[0:04] All right, well thank you very much everybody. Good to see everybody in person. It's long overdue. Appreciate it. Welcome to the

[0:13] hand over youth services steering committee. I believe this is our fifth meeting. Lots to get done today, even though

[0:20] 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

[0:30] Andrew, did you have any that were said to us?

[0:34] We are nothing, then, and we have nobody here.

[0:38] Do we know it?

[0:40] With that being said, I know that ADD and Jess are not here today.

[0:46] I know Jess put a lot of work into finalizing

[0:49] or our final approval on the job description

[0:52] that I believe is teed up ready to go out

[0:56] on the web service with a website once we launch it.

[1:00] 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.

[1:09] Thank you, sir.

[1:11] 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.

[1:25] We did post a job as we had indicated after our last meeting, with the link to the profile.

[1:32] We are scheduled to have it not be open for May 20th.

[1:36] So just about a month.

[1:39] When we last thought, one of the things we talked about was using this meeting as the launch of the web page in

[1:46] you begin the communication plan relative to public input and the transition from the

[1:50] steering committee to the selection committee which we'll talk about in the next

[1:53] agenda item. But we put together the website was just like we said we would like to

[2:00] walk through it here. So it's an all-eyed that's why it was like it's in that kind of

[2:05] version here. So the NW Services Dairy Committee, a Charter's Developing a Profile

[2:10] for the next director of NW Services, a link to the Profile can be found below.

[2:15] You can see position profile. If you click on that, the profile that you have a copy of will come up.

[2:21] The profile will be used to solicit interest in the position.

[2:24] It includes the necessary attributes and qualities that the town is seeking in the next director.

[2:28] The profile will also serve as framework to the evaluation of interested candidates.

[2:33] The steering committee is interested in public feedback about how the selection committee should prioritize

[2:37] in a way that different skills, attributes and qualities of the next director.

[2:40] Please take a moment to fill out the committee's survey which can be found

[2:44] here and gather and if we click on that, the survey, I was put together by Andrea Edmont

[2:54] in response to a base on the feedback. So I just asked to take a look at it.

[3:20] This

[3:20] is just a pretty forward about what the intent is, and the first section is, please help

[3:27] community by ranking the way to these skills.

[3:29] We're looking at the candidate's experience.

[3:32] Administrative skills communication, program oversight

[3:35] and leadership of administrative skills, budget finance, payroll, program development and

[3:39] design, management skills, supervised.

[3:42] That's one section.

[3:43] Now, if you go to the next section, it says, please help

[3:47] the higher and committee by ranking the way to these qualities when

[3:50] maybe we candidates and hearing about their experience.

[3:53] Inclusion, passion, leadership, integrity, energy.

[3:56] And then, as the committee had asked, there is a blank section where you can submit whatever you want.

[4:04] That may not be prompted by the survey.

[4:07] Any thoughts on this as a tool?

[4:10] 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.

[4:20] 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.

[4:29] I just have a couple of questions.

[4:31] On this survey, when would we need to provide feedback for this life?

[4:34] 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.

[4:40] Like asking respondents who they are in terms of, you know, are you an AOS member, are you a student teacher, a parent?

[4:50] I don't know if that would be helpful to us to determine what kind of feedback we're getting.

[4:53] So what do you think the category is a parent, a participant?

[4:56] I mean, a former participant.

[5:00] Yeah.

[5:01] I mean, I...

[5:03] I don't think that is one I have to know from our original discussion about it.

[5:07] But yeah, parents, participants.

[5:14] I don't know if we want to know their teachers or people that work within the public school system.

[5:19] We could say, you know, and our public school employees, perhaps?

[5:27] 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.

[5:32] So when do we need to provide feedback?

[5:35] 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,

[5:41] to the committee's council, we can then make the changes send it around and plan to go live by the committee next week.

[5:47] 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.

[5:52] I know I've had it for a while, but I haven't provided feedback.

[5:56] 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.

[6:11] 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

[6:16] remember, get the information about what part of the town community they're hearing from.

