 Hello, yeah, can you hear us Dave? Yes, I can. Thank you for sending another week. Yeah. All right, we're we're about to go live and record and stream and get going. Okay. Also, great. Good morning. Today is Monday, December 4 2023. This is the third public meeting for the screening committee for the executive director search. I'm commissioner Eileen O'Brien chair of the subcommittee. We are doing this meeting using remote collaboration technology and so I am going to do a roll call to make sure we have a quorum. So commissioner Maynard. I'm here. And CFO Lenin. I'm here. All right. And director Heather Hall. I'm here. And director Dave Muldrew. I am here. All right, so we have all five present. Second item on the agenda is a discussion of the process and the general questions for the first round interviews of selected candidates as we go forward. I am going to pass this off to commissioner Maynard, who has worked on very, very high level in terms of topic areas for us to have a conversation with. I would like to go into in terms of anything pertaining to a specific candidate that would be handled in executive session. So this is purely a high level conversation. Thank you chair O'Brien. If I can have Jacqueline help actually circulate this due to the open meeting law. We put this together commissioner O'Brien and I did, but want to circulate now to all the members. And perhaps even. I don't know if I can share my screen. I'm not. That technologically savvy, but. Perhaps someone can share the screen and we can kind of talk through some of the topics we were talking about. In terms of what we want to bring up. When we interview screening interview. Potential candidates. Commissioner Maynard, I just circulated that document to all on attendance. If you'd like me to share my screen and you could walk through it on my end. You can do that as well. I would appreciate that. Yeah, just give me a holler when you want me to change pages. Perfect. Okay, so the idea here for all the members is first of all, this is a living document. It can, we can change it here in this forum. But the idea is that we want to make sure that the public is aware of some of the interview topics. That we expect to go into when we do our screening interviews. A couple of things came to commissioner O'Brien I as we were going through them. And it was trying to track and make sure that we were following the job description. Right. So those who did apply for the job. Have some expectation of what's coming their way. So the core topics included, I'm not going to read this. All right, but I'll go over the headings. Management experience. And that's really to capture any management experience that a candidate would have. We understand that candidates can come from the private sector, the public sector in state out of state, and just really try to see what a candidate has. Then we thought about the regulation experience, obviously being a regulatory body, we have a lot of regulations that we deal with more, more so than, than we would like to this last year. But, you know, what experience do you have as a candidate, if any, on regulations. I'm just going to go over these and make a point at the end to legal experience. You know, are you an attorney? Do you have background as attorney? If you're not an attorney? Have you worked with attorneys? You know, you know, how have you interacted with GCs? What's what's your understanding of what a legal department looks like? If you can scroll a little day. You have communication experience. You know, this is a very outward facing agency just as much as inward facing. You know, we always have stakeholders we have to communicate with. What's your, you know, what's your experience developing or leading a communication strategy or communications team? We can go down to the next page. To that point, external stakeholders. We were thinking about those within the industry, right? Gaming, sports, wagering, horse racing. Also, those within state government or federal government. Various branches. And basically just this is a constituent services agency too, right? It's a public protection constituent services. What what level experience does a candidate have on those issues? Then we drilled into the gaming, racing and sports wagering experiences. And that that goes through a list of, you know, have you worked with other bodies? Have you worked with vendors? Have you worked with other commissions? What's the extent of that work? Same thing for budget experience. You know, have you set a budget? Have you hit a budget? Have you had to make sure that a budget has been followed? The OML and PRR experience is really important. Obviously, why we had to circulate this document right now in public, right? Have you ever dealt with open meeting law, public records law? We talked about this and we really thought about Massachusetts specifically, but the more we thought about it, almost every state has some version of this in the feds. So, you know, have you worked with any of these? So we made it a little less specific. And to what extent? And then finally, we think obviously diversity is really important. We push it on all of our licensees and it's something we do internally here and Dave, you've had, you know, you've done a fantastic job. We want to make sure that any candidate that comes through the door, you know, is able to detail their experience working with diversity, diversity plans. And that's not just the people side of diversity, but also vendor diversity, spend diversity. And so those are sort of the key topics we were looking at. Now, a particular candidate may be strong in one of these topics and not in the other. We would say to any candidate who's listening, this is not a, you must check everything off of this list. This is a menu out of options that we think we should be able to pull from and it's bare game for us to ask questions off of as we approach these interviews. So that's kind of my high overview. I'll kick it back to Gerald Brian to add in any detail. No, thank you, Christian manner and I think you covered it. So, in terms of the public discussion. And I'll have Dave take it down unless you guys would like it up. Let me know. Otherwise, what I'd like to do