the list and color coat what goes in what bucket and then the actual formatting we can leave the Jess.

1149
01:50:53,520 --> 01:51:09,800
That's unreasonable. Yeah, I think we should get agreement on the buckets ethical team leader. I think we need to expand on just that because it is it goes. Yes, an ethical team leader, but just general leadership characteristics.

1150
01:51:16,680 --> 01:51:29,960
Yeah, leadership attributes are something about effect. And then I just just leadership attributes. And then you pull those ones under their leadership attributes is that bucket.

1151
01:51:31,140 --> 01:51:35,620
The ethical stuff in my opinion should go under the leadership attribute.

1152
01:51:35,760 --> 01:51:36,020
Exactly.

1153
01:51:36,780 --> 01:51:40,720
You don't have to have the ethical and the leadership attributes.

1154
01:51:41,020 --> 01:51:44,680
You're really trying to look at the ability to build a team, right?

1155
01:51:55,880 --> 01:52:05,160
I would just say management attributes, leadership attributes, management attributes, and use

1156
01:52:05,160 --> 01:52:11,240
advocate and I'm guessing that all of those are going to easily fall under one of those three buckets.

1157
01:52:12,500 --> 01:52:14,700
And those really are the three buckets, right?

1158
01:52:15,560 --> 01:52:16,120
Yeah.

1159
01:52:18,840 --> 01:52:21,360
Yes. You are correct.

1160
01:52:41,400 --> 01:52:45,940
So you're going to go down and we're going to pick which ones go in each category, starting with the top one.

1161
01:52:46,940 --> 01:52:54,180
The first one goes under leadership. Should we do a community collaborator, collaboration and

1162
01:52:54,180 --> 01:52:58,080
partnerships. We talk a lot about it throughout the profile.

1163
01:52:58,720 --> 01:53:01,160
How about advocacy and collaboration?

1164
01:53:03,910 --> 01:53:05,850
Or as an advocacy and collaboration?

1165
01:53:06,850 --> 01:53:07,490
I think this is separate.

1166
01:53:09,880 --> 01:53:16,920
Andrew, are those not required of an effective leader?

1167
01:53:17,860 --> 01:53:18,120
Yeah.

1168
01:53:18,860 --> 01:53:19,100
Yeah.

1169
01:53:19,680 --> 01:53:22,800
I'll tell you this, though, and Laura put this in the chat.

1170
01:53:22,800 --> 01:53:29,240
I like the she had collaboration and community engagement because this position has got to be

1171
01:53:29,240 --> 01:53:36,460
able to this person has to be able to be to engage with the community. I think that that's central

1172
01:53:37,240 --> 01:53:44,640
especially being as public of this position is today. So I like that as a bucket.

1173
01:53:45,740 --> 01:53:47,960
management and leadership different buckets.

1174
01:53:48,720 --> 01:53:49,400
Yes.

1175
01:53:49,840 --> 01:53:50,000
Yes.

1176
01:53:50,500 --> 01:53:50,700
Yeah.

1177
01:53:51,040 --> 01:53:51,980
Actually, they are.

1178
01:53:52,120 --> 01:53:55,200
I think you would think they are, but they are.

1179
01:53:56,340 --> 01:54:01,800
I would say leadership attributes or leadership experience.

1180
01:54:02,420 --> 01:54:05,940
And then management skills or program management.

1181
01:54:06,140 --> 01:54:07,160
Something along those lines.

1182
01:54:09,490 --> 01:54:11,650
And then you describe the attributes.

1183
01:54:11,650 --> 01:54:18,990
So you describe the experience of managing a program or a project, you describe your

1184
01:54:18,990 --> 01:54:25,670
experience, your attributes. What are your leadership traits? What are your skills in leadership?

1185
01:54:26,210 --> 01:54:27,810
What's your experience there?

1186
01:54:34,440 --> 01:54:35,180
We like the buckets.

