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All right, well thank you very much everybody. Good to see everybody in person. It's long overdue. Appreciate it. Welcome to the

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hand over youth services steering committee. I believe this is our fifth meeting. Lots to get done today, even though

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I think the last couple of sessions we had were probably the long ones that we wanted to see. With that being said, I'm

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Andrew, did you have any that were said to us?

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We are nothing, then, and we have nobody here.

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Do we know it?

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With that being said, I know that ADD and Jess are not here today.

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I know Jess put a lot of work into finalizing

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or our final approval on the job description

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that I believe is teed up ready to go out

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on the web service with a website once we launch it.

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Before we do that, I think we should talk about how we don't launch it and a little bit more about it, and you know, Andrew, if you're ready to take the show and that, that would be great.

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Thank you, sir.

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So, my thanks to Jess and Peyton and I got to go and my office and cook together the profile, which is just an individual that includes all the content that was discussed by this group.

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We did post a job as we had indicated after our last meeting, with the link to the profile.

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We are scheduled to have it not be open for May 20th.

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So just about a month.

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When we last thought, one of the things we talked about was using this meeting as the launch of the web page in

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you begin the communication plan relative to public input and the transition from the

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steering committee to the selection committee which we'll talk about in the next

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agenda item. But we put together the website was just like we said we would like to

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walk through it here. So it's an all-eyed that's why it was like it's in that kind of

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version here. So the NW Services Dairy Committee, a Charter's Developing a Profile

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for the next director of NW Services, a link to the Profile can be found below.

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You can see position profile. If you click on that, the profile that you have a copy of will come up.

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The profile will be used to solicit interest in the position.

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It includes the necessary attributes and qualities that the town is seeking in the next director.

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The profile will also serve as framework to the evaluation of interested candidates.

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The steering committee is interested in public feedback about how the selection committee should prioritize

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in a way that different skills, attributes and qualities of the next director.

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Please take a moment to fill out the committee's survey which can be found

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here and gather and if we click on that, the survey, I was put together by Andrea Edmont

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in response to a base on the feedback. So I just asked to take a look at it.

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This

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is just a pretty forward about what the intent is, and the first section is, please help

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community by ranking the way to these skills.

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We're looking at the candidate's experience.

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Administrative skills communication, program oversight

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and leadership of administrative skills, budget finance, payroll, program development and

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design, management skills, supervised.

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That's one section.

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Now, if you go to the next section, it says, please help

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the higher and committee by ranking the way to these qualities when

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maybe we candidates and hearing about their experience.

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Inclusion, passion, leadership, integrity, energy.

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And then, as the committee had asked, there is a blank section where you can submit whatever you want.

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That may not be prompted by the survey.

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Any thoughts on this as a tool?

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So one thing we've learned about surveys, public surveys, it has to be pretty brief and it has to be to the public if you want to be response.

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So I think that accomplishes it, but I want to make sure that everyone in this room is comfortable with it before we go any further and then I'll talk about what further looks like.

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I just have a couple of questions.

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On this survey, when would we need to provide feedback for this life?

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Because I know that when I had originally seen it, I had a couple of questions about things that we might want to do depending on what you can feel about it.

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Like asking respondents who they are in terms of, you know, are you an AOS member, are you a student teacher, a parent?

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I don't know if that would be helpful to us to determine what kind of feedback we're getting.

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So what do you think the category is a parent, a participant?

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I mean, a former participant.

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Yeah.

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I mean, I...

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I don't think that is one I have to know from our original discussion about it.

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But yeah, parents, participants.

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I don't know if we want to know their teachers or people that work within the public school system.

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We could say, you know, and our public school employees, perhaps?

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Not some discrease, because I'm sure if we will probably want to admit it to kind of go through it and think of that.

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So when do we need to provide feedback?

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So the sooner we get it out the better, but if you wanted to take the night and let us know by Monday, the end of day,

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to the committee's council, we can then make the changes send it around and plan to go live by the committee next week.

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I think that would be great. I could even get it back soon, but I don't know how everyone else feels, but I definitely need a moment to digest it.

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I know I've had it for a while, but I haven't provided feedback.

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What do you hope to accomplish by breaking this out? How would we use that information? If I'm a parent, I'm a former, a YS member, I'm clicking multiple, I'm just trying to envision how we're going to use the data.

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As a great question, I don't know that there's really a use for it for us today, but it might just inform the hiring committee or

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remember, get the information about what part of the town community they're hearing from.

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So for example, if there's not a lot of AYS membership that responds, that would kind of tell you that you're missing that part of the, you know,

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the insights from that group. So I don't know that it could really be used for us, but I think it's just my

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a little bit about what you're not sure you're learning from.

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So just quickly on that edge of the last time you spoke about this, I believe that there

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was a link that was going to be set out that we could send to other people, as I correct.

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Right, so there's a web email set up next, AYAT. Do we have a web site up there?

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I'm sorry, we've done it.

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But it's set up in IT last week, it's next director, AYS at AndroidMAD.us.

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You can send out like around a few people can submit that a feedback in any format they like.

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So you can cut and paste it, put it on an email blasted to whatever you want.

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So when we actually blast this out, there'll be a link to this webpage, so people will see the survey.

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People will see the email address that they can email any kind of thoughts in any format they want.

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They're storing their history with it, you know, why they're interested in the next steps.

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They'll be able to get the profile.

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Profile, and I'll get a link to every single one of our virtual meetings and minutes from all my meetings as well.

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So really, a member who's just getting caught up to speed can see every single minute in which this group is in that.

