apartment he was one of the founding members of st mike's fire and rescue a longtime member of the essex junction fire department painting first assistant chief frank essex fire department chief program organizer only thousands and he's been involved various of the fire science and fire service activities in this week background is also a nice guy and it is generally well respected throughout her community and works well with consolidation this is really a line i choose that word a level because that's the historic in the folklore word that has the most sense what we're doing how it differs from what's been done in the past is we're starting with the mining areas  talking about for is getting to the permits together going from duplicated to single going from two to one to two fire departments are going to probably from the few chiefs looking just a general sense in terms of looking at aligning consistency through best practices in implementation are we looking at something that is anticipating something as a doing the same thing as close as possible but they're still within the overall framework of a guy so there won't be anything really crazy about you know fire trucks going to leave with only two firefighters on instead of all the seats f have pretty much the same view as charlie stated really with the fire service we operate very similar so it's a matter of really just refining what we do to we'll i'm sorry colander i didn't read the article i don't know what was in it but you understood the difference between aligning budget with rebuilding to the problem peter you look like each department is currently doing and what we've done in the past and taking a critical look at it now to say are there ways to make some minor changes in our operational procedures to improve on what we're doing and so that there's more consistency in areas that need more consistency between the departments to make a seamless operation more efficient and in some cases more say it really doesn't go beyond that and it isn't to increase any expectations of anything then i think the term alignment you know alignment best practices of each department to work not want to be the person to tell them they are emerging i would want it to be something that comes from within and i wanted to be just the chief saying hey i just kept on saying and saying i want to hear it from every person who is part of this fire services able to have some sense made of it yourself bring a little bit of that managerial review to it and you know money is hard to come by so we want to be sure that it's spent but also looking at and then finally there's going to be a citizen panel and the overall approach is john wants to have about twenty to thirty pool of twenty to thirty candidates to choose  backgrounds and people gender age how he's going to tell that five year viola's i'm not sure but somehow or other he'll figure it out and that's why we hire him he's a pro but we talked about this and frankly one of the things that we know is we had a relatively low turnout for our survey i think it was up to about fifty people had taken the online survey even though we had repeatedly advertised in local media we just didn't get that giant turn or not we're interested in why more people are interested in helping us recruit a new manager i don't know but we can figure that out maybe just isn't just the time of year but anyway in discussing it he thought it would be a good idea for for all of us to try to recruit people as well and we volunteer was perhaps each one of us each board as he said he is going to tell people you know for example when you ask you might have there might be eight or ten questions some people some candidates may be particularly winded and you might not get through the entire process and then there's going to be as we see there was also we were talking about setting up poor so that once they're done because it's only then for the rest of the day or for the people who are going in the afternoon they'll get a reasons we thought that if we just showed up on friday morning and we were told yesterday panels interviews six people yesterday and they decided that these are the three day you'll be and some of us might have said we would have liked to have seen all six we probably would like i know that we're not completely comfortable that it as much as we trust the panel but we might might just want to have some input ourselves or some s the ideal candidate that we thought or someone who looked really interesting that we wanted to put in the mix got rejected so we wanted to have next and i thought it might be important for us to have some kind of overview of the us that based on his experience we will we will agree with the decision of him nevertheless we are different here and so we decided we would still like to have  will sit in on the professional help to yeah on friday we will not ask questions we will not make comments we will just observe the process don but that would be the best one because those who those are the folks will be here so we would have to convene this in executive session where all executive sessions we go into it and then come out of executive session leave and then we will go off somewhere at the end of the day on friday the three panels will convene and from near discussion they will select the three candidates that they believe should be passed on to the to the select ward of the trustees the next day they will tell us so that we will have guy and to make sure that again no inappropriate questions are asked we might ask something that i os that we might think is perfectly innocent but you know you should be asking and so that's how it goes where he anticipates for that day is that if we start at eight thirty in the morning on saturday and we interview three people we should be wrapped up by eleven thirty or noon some time and then what however long the pace of the race if we can work for both agreed with the three choices that or whatever number of it there was he saying that he's never had a situation where a board has come before the off the obvious choice than the others but you're getting two others that are kind of ok but there's no sense in if there are a couple of people that you can just clearly eliminate there's no sense and putting them in putting us through a day long int click oh yeah it makes perfect sense but it's one of those things where you know really good intentions might not getting you what you want you know so there was that part about having to citizens letting them do their part and the other thing is for a minute you're also doing a double type of thing and