CBO Mentor Program Executive Report 2014-15

CBO Mentor ProgramExecutive Report

April 2014 – March 2015 • Eleventh Cohort

A Partnership of Fiscal Crisis and Management Assistance Team (FCMAT)

CaliforniaAssociationofSchoolBusinessOfficials(CASBO)

California County Superintendents Educational Services Association (CCSESA)

Subcommittee, Business and Administration Steering Committee (BASC)

School Services of California (SSC)

Presented to the FCMAt BoArd oF direCtors, oCtoBer 4, 2015

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Table of ContentsAcknowledgements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .iii

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

The 2014-15 CBO Mentor Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Program Overview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3Why the CBO Mentor Program? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Celebrating Success . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4What Makes the CBO Mentor Program Different? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Participant Qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10Course Completion Requirements . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Comments from Participants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 112014-15 Mentors and Participants by Geographic Location . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

Sequence of Curriculum . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Course Content, Presenters and Support Team . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15Training Schedule . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Evaluation System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Formative Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18A Positive Evaluation Approach . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Colleagues Evaluate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Rating Outcomes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Follow-Up Survey of Participants . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Writing Assignment and Midyear Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Candidate Assessment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21

CBO Mentors . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Purpose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Qualifications . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Selection Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22Mentor Responsibilities . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22CBO Mentor Coordinator . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23

Steering Committee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Budget . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26

Summary of Assignments and Activities for the Year . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

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Appendices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39Appendix A: CBO Mentor Program 2014-15 Participants CBO Mentor Program 2014-15 Mentors Curriculum Materials WebsiteAppendix B: CBO Mentor Program 2014-15 Evaluation Survey ResultsAppendix C: Participant Application Mentor Application Program BrochureAppendix D: Candidate AssessmentAppendix E: CBO Mentor Program Schedule 2014-15

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AcknowledgementsThe Fiscal Crisis and Management Assistance Team (FCMAT), the FCMAT Board of Directors, and the Kern County Superintendent of Schools as the administrative agent for FCMAT, acknowledge the efforts of the following contributors to the Chief Business Official (CBO) Mentor Program:

• The joint endeavors of the following organizations along with FCMAT in creating and sustaining the CBO Mentor Program: the California County Superintendents’ Educational Services Association (CCSESA), the Business and Administration Steering Committee (BASC), the California Association of School Business Officials (CASBO), and School Services of California (SSC).

• Instructors Francie Heim, CBO Mentor Core Instructor, and Bill McGuire, Deputy Superintendent of Twin Rivers Unified School District and former Superintendent of the St. Helena Unified School District, who provided direct instruction, developed curriculum, assisted in scheduling, and provided mentoring to all participants.

• Instructors Ron Bennett, SSC President, and his staff, who provided training on leadership qualities required of a CBO and how to apply and interview for a CBO position.

• CASBO for inviting the CBO Mentor participants to attend the CASBO CBO Symposium in November 2014, and School Innovations and Achievement for underwriting the CBO participant registration cost.

• The 28 CBO mentors who provided support and assistance to the newly graduated aspiring CBOs from the cohort of participants.

• The 28 participants who completed the rigorous training program. We congratulate them and support their efforts to achieve their career objectives.


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IntroductionThe Fiscal Crisis and Management Assistance Team (FCMAT) is an independent external public agency that assists school districts with fiscal and management issues as outlined in the California Education Code. FCMAT provides professional development activities to improve the fiscal expertise of local educational agencies. The Chief Business Official (CBO) Mentor Program is one of the professional development activities initiated by FCMAT in partnership with other educational agencies to improve school district fiscal accountability.

For many years there has been a serious shortage of qualified and trained business officials to provide effective school district fiscal management. As school funding undergoes a major transformation with the Local Control Funding Formula, the need for strong CBO leaders continues.

The CBO Mentor Program is a systematic, structured professional development program. Participants learn the role and functions of a CBO for a California school district. They complete interactive exercises and activities, increase their skills and knowledge, and put proven techniques into practice. Instruction consists of both in-class assignments and homework. Ten two-day class sessions take place over a 12-month period; each session is conducted on a Friday evening and all day Saturday.

Experienced, expert CBOs practicing in California school districts are selected as mentors for the aspiring CBO participants. Mentors provide support and direction throughout the training period and thus constitute a valuable component of the CBO Mentor Program.

2014-15 was the 11th year of the program. Each cohort develops as a team, and participants select a class name. The names, dates, and number of graduates for all CBO Mentor cohorts completed to date are as follows:

Coh

ort

Nam

e First Class

Year 2004-05

Gra

duat

es 19

Second to None 2005-06 24

Joel’s Favorites 2006-07 27

Fantastic Fourth 2007-08 25

Five Star Leaders 2008-09 23

Six Cents 2009-10 25

Magnificent Seventh 2010-11 23

Elite8 2011-12 23

Nine Lives 2012-13 23

Perfect 10 2013-14 29

11th Hour 2014-15 28

As of March 2015, 269 CBO Mentor participants have graduated from the program. Cohort 12 (Dynamic Dozen) started in April 2015 and has 27 mentors and 27 participants. The selection process is competitive; many strong candidates were not selected but were encouraged to apply for cohort 13.

FCMAT welcomes inquiries and all comments to improve and strengthen the CBO Mentor Program. Please do not hesitate to contact us at (661) 636-4611

Sincerely

Joel Montero, Chief Executive Officer Fiscal Crisis and Management Assistance Team


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The 2014-15 CBO Mentor Program

Program OverviewThe CBO Mentor Program is an innovative one-year professional training program designed to produce qualified school district chief business officials. Instruction is provided by experienced, practicing CBOs, many of whom are leaders in school business. Class size is limited, with 25 to 30 students being the ideal class size.

The program curriculum covers current finance issues, best practices, and legal requirements for California schools. The sequence of instruction includes a broad, deep and complete perspective on the role of a CBO.

The program is funded by FCMAT using professional development funds designated for training qualified school district business officials.

Objective1. To provide an innovative training experience to potential CBO candidates throughout the

California public school system.

Primary Desired Outcomes1. An understanding by the candidate of fundamental issues that drive school business

policies in each of the following major functional areas:• student achievement • student programs, including charter schools• finance, accounting and budgeting • facilities development • maintenance, operations and transportation • contracts and procurement • legal issues and risk management

2. Specific demonstrated knowledge and application of school business principles and processes in district operations.

3. Demonstrated leadership and communication skills

Primary Curriculum Methods1. Work-study applied learning through project assignments, with support from assigned

mentors.2. In-class discussions and presentations on school business topics.

Curriculum Delivery1. Monthly instruction is provided in a classroom setting.2. Instruction is provided by practicing professionals employed in California school districts,

county offices of education, nonprofit organizations specializing in school finance, and private firms providing services to education agencies.

3. Participants are required to complete assignments outside of class time.A program brochure is included in Appendix C of this report.


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Why the CBO Mentor Program?California schools are headed into a time of great change with the new K-12 Local Control Funding Formula (LCFF) and Local Control and Accountability Plan (LCAP). The need for CBO leaders trained in financial and operational best practices has never been greater. Veteran CBOs are retiring in large numbers. The number of state administrators appointed to govern school districts that have received state emergency funds to balance their budgets continues to increase, as does the number of fiscal advisors appointed to districts by county offices of education under Assembly Bill (AB) 1200.

The California Performance Review (CPR) was a task force commissioned by the governor of California in 2004 to review public agencies and determine their effectiveness. The CPR published a report that included findings and recommendations regarding the need for FCMAT, in conjunction with other educational agencies, to develop the CBO Mentor Program as an effective and efficient training model to help meet the need for qualified CBOs.

Celebrating Success Over the past 11 years, an increasing number of graduates from the CBO Mentor Program have been hired for CBO and director positions throughout the state. County offices of education (COEs) have benefited, with many of the top leadership roles currently held by CBO Mentor alumni, including the following:

CB

O N

ame Tim Zearley

Cou

nty

Offi

ce Amador COE

Tad Alexander Butte COE

Debra Hinely Colusa COE

Jeff Napier Del Norte COE

Robbie Montalbano El Dorado COE

Ed Manansala El Dorado COE

Tom Snyder Inyo COE

John Von Flue Kern COE

Scott Price Los Angeles COE

Renee Hendrick Orange COE

Richard De Nava San Bernardino COE

Denise Porterfield San Mateo COE

Mary Hart Santa Cruz COE

Tommy Welch Solano COE

Gail Atwood Sutter COE

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The program has also prepared individuals for the next level of county office leadership: the table below shows the CBO Mentor Program alumni who are now directors or managers of business in COEs.

CO

E D

irec

tor

Nam

e Jeff Potter

Cou

nty

Offi

ce Alameda COE

Diane Lacombe El Dorado COE

Roslynne Manasala Smith El Dorado COE

Jamie Perry Fresno COE

Jamie Dial Kings COE

Kate Lane Marin COE

Ann Peters Merced COE

Chris Lombardo Orange COE

Denise Cora Santa Barbara COE

Judy Thompson Sonoma COE

Barbara Henderson Sutter COE

Jennifer Stahlheber Sutter COE

Diane Baumhover Tuolumne COE

Tom Etchart Ventura COE

CBO Mentor Program 11th Cohort participants with core instructors Francie Heim and Bill McGuire (front center), FCMAT CEO Joel Montero (third from left), and mentor coordinator Mary Turcotte (far left).


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A significant number of the program graduates have been promoted to CBO positions over the years. Most graduates have taken on additional job responsibilities in their current district, been promoted within their current district, or have taken a job with a higher level of responsibility. In most instances, that next position was a CBO position. The table below is a partial list of program graduates who are in top leadership positions throughout the state.

Partial list of CBO Mentor Program alumni promoted to leadership positions statewide