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But we are able to reach out to our communities and get that out. So you can bring in a diverse group of people. It's not if they just go to this site.

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No, I mean, you can send just the email address out, you can send the link to just a survey out,

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or you can send the link to the entire website, whatever you're interested in doing.

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Tim.

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It's my hand.

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Push up up, I'm not sure.

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We may have already agreed to this, and so if we have

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part of the redundancy, I'm assuming that every middle school and high school student

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has a hand over email and a republic school email in my correct and I'm looking at you because

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you're the closest to an academic that's possible for us to ask and it may be your

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purview to I don't know I'm just so it's I was going to say it's impossible to ask the

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pretend that we could do that and send it to all middle school and high school kids as

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well as middle school and high school teachers to take the survey to gain a larger number.

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As well as everybody else under the sun, you know, it's a good idea, we can certainly ask her,

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I know she sends out communication so maybe we can be part of that.

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Thanks.

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Does that have to go through a community at all or a vote?

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No, it says do that.

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It's entirely up to the superintendent and I know the scope of media's policies on what types

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of things can be communicated and without problem.

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They're positive about that.

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I mean, I do this positive then.

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You think there's a good chance to go through it?

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No, okay.

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Is it important, right?

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You want the feedback to make sure I want to do that?

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I think it's a good vehicle to pump your numbers up, you know?

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to get a wider array, and it's your audience.

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By no means should it only be the only audience

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of not advocating for that, but you can get middle school

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and high school faculty as well, administration,

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and then you push it out through the community as well,

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you know, through either Facebook,

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pardon me,

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but Facebook, oh, I guess Facebook pages,

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I was gonna say Facebook things.

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Not knowing Facebook, well,

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what Facebook pages, et cetera, you know, for parents and citizens as well.

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We will push through Facebook, Twitter, Instagram, email, and you'd be surprised at how

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it travels.

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I mean, it would have shared it a million times, and we typically get, especially when

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the surveys can size, really solid response.

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And it would do 400 in our high-end 1600 fish.

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And, you know, what's amazing, what I didn't think of eventually, I would assume we'd also be asking those folks who are currently attending those students in adults at the US Center right now.

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We want to be asking them to participate in the survey or have something at the front desk saying, you know, hey, he's a survey, please help us out.

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Well, I would ask on that don't want me to train her fault, right?

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And you don't use services from your men's act.

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Yeah, I actually haven't been for the past couple of years.

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They haven't graduated, but where are you going to ask?

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Well, I was going to say like, if we have, you know,

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we've jets over there, and if you could, have them send it off to that community, right?

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I mean, they're attached to it.

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Right? They have the information to send it off.

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And that's a great feedback, but that's a great feedback.

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I mean, yes, really.

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We talked, I think, about the last meeting about feedback loop and I thought the website would be a good resource to have, like, uh, uh, to be a frequently asked questions.

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And you may not have any questions that have been asked yet, but if we're asking for feedback, that might be an opportunity to convey that, you know, somebody has a comment in the survey, you might collect those and then add to this FAQ on the website.

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That's what we thought we'd build out as we got.

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Okay, yeah, as we start to hear some of the commonly asked questions,

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we'll put them up there.

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One of the things that we added is status of the hiring process,

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because that's going to be the most commonly asked question.

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So right now, it would be the times currently accepting

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resumes and letters of interest to the position.

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The application period will be open through May 2020, 2022.

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After that, we'll say the screening committee has been assembled

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and has begun working through when it goes through phase one of the interview.

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We'll update it when it goes to the assessment center phase, we'll update it, and then as we get closer to the public announcement, our public engagement process, we'll continue and also all that here.

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The whole idea is to try to create an environment where people are checking back and keep going back and checking back.

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You know, if we did this right, that's what people will be doing.

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Good question. Anyone else on the website?

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So what's wonderful, what's the job?

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So we're here from what your ideas are on identifying who you are as a participant, and then we should be going this.

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So is that, so we should give all of you feedback by tomorrow, is that?

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I mean tomorrow is here quick, if we want to say at the end of day Monday.

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Okay, you said at the end of the day.

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That'd be great.

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Yes, so the information gets in by the end of day Monday.

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And we'll push out the turn-around is Tuesday morning, Tuesday, by the day, okay, can this be

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a vehicle to link to the application process to, if an applicant was reading this, would

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they be able to, to say that the link can go to a plot, like, interested in the position,

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Roger Mark. Yeah, I think we can do that and they would they be able to attach their

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resume to it. We just take them to the way they can do it.

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Great idea.

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It's great idea.

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Could also link to the EOS page?

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Yes.

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What's going on in the pages?

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Is there a link?

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Well actually I did see it. I think I started on.

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Indeed.

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Sure there is there a link on the indeed or other platforms that you are casting the net onto is there a link there to take you to this, not just the application of the information about this.

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Not yet, but we can put this link within the yoga posting,

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all those links in the universe go back to.

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But you would have that link?

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Because I did.

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Man, it keeps it simple.

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It's a random question, but is there any reason

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or any need to ask in the survey?

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Are you a town resident?

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Are you an end of a town resident?

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Does that?

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I mean, this unlikely is something outside town.

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That's sort of a survey, right?

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You'd be surprised.

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I mean, we almost always ask it.

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Oh, we could, okay.

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Because there are people.

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So we would want to know who's cameras and who isn't.

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Yes, I mean, it's not entirely to be verbally honest. Useful information and kind of an interesting fact.

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But I don't think it's going to be a point of information if necessary.

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But it's interesting here.