[6:22] 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,

[6:30] 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

[6:35] a little bit about what you're not sure you're learning from.

[6:38] So just quickly on that edge of the last time you spoke about this, I believe that there

[6:41] was a link that was going to be set out that we could send to other people, as I correct.

[6:46] Right, so there's a web email set up next, AYAT. Do we have a web site up there?

[6:53] I'm sorry, we've done it.

[6:54] But it's set up in IT last week, it's next director, AYS at AndroidMAD.us.

[7:03] You can send out like around a few people can submit that a feedback in any format they like.

[7:08] So you can cut and paste it, put it on an email blasted to whatever you want.

[7:11] So when we actually blast this out, there'll be a link to this webpage, so people will see the survey.

[7:16] People will see the email address that they can email any kind of thoughts in any format they want.

[7:21] They're storing their history with it, you know, why they're interested in the next steps.

[7:27] They'll be able to get the profile.

[7:30] Profile, and I'll get a link to every single one of our virtual meetings and minutes from all my meetings as well.

[7:38] So really, a member who's just getting caught up to speed can see every single minute in which this group is in that.

[7:45] 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.

[7:53] No, I mean, you can send just the email address out, you can send the link to just a survey out,

[7:57] or you can send the link to the entire website, whatever you're interested in doing.

[8:01] Tim.

[8:01] It's my hand.

[8:03] Push up up, I'm not sure.

[8:07] We may have already agreed to this, and so if we have

[8:12] part of the redundancy, I'm assuming that every middle school and high school student

[8:20] has a hand over email and a republic school email in my correct and I'm looking at you because

[8:30] you're the closest to an academic that's possible for us to ask and it may be your

[8:40] purview to I don't know I'm just so it's I was going to say it's impossible to ask the

[8:44] pretend that we could do that and send it to all middle school and high school kids as

[8:51] well as middle school and high school teachers to take the survey to gain a larger number.

[8:57] As well as everybody else under the sun, you know, it's a good idea, we can certainly ask her,

[9:03] I know she sends out communication so maybe we can be part of that.

[9:07] Thanks.

[9:15] Does that have to go through a community at all or a vote?

[9:21] No, it says do that.

[9:22] It's entirely up to the superintendent and I know the scope of media's policies on what types

[9:26] of things can be communicated and without problem.

[9:28] They're positive about that.

[9:29] I mean, I do this positive then.

[9:31] You think there's a good chance to go through it?

[9:33] No, okay.

[9:34] Is it important, right?

[9:34] You want the feedback to make sure I want to do that?

[9:36] I think it's a good vehicle to pump your numbers up, you know?

[9:40] to get a wider array, and it's your audience.

[9:44] By no means should it only be the only audience

[9:47] of not advocating for that, but you can get middle school

[9:51] and high school faculty as well, administration,

[9:55] and then you push it out through the community as well,

[9:59] you know, through either Facebook,

[10:04] pardon me,

[10:05] but Facebook, oh, I guess Facebook pages,

[10:07] I was gonna say Facebook things.

[10:10] Not knowing Facebook, well,

[10:12] what Facebook pages, et cetera, you know, for parents and citizens as well.

[10:18] We will push through Facebook, Twitter, Instagram, email, and you'd be surprised at how

[10:25] it travels.

[10:26] I mean, it would have shared it a million times, and we typically get, especially when

[10:30] the surveys can size, really solid response.

[10:34] And it would do 400 in our high-end 1600 fish.

[10:38] 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.

[10:54] 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.

[11:01] Well, I would ask on that don't want me to train her fault, right?

[11:04] And you don't use services from your men's act.

[11:06] Yeah, I actually haven't been for the past couple of years.

[11:08] They haven't graduated, but where are you going to ask?

[11:10] Well, I was going to say like, if we have, you know,

[11:13] we've jets over there, and if you could, have them send it off to that community, right?

[11:17] I mean, they're attached to it.

[11:19] Right? They have the information to send it off.

[11:21] And that's a great feedback, but that's a great feedback.

[11:24] I mean, yes, really.

