 Okay. Good afternoon, everybody. Today is Tuesday, October 17th. This is a meeting of the subcommittee for the determination and screening of candidates for the IEB director position. This is the first such gathering of this subcommittee, which was established by the gaming commission. We are proceeding today as everyone can see by way of remote collaboration technology as the law allows. There are three members of this subcommittee, Commissioner Nikisha Skinner, Commissioner Brad Hill, and chief people and diversity officer to the commission Dave Muldrew. With that, commissioners and Mr. Muldrew I think the first order of business today would be to select a chair from the group. This is important of course just for a couple of reasons first for establishing an agenda for meetings to come, and then just to oversee the orderly procedure and operation of a meeting in general of course the chair doesn't carry any additional political voting privilege or anything along those lines. So, if the three of you are so inclined I think I would turn it back over to you for purposes of selecting a chair among the group. Brad you're Mr. Hill you're muted. Thank you Todd and thank you for the explanation. I would have no qualms. Making a motion that I would move that Commissioner Nikisha Skinner be our chair for this subcommittee that will be hiring our next director of the IEB. If she would like. Thank you Brad. Very flattering for sure. I am excited to accept the nomination should the commission, the subcommittee vote that way. So I believe we would need a second and that would be from Dave if he was so inclined to do so. I second the motion. For Commissioner Skinner to be chair of the subcommittee. Since there's no chair and there's a motion which has been seconded I think we can call for a vote. And since it's being done remotely we do have to call do a roll call vote so if it's okay I'll just call each of you myself. Commissioner Hill. Hi. Commissioner Skinner. I abstain. And Mr. Muldrew. Hi. Okay, I think the vote carries a 201 and Commissioner Skinner you are here by the chair of the subcommittee. Okay. One order of business though Todd, do we have someone taking minutes for this meeting today is that you. Well the meeting is being recorded so we will take the recording and transpose those into minutes. Okay, but you'll be responsible for those right. Yeah. I don't have anyone on your someone will be responsible. Okay. Down to the business at hand on the agenda. We have a discussion and determination of the process for review of candidates for the IB director. So I think Commissioner Hill, I'd like to open it up to you to share what you have in mind. As far as the process goes in our public sessions when we talked about search firms, you were very vocal. In your opinion about them. And so I do also remember that at one point in time, there was a suggestion that this committee perhaps piggyback on some of the work that the screening committee for the executive director is undertaking relative to selecting a search firm to assist in that process. I'm not suggesting that that's the way this committee needs to go, but I'd love to hear what you are thinking along those lines. In my opinion would be this that we can move forward with this subcommittee and with Dave and with his knowledge and his experience to work and help us through the process of when we should put this out. I almost said forbid but for applications. I don't think we need an outside search firm to help us I think us three would be able to handle this ourselves with the applications that would come forward. Should there be a time and I guess taught I would just look to you for an answer for this. Should there be a time that we are having issues with the applications or resumes that come before us and that maybe we need help in an outside firm. We would then maybe speak to that issue at that time. I don't anticipate that will be the case, but should that happen, would we be able to mid process, look to an outside firm if we should need it, or do we have to decide at the beginning. No, I don't think there's any restriction on the process you use as long as it's all discussed in this public forum and and it's fair for for everyone so as you describe it that sounds entirely appropriate. My hope madam chair would be that we can start the process without any outside help, because I do feel strongly that we three will be able to digest the resumes that will come in, and that we will be able to make a decision. And I believe with the with all the public conversations that we have had regarding the executive director and the IEB director that I think people are aware that there's an opening there, and that there will actually be, you know, a few people that will be applying for this and I mean, a good amount of people without us needing any help from an outside company. And if that doesn't happen, I would hope we would readdress it at a certain time. Yeah, Commissioner Hill I don't disagree with your approach I don't object to what I think it makes eminent sense. I'm particularly attracted to an opportunity, if we need it down the line to revisit the decision not to use or the consensus I should say not to use a third party search firm. I think that the three of us, as you say, we can get the work done we can get the objective accomplished. In a way that is fair and expeditious. One of the things I'm concerned about is not really concerned, but I wonder if we have the means to post this and Dave, you can weigh in to post this as widely as we can because I know one of the benefits of utilizing a search firm is to have that job posting out there and so what is attractive to me again is the option to revisit the decision should we, you know, not obtain a sufficient number of applicants that we feel that we can move forward with making a recommendation for the full commission that we have the ability to, to circle back and engage with the search firm. Sure. What are you thinking. Well, I, I agree we do not. In having a, I don't believe we have a need a search firm at this point. I do believe that we can cast a live net for this role. posting it. And a number of locations. boards. Diversity boards. I think we have a chance to truly generate some really good paper and responses so I, I would, I would recommend that the process would be would be fine and that we would be able to meet our numbers and I think would be, they would be successful in doing that. Okay. Commissioner