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There are no.

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Any other questions on the webpage in the communication plan?

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So, as of right now, we've decided to agree that we will wait all one day night with feedback.

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Feedback to me by end of day Monday and our goal will be to have this blasted by Tuesday and the day Tuesday midday.

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We're about any having to kind of compile all of our feedback and make some sense of the fact that we can do that quickly.

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So, that's a good point.

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If everybody comes back with extensive feedback,

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we may not be able to do it by mid-day Thursday.

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So depending on the extent of everybody's feedback

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are goals to the day, I want the committee

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to know if any new one is okay.

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Any other questions?

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All right, so we'll table this to Monday and of day

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and then we'll hopefully get the feedback.

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I mean, you're going to let us know, right?

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Monday night if it's a go or if we're going to hold off

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a little bit because there was just such a discrepancy.

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You would hear from me by the end of the night, I'm a perfect perfect.

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All right.

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So, moving to the next item here at the transition in the selection committee.

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I know that we had in prior meetings as people if you're interested in being part of the selection committee.

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I know that a couple people showed interest being on that committee, which I think goes to reviewing,

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screening and interviewing process on that selection committee.

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I know Trent, you're going to be on that committee.

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I believe so.

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That's a new correct.

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Liz, you had shown interest in being on that committee as well.

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And Laura, you have shown interest in being in that committee.

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I will also be on that committee to work with the process as well.

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So with Liz Laura and Trent and we've got that will be our

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Add value to the committee from this group from this committee to plus Albert who was too had she staff D.I. director, but also

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Brian, who interested

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Okay, so any any any questions on that is there any dialogue or any

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Just one point I'd like to make is, first and foremost, thank you for volunteering to take this next step in a volunteer time a little bit longer

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Not everybody could be at every step of the process because that would be a public meeting

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So one of the things that I'll be reaching out to try to figure out is, who participates in screening, who may be in the panel, who may be in the assessment center portion.

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So everybody's going to get a piece, who's interested in serving, we'll just based on

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availability and how it all fits together.

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It just becomes a pretty complex process, but we build up these evaluation process.

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So question on that one.

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Is there somebody that was going to be the foundation that will be with everybody through the

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process?

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She's just that person.

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Oh, really?

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There will be a few people.

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Just will be there every step of the way.

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Gemma will be there at least up of the way.

248
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A representative from my office will be there every step of the way,

249
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and then we'll build it out with other departments

250
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and involvement from this group as we marched down the road here.

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So if it's helpful, I can just talk a little bit about it again

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as they're pre-capped with the process we'll look like.

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Then we'll read what's this closes on the 20th.

254
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The first thing we'll do is evaluate what the response was.

255
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I mean, you know, if we have two candidates, the next step is going to be different than if we have 40 candidates.

256
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But providing, we have a strong turnout.

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It's my hope that we will put together a screening panel, which we will facilitate by just

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Porter.

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On the screening panel, we will be one wrap from May-May, a steering committee, one wrap from my office,

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one rep from community services, one rep from the E.E.I. Commission, or Albert, and Andrea Edmont,

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so Andrew is actually a financial role because she knows the field, she knows professionals,

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but that's sort of the professionals, but the types of professionals and the people with the backgrounds

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would be necessary to succeed in this position.

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And that panel will determine who's going to be invited for an interview.

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And one thing that I'll say about our interview process here is when in doubt I always interview more

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rather than less. So if we have a few people who are on the cost by always throw them in and

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we actually have sometimes shorter in-person interviews the first round rather than it's

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have them much thrown out or when in 15 minutes you know it's not going to be somebody going to

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move forward. I route to have twice as many people who've been 30 minutes of peace

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and sometimes you can't get that way. So at that point there'll be three members including the

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representative, which I'm just going to start talking about.

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I'm trying to...

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And now, that panel, plus participation from somebody from Community Services, which is

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the voice of Jim, is the Department, somebody from the Library, which most likely will be

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her director by the Department of Academic Affairs, and a representative from

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Native Republic, Safety, which could be one of our chiefs, but very

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possibly our community support, Lieutenant, and the Police Department, Lieutenant

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of the French-Pathric, myself or somebody from my office and, again, that will be facilitated

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by just Porter and Andrea Will continue to be in advisory capacity.

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Then, assessment center, so as I mentioned, this is kind of a hallmark of our high-level hiring

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process here in the endover, well by people in for half a day, it's a three quarters of

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a day, and we'll ask them to participate in a number of different exercises, and we'll split

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the room off, so there will be two panels that are interviewing for different types of things.

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Some of the soft skills, for us that not some bulk skills necessary to be a successful

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director, will ask them to do a public presentation, sometimes we'll say, if they're

286
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in a few not Tuesday or Thursday, we'll email them on Monday and say, change a plan, plan

287
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to present to the select board on something happening in the community, and then they'll

288
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prepare a presentation and actually give it to like a mocks like board while they're here.

289
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When they come in they'll get an inbox full of tasks that they have to complete within their free time without the day.

290
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It shows us time management.

291
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It shows skills that will be necessary that you don't always see on the surface

292
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of somebody sitting before you just in a basic panel at a view.

293
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We may ask them to present a developer and present their entry plan.

294
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You're taking over for somebody who had been here for a very long time.

295
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and what would be a plan to build trust and within the community.

296
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We'll throw some kind of wrenches of the day and create some kind of conflict resolution crisis situation,

297
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to see what their thought process is and working through that and resolving that.

298
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And then from that process, I usually bring the two pales together.