[11:27] 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.

[11:39] 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.

[11:56] That's what we thought we'd build out as we got.

[11:58] Okay, yeah, as we start to hear some of the commonly asked questions,

[12:02] we'll put them up there.

[12:03] One of the things that we added is status of the hiring process,

[12:07] because that's going to be the most commonly asked question.

[12:10] So right now, it would be the times currently accepting

[12:12] resumes and letters of interest to the position.

[12:14] The application period will be open through May 2020, 2022.

[12:17] After that, we'll say the screening committee has been assembled

[12:20] and has begun working through when it goes through phase one of the interview.

[12:24] 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.

[12:36] The whole idea is to try to create an environment where people are checking back and keep going back and checking back.

[12:42] You know, if we did this right, that's what people will be doing.

[12:46] Good question. Anyone else on the website?

[12:51] So what's wonderful, what's the job?

[12:53] So we're here from what your ideas are on identifying who you are as a participant, and then we should be going this.

[13:02] So is that, so we should give all of you feedback by tomorrow, is that?

[13:06] I mean tomorrow is here quick, if we want to say at the end of day Monday.

[13:11] Okay, you said at the end of the day.

[13:13] That'd be great.

[13:13] Yes, so the information gets in by the end of day Monday.

[13:18] And we'll push out the turn-around is Tuesday morning, Tuesday, by the day, okay, can this be

[13:26] a vehicle to link to the application process to, if an applicant was reading this, would

[13:35] they be able to, to say that the link can go to a plot, like, interested in the position,

[13:39] Roger Mark. Yeah, I think we can do that and they would they be able to attach their

[13:45] resume to it. We just take them to the way they can do it.

[13:50] Great idea.

[13:51] It's great idea.

[13:53] Could also link to the EOS page?

[13:56] Yes.

[13:57] What's going on in the pages?

[13:59] Is there a link?

[14:01] Well actually I did see it. I think I started on.

[14:04] Indeed.

[14:06] 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.

[14:27] Not yet, but we can put this link within the yoga posting,

[14:32] all those links in the universe go back to.

[14:36] But you would have that link?

[14:38] Because I did.

[14:39] Man, it keeps it simple.

[14:42] It's a random question, but is there any reason

[14:44] or any need to ask in the survey?

[14:46] Are you a town resident?

[14:47] Are you an end of a town resident?

[14:48] Does that?

[14:49] I mean, this unlikely is something outside town.

[14:52] That's sort of a survey, right?

[14:53] You'd be surprised.

[14:55] I mean, we almost always ask it.

[14:56] Oh, we could, okay.

[14:58] Because there are people.

[15:03] So we would want to know who's cameras and who isn't.

[15:07] Yes, I mean, it's not entirely to be verbally honest. Useful information and kind of an interesting fact.

[15:12] But I don't think it's going to be a point of information if necessary.

[15:18] But it's interesting here.

[15:20] There are no.

[15:22] Any other questions on the webpage in the communication plan?

[15:26] So, as of right now, we've decided to agree that we will wait all one day night with feedback.

[15:31] Feedback to me by end of day Monday and our goal will be to have this blasted by Tuesday and the day Tuesday midday.

[15:43] 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.

[15:49] So, that's a good point.

[15:50] If everybody comes back with extensive feedback,

[15:52] we may not be able to do it by mid-day Thursday.

[15:56] So depending on the extent of everybody's feedback

[15:58] are goals to the day, I want the committee

[16:00] to know if any new one is okay.

[16:05] Any other questions?

[16:09] All right, so we'll table this to Monday and of day

[16:13] and then we'll hopefully get the feedback.

[16:16] I mean, you're going to let us know, right?

[16:17] Monday night if it's a go or if we're going to hold off

[16:20] a little bit because there was just such a discrepancy.

[16:22] You would hear from me by the end of the night, I'm a perfect perfect.

[16:26] All right.

[16:27] So, moving to the next item here at the transition in the selection committee.

[16:32] I know that we had in prior meetings as people if you're interested in being part of the selection committee.

