Updates on the Fight for Quality Public Education in Brevard County, FL
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15:04 That concludes our public comments.
15:05 We thank you for your willingness to address us in this public
15:07 matter.
15:08 The first topic on the agenda is to approve the interim
15:11 superintendent contract.
15:12 Do I have a motion?
15:14 Second.
15:17 Is there any discussion?
15:18 Yeah, I have a question.
15:21 So within this contract, Mr. Schiller does not contribute to FRS.
15:25 And so it says that there’s going to be an equal contribution to
15:29 a 403B.
15:30 And just because this is out and open in the public,
15:34 do we have an idea of how much that is?
15:36 I believe it’s roughly around $6,000.
15:40 Because he’s basically assuming Dr. Mullins’ contract for the
15:44 duration.
15:45 But since he will not vest in FRS,
15:47 because you have to have at least a year minimum to vest,
15:50 then those contributions have to go to a separate account.
15:53 So he’s going to identify an account that he wants us to put him
15:56 in.
15:56 And Dr. Mullins was receiving approximately $6,000 per month.
16:01 Per month?
16:01 Yes.
16:02 Okay, thank you.
16:03 I just wanted that to be clear to the public just because that
16:05 was it.
16:05 And I wanted to say take this moment just so you guys understand
16:11 that Mr. Schiller, Dr. Schiller and I and Paul have gone through
16:16 his contract.
16:17 I will tell you that he is honestly very honorable in what he
16:22 did.
16:23 Five years ago he received $300,000 for his work there.
16:28 And he was able to come in and said, look, I came here to do a
16:32 job and I will do it for a reduced price.
16:35 And he actually brought forward the idea to use that FRS because
16:38 it saves us so that you guys understand if we’re giving to the
16:45 FRS then we save that.
16:46 Because he could have made an argument to take that FRS that Dr.
16:48 Mullins was receiving and because we don’t have to give it to FRS
16:52 to just add that on top of his contract.
16:54 But he said, no, I want to do what’s right for this community.
16:56 And I’ve been with him a couple of times and I can’t tell you
17:00 how many times he actually has done that.
17:02 He’s trying to do what’s right for our school district and
17:05 instead of adding the extra component onto his salary, he asked
17:10 us to put it towards FRS which saves us some considerable amount
17:12 of money.
17:13 So with that, any other discussion?
17:15 Yeah, I wasn’t finished.
17:17 So I don’t know who would give me this answer at this point, but
17:20 I’ve asked this previously as well.
17:23 And again, I think it’s important for the public for
17:25 transparency purposes.
17:26 We never actually had a nominal amount of the severance for Dr.
17:31 Mullins as well.
17:32 So if we could get that to the board members so that the public
17:35 can be aware of that as well.
17:36 Thank you.
17:37 Sounds good.
17:38 Any other discussion?
17:39 All right.
17:41 Please vote.
17:43 All in favor signify by saying aye.
17:45 Aye.
17:46 All opposed?
17:46 Congratulations, Mr. Schiller.
17:51 You are now our interim superintendent.
17:52 Thank you, sir.
17:54 Next, FSBA will provide a superintendent search presentation.
17:58 Before you go, Mr. Vogel, I just kind of wanted to – the reason
18:03 that this meeting was called
18:05 was so that we could, as you guys know, just listen to him tell
18:08 us what we need to be thinking
18:09 about over break, and in discussing with him, we’re going to
18:13 shoot to try to have him come back
18:15 to take the direction from the board at our off-site meeting
18:18 that we have in early January.
18:20 He expressed that that would be a good idea to get it earlier
18:23 than the meeting that we had,
18:24 and I didn’t want to have to make meetings to make meetings, so
18:26 we might just put it on there.
18:28 So with that, Mr. Vogel, you have the floor, sir.
18:30 Thank you very much.
18:32 First, I’d like to thank the board for the opportunity to come
18:36 before you and work with you
18:39 again as we did several years ago, and I’d like to also thank
18:44 the staff for the warm welcome I got
18:47 when I came in this morning, too, and certainly we’ve worked
18:50 with Tammy in the past, and she’s
18:53 awesome to work with. Also, congratulations to Dr. Schiller. Dr.