299
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So if someone will be announced to someone who will be in here,

300
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and you'll evaluate who, where you are, top three, and who you are, top three.

301
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Sometimes they match, often they don't.

302
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And when they don't, you have to kind of figure out what the next steps are, and can you find a comment around amongst us?

303
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The finalist. At that point, what I imagine happening is us coming together to think about what the next steps of the public facing portion are. So if there's one finalist in it, maybe one finalist, we'll talk about what this committee's role is as ambassadors to the community and introducing and having a component with parents, a component with youth and what that will look like. There's two finalists. We'll do the same thing.

304
00:22:57,140 --> 00:23:05,920
And then now that session last step before finalizing the appointment, that's not reasonable.

305
00:23:06,440 --> 00:23:08,520
You feel if,

306
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if for instance, one final is supposed to be brought forward.

307
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Does that not put,

308
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I'll use the town in a precarious position if that candidate decided to change his or her mind?

309
00:23:29,370 --> 00:23:42,310
It could, I mean, it's something that has to be considered when, you know, it takes, if we go so many different directions, we may have one, we only want one and if that one changes their mind, we would never go with number two, we would go back out.

310
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That makes that decision a little bit easier.

311
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If there are two people who neck and neck and you want to bring both forward, then you have sort of a fall back plan.

312
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But I think it's ultimately, it's a risk and it's something that's going to have to be considered at the time, but it's something that we'll have to think about.

313
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Tim, I think it's a good question.

314
00:24:00,650 --> 00:24:08,130
I do think the state of the world today with limited talent out there, they may not take

315
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the position for things that we're not thinking about, like, a counter-author.

316
00:24:12,290 --> 00:24:16,650
I mean, I think that's a normal progression in the hiring process, and it happens every

317
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day.

318
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So I think it could happen for that reason, but there are other reasons as well.

319
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But yeah, I mean, that does an interesting situation for us at that point.

320
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It's not a very good feeling.

321
00:24:28,730 --> 00:24:30,290
No, but it happens every day.

322
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That's what it does.

323
00:24:33,470 --> 00:24:36,130
Any other questions on how one of your questions?

324
00:24:36,290 --> 00:24:37,070
I have a couple of questions.

325
00:24:37,550 --> 00:24:48,370
I just want to just not hear the HR director, but that we had spoken about trying to have blind resumes when we first review them.

326
00:24:48,370 --> 00:24:52,190
So if we can perhaps do that, I know that's part of the hiring committee, but I'm hoping

327
00:24:52,190 --> 00:24:53,150
that will be kept in mind.

328
00:24:53,530 --> 00:24:58,810
The other thing that's just curious about how the makeup of these communities is determined

329
00:24:58,810 --> 00:25:04,570
and I slowly believe that this is going to be very smooth operation because we're all like

330
00:25:04,570 --> 00:25:11,810
minded people, however, there are fewer community members on these panels than government members

331
00:25:11,810 --> 00:25:21,050
And I just want to know, you know, if there's some kind of inner discussion about, like I like this member, you know, I like this candidate, rather,

332
00:25:23,190 --> 00:25:23,830
you know,

333
00:25:24,610 --> 00:25:25,690
is it by vote?

334
00:25:25,850 --> 00:25:32,290
And how does that break down if, you know, the community member is already disagreeing with the HR director?

335
00:25:32,290 --> 00:25:38,130
If we were to say, is there a legal aspect to this too?

336
00:25:39,130 --> 00:25:42,110
It is for the town, right?

337
00:25:42,870 --> 00:25:45,810
So the town has to be one of the main sets.

338
00:25:46,250 --> 00:25:50,350
We can add our value to it, but so many from the town has to sign off on that.

339
00:25:50,690 --> 00:25:54,470
Right, so by charting on the point, I thought it was in my capacity of time and under.

340
00:25:55,250 --> 00:25:57,690
So ultimately, I try to put together mix of people.

341
00:25:57,690 --> 00:26:12,930
that represent the largest groups of interests, as I possibly can, and sometimes those interests are other departments who play a very important role in the successful operation of youth services, or the library, for example.

342
00:26:13,230 --> 00:26:18,170
I can probably talk about this. There's a lot of back and forth. Kids go one place, not the other, or the vice versa.

343
00:26:18,950 --> 00:26:21,250
and there's a relationship there.

344
00:26:21,310 --> 00:26:23,590
There's a relationship between community support,

345
00:26:23,730 --> 00:26:26,210
division of our police department and the youth and the youth center.

346
00:26:26,950 --> 00:26:28,890
They see a lot of the same things.

347
00:26:29,290 --> 00:26:31,350
Same thing with community services and community services.

348
00:26:31,610 --> 00:26:34,030
All the services and some of our intergenerational programming

349
00:26:34,030 --> 00:26:36,570
recreation, which is a lot of a lot of a lot with youth services,

350
00:26:37,070 --> 00:26:39,490
in terms of the kids, not always put in many cases.

351
00:26:40,750 --> 00:26:43,850
So we try to get as many people in a room

352
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that have an interest internally as well as externally.

353
00:26:46,790 --> 00:26:52,470
What I will say is having probably higher than part of this process over a hundred times.

354
00:26:52,590 --> 00:26:58,210
I've never seen anything come down to a vote because literally never seen a vote.

355
00:26:58,530 --> 00:27:04,750
We may say a tally, rank your top three or rank your top five, but there's usually pretty good consensus.

356
00:27:04,890 --> 00:27:15,910
But what I can say to you is that the police chief or the community service director for myself will not have a greater weight of a vote than any member of the public on that.