[16:39] I know that a couple people showed interest being on that committee, which I think goes to reviewing,

[16:48] screening and interviewing process on that selection committee.

[16:53] I know Trent, you're going to be on that committee.

[16:57] I believe so.

[16:59] That's a new correct.

[17:01] Liz, you had shown interest in being on that committee as well.

[17:06] And Laura, you have shown interest in being in that committee.

[17:09] I will also be on that committee to work with the process as well.

[17:14] So with Liz Laura and Trent and we've got that will be our

[17:20] 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

[17:29] Brian, who interested

[17:37] Okay, so any any any questions on that is there any dialogue or any

[17:43] 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

[17:52] Not everybody could be at every step of the process because that would be a public meeting

[17:55] 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.

[18:04] So everybody's going to get a piece, who's interested in serving, we'll just based on

[18:09] availability and how it all fits together.

[18:12] It just becomes a pretty complex process, but we build up these evaluation process.

[18:17] So question on that one.

[18:18] Is there somebody that was going to be the foundation that will be with everybody through the

[18:25] process?

[18:26] She's just that person.

[18:27] Oh, really?

[18:27] There will be a few people.

[18:28] Just will be there every step of the way.

[18:30] Gemma will be there at least up of the way.

[18:33] A representative from my office will be there every step of the way,

[18:36] and then we'll build it out with other departments

[18:39] and involvement from this group as we marched down the road here.

[18:43] So if it's helpful, I can just talk a little bit about it again

[18:46] as they're pre-capped with the process we'll look like.

[18:50] Then we'll read what's this closes on the 20th.

[18:53] The first thing we'll do is evaluate what the response was.

[18:55] I mean, you know, if we have two candidates, the next step is going to be different than if we have 40 candidates.

[19:02] But providing, we have a strong turnout.

[19:04] It's my hope that we will put together a screening panel, which we will facilitate by just

[19:08] Porter.

[19:09] On the screening panel, we will be one wrap from May-May, a steering committee, one wrap from my office,

[19:14] one rep from community services, one rep from the E.E.I. Commission, or Albert, and Andrea Edmont,

[19:19] so Andrew is actually a financial role because she knows the field, she knows professionals,

[19:25] but that's sort of the professionals, but the types of professionals and the people with the backgrounds

[19:28] would be necessary to succeed in this position.

[19:32] And that panel will determine who's going to be invited for an interview.

[19:37] And one thing that I'll say about our interview process here is when in doubt I always interview more

[19:43] rather than less. So if we have a few people who are on the cost by always throw them in and

[19:47] we actually have sometimes shorter in-person interviews the first round rather than it's

[19:51] have them much thrown out or when in 15 minutes you know it's not going to be somebody going to

[19:56] move forward. I route to have twice as many people who've been 30 minutes of peace

[20:01] and sometimes you can't get that way. So at that point there'll be three members including the

[20:07] representative, which I'm just going to start talking about.

[20:11] I'm trying to...

[20:13] And now, that panel, plus participation from somebody from Community Services, which is

[20:18] the voice of Jim, is the Department, somebody from the Library, which most likely will be

[20:21] her director by the Department of Academic Affairs, and a representative from

[20:24] Native Republic, Safety, which could be one of our chiefs, but very

[20:29] possibly our community support, Lieutenant, and the Police Department, Lieutenant

[20:33] of the French-Pathric, myself or somebody from my office and, again, that will be facilitated

[20:38] by just Porter and Andrea Will continue to be in advisory capacity.

[20:46] Then, assessment center, so as I mentioned, this is kind of a hallmark of our high-level hiring

[20:52] process here in the endover, well by people in for half a day, it's a three quarters of

[20:56] a day, and we'll ask them to participate in a number of different exercises, and we'll split

[21:01] the room off, so there will be two panels that are interviewing for different types of things.