First Cohort

Name Current Job Title District Region

Scott Anderson Assistant Supt . San Ramon Valley USD Bay Area/Other

Catherine Bojorquez CBO Pleasant Valley SD Southern CA

Donna Caperton Assistant Supt . Vista USD Southern CA

Karl Christensen Assistant Supt . Santee SD Southern CA

Joost DeMoes Superintendent Rio Bravo-Greely Union SD Central

Grace Garner CBO Garvey SD Southern CA

Sonia Lasyone CBO Ripon USD Central

Second Cohort


Bruce Colby Associate Supt . Davis Joint USD Northern CA

Carolyn Corvera CFO Chaffey Joint Union HSD Southern CA

Eric Dill Associate Supt . San Dieguito HSD Southern CA

Roseanna Jeng CBO Saratoga USD Bay Area/Other

Nancy Pfeiffer CBO Santa Rita Schools Bay Area/Other

Gary Stevens Assistant Supt . Roseville Joint HSD Northern CA

Janelle Utheim Mehling Assistant Supt . Sierra USD Southern CA

Akur Varadarajan CBO New Haven USD Bay Area/Other

Third Cohort


Anne Barron CBO Cotati-Rohnert Park USD Northern CA

Matt Beecher Interim Supt . Santa Maria Bonita SD Southern CA

Tom Brown CBO/Charter CEIBA Charter Bay Area/Other

Song Chin-Bendib CBO Piedmont USD Bay Area/Other

Jennifer Fusano CBO Placerville SD Northern CA

Robert Groeber Assistant Supt . Visalia USD Central

Susan Kinder CBO Livermore Valley USD Bay Area/Other

Sean Martin CBO Pollock Pines SD Northern CA

John Mendiburu Superintendent Rosedale Union ESD Central

Cindy Peterson Superintendent Gateway Charter Northern CA

Liann Reyes Assistant Supt . North Monterey County SD Bay Area/Other

Jerry Stratton Assistant Supt . Salinas City ESD Bay Area/Other

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Fourth Cohort


Jordan Aquino CFO Ontario-Montclair SD Southern CA

Mary Kay Callaway CBO Winters Joint USD Northern CA

Melody Canady CBO Pajaro Valley USD Bay Area/Other

Jayne Christakos CBO San Bernardino City USD Southern CA

Christina Giraldo Assistant Supt . Sierra Sands USD Central

Deanna Glenn Assistant Supt . Buena Park SD Southern CA

Linda Himmel CBO Pioneer /Gold Oak SD Northern CA

Lori Isom Assistant Supt . Central SD Southern CA

Karen Jelcick Assistant Supt . Moreland SD Bay Area/Other

Jessica Romeo Assistant Supt . HR San Ramon Valley USD Bay Area/Other

Anthony Soria CFO Tustin USD Southern CA

Fifth Cohort


Leslie Barnes Assistant Supt . Pomona USD Southern CA

Kassandra Booth CBO Calaveras USD Northern CA

Richard Fagan Associate Supt . Elk Grove USD Northern CA

David Flores CBO Shasta UHSD Northern CA

Melody Glaspey CBO Eureka USD Northern CA

Steven Jorgensen Superintendent Windsor USD Northern CA

Karen Kimmel Assistant Supt . Las Virgenes USD Southern CA

Scott Lantsberger Assistant Supt . Washington USD Northern CA

Richard Sepulveda COO Sanger USD Central

Christine Statton Vice President College of the Sequoias Central

Jason Willis Assistant Supt . San Jose USD Bay Area/Other

Sixth Cohort


Carolyn Strehlow Chow CBO Las Lomitas ESD Bay Area/Other

Megan Curtis Assistant Supt . Franklin-McKinley USD Bay Area/Other

Linda Fabre Assistant Supt . HR San Bernardino COE Southern CA

Martin Fregoso Assistant Supt . Los Gatos Union SD Bay Area/Other

Debbie Fry Director School Services of CA Northern CA

Yancy Hawkins CBO Larkspur-Corte Madera SD Bay Area/Other

Gaby Hellier CBO Burlingame SD Bay Area/Other

Kathryn Perkins CBO Charter Oak USD Southern CA

Candace Reines Assistant Supt . Perris UHSD Southern CA

Todd Rivera CBO Tahoe Truckee USD Northern CA

Fred Van Vleck Superintendent Eureka City Schools Northern CA


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Seventh Cohort


Tina Douglas Assistant Supt . Westminster SD Southern CA

Joyce Lopes Vice President Humboldt State University Northern CA

Kraig Magnussen CBO Kerman USD Central

Brett McFadden CBO Campbell UHSD Bay Area/Other

Cecile Nunley Assistant Supt . Vallejo City USD Northern CA

Harley Robertson Assistant Supt . Soquel Union ESD Bay Area/Other

Jane Shamieh Superintendent Vacaville USD Northern CA

Debra Silva CBO Hart-Ransom SD Central

Dennis Snelling CBO Roseville ESD Northern CA

Aaron Thornsberry CBO/Charter Gateway Charter Northern CA

Chris Vaz CBO Washington USD Central

Paul Ziegler CBO Eureka City Schools Northern CA

Eighth Cohort


Andrea Alvarado Management Analyst FCMAT Central

Virginia Alvarez CBO Montecito ESD Southern CA

Diane Deshler CBO Martinez USD Bay Area/Other

Nick Heinlein CBO Tehachapi USD Central

Robert McEntire CBO Glendale USD Southern CA

Wendy Richard CBO Byron USD Bay Area/Other

Mark Schiel Assistant Supt . San Marcos USD Southern CA

Robin Schmitt CBO Brentwood Union SD Bay Area/Other

Christine Walker Superintendent Hueneme ESD Southern CA

Ninth Cohort


Jean Aldrete Assistant Supt . Victor Valley UHSD Southern CA

Keith Butler Assistant Supt . Coronado USD Southern CA

Ryan Di Guilio Assistant Supt . Rowland USD Southern CA

Karen Gosting CBO Orland USD Northern CA

Kim Greer CBO Guadalupe USD Southern CA

Richard Holash CBO East Whittier City SD Southern CA

Erin Lillibridge CFO William S . Hart UHSD Southern CA

Greg Medici CBO Los Gatos Union SD Northern CA

Cindy Peterson Assistant Supt . Oakley ESD Bay Area/Other

Matthew Schulenberg Assistant Supt . Apple Valley USD Southern CA

Biling “Nelly” Yang CFO Evergreen SD Bay Area/Other

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Tenth Cohort


Phil D’Agostino Assistant Supt . Newport Mesa USD Southern CA

Steven Eichman Assistant Supt . Santa Rosa City SD Bay Area/Other

Alvina Keyser CBO Lammersville SD Northern CA

Susan Killian Assistant Supt . Little Lake City SD Southern CA

Mike Mathiesen Associate Supt . Mountain View Los Altos SD Bay Area/Other

David Olney Assistant Supt . Hesperia USD Southern CA

Kirsten Perez Assistant Supt . Morgan Hill USD Northern CA

William Pickering Assistant Supt . Bonsall USD Southern CA

John Quinto Assistant Supt . Kings Canyon USD Central CA

Donnie Salamanca Assistant Supt . Upland USD Southern CA

Ami Shackelford CFO Alvord USD Southern CA

Matthew Shipley Superintendent Hart-Ransom SD Central

Rebecca Thomas Assistant Supt . Greenfield Union SD Central

Trevor Walker CBO Muroc Joint USD Southern CA

Eleventh Cohort


Erin Garcia Assistant Supt . Lakeside USD Southern CA

Alan Giles Assistant Supt . Hesperia USD Southern CA

Bernadette Griggs CBO Pasadena USD Southern CA

Mike Henkel CBO Robla SD Northern CA

Wanda Holden CBO Monte Rio USD Northern CA

Robert Marical CBO Dixie SD Northern CA

Matt Phillips Director School Services of CA Northern CA

Kristen Pifko Assistant Supt . Rio SD Southern CA

Ryan Pinkerton Assistant Supt . San Luis Coastal USD Southern CA

Derek Pinto CBO John Swett USD Bay Area/Other

Ahmad Sheikholeslami Assistant Supt . Menlo Park City SD Bay Area/Other


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What Makes the CBO Mentor Program Different?Several programs currently provide training and professional development services to new and aspiring CBOs. However, the CBO Mentor Program has the following unique strengths that make it one of the most respected programs in California:

1. Each participant must be nominated and screened by the steering committee based on identified criteria.

2. Each participant is assigned a mentor who is committed to the participant’s success. One-on-one support is provided throughout the one-year program.

3. One-on-one mentors must meet designated criteria and be approved by the steering committee. Mentors typically have 10 or more years of experience as a successful CBO in the California public school system.

4. Classes are designed to be interactive. Participants will be required to complete several major projects.

5. The classes have lead instructors who oversee the class to ensure that:• Presenters are on target and provide consistent curriculum.• The participants are engaged in learning and determine if any changes are needed

to keep the class on track.• The mentor assists the participant in preparing for class and reviews the various

assignments.6. No registration or tuition fee is required of participants. 7. An ongoing evaluation process.8. Participants may elect to earn university credits through Fresno Pacific University. The

cost in 2014-15 was $65 per unit, up to a maximum of nine semester units.

Mentor Experience and CommitmentPerhaps the greatest strength of the CBO Mentor Program is the experience of the mentors, who provide one-on-one support to participants. Participants are directed to have an in-depth discussion with their mentor prior to each class, and a series of targeted questions is provided. Mentors are also asked to review all assignments and provide feedback to the participants. The intensive mentor component sets the CBO Mentor Program apart from other CBO training programs.

Because of the longevity of the program, its leadership is now able to call on previous graduates to serve as mentors in the program.

Participant QualificationsApplicants for current CBO openings in California come with a variety of skills and talents. The program seeks to create a diverse class, with participants coming from school business, facilities and operations, instruction, charter schools, and private industry.

A successful candidate for the CBO Mentor Program should currently have or show potential in the following areas:

• Involved in some facet of school business (desirable but not required)

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• School finance• Computer literacy, spreadsheet software• Sensitivity to confidential issues• Logical thinking skills• Analytical abilities• Facilitation skills• Leadership• Interpersonal skills; ability to communicate well with others• Career objective to become a fully qualified CBO

Course Completion RequirementsParticipants are engaged in rigorous study over the course of a year. Successful graduation and recommendation from the program require intense dedication. Requirements for completion are as follows:

1. Completion of monthly work study assignments reflecting strategic and technical competencies in the functional area of school business.

2. Attendance at 10 training sessions (one excused absence is allowed, but participants are asked to attend a make-up session in the next cohort).

3. Positive evaluation from mentor and lead instructors.4. Satisfactory completion of all assignments and group projects.

Comments from Participants Several of the 28 participants who successfully completed the eleventh CBO Mentor Program have already advanced in their career objectives. All participants indicated that the program

exceeded their expectations, has made them more qualified in their present positions, and prepared them for professional advancement.

Following are just a few of the many positive com-ments received from cohort 11 participants upon gradu-ation:

This program is life changing and I am thankful and humbled to have been a part of it.

Participant Tad Alexander and core instructor Bill McGuire dialogue during a session.


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Your work has a direct and positive impact on the education of every child in California.

Passion, knowledge and dedication are the core element of this program. It truly gives our kids an empire of professionals within a network that works solely for the benefit of our students.

This program was challenging and amazing, I feel like I have grown and gained great information and an even better network of people to reach out to.

I am beyond thankful for the opportunity to be a part of it and learn from the best minds in school business.

Each aspect of the program held value and made me think about ways to make my District better, and me better. Hearing real life stories about the ways pieces were implemented was wonderful. I hope that over time, I am able to live up to the expectations the program instills and shows what CBO’s are supposed to be and do.

The program really shifted me in thinking from a narrow focused accountant/auditor into more of a leader and director of the District. Thank you all for your time, energy, passion and teaching.

This is the cutting edge of CBO training in California. I’m humbled to have been a part of it.

This program is the best, bar none.

Great program and well needed in our industry. Even for someone who had many years of experience I learned so much and will be a better CBO because of this program.

The level of confidence that I acquired through the program is priceless.

I loved the experience and each and every weekend. The stress and group projects taught me a lot and stretched my abilities.

Thanks for the friendships, the memories, and lessons learned.

As it does each year, the CBO Mentor Program steering committee will continue to monitor the career advancement of participants in this cohort to further gauge the effectiveness of the training program.

School Services of California, Inc. CEO Ron Bennett talks to participants during a presentation on leadership and job placement skills.

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Recent comments from previous graduates

Bill said, “Lead by example” many times during my CBO training. And, he continues to do so! Thank you so much . . . for making a difference in my life and those I serve! Your leadership endures!

. . . Included in the second interview was a 10-15 minute presentation to the interview panel on an overview of my plan for the “First 90 Days.” Luck for me, I went through the CBO Mentor Program and learned about the first 100 days as CBO!

I couldn’t have gotten here (new job) without your help and the great program that you provide as a foundation. I may need to get your cell phone numbers again and put you on my speed dial.

I got the job!!! I just wanted to thank you again for allowing me the opportunity to be a part of the CBO Mentor Program, Cohort 10. I have no doubt that my experiences with you and my colleagues put me over the top because of the intensive “people skills” and interview techniques you offered.

THANK YOU THANK YOU THANK YOU to both of you from the bottom of my heart for all your support and encouragement! This new job would not be possible without you! There are truly no words to convey my appreciation.

I can’t begin to tell you how much I appreciate both of you and all of the knowledge you shared with us in the Mentor Program. Thank you for pushing me and making me uncomfortable, I know it made a huge impact on how I performed in the interview. Please tell the new cohort to trust the process and listen to you because it can change their life, as I know it has changed mine.

The CBO Mentor Program leadership team (l-r): FCMAT liaison Bill Gillaspie, core instructor Francie Heim, FCMAT CEO Joel Montero, mentor coordinator Mary Turcotte, and core instructor Bill McGuire.


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2014-15 Mentors and Participants by Geographic Location

F Mentors

s Participants

ALAMEDA

ALPINE

AMADOR

BUTTE

CALAVERAS

COLUSA

CONTRACOSTA

DEL NORTE

EL DORADO

FRESNO

GLENN

HUMBOLDT

IMPERIAL

INYO

KERN

KINGS

LAKE

LASSEN

LOS ANGELES

MADERA

MARIN

MARIPOSA

MENDOCINO

MERCED

MODOC

MONO

MONTEREY

NAPA

NEVADA

ORANGE

PLACER

PLUMAS

RIVERSIDE

SACRA-MENTO

SANBENITO

SAN BERNARDINO

SAN DIEGO

SANJOAQUIN

SAN LUISOBISPO

SANMATEO

SAN FRANCISCO

SANTABARBARA

SANTA CLARA

SANTACRUZ

SHASTA

SIERRA

SISKIYOU

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Sequence of CurriculumThe requirements and responsibilities of CBOs in California public schools are detailed and complex. The training of future CBOs must include a curriculum that reflects the work of practicing CBOs, what a CBO is required to know, and how to perform required tasks.

The CBO Mentor Program curriculum is the key component of the delivery system; it is developed in a sequential format that reflects all the major components required of any CBO in the public school system. The major components and/or areas of instruction are school finance and school operations, with CBO leadership themes included throughout the program.

At the end of this report is a summary of assignments and activities for the eleventh cohort program year. The entire curriculum and participant assignments are posted to a Google

Drive site that is password-protected but available for review upon request.

Any curriculum is only as effective and meaningful as the instructors. Through FCMAT’s professional development resources, the CBO Mentor Program contracted with two leading CBOs in the California public school system to be the primary instructors: Francie Heim, retired Deputy Superintendent, El Dorado County Office of Education; and Bill McGuire, Deputy Superintendent, Twin Rivers Unified School District, were selected as primary instructors to develop and deliver the curriculum.

President and CEO of SSC Ron Bennett and his team are critical to the success of the program. In addition to vital segments on CBO leadership, the SSC team’s expertise in job placement and interviewing for CBO positions is a popular and helpful segment of the program.

Instruction is delivered by the most qualified CBOs who are currently employed as expert school finance leaders in California school districts. In addition, educational leaders in school finance, leadership and/or school operations provide expertise in selected curriculum topics. The curriculum is practical and addresses the needs of a staff person who is learning the roles and responsibilities of a CBO.

Course Content, Presenters and Support TeamThe 2014-15 CBO Mentor Program took place from April 2014 through March 2015 and included 10 training sessions; nine sessions were held at the Hilton Garden Inn, Sacramento and one at the CASBO CBO Symposium held in November each year in either Northern or Southern California.

A schedule showing all of the classes and instructors is included in Appendix E.

Molly Schlange, Nikki Herring (foreground) and other participants enjoy a presentation.


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Bill Gillaspie, Ed.D. serves as the FCMAT liaison and has coordinated the development of the CBO Mentor Program since its inception. He provides ongoing support and mentoring to current and past participants.

Mary Turcotte serves as the mentor coordinator and keeps the mentors informed regarding the program.

Francie Heim and Bill McGuire serve as core instructors for all 10 sessions and coordinate the curriculum and speakers.

The entire team works to support the participants and serve as a resource for them in their future careers as CBOs.

Joel Montero, CEO of FCMAT, is a major presence in the program and serves as the opening speaker. His presentation on fiscal oversight and how to avoid fiscal crisis is one of the most highly rated segments of the program. Joel also attends the

November class session and participates in the midyear evaluation with mentors and participants.

Ron Bennett of SSC gives presentations in February and March on collective bargaining and many other elements critical to the success of a CBO. For the last session’s discussion of how to apply for a CBO position, he is joined by members of the SSC team.

Participants evaluated all sessions and provided the evaluations to the steering committee for review. Evaluation survey results are included in Appendix B.

Training ScheduleThe training dates are designed to accommodate the participants’ work schedules. Each of the 10 sessions begins on Friday afternoon and continues all day on Saturday. Participants are responsible for travel and lodging costs. All other costs are covered by FCMAT. Most participants’ employers assist with the costs, and scholarships are available for those with limited funds.

The 10 training sessions are distributed over 12 months and include approximately 150 hours of classroom instruction and more than 200 hours of independent work outside the classroom.

Training sessions were held at the Hilton Garden Inn in Sacramento, with the exception of the November class. Classes were held from 3 p.m. to 9 p.m. on Friday and from 8 a.m. to 3 p.m. on Saturday. In addition, there were a number of optional financial sessions from 1 p.m. to 3 p.m. on Friday that allowed participants to receive more in-depth training on specific topics.

Participants JoHanna Turner, Kevin Edwards, Joe Hoffman and Scott Wilbur interact during a group activity.

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The master schedule is shown below:

Session Date

I April 25 & 26, 2014

II June 27 & 28, 2014

III August 8 & 9, 2014

IV September 12 & 13, 2014

V October 10 & 11, 2014

VI November 20-22, 2014

VII December 12 & 13, 2014

VIII January 9 & 10, 2015

IX February 20 & 21, 2015

X March 13 & 14, 2015


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Evaluation SystemThe CBO Mentor Program for 2014-15 established clear goals and objectives. To measure effectiveness and ensure accountability, the CBO Mentor Program steering committee designed and established evaluation procedures to assess desirable instructor characteristics and measure the extent to which curriculum goals and objectives were being met.

Instructor/presenter characteristics were evaluated on a numerical scale of 1 (below satisfactory) to 5 (excellent). Additional sections on each evaluation form allowed participants to answer open-ended questions about how to improve curriculum delivery. The curriculum content for each session was evaluated throughout the year-long program. All evaluations are on file.

Participants complete their evaluations electronically by 5 p.m. on the first Monday after each weekend class. All evaluations are submitted to lead instructor Bill McGuire, who summarizes the information.

Each session is evaluated and the results are shared with the presenters, providing them with measurable feedback regarding the effectiveness of the presentation, as well as suggestions for improvement.

Mentors are asked to complete an evaluation after each session and provide immediate feedback on their interaction with their mentee.

Formative EvaluationFormative evaluation was used to sample the process of learning and to help guide decisions about how the curriculum might be improved. The program used formative evaluation in a nonthreatening manner between participant and presenter. The evaluation system was designed to help those being evaluated to adopt strategies that resulted in growth and increased effectiveness.

A Positive Evaluation ApproachA positive approach to evaluation demonstrates a basic trust among the CBO Mentor Program instructors, mentors and participants. The steering committee members believe that the instructors’ current practices in education are proven and successful. Participants experience an environment of trust and respect that enables them to give honest written feedback on the

instructors’ performances and on curriculum standards.

The most important element of the positive approach is that the CBO Mentor Program instructors anticipate that the evaluation program will result in growth. The goal is for the professional climate of the CBO Mentor Program to become one of change and commitment to excellence. Adapting to change and meeting the ongoing needs of participants and mentors is an essential part of the evaluation system. Because of this approach, evaluations are both nonthreatening

Participant Matt Phillips of SSC looks on during a class session.

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and promote growth for the overwhelming majority of instructors and participants.

Colleagues EvaluateOne of several innovations that make the CBO Mentor Program different from any other professional development training program is that colleagues are asked to evaluate each other on the overall delivery system. The mentors, meeting with Joel Montero, are asked to perform a midyear evaluation in November to rate the effectiveness of the curriculum, participants and overall delivery system. This peer review provides a relevant and practical way to receive feedback from colleagues qualified to make judgments about what it takes to become a successful CBO. These evaluations are on file.