1187
01:54:38,000 --> 01:54:41,100
We miss anything. Should we

1188
01:54:41,100 --> 01:54:46,340
collapse them? Or should we try putting these bullets in buckets? And if some don't fit, maybe that

1189
01:54:46,340 --> 01:54:59,100
lead us to something something we're missing a small pale so the first the first

1190
01:54:59,100 --> 01:55:03,540
bullet would be under leadership yeah I'm

1191
01:55:11,760 --> 01:55:15,280
gonna do some color coding why you

1192
01:55:15,280 --> 01:55:21,080
just move it up under leadership. Yes? I'm driving. Oh, Andrew.

1193
01:55:23,680 --> 01:55:25,540
You could do A, B, C,

1194
01:55:25,680 --> 01:55:29,220
and D and just put the letter next to each bullet. It's just going to get messy.

1195
01:55:30,220 --> 01:55:37,060
If it's easier for you to highlight it, Andrew. The second one is youth.

1196
01:55:37,600 --> 01:55:39,080
Yes, youth advocacy.

1197
01:55:42,140 --> 01:55:44,780
The third one is youth. Hold on, hold on.

1198
01:55:53,420 --> 01:55:55,420
Yeah, that works. Just color

1199
01:55:55,420 --> 01:56:00,740
code and that's easy enough. The fourth one is management. Yes. Yeah.

1200
01:56:08,190 --> 01:56:09,310
The fifth one is management.

1201
01:56:15,910 --> 01:56:19,770
Is it or is it a community engagement? I would say it's a community engagement.

1202
01:56:20,310 --> 01:56:27,220
Oh, we have to mean the engagement. Okay. I wouldn't have that but the next one is a

1203
01:56:30,600 --> 01:56:34,460
leadership. I think. Yeah, I say that's leadership.

1204
01:56:39,600 --> 01:56:40,340
Next one is youth.

1205
01:56:50,780 --> 01:56:52,160
Next one is management.

1206
01:57:01,300 --> 01:57:03,540
That's one is leadership along

1207
01:57:09,870 --> 01:57:11,430
here. Can you go back up real quick?

1208
01:57:13,730 --> 01:57:20,170
So, um, I think wasn't the last one supposed to be management opposed to leadership?

1209
01:57:20,730 --> 01:57:21,230
Yes.

1210
01:57:22,790 --> 01:57:27,310
The last yellow last, the very last one right there. Yeah, commitment. Yes.

1211
01:57:27,910 --> 01:57:29,050
That needs to be different color.

1212
01:57:36,860 --> 01:57:40,400
That one's management, the budget management of management.

1213
01:57:40,400 --> 01:57:40,640
I don't,

1214
01:57:52,310 --> 01:57:56,050
management, youth

1215
01:57:58,610 --> 01:58:00,810
or leadership.

1216
01:58:02,010 --> 01:58:04,130
That or our creative engagement.

1217
01:58:07,320 --> 01:58:10,280
We actually don't have any under-community engagement.

1218
01:58:10,780 --> 01:58:13,020
I have one, I would say.

1219
01:58:13,080 --> 01:58:14,380
That one is leadership.

1220
01:58:14,860 --> 01:58:18,120
Collegial and an approachable is definitely leadership.

1221
01:58:18,700 --> 01:58:19,120
I agree.

1222
01:58:20,340 --> 01:58:21,440
So it's been that young.

1223
01:58:21,860 --> 01:58:22,340
Which is yellow.

1224
01:58:22,340 --> 01:58:24,640
Well, is everyone agree with yellow?

1225
01:58:25,240 --> 01:58:29,060
Yeah, leading

1226
01:58:33,290 --> 01:58:34,190
by example,

1227
01:58:52,670 --> 01:58:53,010
leadership.

1228
01:58:56,640 --> 01:58:57,560
Last one is leadership.

1229
01:58:59,920 --> 01:59:03,100
So we don't have a community engagement one then.