[21:05] Some of the soft skills, for us that not some bulk skills necessary to be a successful

[21:10] director, will ask them to do a public presentation, sometimes we'll say, if they're

[21:16] in a few not Tuesday or Thursday, we'll email them on Monday and say, change a plan, plan

[21:22] to present to the select board on something happening in the community, and then they'll

[21:27] prepare a presentation and actually give it to like a mocks like board while they're here.

[21:31] When they come in they'll get an inbox full of tasks that they have to complete within their free time without the day.

[21:37] It shows us time management.

[21:39] It shows skills that will be necessary that you don't always see on the surface

[21:43] of somebody sitting before you just in a basic panel at a view.

[21:47] We may ask them to present a developer and present their entry plan.

[21:51] You're taking over for somebody who had been here for a very long time.

[21:56] and what would be a plan to build trust and within the community.

[22:03] We'll throw some kind of wrenches of the day and create some kind of conflict resolution crisis situation,

[22:08] to see what their thought process is and working through that and resolving that.

[22:13] And then from that process, I usually bring the two pales together.

[22:16] So if someone will be announced to someone who will be in here,

[22:19] and you'll evaluate who, where you are, top three, and who you are, top three.

[22:22] Sometimes they match, often they don't.

[22:24] 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?

[22:30] 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.

[22:57] And then now that session last step before finalizing the appointment, that's not reasonable.

[23:06] You feel if,

[23:11] if for instance, one final is supposed to be brought forward.

[23:17] Does that not put,

[23:20] I'll use the town in a precarious position if that candidate decided to change his or her mind?

[23:29] 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.

[23:42] That makes that decision a little bit easier.

[23:45] 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.

[23:50] 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.

[23:56] Tim, I think it's a good question.

[24:00] I do think the state of the world today with limited talent out there, they may not take

[24:08] the position for things that we're not thinking about, like, a counter-author.

[24:12] I mean, I think that's a normal progression in the hiring process, and it happens every

[24:16] day.

[24:17] So I think it could happen for that reason, but there are other reasons as well.

[24:22] But yeah, I mean, that does an interesting situation for us at that point.

[24:27] It's not a very good feeling.

[24:28] No, but it happens every day.

[24:30] That's what it does.

[24:33] Any other questions on how one of your questions?

[24:36] I have a couple of questions.

[24:37] 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.

[24:48] So if we can perhaps do that, I know that's part of the hiring committee, but I'm hoping

[24:52] that will be kept in mind.

[24:53] The other thing that's just curious about how the makeup of these communities is determined

[24:58] and I slowly believe that this is going to be very smooth operation because we're all like

[25:04] minded people, however, there are fewer community members on these panels than government members

[25:11] 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,

[25:23] you know,

[25:24] is it by vote?

[25:25] And how does that break down if, you know, the community member is already disagreeing with the HR director?

[25:32] If we were to say, is there a legal aspect to this too?

[25:39] It is for the town, right?

[25:42] So the town has to be one of the main sets.

[25:46] We can add our value to it, but so many from the town has to sign off on that.

[25:50] Right, so by charting on the point, I thought it was in my capacity of time and under.

[25:55] So ultimately, I try to put together mix of people.

[25:57] 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.

[26:13] 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.

[26:18] and there's a relationship there.

[26:21] There's a relationship between community support,

[26:23] division of our police department and the youth and the youth center.

[26:26] They see a lot of the same things.

[26:29] Same thing with community services and community services.

[26:31] All the services and some of our intergenerational programming

[26:34] recreation, which is a lot of a lot of a lot with youth services,

[26:37] in terms of the kids, not always put in many cases.

[26:40] So we try to get as many people in a room

[26:43] that have an interest internally as well as externally.

[26:46] What I will say is having probably higher than part of this process over a hundred times.

[26:52] I've never seen anything come down to a vote because literally never seen a vote.

[26:58] We may say a tally, rank your top three or rank your top five, but there's usually pretty good consensus.

[27:04] 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.

[27:15] that process and you will see that. You'll be behind the scenes part of this and you'll see it as clear as

[27:22] day. Trent was our community member part of the permanent staff and I'll let him talk about that,

[27:29] but we waited his opinion as heavily as anybody's in that process.