18:57 Schiller and I have had numerous
19:00 conversations in the past, and I’ve made an excellent choice,
19:04 and I know our paths will cross during
19:07 this whole process, and we value his experience, too, and we’ll
19:10 definitely lean on Dr. Schiller throughout
19:12 the process, too. So thank you very much. We’re going to go, as
19:18 Mr. Susan said, we’re going to try
19:20 to run through relatively quickly an overview of the process and
19:25 give you some items to think about
19:28 how we want to proceed. So we’ll go ahead and get started.
19:33 Andrea Messina is on the phone,
19:36 so if we need Andrea, she certainly is available to us at all
19:39 times. Of course, as you know,
19:41 choosing the next leader is probably the most important decision
19:45 the school board will make,
19:47 and we really look forward to being a partner with you in
19:52 bringing a strong field of candidates
19:54 so we can find that ideal person. Things have changed in Florida
19:59 lately. We have 29 appointed
20:02 superintendents, but there’s been a lot of change. There’s
20:05 several openings right now, about six openings,
20:09 and also there’s been a number of new superintendents that have
20:13 just come on board.
20:14 We recently completed searches in Orange County and also Pinellas
20:20 County, so there are a lot of new
20:23 superintendents coming in. But I will tell you that I’ve already
20:27 received people and calls from people who
20:29 said, “Is Brevard open? When are they going to start advertising?”
20:33 So I think, you know, your district is
20:35 very desirable and I think we’re going to have a strong field.
20:42 We work as a team. We have a multiple team approach. Andrea Messina,
20:48 former school board member in
20:50 Charlotte County and she was also the director of board
20:54 development with FSBA. She’s an outstanding
20:57 trainer and a facilitator and also certainly for the last number
21:01 of years has been the CEO of FSBA.
21:06 I am a former superintendent. I’ve spent 16 successful years as
21:10 a superintendent in St.
21:12 Lucie County and Seminole County. When I was in Seminole, we
21:15 were, and I told Mrs. Wright, when the test
21:20 results would come out and there was FCAT back then, boy, we
21:23 were looking at Brevard. Every one of those tests,
21:26 you challenged our team. And it was really nice because your
21:31 superintendents would invite our teachers
21:34 over for training, especially in science. And so we had a great
21:37 relationship, but it was a very positive.
21:39 Also, I’ve stayed current. I’m the chief negotiator for Manatee
21:44 County Schools. Before I was superintendent,
21:46 I was in HR and labor relations, so I’m pretty much up to speed
21:51 on what’s going on statewide. Along with
21:54 John Reichert, and John Reichert’s retired executive director of
21:59 human resources and professional
22:01 standards. John has done all the training for new superintendents
22:06 in these areas for many, many years.
22:08 He’s actually worked in about half the school districts doing
22:11 training, very up to speed.
22:13 And what this does is the three of us are very familiar with all
22:18 the educators in Florida,
22:19 throughout the district, and we’re able to really attract and
22:24 bring a lot of good candidates forward.
22:26 So we work in a team approach. We provide on-site representation.
22:32 We facilitate community meetings,
22:34 focus groups, attend board meetings, anything you want us to do.
22:37 We’re just like an extension of your
22:39 staff. When we’re finished with our job, it’s sad for us to
22:43 leave because we establish really great
22:46 relationships. And in fact, in our last search, Orange County,
22:50 they asked us to stay on. So we’re
22:52 still doing work in Orange County, even after they selected
22:54 their superintendent. So we really,
22:57 really tried to do everything we can. We’re really about
23:00 relationships, and we do what the board would
23:04 like us to do. We really, again, use a team approach. Our three
23:08 people are available. In fact, one thing
23:10 that’s really good, it saves on travel expenses. John and I are
23:13 living in Seminole County. We’re only
23:15 65 miles away. I checked this morning, and we’re about an hour
23:20 away. We very rarely ever would stay
23:24 overnight so that we keep the travel down. One of the things
23:29 that we’d like to do is we work very closely
23:32 with your school board attorney throughout the process. We also
23:38 would have a staff liaison in
23:40 addition to the chairman and the board members. I’m not sure who
23:43 that would be. Possibly Tammy,
23:46 who we worked with before, but whoever. And then we would also
23:50 work with somebody in HR. We always
23:54 recommend the applications come to us directly, but we work very
23:59 closely with HR on reference checks,
24:01 and they’re a part of the process too. Also, the communications
24:06 team, we would work with them,
24:08 and the IT staff. Because a lot of the work we do, we do hybrid
24:12 meetings, which we’ll talk about a little
24:15 bit later. We can do them in person, and we can have also people
24:18 join virtually. So we really always
24:23 want to work with the IT people. We also will talk a little bit
24:26 more about that. So I’ve already met,
24:30 certainly talked to Mr. Gibbs, and Jackie Church in IT has
24:35 already told me some of the amazing things you
24:37 that we all do. Because of COVID, you had to really adjust your
24:43 technology for access.