1230
01:59:04,300 --> 01:59:06,460
Yeah, we have a community engagement one.

1231
01:59:06,720 --> 01:59:09,140
And then we still have to talk about what's going to come down from up here.

1232
01:59:09,680 --> 01:59:09,980
Right.

1233
01:59:11,640 --> 01:59:15,180
Well, you could put most of those in that in the community engagement.

1234
01:59:16,460 --> 01:59:21,680
It, again, you could put most of those under that community engagement in this category.

1235
01:59:21,940 --> 01:59:25,320
I mean, that's the majority of them, right?

1236
01:59:25,640 --> 01:59:27,160
I think this is a really important one.

1237
01:59:30,070 --> 01:59:33,510
It has probably management leadership management, definitely.

1238
01:59:44,040 --> 01:59:49,180
So I would say the next to last bullet is management actively participate in department wide

1239
01:59:49,180 --> 01:59:51,420
initials marketing coordination services.

1240
01:59:52,940 --> 01:59:54,700
I don't even feel about those.

1241
02:00:03,380 --> 02:00:19,860
Last three are management. I agree with that. Yes. I think I think the first two, at least the first two are community engagement. Yes, and then three and four. We said we can scrap management

1242
02:00:32,980 --> 02:00:34,700
and

1243
02:00:39,530 --> 02:00:50,370
we're scrapping three and four. And then the first two will go under community engagement, which

1244
02:00:53,760 --> 02:00:54,320
is purple.

1245
02:00:55,840 --> 02:00:59,280
This thing, like good grief.

1246
02:01:00,300 --> 02:01:02,240
The luck, yes.

1247
02:01:04,320 --> 02:01:05,820
Royce Beav right there.

1248
02:01:06,760 --> 02:01:06,840
Right.

1249
02:01:08,380 --> 02:01:16,320
Now I think the buckets idea that I thought this is going to be our hardest section and actually ended up being our easiest once we did the buckets thing.

1250
02:01:16,560 --> 02:01:17,780
So kudos to Brian.

1251
02:01:18,180 --> 02:01:19,660
The buckets are a great suggestion.

1252
02:01:31,120 --> 02:01:35,580
Andrew, just make sure you email this over to me too, just that I can work on it in the morning.

1253
02:01:37,080 --> 02:01:42,120
Hopefully it will still make sense Ben. Well I got to do a first thing while it's in my head.

1254
02:01:43,860 --> 02:01:46,440
So this the rest of this can be struck.

1255
02:01:49,520 --> 02:01:52,220
I just want to make sure, try and try and have that comment

1256
02:01:52,220 --> 02:01:58,240
there on the side. Trying, did you want to weigh in on anything on that? It was in connection with

1257
02:01:58,240 --> 02:02:02,900
I think the social worker, only because we talked so much earlier with Liz's questions

1258
02:02:02,900 --> 02:02:07,260
and concerns about the social worker, so I just want to make sure that there's nothing

1259
02:02:07,260 --> 02:02:12,640
left untouched there, because I can't even quiet, so I just want to make sure I comment

1260
02:02:12,640 --> 02:02:14,860
if you wanted to say anything on that.

1261
02:02:15,240 --> 02:02:20,500
Yeah, no, so I think we touched on most of it with Liz's questions from earlier.

1262
02:02:20,940 --> 02:02:26,160
To clarify, that comment was in response to a question that Liz had on the original

1263
02:02:26,160 --> 02:02:32,420
document saying could we add more detail about what this entails and so I tried my best to try and

1264
02:02:33,340 --> 02:02:38,700
clarify some of what I thought that bullet point meant but I wasn't sure if that was something

1265
02:02:38,700 --> 02:02:43,200
that we wanted to discuss or frankly since it's about the outreach position and not about the director

1266
02:02:43,200 --> 02:02:49,780
position if that was even under our purview so but I think that Liz asked the question earlier and I

1267
02:02:49,780 --> 02:02:55,780
think as long as she as long as she feels clear about that and everyone else does too I think that I'm

1268
02:02:56,160 --> 02:02:59,940
good enough on that. Okay, awesome. I still want that to get overlooked.