357
00:27:15,910 --> 00:27:22,630
that process and you will see that. You'll be behind the scenes part of this and you'll see it as clear as

358
00:27:22,630 --> 00:27:28,970
day. Trent was our community member part of the permanent staff and I'll let him talk about that,

359
00:27:29,990 --> 00:27:33,110
but we waited his opinion as heavily as anybody's in that process.

360
00:27:34,390 --> 00:27:41,670
Yeah, I'm happy to say a little bit about that. So I was involved with the like Andrew just said with the

361
00:27:41,670 --> 00:27:49,050
and stuff, and it was actually, it was a very eye-opening experience, so I think you'll appreciate it.

362
00:27:49,930 --> 00:27:54,650
But I definitely, I felt like my opinion had a lot of value.

363
00:27:55,410 --> 00:28:00,590
And I even think some of the things that I was, because we had two different meetings.

364
00:28:00,990 --> 00:28:09,050
First we interviewed the internal candidates, and from there, we had to determine whether or not we wanted to see external applications.

365
00:28:09,050 --> 00:28:13,850
And I remember saying something in that meeting after we had seen all of the internal ones.

366
00:28:14,930 --> 00:28:18,050
And I think that it carried a lot of weight.

367
00:28:18,110 --> 00:28:26,410
Because I had noticed that there was a certain expertise skill area that wasn't really coming up in the internal candidates that we had seen.

368
00:28:26,850 --> 00:28:28,630
And I pointed that out.

369
00:28:29,030 --> 00:28:33,910
And then from there we ended up deciding to move forward with external communications.

370
00:28:33,910 --> 00:28:39,290
And I don't think it was entirely because I pointed that out, but I do think that it carried

371
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some weight.

372
00:28:40,270 --> 00:28:41,490
And I think that I definitely think that that's what I'm trying to say.

373
00:28:41,490 --> 00:28:45,590
And I think it's really, I don't want to, you know, think that it's not going to go smoothly.

374
00:28:45,970 --> 00:28:50,390
I really do believe that everyone in this room is very committed to the same goal.

375
00:28:51,490 --> 00:28:55,650
I just, you know, with all this talk about community involvement and transparency and all that stuff,

376
00:28:55,650 --> 00:29:01,310
I just want to make sure that, you know, it's the case that everyone feels like ownership

377
00:29:01,310 --> 00:29:02,070
is shared.

378
00:29:02,070 --> 00:29:04,710
and buy everyone, I mean, everyone outside of this room.

379
00:29:05,670 --> 00:29:07,530
And I think, you know, and I know I said this in email,

380
00:29:08,250 --> 00:29:09,790
this process will have more participation

381
00:29:09,790 --> 00:29:12,650
from the public than the time management's hiring process,

382
00:29:12,870 --> 00:29:15,890
the police chief's hiring process, fire chief's hiring process,

383
00:29:16,330 --> 00:29:18,090
superintendent of school's hiring process,

384
00:29:18,450 --> 00:29:19,810
both of the time on the higher level processes.

385
00:29:20,790 --> 00:29:25,070
So we really open the door, you know, as much as we can

386
00:29:25,070 --> 00:29:28,830
in this one, and I think it's going to really play an important role in the outcome.

387
00:29:28,850 --> 00:29:31,270
I'm excited for this process, because I do think it's balanced.

388
00:29:31,270 --> 00:29:33,730
And I think we all have a best interest.

389
00:29:34,450 --> 00:29:35,950
Ultimately, I am my capacity.

390
00:29:35,970 --> 00:29:37,790
You're going to be held accountable based on this higher.

391
00:29:38,470 --> 00:29:40,630
So I have a best interest in getting it right, too.

392
00:29:41,070 --> 00:29:47,430
And by getting it right means getting input and buy in from the coordinating and cooperating departments and members of the public,

393
00:29:47,690 --> 00:29:50,870
which is why we're putting so much time and effort into this.

394
00:29:51,490 --> 00:29:51,850
I agree.

395
00:29:52,090 --> 00:29:53,670
Sir, you just don't want to go through the motions.

396
00:29:54,310 --> 00:29:55,270
Yeah, I agree.

397
00:29:55,430 --> 00:29:56,410
That sounds good to me.

398
00:29:56,570 --> 00:29:57,290
I totally agree.

399
00:29:57,290 --> 00:29:59,970
I just want it to be the perception of the...

400
00:30:00,000 --> 00:30:04,020
The entire community that this process has been very involved from all sides.

401
00:30:04,820 --> 00:30:05,520
We know it is.

402
00:30:05,520 --> 00:30:17,240
The success of that candidate, whoever he's hired, that person's success is going to ride on on how transparent, and how people feel about this process.

403
00:30:18,160 --> 00:30:24,580
Whether it's legitimate or otherwise, and that's an important point that you're making.

404
00:30:24,580 --> 00:30:32,860
is that winning the trust of the town is really important here.

405
00:30:32,900 --> 00:30:35,980
I guess in other words, it is that we need consensus on this,

406
00:30:35,980 --> 00:30:37,900
but within this room and within the community.

407
00:30:38,080 --> 00:30:40,080
So if there isn't consensus, then we have a problem.

408
00:30:40,540 --> 00:30:43,560
But I guess, as you said, that's unlikely,

409
00:30:43,880 --> 00:30:45,420
or would we talk to the drawing boarder,

410
00:30:45,540 --> 00:30:46,500
what have you, if there was a candidate?