[27:34] Yeah, I'm happy to say a little bit about that. So I was involved with the like Andrew just said with the

[27:41] and stuff, and it was actually, it was a very eye-opening experience, so I think you'll appreciate it.

[27:49] But I definitely, I felt like my opinion had a lot of value.

[27:55] And I even think some of the things that I was, because we had two different meetings.

[28:00] First we interviewed the internal candidates, and from there, we had to determine whether or not we wanted to see external applications.

[28:09] And I remember saying something in that meeting after we had seen all of the internal ones.

[28:14] And I think that it carried a lot of weight.

[28:18] 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.

[28:26] And I pointed that out.

[28:29] And then from there we ended up deciding to move forward with external communications.

[28:33] And I don't think it was entirely because I pointed that out, but I do think that it carried

[28:39] some weight.

[28:40] And I think that I definitely think that that's what I'm trying to say.

[28:41] And I think it's really, I don't want to, you know, think that it's not going to go smoothly.

[28:45] I really do believe that everyone in this room is very committed to the same goal.

[28:51] I just, you know, with all this talk about community involvement and transparency and all that stuff,

[28:55] I just want to make sure that, you know, it's the case that everyone feels like ownership

[29:01] is shared.

[29:02] and buy everyone, I mean, everyone outside of this room.

[29:05] And I think, you know, and I know I said this in email,

[29:08] this process will have more participation

[29:09] from the public than the time management's hiring process,

[29:12] the police chief's hiring process, fire chief's hiring process,

[29:16] superintendent of school's hiring process,

[29:18] both of the time on the higher level processes.

[29:20] So we really open the door, you know, as much as we can

[29:25] in this one, and I think it's going to really play an important role in the outcome.

[29:28] I'm excited for this process, because I do think it's balanced.

[29:31] And I think we all have a best interest.

[29:34] Ultimately, I am my capacity.

[29:35] You're going to be held accountable based on this higher.

[29:38] So I have a best interest in getting it right, too.

[29:41] And by getting it right means getting input and buy in from the coordinating and cooperating departments and members of the public,

[29:47] which is why we're putting so much time and effort into this.

[29:51] I agree.

[29:52] Sir, you just don't want to go through the motions.

[29:54] Yeah, I agree.

[29:55] That sounds good to me.

[29:56] I totally agree.

[29:57] I just want it to be the perception of the...

[30:00] The entire community that this process has been very involved from all sides.

[30:04] We know it is.

[30:05] 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.

[30:18] Whether it's legitimate or otherwise, and that's an important point that you're making.

[30:24] is that winning the trust of the town is really important here.

[30:32] I guess in other words, it is that we need consensus on this,

[30:35] but within this room and within the community.

[30:38] So if there isn't consensus, then we have a problem.

[30:40] But I guess, as you said, that's unlikely,

[30:43] or would we talk to the drawing boarder,

[30:45] what have you, if there was a candidate?

[30:47] I wouldn't have before a candidate,

[30:48] that is why I can't continue with the right amount.

[30:51] But I mean, trenches talk about that, right?

[30:53] you recognize something, there was your in a process and you would recognize it and that

[30:58] started a different conversation and then it went to a different direction, right?

[31:01] I mean, we put the problem into the process, so we extended the process another month and came

[31:06] up with a different mix of people as a result, and trying to just one member of the public

[31:11] in that instance, so, you know, I envisioned this in the area where confirming, I'm asking

[31:20] select board you can from the appointment and have everyone in this room and the audience

[31:25] excited about the candidate because the candidate more than anybody is going to need the

[31:31] support of not just me and Jam about all of you because there's going to be people who are excited

[31:36] about his or her candidacy and starting and there's going to be people who are going to want to challenge

[31:41] him or her and they're going to need the support of everybody in this room so that's why it's on

[31:46] and have everybody feel comfortable, and that's

[31:48] what I'm 100% committed to make me happen.

[31:51] Can you tell us a little bit about how you're

[31:53] advertising this job?

[31:55] Is that something just as, and how we're just

[31:57] distributing the listing to a chance?