24:46 So I feel like we’ll have a really good relationship there. And
24:49 everything that we do is personalized
24:56 for Brevard schools. Even though we do quite a few searches,
24:59 every search is different based on what
25:01 the school board needs. We work for the board, and we do what
25:04 the board would like to do. And we will
25:07 provide a lot of options for you.
25:10 two resources that we have that really nobody else has. We have
25:16 come up with these. We have key
25:18 decisions for the school board. We’ll provide this document to
25:21 all the board members so you can get
25:23 an overview of the board role in search. And also, we have a
25:27 district staff liaison booklet that we have
25:32 put together based on all of the liaisons who we’ve worked with
25:35 in the districts. And we’ll get those to
25:37 you all. Throughout the process, we will definitely work very
25:43 diligently. And we’ve never had an issue
25:46 with the Sunshine Law. We work with the attorney. Depending on
25:50 what community advisory groups you have,
25:52 we do training for those advisory groups. And we always follow
25:56 the Sunshine Law. We’ve never had a
25:58 question on that. The same with public records, and also with
26:02 public input. So we really focus on the
26:06 transparency that we bring. Before the search, there are several
26:12 things that we do to ensure a smooth
26:17 search. First, we establish the team who we’ll work with. And we’ll
26:22 probably work with Dr. Schiller,
26:24 and Mr. Susan Board to find out who the IT contact would be, who
26:28 our contact would be to set up meetings,
26:30 and so forth. We’ll do that.
26:32 and then what we have is what we call a pre-search interview
26:36 what we’d like to do
26:38 is we have a protocol that we use and it we it gives us an idea
26:43 on the priorities
26:44 of the board we we base everything that we do on your strategic
26:47 plan I looked at
26:48 you have four areas your strategic plan and we look at the
26:51 vision mission
26:52 strategic plan and we focus on what the priorities of the board
26:56 are and then we
26:57 also focus on relationships with internal groups and external
27:01 groups and
27:02 we would get you that protocol and mr. Susan had a pretty good a
27:06 good idea to
27:07 possibly if we can kind of tie that in together with your
27:12 retreat that’s coming
27:13 up on January 9 that would be really helpful because then we’ll
27:19 find out kind
27:20 of every everybody’s kind of direction that you want to go on
27:24 that and we’ll
27:25 provide that protocol to Tammy you know later we can provide it
27:30 later today so
27:30 you can see what we’re going to be asking but that’s something
27:33 that would be the
27:34 first thing we would start to try to do then we would have to
27:38 determine what kind
27:39 of community input that you would like to have and that’s a real
27:44 important one and
27:46 some of the options that we have on community input first thing
27:52 we would would
27:53 do is work with your IT department set up a website portal the
27:59 website portal has
28:00 everything to do with the superintendent search so you you click
28:04 on your on your
28:06 website and you go to the website portal and say superintendent
28:10 search and every
28:11 document that is produced at every event is listed on the
28:16 website portal when the
28:18 applications come in because we operate in the sunshine we even
28:23 post the applications
28:24 throughout our process when you get down to the semi-finalist or
28:28 finalist we recommend
28:30 even that those individuals provide video responses to questions
28:34 that the board comes
28:35 up with we even post those on this on this website portal so
28:39 that’s we will talk about the contents
28:42 of the website portal that’s something that we really do the
28:45 other thing that we would suggest
28:49 for your consideration is a survey online survey and what we
28:54 would have to we would usually base
28:56 that on your four areas of your strategic plan but we would want
29:01 to have someone from your team
29:03 assigned who’s there every district has a survey guru or someone
29:07 or you might have some existing
29:08 surveys that you already use but we would want to post that
29:12 online survey and we’ve had amazing responses to our survey in
29:18 in many of the districts and it usually it’s for all employees
29:23 could you sign on and they can take their choice of this of the
29:25 survey if their employee or that and then we also have a way of
29:26 IT people have a way of coding it by zip code it’s all anonymous
29:27 but then you can
29:27 kind of get an idea by zip code what people are feeling too so
29:30 that’s another option that that you have that we can talk about
29:33 more on january 9th the other thing that we do is we can have
29:36 internal focus groups if you’d like us to meet with internal
29:41 groups the
29:42 So that’s another option that you have that we can talk about