411
00:30:47,080 --> 00:30:48,740
I wouldn't have before a candidate,

412
00:30:48,940 --> 00:30:50,420
that is why I can't continue with the right amount.

413
00:30:51,000 --> 00:30:53,180
But I mean, trenches talk about that, right?

414
00:30:53,180 --> 00:30:58,540
you recognize something, there was your in a process and you would recognize it and that

415
00:30:58,540 --> 00:31:01,540
started a different conversation and then it went to a different direction, right?

416
00:31:01,740 --> 00:31:06,460
I mean, we put the problem into the process, so we extended the process another month and came

417
00:31:06,460 --> 00:31:11,340
up with a different mix of people as a result, and trying to just one member of the public

418
00:31:11,340 --> 00:31:20,600
in that instance, so, you know, I envisioned this in the area where confirming, I'm asking

419
00:31:20,600 --> 00:31:25,400
select board you can from the appointment and have everyone in this room and the audience

420
00:31:25,400 --> 00:31:31,000
excited about the candidate because the candidate more than anybody is going to need the

421
00:31:31,000 --> 00:31:36,200
support of not just me and Jam about all of you because there's going to be people who are excited

422
00:31:36,200 --> 00:31:41,240
about his or her candidacy and starting and there's going to be people who are going to want to challenge

423
00:31:41,240 --> 00:31:46,520
him or her and they're going to need the support of everybody in this room so that's why it's on

424
00:31:46,520 --> 00:31:48,260
and have everybody feel comfortable, and that's

425
00:31:48,260 --> 00:31:50,400
what I'm 100% committed to make me happen.

426
00:31:51,780 --> 00:31:53,400
Can you tell us a little bit about how you're

427
00:31:53,400 --> 00:31:54,840
advertising this job?

428
00:31:55,080 --> 00:31:57,140
Is that something just as, and how we're just

429
00:31:57,140 --> 00:31:58,900
distributing the listing to a chance?

430
00:31:59,300 --> 00:32:03,100
Sure, Jess has posted it far and wide.

431
00:32:03,440 --> 00:32:05,720
I don't exactly know what all the channels are,

432
00:32:05,780 --> 00:32:06,980
but they're all the municipal ones.

433
00:32:07,100 --> 00:32:08,840
Andy was helping with some of the youth networks,

434
00:32:10,320 --> 00:32:12,780
and all the usuals, indeed, to me, then,

435
00:32:12,800 --> 00:32:13,660
all those places.

436
00:32:14,280 --> 00:32:15,480
I don't know, I don't know, all of his debts.

437
00:32:15,480 --> 00:32:17,780
I think that's a great deal.

438
00:32:18,240 --> 00:32:18,960
You should know though.

439
00:32:18,980 --> 00:32:21,260
I think when it comes up, it comes up and over the book schools.

440
00:32:21,760 --> 00:32:23,600
If I think we should, I think I was talking to him about it.

441
00:32:23,760 --> 00:32:25,700
I just think it's, we're going to draw,

442
00:32:25,920 --> 00:32:26,680
it's a good candidate.

443
00:32:26,960 --> 00:32:28,120
It's also how it's been posted.

444
00:32:28,460 --> 00:32:31,240
Because it does come up as a aid of public schools.

445
00:32:31,460 --> 00:32:31,900
It's interesting.

446
00:32:32,700 --> 00:32:36,000
I double check that with just a couple of days ago,

447
00:32:36,180 --> 00:32:37,420
and it's not actually the case.

448
00:32:37,540 --> 00:32:38,520
So I'm not sure.

449
00:32:38,840 --> 00:32:40,560
Yeah, if you look at indeed, it comes up as now.

450
00:32:40,920 --> 00:32:41,360
One indeed.

451
00:32:41,460 --> 00:32:42,340
Maybe that's an indeed.

452
00:32:42,540 --> 00:32:43,480
It doesn't need scrapes.

453
00:32:44,620 --> 00:32:45,240
Yeah, I'm just saying that.

454
00:32:45,700 --> 00:32:49,680
Maybe others too, so I mean it's not part of it all of them, but some of them do definitely

455
00:32:49,680 --> 00:32:51,140
indeed just, which is a large one.

456
00:32:51,640 --> 00:32:56,620
We share a back end system with the school department, so more candidates come in, so sometimes

457
00:32:56,620 --> 00:33:01,200
it happens, but that's a good point, I don't know, but it's not a good change, I mean just

458
00:33:01,200 --> 00:33:07,780
don't really make the candidates there, it's a good point, I mean, you should be able to

459
00:33:07,780 --> 00:33:10,680
call someone to take care of that, and that's one, that's a good point.

460
00:33:10,920 --> 00:33:13,240
And if you're tied to that system, that's why it's coming up.

461
00:33:13,240 --> 00:33:19,960
Right. The other scenario that could manifest and I hope it's not the case is that we make it to May 20th.

462
00:33:20,000 --> 00:33:24,700
We have a set of candidates. They come in. We interview them and we go back out.

463
00:33:25,960 --> 00:33:28,120
And the decision may be to go back out in September.

464
00:33:28,840 --> 00:33:33,100
But that's a good decision that's going to be made in conjunction with everybody in the room.

465
00:33:34,220 --> 00:33:39,020
Based on the feedback and the people who are participating in the selection process, because we want to get it right.

466
00:33:39,020 --> 00:33:45,040
And Jim will tell you we've done plenty of times a second time because it's been so good about the people in the

467
00:33:46,400 --> 00:33:49,200
Apples, now we're wanting to read

468
00:33:49,200 --> 00:33:50,680
What what

469
00:33:50,680 --> 00:33:53,180
How did you address if

470
00:33:53,180 --> 00:33:58,900
If the candidate is somebody that had somebody on the hiring panel notes?

