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CAN YOU HEAR ME? OKAY?

[00:00:01]

YEP.

ALRIGHT.

OKAY.

SO

[ AGENDA CULTURE AND DIVERSITY CITIZENS ACTION COMMISSION Remote Meeting July 22, 2020 4:30 P.M. ]

I'D LIKE TO CALL THIS MEETING TO ORDER OF THE CALL SHORE AND DIVERSITY CITIZENS ACTIONS, COMMISSION, AND OUR FIRST ITEM OF BUSINESS.

WE'RE CALLING IT.

WE'RE AT FOUR 30, 2:00 PM IS OUR ROLL CALL.

OKAY.

MIA HANUKKAH, ERIC STEVENS HERE.

ALONDRA STEVENS HERE, ONE PERFECT RESIDENT ACCOUNTED FOR ALL HERE.

UM, DID EVERYONE RECEIVE THE MINUTES FROM LAST WEEK? YES.

YES.

AND WE'VE HAD, WE HAD A CHANCE TO REVIEW THOSE AND ARE READY TO TAKE A VOTE TO, UH, SET THOSE MEETINGS AS WRITTEN.

YEAH, WE DON'T ACTUALLY NEED TO TAKE A VOTE.

YOU CAN JUST, UM, SAY THAT IF THERE'S NO OBJECTIONS, THEN THE MEETING MINUTES AS PRESENTED FOR THE MEETING ON JULY 15TH, 2020 WILL BE, UH, APPROVED.

OKAY, PERFECT.

WHAT TOMMY SAID, IF THERE'S NO OBJECTION, THERE'S NO OBJECTIONS TO THE MINUTES.

WE WILL ACCEPT THOSE AS APPROVED AS WRITTEN.

OKAY.

OUR FIRST ITEM OF, UH, UNDER NEW BUSINESS TONIGHT IS OKAY.

OUR FIRST ITEM OF NEW BUSINESS IS TO HAVE MY OWN AGENDA.

SO OUR, OUR CANDIDATE APPLICANT RANKINGS.

OKAY.

DO YOU WANT ME TO JUST KIND OF ENTER THAT OR YES, THAT WOULD BE PERFECT.

OKAY.

AS AGREED AT THE LAST MEETING, UM, EACH OF THE COMMISSION MEMBERS WERE PROVIDED WITH A RANKING SHEET BASED ON THE CRITERIA, THE FOUR CRITERIA THAT WERE DEVELOPED, UH, BY THE COMMISSION AT THE LAST MEETING.

AND, UH, THEY WERE, THIS SCORING SHEET WAS USED TO REVIEW ALL OF THE 26 APPLICATIONS RECEIVED, UH, WITH A RATING SYSTEM OF ONE THROUGH FIVE, WITH FIVE BEING THE HIGHEST SCORE ON EACH OF THE CRITERIA.

SO, UH, EACH OF THE COMMISSION MEMBERS COMPLETED THE RANKING SHEET SHEET ON ALL 26 APPLICANTS.

AND, UM, THEN I WAS PROVIDED EACH OF THOSE RANKING SHEETS FROM THE FOUR COMMISSION MEMBERS.

AND I COMBINED ALL OF THE DATA TOGETHER, UH, TO GIVE THE OVERALL RANKING FOR THE 26 CANDIDATES.

AND, BUT THAT, WASN'T A RANKING SHEET COMBINED THAT I SENT TO EACH OF YOU THIS AFTERNOON THAT YOU SHOULD HAVE, UH, AVAILABLE TO YOU.

UM, THERE WAS SOME DISCUSSION AT THE LAST MEETING ABOUT, UM, MAYBE THE CUTOFF WOULD BE 12, UH, APPLICANTS OUT OF THE 26.

UM, IF THAT'S STILL THE COMMISSION'S WISH, UH, BASED ON THE RANKING SHEET, UH, THAT WOULD, UM, UH, GO DOWN ON THE LIST FROM, UH, STARTING WITH THE TOP RATED INC APPLICANT LAVERA FLOYD, UH, THROUGH MICHAEL YOUNG WOULD BE THE TOP 12, UH, BASED ON THE COMBINED RANKINGS.

SOUNDS PERFECT.

SO BASED ON THAT, WE HAVE OUR ONCE MISSION TO DISCUSS THAT FURTHER, IF YOU WANT TO RATIFY THAT DECISION, UM, AND ABOUT IT, UH, THAT WOULD ALL BE ACCEPTABLE.

OKAY.

UH, WHAT DO WE NEED TO DISCUSS THE RANKINGS ANY FARTHER OR WHAT WE'D LIKE TO SET THE 12 AS, UM, AS WE'VE RANKED, SORRY, YOU WERE CUTTING OUT.

IT WAS FREEZING UP ON YOUR END.

SO I DIDN'T HEAR WHAT YOU ASKED WITHOUT THE HEART.

CORRECT.

WOULD WE, DO WE NEED ANY FURTHER DISCUSSION FROM THE COMMISSION ON THE RANKINGS? I'M OKAY WITH BRINGING IN THOSE 12.

YEAH.

SINCE THIS WAS JUST SENT OUT, I'M JUST CRUISING IT QUICKLY.

UM, IT LOOKS LIKE WE'VE LOST RHONDA TOO.

SHE'S NO LONGER ON THE MEETING.

[00:05:04]

OKAY.

SO WE NEED TO WAIT FOR HER TO REJOIN.

YEAH.

WE'LL GIVE HER A MOMENT TO RECONNECT AND KNOW SHE SAID SHE WAS EXPERIENCING SOME DIFFICULTIES.

ONE OF THE OPTIONS WE COULD SUGGEST FOR HER, IF SHE CONTINUES THAT PROBLEM, SHE CAN CALL INTO THE CALL BY TELEPHONE.

SHE JUST WOULDN'T BE VISIBLE IN THE PICTURE, BUT, UM, SHE COULD MAYBE HAVE A MORE S UM, YOU KNOW, BETTER CONNECTION TEXT.

RIGHT.

GOT IT.

SO LET ME ASK YOU THIS, UH, TONY, ASSUMING THAT WE ALL CAN OCCUR ON, ON THE TOP 12 HERE.

WHAT'S THE NEXT STEP.

THERE SHE IS.

RHONDA, ARE YOU BACK WITH IT? YES.

GOOD.

THANK YOU.

OKAY.

I'M GOING TO HAVE TO KEEP MY CAMERA OFF IN ORDER TO STAY ON HERE.

I DON'T KNOW TEAMS IS, IS NOT MY THING.

YEAH, THAT'S FINE.

UM, AND THEN, UH, I HAD SUGGESTED IF YOU CONTINUE TO HAVE PROBLEMS, YOU COULD USE THE PHONE LINE AS WELL.

THAT WILL CONNECT YOU TO THE CALL IF THAT'S OKAY.

UM, ERIC HAD JUST ASKED IF, UM, YOU KNOW, THE RANKING LIST IS AS THAT CAME OUT AND THE TOP 12 ARE APPROVED FOR INTERVIEWS, WHAT THE NEXT STEPS WOULD BE.

UM, ASSUMING THAT, UM, THE REST OF THE AGENDA IS FOLLOWED THROUGH ON, AND THE COMMISSION IS ABLE TO DEVELOP THE STANDARD, UH, INTERVIEW QUESTIONS THAT WILL BE POSED TO THE APPLICANTS AND THOSE CAN BE FINALIZED.

AND THEN, UH, AND ITEM C THE AGENDA, IF, UH, SOME TIME SLOTS CAN BE AGREED TO BY THE COMMISSION FOR, UH, THE SCHEDULING OF THE INTERVIEWS, THEN, UH, WE WOULD WORK AS STAFF IMMEDIATELY TO, UH, GET THESE 12 PEOPLE INTO THE INTERVIEW BLOCK TIMES THAT ARE, ARE DESIGNATED BY THE COMMISSION AND, UH, GET THE INTERVIEW SCHEDULED.

OKAY, GOT IT.

SO, SO THE, UM, THE COUNCIL DOESN'T HAVE TO APPROVE THE LIST THAT NO, THAT WOULD BE A DECISION OF THIS COMMISSION.

OKAY.

THANK YOU.

SO DO WE NEED A MOTION TO ACCEPT THE RANKINGS AS WE'VE DEEMED THE TOP 12 TO INTERVIEW? WE COULD DO THAT.

OKAY.

I'LL MAKE A MOTION TO ACCEPT THE TOP 12 OF THE RANKING LIST.

A SECOND.

WE HAVE A MOTION AND A S UH, BY MIA AND A SECOND BY ERIC.

SO, UM, YOLANDA, UH, THERE BE AN OPPORTUNITY FOR ANYONE TO DISCUSS THE MOTION BEFORE US.

AND, UH, IF THERE'S NO FURTHER DISCUSSION, THEN WE WOULD CALL THE ROLE.

OKAY.

IS THERE ANY FURTHER DISCUSSION? OKAY.

LET'S CALL THE ROW.

ERIC STEVENS.

YES.

YOLANDA STEPHENS.

YES.

RHONDA SIMON.

YES.

MIA HONICK YES.

ANYTHING EMOTION IS APPROVED FOUR TO ZERO, SO THAT'S THE LIST WE'LL USE FOR CONFIRMING THE INTERVIEWS.

OKAY, PERFECT.

OUR NEXT ITEM OF BUSINESS ARE THE INTERVIEW QUESTIONS.

AS WE DISCUSSED IN OUR MEETING LAST WEEK, WE WERE EACH GOING TO LOOK AT POS STANDARDIZING, SOME INTERVIEW QUESTIONS TO ASK FOR THE FINALIZED CANDIDATES.

SO I HAVE TONY SENT A LIST TO US LAST WEEK THAT, UM, COOPER USES TO INTERVIEW CANDIDATES.

I HAVE GONE THROUGH THAT LIST AND TWEAKED SOME OF THE QUESTIONS BASED ON WHAT I THINK, UM, WELL, BASED ON THE COMMISSION, ACTUALLY.