29:45 more on January 9th. The other thing that we do is we can have
29:50 internal focus groups if you’d like us to meet with internal
29:55 groups the
29:56 teaching association or the
29:59 support association or
30:02 or the
30:03 administrative staff or staff in this building whoever you’d
30:07 like us to meet we go ahead and do those
30:10 groups for you to we just to facilitate all those
30:13 And then we also do community forums to go out in the community
30:18 wherever you’d like to go
30:19 Was to go we if you’d like to have I know it’s or a large County
30:24 spread out if we can go to North County South County or wherever
30:28 you’d like us to do we can do as many of those as you’d like to
30:30 do and
30:31 what we do with all of the information we get is
30:36 We some both summarize every after every one of these forums
30:40 will send you all the information
30:42 Then we’ll summarize for you and come up with a draft list of
30:47 qualities
30:47 That we think that the end of people in the community and people
30:51 of respondents have for your consideration
30:54 We try to limit to about 10 and then we include that in the
30:57 advertisement so and then also those qualities
31:00 You can you utilize when you’re doing your interview process,
31:04 too
31:04 So we do what we’ll do all that for you, too, if you’d like us
31:07 to do that
31:08 one thing that
31:10 Some we have some districts like us to do is student forums and
31:14 that’s one of our favorites
31:16 We do those usually virtually and I talked to Jackie already.
31:20 She says no problem. We can come down the district office
31:23 With students will send out the protocol ahead of time and then
31:27 the students can go ahead and
31:29 they can go ahead and usually they’ll be at each school we and
31:33 we can get them all online and then we’ll
31:34 They’ll give us responses and we’ll summarize that with students.
31:38 So we really enjoy doing that also
31:41 one of the other areas that’s an option is to have a
31:45 Superintendent search advisory or screening committee now what
31:50 we emphasize is the board makes the decision on hiring the
31:54 superintendent
31:55 some districts choose to set
31:58 Establish a community advisory committee. We have no problem
32:02 working with those advisory committees
32:04 It takes us a few weeks longer when we have an advisory
32:08 committee depending on the role of the advisory committee
32:11 some of our searches the board just says we have plenty of
32:14 opportunity for input and
32:16 You know, we really don’t need to have a separate committee
32:20 doing it some boards like to appoint several people to be on the
32:25 committee
32:26 Other boards will use the committee for screening some boards
32:31 will use it to help once we finalize all the qualities
32:35 Before we go and advertise and the qualifications
32:39 We’ll go ahead and let them review those and get their input on
32:43 that. So that’s that’s going to be a
32:45 Decision point the board can be thinking about you decided to do
32:49 a community advisory committee
32:50 We’re open to the numbers some boards will just have each board
32:56 members like three people or
32:57 You know if you want to go that route or however you do that,
33:01 but we’re fine
33:02 However, you would like to go ahead and do that and if you have
33:05 an outside committee like that as Paul will tell you there
33:08 If they’re subject to the sunshine and we go through that
33:11 process with them with that committee, too
33:13 so that’s another thing
33:15 also
33:16 we have
33:18 Usually have a forum
33:20 We have a community event once the finalists are
33:24 Selected and they come into the area for interviews and we’ll
33:28 have a community meet and greet and we can do that in person
33:32 We we’ve also done those virtually, too
33:35 During kovid we did them virtually
33:37 We’re very adept at technology
33:40 Andrea Messina is amazing with technology
33:43 So we actually had huge turnouts when we did it virtually, too
33:47 Normally these meet greets will bring anywhere from 150 to 300
33:52 people to so we will do that, too
33:55 And then also
33:56 board members I know are very accessible to the public and like
34:00 input so
34:01 Throughout the whole process people can call the board members
34:04 of any time, too
34:04 So that’s one of the things on January 9th
34:07 We’ll want to finalize
34:10 because
34:12 When I go to the next slide
34:14 which talks about
34:16 timeline
34:18 That’s one of the things that we have to
34:20 Decide what we want to do because on January 9th
34:24 We’ll need to know the date that you want to select the new
34:29 superintendent
34:29 And then we’ll work back. We can meet any schedule if you would
34:33 like
34:34 But we’ll work back from that so you can see on this timeline
34:39 here
34:39 In the pink there we do the pre-search interview
34:43 We talk about the qualifications
34:45 Methods of advertisement and so forth website portal