471
00:33:59,400 --> 00:34:00,960
Is there a causal process?

472
00:34:01,480 --> 00:34:02,700
Yeah, so that's pretty standard.

473
00:34:03,100 --> 00:34:05,280
What you would do when we start up

474
00:34:05,280 --> 00:34:08,640
If this will allow us to go or just ask anybody who knows anybody

475
00:34:08,640 --> 00:34:11,140
I mean, whether or not it's a conflict, sometimes it may not be.

476
00:34:11,200 --> 00:34:15,360
I mean, I work with that person a decade ago, I haven't talked to him since, you know,

477
00:34:16,760 --> 00:34:17,240
good question.

478
00:34:17,340 --> 00:34:18,040
That's a good question.

479
00:34:18,620 --> 00:34:21,420
Well, how do you have the permanent staff that have already been in private?

480
00:34:21,860 --> 00:34:24,940
Do you part of this process or have a chance to voice their thoughts?

481
00:34:25,100 --> 00:34:25,880
They will have a chance.

482
00:34:26,060 --> 00:34:30,920
They won't be on the committee, but they'll have an opportunity to interact and provide for that.

483
00:34:38,290 --> 00:34:39,450
This is an exciting point.

484
00:34:39,490 --> 00:34:40,710
We should be excited about where we're at.

485
00:34:40,730 --> 00:34:41,490
I'm super excited.

486
00:34:41,950 --> 00:34:42,330
Yeah, yeah.

487
00:34:42,330 --> 00:34:49,750
I mean, there's a lot of work that's going to go into this, but hopefully we have a candidate

488
00:34:49,750 --> 00:34:55,050
in place until I want to be, and that was our initial goal, and we're lining up to potentially

489
00:34:55,050 --> 00:34:55,930
be able to do that.

490
00:34:57,210 --> 00:34:57,550
All right.

491
00:34:57,870 --> 00:35:00,110
Any other questions on this topic?

492
00:35:00,590 --> 00:35:00,670
Right.

493
00:35:00,670 --> 00:35:01,950
So just to recap real quick.

494
00:35:02,230 --> 00:35:06,790
So with the webpage, we're going to wait for Monday.

495
00:35:07,950 --> 00:35:14,510
And if there's no major discrepancies, it should go live on Tuesday with the going live, we

496
00:35:14,510 --> 00:35:19,010
would agree that there's going to be links that get us to the survey for everybody to

497
00:35:19,010 --> 00:35:25,890
look at when on the job profile, as well as the site for end-on-the-correctment.

498
00:35:26,150 --> 00:35:28,690
Okay, and we are the cotton-based and send that out to the group.

499
00:35:29,090 --> 00:35:29,550
Okay, perfect.

500
00:35:30,570 --> 00:35:34,510
We've talked about the transition, the selection committee.

501
00:35:34,510 --> 00:35:39,050
We have Liz Laura, Albert, Trent, and myself, and you know,

502
00:35:39,110 --> 00:35:42,130
Jim is going to be part of it as well as Andy and Jess.

503
00:35:43,210 --> 00:35:48,490
So I guess the next question that I have to be the next steps for this community.

504
00:35:49,250 --> 00:35:51,430
It does have a review for dates and meetings.

505
00:35:52,570 --> 00:35:58,110
Will this group be meeting again for some feedback on what's transpired?

506
00:35:59,170 --> 00:36:02,790
Would it be interesting to meet maybe in three weeks, right after town meeting?

507
00:36:02,790 --> 00:36:06,950
just go over with some of the survey data is get enough data where we are in the process.

508
00:36:07,250 --> 00:36:10,570
Can be a brief check in meeting, but if that would be a value to the committee, that's something

509
00:36:10,570 --> 00:36:13,270
that you can certainly do. How does the committee feel about that?

510
00:36:13,430 --> 00:36:15,130
Tim, you all right with that? Do you want to meet again?

511
00:36:17,690 --> 00:36:20,410
No, that's not for the answer. No, I think it's great.

512
00:36:20,570 --> 00:36:26,750
It's great, yes. No, I think there is a specific function, certainly.

513
00:36:26,750 --> 00:36:29,710
But I mean to meet to meet.

514
00:36:29,830 --> 00:36:30,030
No.

515
00:36:31,550 --> 00:36:31,990
Certainly.

516
00:36:32,410 --> 00:36:34,770
But I mean to meet to meet.

517
00:36:36,750 --> 00:36:38,150
But I mean,

518
00:36:38,150 --> 00:36:39,290
Fracto helped me in a way.

519
00:36:39,870 --> 00:36:40,710
You know, we have to.

520
00:36:41,050 --> 00:36:42,390
Well, you'll definitely need again.

521
00:36:42,430 --> 00:36:45,110
Because once we talk about what the public outreach

522
00:36:45,110 --> 00:36:47,470
and the introduction of the community is going to be,

523
00:36:47,630 --> 00:36:48,630
I don't know, look for the feedback.

524
00:36:48,770 --> 00:36:49,930
That's not the selection committees,

525
00:36:50,130 --> 00:36:50,850
or that's the staircase.

526
00:36:51,350 --> 00:36:51,630
Okay.

527
00:36:51,890 --> 00:36:55,670
So do we have a time period that you have in mind?

528
00:36:55,670 --> 00:36:58,670
just a couple months when we want to shelf that for a little bit.