The participants also meet in November with Joel Montero and provide feedback on the program. Over the course of nine midyear reviews, program leaders have received valuable suggestions that in many instances were implemented immediately.

Rating OutcomesThe evaluation data on file show a high rate of satisfaction among mentors and participants. The curriculum and instruction was typically rated as above average/excellent. Participants noted that they gained valuable knowledge and skills that could be applied to their existing positions, or help them obtain a CBO position. Each participant indicated that the program was worthwhile and that they would recommend the program to colleagues who aspire to become CBOs.

Follow-Up Survey of ParticipantsThe CBO Mentor Program Steering Committee, through FCMAT, conducts informal follow-up surveys of participants in each cohort. The information from these informal surveys indicates that participants who attended the CBO Mentor Program have significantly advanced their careers.

Writing Assignments and Midyear EvaluationA successful CBO must be able to communicate well with a variety of audiences. The CBO Mentor Program is fortunate to have the team of FCMAT technical writers teach a writing and communication segment on the first weekend of the program.

In addition, the program provides multiple opportunities for writing assignments and evaluation. Participants are required to write a 300-word paper on an assigned topic for most sessions.

The first assignment is to write about student achievement, specific to the participant’s district. This student achievement assignment is evaluated by the mentor and then given a thorough, in-depth review and rewrite by the team of FCMAT writers. This valuable input sets the stage for this important element of the program. A variety of other writing topics are assigned throughout the year including LCFF, budget philosophy, and cash flow issues. Participants are charged with making their communication understandable to the general public.

Jesse Chavarria observes a presentation.


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In November, the program conducts a midyear evaluation with each participant that focuses on a number of criteria (see below). A short written summary of the verbal conversation is provided to the participant and the mentor.

Midyear evaluation elements:

• Individual Feedback – How is the program working for the participant?• Team Presentation – Review of team dynamics and elements of the presentation• Individual presentation style • Class participation• Writing skills• General leadership• Overall assessment

For the writing segment, the program has a professional writer who is not affiliated in any way with education. The writer reviews the portfolio of work done to date and evaluates grammar, punctuation, sentence structure and flow. In addition, the writer evaluates and provides input regarding whether the document is understandable to the general public.

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Candidate Assessment Candidate assessment is a result of collaboration with the California Association of School Business Officials (CASBO) to identify measurable standards required of participants who wish to obtain the CASBO CBO certification after successfully completing the CBO Mentor Program. The mentor and participant complete the candidate assessment. The participant is responsible for making contact with the CASBO CBO certification chairperson and for following the application procedure that CASBO has developed.

Appendix D contains a copy of the CBO Mentor Program candidate assessment document. In the candidate assessment process, the CBO Mentor Program participant and mentor meet, and the mentor rates the participant’s skills and recommends the participant for either CASBO CBO certification or additional study.

The participant’s skills are rated in the following categories:

1. Basic business knowledge

2. Leadership area3. Operational area

There are measurable standards against which the participant is rated to determine if they meet the standard, exceed the standard, or should pursue professional growth in order to meet the standard.

If a participant is recommended by their mentor for CBO certification, he or she applies to CASBO for certification. If the CASBO certification advisor concurs with the mentor assessment, the participant will receive CBO certification.

The candidate assessment has proven to be a reliable measurement of whether the program has prepared a candidate to obtain CASBO CBO certification. It is another example of how the CBO Mentor Program provides relevant and measurable accountability for curriculum and CBO content standards.

Participants Amanda Colon, Alan Giles and Ahmad Sheikhholeslami (foreground) respond during a class activity.


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CBO MentorsThe dictionary defines mentor as a wise and trusted guide and advisor, teacher, or counselor. Pairing experienced and successful CBOs with participants makes the CBO Mentor Program unique and sets it apart from other similar programs. The mentors are the cornerstone of the program and are critical to the success of program participants.

Many of the mentors have served in the program since the beginning. The most successful mentors often nominate participants they believe have the attributes to be successful. The mentors serve as the best advertisement for the program.

PurposeMentors work with their assigned participants throughout the program. They review and provide input into their assignments, provide feedback on current education finance and budget issues, and share the knowledge and wisdom they have gained from years of experience in the field.

QualificationsCBOs who desire to become mentors in the program are expected to meet the following qualifications:

• Currently hold the position of CBO or are actively involved as a retired CBO.• Have extensive experience as a CBO, typically 10 years or more.• Have hands-on experience in all facets of school business operations.• Hold a degree in a business-related field, CBO certification, or demonstrated workplace

experience.• Have demonstrated performance developing school business personnel.• Are committed to providing one-to-one mentoring support to each participant.• Are able to provide work study supervision to a participant according to the curriculum

guidelines.

Selection ProcessMentors are matched to participants based on compatible skill sets and needs as well as geographic considerations. Mentors from past programs are often selected to participate again. An individual may apply to be a mentor, and the selection committee may also recruit individuals who they believe will be a good match as a mentor for a particular participant.

Mentor ResponsibilitiesMentors are expected to do the following:

• Be available to the participant and provide guidance and support to the participant via email, telephone, or in person. Core instructor Bill McGuire sends out a survey monthly and collects feedback from mentors about their interaction with participants.

• Monitor assigned projects and provide feedback to the participant.• Provide an objective evaluation of the participant’s progress by providing regular feedback

to the participant.

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• Participate in a joint evaluation of the program between mentor and participant at the November meeting.

• Complete all evaluation forms regarding the effectiveness of the CBO Mentor Program as requested by FCMAT.

• Provide FCMAT with feedback regarding strengths and weaknesses of the CBO Mentor Program curriculum.

• Attendance is required at one of the two orientation sessions:• Mentor orientation held in conjunction with the CASBO conference, or • Mentor orientation held at the opening session of the class.

• Mentors are welcome to attend all class sessions. Mentors are especially encouraged to attend at least the first class session, the evaluation meeting at the November CBO Symposium, and graduation ceremonies.

• At the end of the program, assess the participant’s areas of strength and identify areas of growth.

CASBO CBO certification is not an automatic result of participation in the program. At the end of the program, the mentor makes a recommendation to the CASBO certification advisor regarding whether the participant should receive CBO certification. The mentor may recommend that the participant take additional classes to become qualified. Final award of the CBO certification depends on the decision of the CASBO certification advisor.

Teaming an experienced CBO mentor with each program participant ensures that each participant completes the program successfully. It is anticipated that mentors will continue to be trusted resources for the participants as they move forward in their careers as CBOs.

CBO Mentor CoordinatorA coordinator is defined as someone who sees that things run harmoniously. The mentor coordinator is an important part of the CBO Mentor Program. This position is a key link between the mentors and the program leadership, ensuring the flow of communication and information between both groups.

PurposeThe main purpose of the mentor coordinator is to provide assistance, support, and communication to the mentors, and to monitor their activities with the participants. The coordinator is a member of the steering committee. As such, the coordinator attends all leadership meetings and reports on mentor activities and on concerns that may have been expressed regarding any participants. The coordinator attends the CASBO mentor orientation, CASBO alumni social, first day of class/mentor orientation, November midyear review, and graduation.


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ResponsibilitiesThe CBO Mentor coordinator does the following:

• Proposes initial assignment of mentors to participants for the steering committee, based on geographic location and reasonable accommodation.

• Meets with mentors at the initial orientation and midyear evaluation to review their responsibilities and the program’s expectations of them; seeks their input regarding the program’s effectiveness.

• Communicates regularly with mentors about the participants’ upcoming projects and timelines.

• Meets with mentors at the orientation to seek their input regarding the program’s effectiveness, and provides input regarding whether their participant should be granted the CASBO CBO certification.

• Is available to mentors and responds to their questions and concerns.• Is available to participants in the event of problems with their mentors.• Communicates regularly with the FCMAT program coordinator.• Participates as a member of the steering committee.• Receives and maintains a file of annual candidate assessment documents at the completion

of each cohort.• Follows up with mentors to ensure 100% return of monthly surveys, and follows up on

comments and concerns.The communication, coordination and support provided by this position is a critical element that ensures the success of the program for both mentors and participants. The mentor coordinator works with everyone involved to further the success of the program.

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Steering Committee The primary purpose of the CBO Mentor Program steering committee is to serve in an advisory role to FCMAT, which funds the program through its professional development program. The committee is chaired by Joel Montero, Chief Executive Officer of FCMAT.

Following is a list of current CBO Mentor Program steering committee members:

Joel Montero Fiscal Crisis & Management Assistance Team

William Gillaspie, Ed.D. Fiscal Crisis & Management Assistance Team

Francie Heim CBO Mentor Core Instructor

Bill McGuire CBO Mentor Core Instructor

Mary Turcotte Mentor Coordinator

In addition to formal meetings, steering committee members communicate regularly on an informal basis to monitor, evaluate and guide the progress of the CBO Mentor Program. Upon the completion of each CBO training session, committee members are debriefed to determine the strengths and weaknesses of the session.


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Budget The FCMAT board of directors has been very involved and is supportive of FCMAT taking a leadership role in professional development in California to help school districts maintain fiscal accountability and sound fiscal practices.

The FCMAT board has also been supportive of allocations from the FCMAT budget to help meet California school districts’ need for trained and qualified CBOs.

To ensure that selected participants are able to attend the workshops, a scholarship fund account was established so that any participants who could not afford travel and lodging would have these fees paid for by CASBO.

The actual expenditures for the FCMAT CBO Mentor Program eleventh cohort (2014-15) were as follows.

FCMAT CBO Mentor Program Eleventh Cohort Actual ExpendituresSupplies $2,241 .12

FCMAT Travel and Reimbursement $3,159 .76

Rentals and Leases $2,928 .91

Contracts and Purchase Orders $143,978 .11

Total $152,307.90

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Cohort #11

Summary of Assignments and Activities for the YearMENTOR QUESTIONSQuestions are designed to correspond to class activities and prepare participants for the topics to be presented.

INTERVIEW QUESTIONSNine questions (or more assigned each month)

WRITING ASSIGNMENTS:1. Bio March 20142. Student Achievement April 20143. LCFF June 20144. District Budget Philosophy September 20145. Cash Flow October 20146. Special Education February 2015

PROJECTS1. LCFF actual calculation August 20142. User Friendly Budget October 20143. Budget Variance report December 20144. Budget Cover January 20155. Bond Project Presentation & research January, February, March 20156. Resume & Cover letter Work in progress from October to February7. Fingertip Facts Work in progress – due March 20158. Starbucks Napkin Class activity9. Video critique of November January 201510. Structured Collaborative Inquiry January 201511. Williams Inspection/write up January 2015

TEAM PROJECTS:1. Press Release April class, finalized by June 2. Financial Report Presentation September3. Food Service Presentation November4. Technology Presentation February5. Team Bond Presentation March

ACTIVITIES1. Read district Budget June 20142. Board meeting/budget presentation June 2014


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3. Attend a JPA meeting January 20154. FCMAT report (special education) October 20145. Refresh yourself on your strengths October 20146. Collective bargaining session February 2015

Participants must come to class fully prepared. There will be public speaking requirements on the assigned topics.

MENTOR QUESTIONSYou need to have a conversation with your mentor prior to each class to discuss the topics shown below. Your job is to gather input and be prepared to speak for two minutes in class on each question. You may or may not be called upon to speak at each class, BUT you must always be prepared. The goal is to create comfortable public speakers who also learn the skill of speaking succinctly in two minutes.

INTERVIEW QUESTIONBefore each class we will assign an interview question for you to research. You are required to develop an answer, then review that answer with your mentor. You then need to be prepared to answer the interview question in a peer-to-peer setting or in front of the entire class. The goal is to learn more about the assigned topic, learn how to answer an interview question with sensitivity about language and content, and gain more comfort as a public speaker. You will also practice writing skills by writing your responses and posting to your portfolio.

WRITING ASSIGNMENTSYou will also be required to WRITE. You will be given direction on the written assignment. Typically, we will require a one-page written summary of about 300 to 400 words. The goal is to create strong written communication skills.

For research questions that say “your district,” you may use your own district, your mentor’s district or a district mutually agreed upon by you and your mentor. If a topic is outside of your mentor’s experience, the mentor and participant may find another source that can provide insight or information.

MONDAY MORNING LETTER This schedule of topics and assignments may be revised during the year. After each class, you will receive a Monday Morning letter that recaps the weekend and provides an update on all the assignments. In addition, we will provide detailed instructions for assignments with written class materials.

APRIL ASSIGNMENTS BEFORE THE START OF CLASS 1. Official Letter from FCMAT welcoming participants to the program2. Kick-off email from Francie Heim welcoming participants to the program and providing

some details3. Email from Bill McGuire to complete short survey (Assignment 11.1)4. Email from Francie with attachment/directions to complete Assignment 11.2 (google

drive, write a short bio)

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5. Email from Francie with attachment/directions to complete Assignments 11.3 (Student Achievement) and 11.4 (Strengths-based Leadership)

6. Email from Mary Turcotte, our Mentor Coordinator, providing information about mentor selection with mentor contact information

7. Strengths-based leadership book sent directly to participants from FCMAT8. Invitation to CASBO Conference social event in coordination with the CASBO conference

Assignment 11.1 Respond to Bill McGuire survey email (due February 20,)

Assignment 11.2 Google Drive & Post Bio (due March 13, 2014)

Assignment 11.3 Student Achievement (due April 3, 2014)

Assignment 11.4 Strengths Based Leadership and Survey (due April 15, 2014)

MENTOR QUESTION DETAILAs the presenter schedule adjusts, mentor questions may adjust to different months. The final assigned questions will be in the Monday letter following each class.

JUNE

Discuss with your mentor what they believe is the role of a CBO and the qualities they feel are critical to success. Discuss your strengths and the strengths of your mentor. Discuss your aspirations to be a CBO. Ask your mentor what skills you need to acquire or expand to be successful.

Discuss student achievement and how they believe a CBO plays a role with the district leadership team in achieving student success. Discuss with them your assignment to talk for two minutes about student achievement.

Discuss the relationship between the business and curriculum & instruction divisions. How does business support the instructional side of the house?

What is your district’s LCFF calculation? Bring to the class a copy of your district’s LCFF calculation as presented in the second interim report. Discuss with your mentor your LCFF calculation in 2014-15.

How does your district determine the number of students for the coming year? Who is responsible for making that determination? What is the district process for enrollment projections for staffing?

AUGUST

Discuss debt financing with your mentor and ask their best advice on the potential pitfalls.

Discuss with your mentor the topic of fiscal oversight (AB 1200) and their experiences in working with their county office. Bring a copy of your district second interim approval letter from the county office.

Hypothetical question - You are meeting with your superintendent to discuss the advantages and disadvantages of declaring the district qualified (assume first interim December 2014). What are the arguments you would make for and against being qualified?

Discuss with your mentor strategies relative to cash flow, cash management, and cash loans.


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Ask your mentor about the most difficult situation they had that involved the media – be prepared to discuss in class their story. What worked well? What didn’t go well? In hindsight, how would they have done things differently?

SEPTEMBER

Talk to your mentor about how they analyze a financial report that comes to them from their director of fiscal services for final review and approval. What tools do they use to analyze the data? What are the critical elements they look for when they review?

Talk to your mentor about the role of a CBO relative to purchasing and the potential problem areas.

What is your mentor’s philosophy on budget presentations? Discuss with your mentor their tips for a successful budget presentation. What advice would they give you regarding budget documents?