34:49 And then we move into the area where we finalize the decisions
34:54 We post the application and we’d like to post the application
34:59 for about four weeks
35:01 So I’m thinking if just thinking up out loud here if we can get
35:05 Decisions on some of these key early areas in January then we
35:12 can get into the
35:12 Community involvement pieces if we if we use forums and meetings
35:17 If you know like that we can we can kind of group those into
35:23 about a two-week period possibly
35:23 And maybe get this out advertisement
35:27 As soon as you want to but the main thing is we’ve got to figure
35:31 out when the when you want the person to start
35:31 And then we’d also kind of look at it what kind of overlap we
35:35 want
35:35 So this timeline will give you just a general idea of the
35:40 activities that we have right there and I don’t need to go
35:41 through it
35:41 Anymore but essentially as I see the elements are one is all the
35:54 pre-search work and the timeline we set that up
35:57 And then we go into the advertisement period and then we go to
36:02 the screening of the applicants
36:03 And if you have a community committee you know they would they
36:10 would help with that process a little bit
36:11 And then we go to the semi-finalist with the board one semi-finalist
36:17 sometimes the board just wants to go to the finalist
36:17 We do a vetting process with that then we select the finalist
36:22 then we have the interviews
36:23 Interviews we usually have we always have one-on-one interviews
36:28 with the board individually and then we have group interviews
36:32 So the board has a very good perspective of the candidates and
36:39 then we work with the interim superintendent in this case to
36:42 determine what kind of overlap that you would like to have
36:47 So that’s kind of an overview of that particular process right
36:53 there
36:53 Moving forward with that then what I also did was I looked at
37:01 the quality of the committee
37:01 We looked at the qualifications that you had last time
37:06 advertised and this is another decision that you had
37:09 And what we would do is we’d probably finalize those after we
37:13 get more input from the community
37:14 And the board looks at them but the last time you had it pretty
37:18 much open is what we recommend
37:20 And so that did not exclude anybody who was a non-traditional
37:25 candidate
37:26 The last time if somebody was from the business community and
37:30 they had extensive experience they were not excluded from that
37:33 So that’s a decision that you would you would want to look at
37:37 also too
37:37 So we’ll we’ll have all that information for you we can look at
37:41 last time
37:41 Compensation
37:43 Now we have a list of all of the salaries of all the current
37:49 superintendents
37:49 But I can tell you it’s kind of a new
37:52 Dynamic now with all of the openings and everything that’s going
37:56 on
37:56 And a challenge with the housing market with a lot of other
38:03 factors that are going on out there
38:05 So we’ll have to look at the salary carefully because that is an
38:10 attractor
38:10 Especially if we look at people from out of state
38:14 That we that you know and so we you know we have to look at that
38:20 also
38:20 So we’ll we’ll have all the information to you and if you’d like
38:23 we can provide a recommendation to you also
38:25 Based on the current market conditions
38:27 And then also the vetting process
38:31 We we will review all the applicants will receive all the
38:36 applicants as soon as you receive the applicants the
38:39 applications
38:39 The board sees all of the applications and all the applications
38:44 are posted whether the person meets the qualifications you set
38:48 forth or not
38:48 You see every one of them and then we’ll vet those applications
38:53 and then we will start doing our background checks
38:57 We work very closely with a law firm
39:00 Greenspoon martyr and they do a complete background check as a
39:05 legal firm can do
39:06 And then we work with your HR department and do our background
39:11 checks
39:11 But the HR departments only group that can do the final person
39:16 to check if there’s any pending actions
39:19 But we work very closely with them to get all the vetting done
39:22 And so when the board has their list of qualified people that
39:26 they’re interviewing
39:27 All that is cleared all that information is provided the school
39:31 board attorney and and the board members
39:32 As far as interviews
39:35 As I mentioned we would have individual interviews and we would
39:40 have group interviews
39:42 And the group interviews are open to the public they can look at
39:47 the watch see all the candidates
39:49 And then there’s a lot of things that we do
39:52 With the interviews
39:54 The board might like we have an opportunity to interview the
39:59 candidates on YouTube
40:00 So we as part of it sometimes the boards like us to have an
40:05 interview of the candidates