SO I DO HAVE A FEW RECOMMENDATIONS FOR QUESTIONS

[00:10:01]

FOR INTERVIEW QUESTIONS.

UM, AND I BELIEVE THAT MIA, DO YOU HAVE QUESTIONS AS WELL? I GUESS SENT, UM, JUST SOME POSSIBLE SUGGESTIONS, UM, THAT ASK ABOUT DIVERSITY SPECIFICALLY.

SO I DON'T KNOW IF THEY ALL APPLY AND, UM, I AM LOOKING THROUGH MY FILES AND I CANNOT FIND THAT INTERVIEW LIST.

I HAD IT.

I HAVE A FEELING I MAY HAVE DELETED IT BY ACCIDENT.

LET'S SEE IF I CAN FIND THE QUESTIONS YOU MEAN THAT YOU DEVELOP THIS.

UM, OKAY.

WHILE YOU ARE, UM, LOOKING W WHICH LIST ARE YOU LOOKING FOR ME? CAUSE I CAN RESEND WHATEVER COMMISSION.

YEAH.

THERE'S SOME REASON I CAN'T SEEM TO, I CAN RESEND THAT TO YOU.

YEP.

WE PROCEED WITH THE MEETING.

OKAY.

THE, YOU SAID YOU'RE LOOKING FOR THE STANDARD QUESTIONS THAT TONY SENT OUT.

RIGHT.

I READ IT, BUT NOW I CAN'T SEEM TO FIND IT.

I FOUND IT.

NEVERMIND.

I GOT IT.

OKAY.

OKAY.

SO I, UM, BASED ON THE QUESTIONS THAT TONY SENT OUT, ALSO, UH, LOOK AT THOSE QUESTIONS AND HAVE SOME RECOMMENDED SUGGESTIONS FOR QUESTIONS BASED ON THOSE QUESTIONS.

UM, AND I'M NOT SURE THAT EVERYONE WAS SAVED THOSE OR NOT.

I DIDN'T SEE ANYTHING FROM YOU ON THAT.

OKAY.

SO I WILL DO THIS.

THEN YOU CAN JUST TELL UP IS THAT THEN PASTE THEM IN THEN.

SO THE FIRST QUESTION THAT I HAD WAS TO, I'M GOING TO SEND THOSE TO YOU OUT REALLY QUICKLY IGNORE FORMATTING.

SO I KEPT THE, THE RATINGS, UM, THAT WE HAVE FOR HUBER TO LOOK AT THE ELIGIBILITY AND BIOGRAPHICAL INFORMATION, THE INTERESTS, EXPERIENCE, THE SKILLS AND ABILITIES, THE MOTIVATIONS AND EXPECTATIONS, AND THEN THE NEEDS OF THE COMMUNITY AND ALLIANCE QUESTIONS TO THAT.

SO I'VE SENT THOSE TO YOU.

I'M NOT SURE IF THOSE HAVE POPPED UP, BUT THE FIRST QUESTION THAT I HAD WAS TO THANK THEM FOR APPLYING TO THE COMMISSION AND TO HAVE THEM TELL US A LITTLE BIT ABOUT THEMSELVES AND THEIR BACKGROUND.

NOW, TONY, YOUR INITIAL QUESTION ON THE HUBER LIST WAS TO ENSURE THAT THEY WERE, THE LEAF WAS REGISTERED TO VOTE IN A HUBER HEIGHTS CITY.

OKAY.

SO WE NEED TO KEEP THAT QUESTION ON, WE, WE SHOULD KEEP IT, UH, JUST AS A BASIC ELIGIBILITY QUESTION, BECAUSE THERE'S NO WAY TO CONFIRM THAT FROM THEIR APPLICATION, WE DID CONFIRM RESIDENCY, UH, REGISTER TO VOTE.

UM, AND, UH, WE SHOULD PROBABLY ALSO, UH, ASK IN CONJUNCTION WITH THAT, THEIR WILLINGNESS TO, UH, CONSENT TO A BACKGROUND INVESTIGATION, UM, AND BACKGROUND CHECK, UH, AS PART OF THE INTERVIEW PROCESS.

UM, SO THAT IF SOMEONE'S UNCOMFORTABLE WITH THAT, OR DOESN'T MEET THAT REQUIREMENT, WE SCOLDING THEM OUT AT THAT POINT.

THAT'S THE POINT.

GOT IT.

OKAY.

SO I GOT THAT.

UM, OKAY.

ARE YOU ABLE TO SEE MY SCREEN? WE ARE.

AND, UM, I ALSO GOT THE EMAIL.

I DON'T KNOW IF EVERYBODY ELSE DID, BUT YEAH, IT'S SHOWING UP.

OKAY.

UM, SO I ADDED THAT WILLINGNESS FOR BACKGROUND CHECK.

AND SO THEN THAT NEXT QUESTION WOULD BE FOR THEM TO GIVE US THE BACKGROUND INFORMATION.

THANK YOU FOR APPLYING FOR THE COMMISSION.

PLEASE TELL US A LITTLE ABOUT YOURSELF AND YOUR BACKGROUND.

SO THAT ALLOWS US TO KIND OF, TO GET AN UNDERSTANDING OF THEIR EDUCATIONAL EXPERIENCE AND THEIR PROFESSIONAL EXPERIENCE.

UM, TELL US ABOUT YOUR UNDERSTANDING OF THE COMMISSION AND WHY YOU'RE INTERESTED IN SERVING GETS TO THEIR MOTIVATIONS AND EXPECTATIONS.

THE THIRD QUESTION, WHAT EXPERIENCES SKILLS, ABILITIES DO YOU IN REGARDS TO CULTURAL DIVERSITY AND RACIAL ISSUES AND OR CHALLENGES THAT WILL BE AN ASSET TO THE COMMISSION THAT ALIGNS TO SKILLS AND ABILITIES, AND ALSO

[00:15:01]

ALIGNS TO OUR RANKING OF EXPERIENCE WITH RACIAL AND CULTURAL DIFFERENCES.

WHAT WOULD YOU LIKE TO ACCOMPLISH AS A MEMBER OF THE COMMISSION, UM, GETS TO THEIR MOTIVATIONS AND EXPECTATIONS AND A, UH, A NEXT STEP TO THAT QUESTION WOULD BE FOR THEM TO IDENTIFY THE OR THREE PRIORITY ITEMS THAT THEY WOULD ENVISION THE COMMISSION WORKING ON AND WHAT TYPE OF ROLE WOULD THEY, WOULD THEY BE? WOULD THEY WORK IN A CAPACITY TO ACCOMPLISH THIS? I'M NOT QUITE SURE ABOUT THE SECOND PART OF THAT QUESTION, BUT ONE OF THE THINGS THAT WE TALKED ABOUT LAST WEEK WAS TO BE ABLE TO SHARE WITH THE ADVOCATES THAT THIS IS A, THIS IS A COMMISSION THAT REQUIRES A LEVEL OF COMMITMENT, A HIGH LEVEL OF COMMITMENT, AND IT DOES REQUIRE A LOT OF TIME.

SO WE WANT TO HAVE A QUESTION, UM, TO MAKE SURE THAT THEY UNDERSTAND WHAT THEY'RE COMMITTING TO, IF THEY ARE OFFERED A, UM, POSITION ON THE COMMISSION AND IF THEY'RE WILLING AND ABLE TO COMMIT TO THE LEVEL OF WORK INVOLVED WITH THAT.

AND THEN THE LAST QUESTION THAT I HAD, I HAVE TWO MORE QUESTIONS.

WHAT INVOLVEMENT HAVE YOU HAD IN THE HUBER HEIGHTS COMMUNITY OR OTHER EXPERIENCES THAT YOU COULD LEVERAGE AS THEY RELATE TO CULTURE AND DIVERSITY? WHAT DO YOU FEEL ARE THE MOST IMPORTANT NEEDS OF THIS COMMUNITY THAT SHOULD BE ADDRESSED? AND THAT GETS TO THE NEEDS OF THE COMMUNITY AND THEIR VOLUNTEERING AND COMMUNITY ENGAGEMENT.

AND THEN LASTLY, UM, GIVE US AN EXAMPLE OF A TIME WHEN HE HAD TO HANDLE A SITUATION OR ADVOCATE FOR SOMEONE IN A SITUATION DEALING WITH CULTURAL DIVERSITY AND RACE GETS TO THEIR SKILLS AND ABILITIES.

SO THOSE WERE ACTUALLY SEVEN QUESTIONS THAT, UM, I DEVELOPED BASED ON SOME OF THE QUESTIONS THAT WE HAVE FOR THE GENERAL QUESTIONS FROM HUBER HEIGHTS, AND ALSO ALIGNING THOSE TO SOME OF THE GOALS THAT WE HAVE FOR THE COMMISSION.

ANY THOUGHTS ON THOSE QUESTIONS OR INPUT? I'LL TELL YOU A LOT OF YOU DID A GOOD JOB OF TAKING WHAT WE HAD THERE AND THEN INCORPORATING THE CRITERIA THAT HAD BEEN DEFINED AS PART OF THE RANKING FOR THE APPLICATIONS.

UM, I DO NOTICE I JUST GOT AN EMAIL FROM RHONDA WITH SOME ADDITIONAL QUESTIONS AND I KNOW A MIA SENT SOME QUESTIONS AS WELL.

SO I DON'T KNOW IF YOU, UH, I LET THEM SPEAK TO THE, YOU KNOW, IF THEY FEEL THAT SOME OF THEIR POINTS SHOULD BE INCORPORATED INTO THE FORMAT THAT YOU HAVE OR HOW YOU WANT TO HANDLE IT, I WOULD JUST SUGGEST THAT, UM, WE SHOULD BE COGNIZANT OF THE TOTAL NUMBER OF QUESTIONS TO BE ASKED, UH, AND RESPECT FOR THE AMOUNT OF TIME.

UH, WE WANT TO LIMIT THE INTERVIEWS TOO.

SO I WAS ONE OF MY, I THINK ONE OF THE THINGS I WAS GONNA BRING UP, I THINK WE PROBABLY NEED TO AGREE ON THE TOTAL NUMBER OF QUESTIONS.