Ask you mentor why it is so difficult to get an accurate count of students at the start of a school year and what methods have they used over time to capture that information.

OCTOBER

Talk to your mentor about legal contracts and the most important lessons they have learned over the years relative to contracts.

Talk to your mentor about the challenges involved in special education, both programmatically and financially. As you focus on the general fund contribution to special education, what is their advice about areas where you should pay attention?

Has your audit started? Who is the auditor? Talk to your mentor about the role of the auditor and what attributes they feel are important in the selection of an auditor. Bring a copy of your most recent audit report to this session and discuss with your mentor the findings and recommendations.

Ask your mentor to give you an example of a time they were faced with a difficult ethical dilemma in their role as a CBO.

Talk to your mentor about the quality of your writing assignments to date – get their feedback.

Talk to your mentor about the candidate assessment form that needs to be completed at the end of the program. Are they going to be comfortable recommending you for CASBO CBO certification at the end of the program? Or will they recommend some additional coursework or activities?

NOVEMBER

No mentor questions – it is all about the food service presentations.

DECEMBER

Talk to your mentor about your food service presentation and your midyear. Make sure you share your self-assessment and the feedback provided to you by our team. Solicit their advice about how you can improve your public speaking skills.

How is your district’s property and liability insurance provided? What is the annual premium? Are you self insured? Member of a JPA? Other? What are the challenges facing your district in the area of insurance?

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Be prepared to describe how position control works in your district. Discuss this with your mentor and talk about what elements are critical to position control and what are the barriers to successful implementation.

Ask your mentor about a time in their career when they had a strong working relationship between HR and Business.

What is the financial status of your cafeteria operations? Your mentor’s? Profit center? Break even? Losing? Discuss with your mentor the challenges of food service operation.

Does your district authorize a charter school? Your mentor’s? Find out details about the charter school and be prepared to discuss.

JANUARY

Discuss with your mentor what it means when we talk about culture in an organization. What is the culture in your current organization? Your mentor’s? How do you as a leader influence or create culture?

Discuss with your mentor the governor’s budget as presented in January. What is their prediction for the final outcome when the budget is signed into law in July?

What is your district financial system? What was the history of the software selection process? Is there a future replacement plan for hardware/software?

Do you have an acceptable use policy in place for employees? What policies and procedures are in place relative to technology?

What is the workers’ compensation rate and modification factor for your district?

What is your annual premium? Are you self insured? Member of a JPA? Other? What are the challenges facing your district in the area of workers’ compensation?

What are the most pressing issues for your district relative to facilities? What are the barriers to your construction program? Talk to your mentor about what they view as the most critical role of a CBO relative to facilities.

FEBRUARY

What advice does your mentor have relative to collective bargaining?

How do you prepare for negotiations? What has been their greatest challenge? Their greatest learning? Ask them to tell you the top THREE things a CBO should remember to be successful in negotiations.

Talk to your mentor about their experiences relative to transportation and the challenges they faced as a CBO with regards to transportation.

What health and welfare benefits does your district offer? Medical, dental, vision, life insurance, EAP, other? What are the costs? Who are the providers? Do you have a benefit cap? What does the contract language say? Talk to your mentor about caps on benefits and the various ways in which they might work in contract language. Bring to the class your contract language relative to benefit caps. Be prepared to talk about your benefit costs and benefit caps.

The cover letter, application and resume are the written assignment.


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MARCH

Discuss with your mentor the most difficult employee evaluation process they have gone through. Lessons learned? What would they do differently?

Discuss the CBO candidate assessment form and CASBO CBO certification.

INTERVIEW QUESTIONS DETAILWrite the question and answer and post to your portfolio each month. Additional questions may be assigned during the year.

INTERVIEW QUESTION #1

Practice your opening interview question/answer with your mentor. “Please tell us about yourself, your education and your experience, as it relates to this position.” Time your response to be under five minutes.

INTERVIEW QUESTION #2:

We understand the need for a reserve for economic uncertainty. What are the conditions whereby use of reserves to balance the budget is acceptable?


It is May and you are reviewing the district books to avoid year-end surprises. What three accounts would you review and why? Discuss how to avoid year-end surprises.


Our district has recently authorized a charter school. Oversight responsibility will fall under administrative services (your department). Tell us about your experience working with charter schools. Describe how you would perform oversight of the charter school.


Our food service program is not profitable. What are the steps you would go through to turn the program into a profit-making venture?


Our district is planning to have a bond election to modernize and expand existing facilities. As the CBO with oversight of the facilities and as a member of the district leadership team, describe the elements we should be considering as we start the bond election planning process. What are the key things we should be doing?


Describe your experience in the area of collective bargaining. Coming into our district, what would you do to prepare for your first negotiation session with CTA and CSEA?


As this interview comes to a close, please tell us why you think you are the best person for the job. Why should we hire you?


Ask your mentor: What is their favorite interview question? Respond to the question as though you were in an interview. Have them critique your response.

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WRITING ASSIGNMENT DETAIL1. Bio

Prior to the start of class, participants post a short bio of themselves.

2. Student Achievement Prepare a one page (400 to 500 word) written summary document that discusses student achievement in your district. We expect your written summary will include some data on test scores and some discussion on district strategies, goals, and philosophies. If you are a county office or do not have a district, you may select a district that interests you.

Please write it in the third person, as though you were writing a report to the board or for a newspaper article. Strive to tell the story of student achievement in your district, using language and terminology understandable to people outside the industry.

A good CBO learns to develop a network of support and learns to research topics. Use your mentor as a resource. Find a resource in student achievement who can assist you in this assignment and who can provide data (and data links) to assist you. As an appendix to your assignment, please note the websites or other resources you used to prepare for this assignment. Your written assignment on student achievement is due on April 3rd (loaded into your Google drive portfolio).

Please label your assignment –LastNameAchievement. E.g. John Doe would label the assignment - DoeAchievement. We will have professional writers from FCMAT critique your work and provide feedback. They will be presenting on Saturday and will provide valuable insights on your writing. You also need to be prepared for public speaking on this topic. On Saturday you will be required to speak in class for TWO minutes on student achievement in your district.

3. LCFFPrepare a 300-400 word summary that describes your district’s LCFF funding. Include whether you are experiencing a benefit from the new formula, disadvantaged by the new formula, or held harmless. Describe the role that taxes play in the equation.

Describe it as though you were including the description in a budget document. Your writing needs to be easily understood by the general public. Please label your assignment –LastNameLCFF.

4. Budget Philosophy Prepare a 300-400 word summary that describes your district budget philosophy. Include in your description details such as centralized or decentralized budgeting. Include any formulas used in the process. Include any identified reserve level philosophies. Please label your assignment –LastNameBudgetPhilosophy.

5. Cash FlowPrepare a written summary report (for your superintendent – internal document) describing the cash flow issues and solutions for your district (or selected district) for 2014-15. Please label your assignment –LastNameCash.


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6. Special EducationPrepare a 300-400 word summary that describes special education funding in 2014-15. Describe it as though it was in a budget document.

Choices:

General special education description

Your specific SELPA formula

Or a combination of both

PLEASE LABEL YOUR ASSIGNMENT –LASTNAMESPECIALED

PROJECT DETAIL

1. LCFF CalculationUsing the FCMAT LCFF calculator, enter data for your district and bring the results to the August class. The FCMAT LCFF team will be presenting at this class and will discuss LCFF/LCAP in detail.

2. User Friendly Budget (UFB)Your job is to complete the User Friendly Budget software (available on SSC website for download). Complete all sections of UFB for the district of your choice. Review and discuss with your mentor prior to the class. Be prepared to report out in TWO minutes – two minutes only – what you learned about budgeting in CA using UFB during dinner at the October class. Resource for prior year data: http://www.ed-data.k12.ca.us. Software and additional details will be provided for you to complete this assignment. Start early and don’t procrastinate.

3. Budget Variance ReportPrepare a board summary report of your district prior year actual (2013-14) compared to the last estimate. This report should include:

a. Spreadsheet summary of variances from last information told to board and final information at year end with narrative explaining the variances.

b. Documents to look for:c. 2014-15 Budget to board (June 2014) – find 2013-14 estimated actuals from this

document. d. 2013-14 Actuals (September 15, 2014 document).If you do not have a district, request your mentor’s assistance in finding a suitable district for analysis. Finished assignments are due at the December class (submit electronically – file name: lastnameBudgetVariance)

End-of-year variance analysis must be reviewed by your mentor prior to submission. The variance analysis will include a narrative and a summary financial document. Mentors are asked to pay particular attention to the narrative and provide input that makes the document board package ready.

4. Budget Cover

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This is a chance to show your creative side and design a budget document cover page.

5. Bond Project Presentation and ResearchThe bond research project starts with in-class research, includes individual project work and culminates in another team presentation at the last class. Directions to be provided. You will prepare a short two-minute presentation on the feasibility of a bond issuance for the district of your choice (directions to be provided).

6. Resume & Cover Letter Starting in October we have participants bring their resume and cover letter to class for peer review. Participants will complete an application, cover letter, and resume for a specific job by February 2015. SSC (School Services of CA) will review your package and provide feedback.

7. Fingertip FactsA good CBO needs to know a great many facts about the district; we have participants start brainstorming those facts in June 2014 and continue to collect and add to their “fingertip facts” throughout the year. A final document is produced and posted to their portfolio by the end of class.

8. Starbucks NapkinIn January we have a class activity that requires participants to take some basic budget assumptions, including the governor’s budget proposal, and do a “budget on the back of a napkin.”

9. Video Critique of November presentation Participants must watch their public speaking performance and write a critique.

10. Structured Collaborative InquiryPractice the art of listening. Participants will interview a classmate on their job and write up what they learned in the interview.

11. Williams Facility InspectionDo a Williams inspection of a school site

Use the OPSC FIT Spreadsheethttp://www.opsc.dgs.ca.gov/Programs/SABPrograms/GRS.htm

The CASH FIT Guidebookhttp://www.cashnet.org/resource-material/FITGuidebook.pdf

Compare to the School’s Current SARC.

Write 200-word essay on your findings (post to the google drive).

TEAM PROJECT DETAIL1. Press Release

At the April class, your team will begin work on a press release based on a sample district financial crisis. After the class, your team will complete the press release by


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June 1 and submit. A winning press release will be selected by the FCMAT writers and announced at the June class.

2. Financial Report PresentationWhat is the STORY you can derive from the financial information?

Six Teams:

Each group is provided a complete SACS document for a district.The group performs an analysis of the fiscal status of the district.Create a summary document that TELLS A STORY for your presentation.Presentation is typically PowerPoint.10 minute presentation.No specific guidelines – use your group imagination!There is no right or wrong presentation – your job is to communicate to the group THE STORY you have learned about this district from a review of their financial information. Please try to disguise your accounting background when you prepare the story.

3. Food Service PresentationFood service presentations are done in November session. Each team will be given a FCMAT food service report and given directions on developing a presentation to the board. We will film your presentation and post the video. You will be required to do a video critique write-up.

4. Technology PresentationUsing your assigned FCMAT Review Study teams, prepare a Board of Trustees presentation on your team’s plan to implement the findings and recommendations of the study.

The written part of the assigned study includes:

Board agenda ItemsWritten report to boardPowerPoint presentation to highlight the written report

Presentations should be planned for 15, 10 and 5 minutes in length. You will be informed just prior to your presentation of the time that will be allowed by the board president.

5. Team Bond PresentationYour team will be presenting to the superintendent in cabinet on a proposal for a successful bond campaign. Details to be provided.

OTHER ACTIVITIES DETAIL1. You will be given a district budget to read.

You have an acting part! Review with that in mind. Acting parts will be provided.

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Bill McGuire will present a budget and you will play the audience members and ask him questions.

2. Attend a board meeting where a budget is being presented (your district, your mentor’s district, or another district of your choice).

3. Attend a JPA meeting (workers compensation/property & liability/health and welfare).4. Read the assigned FCMAT report (special education) and be prepared to discuss in class.5. Refresh yourself on your strengths.

You can expect a quiz from Mr. McGuire at the next meeting. Take a look at the strengths of your teammates from your last project. Be prepared to report out some insights about your team group dynamics as it relates to the different strengths of the group.

6. Attend a collective bargaining session (if possible). We recognize that this isn’t always possible and will consider alternative activities.


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Appendices

Appendix A: CBO Mentor Program 2014-15 Participants

CBO Mentor Program 2014-15 Mentors

Curriculum Materials Website

Appendix B: CBO Mentor Program 2014-15 Survey Results

Appendix C: Participant Application

Mentor Application

Program Brochure

Appendix D: Candidate Assessment

Appendix E: CBO Mentor Program Schedule 2014-15

Appendix A

2014-15 CBO Mentor Program Participants

• Tad Alexander, Butte COE• James Arcala, Oakland Unified• Kristi Blandford, Folsom Cordova USD• Jesus Chavarria, Anaheim City SD• Amanda Colon, Corona-Norco USD• Kevin Edwards, Sanger USD• Erin Garcia, San Diego COE• Alan Giles, Hesperia USD• Bernadette Y. Griggs, Los Angeles COE• Aaron Heinz, El Dorado COE• Michael Henkel, Robla SD• Nikki Herring, Salinas City ESD• Joe Hoffman, Irvine USD• Wanda Holden, Windsor USD• Robert Marical, Dixie SD• Matt Phillips, Rocklin USD• Kristen Pifko, Rio SD• Ryan Pinkerton, San Luis Coastal USD• Derek Pinto, Tustin USD• Richard Ruiz, Kern High SD• Molly Schlange, University Prep Charter• Ahmad Sheikholeslami, Menlo Park City SD• Thoraia Soliman, Centralia Elementary• Kim Tran, Montebello USD• JoHanna Turner, Oakland USD• Marcel van Dissel, Eureka City Schools• Scott Wilbur, Hollister SD• Michael Yu, Ceiba Charter

2014-15 CBO Mentor Program Mentors

• Don Gatti• Maureen Evans• Rhonda Crawford• Steve McMahon• Vince Christakos• Terry Bradley• Lora Duzyk• Ted Alejandre• Sherry Mata• Jim Thomas• Baldev Johal• Jerry Stratton• Wendy Benkert• Michelle Plumbtree• Jim Cerreta• Barbara Patterson• Paul Disario• John Gray• Tony Soria• Dennis Scott• Art Schmitt• Don Zimring• Scott Price• Pearl Iizuka• Chris Learned• Paul Zeigler• Michael Bishop• Sandra Lepley

Curriculum Materials WebsiteComplete curriculum materials, student assignments, portfolios, evaluations and other documents are accessible on the program’s Google Drive website under the Drive section of www.google.com. Relevant items are posted the Wednesday before each session so that participants can review material prior to the session if desired. Additional resources are also posted as they become available to build a resource library for participants.

APPENDIX B

CBO Mentor Program 2014-15 Survey Results

Evaluation Survey Results April 25th & 26th, 2014

CBO MENTOR PROGRAM April 25th & 26th, 2013

How would you rate the session "Introduction to the Program" with Joel Montero CEO of FCMAT?

Answer Options Response Percent

Response Count

Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 3.6% 1 Above Average 25.0% 7 Excellent 71.4% 20

answered question 28 skipped question 0

Please give examples of how we can improve the session, "Introduction to the Program" with Joel Montero CEO of FCMAT.

1. Discuss the various programs of FCMAT and how and why it was created. 2. I would like to know how many graduates of this program actually do move on to

becoming CBOs if they're not at that level yet. 3. I think he did a great job of setting the right tone and establishing a bar high for each of

us. Looking forward to the challenge.