529
00:36:58,790 --> 00:37:00,730
I think to be able to provide updates by you now.

530
00:37:01,470 --> 00:37:04,570
And once we're getting towards the end of the process,

531
00:37:04,830 --> 00:37:05,870
we'll pull up and put it again.

532
00:37:06,010 --> 00:37:06,510
Does that sound reasonable?

533
00:37:07,570 --> 00:37:08,270
Question for you.

534
00:37:08,450 --> 00:37:10,990
If the application closes on May 20th,

535
00:37:11,090 --> 00:37:12,830
does the screen panel goes right into the fact

536
00:37:12,830 --> 00:37:14,410
that you're how to soon do this to every unit?

537
00:37:14,810 --> 00:37:16,510
So to prepare the screen and came in,

538
00:37:16,710 --> 00:37:18,290
if we're going to do blind resumes,

539
00:37:18,510 --> 00:37:19,870
and I have to talk to Jess about that doubt,

540
00:37:19,890 --> 00:37:22,430
we'll probably take her a week, ten days to do.

541
00:37:22,630 --> 00:37:23,350
Yeah, shorter actions.

542
00:37:24,650 --> 00:37:29,530
It's because of the way our system works, and it addresses former employees, like I said.

543
00:37:30,180 --> 00:37:31,640
A enormous undertaking.

544
00:37:34,180 --> 00:38:00,160
So that that could probably push us back a week or so. So I would say, beginning to Jim, I have a question for you. Have we? Have you forecast it out at what type of response we may receive? I'm just thinking of the current climate and hiring, you know, there's not a lot to have a lot to have. Are you going to get, you think we're going to get a ton of people that are just like, this is a curious position? Or where are we? It's a niche, right? This is a niche role.

545
00:38:00,180 --> 00:38:06,520
It is, and of course, folks out there that are considering the job don't know what you know.

546
00:38:07,040 --> 00:38:09,040
So they might not be considering an image job.

547
00:38:09,380 --> 00:38:15,380
Lots of folks that are in, like, recreation field, folks that are in the education field,

548
00:38:16,340 --> 00:38:20,120
folks that are in the Boys and Girls Club type fields.

549
00:38:20,820 --> 00:38:23,180
You're going to find some folks from Public Health, I would guess.

550
00:38:24,380 --> 00:38:25,740
I checked before I came here today.

551
00:38:25,800 --> 00:38:27,180
There's 17 applications already.

552
00:38:29,320 --> 00:38:33,140
So there's going to be a lot of interest in this issue.

553
00:38:33,380 --> 00:38:35,300
So my next question on that would be,

554
00:38:35,460 --> 00:38:38,620
what is the follow-up process going to be

555
00:38:38,620 --> 00:38:44,040
for the city's 17 resumes came in two people fit the bill?

556
00:38:44,120 --> 00:38:45,040
What about the other 15?

557
00:38:45,340 --> 00:38:46,240
Is there any mail system?

558
00:38:46,700 --> 00:38:46,980
Well, thanks.

559
00:38:47,240 --> 00:38:48,240
I'm going to go about that.

560
00:38:48,240 --> 00:38:49,200
They're all going to go about that.

561
00:38:49,240 --> 00:38:49,660
Thank you.

562
00:38:49,660 --> 00:38:52,060
I'm going to go about that.

563
00:38:56,560 --> 00:38:57,200
All right.

564
00:38:57,220 --> 00:38:58,260
Thanks for answering those.

565
00:38:58,260 --> 00:39:06,680
So we will shelf the specific date from the next meeting until probably after a good chunk of the process has gone through a correct

566
00:39:10,040 --> 00:39:12,180
Committee or comfortable with that

567
00:39:12,760 --> 00:39:16,260
Okay, so we've recap

568
00:39:17,440 --> 00:39:25,160
We're coming to the end of the meeting. We'll throw it out there and any any few questions people want answer anything that you want to talk about before we

569
00:39:25,160 --> 00:39:29,600
motion to adjourn a crew of the minutes you know that they were kind of there

570
00:39:29,600 --> 00:39:34,520
I was just going to say I'd like to move the approval of the meeting and you need a motion

571
00:39:34,520 --> 00:39:38,600
to approve the minutes all right so and this is all the meetings right there was last

572
00:39:38,600 --> 00:39:43,420
meeting is not on here so the person does minutes is just catching up I see the next

573
00:39:43,420 --> 00:39:49,280
meeting will approve this one and the previous so we have the first two meeting minutes

574
00:39:49,280 --> 00:39:56,200
correct? Okay, so everybody's received a copy of them? Yes, we'll review them. Okay, so motion

575
00:39:56,200 --> 00:40:04,500
to accept the first two being minutes. I'll second that. Thank you very much. All in favour of the approval

576
00:40:04,500 --> 00:40:14,860
of the minutes. I think. I'm with you Tim. Unfortunately, that's how we do it, right? All links and committees.

577
00:40:15,780 --> 00:40:18,960
All right, so with that being said then I will have throttle motion to adjourn the meeting.

578
00:40:20,140 --> 00:40:20,700
Thank you.

579
00:40:21,020 --> 00:40:21,440
Thank you.

580
00:40:21,680 --> 00:40:22,480
It's all a favor.

581
00:40:23,980 --> 00:40:25,220
Thank you so much everybody.

582
00:40:25,220 --> 00:40:26,020
Thank you so much everybody.

583
00:40:26,360 --> 00:40:26,460
Impressive.

584
00:40:26,800 --> 00:40:26,860
Yeah.