DO WE WANT TO POSE? RIGHT.

YOU KNOW, BE IT FOR FIVE OR SIX, BUT I'M THINKING MORE LIKE FIVE, BUT, UM, BUT I THINK WE DID AGREE INITIALLY ON WHAT NUMBER OF QUESTIONS, HOW MANY QUESTIONS DO WE WANT TO ASK? AND THEN FROM THERE, OBVIOUSLY, UH, FOCUSING ON OF THE INPUTS THAT YOLANDA'S IS PROVIDED ALONG WITH BRONDON AND MIA, UH, KIND OF CALL THAT ON BASICALLY BUILDING THE BUILDING THOSE FIVE, IF THAT'S WHAT WE AGREED.

OKAY.

SO KATIE AND I, AS STAFF ARE GOING TO TAKE OUR DIRECTION FROM YOU GUYS, AS FAR AS HOW YOU WANT TO DEFINE THE QUESTIONS AND THE AMOUNT OF QUESTIONS.

UM, ONCE YOU GUYS HAVE A CONSENSUS ON THOSE POINTS, UM, THEN WE'LL PUT THAT INTO A DOCUMENT THAT YOU'LL HAVE AVAILABLE.

SO THERE'LL BE A STANDARDIZED SET OF QUESTIONS FOR ALL OF THE 12 INTERVIEWS.

OKAY.

IT'S ONLY THOSE QUESTIONS, WHATEVER THE QUESTIONS ARE.

IF WE HAVE FIVE QUESTIONS, THOSE SAME FIVE, ALL FIVE QUESTIONS WOULD BE ASKED OF EVERY CANDIDATE.

CORRECT? CORRECT.

RIGHT, RIGHT, RIGHT.

SO MIA, GO AHEAD, HUN.

YOU'VE COVERED WHAT BASICALLY WHAT MY QUESTIONS WERE, MY, MY DIFFERENT SITUATE, YOU KNOW, DIFFERENT EXAMPLES THAT I HAD, BUT IT, THESE SEVEN COVER WHAT I, UM, WHAT I, I THINK IS REALLY SUFFICIENT ENOUGH TO GET ABOUT DIVERSITY AND INCLUSION EXPERIENCE.

I THINK SOMEHOW TO MAYBE CUT SOME TIME IS IF THERE'S ANY WAY OF,

[00:20:01]

UM, COMBINING LIKE FOUR AND FIVE, BECAUSE CAN YOU SCROLL YOUR ROLL UP, ROLL YOUR SCREEN UP OR SCROLL UP YOLANDA SO I CAN SEE, ARE YOU OKAY? LET ME, WHENEVER YOU SHARE, I ALSO HAVE, I PULLED ME AS UP AS WELL.

OKAY.

SO YOU'RE SAYING FOUR AND FIVE.

YEAH.

BECAUSE WE'RE ASKING THEM BASICALLY ABOUT THE SAME THING.

SO THEY MAY REPEAT, REPEAT THAT, RIGHT.

THAT QUESTION FOUR, IF THEY, BECAUSE THEY DO OVERLAP.

RIGHT.

BUT YOU COULD SAY, WELL, OKAY.

WHAT WOULD YOU LIKE TO ACCOMPLISH AS A MEMBER OF THE COMMISSION TO INCLUDE YOUR TOP THREE? I DON'T KNOW ALL THE ITEMS, I GUESS.

I DON'T KNOW.

MAYBE THAT'S ONE WAY TO DO IT.

RIGHT.

CAUSE YEAH, THERE'S SOME OVERLAP THERE.

AND THEN THE, I DON'T KNOW THE, WHAT WAS YOUR ROLE? THE, UH, I'VE JUST THAT THEY'RE, I DON'T KNOW.

AND I KNOW YOUR POINT ABOUT YOU WANT TO, I THINK THE INTENT WAS TO, TO, TO TRY AND HAVE THEM DEMONSTRATE THEIR COMMITMENT.

I DON'T KNOW THAT, THAT IF YOU READ THAT QUESTION, THAT'S HOW THEY WOULD READ THAT.

RIGHT.

YOU SHOULD ASK THEM MORE SPECIFICALLY AS, AS WHAT THEIR ROLE WOULD BE ON THE COMMISSION.

I JUST DON'T MAYBE IF THAT'S ONE, IF THAT IS A QUESTION THAT MAYBE THEY WOULD BE CONSIDERED TAKEN OFF WITH, UNLESS WE WANT TO ASK THEM IN A DIFFERENT WAY.

BUT, UM, BUT YEAH, I WOULD SAY, LET ME ASK YOU THIS.

TONY IS THE, IS THE, THE, DID WE SAY THAT THE, THE INTERVIEW NEEDS TO BE, WHAT, 30 MINUTES OR LESS? I'M NOT ANOTHER THING.

MAYBE WE'LL ASK HIM IF HE MENTIONED THAT.

IS THAT THE CASE? I THINK THAT, I THINK THAT'D BE A DECISION BY YOU GUYS ABOUT WHERE YOU WANT TO TARGET.

I MEAN, REALISTICALLY I THINK, UM, AND ALLOWING FOR PEOPLE TO HAVE A REASON, REASONABLE AMOUNT OF TIME TO RESPOND TO THE QUESTION, AND THEN THERE'S USUALLY GOING TO BE A LITTLE TURNOVER TIME.

AND UNTIL WE GET THE NEXT APPLICANT, PARTICULARLY IF WE'RE DOING IT REMOTELY, UM, YOU KNOW, GETTING THEM ON BOARD AND WE GOTTA WANNA DEFINE A TIME THAT THEY WOULD SIGN IN AND BE A PART OF THE MEETING.

SO, UM, I WOULD SAY YOU'RE LOOKING AT SOMEWHERE AT BROADWAY BETWEEN 20 AND 30 MINUTES AND PROBABLY THIRTIES AND EASIER ROUNDING.

UM, YEAH, DEPENDING ON THE NUMBER OF QUESTIONS THAT YOU'RE GOING TO HAVE.

YEAH.

I AGREED TO JUST SHARE THIS EXPERIENCE.

RIGHT.

YOU KNOW, WHEN I WORKED FOR THE FEDERAL GOVERNMENT AND WHEN WE TYPICALLY DO INTERVIEWS FOR POSITIONS, RIGHT.

THAT, AND AGAIN, JUST MENTIONED THIS AS A POTENTIAL GUY.

RIGHT.

BUT WE TYPICALLY WOULD HAVE FOUR QUESTIONS, FIVE TOPS, AND THEN THEY, AND THEN BASICALLY 30 MINUTES WOULD BE ALLOWED A LOT, RIGHT.

TO, TO GET THROUGH THE QUESTION AND ANSWERS.

UM, AND THAT'S WHAT WE'VE DONE IT, UH, WORKING AGAIN AND RIGHT PATH.

THAT'S WHAT WE'VE DONE IT.

SO I'M JUST SAYING MAYBE FOUR, NO MORE THAN FIVE QUESTION THEN STICK TO THE 30 MINUTE.

SO IF YOU GO BY THE 30 MINUTES, THEN WE'RE TALKING ABOUT SCHEDULING UP SIX HOURS WORTH OF INTERVIEW TIME.

UH, HOWEVER THAT'S BROKEN UP.

WHAT, WHAT MIA, MIA, DO YOU HAVE ANY THOUGHTS? I THINK 30 MINUTES IS GOOD.

MY ONLY CONCERN IS THAT WE'VE GOT 12 PEOPLE AND, UM, WHAT IS OUR, LIKE OUR TIMELINE, IF WE WANTED TO HAVE THEM SWORN IN AND APPOINTED BY THE COUNCIL IN AUGUST, IS THERE, UM, ARE THERE THREE DAYS SO WE CAN DO FOUR INTERVIEWS EACH OF THOSE DAYS I'M AVAILABLE? CAUSE I THINK WHEN WE TALKED ABOUT AT THE LAST MEETING, THERE WAS LIKE WEEKS OF JUST MEETINGS ON TOP OF MEETINGS.

YEAH.

I, I, UH, THAT'S THE NEXT ITEM ON THE AGENDA AND I HAVE GONE THROUGH, UH, THE CALENDAR ONLINE AND IDENTIFIED, UM, EVENINGS, UH, THAT THE ROOM WOULD BE AVAILABLE FOR USE.

AND, UM, AND ALSO NIGHTS THAT WOULD, UH, ACCOMMODATE THE TIMEFRAME THAT WAS DISCUSSED THE LAST TIME TO HAVE THE APPOINTMENTS READY FOR CONFIRMATION AT THE AUGUST 24 CITY COUNCIL MEETING.

SO, UM, I HAVE A FOUNDATION TO START WITH THAT DISCUSSION WHEN WE GET TO IT.

OKAY.

I WOULD THINK, UM, FOR ME, I THINK FIVE IS A GOOD, LIKE THE ERIC, YOU SAID FOUR OR FIVE, I THINK FIVE

[00:25:01]

IS A GOOD, IS A GOOD NUMBER TO GET DOWN INTO BECAUSE THAT'S TIME TO DO A QUESTION LIKE A Q AND A HAVE THEM ASK US QUESTIONS AND STUFF LIKE THAT TOO.

OR YOU DON'T FEEL SO RUSHED.

YEAH.

RHONDA, YEAH.

FIVE, FIVE IS A GOOD NUMBER.

WHAT ARE YOUR THOUGHTS ON THE TIME 30 MINUTES? I WOULD SAY, YEAH, THAT'S FINE.

NO LONGER THAN 45 MINUTES FOR SURE.

WELL, THE OTHER THING THAT WE WANT TO THINK ABOUT TOO IS HAVING TIME TO KIND OF, YOU KNOW, MAKE SURE THAT WE HAVE OUR NOTES IN LINE BEFORE THE NEXT CANDIDATE, BECAUSE IT SOUNDS LIKE WE'RE GOING TO TAKE, WE'RE GOING TO DO APPOINTMENTS KIND OF BACK TO BACK AT LEAST A FEW OF THEM.