3


4. Have Joel speak about his career history and how he got to where he is today. Clarify if the program is about creating CBO's or simply leaders or both. Remind Joel about Lombardi Time - just kidding.

5. The session was a bit long and felt unstructured. 6. None. 7. I don't have any suggestions for improvement. 8. Nothing to improve here. 9. No suggestions, Joel does a good job on his introduction. 10. Joel is a dynamic individual. 11. No improvements - found his talk inspiring, and appreciated his sense of humor. The

fact that he talked about how he's "invested in" us has made me feel that I owe it to him to do my very best - not that I wouldn't have otherwise, but we needed to hear this.

12. None. 13. I think the presentation was well thought out and organized however; with Joel being

late (not his fault obviously) the team had to adapt and obviously "re-work" the initial agenda. It's a lesson in flexibility and adaptability, which is key in our profession. Great job team!

14. I thought it was great. 15. You can do no better. I've heard Joel speak a few times now, and he's always been a

wealth of knowledge. This one was even better. Thank you. 16. Joel is an excellent speaker and provides clear, concise expectations of his expectations

of our performance in the program. 17. Joel was an excellent speaker and explained what the CBO preparation program is all

about. 18. Tell us more of those "stories for another time." 19. Nothing to improve.

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How would you rate the session, "Program Expectations" with the CBO Mentor Team?


Response Count



Please give examples of how we can improve the session, "Program Expectations" with the CBO Mentor Team.

1. All expectations were clear and precise. 2. I think you all did an excellent job to let us know what is expected of us. I would like to

know who actually makes the decision on whether or not the participant will most likely not succeed? And what is the process?

3. Give more detailed examples of the types of assignments we will be expected to do for each class. How many assignments will we have to do each month, etc.

4. Good and clear. I especially enjoyed how upfront you were on the difficulty of the program.

5


5. None. 6. It was terrific to learn about our instructors, and to have the expectations delivered in

such a straightforward fashion. I can't think of a thing that would have been more helpful.

7. The only thing I can think of would be to post comments from the prior groups about the nature, intensity and time involved of the program. We received an excellent overview from Joel, Bill and Francie, but a view from former students would be most helpful as well.

8. No suggestions. Expectations are well laid out. 9. Love this - we need to talk more about the next step in our careers and the background

work we need to do to support career advancement. 10. None. 11. I hate having to be honest with this answer because I know how much time and energy

goes into preparing for this class and the amount of details the team must share. I'll be honest anyway. The information intended to be presented was covered in pieces and didn't flow well. It was also covered at a very rapid pace and left me with several questions. Having said that, I know the contributing factor to this was lack of adequate time given Joel arriving late (not his fault) and the schedule needing to be adjusted accordingly. I would guess this isn't usually the case and the team was working through the challenge as best as they could. The good news is that I had all the printed materials and could read through them on my own and figure out the expectations.

12. They were very clear. 13. Be more specific about the time commitment, e.g. 3 hours per week spent on

assignments and projects in addition to class time. 14. This was vey informative. No changes. Keep doing what you're doing. 15. Bill and Francie did an excellent job in communicating the program expectations. 16. Program expectations where we'll communicated and what is expected to be successful

in the program was clearly explained. 17. Nothing that I can think of. Very clear to me. 18. Great as is!

6


How would you rate the "Thomas Killman Leadership Style" exercise?


Response Count



Please give examples of how we can improve the, "Thomas Killman Leadership Style" exercise.

1. Give a couple of minutes to read the results in our small groups. 2. I felt a bit rushed during the Thomas Killman exercise, which may have led to my

unusual combination of competing/avoiding. Perhaps doing the assessment before the session would have given a different result.

3. Define the clear difference between collaborator and compromising. We had very similar traits.

4. Some additional information on what it means to be a collaborator , avoider, etc. 5. I enjoyed this.

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6. I would have liked to have more time to think about the questions. 7. Reduce the number of redundant questions. 8. I wouldn't change anything with this exercise. It was great "as is". 9. No suggestions. 10. The only thing I can think of would be to use an example and share the positive and

negatives of each style. 11. Appreciated this exercise - thought it was great to mix the groups multiple times. 12. None. 13. This was a fantastic activity. 14. I had to fill out the form quickly. More time? 15. I didn't really like the questions/statements that were used in this exercise. I would use

a different leadership style exercise. 16. I like taking these types of tests, you get to learn some things about yourself and the rest

of the team. 17. I did not agree with the result of the quiz so I am a bit of a skeptic. Other people seemed

to enjoy the exercise. 18. One idea would be to be more small group activities with this exercise before going

whole group. 19. Have some more accurate way to choose our top persona besides "pick your favorite". 20. Loved it. First time I had ever done that one.

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How would you rate the Friday "Group Crisis" activities?


Response Count



Please give examples of how we can improve the Friday "Group Crisis" activities.

1. It would be nice to have a little more time and actual draft a response at the end of the program.

2. After we share our brainstorming ideas of how we would approach the problem, it would have been nice to have a recap of the "best" way to handle the problem. I was left feeling a bit confused, should we have told the Supt early or not? Or, is the best solution situational, and based on the type of district you are in, etc.?

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3. Some of the crisis activities felt pressed for time. This was further exacerbated by not being familiar with team members and too much discussion and debate during brainstorming activities.

4. These sessions are going to be in particular very valuable. I hope there are a lot more to come.

5. None. 6. It was nice to break up into the various groups to work together. We learned about

dealing with a crisis, and about our classmates. No suggestions for improvement. 7. The only change I would consider is to allow for us to analyze the data more and draw

our own conclusions to see how our thought process and thinking is with respect to the example. To see if we are hitting on the right areas and potentially missing on others.

8. No suggestions. 9. It would have been good to get a little more into the crisis activity, I know time was an

issue. 10. Good opportunity to dig in to what could very easily be a situation we may face. 11. None. 12. It was great. I don't see the need to change anything. 13. Continue to use real life situations. 14. I really liked this one. Examining a bad situation, and then thinking about how it hits

everyone, really opened my eyes to all of the parties involved and what their reactions might be. It was a great critical thinking activity.

15. I enjoyed working closely with my group. 16. Since the CBO job requires that we are able to explain things with out using financial or

complicated jargon a challenge for the group could be to come up with a visual of how the problem would be resolved.

17. Utilize iPads or laptops instead of paper on the wall. This will encourage others to be the scribe for those who have poor handwriting.

18. None.

10


How would you rate the session, "What it means to be a CBO"?


Response Count



Please give examples of how we can improve the session, "What it means to be a CBO?".

1. Discuss what you should look for in a district when applying for a CBO position. Is it better to start off at a smaller district and then move on to a medium/larger district? What are the pros and cons? What should we look for when researching if a district is a right fit?

2. None. 3. One of the most important things that I took away from this session was how important

it is to say, "I don't have the answer to that but I will find out and get back to you." 4. The only thing I would add would be to potentially consider bringing a graduate of the

program in to speak on how it benefited them and what they were able to apply to their position.

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5. No suggestions. 6. Very good run down of what is asked daily of a CBO. 7. Really enjoyed this session. 8. None. 9. I loved the portion of the presentation where Bill talked about the first 100 days on the

job. The timing for our cohort is great because Bill is in his first 100 days at Twin Rivers. I would love to have a flow chart or checklist or resource to use in the future. Having a list of not only whom you meet or where you go but also what are the conversations you have or what are you looking for. This could be developed at the table with your team.

10. N/A 11. I felt the description of the job was pretty accurate. Maybe discuss the politics within the

district and how it can change and impact the CBO. 12. This session was one of my favorites. This lays it all out on the table for you, and the

firsthand stories are very interesting. I was fired up at the end of this session. 13. None noted. 14. Would like to see a part of what one can expect as a new CBO and what to do in the first

100 days in the job. 15. Thought this was a great summary of the job and qualities needed. 16. Nothing.

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How would you rate the "Friday Social'?


Response Count



Please give examples of how we can improve the "Friday Social".

1. It should not just be about drinking and talking. Maybe the group can play a team game. Also, it’s a long day and some people may just want to relax.

2. I liked the idea of not being allowed to use those at your table as the 5 people to get to know and the free wine...what's there to improve.

3. Remind everyone to make sure they bring business cards. 4. This is a very important part of creating a network and I would like to see more time for

this. 5. Fun.

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6. "We can do anything, we just can't do everything." LOL 7. Allow for more time. The hour was great, but having additional time to get to know our

newest network would be even better. 8. We needed more time to mix. 9. No suggestions. 10. Thanks goes out to school services. I think we were all a little tired after a long day. 11. This was great, but nobody should be allowed to "take notes" - they really have to listen

and remember. Maybe kind of a "speed dating" deal where we have 1 min to talk, and to listen to our partner, before moving on to the next "date".

12. This is a great way get to know fellow participants quickly. It could be improved by requiring more than five interviews.

13. I loved meeting everyone, having an opportunity to laugh, talk about life, and connect was perfect. Many individuals continued the social activity after 9 so if you needed to push the start time to 8:30 in order to cover more information in the earlier activities, nobody would care.

14. This one is tough- end of a long day. Maybe a fun game, short video, raffle, fun fact, hobbies, etc.

15. Have it in a location that doesn't have a time limit. Once it needed to move, it broke up the discussions.

16. This capped a great day, and it was a nice way to decompress and have fun meeting each other. It's a team effort, and for me, I like to win. I want our team win, to truly set new standards for this program. I think we have the team to do it.

17. Requiring everyone to meet 5 new individuals is a great exercise. 18. Change rooms. I felt the large round tables made it hard to mingle! 19. Great getting to know everyone.

14


How would you rate the session, "Communication Strategies", with Terilyn Finders?


Response Count



Please give us examples of how we can improve the session, "Communication Strategies", with Terilyn Finders.

1. This was a first class presentation with Terilyn is great. 2. She was a great speaker, not much to improve. I would always love to see more

handout/examples that could help us in the future. 3. I've seen Terilyn before at conferences (she was excellent) and she seemed a bit

flustered at our session. At times it was difficult to follow her logic and the point she was trying to convey.

15


4. Give tips on how to approach a superintendent with a huge problem. Do certain phrases work better? Should you come with possible solutions?

5. I pulled things I can use now. 6. Terilyn was extremely informative. The handouts were a nice touch. She provided great

examples of real life issues that CBOs have had to deal with. I don't have any suggestions for improvement.

7. Possibly add more real life examples/discussion/group work. It would be beneficial to us to aid in our critical thinking/professional development.

8. No suggestions. 9. She has an excellent handle on the issue and having been a former board member is a

plus. 10. I could have benefited from even more time with Terilyn and more real world examples

of issue/crisis management. I appreciate the importance and content of her presentation.

11. Terilyn was awesome. 12. None. 13. One of the best parts of the weekend! 14. N/A 15. Some samples of actual communications with each circle. 16. You weren't joking when you telling us Friday what a great Saturday morning session

we'd have. Terilyn drilled down to the core of how important it is to communicate with the many circles of interested parties. Terilyn was engaging, and had me smiling and laughing. Her stories were timely and informative, and I learned a lot. Thank you.

17. Terilyn is a very good speaker and gives practical advice. 18. Having sometime for us to work on an exercise where we look to edit someone else's

real life communication and how we can improve their message. 19. More time for Terilyn to speak! 20. Terilyn was awesome and the info was extremely helpful.

16


How would you rate the session with the FCMAT Writers?


Response Count



Please give us examples of how we can improve the session with the FCMAT Writers.

1. More writing samples of real life scenarios - for example, show us a written communication that is average, and then compare it to one that has been edited and improved, and explain why the edited version is much better.

2. Maybe a few more example of before and after related to things we might have to write. 3. I enjoyed the presentation but the one-on-one didn't really happen. Our writer mainly

repeated the main points of the presentation, handed us our papers and walked away. Also, there seemed to be mistakes in the comments, or perhaps some of them were auto-generated. For example, I had three comments about not capitalizing words and the words already weren't capitalized.

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4. I have zero experience with AP style writing. I have only wrote in APA. Addressing this more directly would be beneficial.

5. Explain that the assignment where we wrote about our district's academic achievement should be written as if it was an article on a website or newspaper. I was writing it from the lens of an academic paper. I think referencing the assignment as an article will help us meet the expectations of the FCMAT writers.

6. If logistically possible, it would be more helpful if everyone had some 1:1 time with a writing coach.

7. The time might be better served with 1 and 1 time. There was a lot of things shared that a handout could have made clear. 1 and 1 time with the grader would have been very helpful. A rubric before the assignment and used to grade would have also been helpful.

8. I learned a great deal, and will definitely apply what I have learned so far. What a wonderful resource they will be. I have no suggestions for improvement.

9. Allowing more time and possibly reviewing each person in depth so the rest of the group can ask questions on thoughts, ideas and writing styles. Again, it was a great experience, I would have just loved to go over each group members writing and compare to pick up any additional things I may have missed.

10. This area was really difficult as you know there were some things where there is no right or wrong. It is a matter of preference in some areas.

11. No suggestions. 12. You could tell they were not necessarily used to speaking to groups. It was great to have

the one on one help during the crisis activity. 13. Needs to be more movement in this session- we sat through the first presentation of the

day and then this one, which was a little dry...Perhaps an activity where we could draft a brief news release with their input an guidance? 5 minutes to discuss/digest the "situation," 10-15 mines to write, and then each group presents the press release?

14. Perhaps some critique on the content or our student achievement report would also be helpful.

15. This was my favorite part. I love all the simple cheat sheet type tricks I have now. Simple things!

16. Good writing takes time. Excellent start and a lot of good feedback in a short period of time. I need more take away information on how to become a better writer.

17. Give a chance to meet one on one with the writers to get more specific feedback. 18. I enjoyed listening to all of the writers speak, and then working with John on questions

about our papers was even better. My paper had plenty of red, but it's clear that the revised version is much cleaner and reads smoother. Having a great editor to learn from is clutch.

19. Their writing advice is very sound, but the presentation could use some more spice. There was too much "reading of the slides."

20. One idea is to have them spend about five minutes one on one with each participant. 21. More individual time with them. I felt we barely scratched the surface. Also some time

to review their comments on our papers before meeting with them would be great. I felt I was scrambling to read their comments and form questions at the same time.

22. Loved the feedback on our essays. Thanks.

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How would you rate the "Strengths" activity?


Response Count



Please give examples of how we can improve the "Strengths" activity?

1. I think I would have rated this session higher if we had more time on it but because we rushed through it I felt like we just covered the surface.

2. Have Joel's top 5 strengths on the board during the guessing game. 3. It was rushed. 4. :) 5. This was very interesting and I wish we could have spent more time exploring it.

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6. More discussion of our strengths within groups and how we can best use them to offset any weaknesses we have. Also, perhaps a session on identifying weaknesses and how we should be aware of what our limitations are and how to mitigate them using our strengths.

7. The order in which the strengths were submitted depended on which result we were looking at to submit. I submitted mine based on a grid that came from a report, which was in a different order from initial result that shows on the strengths webpage.

8. Too many classifications to really get a handle on them. 9. We just need to continue to highlight these over the course of the year. 10. Sharing out strengths was great. 11. This "Strenghts" topic seems too dynamic and important for the time allotted. I

understand we'll be spending a lot more time on this subject. 12. Wouldn't change it! 13. N/A 14. Give more than one person to talk about each strength. 15. You can't. This is an outstanding part of the first set of homework assignments, and was

a fun, informative part of the day. We really get a chance to learn about each other's strengths this way.