maybe not even equally because some people can't be there would be here the you know candy was saying like well just stick with the original this yeah yeah i'm happy that you aren't going to that you know it's just a professional once you've been happy about that too because sometimes it does change the dynamic and they talk to family but this is worst case scenario and i have seen it happen but i have seen it where it gets to the point where the top three in a recruitment are next by the final hiring people so you could always get a choice to go for five do is just make sure first of all that my bullet point is accurate and then maybe elaborate on this in now that we had telling you when i think when we introduced this there were different thoughts about how we should proceed should we have try to have a joint meeting in march when we talk about governance should we have it in this kind of a setting or should we have it in some kind of a less formal say on a saturday so how should we approach this and then that you put these notes together george i am really looking forward to having a very in depth conversation with words i'd like to recommend that we do have some time off site work session with the public but not around using table but rather we're all in a room together working you know how you conversation i think it would be smart to have this conversation to sell it to a high somebody who has expertise in local government that so i would like to feel like look at this list of questions and start pulling together some research that we can all start reading just think about between now and then and then the closer we get to the day we put together an agenda well i can i can but what i could probably do is just try to maybe if we have a joint maybe it'll get to the point where we will bring you some decision making but i think what we can do next and i could do with your commission is that we can try to get some names  there's an end to all opportunity that managers have and even those who are in i c u male with a little bit more to go to oneself to says he's here where areas do you feel that you would like to learn more about and particularly if it's something that's going on in the jurisdiction then you have enough to go and learn about what's going on moreover and for me far more importantly if you bump into people who have already done what you're working on are various groups that are identified in this i see of a university is probably relevant in some way shape or form now to make the form technology well if you figure out a way to get caught up here a little bit because we want access to you that way as well and although it would probably cringe a bit i would say well the next day i see him a conference i'll see what they have  just something locally the sampling code for example i would do that so that would be the kind of constructive area focused skillset development that would take place th the questions that you're going to be getting to ask the finalists please describe your management style and then you could decide for yourselves whether that person's business telling you you hope that it's going to be accurately portrayed fits in with what your tell you what i mean it has always been if you didn't like that don't hire me because those kind of things don't change their part and parcel of the whole individual there are opportunities to learn new and different styles that are perhaps more effective with a different generation of employees so there are opportunities to go to again the i c in a conference and learn about different generations in the same work environment that you are supervising and if you're not from one of those generations you do need to understand the expectations that people have in the workplace in order to be effective manager budgeting well that's something that you don't need to end it will evaluate because you get to see you every single we all have walls it's the terms of law and so we're expected to sort of meet and that's the point sir but it's good to know it's good to remind everybody and particularly duly elected people because they may not have the working just follow me i can take you to the promised land was a charge of saying well no i don't think that's going to work so you'll be able to say that and you'll be able to see that to be able to say ok well you know what or if the person changes and says ok now we're going to go a common vision that allows for all of the things with the need to work your point about reserving identities town and village and you have a chance to evaluate  a forum like this can be very useful in some of the areas particularly if there's something that's very current and that's so useful in other areas i mean recruitment has a measure recruit of actual personnel i do believe that i recruit excellent personnel but i also believe that i've made mistakes in my career and sometimes a great interviewer to get the job and then perhaps they're not good employees long term it happens sometimes and so there are other things that the managers do to  impact on how organizations you know working with morality is and what the budgetary decisions that are made during the budget are going to have for impacts i think that for each different to be enjoyed statutory we also can form a commonality of purpose and direction and vision that allows for various and sundry different conversations along the way but was when i first came here my evaluation was tied into the time track and it was you know i never had a face to face evaluation you know they talked about the formants interpersonal skills and personal skills and headed evolved the gavel and what i thought it may have should have come down over came down too quick for him something happened that i heard about from the staff when they were there talking before the board so it was kind of a going to way discussion and i still do their job from your standpoint then you know you don't do it at a public meeting you do you come to me and you say we would like to see more of this explains you go on or how come we're not picking up christians  be a better communicator of the system and guess who i have for school right so it is important i try to communicate with the kind of you i don't know how successful i am sometimes i do everything i do you don't see me you're not expected to you know but you do have some expectations and a good place to communicate those are and well  it's not something that we're going to be locked into per the duration of that so i'm not really so concerned i agree with sue on him and as you said when you started the process was