SO WE WANT TO ALLOT ENOUGH TIME IN BETWEEN FOR US TO TAKE OUR NOTES SO THAT WE DON'T GET OUR CANDIDATES MIXED UP.

SO I THINK, UM, GIVEN THAT MY THOUGHT WOULD BE TO A LOT 30, WE COULD A LOT TO 30 MINUTES, BUT THEN, UM, WELL I WOULD SAY 30 TO 45 MINUTES ACTUALLY.

AND THEN HAVE, YOU KNOW, LIKE, UH, THAT WILL LEAVE LIKE A 10 MINUTE WINDOW FOR US TO DISSECT THE INFORMATION THAT WE WERE ABLE TO WRITE DOWN ABOUT THE CANDIDATE, BECAUSE IT WAS SO WE HAVE WE, BECAUSE WE'RE DOING THIS, UM, ONLINE, WELL, WE CAN STILL HAVE THEM IN A WAITING ROOM I GUESS, BUT BECAUSE WE'RE DOING IT VIRTUALLY, WE JUST WANT TO MAKE SURE WE HAVE ENOUGH TIME IN BETWEEN SO THAT WE DON'T KEEP THE NEXT PERSON WAITING FOR THEIR APPOINTMENT.

RIGHT.

SO I WAS GOING TO SHARE THIS RIGHT THEN.

AND LIKE I SAID, WHAT WE, WHAT WE DO AT RIGHT PAT, RIGHT.

TO MAKE IT FAIR AND EQUAL.

RIGHT.

WE WOULD GIVE, WE WOULD TELL THE CANDIDATE.

AND AGAIN, THIS IS WHAT WE DO THERE.

RIGHT.

WE TELL THE CANDIDATE, THE FRONT HAVE BASICALLY 30 MINUTES.

RIGHT.

BASICALLY WE'LL WALK THROUGH THE QUESTIONS.

RIGHT.

BUT THEY'LL HAVE 30 MINUTES TO, SO THAT IT'S FAIR TO EVERYONE, RIGHT.

TO BE ABLE TO RESPOND TO ALL THOSE, UH, ALL THOSE QUESTIONS.

AND SO IT, MAYBE THAT'S WHAT WE DO IS SEE WHETHER IT BE 30 OR 45 IS WHAT I'M SAYING, WHAT IN 45, THAT'S FINE.

BUT SO THAT WE WILL GIVE EVERYONE EQUAL ENOUGH TIME.

I LEFT.

THEY WANT TO FINISH SOON A GREAT IT'S UP TO THEM.

RIGHT.

BUT AT LEAST GIVE EVERYONE EQUAL TIME, TELL THEM UP FRONT, YOU KNOW, 30 MINUTES, 45 MINUTES IS THE INTERVIEW TIME.

AND, UM, AH, JUST ME THROWING UP SOME THOUGHTS.

BUT THEN AGAIN, OUR INTERVIEW'S A LITTLE BIT DIFFERENT, CAUSE THEY'RE NOT REALLY INTERACTED.

WE JUST, IT'S MORE OF, THEY, THEY, THEY, WE GIVE YOU THE QUESTION AND THEN YOU ANSWER, IT'S MORE, ALMOST A ONE WAY TYPE COMMUNICATION.

AND YOU JUST TALK, WE GIVE YOU THE QUESTION, YOU ANSWER, THERE IS NO ABILITY INTERACTIVE.

UH, BUT, BUT THAT'S, YEAH, THAT'S HOW WE DO IT.

THEY'RE JUST A SHARING THAT AS, AS, AS, UH, JUST THINGS TO CONSIDER AS WHEN WE TIME, UH, DECIDE ON HOW WE WANT TO DO THIS.

ONE THING I WOULD JUST KNOW, YOU KNOW, ON THE TIMING OF THE BLOCKS BETWEEN THE INTERVIEWS, UH, WE HAVE TO BE COGNIZANT TO THAT WITH THE REMOTE MEETING, THAT IF WE FINISH EARLY, UM, THEN THERE'S GOING TO BE, YOU KNOW, DEAD TIME, UH, FOR THE, THE LIVE STREAM IN TERMS OF, UH, THE MEETINGS.

WE PROBABLY WANT TO TRY TO TAKE THAT INTO ACCOUNT TO KEEP THEM THE MEETING FLOWERING, UH, WITHOUT A LOT OF DOWNTIME IN BETWEEN THE INTERVIEWS.

AND THAT'S WHY ONE THING I WOULD SAY, MAYBE WE SHOULD IN TERMS OF FAIRNESS, RIGHT.

UNLESS THERE'S A CLARIFICATION WE NEED, YOU KNOW, WE STICK TO THE SCRIPT, RIGHT.

SO THAT IT'S FAIRNESS TO EVERYONE.

RIGHT.

AND INSTEAD OF IF WE DO A LOT MORE DIALOGUE WITH ONE PERSON OVER THE OTHER, THEN IT, I KNOW IT MAY TAKE AWAY SOME OF THAT FAIRNESS.

RIGHT.

UNLESS AGAIN, IT'S A CLARIFICATION THAT WE THAT'S REQUIRED.

THEY'RE TRYING TO EXPLAIN SOMETHING AND THAT'S JUST ONE WAY TO KEEP THINGS ON SCHEDULE.

SURE.

RIGHT.

IS WHAT I'M SAYING, SAYING, UM, TO STICK TO THE MINUTES OR 45, WHATEVER, WHATEVER ONE WOULD CHOOSE.

RIGHT.

UM, SO IF WE DO 30 MINUTES, THEN YOU'RE TALKING ABOUT TWO HOUR BLOCKS.

IF WE'RE GOING TO DO FOR EACH BLOCK, IF YOU'RE TALKING 45 MINUTES, THEN WE'RE TALKING ABOUT THREE HOUR BLOCKS SOMETIME

[00:30:01]

TO ACCOMMODATE BEFORE.

RIGHT.

QUESTIONS, 30 MINUTES IS PLENTY OF RIGHT.

AND WE DON'T HAVE A LARGE SEARCH COMMITTEE.

WE'RE NOT AS LARGE ON LIKE, WE'VE DONE MORE THAN WE'VE DONE 45 MINUTES WHEN WE'VE HAD LIKE A SEARCH COMMITTEE AT 10 PEOPLE ON THERE WHEN LIKE 12 QUESTIONS OR SO.

BUT, UM, I THINK WITH FIVE QUESTIONS WE UNLIMITED DOWN 30 MINUTES IS PLENTY.

UM, YOU'RE ALWAYS GOING TO GET PEOPLE WHO MAY TALK MORE.

SO WE JUST HAVE TO LET THEM BE COGNIZANT OF TIME.

WE CAN TELL THEM WE ONLY HAVE FIVE MINUTES LEFT OR SO, YOU KNOW EXACTLY.

YEAH.

AND THAT'S HOW WE DO IT IN OUR INTERVIEW.

SO I TOTALLY AGREE.

I THINK WE SHOULD KEEP IT TO 30 MINUTES.

I THINK THAT TO GIVE THEM ENOUGH TIME TO ANSWER ALL THE QUESTIONS AGAIN, LETTING THEM DO THE, GIVE THEM THE QUESTION OR READ THE QUESTION AND THEN LET THEM RESPOND.

AND I THINK IT SHOULD GIVE US ENOUGH TIME TO REALLY ASSESS THE CANDIDATES AND MAKE A DECISION.

SO, UM, BUT THAT'S MY TAKE.

YEAH.

I MEAN, THAT'S MY TAKE IS WE DO IT IN 30 MINUTES, 30 MINUTE TIMEFRAMES, AND THEN ALLOW OURSELVES TIME.

BY THE NUMBER OF TIMES I HAVE TO SAY, WHEN WE, WHAT WE WOULD TYPICALLY DO TO HAVE SOMETHING TO BE COUNSEL AFTERWARDS, WE WOULD, WE WOULD HAVE, UM, SO YOU'D HAVE THE 30 MINUTES MINUTES AND THEN WE MAYBE A HALF HOURS OR WHATEVER, 15 MINUTES OR SO AFTERWARDS, DO IT, DO A SCORE.

AND IF YOU LOOK, WE, IF WE DID SOMETHING, LIKE IF WE WANT TO COME UP WITH A SCORING CRITERIA FOR THE INTERVIEWS, WE COULD DO THAT.

RIGHT.

UM, I MAYBE DIDN'T HAVE THAT TIME.

WE DIDN'T HAVE THAT.

SO WE CAN, AFTER EACH, AFTER EACH, UH, YOU, WE, WE HAVE A, WE CONVENED AND HAVE A DISCUSSION AMONGST US TAKE OUT 10, 15, TWO HOURS, HOW MUCH TIME WE THINK WE NEED.

UH, WE WANT TO DECIDE ON TO DISCUSS THE CANDIDATE AND SCORE IT.

AND THEN, AND THEN, YOU KNOW, UH, SCHEDULE THE, OR AT LEAST HAVE OUR NEXT CANDIDATE COME IN WITH PREVIOUS LATER ARRIVAL.

WE'RE TO, IT DEPENDS ON HOW WE GET THIS.

ARE WE ABLE TO SCHEDULE EVERYONE SCHEDULE EVERYONE, I GUESS.

BUT, UM, BUT THOSE ARE JUST MY THOUGHTS, OTHER DISCUSSIONS OPEN ALSO.

WELL, I THOUGHT THAT'S WHAT YOU AGREED TO LAST TIME, BUT OKAY.

I DID NOT.

WELL, I KNOW THE INTERVIEW, BUT I DIDN'T KNOW, YOU KNOW, THE ACTUAL DISCUSSION AND SCORING, I GUESS, UM, TYPICALLY HOW WE WOULD DO IT, WHERE, YOU KNOW, WHETHER IT'S WITH EMPLOYEES OR WITH BOARDS AND COMMISSIONS, WE WOULD HAVE THE SCORING SHEET, UH, AVAILABLE TO THE PEOPLE WHO ARE PARTICIPATING IN THE INTERVIEWS.

