David led a discussion about the goals proposed at the last meeting. Rachel suggested we begin with a developing a recruitment process. Carlos inquired about the thoughts of the rest of the board regarding the vetting process and board assessments, as he had to leave early. Rachel relayed their feedback and her thoughts on adding these assessments. Tom Moran has dug into the assessment process with BoardOnTrack. Aaron expressed concern at the timing of each assessment, to which Tom agreed. He summarized his conversation with Melissa and the useful information he gained from it regarding the functions of the tool. Rachel explained the board's experience using the assessment tools in the past, which was a couple years ago. Tom offered to dive deeper into the test to understand it's time commitment and value - the "grunt" work. Aaron was supportive of the idea. Preliminary concerns include the lack of customization for these assessments and sheer number of tools that may not all be useful. Tom provided a potential timeline to provide recommendations to the board. Tom expressed, to the agreement of others, that getting a organized using these tools will help in preparation for expanding the school. 

Discussion moved to goal one around the nomination process. David inquired to the size of the board, bylaws state that it should be between 7-15 members, currently at 13. Accounting for potential attrition, recruiting could target 2-3 new members to be brought on in the June annual meeting. Rachel suggested part of goal one, or as a new goal, would be retention and engagement of current board members. David suggested rotating board members between committees to keep fresh perspectives in each committee, using Finance committee as an example, which is full of members with relevant backgrounds. David took from this conversation that part of governance expanded role would be to engage members whose terms are expiring and glean feedback on their experience, thoughts, and preferences on their roles, especially regarding their placement on committees. Rachel expressed that this would need to happen starting in the middle of the year to prepare for the annual June meeting. Goal #3 will be retention and engagement of new board members. Aaron suggested as a recruitment strategy would be to identify community activists and particularly those who ran for local school committees and city councils.