1269
02:03:04,220 --> 02:03:09,200
Right. So, Jess, are there any other sections? I think that that, um, that was it.

1270
02:03:09,400 --> 02:03:14,240
Those are the two big ones, that objective section and the what are we looking for in the next

1271
02:03:14,240 --> 02:03:22,100
director, the two big sections. So what I'll do is assuming this gets voted and checked with all of

1272
02:03:22,100 --> 02:03:31,680
you tonight. I'll go through clean it up, get the formatting looking decent, share it with everybody,

1273
02:03:32,020 --> 02:03:38,400
and then we can take it to the next step of making it look like pretty profile with some graphics,

1274
02:03:38,420 --> 02:03:44,120
and we can really tool it up to make it basically street-ready, and then I think we're in really good shape.

1275
02:03:45,380 --> 02:03:51,160
Just to summarize, this paragraph we went through, we brought up some from the second paragraph into

1276
02:03:51,160 --> 02:03:59,840
this or we struck the second paragraph reaching and exploring and developing put this sentence

1277
02:03:59,840 --> 02:04:01,740
that was previously in this paragraph.

1278
02:04:03,860 --> 02:04:09,180
We flipped this around pretty much the same thing, but we flipped

1279
02:04:09,180 --> 02:04:16,100
it, which I think made a lot of sense. Objectives are out. The Cormary Youth Center, what I'd ask

1280
02:04:16,100 --> 02:04:21,480
time is that the committee consider voting knowing we're going to add a description of the spaces.

1281
02:04:22,120 --> 02:04:25,140
So I think that was a great suggestion. Are?

1282
02:04:26,020 --> 02:04:30,980
I also add a little bit of a composition of the staff. How many staff members will be supervising,

1283
02:04:31,160 --> 02:04:36,880
the fact that there is a social worker, how many kids we see in a day, or maybe not even that specific,

1284
02:04:37,120 --> 02:04:40,240
but I think that would be good for a kid.

1285
02:04:41,980 --> 02:04:47,540
in reporting structure too, that you've got a peer, you know, that you peer with these

1286
02:04:47,540 --> 02:04:50,200
others who and you're reporting up, that might be helpful as well.

1287
02:05:00,610 --> 02:05:05,590
We got our buckets, leadership attributes, management attributes, youth advocacy, community

1288
02:05:05,590 --> 02:05:11,510
engagement, everything's color coded, that under qualifications, we're going with five years.

1289
02:05:12,990 --> 02:05:16,870
We've taken out master's degree and we're going with additional education is valued

1290
02:05:16,870 --> 02:05:18,590
and we'll be considered in the hiring process.

1291
02:05:19,590 --> 02:05:23,090
So just to go up to that section where we have our buckets,

1292
02:05:23,630 --> 02:05:26,370
I just want to ask the question to cover all bases,

1293
02:05:26,710 --> 02:05:30,090
were there any strong feelings about putting the buckets

1294
02:05:30,090 --> 02:05:33,970
in any sort of a particular priority order

1295
02:05:33,970 --> 02:05:35,450
based on some of the other comments?

1296
02:05:35,550 --> 02:05:36,870
So we had just the one big list,

1297
02:05:37,030 --> 02:05:39,710
do people want me to just do straight alphabetical,

1298
02:05:40,330 --> 02:05:41,530
leave them as they are,

1299
02:05:41,650 --> 02:05:43,830
like just want to make sure that people weren't leaning

1300
02:05:43,830 --> 02:05:46,710
towards really wanting those ordered in any particular way.

1301
02:05:55,880 --> 02:06:01,400
Yeah, so not necessarily ordering the bullets under it, but do we want to go like, you know,

1302
02:06:01,620 --> 02:06:06,900
see for community, L for leadership, L management, why for you? Do we want to put you with advocacy

1303
02:06:06,900 --> 02:06:15,540
first? I would put it first, yes. Okay. I would put it first. I think that's very important.