AND AS THE INTERVIEW IS TAKING PLACE, THEY WOULD BE SCORED ON, ON THE VARIOUS POINTS OF, IN QUESTIONS OF THE INTERVIEW.

AND THEN WE WOULD NOT HAVE DISCUSSION ON ANY OF THE APPLICANTS UNTIL ALL THE INTERVIEWS WERE COMPLETED.

SO TO AVOID, UH, YOU KNOW, PREMATURELY JUDGING SOMEBODY IN CANNES TO, TO REVIEW ALL OF THE CANDIDATES.

SO I WOULD REALLY SUGGEST MAYBE DOING SOMETHING SIMILAR TO THAT.

AND THEN AT THE END, UH, YOU KNOW, WHETHER YOU DECIDE THAT YOU WANT TO DO THAT PUBLICLY OR PRIVATELY, THAT YOU WOULD REVIEW, UH, THOSE, UH, SCORING SHEETS AND THEN HAVE A DISCUSSION AS A GROUP ABOUT ALL OF THE CANDIDATES TO DECIDE HOW YOU'RE GOING TO NARROW THOSE 12 DOWN TO THE FIVE THAT ARE GOING TO BE RECOMMENDED FOR APPOINTMENT.

OKAY.

I SUGGEST THAT TOO.

I WOULD DO LET'S DO OUR INTERVIEWS THE THREE DAYS.

CAUSE IT LOOKS AT GOOD FOR 30 MINUTES FOR AN EACH DAY.

SO THREE DAYS, UM, DO THE INTERVIEWS.

AND THEN AFTER THE LAST ONE, LIKE HE HAD, LIKE TONY HAD SUGGESTED WE CAN THEN DISCUSS OUR FOR EVERYBODY.

BECAUSE LIKE I SAID, WE MAY PUT A BIAS ON SOMEBODY THAT WE'VE NOT EVEN HAD INTERVIEWED YET BECAUSE WE LIKED THIS ONE SO MUCH OR SOMETHING LIKE THAT.

SO I THINK TO BE FAIR ACROSS THE BOARD, UM, I LIKED THAT SUGGESTION.

THAT'S NORMALLY WHAT WE DO TOO.

WE, WE FILL OUT THE SCORE SHEETS FOR OUR SEARCH COMMITTEES AND THEN WE JUST TURN THEM IN AND THEN THEY COME BACK UP, THIS IS OUR TOP SCORES, YOU KNOW, AND THEN WE, THEN WE HAVE A DISCUSSION AFTER THAT, BUT I WOULD SUGGEST THAT I AGREE WITH, UM, YOLANDA.

I KNOW WE SAID THE INTERVIEWS WOULD BE PUBLIC.

I'M, I'M ALL FOR THAT BECAUSE I THINK PEOPLE SHOULD KNOW, UM, THOSE WHO ARE APPLYING TO BE ON THE BOARD, BUT I THINK DISCUSSION WISE, MAYBE THAT SHOULD GO INTO AN EXECUTIVE SESSION.

YEAH.

I AGREE WITH THAT.

YEAH.

YEAH.

WE MAY END UP HAVING TO DISCUSS THEM THINGS THAT THE INTERVIEWERS MAY NOT WANT.

RIGHT.

YEAH.

I AGREE.

YEP.

TOTALLY AGREE WITH WHAT YOU SAY TO ME.

OKAY.

SO IT SOUNDS LIKE WE'RE GOING TO NARROW THESE QUESTIONS DOWN AND, UM, TO THE FIVE TO FIVE QUESTIONS,

[00:35:01]

YOU HAVE SOMETHING HERE.

OKAY.

WE'RE GOING TO NARROW IT DOWN TO FIVE QUESTIONS.

WE WILL DO 30 MINUTE INTERVIEWS AND DISCUSS AFTER AT THE END OF THE PROCESS.

YEAH.

SO MY, MY QUESTION IS THOUGH, SO THE FIVE QUESTIONS, HAVE WE AGREED ON THOSE OR? OKAY, SO GUYS, THERE IS ONE, THERE, THERE WERE A COUPLE OF QUESTIONS THAT I WANTED TO SHARE.

SO WOULD IT BE OKAY IF I SHARE THOSE? ABSOLUTELY.

DID YOU SEND US THE US, DO YOU WANT TO JUST SHARE, DO YOU HAVE ON THE SCREEN? I CAN SHARE THEM ON MY SCREEN.

HOLD ON JUST A SEC.

YEAH.

I'LL STOP SHARING.

OKAY.

GO AHEAD AND SHOW YOURS ME BECAUSE I NEED TO PULL MINE.

OKAY.

DO YOU WANT ME TO SHARE ON MAY I HAVE THEM UP? YEAH.

THAT WAY I'M STILL LEARNING THIS WHOLE MICROSOFT TEAMS STUFF.

WE WERE ON SO MANY THINGS, ZOOM, WEBEX, JUST NOT LIKELY, I'M NOT A FAN OF TEAMS AS WELL.

SO HERE, HERE ARE ME.

HIS QUESTIONS ARE, THESE ARE OBVIOUSLY THEY'RE ARE GOING TO BE MORE GEARED TOWARDS LIKE HIRING FOR A POSITION LIKE WORKING IN A DIVERSITY OFFICE OR STUFF LIKE THAT.

BUT, UM, IT, I THOUGHT THESE WERE SOME INTERESTING THINGS THAT WE CAN PICK AND CHOOSE FROM.

AND I THINK ONE OF THEM, ONCE I HAVE ON HERE IS ONE OF THE COMMON ONES THAT YOU HAVE.

UM, YOU HAVE WITH YOURS.

YOLANDA IS LIKE, GIVE US A TIME WHEN YOU HANDLE THE SITUATION, DEALING WITH SOMEBODY WITH, I THINK YOU HAD THAT AS A QUESTION NUMBER SEVEN ON YOUR LIST.

I THINK THAT WE SHOULD DEFINITELY HAVE A, UM, A SITUATIONAL BASED QUESTION AND BE A SITUATION BEHAVIOR BASED QUESTION AS ONE OF OUR QUESTIONS.

OKAY.

OBVIOUSLY ON THE ONE THAT SAYS, WHAT DO YOU HAVE FOR EDUCATING STUDENTS? YOU WOULD, WE DEAL WITH STUDENTS.

SO THAT'S WHY THAT POP.

BUT YOU COULD LIKE EDUCATING PEOPLE OR BY YOUR QUESTION ABOUT HOW IMPORTANT DIVERSITY IS TO YOU.

I'M NOT SURE IF WE ADDRESS THAT.

AND THAT WAS ADDRESSED IN, IN WHAT YOU SAID.

AND I LIKED THAT THE FIRST ONE MAYBE WAS EVEN THE FIRST ONE.

HOW IMPORTANT IS DIVERSITY TO YOU AND WHAT VALUE DOES IT BRING ANY BE GOOD TO GET THEIR PERSPECTIVE? JUST ONE OF THE THINGS THAT I THOUGHT STOOD OUT, BUT I DON'T KNOW IF THAT'S CAPTURED SOMEWHERE IN THERE.

ARE THERE OTHER ONES ON HERE THAT WE WANT TO PULL OUT? NOT COVERED IN THE YEAH.

OTHER QUESTIONS.

RIGHT.

ARE YOU THERE? YEAH, I'M HERE.

I'M LOOKING.

OKAY.

I THINK, YOU KNOW, WHEN WE TALK ABOUT DIVERSITY, WE HAVE TO TALK ABOUT INCLUSION.

SO EVEN IF WE SAY HOW IMPORTANT IS DIVERSITY AND INCLUSION, SO YOU, UM, YOU KNOW, BECAUSE IT'S ALMOST LIKE YOU CAN'T HAVE ONE WITHOUT THE OTHER.

YEAH.

OKAY.

AND THEN I WAS THINKING TOO, LIKE YOU YOLANDA THAT WE NEED SOME SITUATIONS BASED OR HYPOTHETICAL TYPE OF QUESTIONS.

SO I DID HAVE A COUPLE OF THOSE ON MY, UM,

[00:40:02]

UM, THIS HARVESTING IT.

HAVE WE COVERED? ARE WE, ARE WE GOOD ON ME AS QUESTIONS NOW? YEAH.

CAUSE I THINK A LOT OF THOSE ARE KIND OF TIED INTO SOME OF THE ONES THAT YOU HAVE.

UM, HOW HAS DIVERSITY PLAYED A ROLE IN SHAPING YOUR SOCIAL STYLE? THAT'S AN INTERESTING QUESTION.

UM, SO I THINK W YOU KNOW, W ONE OF THE THINGS THAT WE WANT TO UNDERSTAND IS, ARE WE BRINGING PEOPLE TO THE COMMISSION THAT MAY HAVE BIASES? DO WE HAVE A QUESTION THAT ADDRESSES THAT BECAUSE WE ALL HAVE THEM, RIGHT.

SO, UM, HAVE YOU IDENTIFIED ANY BIASES THAT YOU MAY HAVE, OR HAS, HOW HAS DIVERSITY PLAYED A ROLE IN, UM, OR HOW HAS YOUR UNDERSTANDING OF DIVERSITY HELPED YOU MAYBE REASSESS ANY BIASES OR, I DON'T KNOW SOMETHING TO THAT EFFECT, BUT GETTING TO, GETTING TO THE, THE ROOT OF BIASES AND HOW THOSE EVEN SHAPED SOCIAL STYLES, YOU KNOW, HOW YOU THINK ABOUT CERTAIN GROUPS, HOWEVER, YOU WOULD PULL THAT TOGETHER.

BUT I THINK, YOU KNOW, BIAS IS SOMETHING THAT WE DEFINITELY WANT TO KNOW ABOUT, BECAUSE WHEN WE'RE TALKING ABOUT DIVERSITY, YOU KNOW, THOSE THINGS HAVE TO BE ADDRESSED.

SO I WONDER IF AN INDIVIDUALS TO RECOGNIZE THEIR BIAS, WILLING TO SHARE WHAT THEIR BIASES, I DON'T KNOW.

ABSOLUTELY.