[31:59] Sure, Jess has posted it far and wide.

[32:03] I don't exactly know what all the channels are,

[32:05] but they're all the municipal ones.

[32:07] Andy was helping with some of the youth networks,

[32:10] and all the usuals, indeed, to me, then,

[32:12] all those places.

[32:14] I don't know, I don't know, all of his debts.

[32:15] I think that's a great deal.

[32:18] You should know though.

[32:18] I think when it comes up, it comes up and over the book schools.

[32:21] If I think we should, I think I was talking to him about it.

[32:23] I just think it's, we're going to draw,

[32:25] it's a good candidate.

[32:26] It's also how it's been posted.

[32:28] Because it does come up as a aid of public schools.

[32:31] It's interesting.

[32:32] I double check that with just a couple of days ago,

[32:36] and it's not actually the case.

[32:37] So I'm not sure.

[32:38] Yeah, if you look at indeed, it comes up as now.

[32:40] One indeed.

[32:41] Maybe that's an indeed.

[32:42] It doesn't need scrapes.

[32:44] Yeah, I'm just saying that.

[32:45] Maybe others too, so I mean it's not part of it all of them, but some of them do definitely

[32:49] indeed just, which is a large one.

[32:51] We share a back end system with the school department, so more candidates come in, so sometimes

[32:56] it happens, but that's a good point, I don't know, but it's not a good change, I mean just

[33:01] don't really make the candidates there, it's a good point, I mean, you should be able to

[33:07] call someone to take care of that, and that's one, that's a good point.

[33:10] And if you're tied to that system, that's why it's coming up.

[33:13] Right. The other scenario that could manifest and I hope it's not the case is that we make it to May 20th.

[33:20] We have a set of candidates. They come in. We interview them and we go back out.

[33:25] And the decision may be to go back out in September.

[33:28] But that's a good decision that's going to be made in conjunction with everybody in the room.

[33:34] Based on the feedback and the people who are participating in the selection process, because we want to get it right.

[33:39] 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

[33:46] Apples, now we're wanting to read

[33:49] What what

[33:50] How did you address if

[33:53] If the candidate is somebody that had somebody on the hiring panel notes?

[33:59] Is there a causal process?

[34:01] Yeah, so that's pretty standard.

[34:03] What you would do when we start up

[34:05] If this will allow us to go or just ask anybody who knows anybody

[34:08] I mean, whether or not it's a conflict, sometimes it may not be.

[34:11] I mean, I work with that person a decade ago, I haven't talked to him since, you know,

[34:16] good question.

[34:17] That's a good question.

[34:18] Well, how do you have the permanent staff that have already been in private?

[34:21] Do you part of this process or have a chance to voice their thoughts?

[34:25] They will have a chance.

[34:26] They won't be on the committee, but they'll have an opportunity to interact and provide for that.

[34:38] This is an exciting point.

[34:39] We should be excited about where we're at.

[34:40] I'm super excited.

[34:41] Yeah, yeah.

[34:42] I mean, there's a lot of work that's going to go into this, but hopefully we have a candidate

[34:49] in place until I want to be, and that was our initial goal, and we're lining up to potentially

[34:55] be able to do that.

[34:57] All right.

[34:57] Any other questions on this topic?

[35:00] Right.

[35:00] So just to recap real quick.

[35:02] So with the webpage, we're going to wait for Monday.

[35:07] And if there's no major discrepancies, it should go live on Tuesday with the going live, we

[35:14] would agree that there's going to be links that get us to the survey for everybody to

[35:19] look at when on the job profile, as well as the site for end-on-the-correctment.

[35:26] Okay, and we are the cotton-based and send that out to the group.

[35:29] Okay, perfect.

[35:30] We've talked about the transition, the selection committee.

[35:34] We have Liz Laura, Albert, Trent, and myself, and you know,

[35:39] Jim is going to be part of it as well as Andy and Jess.

[35:43] So I guess the next question that I have to be the next steps for this community.

[35:49] It does have a review for dates and meetings.

