Heidi presented Item A, the Excel Onboarding Checklist, which was developed in response to the board's evaluation at the end of the previous year.

• Purpose: The checklist is a tool designed to streamline and track the onboarding process for new board members.
• Function: It ensures that new members are fully informed of all expectations and key information outlined in the manual. It also provides an opportunity for new members to ask questions and acknowledge that they have reviewed the required material.
• Current Status: This is presented as a draft checklist, and Heidi requested input, opinions, changes, or edits from the board members before finalization.

Lauren provided tech training on essential Gmail organizational tools and crucial cybersecurity measures, addressing a board goal for improved technology proficiency.

1. Gmail Organization

• Search and Star: Use the search bar for refined keyword searches. Starring emails collects important messages in one place.
• Labels (Folders): Create and color-code custom labels to easily organize and categorize emails, reducing inbox clutter.
• Manage Subscriptions: Use the Manage Subscriptions feature (under "More") to quickly mass-unsubscribe from unwanted commercial emails.
• Settings: Customize inbox view (density, type) for personal preference.
• Multiple Accounts: Easily switch between different organizational emails by clicking the profile icon in the top right corner.

2. The Shield: Cybersecurity

• Strong Passwords: Use the Three-Word Rule (three random words + number + symbol) to avoid weak passwords based on personal info.
• Phishing Warnings: Be suspicious of emails requesting passwords or money, using an urgent tone, or coming from slightly misspelled or odd email addresses. Always verify the sender directly before clicking links or acting.
• Two-Factor Authentication (2FA): Recommended setting up 2FA for all accounts, as it provides a second layer of security (e.g., a code sent to your phone) to ensure logins are legitimate.
• Safety Habit: Contact the IT helpline (Lauren) if any email or situation feels suspicious.

Megan presented the comprehensive recruitment and vetting process for the next Chief Business Officer (CBO), following the upcoming retirement of the current Director of Business Services, Joe Sorerra, in June 2026.

1. Importance of the CBO Role

The CBO is considered the most critical operational executive, serving as the financial steward of the school. The role is vital for ensuring financial viability, strategic resource alignment, mitigating risk, and maintaining trust across all stakeholders.

2. Recruitment Process Overview

The school is utilizing an in-depth, strategic recruitment process:

• Review: The process began with a thorough review of the job description, ensuring that the duties, compliance metrics, mission, and vision are still relevant and valid for the school's current operations.
• Advertising: The position was strategically advertised through trusted and reputable educational partnership channels to attract top talent, enhance visibility, and support diversity goals.
• Vetting: Applicants went through preliminary interviews and a final selection process.

3. Applicant Pool and Vetting Success

The recruitment effort yielded a strong pool of candidates:

• Initial Pool: Five applicants met the minimum qualification requirements.
• Preliminary Interviews: Three of those applicants advanced to the preliminary interview rounds.
• Finalists: Two applicants were selected to advance to the final in-person interview rounds.
• Qualifications: Both finalists have diverse experience in classroom, flex-based learning, and district-level financial environments. They are experienced in managing large budgets and committed to compliance.

4. Final Selection Steps

To ensure a rigorous and unbiased final selection, a key component has been added:

• Project-Based Interview: Both finalists were extended a project-based component where they must present a strategic solution to a complex budgetary scenario, addressing expenditure and revenue growth, as if the interview panel were the Board of Directors.
• Goal: This project allows applicants to demonstrate their expertise, strategic thinking, and problem-solving techniques based on performance, helping to mitigate external bias.
• Megan concluded by requesting the board's continued partnership as they move toward the final selection and transition to the new CBO.