ABSOLUTELY.

YEAH.

SOMETHING TO THAT.

ARE THEY EVEN AWARE, ARE YOU AWARE OF ANY POTENTIAL BIASES THAT YOU MAY HAVE AND HOW DO THOSE SHAPE YOUR INTERACTION WITH OTHER CULTURES OR SOMETHING TO THAT EFFECT? YOU KNOW, BECAUSE THE NORMAL THING IS PEOPLE SAY, OH, I DON'T HAVE ANY OF THOSE.

WELL, WE ALL HAVE BIASES, BUT IT'S BEING AWARE OF THOSE AND UNDERSTANDING HOW THOSE DO SHAPE OUR, YOU KNOW, OPINIONS AND INTERACTIONS WITH OTHER PEOPLE.

OKAY.

SO I HAVE PUT THAT ON, I ADDED THAT TO THE LIST AND WHAT I'M GOING TO DO IS I'M GOING TO JUST, UM, TAKE ARE THE QUESTIONS THAT WE'RE DISCUSSING, MAYBE ADDING, SUBTRACTING, AND, AND JUST WORK THAT NOW INTO ONE DOCUMENT.

OKAY.

WERE THERE ANY OTHER QUESTIONS I'M HERE? NOT THAT I CAN SEE ME.

AND DO YOU SEE ANYTHING ELSE ON YOUR LIST THAT YOU, I THINK WE, I THINK YOU'VE ANSWERED IT PRETTY MUCH COVERED WHAT I'VE HAD.

UM, I LIKE IT, I DON'T KNOW.

YEAH.

I DON'T KNOW WHY.

OKAY.

YEAH.

YEAH.

BUT, UM, UM, SOMETHING ABOUT, ARE YOU AWARE OF, OKAY, YOU'RE GOING TO ASK HIM TO EVEN DESCRIBE A PERSONAL SPACE THAT YOU HAVE AND HOW, UM, HOW WOULD DIVERSITY ACTION COULD CHANGE INTO WHAT I DON'T KNOW.

IT'S, IT'S REALLY, UM, I KNOW WHAT YOU'RE GETTING AT.

I'M JUST TRYING TO FIGURE OUT HOW TO ASK IT, HOW TO ASK OR DESCRIBE A TIME WHEN A PERSONAL BIAS

[00:45:02]

CAUSED YOU TO FORM AN OPINION, NEGATIVE OR POSITIVE ABOUT SOMEONE FROM ANOTHER CULTURAL GROUP OR SOMETIMES SOMETHING TO THAT EFFECT, OR MAYBE SAY, UM, YEAH, MAYBE GIVE US A TIME OR EXAMPLE WHERE, UM, WHAT IS IT YOUR, YOUR BIAS, UH, PANADOL, I'M SORRY.

THINK ABOUT, YOU KNOW, IN A PLACE WHERE MAYBE WHAT DID YOU DO WHEN YOUR, WHEN YOUR BIAS KICKED IN, WHAT WAS YOUR ACTION OR WHAT DID YOU DO WITH YOUR TIME WHERE YOU RECOGNIZE YOUR BIAS AND YOU DID, WHAT DID YOU DO AS A RESULT OF HOW DID YOU RESPOND, TRYING TO FIND THE RIGHT APPROACH TO SAY, I'M NOT SURE THAT'S WHAT YOU PURCHASE THE, I WROTE IT DOWN, BUT THIS QUESTION, ARE YOU AWARE OF ANY BIASES THAT YOU HAVE AND HOW THEY SHAPED YOUR INTERACTIONS? WHERE ARE WE COMFORTABLE WITH THAT QUESTION TO USE THAT? MAYBE HOW DO YOU SHAPE YOUR INTERACTION WITH A PERSON THAT'S FROM A DIFFERENT CULTURAL BACKGROUND THAN YOU CAN ADD THAT? BECAUSE, BECAUSE I GUESS THERE, ARE YOU AWARE, THERE'S KIND OF, I GUESS A CLOSED QUESTION AND MAYBE WE WANT TO OPEN IT UP A LITTLE BIT MORE.

IT'S A BIT, BECAUSE I THINK THE NATURAL THING FOR PEOPLE TO SAY IS I DON'T HAVE ANY BIASES, RIGHT? YEAH.

THAT WAS MY POINT OUT THERE.

YEAH.

SO WHAT BIASES DO YOU HAVE? YEAH.

AND WE'RE ASSUMING THAT EVERYBODY HAS THEM, RIGHT.

CAUSE WE DO.

UM, BUT HOW DO THOSE BIASES SHAPE YOUR INTERACTIONS WITH OTHER CULTURAL GROUPS? SO WE ARE TRYING TO MEASURE, ARE THERE TELL ME WHAT WE'RE TRYING TO MEASURE IN TERMS OF HOW GOOD OF A FIT THEY ARE FOR THE COMMISSION.

SO IF A PERSON SAYS TO US, I DON'T HAVE ANY BIASES, I WOULDN'T THINK THEY WOULD BE A GOOD FIT FOR THE COMMISSION.

UM, BECAUSE WE ALL HAVE BIASES.

AND THE GOAL OF OUR COMMISSION IS TO HELP.

ONE OF THE GOALS WOULD BE TO HELP PEOPLE RECOGNIZE THOSE BIASES AND TO UNCOVER THOSE AND TO LEARN HOW TO INTERACT WITH OTHER PEOPLE WHO MAY NOT BE LIKE YOU OR I, AND SO WHEN WE SAY WE DON'T HAVE BIASES, SO HOW DO YOU MEASURE THAT? SO SOMEONE SAYS THEY DON'T HAVE BIASES.

MAYBE IT WOULD BE ONE SCORE, BUT IF SOMEONE IS AWARE AND ABLE TO, YOU KNOW, BE OPEN AND TRANSPARENT.

YEAH, I HAVE, I DO HAVE BIASES AND HERE'S WHAT THEY ARE.

AND THIS IS WHAT I'VE DONE TO, TO WORK ON THOSE.

OR HERE'S HOW IT IS IMPACTED ME BECAUSE WE WANT PEOPLE TO BE TRANSPARENT AND HONEST.

WE KNOW THAT BIASES IMPLICIT OR EXPLICIT OR WHATEVER THEY EXIST.

UM, BUT WE DON'T WANT SOMEONE SAYING, I DON'T, I DON'T HAVE ANY BIASES CAUSE WE WOULDN'T BE THIS COMMISSION WOULDN'T BE FORMED IF THAT WASN'T AN ISSUE.

UM, SO WE'RE MEASURING, UM, IN THAT SITUATION, YOU, YOU HAVE SKILLS AND ABILITIES, BUT ONE'S AWARENESS OF, YOU KNOW, MAYBE SOME AREAS OF WEAKNESS OR AREAS THAT MAYBE THEY NEED TO, TO, TO WORK ON AWARENESS.

UM, OKAY.

WHERE MIA, WHAT ARE YOU THINKING? I KNOW WE WANT IT TO BE OKAY.

[00:50:03]

I DON'T KNOW IF WE JUST GO INTO TOO PERSONAL.

I CAN UNDERSTAND.

I'M I'M TRYING TO WORD ON HOW, UM, INSTEAD OF LIKE, WHAT VERSES, UH, CAN YOU GIVE EXAMPLES THAT MAY SEEM TO GIVE THEM ONE, YOU KNOW, INSTEAD OF MULTIPLE, LIKE WHAT, WHAT PERSONAL BIAS WOULD YOU HAVE AND HOW DOES THAT EFFECT? AND THEN WE CAN GO FROM THERE.

I DON'T, I DON'T KNOW.

I JUST, DON'T, IT'S A QUESTION THAT I'VE NEVER HAD ON AN INTERVIEW.

SO I'M NOT SURE ON HOW TO WORD, WHERE THAT I UNDERSTAND WHAT RHONDA IS COMING FROM BECAUSE EVERYBODY HAS A BIAS.

SO YOU'RE FIRST AS I DON'T HAVE ONE, YOU GOT TO BE AWARE OF WHAT YOU'RE DOING IS WHEN YOU'RE SITTING IN DIVERSITY, DIVERSITY ARENA, I MEAN, YOU'VE GOTTA BE AWARE THAT YOU DO HAVE SOME BIASES AND HOW OTHER PEOPLE INTERACT.

YOU COULD EVEN SAY, UM, WHAT AWARENESS DO YOU HAVE ABOUT POTENTIAL BIASES OR WHAT, GIVE AN EXAMPLE OF A PERSONAL BIAS THAT YOU HAVE, RIGHT? IT HAS SHAPED YOUR INTERACTIONS WITH OTHER CULTURAL GROUPS.

SO MAYBE GIVE AN EXAMPLE OF ONE, SOME PEOPLE MAY HAVE FIVE, RIGHT.

AND IF THEY WANT TO SEND THOSE.

YEAH.

BUT I THINK FOR US, GIVEN THE DIRECTION THAT WE'RE GOING IN, WE WANT PEOPLE THAT ARE AWARE THAT THEY HAVE BIAS AND THAT BIAS EXISTS.

AND THAT'S ONE OF THE REASONS THAT THIS COMMISSION WAS FORMED IS BECAUSE WE WANT TO UNCOVER THOSE AND WE WANT TO BRING OUR COMMUNITY TOGETHER.

RIGHT.

CAUSE YOU GOTTA BE AWARE THAT IT'S MORE THAN JUST THEIR GROUP.

SO YEAH.

THIS IS GOING TO BE COMMISSIONED.

THAT'S GOOD.

THAT MAY AFFECT UNITY.

PEOPLE REPRESENT A GROUP.

SO LIKE, SO THEY WOULDN'T REALIZE THAT I TOTALLY GET WHAT RHONDA IS SAYING.

SO IT WAS LIKE, GIVE AN EXAMPLE OF A BIAS THAT YOU HAVE THAT MAY AFFECT OTHER GROUPS.

OH, THAT'S IT? I THINK THAT'S IT.