1304
02:06:16,240 --> 02:06:19,220
Okay, so that's first. What do people want? Is the second category?

1305
02:06:23,460 --> 02:06:26,380
I would say leadership and

1306
02:06:32,490 --> 02:06:36,770
I'd put management number three because if you're good at one and two, four is naturally going to be right there.

1307
02:06:37,210 --> 02:06:37,690
Right.

1308
02:06:39,010 --> 02:06:40,270
Community engagement piece.

1309
02:06:40,650 --> 02:06:40,750
Yeah.

1310
02:06:41,610 --> 02:06:42,090
Okay.

1311
02:06:42,470 --> 02:06:42,710
Perfect.

1312
02:06:42,990 --> 02:06:44,650
Just wanted to clarify that.

1313
02:06:45,610 --> 02:06:47,110
It was a good question.

1314
02:06:47,230 --> 02:06:48,210
No, just that was important.

1315
02:06:50,690 --> 02:06:51,370
How do we feel?

1316
02:06:54,570 --> 02:06:55,490
Are there any questions?

1317
02:06:55,850 --> 02:06:56,810
It's been a long night.

1318
02:06:56,810 --> 02:06:58,890
but we're in it already.

1319
02:07:00,330 --> 02:07:03,930
Is everybody comfortable with this to make a motion?

1320
02:07:06,010 --> 02:07:07,510
Now, I can only see a couple of moments.

1321
02:07:07,630 --> 02:07:09,950
Just make sure there's anyone having a quiet hand up.

1322
02:07:12,930 --> 02:07:14,750
So everybody feels good about it?

1323
02:07:17,820 --> 02:07:21,460
Okay, so motion to vote on accepting what we've changed

1324
02:07:21,460 --> 02:07:25,360
to get the profile into Jessica's hand to write a description.

1325
02:07:26,520 --> 02:07:27,860
I got a second on it.

1326
02:07:28,300 --> 02:07:28,620
Second.

1327
02:07:28,620 --> 02:07:36,320
All right. All in favor of accepting the changes that we made to the profile. Ryan.

1328
02:07:36,840 --> 02:07:37,980
I agree.

1329
02:07:38,620 --> 02:07:39,600
Fred.

1330
02:07:42,330 --> 02:07:53,500
Yes. Tim. Yes. Laura. Yes. Liz. Yes.

1331
02:07:54,120 --> 02:08:01,360
Okay, so the motion and the vote of the profile changes has been accepted.

1332
02:08:01,740 --> 02:08:08,440
Okay, do we want to just figure out a timeline on this before we get off?

1333
02:08:08,680 --> 02:08:14,960
Yes, I know you have a busy day tomorrow getting this ready, but when do we think this will

1334
02:08:14,960 --> 02:08:15,720
be ready to print?

1335
02:08:15,880 --> 02:08:18,040
When can the committee at least take a look at it?

1336
02:08:19,380 --> 02:08:33,280
I mean, it should take long to clean up, get everything we're supposed to be, get rid of all the comments, the highlighting, all that that actually shouldn't take that on because you've kind of done that work tonight or rather actually Anderson was to that work tonight because he was driving.

1337
02:08:34,360 --> 02:08:38,520
And that I think getting the text out to everybody should be pretty quick turnaround.

1338
02:08:38,520 --> 02:08:47,000
around then once everybody's like doesn't see anything glaring with the text whatever then we can dump it into something like publisher and start to kind of make that.

1339
02:08:47,740 --> 02:08:52,760
Flyer and get some pictures in there and and Gem I'm definitely going to reach out to you to get some good.

1340
02:08:53,300 --> 02:09:04,260
You know action photos photos of the center things like that to to build that up but in terms of the actual text and the document piece of it should be in your hands fairly quickly tomorrow.