16. The identified strengths were spot-on and I enjoyed learning about everyone else's strengths.

17. I like what Bill did in explaining all five of his strengths some maybe having each one of us come us with a way to state all five of our strengths at one time.

18. Loved this whole book, concept, etc. The only thing that needs clarity is mentioning to us where to find our ranked strengths. I heard several people had no idea where to find this and just submitted them in order from the chart.

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.

How would you rate the session, "Fiscal Crisis- Real Life Example, Trend Analysis, and Press Release Activity"?

Answer Options Response Percent Response Count



Please gives us examples of how we can improve the session, "Fiscal Crisis-Real Life Example, Trend Analysis, and Press Release Activity."

1. May be an introduction on the basic budget structure for the non-finance group. 2. It would be nice to have more time to discuss the forensic work, especially for those

with less accounting background. 3. More info on how detailed or to what level of detail you want us to assume. 4. I felt a bit rushed with the financial portion of the activity - especially since I don't come

from an accounting background.

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5. Focus a longer time on having us analyze financial reports for problems. I thought that was a great session and needed for staff that don't look at reports too often. I also learned a lot from my fellow colleagues on how to read the reports better.

6. This was a good start, I would like more discussion. 7. Enjoyable. 8. I can't think of how I would improve this session, but it was the one that I felt I was most

familiar with. 9. I would have loved to have an additional hour or so to brainstorm and create with my

group. This would be most helpful. 10. The financial information might have been too much for those not used to school

finance. 11. This was probably the best aspect for me this weekend. I want to dive into some real life

issues. 12. This was a good activity - have to be sure that one person skilled with the numbers is in

each group. 13. None. 14. It was great! 15. N/A 16. Working with three years of data to see how badly this district was being run was eye

opening. Starting the press release at the end of our day and carrying it over into our next assignment was smart. I'm looking forward to working with my team on this.

17. This sessions is shaping up nicely and I am excited to see the communication efforts of the different teams.

18. I noticed that in each of my groups over the weekend there was one or more team members with the background in reading financial data so maybe allowing these individuals to explain or help those not as proficient in this area.

19. This needed more time also. I think we rushed through it. I saw it was really hard for the budget folks to not focus on the details for this activity. I think there needs to be more instruction or guidance on how to do a press release for budgetary/finance people. Trying to implement journalism standards and AP Style, as a group, was difficult w/ out more guidelines.

20. No suggestions. Great activity.

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How would you rate your accommodations at the Hilton Garden Inn?


Response Count



23


How would rate the food at The CBO Mentor Program?


Response Count



24


What was the one big thing you learned at this session? 1. "They do not know how much you know until they know how much you care" I learned

it is not only about finance and numbers but it is also about building relationships. 2. This is a great program and I am excited to be part of it. 3. They don't know how much you know, until they know how much you care. 4. I no longer have to try and be someone that I'm not in leadership (e.g. have the skills

that my boss has). Instead, I need focus on my leadership strengths and build a team around me that complements those strengths.

5. I learned that the way you communicate is more important in some ways than knowing the details of (all areas) of the job and that you need to be clear, project and sound confident in what you are saying even when you aren't.

6. Being in a team (and using my strengths). 7. There were a lot of things I learned this weekend, but the one thing I found most

valuable based on my background is Francie going over years 1-3 budget report and identifying things that should pop out to a CBO.

8. CBO's should also take time to connect with the schools and community by attending functions such as sports games, community meetings, etc.

9. The importance of communication in organizations. 10. A child nutrition manager is a mini CBO. 11. More breakfast for the morning. It’s a long stretch between 7:45 and 12:00. 12. Lombardi Time! 13. Being a CBO is a REALLY HARD job. It is very demanding and yet rewarding position! 14. I learned that I should be more focused on leading by improving strengths, rather then

weaknesses. I tend to be overly self critical of my own weaknesses, and myself and rather then "beat myself up" over them, I need to improve my strengths, and the weaknesses will improve in time.

15. The entire discussion surrounding the press. 16. I realized I need to work on building relations throughout my district. 17. My district can do anything, we just can't do everything. 18. rThey don't care how much you know, until they know how much you care! -We will get

out of the program what we put into it. 19. Overall - the CBO position is a hard one, but is achievable. The session served to confirm

that I have the base skills to do the job. I also learned that this program is a high-quality one - one that will challenge me, one that I'll enjoy - I'm confident I'll be prepared for the next step.

20. I can do anything (with all the resources and network of new friends), I just can't do everything.

21. Message, Messenger, Method. In a job that requires communication both easy and difficult on a daily basis I added the 3 M's to my toolkit.

22. To get out of my comfort zone and don’t "go it alone". 23. Understanding the strengths of my team members. 24. I learned that there is a lot I don't know. But I'm going to learn it. 25. Terilyn's scenarios depicting a parent's point of view is very different than the CBO's

point of view. A CBO needs to be aware of the perception of multiple parties. 26. There were many great things I learned this weekend. One thing that stands out is how

to effectively communicate and be able to deal with a crisis when it arises. 27. Communication, whether it is written or spoken, is a crucial tool that should be used

strategically, and to build relationships/trust. 28. Being a CBO is a challenging but GREAT job. Be the "solution" person not the "NO"

person.

25


What are your going to implement, at work, that you learned at this session?

1. Track attendance on a monthly bases. 2. Better communication and control systems. 3. Be more visible. 4. I have to write a Management Assistance Team (MAT) study report for a district this

month. I am going to use the writing tips we learned to help improve the report and communicate better with the reader.

5. I am going to be sure I stop and try to anticipate what questions might come from whatever communication I am sending out. Do better at asking "does this cover everything" instead of what I think people should know or understand.

6. I would like my staff to take the Strengths Finder assessment. I would like to focus my staff on their own respective strengths and understand the diversity in the team.

7. Based on "Strengths based Leadership" book, I will embrace and begin to intentionally establish my leadership brand moving forward.

8. More technical and effective writing that outlays the facts and not my feelings. The facts will speak for it.

9. Concentric circles in communication. 10. 3rd interim. 11. The writing, crisis management, and parts of strengths based leadership. 12. I will make sure that I let the folks I work with know how much I care about our district

staff and our students. Their success is my success. 13. How to be politically sensitive, clearly communicate & show empathy (when necessary),

build relationships, be a strategic leader, and always have a positive education focus. 14. Tad Alexander from Butte COE implemented a fantastic suggestion of a process he uses

at BCOE with the IGOR Board. The concept of creative ideas and thoughts really resonated with me and I am going out to purchase some whiteboards today and implementing this concept during the week!

15. Improving my writing skills. 16. Get our of my office more, 3rd Interim and try to better understand the strengths of my

team. 17. I'm going to have my Director of Fiscal Services put together a third interim. 18. I want to make sure that I am using communication as a tool. Terilyn's "Concentric

Circles" will help me consider "What do I want to accomplish?" when crafting my messages, both written and fact to face.

19. I thought I was a good communicator- I'm going to work harder at my "communication plan," and crafting messages to various stakeholders that will have a greater impact.

20. I am going to spend more time understanding my strengths and find ways to use them more effectively in my job/life.

21. This week kicks off our final 5 weeks of the school year. In meetings with my staff and in Cabinet meetings I will implement the practice of, "Clarifying the Objective" before the meeting is over.

22. Attend all Board meetings as if I was the CBO. Work on my writing. Work on my speaking. Implement Strengths Based Leadership w staff. Attend meetings early and prepared write down new networking contacts. Call my mentor. Work my butt off.

23. Riding one of the bus routes. 24. I'm going to teach a coworker what I'm learning. She's new in schools accounting, and

I'm going to pay it forward. You never know, she might want to become a CBO, and I think she could do it.

26


25. I am going to try my best to see things from other people's perspective to better understand where they are coming from before offering up advice or solutions.

26. There are two things that I will put into practice in the coming days. One is to project myself and look for ways to meet new people and add to my network. The second is to work on communication by looking at how I currently communicate and it's effectiveness.

27. Lombardi time! 28. I am going to have my leadership team (directors, asst. directors) take the strengths

survey.

27


How would you rate this session overall?


Response Count



Please give us examples of how we can improve this session of The CBO Mentor Program.

1. I was truly humbled by the skill and intelligence that surrounded me. The two days passed like ten minutes. I only wish that I'm worthy of this opportunity.

2. Noting, I thought it was great. 3. It's a shame that we couldn't do an activity with all of the mentors since we were all

there at the same time. It would have been interesting to interact with other mentors. For example, doing the Killman exercise with everyone would have been fascinating.

4. The more real life scenarios/ crisis situations we can practice working out together as a team the better. I especially like attacking these scenarios as a team, since it reflects what we will more than likely have to do as a CBO working with other to solve these kind of issues.

28


5. Towards the end of the program, survey the cohort and have them select the leader they would follow amongst the group and why. It would be interesting to see whose leadership skills shined during the 10-week program. It will also give us a real life example of what a CBO could look like amongst rising stars.

6. I think the order of the sessions could be done in a more logical way. 7. Writing feedback shared earlier. 8. I would like to have more opportunities to problem solve in small groups. 9. I was able to take away an abundance of great information from these first two classes

and am already thinking about ways and methods to improve the overall quality and way I lead within my District. Fantastic start and I am extremely excited for the next year!

10. It was great. 11. Thank you for a great first session! We have an amazing group and I look forward to

rolling up my sleeves and learning with them. 12. Day One was a long one - would have liked just a little more time at the social - perhaps

an extra 30 minutes? An alternative may have been to have this session offsite, at Chevy's, for example. I feel this would have been of benefit, as it would have given people a little more time to unwind, and in an alternate setting. People seemed to rush off to their rooms immediately at 9pm. Day Two was great, but I appreciated the movement of Day One - seemed we were constantly up and moving around, grouping and regrouping - Day Two 1st half was a lot of sitting. Would have liked to tackle the Fiscal Crisis in the morning when I was fresh, perhaps the press release right after lunch so we were moving around and them FCMAT writers feedback to close the day? Overall - an awesome first couple of days - I'm very enthused about the surprises you have in store!

13. None. 14. Just add an extra 5 minutes or so to thoroughly explain the expectations of the program.

When I left on Saturday afternoon some individuals were still asking what the "Monday Morning Letter" is. Thanks for a fantastic weekend!

15. Ask people to send their picture to Google drive so a Woo can start Wooing. :) I thought the session was great. Joe

16. It was exceptional. I don't have any additional improvement ideas. 17. I'd like to thank Joel Montero, Francie Heim, Bill McGuire, Bill Gillaspie, Mary Turcotte,

Veronica Morrow, and all of the guest speakers for a fantastic first training session! I expected great things and to be challenged, and you did not disappoint. Also, a big thank you to the staff of the Hilton Garden Inn--they were very helpful.

18. No comment needed. 19. This weekend was excellent. Everything presented was of great interest to me and I

learned so much. Great job! 20. Only thing I felt was we ran through a few sections really fast as if we were running out

of time. Either plan for the whole day on Friday or trim down. 21. Incredible 1st weekend. I am already looking forward to the next one.

29

Evaluation Survey Results June 27th & 28th 2014

J

CBO MENTOR PROGRAM June 27th & 28th, 2014

How would you rate the Student Achievement session, "Everything you need to know about Instruction"?


Response Count



3


Please give examples of how we can improve the Student Achievement session, "Everything you need to know about Instruction".

1. Thought it was well presented. 2. No comment... 3. None. 4. Student Achievement is why a CBO has such an important role. Maybe personal stories

of how a CBO's decision to support a program improved student achievement. 5. I think you summarized the information very well. I don't have any suggestions for

improvement. 6. Go slower, it was a bit rushed for me. 7. It was great as an overview, which seemed the attempt. A little more time and depth

dedicated to the topic would be helpful to those who don't work frequently with educational services.

8. The only thing I think I would have liked is to have had an example before I started writing the Student Achievement paper and the 2-minute piece. Otherwise it was great, it's the part of the district that I have not really ever looked into.

9. In the "Accountability" section, once we have more information on accountability under LCFF, it would be helpful to tie that into the Student Achievement session.

10. N/A 11. Some in Finance is usually not so familiar with the instructional lingo. It helps to

describe the acronyms. 12. I would have loved to see some examples of how teachers are implementing Common

Core in the classroom. 13. More time. This is really important to understand and advocate for students. 14. Explain some of the basic information of the various achievement measurements and

the history behind it. 15. The school quality snapshots tools provide great information but we had no direction

on where to find this. More direction on how this information could be used. 16. No need to improve. 17. I would have loved to hear from the group as a whole where their LEA was in terms of

Student Achievement. Maybe (even though it could be time prohibitive) have everyone do a two-minute drill to share.

18. I think a break down of the top three aspects would be a good overview: Curriculum, Instruction, and Assessment.

4


How would you rate the session Sample Budget Presentation with Bill McGuire?


Response Count



5


Please give examples of how we can improve the session Sample Budget Presentation with Bill McGuire.

1. Nothing to suggest. Loved how he told the story of St. Helena. 2. No comment... 3. None- especially liked the mock board meeting activity. 4. N/A 5. I don't have any suggestions for improvement. I found the presentation very helpful. 6. Provide us with sample budget presentations(ppt) we can use in the future. 7. I really enjoyed the presentation, but some of my board would have complained about

the length. Others would have asked many more questions given the vast scope of the presentation, which would have turned it into a 4+ hour board meeting at my district.

8. If there was an error in the presentation that he had to explain so we could see how he handles that situation, it might be helpful.

9. Thank you for showing us how it SHOULD be done! 10. I understood the main point of the session to be that there is an array of interested

parties a CBO has to deal with at a budget presentation. But this could have been instructed in a much shorter period of time. By the middle of the session, it seemed like people were asking questions just for the sake of asking questions. Perhaps a bit more specific instruction on how to handle difficult questions would be helpful.

11. Streamline the presentation so that it discusses only budget items. 12. I really enjoyed this, but at first I was a little lost since St. Helena is a basic aid district

and their funding is so much higher per student. I think utilizing a district that is more like the average district might make it more useful.

13. I would have liked to review the documents ahead of time to formulate better questions. 14. How to address board decision that may be creating budget issues? 15. N/A 16. It truly told a comprehensive business story with a complete focus on the students. I

find this difficult for most of the business side to achieve. 17. A great example of the different types of negatives a CBO encounters in board meeting

presentations, and a nice job by Bill in answering them. 18. Use a more common or average district. Most would have trouble relating to a basic aid

district and one that has almost $20k per pupil spending. 19. The budget presentation was fascinating! No need to improve. I appreciated the role

playing we did. Fun, informative, and my favorite activity to date. 20. I don't think there are any suggestions that I have, but, I am going to put into place a lot

of the information and style based thoughts Bill had. I think my presentations, while sufficient and to the point, can be altered to be more about "the story" and contain lots of positives like the modernization projects and other things going on. I really enjoyed how this was all woven into the presentation.

21. The only thing that I can think of is that most of the PowerPoint is built into the LCAP now.

6


How would you rate the Leadership session?


Response Count



7


Please give examples of how we can improve the Leadership session.

1. None. 2. No comment... 3. None. 4. NA 5. No suggestions for improvement. 6. The team building exercise, but the slides and presentation felt rushed... Given this is a

leadership program I would like to see more time dedicated to developing leadership skills... which I'm sure is probably on the agenda for the future.

7. None. 8. Loved the red Solo cup activity! Several classmates listed books that are in their

Leadership Library. It would also be great to have a short suggested "starter list" included in the class materials. Great suggestion on using Audible!