40:06 All by the time they get to the finalist if you like the idea of
40:11 screening using videos
40:12 We can go ahead and post those
40:15 So there’s a lot of information out there on every candidate
40:18 And everybody in the community can look at that website portal
40:22 And they’ll be able to see the candidate
40:24 They’ll be able to see an interview with the candidate
40:27 They can come and meet the candidate in person
40:29 And they can even listen to the YouTube interview when they’re
40:34 in town at the interview
40:35 So we really try to make sure the community is very involved
40:40 with it
40:40 Of the process
40:42 The cost as I mentioned
40:45 That cost is working
40:48 There are attorneys working that out with it with FSBA
40:51 I think you’ll find we’re very reasonable
40:53 And the advertising our advertising package is relatively
40:58 inexpensive we have
40:58 We advertise nationwide and all the advertising we do is under $3,000
41:08 And we actually have based on our experience
41:12 We’ve actually determined the percentage of applications that
41:16 come from each of the places we advertise
41:18 And so we have a list of all those and the board makes the final
41:22 decision on that
41:22 But we do
41:23 I already talked about travel
41:25 John and I are very close
41:27 So the travel is as minimum background checks are very
41:32 inexpensive
41:32 And then there’s a limited amount of cost depending on the
41:35 number of finalists you bring in
41:37 Normally it’s we recommend between three and five finalists are
41:42 brought in for interviews
41:43 But that’s kind of a choice there
41:45 One thing that we’re exceptionally proud of is after the search
41:50 We create we feel like we create successful conditions for the
41:54 new superintendent
41:55 Well, we have protocols that we use we like to have we like to
42:01 sit down with the board
42:02 One of our team members can do that or Andrea can do that
42:05 And talk about the initial protocols that are so important when
42:09 a new superintendent comes in
42:10 And starting the relationship with the board
42:12 You know what are the first things that we need to work on?
42:14 So we feel that’s very important
42:16 We set common goals
42:18 And we discuss you know what kind of evaluation process they’re
42:22 going to have
42:23 But what I always like to say is this
42:25 At the end of the day
42:27 And this is what our what our three goals are
42:30 And we believe it or not we’ve accomplished this in just about
42:33 every search that we have
42:34 We feel like we can bring candidates that make a very difficult
42:39 decision for the board to select
42:40 But we can bring a candidate the board can reach consensus on
42:45 and board members can all be pleased with
42:46 So we have the board we have unity on the board
42:49 Second we feel like the way we’re able to involve the staff the
42:54 way the board would like
42:55 We can bring the staff together too in support of the new
43:00 individual
43:00 And the community because of all the input through our forums
43:05 and our way we reach out
43:06 And the availability that we make ourselves available to the
43:11 community on during the whole process
43:12 We’re able to bring the community together and that gets a new
43:16 superintendent and the board off to a good start
43:18 So that’s what we do just a couple of other things that you
43:22 might be interested in
43:23 We’ve talked about how our reaches in Florida
43:28 We have a national reach that’s pretty incredible
43:32 Remember the National Association of Superintendent Searchers
43:35 We’ve developed, we have, we’ve worked with these search firms
43:40 throughout the entire country
43:40 And we can call any of these firms, these groups, and find out
43:45 about any national candidate
43:47 They share applications with us
43:49 And in the Polk County search, we had four of our top finalists
43:54 were out of state candidates
43:56 So we feel we are, even though we’re Florida School Boards
44:00 Association
44:00 We feel we are extremely strong on recruiting out of state
44:05 candidates
44:05 And I have contacts out of state, I have people that already
44:08 call me every time they know we’re doing a search
44:10 And they say, we’ve got some people for you to consider
44:14 We’ve already talked about the sunshine
44:17 And again, the final, we have, we’re active, we’re on the ground
44:22 We know what’s going on, we know the challenges of the school
44:25 board
44:25 And we really appreciate the opportunity to present to you today
44:29 And we’d love to answer any questions you might have right now
44:32 But basically, this was just to kind of give you an overview of
44:35 the process
44:35 Thank you, Mr. Vogel
44:36 I was just going to ask if you can do three deliverables for me
44:39 before we allow it for discussion
44:40 Absolutely
44:41 The first one is if you can send that, send that presentation,
44:44 Dr. Thetty just send to us in an email, right?