SO WE'LL TAKE THE COMBINED NUMBER TO GIVE AN EXAMPLE THAT HOW IT MAY AFFECT AND HOW DIVERSITY AND INCLUSION OR, UM, PLAY A ROLE IN MAKING, WRITING.

I THINK IT'S CHANGE HOW TO HELP YOU OVERCOME CHANGE.

SO I'M LIKE THAT.

SAY THAT AGAIN.

MIA, YOU BREAKING UP.

OH, YOU CAN SAY, GIVE AN EXAMPLE THAT YOU HAVE THAT MAY AFFECT YOUR INTERACTIONS WITH OTHER CULTURAL AND THEN COMBINE THE, HOW HAS, BECAUSE EVERYBODY THAT WE'RE BRINGING IN HAS EXPERIENCE WITH, I THINK THAT'S THE TOPIC.

MAYBE.

HOW HAS YOUR EXPERIENCE WITH DIVERSITY AND INCLUSION PLAY A ROLE IN MAKING, BRINGING OUT YOUR AWARENESS OR MAKING PAIN OR THAT FINE, OR HOW, HOW, UM, DIVERSITY, YOUR EXPERIENCES WITH DIVERSITY INCLUSION? SO WE'RE COMBINING TWO AND THREE.

WHY IS IT A GOOD, WE'RE TRYING TO GET IT DOWN TO NOT TOO MANY QUESTIONS, RIGHT? WHERE REMEMBER STILL THE QUESTION, EVEN THOUGH WE HAVE IT UNDER ONE BULLET, LET ME ASK THIS QUESTION.

UM, I DON'T KNOW IF THIS MAKES IT OR NOT.

I, I DO REALLY WANT TO, I KNOW I SAID TO ME, WE'RE LOOKING AT YOUR COMMENTS WITH LOOKING AT COMMENTS.

DO WE, DO WE NEED TO AT LEAST LOOK AT THE ONES THAT, I MEAN, THE ONES THAT FIRST OF ALL, THE ALARM IS ALREADY SENT OUT AND SAY, LET'S KEEP THIS, LET'S DELETE THIS.

IT'S ALL ABOUT WHAT WE HAVE LEFT.

RIGHT.

AND WE NEED TO FEEL WHETHER IT BE FROM SOMETHING, FROM BOND OR ME, I'M JUST SAYING, WE WANT TO GO THROUGH THE, THE CORE, YOU KNOW, THIS, THE INITIAL SET OF QUESTIONS WANT TO KEEP OR DELETED.

[00:55:01]

SO THEN WE CAN IDENTIFY WHAT WE HAVE ROOM TO ADD.

WHAT CAN WE SAY? WE'RE GOING TO DO FIVE QUESTIONS.

RIGHT.

SO WHAT, WE TRIED TO LINE QUESTIONS UP UNDER THE DIFFERENT CATEGORIES.

RIGHT.

UM, SO I'M JUST TRYING TO SEE IF THERE'S A, MAYBE ANOTHER WAY.

UM, I MEAN, I LIKE THIS IDEA OF HAVING SOME EXAMPLE, RIGHT? YEAH.

I THINK WHAT WE WERE TRYING TO DO WAS TO INCORPORATE, UM, ALL OF OUR THOUGHTS INTO THESE INTERVIEW QUESTIONS AND THEN GO BACK AND SLASH QUESTIONS TO USE BECAUSE WE HAVEN'T GOTTEN TO RUN THOSE QUESTIONS YET EITHER.

SO WE NEED TO HAVE A LIST, BUT I'VE ONLY GOT A FEW THAT I WANT YOU ALL TO LOOK AT FROM THE LIST.

SO, UM, AND THEY SPEAK TO COMMITMENT.

CAUSE THAT THAT'S SOMETHING THAT IS HUGE FOR ME.

AND TONY KNOWS, AND I'VE ADDRESSED THIS, YOU KNOW, WE WANT PEOPLE, PEOPLE CAN SAY THEY HAVE ALL KINDS OF EXPERIENCE, BUT AT THE END OF THE DAY, THIS IS A BOARD THAT'S GOING TO REQUIRE WORKERS.

SO REGARDLESS OF WHAT YOUR EDUCATION, I DON'T CARE ABOUT PHDS AND ALL OF THAT.

ARE YOU WILLING TO ROLL YOUR SLEEVES UP AND DO THE WORK? CAUSE IT'S GOING TO BE, IT'S GOING TO BE A LOT FOR US TO DO.

RIGHT, RIGHT.

COULD YOU, UH, CAPTURE THAT UNDER, UM, I'M LET ME JUST DO THAT NUMBER FOUR.

WELL, I DON'T KNOW IF YOU COULD DO THAT.

WHAT WOULD YOU LIKE TO ACCOMPLISH AS A MEMBER OF THE COMMISSION AND WHAT IS YOUR COMMITMENT OR, UM, RATHER, DID YOU HAVE A QUESTION ON YOUR LIST? THAT'S EXPOSED TO THAT? YES IT'S, IT'S IT'S THERE WAS ONE ON MY LIST.

UM, I'M GOING TO STOP SHARING WANDA AND LET YOU, LET ME HEAR HOW IMPORTANT IS DIVERSITY TO YOU AND WHAT VALUE DOES IT BRING? WE COULD PUT THAT ONE IN ENGLISH.

UM, TELL US ABOUT YOUR UNDERSTANDING.

YEAH.

YEAH.

THE THING THERE, WHEN, WHEN WE'RE ASKING THEM TO TELL US THEIR UNDERSTANDING, ARE WE GOING TO ASSUME THAT THEY'VE HAD TIME TO READ THE LEGISLATION, UH, OR THAT THEY UNDERSTAND WHAT THE PURPOSE IS? BECAUSE DIVERSITY IT'S THE DIVERSITY AND CULTURE AND CITIZEN ACTION COMMISSION, BUT THERE'S SPECIFIC THINGS THAT WE ARE, UM, GOING TO BE HANDLING AND THAT'S SPELLED OUT IN OUR PURPOSE.

SO DO WE NEED TO, IN SOME WAY, JUST LIKE ON A JOB INTERVIEW, TELL ME WHAT YOU KNOW ABOUT THE COMPANY.

UM, CAN WE, IN SOME WAY ASK, YOU KNOW, HAVE YOU HAD TIME TO READ THE PURPOSE OR TO INCORPORATE THE WORD PURPOSE? DO YOU UNDERSTAND THE PURPOSE OF THE COMMISSION? UM, HAVE YOU HAD TIME TO RESEARCH THE PURPOSE OF THE COMMISSION OR SOMETHING TO KNOW HOW MUCH PREP WORK HAVE THEY DONE KNOW EXACTLY WHAT WE'RE DOING? RIGHT.

THAT'S, THAT'S WHAT THIS QUESTION GETS TO BECAUSE WE WANT TO MAKE SURE THAT THEY HAVE AND UNDERSTAND JUST LIKE A JOB WHEN YOU APPLY FOR A JOB, YOU SHOULD KNOW WHAT THAT JOB IS ABOUT.

YOU SHOULD KNOW WHAT THE DUTIES AND THE RESPONSIBILITIES ARE OF THAT JOB.

YOU SHOULD HAVE DONE YOUR RESEARCH, RIGHT.

SO WE WANT TO KNOW HOW MUCH DO YOU KNOW ABOUT THIS COMMISSION? IS IT EVEN IN LINE WITH WHAT, WHAT YOUR PERCEPTION IS? YOU KNOW, ISN'T IT, WHAT DO YOU THINK? RIGHT, RIGHT.

YEAH.

THAT'S WHY, THAT'S WHAT I'M SAYING.

HE, I THINK BY, I MEAN, BOTH OF YOUR POINTS, RIGHT? WE WANT TO MAKE SURE THEY HAVE A GOOD UNDERSTANDING, UH, OF WHAT THE COMMISSION IS AND WHAT ITS PURPOSE IS.

AND THEN WHAT IS THEIR LEVEL OF COMMITMENT TO SERVING THAT PURPOSE? RIGHT.

I MEAN, THAT'S NOT A PART THAT YOU WERE MAKING A LOT OF.

RIGHT.

YOU KNOW, WANNA MAKE SURE YOU UNDERSTAND WHAT IT MEANS OR WHAT IT, WHAT THE PURPOSE IS.

AND THEN WHAT'S YOUR LEVEL OF COMMITMENT TO SUPPORT THAT.

CAUSE, AND THEN WE COULD ASK RHONDA YOUR QUESTION ABOUT THE COMMITMENT ONTO THAT SECTION AND UNDER QUESTION TWO, LIKE, ARE YOU AWARE OF THE TIME, YOU KNOW,

[01:00:02]

AND ALL THAT, THE TIME TO TAKE THINGS THAT WAY.

SO THEY'RE AWARE.

I DIDN'T KNOW IF YOU HAVE A QUESTION, HOW YOU SPECIFICALLY RIGHT NOW, UM, IT'S, IT'S ONE BIT SHEET OF MINE.

IT'S A COMMITMENT QUESTION, BUT WHAT ERIC JUST SAID, YOU KNOW, WHAT IS YOUR COMMITMENT? AND I THINK YOU HAVE TO JUST ASK THAT QUESTION AND NOT ASSUME THAT BECAUSE PEOPLE ARE APPLYING FOR BOARD, THEY UNDERSTAND THE LEVEL OF COMMITMENT THAT YOU KNOW IS ENTAIL.

UM, FIND THE LEVEL.

I MEAN, IT'S NOT LIKE MAYBE SOME JOB WILL BE 50% TRAVEL OR TO BE 40 HOURS A WEEK.

I MEAN, WE CAN'T, YOU KNOW, IT'S NOT LIKE WE'VE DEFINED WHAT THAT IS.

RIGHT.

BUT WE JUST WANT TO KNOW THAT THEY ARE, AND THEN LET'S, WE'RE GOING TO DEFINE SOME OF THAT.

OBVIOUSLY WE'LL HAVE MONTHLY MEETINGS AND WHAT HAPPENED OTHER THAN ME, I DON'T KNOW.