Hill. So while he's talking about that process, could you also elaborate Dave, what you would foresee us doing in time wise so if you could set up a time frame of, I understand Madam chair that we're going to let the full commission look at the job description in case they have any changes. And I believe that's happening this week. That's right. And once we get feedback from them, if we need to make changes, we will do that. But my hope would be that Thursday, we can come to a consensus on what the job description will be I hope that's the case. If that is the case, then can you walk me through the time frame Dave of, of when we would post this job. I'm sorry. If I could just, just a couple of quick notes in response to Commissioner Hill. I would anticipate that there would will be some changes necessary for the job description, because similar to the job description. This one does not reference sports wagering, and it does not reference horse racing. So we need to make those very basic updates at a minimum. And I intend to do that in fact I've started to jot down some notes of changes and so that's what will be circulated to the full body on Thursday and the and that's the reason why we needed to mark that up in a public session of the commission, because if it's marked up already. And I, or any one of us distributes that among the commissioners that's considered a violation I believe of the open meeting loss so that's the purpose of having that distributed on Thursday. I also think it is reasonable to give the other commissioners an opportunity to sit with the job description, not for a long period of time. I think our next meeting after this Thursday the 19th is November 2nd. Am I right about that. I, I would envision that we would at that meeting, except any other comments from other commissioners on this job posting. And from there, I think Chief Muldrew is free to do what he, or recommend what he what he thinks is reasonable in terms of a timeframe to answer your question, Commissioner Hill. So with that information, Madam Chair and Commissioner Hill. We are looking at posting at both internal and externally, immediately upon final approval of the job description. We would then state that it is during the holiday season. So we'll, I'm gonna recommend that we posted internally, but 30 days and indefinitely, or at least 45 to 60 days externally because it is the holidays. And that's a tough time. Folks are, you need to. January tends to be the best time for recruitment. December seems to be more difficult. So I would have an extended into January. Certainly. I would ensure that working with my team that we have it widely posted externally. I'll have internal processes in place. As we go through this to manage it and organize the resumes as they come in and have a process in place. So for all three of us to review said resumes and take a look where we are. So, for right now. That would then be the next press would be once we have identified the candidates that we believe are viable candidates. The next step would be to identify those candidates that we wish to meet with. So to get to that point. I would probably say we're now talking sometime and also updating the commission. I would say we're probably talking. The end of January mid February. Before I would hope that we would see and get to some viable candidates to refer and to meet with through January. Then we have to go ahead and communicate and then come back. So probably looking at February. I don't know if I'm going to document this, but I'm just really just speaking from my experience and the time of year that we're looking at. Go ahead. Commissioner. So very helpful, David, and thank you. But I'm not going to lie to you. I believe. That's a very, very long time. And there must be a way that we can expedite this process. I think that we can get somebody hired sooner rather than later. I did not envision that this would take four months to do. And I don't know if there's a response from anybody on that. Yeah, neither did I. I want, I do, I don't want to rush it for sure. I want to give candidates potential candidates the opportunity to review the job description and submit. Put their best foot forward in their application during this process. So my goal is to have the job description distribute this Thursday, as I indicated, with final approval by the commission at the November 2nd meeting. And so to me, sorry. Yep, November 2nd. I got you. And to me, that's sort of the kickoff to the posting that's sort of a start date, if you will. And just one question you talked about having the job posted internally for 30 days. What was there a basis for that? Is that what was done in the matter of in the case of the ED position? In the position we posted it for 21. Many times with the system positions within the commercial within the Commonwealth. I'll post it for 12 days. And then you have to repost them. I was extending. I was extending these two, because I thought it was important that we had it open to candidates internally for more than 12 days. So that's why I pushed it out. It could be 21, but certainly that's why I extended internal just to make sure that those who folks were interested within the Commonwealth would have an opportunity to apply. And that's fair. Is there a reason or a rule, a reason why we wouldn't or a rule against hosting internally and externally simultaneously. No, that's what I plan on doing. Okay. I plan on doing, I think the mistake I made for some reason I thought December 2, November 2, I was thinking 12 to it's 11 to once we have 11 to we're up. We should see candidates. We should be seeing candidates posted on 11 three. We should stop seeing candidates within a two or three week period. So that's by the end of November. I apologize for that. And then we're going into the holiday, which would be, you know, we may have, we'll have interviews for us that we may want to review pre Christmas, pre holiday period. And maybe we're looking at viable candidates versus second week in January. I was, I was one month off. Madam chair. Yeah. So to follow up on your question. I would recommend if it was a 12 day, I would actually recommend that we keep it open for 21 days internally. So, but to follow up on your question about external. Is there a reason why we wouldn't have the same amount. Help help work me through why, why we're giving more time for external than internal reason. Commissioner Hill, the reason for more time because you have a