9. It felt a bit rushed. And a more thorough explanation of how the groups were put together could be useful.

10. N/A 11. Stronger rubber bands! Overall, I thought this whole session was great. Perhaps some

recommendations on what "must haves" we should have in our Leadership Library would be helpful. There are so many.

12. Maybe assign one of the books to read and write about. 13. A list of recommended leadership books would be helpful. 14. Working equipment :) 15. I think this session was spot on "as is". I wouldn't change much of anything with it. 16. Are there particular books or authors that we should focus on.

8


How would you rate the School Finances & Financial Reporting session with Francie?


Response Count



9


Please give examples of how we can improve the School Finances & Financial Reporting session with Francie.

1. Francie is obviously an expert in this area. Can't wait till I know it like she does. 2. No comment... 3. Supply economic performance measures. 4. Set up perfectly with member’s financial/budgetary background helping out us

curriculum people. Thank You!! 5. NA 6. The presentation was great, and I learned a lot in the group discussion. 7. I felt extremely rushed during this session. Also, as a non-finance team member it was

difficult to stay on track. Other team members seemed a bit guarded or perhaps competitive/withholding during the exercises.

8. None. 9. N/A 10. More time please. 11. For those of us not familiar at looking at the SACS or other financial statements an

explanation why you should look at certain things in the budget when analyzing the numbers.

12. This was an interesting session, and I liked that the examples were real world that had, in fact, been uncovered by previous mentor assignments.

13. Provide more time to work on calculations. Non business people were struggling to understand where the numbers came from and what they meant.

14. Nothing to improve. 15. I think the time was appropriate for this section, although I would have loved to have a

little more time for planning for our next group project. 16. I really liked the three things to look for. It will be good to go more into depth with our

next assignment.

10


How would you rate the LCFF Overview session with Terena Mares?


Response Count



11


Please give examples of how we can improve the LCFF Overview session with Terena Mares.

1. Great session! 2. No comment... 3. None. 4. Great Presentation.... 5. I found it very interesting especially the part about the LCAP. No suggestions for

improvement. 6. She did a great job with the history and status. 7. Great background information on the formation of the LCAP/LCFF. Will be interesting to

see how this changes over time. 8. N/A 9. She is great! Very timely. 10. Terena gave a great presentation and was very informative on LCFF. 11. Too lengthy and the timing of the presentation would be better later in program. We

just finished the LCAP process and won't be working on this again until after the school year starts.

12. It was a great overview and it doesn't need to be changed. 13. I think what Terena did was perfect for the time allotted. 14. She did a great job of breaking it down. This is a tough one, because you have a variety

of levels in the class and some already have this information. 15. Q12 Export

12


How would you rate the Working Lunch - Interviews and Mentor Questions session?


Response Count



13


Please give examples of how we can improve the session Working Lunch - Interviews and Mentor Questions.

1. Nothing to suggest. 2. No comment... 3. None. 4. This was a challenge, but a great exercise. 5. This was difficult but very helpful. 6. It went by so fast. 7. I enjoy interacting with classmates and exchanging ideas and comments. I've only ever

worked in the business department at my current district. I like hearing how other districts handle things.

8. N/A 9. The assignment for the interview question said to limit ourselves to 5 minutes, but

when we did the activity in class we were only given 2....just consistency could have helped.

10. I think it is a great idea to have interview responses ready. This will eliminate wasting interviews to practice.

11. Provide more time for this activity. 12. It was rushed. 13. This was a good chance to compare notes and learn what some of the other mentors

thought were important points of being a CBO. 14. There needs to be more emphasis on that this is the opening question. I felt like we were

trying to squeeze in our whole career in 2 minutes. In reality you will have opportunity to provide the details in the other interview questions.

15. We could've used a little more time at our table sharing our Ted Talks. Not everyone got to share.

16. Again, I would love to hear from more of the group on their mentor’s thoughts/questions.

17. My only problem was that I wrote a 5 minute response and was asked to do it in 2 minutes. I don't know that 2 minutes for that question is enough.

14


How would you rate the Working with the Media session with Don Zimring?


Response Count



15


Please give examples of how we can improve the Working with the Media session with Don Zimring.

1. Don was amazing. 2. With the exception of Skype, he spoke very little about other social media tools- Twitter,

Facebook, Instagram all of which are being used to communicate with constituents. 3. No comment... 4. Additional case studies 5. None 6. Again-Great Presentation. 7. This was my favorite session. I enjoyed his stories and his honest account of some very

difficult situations. 8. Even more real life examples, those we're great. 9. He is always good one to listen to. 10. I appreciate that Mr. Zimring uses real world examples that he's had to work through. 11. N/A 12. I think Don was a little pressed for time and perhaps doing fewer case studies at the end

would have allowed for a few more minutes of discussion. 13. I loved seeing Dr. Z. I forgot what an engaging speaker he is. I think we can all learn from

watch the presenters in their styles. 14. Even more on the job examples and more of putting us in the drivers seat in making the

decisions. 15. I enjoyed Mr. Zimring presentation. I loved the true stories. It is an eye opener for the

various problems that we might face. 16. Another great session, with informative and engaging examples. 17. I've seen Don before and he does a great job. 18. This really can't get any better! 19. I would have loved to do another Case Study. I think his presentation and the feedback

we received after doing our study was excellent and really gave me some additional thoughts/planning ideas for when a crisis may occur.

20. Don is a great speaker and the exercises were well thought out and realistic!

16


What was the one big thing you learned at this session?

1. Tell the story. 2. Three rules...reserves, operating deficit, compare, compare, compare 3. Relationship Building: communicating strategies, lcap and lcff integrations, media

scenarios, and vinegar and soap kills weeds (no more round-up). I'm also grateful to have a FCMAT supporting document on system failures. I've preached this theory to clients and now I'm advising my current employer not to divorce HR from Payroll and Financial modules (using different applications to support departmental needs).

4. Transient Community is a bad word. 5. I need to know the "core" business and our "product". 6. I have a teammate that can help me with inventory. 7. I've gained a much better understanding of the LCFF and LCAP. 8. As leaders, building up leaders below us. 9. Three Rules * Reserves * Operating Deficit * Compare, Compare, Compare 8 10. It is extremely important to be aware of our body language. Our body language is people

listen to the most. 11. Always remember why we do this job...for the kids.... and connect with that thought

often, get out to schools to keep that passion going. 12. That I am stingy with handing out kudos, and I should work on my motivational

techniques. 13. There is always more than one big thing learned.... I need to look beyond the financials

of my district, work on my communication with staff and that some Boards are ok with more info in presentations.

14. This was mentioned at the first session, but the point was driven home again during this session... "No one cares how much you know, until they know how much you care." Until we make each person on our team feel important, they will not value their own place on the team OR our vision for the team!

15. I became a lot more comfortable with reading school budgets. 16. When working with the media it is important to have a communication plan in place. 17. Take time to acknowledge and celebrate small milestones. 18. The importance of understanding what is going on in the classroom and PLCs as a CBO. 19. Working on connecting a little better with my team. 20. How to give a great budget presentation. 21. How making the right move is hard to see at the time and only time provides the

perspective needed for future decision-making. 22. The one big thing I learned at this session is that when presenting a budget or financial

information you have to be able to tell a story and not just read the numbers. 23. Choose my words carefully. I am the face of the organization and I can make difference. 24. The value of telling the story correctly, and choosing the right phrasing and words to

accomplish this. 25. We communicate in many different ways and most is not what we intend it to be. Be

aware of what you are saying both verbally and non-verbally. 26. Take the time to monitor your "story" so that there are no surprises or changes without

an explanation. 27. I learned that I needed to put more thought into crisis mitigation and planning. I need to

also figure out a way to build morale within my office and a sense of unity. 28. The three things to look for in a budget.

17


What are you going to implement, at work, that you learned at this session?

1. Budget presentations. 2. Further define our communication plan. 3. New Fiscal Year resolutions and demonstrating and expressing gratitude with folks. 4. The cup game at our new fiscal year party. 5. Try to implement the 7 traits of effective leaders. 6. Modified budget reviews. 7. I'm going to work on improving my use of the 7 traits of effective leaders. 8. As leaders, building up leaders below us. 9. Already scheduled a New Years Party Leadership skills-Follow the Golden Rule Be in

control of you. If you're not, they are... Focus on Student Achievement. 10. We are having a New Year's Celebration tomorrow. Everyone was so surprised and

excited when we told them and is will be very much appreciated. 11. Lead my co-workers to collaborate on projects more often and get out to visit school

sites/districts more. 12. I am going to try Tad's "popsicle" strategy and bring treats to the office - hand them out

individually to employees/co-workers along with relevant praise. 13. I will try to give more pats on the back to my staff more. 14. This morning the Controller and I spoke to our business department team about what a

fabulous and important job they do everyday. We then presented them with a key lime pie for "Fiscal New Year's Eve". I value every member of our team, but wanted to make sure that THEY knew I valued them.

15. To praise people more often in public. 16. New Year's celebration on July 1st - incorporate fun into the workplace. 17. Try to make the office more fun. 18. Being completely focused on the current moment, whether that is a meeting,

presentation, round table discussion, webinar, project, etc. Making sure I'm paying attention to the speaker and not distracted by my phone, computer, or anything else.

19. The New Year's party. 20. Better internal and external communication. 21. Go with my heart and my head and understand that learning will take a few bumps and

bruises. 22. From the leadership presentation I will look to implement a way to recognize and honor

those who work for me. I also was impressed with the group activity and I will look to help my school team understand the concept of helping each other.

23. Make sure to say hello and smile to each co-worker. 24. Promoting leadership points to co-workers. 25. I'm going to work on communication to others. Making sure I'm communicating the

correct message. Also, making sure my staff understands that importance of what they do and whom they are.

26. Fun, celebrations, and recognition are important to people. I'm going to make sure this happens more often.

27. Two things: 1. Develop a plan utilizing Dr. Zimring's contact list and tailored for Robla School District. 2. A team/morale building exercise for my staff. A new years party on the 1st of July. I think my staff is in good spirits, but I would like to see more team unity.

28. New year's party with my fiscal staff.

18


How would you rate this session of the CBO Mentor Program?


Response Count



19


Please give examples on how we can improve The CBO Mentor Program.

1. I'm loving it! 2. More time needs to be afforded for hotel check out 3. No comment... 4. Leadership, public speaking and financial workshops are what I need to improve. You

guys are doing great! 5. Increased networking periods. 6. Reemerging questions in regards to... As leaders entering into a new and unfamiliar role

as CBO, how do we deal with insecurities and self perceived gaps in our own background??

7. Pick more M&O Directors---Humor :) 8. Thank you, I am honored to be in the class. I have no suggestions for improvement. 9. This session, teammates felt more reserved and it felt like perhaps a fear of failure was

affecting a good part of the group. The energy of the first session wasn't there. 10. Room got a bit cold. 11. The room is colder than Lambeau field in December 12. More time. 13. I may be the only one probably not quite understanding how to read the district

financials and I plan to remedy this solution by meeting with both my current CBO and my Mentor so they can teach me this process but I think that if at the beginning of the problem a small part of one of the session is dedicated to having everyone understand what to look for in a budget document and what are the most important numbers and to decipher when the numbers may not be what they actually are could someone like me. I do have a business degree and read many financial statements early in my career but it has being quite awhile.

14. I am truly humbled by the amount of expertise in this program. I see and feel the passion in every speaker and it is just incredible.

15. Another solid training session. 16. We need to allow more time when working with our groups to share out. When

discussing our TED talk, we only had time for 3 of the 5 to discuss their talk. 17. Nothing so far. 18. The CBO Mentor Program is more than meeting my expectations. I love being

challenged with all the critical thinking and interactive work we are doing. This program has been fantastic thus far!

19. You have a wide variety of people in the group with various knowledge levels. So making it all pertinent to the group is tough. I have enjoyed the sessions.

20

Evaluation Survey Results August 8th & 9th 2014

J

CBO MENTOR PROGRAM August 8th & 9th, 2014

How would you rate the session, LCFF Calculator with FCMAT Presenters?


Response Count



Please give examples of how we can the session, LCFF Calculator with FCMAT Presenters.

1. Needed to have the presenters available for more time to process this information, or an additional session time set-aside for the less experienced.

2. It's hard to say as I know the calculator and have seen them before. I think some would benefit from getting to touch it in class and use it.

3. For users that are more familiar with the calculator, some additional detail as to where numbers pull into the calculations would be helpful. But for most that kind of detail would be unnecessary.

4. Could you re-ask this question?

3


5. I think more hands on with the calculator will be helpful. Perhaps taking one of the training sessions that they held on the BASC calculator for non-BASC users.

6. More hands on examples in class. Have the students input some basic data in the actual spreadsheets.

7. None. 8. Each of the presenters was very informative and I enjoyed hearing their presentations. 9. I think that if they took a district and walk through the calculator by tabs, that would be

helpful. Especially since we were asked to bring our laptops with the worksheet already loaded. I think that if we were all given a set of data for one school and we all follow along at the same time with the various tabs, I think we could have gotten more from the exercise. The presentation was such that they assumed everyone knew all of the acronyms used.

10. This session is fantastic. If there was a way to add the "hands-on" element for those unfamiliar with the calculator that would be great. Don't cut out the competition.

11. I felt as if the session was perfect as it was, but this opinion comes from someone who has worked in detail with the Calculator. Potentially, for the future, a segment on how to use it by inputting data would be good for those who have not entered data into it.

12. The presentation was great. If we had more time, it would have been even better to click through the excel tabs and have time to play with our own data.

13. I thought the presentation was well-done. I also thought we were going to have a little bit of hands-on training with the calculator in class.

14. More hands on with the calculator 15. The challenge issued by the FCMAT presenters was premature for people who were not

intimately familiar with the LCFF calculator. 16. Maybe break up, include activities for different tabs... Was a lot of information and little

opportunity to drill down and understand functions of each tab. 17. In class assignment where we do some actual data entrance in the more complicated

areas. 18. Have us enter data as they walk through each tab. 19. Even though I have used the calculator I found the presentation confusing. Possibly

more time hands on while the presenter talked would help. 20. Other than having us actually put in a district's information, I think they did a nice job of

walking us through it. 21. The calculator is a great tool. I thought it was short; it probably needs more hands on

practice time. 22. Great Session! 23. I'd like to do more work with our own district calculators. 24. I am sorry but I don't understand the question as it's written.

4


How would you rate the session, COE Fiscal Oversight, with Wendy Benkert?


Response Count



Please give examples of how we can improve the session, COE Fiscal Oversight, with Wendy Benkert.

1. Presenter was clearly knowledgeable and had a great degree of expertise. Per more interaction with audience/some practical activities possible?

2. It was good information and nice to hear the county perspective. 3. Wendy presented useful information, but her presentation style could be a little more

animated. 4. I thought it was great to hear COE perspective. Maybe some information on different

resources that's posted on the Internet that we can use. 5. She is my Mentor and is always teaching me things. Wendy is a wealth of information. 6. None. 7. I thought Wendy did a great job and I enjoyed her presentation.

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8. A more interactive presentation. It could have been shorter as well. 9. Wendy did an excellent job! 10. I believe this section was suitable as presented. 11. A better presentation remote wouldn't hurt ;) 12. A good overview of oversight laws and procedures that set up a nice foundation of

information for the next session. 13. Better organization of the presentation. More interaction with the audience. 14. More real life examples of how the COE has helped school districts in financial trouble. 15. Include more simulation/work through a scenario as a CBO type-activities. I get the

most benefit from these type activities. 16. Make the discussion more interactive. 17. None. 18. Wendy has a lot of knowledge and insight to share. 19. Wendy clearly has tremendous experience and knowledge but was not engaging

speaker. 20. We needed some interaction or group activity. Was too much just sitting and listening. 21. N/A

6


How would you rate the session, Fiscal Crisis- FCMAT Perspective, with Joel Montero?