1341
02:09:04,260 --> 02:09:06,300
that will be my goal.

1342
02:09:07,600 --> 02:09:10,280
Okay, and then Andrew, after that, it comes out to the committee.

1343
02:09:11,020 --> 02:09:12,020
What is the next step?

1344
02:09:12,220 --> 02:09:15,800
I mean, are we going to have another meeting to approve it?

1345
02:09:16,020 --> 02:09:17,140
Is it ready for print?

1346
02:09:17,460 --> 02:09:20,860
Are we going to start with the survey that's going to go out to everybody?

1347
02:09:21,040 --> 02:09:22,960
A lot of know that the description has been out.

1348
02:09:23,500 --> 02:09:24,800
I'd like to discuss that briefly.

1349
02:09:25,000 --> 02:09:25,840
So things we can do.

1350
02:09:26,440 --> 02:09:29,760
We can all meet again at some point next week.

1351
02:09:30,280 --> 02:09:34,880
or once this goes out, if everybody wants to just email back, looks good,

1352
02:09:35,100 --> 02:09:38,060
reflects discussion, and it's comfortable with us posting.

1353
02:09:39,760 --> 02:09:44,880
Rather than get a head of the game by a week, that's okay too,

1354
02:09:44,940 --> 02:09:47,240
and then have a meeting next week or the following week,

1355
02:09:47,700 --> 02:09:51,220
show the community the profile, announce the launch of the website,

1356
02:09:51,700 --> 02:09:53,080
talk about the next process.

1357
02:09:53,740 --> 02:09:58,220
I don't know if, either way, if you want to hold it up posting,

1358
02:09:58,740 --> 02:10:00,380
We can certainly wait another week.

1359
02:10:01,140 --> 02:10:07,580
Otherwise, I think if everybody can just say this reflects what we talked about tonight,

1360
02:10:07,820 --> 02:10:10,480
we could probably get it posted by the end of the week.

1361
02:10:11,580 --> 02:10:11,600
So.

1362
02:10:12,500 --> 02:10:14,960
So would we be looking for as it comes out?

1363
02:10:15,280 --> 02:10:17,020
It just sends it out.

1364
02:10:17,940 --> 02:10:22,120
You know, if you'd like to suggest if there's nothing really blowing or, you know,

1365
02:10:22,120 --> 02:10:27,900
So red lines on there then everybody would feel comfortable if they gave you the thumbs

1366
02:10:27,900 --> 02:10:29,360
up to the SS looks good.

1367
02:10:30,680 --> 02:10:35,520
Would the committee be okay with that before they put or to agree to post it if there

1368
02:10:35,520 --> 02:10:37,120
was nothing glaring that came back?

1369
02:10:42,010 --> 02:10:42,950
I'm all right with it.

1370
02:10:43,190 --> 02:10:44,210
I mean, I don't have a problem with that.

1371
02:10:44,270 --> 02:10:46,470
It's entirely up to the committee, so tell us what you think.

1372
02:10:47,810 --> 02:10:50,230
Yeah, if you guys wanted to meet one more time, just look at it.

1373
02:10:50,330 --> 02:10:53,370
I mean, I know that we want to try to get to sell, but you know, whatever people are comfortable

1374
02:10:53,370 --> 02:10:53,710
with.

1375
02:10:54,830 --> 02:10:59,710
Okay, is it worth discussing trying to get the survey out before we post it in case

1376
02:10:59,710 --> 02:11:00,250
there's anything?

1377
02:11:02,760 --> 02:11:05,480
I think the survey is the transition to the next group.

1378
02:11:05,900 --> 02:11:08,600
So I think the survey will inform the hiring committee.

1379
02:11:09,100 --> 02:11:12,540
I don't think we can hold up the profile and the post thing for the feedback that comes

1380
02:11:12,540 --> 02:11:13,000
out of that.

1381
02:11:14,100 --> 02:11:15,200
I think we'll lose a month.