WE HAVEN'T DEFINED WHAT THAT A LEVEL IN TERMS OF HOURS OR WHAT HAPPENED, BUT, BUT WE'D BE WANTING TO GET A FEEL FOR THEM WHAT THEIR ENERGY LEVEL IS.

RIGHT.

AND THE FACT THAT THEY'RE WILLING TO PUT THE TIME AND ENERGY INTO, TO SUPPORT THIS CAUSE AND THE PURPOSE.

RIGHT.

SO I THINK IF THEY CAN EXPLAIN THAT, YOU KNOW, UM, WELL ENOUGH, IT SAYS THAT IT GIVES US SOME CONFIDENCE THAT, YEAH, THEY'RE REALLY SERIOUS ABOUT THIS, BUT THEY HAVE THE PASSION.

RIGHT.

WE'RE TRYING TO, YOU KNOW, IF YOU HAVE PASSION FOR SOMETHING, THEN WE KNOW YOU'RE GOING TO PUT THE TIME IN.

RIGHT.

SO THAT'S WHAT WE'RE TRYING TO ASSESS THEIR PASSION FOR THIS.

OKAY.

WE HAVE EXACTLY 10 MINUTES LEFT BAGS.

YEAH.

SO YOU, LET ME SHARE MY SCREEN REAL QUICK OBTAINS.

THIS IS NOT MY FRIEND.

SO LET'S SEE IF IT'S GOING TO PLAY NICE TODAY.

DO YOU GUYS SEE IT? NO.

YES, YES.

OKAY.

SO I PULLED THIS OFF OF THE NORTHERN ILLINOIS UNIVERSITY'S WEBSITE, AFFIRMATIVE ACTION AND EQUITY COMPLIANCE PAGE THERE.

THESE ARE SAMPLE INTERVIEW QUESTIONS, NUMBER SIX, UNDER COMMITMENT TO DIVERSITY DEALS WITH MINDSET, ATTITUDES, AND PHILOSOPHY.

SO IT DOES ASK WHAT DOES IT MEAN FOR YOU TO HAVE A COMMITMENT TO DIVERSITY? HOW HAVE YOU DEMONSTRATED THAT COMMITMENT AND HOW WOULD YOU SEE YOURSELF DEMONSTRATING IT HERE? I LIKE THAT QUESTION.

I DO.

I LIKE THAT QUESTION.

AND THEN THERE WAS A NUMBER LET'S SEE.

NUMBER SIX UNDER HYPOTHETICAL SITUATIONS.

UM, HOW WOULD YOU ADVOCATE FOR DIVERSITY INITIATIVES WITH INDIVIDUALS WHO DON'T SEE IT AS VALUE? ALL THAT? NO, I LIKE THAT ONE TOO.

ONLY BECAUSE I KNOW MY EXPERIENCE WITH THIS COMMUNITY.

THIS IS, THIS IS, UH, THIS WOULD BE, UM, I THINK IT'S A GREAT QUESTION BECAUSE, UM, I DON'T KNOW IF MY OWN USING MY OWN PERSONAL EXPERIENCE WHEN I ANNOUNCED, WHEN I TOLD PEOPLE THAT I WAS ON THIS COMMISSION WAS, OH, WE DON'T NEED ANY MORE OF THIS.

WE DON'T, YOU KNOW, FROM CERTAIN GROUPS.

SO HOW DO WE HANDLE THAT? SO THAT'S A GREAT, I THINK WHAT, WHAT NUMBER WAS THAT LONDA? UM, IT WAS NUMBER SIX UNDER HYPOTHETICAL SITUATIONS.

I'M GOING TO SEND THIS TO YOU, YOLANDA.

UM, BUT I, AND THEN I CAN, IF YOU WANT ME TO, I CAN CIRCLE.

I'VE ALREADY GOT IT ON MY LIST.

IT OKAY.

OH, WONDERFUL.

THEN THE OTHER ONE WAS NUMBER SIX.

WHAT DOES IT MEAN HERE? AND IT WAS UNDER COMMITMENT TO DIVERSITY.

I DEALING WITH MINDSET, ATTITUDES AND PHILOSOPHY.

OH, WHAT DOES IT MEAN FOR YOU TO HAVE A COMMITMENT TO DIVERSITY? HOW HAVE YOU DEMONSTRATED THAT COMMITMENT AND HOW WOULD YOU SEE YOURSELF DEMONSTRATING IT ON THIS COMMISSION? I THINK WE HAVE TOO MANY QUESTIONS TO GO WITH THIS FIVE, TO BE HONEST, I THINK, UM, I THINK IT'S IMPORTANT TO ASK THESE QUESTIONS.

LET ME SEE TOMMY.

WE HAVE TO BE OUT OF THIS ONE BY FIVE 45, CORRECT? PROBABLY FIVE 50 AT THE LATEST.

OKAY.

IS THERE BECAUSE

[01:05:01]

I DON'T SEE US NARROWING THIS DOWN IN THE NEXT FIVE MINUTES.

UM, CAN, ARE WE ABLE TO SEND OUT THE LIST OF PROPOSED QUESTIONS AND THEN HOW WOULD, HOW WOULD WE DO THAT TO ME? WELL, UM, YOU CAN DISTRIBUTE A LIST BASED ON THIS DISCUSSION OR I CAN DISTRIBUTE THOSE BASED ON, BUT THERE CAN'T BE DISCUSSION BACK AND FORTH ONLINE OUTSIDE OF A PUBLIC MEETING.

SO YOU WOULDN'T BE ABLE TO GO BACK AND FORTH WITH EACH OTHER ON IT, BUT WE'RE GOING TO ASK THIS, LET ME ASK THIS QUESTION THEN.

COULD WE DO JUST LIKE WHAT WE DID WITH THE CANDIDATES LET'S TO SAY, SEND OUT ALL THE QUESTIONS AND THEN WE JUST CORE THEM AND THEN SEND THEM BACK TO YOU, TONY.

AND THEN BASED ON THE SCORING OF THE QUESTIONS WE TAKE THE TOP FIVE, I DON'T KNOW, IS THAT AN OPTION THERE THEN? I SORTA THINK YOU COULD GO A LITTLE PAST FIVE JUST BASED ON MY EXPERIENCE.

YOU DO GET SOMETIMES PEOPLE WHO TALK A LOT AND TAKE UP A LOT OF TIME ON EACH QUESTION, BUT THEN THERE'S OTHER PEOPLE THAT DON'T EXPAND A WHOLE LOT.

AND IF YOU CAN FIND THE MIDDLE GROUND, I MEAN, I'M THINKING MAYBE SIX OR SEVEN QUESTIONS COULD BE POSSIBLE WITHIN THE 30 MINUTE TIMEFRAME, SO, OKAY.

SO YOUR QUESTIONNAIRE, LIKE WE COULD DO SOMETHING LIKE THAT.

IF THAT'S WHAT YOU GUYS WANT TO DO.

UM, IF, IF YOU KNOW, THE GENERAL IDEA COULD BE AGREED TO, UM, AND THEN, UH, YOU, AND IN, I COULD, YOU KNOW, FINALIZE THEM INTO A FORMAT, UH, OUTSIDE OF THE MEETING.

IF EVERYONE WAS COMFORTABLE WITH THAT, IF YOU KNOW, YOU COULD DECIDE THAT THESE ARE THE TYPES OF, YOU KNOW, THE AREAS OF FOCUS THAT YOU WANT TO HAVE AND THE QUESTIONS WE COULD TRY TO WORD SMITH I'M IN GROUP, UM, UH, AND RATING AREAS.

SO WHAT WE CAN DO AS, JUST AS, AS A SUGGESTION, I DON'T KNOW IS, UM, WE, WE ALREADY KNOW WHO WE'RE GOING TO IDENTIFY TO INTERVIEW.

SO MAYBE WE CAN SET THE TIME RIGHT NOW OF WHAT DATES WE'RE GOING TO DO THOSE INTERVIEWS.

SO THAT'S THE, SO THE STAFF CAN START MAKING CALLS AND MAKING THOSE ARRANGEMENTS.

AND THEN MAYBE WE CAN DO, IF IT'S POSSIBLE TO DO ANOTHER MEETING BEFORE THE INTERVIEWS TO FINALIZE THE QUESTION.

YES.

YEAH, RIGHT NOW WE GOT ONLY TIME ENOUGH TO REALLY SET WHAT DATES WE NEED TO SET INTERVIEWS AND THAT CAN GET THE STAFF WORKING ON, I'M CALLING THOSE APPLICANTS TO SET THAT UP AND THEN WE CAN SET ANOTHER DATE FOR US TO, TO ANOTHER MEETING TO TALK ABOUT QUESTIONS.

SINCE NOW WE HAVE THIS IDEA AND RHONDA, IF YOU COULD SEND THIS TO ME TOO, THIS IS, I LOVE THIS LIST.

I WILL GOING TO BE INCORPORATING SOME OF THIS AT WORK.

SO YES, MA'AM DIDN'T WE WANT TO SEND OUT THE LIST THAT WE DEVELOPED TODAY.

AND SO EVERYONE HAS THAT TO REVIEW, TO DISCUSS FOR NEXT WEEK.

OKAY.

NUMBER 23 ON THERE, YOLANDA, THAT WAS THE LAST ONE THAT WAS A PERFORMANCE OR EXPERIENCE QUESTION NUMBER 23.

OKAY.

AND YOUR EXPERIENCE, WHAT ARE THE CHALLENGES FACED BY MEMBERS OF MARGINALIZED GROUPS? OKAY.

ALL RIGHT.

SO, UM, SO WE ARE FINISHED WITH THAT THEN THE ITEM.

SO DO WE NEED TO MAKE A MOTION TO TABLE THAT FOR NEXT? NO, IT WILL JUST, UH, NOTED AND WE'LL INCORPORATE IT INTO THE AGENDA FOR THE NEXT MEETING.

OKAY.

ALRIGHT.

SO OUR LAST NEW BUSINESS IS THE SCHEDULE, RIGHT.

OKAY.

SO, UM, KEEPING WITH THE SCHEDULE THAT WE TALKED ABOUT, ABOUT DOING