[35:52] Will this group be meeting again for some feedback on what's transpired?

[35:59] Would it be interesting to meet maybe in three weeks, right after town meeting?

[36:02] just go over with some of the survey data is get enough data where we are in the process.

[36:07] Can be a brief check in meeting, but if that would be a value to the committee, that's something

[36:10] that you can certainly do. How does the committee feel about that?

[36:13] Tim, you all right with that? Do you want to meet again?

[36:17] No, that's not for the answer. No, I think it's great.

[36:20] It's great, yes. No, I think there is a specific function, certainly.

[36:26] But I mean to meet to meet.

[36:29] No.

[36:31] Certainly.

[36:32] But I mean to meet to meet.

[36:36] But I mean,

[36:38] Fracto helped me in a way.

[36:39] You know, we have to.

[36:41] Well, you'll definitely need again.

[36:42] Because once we talk about what the public outreach

[36:45] and the introduction of the community is going to be,

[36:47] I don't know, look for the feedback.

[36:48] That's not the selection committees,

[36:50] or that's the staircase.

[36:51] Okay.

[36:51] So do we have a time period that you have in mind?

[36:55] just a couple months when we want to shelf that for a little bit.

[36:58] I think to be able to provide updates by you now.

[37:01] And once we're getting towards the end of the process,

[37:04] we'll pull up and put it again.

[37:06] Does that sound reasonable?

[37:07] Question for you.

[37:08] If the application closes on May 20th,

[37:11] does the screen panel goes right into the fact

[37:12] that you're how to soon do this to every unit?

[37:14] So to prepare the screen and came in,

[37:16] if we're going to do blind resumes,

[37:18] and I have to talk to Jess about that doubt,

[37:19] we'll probably take her a week, ten days to do.

[37:22] Yeah, shorter actions.

[37:24] It's because of the way our system works, and it addresses former employees, like I said.

[37:30] A enormous undertaking.

[37:34] 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.

[38:00] It is, and of course, folks out there that are considering the job don't know what you know.

[38:07] So they might not be considering an image job.

[38:09] Lots of folks that are in, like, recreation field, folks that are in the education field,

[38:16] folks that are in the Boys and Girls Club type fields.

[38:20] You're going to find some folks from Public Health, I would guess.

[38:24] I checked before I came here today.

[38:25] There's 17 applications already.

[38:29] So there's going to be a lot of interest in this issue.

[38:33] So my next question on that would be,

[38:35] what is the follow-up process going to be

[38:38] for the city's 17 resumes came in two people fit the bill?

[38:44] What about the other 15?

[38:45] Is there any mail system?

[38:46] Well, thanks.

[38:47] I'm going to go about that.

[38:48] They're all going to go about that.

[38:49] Thank you.

[38:49] I'm going to go about that.

[38:56] All right.

[38:57] Thanks for answering those.

[38:58] 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

[39:10] Committee or comfortable with that

[39:12] Okay, so we've recap

[39:17] 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

[39:25] motion to adjourn a crew of the minutes you know that they were kind of there

[39:29] I was just going to say I'd like to move the approval of the meeting and you need a motion

[39:34] to approve the minutes all right so and this is all the meetings right there was last

[39:38] meeting is not on here so the person does minutes is just catching up I see the next

[39:43] meeting will approve this one and the previous so we have the first two meeting minutes

[39:49] correct? Okay, so everybody's received a copy of them? Yes, we'll review them. Okay, so motion

[39:56] to accept the first two being minutes. I'll second that. Thank you very much. All in favour of the approval

[40:04] of the minutes. I think. I'm with you Tim. Unfortunately, that's how we do it, right? All links and committees.

[40:15] All right, so with that being said then I will have throttle motion to adjourn the meeting.

[40:20] Thank you.

[40:21] Thank you.

[40:21] It's all a favor.

[40:23] Thank you so much everybody.

[40:25] Thank you so much everybody.

[40:26] Impressive.

[40:26] Yeah.

Youth Services Steering Committee 04-28-2022

Agenda

Transcript