1382
02:11:15,700 --> 02:11:20,960
I think that's a good question, though, Liz, and I think that feedback will be very useful

1383
02:11:20,960 --> 02:11:26,360
So, as Andrew said, for the screening and hiring group, because they'll know how to

1384
02:11:26,360 --> 02:11:30,580
then formulate interview questions when we start seeing like, we really want to see

1385
02:11:30,580 --> 02:11:36,360
XYZ quality and if that's like an overwhelming response from people, then there's questions

1386
02:11:36,360 --> 02:11:40,360
we can frame and tool to hopefully extract that information.

1387
02:11:40,360 --> 02:11:46,800
So, I do actually agree with Andrew that it's almost like that bridge document, taking what

1388
02:11:46,800 --> 02:11:51,700
you guys have built, coupled with the survey, then gets us the interview questions which

1389
02:11:51,700 --> 02:11:52,860
gets us to candidate.

1390
02:11:59,080 --> 02:12:06,180
It's not like it's thank you for your service. Hello, new folks.

1391
02:12:06,500 --> 02:12:08,280
There will be some integration there.

1392
02:12:11,440 --> 02:12:12,420
All right, so we agree, then,

1393
02:12:12,520 --> 02:12:17,420
Jess, you'll get that out. Everyone will take a look at it. Nothing comes off the page. Then we will

1394
02:12:17,420 --> 02:12:22,460
give you our thumbs up on it and then you'll get that posted, is that right?

1395
02:12:23,400 --> 02:12:29,240
Yes, one thing, please respond directly to Jess and any other staff you want but not

1396
02:12:29,240 --> 02:12:34,960
the entire committee and definitely don't deliberate via email because that would be a violation

1397
02:12:34,960 --> 02:12:41,520
of the open meeting law. Yes, so if it looks good email back, Jess and myself are just

1398
02:12:41,520 --> 02:12:48,480
just it looks good. And that'll be great. If you have an issue, raise it, but not with

1399
02:12:48,480 --> 02:12:52,580
the whole group because then deliberation could start. This is a training that we usually

1400
02:12:52,580 --> 02:12:57,660
do for new committees at the start about open meeting lots. So I don't want anyone to get

1401
02:12:57,660 --> 02:13:03,820
in trouble, including myself. So I just be calling instead of that.

1402
02:13:03,820 --> 02:13:12,720
All right, so then if it goes out next week, are we interested in meeting again, or are

1403
02:13:12,720 --> 02:13:17,720
we passing that off to the next step, which is screening and then the hiring?

1404
02:13:18,580 --> 02:13:22,260
I think this committee needs to meet in person and go or everything they've done.

1405
02:13:24,820 --> 02:13:26,300
So when do we want to do that?

1406
02:13:26,400 --> 02:13:30,180
Obviously, next week's probably not the week with vacation with the kids.

1407
02:13:30,180 --> 02:13:34,320
So anyone have any proposal on when you want, when you want to do that.

1408
02:13:37,740 --> 02:13:40,840
Any time after this 25th works.

1409
02:13:42,340 --> 02:13:49,300
I mean, I will be here the week of the 25th, but I don't think that necessarily matters because Andrew and Gemma will be here.

1410
02:13:50,320 --> 02:13:54,720
I mean, I don't know if next week is completely out for people or if people are around.

1411
02:13:56,000 --> 02:14:00,720
It's I think for youth services position, it should be a week of school vacation.

1412
02:14:05,420 --> 02:14:16,400
So how about the week of the 26th or the following week after which I think is the second. So anyone want to propose a time. And by the way, where would we be meeting?

1413
02:14:17,320 --> 02:14:18,020
If it's in person.

1414
02:14:20,140 --> 02:14:27,700
I will find a space. It could very well be the select board meeting room and town offices.

1415
02:14:30,180 --> 02:14:31,980
Let me see here.