larger market. That's interested. But that doesn't necessarily mean that it's going to be filled with the qualified level that we need. So the more time we have posted gives us an opportunity to review resumes and have resumes coming in that will be now normally when you're sending resumes. What normally happens is that probably the most qualified resumes come in within the first 14 to 20 days. They really do. And then it may, it may begin to diminish as it goes out. So if we, if we were to say, we're posting on November 3rd, and it was concluded. December 31, I wouldn't have an issue with that, but you want to keep your external open longer, just to make sure that it covers all folks. They're distracted, there could be some holiday issues, and they have an opportunity to respond, which would be online in the system. And that would go in and we would monitor. One of the processes would be, is that I would have my team monitor on a daily basis, the number of resumes that are coming in, and I would be communicating to both the Madam Chair and yourself, the numbers. And based on the numbers also dictate how soon this can be handled. If we have a very large response. There may not, there may not be a need a lot depends on the type of response and the quality of the response that helps answer your question. And, similarly to what we discussed earlier with an outside firm. What I'd like to do Madam Chair is I'm putting out numbers. We don't have to agree to them at this point, but 21 days internally 45 days externally. Should we not get the resumes in that timeframe that we hope to get. We could always extend it at some point in the future is that accurate. Could that be done. I'm turning to Chief Maltrew, I believe it could be done. Commissioner Chair, sorry, Commissioner Hill. Yes, that could be done. Yes, absolutely. So my flexibility. So my recommendation to you two would be 21 days internal applications and then 45 days external. Well, can I ask a clarifying question. Chief Maldrew. Would we not be interested in giving any internal applicants potential internal applicants the same amount of time in which to apply so just 145 days to apply to both internal and external. We could I'd like we can, Madam Chair we can. My my issue here is that my experience has been. The finite number of folks qualified for this role internally. And we may hear enough but I would also want to check to make sure that what does the system allow for extensions when posting. I don't have that technical information. And I would want I'd want to find that out before I answer. Because it's driven by a central through HRD and I want to make sure I can, I could. Better answer that question. But my own opinion on it. I see no reason why we could not. Okay. Okay. Then could I just propose a slight adjustment. Commissioner Hill to what your recommendation is. I would, I would 30 days internally with the 45 days for the external. That would be fine. Okay. Just buys a little bit more time. Okay. So we don't need a vote on any of this at this point right Todd, Commissioner Hill it's just by consensus. Great. All right. Just back to the job description. You all have the job description. Correct. I think it was distributed by troop deep. So I just want to confirm that you all have it. I will, I will send it to Trudy to my marked up version that is to Trudy to include in the public meeting packet tomorrow. And of course, if you have any edits, I think Thursday would be your opportunity to incorporate to have those incorporated into the into the document. All right. One other thing I wanted to deal with around process. I think Dave you alluded to potential interviews, I think it was you Dave. Yes, I for one would be very interested in conducting some form of interview as part of this process and we don't have to hash out the details right now because it is still early and we don't have any candidates, but Todd, it would be helpful for maybe a subsequent meeting in the near future, maybe, maybe, you know, the week after the November 2 meeting we could go over what the parameters are for that so I'd be looking for an in in depth review if you will, from you on how we should go about the interview process here for any candidates both internal and external and what means we have available to us for an executive session. Before we get there to I think we should talk about how those potential candidates will be identified, both as just an applicant in general, I don't know that that would be necessary if we're not considering seriously considering the candidate for the for an interview, but just, you know, sort of the, the ground rules relative to having these discussions in public would be would be helpful Todd. All right. Anything to add anything that we didn't cover. I know it's still new still fresh we're still in the very beginning stages but do either of you Chief Mildrew or Commissioner Hill have anything along the lines of process you'd like to address today. I think we've set up the timeframe. We've set up the job description. And I think we wait till November 3 let them fly see what comes in. Okay. I would just say to you madam chair. I'm experienced in this a little bit. I've done one already at mass gaming Commission but I also did it back when I used to be a select person many moons ago. And I would just say to you that when the resume start coming in, and you start reading them. You're going to see firsthand. Which one should be moving forward and which one should not be pretty quickly huh. Okay, that's been my experience and Dave I don't know if you want to add to that or not but Commissioner Hill and Madam chair. I, I hope we have a very good response. I really do and I, and I hope we attract folks that are possibly another roles. So they're active. And we have a chance to meet with them but I'm optimistic. I truly am. And I think we can have a subsequent meeting. We should discuss the questions. And I can make recommendations as to how they're the types and potential examples. Madam chair and Commissioner Hill that we may be able to use to make sure we're consistent. Todd, anything that we should cover that we didn't around around process. Nothing comes to mind I think you this is a good start. Agree. All right. If there's nothing else, could I have a motion to adjourn. Yeah, move to adjourn. I second the emotion to second the motion to adjourn. I have to roll call Commissioner Hill. Hi. Chief Muldrew. Hi. And that's a yes for me. And thank you all.