44:46 Okay
44:47 The next one is, is if you can send your list of school district
44:50 needs to Dr. Thetty so she can start organizing staff
44:53 Okay
44:54 You had mentioned social media, all those other things
44:56 Whatever those individuals are that she needs to start working
44:59 on, that would be great
44:59 Okay
45:00 And then also, if you can send a list of deliverables that you
45:03 want from us answers in early January
45:05 And send that to Dr. Thetty so she can appropriately send that
45:09 out to us, that would be great
45:10 Okay, I would be more than happy to do that
45:12 I sent the PowerPoint already, so you guys already have it
45:15 I understand, thanks for the update
45:17 Appreciate that, Paul
45:18 Okay, great
45:19 And I did send, Andrea sent me while we were doing this meeting
45:23 And I just sent it out to you guys, some pre-search work session
45:27 agenda
45:27 And superintendent search key decisions for the school board
45:31 Yeah
45:32 Perfect, so if that includes everything that you need
45:35 Then we’re going to be in a good place, but let’s make sure that
45:38 it is
45:38 Okay, what I’d like to do is this
45:40 I’m not sure what your agenda is for your retreat
45:43 But in order to, in order to make our work not be, to be fit
45:50 with what you were planning to do on that retreat
45:53 I’ll have Andrea talk to Mr. Susan after he sees that pre-search
45:59 interview, if that sounds alright
46:00 Sounds good
46:01 So we’ll be all coordinated, we’ll be, we’re already available
46:04 on that date, so we’re in good shape
46:05 Sure, sounds good
46:06 Okay, anything comes up, you have our business card, we always
46:10 answer our cell phone
46:10 Our cell phone and email are all there
46:12 They may have some questions for you
46:14 Ms. Wright, you seem like you’re leaning in
46:15 No, no
46:16 Mr. Trent, do you have any questions for Ms. Campbell?
46:19 Yeah
46:20 Really quickly, and we, I noticed when we were doing our search
46:24 for the interim
46:24 I pulled up our superintendent at job description
46:28 Yeah
46:29 It looks like it hasn’t, except for like some ADA formatting
46:31 It looks like it hasn’t been updated in, in some time
46:34 Would it be helpful for us to take a look at that in conjunction
46:37 with the search process?
46:39 Yes, I think that’s an excellent idea
46:41 And that’s one thing that what we normally will do on the job
46:46 description
46:46 Is maybe I could get a copy of it, but HR usually will do that
46:55 We want to make sure whatever we advertise is consistent with
46:58 the job description
46:59 Right
47:00 So we’d be more than happy to take a look at it
47:02 That’s normally something that the board would approve, but we’d
47:05 be happy to take a look at it
47:06 Very good question, because that’s going to be something we need
47:09 to work on
47:09 Right, and we’ll want to approve it before we send the
47:11 advertisement
47:12 Yeah, definitely
47:14 Okay
47:15 Thank you so much
47:16 Anything else we might have
47:18 Ms. Jenkins
47:19 Yeah, I just want to thank you, number one, for driving out here
47:22 I know you say you’re not far, but thank you for making the
47:24 drive
47:24 I appreciate that very much
47:26 I also appreciate you addressing, obviously very broadly
47:31 Like you said, this is just kind of an intro today
47:33 But addressing the community issue, because that’s something
47:35 that I personally had questions about
47:37 Because it’s really important here in Brevard
47:39 I’m sure everywhere, but definitely here in Brevard
47:41 I also appreciate you so much for including our students and
47:45 intentionally including our students
47:46 So I hope our board goes ahead and feels that that’s also
47:50 something we should be tackling as well
47:51 So thank you, thank you very much for that
47:54 The only other thing I’m going to say just to our board is I
48:00 just want to ensure, because this is something that Mr. Vogel
48:02 brought up
48:02 I haven’t taken a look at the agenda for January 9th, I don’t
48:06 even know if it’s posted yet to be honest with you
48:07 But we need to be really intentional for the time that we’re
48:12 going to spend with FSBA on this
48:13 We’ve been packing our agendas way too heavily
48:16 And this isn’t something that we should be rushing through
48:19 So we need to take a hard look at that agenda before we have
48:22 that meeting
48:22 And ensure that their time is not going to be wasted
48:24 And that it can be as effective and efficient as possible
48:27 Thanks
48:28 Thank you
48:29 And what I would say to that is, is that if you can get us that
48:32 list
48:32 We’ll be more organized by the time we come there so that we can
48:35 make decisions in a prompt manner
48:35 Yeah, well, I’ll try to get that to you for that and we’ll be
48:40 able to get moving on it too
48:41 All right
48:42 With that, I’ll conclude the discussion on the Florida School
48:45 Board Association
48:46 I did have two things that I wanted to bring up real quick
48:49 Just so that everybody knows when they start seeing the emails
48:52 I met with the umpires and retired referees last night
48:55 They asked me to come to a meeting in the middle of the time
48:58 Apparently there’s been some situations where they haven’t been
49:01 getting paid with in the time period that they’re supposed to be
49:04 paid with
49:04 So I’m just going to meet with staff to talk to them about hey,
49:08 how can we change this?