1416
02:14:38,290 --> 02:14:43,730
I'd like to suggest we meet at our usual time Tuesday at 730. So kind of two weeks from tomorrow.

1417
02:14:44,510 --> 02:14:46,970
But I'm flexible. I'm just throwing it out there.

1418
02:14:50,150 --> 02:14:59,650
I can do Thursday or Friday if that would be, if there's no other issue with that.

1419
02:15:00,300 --> 02:15:05,480
I can't do Friday. Could we do Monday? I could do it. Select.

1420
02:15:11,240 --> 02:15:23,800
I'll find with Thursday the 28th. How do you guys feel about? I could make that works with everybody. I think I make that work, too.

1421
02:15:31,850 --> 02:15:38,790
730. 730. 7 would be even better just because I'm just like we passed my bedtime already.

1422
02:15:40,410 --> 02:15:40,910
Yes.

1423
02:15:43,470 --> 02:15:45,170
We do a dinner meeting.

1424
02:15:49,050 --> 02:15:53,470
We'll do seven o'clock location to be determined

1425
02:15:55,770 --> 02:16:06,690
and it'll be a commute. We will put it on the agenda and we'll announce it as a community update and the launch of this whole communication process.

1426
02:16:10,310 --> 02:16:13,910
So the 28th Thursday the 28th at 7 p.m.

1427
02:16:17,210 --> 02:16:17,570
All right, we good.

1428
02:16:18,650 --> 02:16:19,450
Any other questions?

1429
02:16:19,470 --> 02:16:20,470
I put everyone in person.

1430
02:16:23,480 --> 02:16:23,860
Definitely.

1431
02:16:26,060 --> 02:16:26,440
Okay.

1432
02:16:26,620 --> 02:16:30,120
So any other questions, thoughts, anything we didn't hit that you want to talk about?

1433
02:16:30,640 --> 02:16:31,240
Tell me you good?

1434
02:16:32,660 --> 02:16:33,040
Yes.

1435
02:16:33,240 --> 02:16:33,400
I did.

1436
02:16:33,520 --> 02:16:33,640
Good.

1437
02:16:34,680 --> 02:16:34,940
All right.

1438
02:16:35,460 --> 02:16:39,320
So motion to adjourn.

1439
02:16:39,560 --> 02:16:40,700
Guys, it was a great night.

1440
02:16:40,780 --> 02:16:41,460
It was a long night.

1441
02:16:41,460 --> 02:16:42,880
So thank you, everybody.

1442
02:16:42,880 --> 02:16:46,700
It was worth doing and much overdue as well.

1443
02:16:46,940 --> 02:16:49,540
So, Jess, good luck to you till tomorrow.

1444
02:16:49,700 --> 02:16:50,500
Thank you.

1445
02:16:51,080 --> 02:16:53,140
So, motion two is adjourned.

1446
02:16:53,580 --> 02:16:54,200
Can I get a second?

1447
02:16:55,300 --> 02:16:55,620
Second.

1448
02:16:56,260 --> 02:16:57,000
Thank you.

1449
02:16:57,320 --> 02:16:57,500
Okay.

1450
02:16:58,400 --> 02:16:59,680
Trent's good.

1451
02:17:00,180 --> 02:17:00,360
Yes.

1452
02:17:00,940 --> 02:17:01,420
Laura?

1453
02:17:01,760 --> 02:17:02,380
Yes.

1454
02:17:02,920 --> 02:17:03,520
Tim?

1455
02:17:04,500 --> 02:17:05,140
Yes.

1456
02:17:05,860 --> 02:17:06,280
Ryan?

1457
02:17:07,060 --> 02:17:07,700
Yes.

1458
02:17:07,800 --> 02:17:08,480
Have a good evening, everyone.

1459
02:17:08,480 --> 02:17:11,360
Thank you.

1460
02:17:11,660 --> 02:17:12,200
Thank you.

1461
02:17:14,620 --> 02:17:16,020
Thanks.