is just hear from the other three of you that are getting this for the first time that obviously the idea that getting ready to interview each individual candidate we can do a more specific dive questions that are particularized to that candidate but this is the high overview. And again, the OML requirement that we do as much as we can in public that we felt like this gave us sort of the parameters without going so deep that we were sort of, you know, going to be going into someone's identity in terms of who they were because once you get really specific with the questions, it may become very obvious who the potential candidates are so I open it up for comments. I think that it's a I think that it's a good area to work through I think that all of the major areas that we've kind of looked at on the resumes and on the job posting are covered there. I do want to take a little more time to review it see if there are any bullets I'd like to add but you know at first blush I think it's a very good starting point. Dave Muldrew, you were unmuted I didn't know if you wanted to say something. I think it's a very good approach. And I know we can't talk too much about process now but I thought it was a cover the areas that we need to cover. So I liked it. Yep. So if there's a general process question and connection with this they've actually feel free to ask it now. I understand you like Derek probably want some time to digest it and be able to come back but that needs to be discussed now. Yeah. Okay. And Heather, did you have anything or you said. Thank you I think it looks good. My only thought at the moment and I agree with the looking at it a little bit further but I think that respect to the management experience I think not only should we be asking about direct reports and indirect reports but also experience with reporting to a body like this. That would be worth exploring as well. Right. Okay, so if we're all done in terms of that general discussion. We did put on the agenda, the option of going into executive session to start getting more specific with candidates as we're going to start to line up the first rounds of interviews. And I wanted to just gauge people's appetite in terms of whether you want to. And I'm going to save the moving into executive session until we've gone through the public topics but whether you want to potentially go in on specific candidates today or whether you want that to be done I know there are some instances that's done right before the candidate comes in that sometimes you'll go into executive session, firm up the questions right before they get there so have a buffer between that. So just gauging the appetite for whether you want to have that open as a possibility today or defer that to the next meeting. Anyone have thoughts. I think to the set we can leave it open as a possibility I think that would make sense. All right, so we will circle back to moving into executive session on that which would be to a, but I want to move on to number three which is continued review of candidates for the position of executive director we did get some additional candidates between the last time we met and today that have been forwarded to us. And so I would also anticipate that we were going to go into executive session have specific conversations about those candidates as well. So, before I circle back to reading into the record in terms of those two potential areas for executive session did anyone else have anything they wanted to bring before the body of five publicly before we consider moving into executive session. No. Okay. So, we would go in and part of this and Dave. I know that any Dave you're on the line part of what for full disclosure part of what might be continued review the candidates and the questioning would be the possibility that we start scheduling some of these interviews once we go into executive session today in terms of the particular questions. So moving into the record to a, in terms of the rationale for why we would go into executive session relative to talking about the question the interview questions of specific candidates. The committee anticipates it may need an executive session in conjunction with the initial screening process to consider specific questions relating to specific applicants for the position of executive director. So, I'm going to go into the final 30 a section 21 a eight. If the chair declares and I do in this open meeting that we believe it will have a detrimental effect on obtaining qualified applicants for the position. The committee would not anticipate reconvening the open session at the conclusion of the executive session. So, I don't have motion and a second on that. I just want to move that we enter into executive session for the art at the reasons you articulated here and discussed in this meeting. Second. And motion and second commissioner Maynard. Hi. And CFO Lenin. Hi. And director hall. Hi, director Muldrew. Hi. And as to three a, which is the continuity of the candidates I likewise read in the committee anticipates it may meet an executive session in conjunction with the initial screening process to consider specific applicants for the position of executive director in accordance with a subsection 21 a eight. If the chair declares and I do in this open meeting, the doing so in the open meeting will have a detrimental effect on obtaining qualified applicants for the position. As stated earlier, the committee anticipate the open session will not reconvene at the conclusion of this executive session. And again, move that we enter into an executive session on this matter for the reasons articulated by you the chair and discussed here today. Okay. So, commissioner Maynard. Hi. See if a Lenin. Hi, director hall. I, and director Muldrew. Hi. And I am I, and I don't think I voiced I on the last motion, but it would be five zero on both motions to go into executive session. So at this time this would conclude the public portion of this meeting and we will go into the executive session, either link if you are remote or in person in the conference room. Thank you to everyone who phoned in or watched for their time, but we will not be coming back. Excuse me to the public session after executive session.