49:09 There might be a they’ve suggested a couple of ideas
49:11 Um, so you’ll see some of that coming up
49:13 And then the other one is is that our bus drivers and mechanics
49:16 Um before you guys came on about four months ago the discipline
49:20 issue I brought to the table
49:21 And also an opportunity that we have a group of um
49:26 We have like a series of many bus drivers and mechanics that are
49:31 no longer that aren’t working for us
49:33 Their vacant positions revenue falls to the bottom line
49:36 Kind of like what we did with Dr. Thetty kind of like what we
49:39 did um last board meeting with uh Tammy
49:42 Is to take those and somehow give a mini bonus to the people who
49:46 are already doing that
49:47 So for instance the bus drivers have been covering routes like
49:51 crazy
49:51 They identified at transportation that they would be able to
49:54 identify how many and who did what since the beginning of the
49:57 school year
49:57 And the mechanics there’s only like 13 out of like 25 24
50:02 And they’ve been literally doing all of our buses that are
50:05 supposed to be um looked at every 30 days
50:08 So I was going to just kind of go to staff ask them to bring
50:11 something back to the board
50:11 But if you see the emails and the conversation you know where it
50:14 was coming from that’s all
50:15 All right, if there’s nothing else, um, I think that’s the end
50:18 of the meeting
50:18 I have something I want to talk about
50:20 Um because this is our last meeting before winter break
50:23 I just want to make a public thank you to the children’s hunger
50:26 project for packing meals for our students for over 50 schools
50:30 And about 3500 students I appreciate you very much and
50:34 everything you do for our community
50:35 That’s how we survive that’s how our students survive
50:37 So thank you and I know that there has been
50:39 Um an all call from some of our schools in the community who are
50:43 still looking to kind of fill their local pantries at their
50:45 schools
50:45 So if you are looking for a place to give
50:47 Um reach out to your local school ask them how you can help
50:52 because there are so many students who still
50:52 Absolutely um are in need
50:55 I also have one last thing I just want to say
51:00 Um
51:02 I want to take a moment to thank Dr. Thetty
51:06 Um I want to thank you for providing a letter to our families
51:11 regarding the discipline issue
51:12 And I most especially appreciate where you said
51:15 I encourage families and staff to review the three highlighted
51:18 school board policies
51:19 These policies are not new but I feel it is important we all
51:23 abide by them
51:23 To help facilitate a positive learning experience
51:26 And I appreciate you because it went a long way to ease the
51:31 concerns of our community
51:31 And
51:32 Clarify that BPS has always followed comprehensive comprehensive
51:38 discipline policies
51:38 And will continue to do so
51:40 We all care deeply about the safety and stability of our
51:44 students and our staff
51:45 And so I just want to wish everybody here at BPS within our
51:49 community a restful and happy winter
51:51 And I hope we can return working together our teachers our
51:57 parents our staff for our students
51:59 And for all of our students
52:01 Thank you
52:02 Thank you Ms. Jenkins and um and for a little bit of
52:07 clarification Ms. Campbell asked me
52:08 Uh some of the to your point um basically to kind of give an
52:13 overview of what um what we had agreed to last Thursday
52:13 And just so everybody knows the um principles are now allowed to
52:20 suspend up to five days
52:23 Um they have more local decision making authority and the
52:26 enforcement of the zero tolerance um policy that you’re 100%
52:30 right Ms. Jenkins
52:31 Was developed by the school district with community members over
52:34 a long process under Dr. Blackburn
52:35 And then the enforcement of our cell phone policy so just those
52:38 things with that I adjourn the meeting thank you very much
52:41 I’m not done
52:43 Thank you