Response Count



Please give examples of how we can improve the session, Fiscal Crisis-FCMAT Perspective, with Joel Montero.

1. No room for improvement here - clearly an expert. 2. Love his stories and his willingness to tell it like it is. 3. I wish I could channel Joel Montero every time I need to speak in front of a group!!

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4. I love hearing Joe tell stories. I would also like to hear his advice on how we can broach this topic if we do suspect something.

5. Joe will be Joe. 6. None 7. I thought Joel did a great job and I enjoyed his presentation. This was great information! 8. It's always a treat to speak Joel speak. 9. Again, this section was well presented and done. I would hesitate to add or delete

anything from it. Joel is a captivating speaker and I enjoy listening to him. I think, and again I would not want to lose any of the subject material he presented here, but a presentation from him, which would be in the style of a district in grave financial trouble could be an excellent option.

10. More time again - it is great to hear Joel's perspective and stories. I'm sure he has more to tell...

11. Give Joel more coffee and let him go for four or five hours. He's got great stories and is an engaging speaker.

12. More interaction with the class 13. This session was very valuable.. He is good engaging presenter. 14. Thoroughly explain why at least three different districts went insolvent. He focused on

Oakland but it would be great to compare to districts like Vallejo so we know what watch out for.

15. None. 16. I love listening to Joel and hearing the real life stories in the field. 17. As always Mr. Montero was great. Do not change a thing. 18. Has Joel ever had anything other than a great session! 19. More time to hear stories. Also, maybe a little more related to the reading we has to do. 20. It was great! No change.

8


How would you rate the session, School Finance, with Francie Heim?


Response Count



Please give examples of how we can improve the session, School Finance, with Francie Heim.

1. Great job here. 2. Maybe a little more time? 3. Great information! 4. I think you should factor in time for Q & A so that all the material will be covered in the

allotted time on the agenda. 5. Very informative. I enjoyed the session. 6. None.

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7. I know that it takes more time but the real world round table discussions we had were very useful.

8. I thought Francie did a great job and I enjoyed her presentation. This was very helpful information!

9. So far what we covered was very informative. There was not enough time to get through Francie's presentation. Look forward to more. One of the items that I think would be very helpful is to go into great detail on Prop 98. It drives a lot of decisions and impact education funding a great deal. Many of us really need a good background and explanation of Prop 98.

10. Thank you Francie for being flexible enough in your session to stop and answer questions that came up through discussion or conversation. The "side" conversations were informative and meaningful. Making time in the schedule to discuss "hot topics" is a great thing.

11. I really enjoyed Francie offering real life examples and plenty of opportunities for questions.

12. This section was great and I think having it precede the prior classes school finance class would be better. Her material is so interesting and helpful I would not want to change any of it.

13. I know I'm sounding like a broken record, but again more time would be helpful. We rushed through a lot of slides.

14. I really liked that Francie took time to answer everyone's questions, even if it got her off track a little bit. The discussions here were very informative.

15. I liked how the direction was changed with class questions. 16. Thank you for the explanation of ERAF! - it's the first time I've understood why it exists. 17. Include more simulation/work through a scenario as a CBO type-activities. I get the

most benefit from these type activities. 18. So much material covered in a short time. 19. We got bogged down with question on state reserve policy. While it is an important

question, perhaps we could have moved on so we could finish the section. 20. It was all great information, just a ton to cover. 21. Francie is amazing. What a tremendous wealth of knowledge, experience and

information. Could listen to her all day! 22. More time! Felt a little rushed! 23. N/A

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How would you rate the session, Budget Presentations and Documents with Bill McGuire?


Response Count



Please give examples of how we can improve the session, Budget Presentations and Documents with Bill McGuire.

1. A 115 slide deck in under two hours was overload. A higher concentration of time on the more important pieces, less slides and some interaction/movement would be great to keep us all on target, keep everyone focused, attentive.

2. It was good. 3. Lesser time spent on the covers of the budget and more on the contents. 4. Great Energy... My only advice is that at the end of a long weekend it is difficult to

concentrate. Maybe an interactive event for the last few hours. ( maybe the hokey pokey :)

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5. None. 6. May be a run through of easy budgets. 7. Bill had lots of great input for budget presentations. I will be utilizing some of his

suggestions in my job and in my class assignments. 8. The session was good. From the two types of systems shown, I was not clear as what the

focus needed to be until later. I had not heard of neither of the two systems. Now I see we need to use UFB for the October Assignment.

9. Great job of providing resources and examples of both great and not so great budget covers.

10. I LOVED this section at class. This was so helpful and so insightful, it made me really take a step back on reconsider everything I do for our Board. I have realized I am not providing the best level of information for them and I need to improve this. Bill is a tremendous speaker and presenter, so watching him work in this fashion is so helpful No changes recommended here. This was my favorite session of the class thus far.

11. Informative and creative ways to construct budget presentations. 12. More attention to the fact that different boards and superintendents have their own

demands on your presentation style and length. 13. Give us an example of a simplified budget presentation. For example, most boards only

want a 10 minute summary. How to we take Bill's large presentation and cut it down to a short, concise format without missing the important points?

14. Include more simulation/work through a scenario as a CBO type-activities. I get the most benefit from these type activities.

15. Great examples to inspire us to do great work. 16. Have us share how our districts do their budget report and presentation. We could

bring our district's power points and share at our table and then give best practices to the larger group.

17. None. 18. The presentation was full of examples that we could use in our districts. 19. Bill is right there with Francie! 20. More time to go through the book of presentations. Maybe more background on what it

takes to become to get the award that was discussed. 21. N/A

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1. The value of different perspectives - the talk by Wendy (county), by Joel (agency) and the activity done by Francie served as a valuable illustration of this.

2. That my resume has too many bullet points and needs to be a leadership story. Also that budget presentations need to be more like my budget book.

3. Your audience will be more interested and invested in the content of your budget if it is visually more appealing and easy to understand. Show them how this relates to them and why they should care. This translates to any type of information being shared with a broad audience.

4. It's important to have healthy systematic processes (best practices) that keep you out of trouble.

5. Count office staff is your friend and 15 ways to stay out of "trouble". 6. AB 1200 LCFF Calculator-basic Oakland Unified Deficit spending-carefully Budget

presentations with passion. 7. I thought the history of school district funding in California was the most important

thing that I learned. 8. Budget presentations. 9. I didn't know that we could have more than one attendance calendar in the district. We

can implement this change right now. 10. Be creative with presentation without doing too much. You can provide information on

your slides but you don't have to touch on each point on the slide. 11. The importance of building relationships with your COE. 12. AB1200 and how to work with the county office. 13. I gained a deeper understanding of the history of California public school funding and

how they are funded today. 14. I learned my budget presentations need to be substantially improved to meet the

quality of what Bill presented. I need to be more diligent in the planning and not wait until the last minute to put one together. I now have goals in place to assist me with this.

15. That fiscal insolvency is a systemic problem. Look at the big picture and look for the warning signs.

16. Don't go insolvent. 17. Don't deficit spend. 18. Budget reports are more enticing to readers if they have a nice cover. 19. Make budget presentations interesting so people want to read it. 20. As a CBO, be prepared to tell your story, and sell your story. 21. How the LCFF calculator works. 22. There is more than one way to provide budget presentations. Also we should look to

continue to improve on the same presentations that are presented on a regular basis. 23. Cash is king. I need to ensure that our current system of cash monitoring is highly

functioning. 24. Do not deficit spend and it is OK to borrow -:) 25. Budget presentations and User Friendly Budget. 26. I learned about a lot of different types of issues/benefits of charters, COE, necessary

small schools, and how they all work with districts and LCFF. 27. Humanizing the presentation and making be both informative and pleasing.

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1. A heightened level of attention to others perspectives. More active thinking on what info the stakeholders are interested in, and how best to provide them with the answers they are seeking (i.e. the teachers association, classified employees, parents).

2. Know my audience from presentations and be careful of my movements. 3. Despite our limited staffing levels, I would like to begin working on the creation of a

budget presentation cover and presentation graphics to draw in the stakeholders of our district.

4. Oversight and Responsibility. 5. Start working on my budget document and strive for the meritorious award. 6. Use the county office more often. Update my resume Prepare better presentations

Deficit spend carefully. 7. Work on building and improving my relationships with the COE. 8. Budget showcasing. 9. I didn't know that we could have more than one attendance calendar in the district. We

can implement this change right now. 10. Creativity with presentation. 11. Creating a Budget Presentation that isn't just about SACS. I'm going to start working on

what to include in my 1st Interim budget report. 12. I love the ideas of the covers for the budget presentations. I think this is a great idea for

any report. So I will look to include relevant pictures in my reports that can capture the attention of the targeted audience.

13. I am going to be able to explain our current funding model to staff so that they can play their part in making sure we maximize our revenue.

14. I am putting into place a better format for my Board presentations, first and foremost. I am planning on downloading and "borrowing" many of the slides and content styles, which were shown in class.

15. I'm going to try to present my power points in a more efficient and interesting manger - highlighting key areas and not reading the information from the slides.

16. Start thinking more about my target audience's questions and incorporate that into my presentations.

17. Don't deficit spend. 18. Create a budget cover to generate more interest in the budget report. 19. I'm going to work on making my presentations more interesting, use tools to highlight

the important items on slides, etc. 20. Being more strategic in my communication. 21. I plan to use the example of one of the budgets to improve our annual budget report. 22. Slowly start putting together our budget presentation now and throughout the year. 23. Improve my existing budget presentation. 24. I want to include our cash outlook for the board at each of our budget presentations. 25. Budget cover sheet. 26. I'm going to work with staff to radically change/improve our budget presentations! 27. I want u weave in the district strategic plan and student achievement more into staff

meetings and staff development. 28. Think about the art of leadership and its relation to the science of it.

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Response Count



Please give examples of how we can improve the CBO Mentor Program.

1. Excellent – I am really enjoying the sessions - they are meaningful and content-rich. 2. It was a good session. 3 speakers in one night was a little tough and I would have liked a

few minutes to work with my group but I do realize the weekend was packed. 3. It was a great session! This time around, I had a difficult time tuning out all of the work I

knew I had waiting for me at the office. I need do some "conscious uncoupling" of my own for our next class session!! Thank you for everything you do for all of us!

4. You are doing great. 5. None. This session was the best session (to date). 6. I am really getting a lot out of the program and I have no recommendations for

improvement.

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7. This past weekend, we stayed with one group the entire weekend. It helps when you move us around, at least once so as to be forced to learn those names and help them stick when you learn more about the colleagues at the table.

8. I always leave wanting more so, I think you have almost mastered this program. 9. I want to thank you for looking at our suggestions and making accommodations when

warranted. I am looking forward to Francie's presentation on reading financial documents in September to help those of us needing some extra support.

10. I think in general, some more consideration should be given to the order of the presentations. There is a lot of overlapping information and it can seem a bit redundant at times.

11. I have nothing to add for the improvement of the class after this weekend. This was a fantastic weekend and the information, while overwhelming, was wonderful. I left the class with so many ideas and thoughts swirling in my head and now have to come up with a plan for implementation.

12. I think that fewer slides per presentation could be helpful. We tend to try to push through +/- 100 slides... I think a theoretical max of about 60-70 would give us more time to digest the information given the time constraints. Also, I'm really liking that all of the materials are online - less paper use is fine by me!

13. Another great weekend! 14. This particular session was pretty much all listening to speakers. I enjoy the leadership

exercises and public speaking practice. Would like to see more exercises and public speaking.

15. We sat too much this weekend. We needed more interaction, moving around to stay engaged.

16. It seemed that this week there were less simulation/work through a scenario as a CBO type activities. I get the most benefit from these type activities.

17. Very faced past with little time to discuss the topics presented. 18. Distribute and discuss a high level summary of how each of the handful of districts went

insolvent. Each of these narratives would be great to have burned into our memories so we can prevent our districts from going insolvent.

19. Both sessions were very packed with information. There were definitely times when we had to move quickly through information that I'm sure people had questions about. I realize though that we have little time and a lot to do.

20. There are several colleagues that I have not had the opportunity to group up and interact with yet. Would like to have more opportunity to sit in different groups.

21. The info was really good, but we needed things to break up the presentations. We needed to rotate tables and groups also. I feel like we've been with these groups for a significant portion of the sessions and I want to learn more about the rest of the cohort.

22. More sessions and more time together.

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Evaluation Survey Results September 12th & 13th, 2014

CBO MENTOR PROJECT September 12th & 13th, 2014

How would you rate the Debt Financing session with Lori Raineri?


Response Count



Please give examples of how we can improve the Debt Financing session with Lori Raineri.

1. It was very interesting, I think a little bit more on the detail side of they types of finances or what to use when.

2. Good information, clear concise. Did have a hint on selling their services. But with her reputation you could not go wrong.

3. Lori may need a little more time.

Launched: 9/3/2014 Closed: 9/21/2014

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4. There were several acronyms used that I have never heard. Other than that, it was just a lot of information for such a small window of time.

5. The only thing I could think of would be possibly to examine an Official Statement to get more into some details. Lori was a dynamic presenter and made an impact on me especially since our District will be going out for a Bond this November election.

6. None to give - made a potentially dry topic interesting. An obvious subject matter expert.

7. Walk through an actual debt contract sample(s) and point out areas that we need to pay attention to.

8. Go through one calculation together as a class and note the nuances of the HP12C. For example, how to input a negative number. The calculator is not very intuitive.

9. This was a fabulous session and very interesting. I have no suggestions for improvement.

10. I really liked Lori's presentation--it was high energy and very engaging. 11. Ask students to know about the type of bonds their district has before the meeting.

Dollar amount, pay back terms, etc. 12. More real life examples, such as the break down of a bond repayment. 13. More time to work the problems and work the examples on the board. 14. One of the best so far:) 15. No improvements she was an outstanding. 16. Nothing! She was fantastic and so entertaining ! Loved her dog Daisy. 17. Lori is just exceptional . She got a real talent of simplifying a complex subject . I truly

enjoyed her session and benefited a lot from it. 18. Nothing. Best speaker so far (except Joel).

Launched: 9/3/2014 Closed: 9/21/2014

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How would you rate the Participant's Fiscal presentations session?


Response Count



Please give examples of how we can improve the Participant's Fiscal presentations session.

1. It was good, some groups were a little tough. Busy time of the year for many and made groups hard to meet.

2. The presentation format was fine. For the project in general, I liked that is it was very open on how the teams could present, but I think it could be a little more defined on what our role was. An example of this would be: are we reviewing and presenting as outsiders or as staff?

3. Perhaps a clearer set of expectations for the assignment could prevent the large differences in how the presentations were presented.

4. There should be a prize for best presentation :)

Launched: 9/3/2014 Closed: 9/21/2014

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5. It was nice to receive peer feedback and was good practice. I personally could have improved my presentation by practicing more.

6. It was beneficial in the sense that it gave people an opportunity to practice public speaking. Other than that, not sure what else I was supposed to get from this activity.

7. I wouldn't change it. Met all my expectations. 8. Feedback given to participants. 9. Cut teams off at 10 minutes so it doesn't impede on the entire agenda. Require each

person to speak during the group presentations. 10. Most of the presentations were well put together and very well presented. I would

have been easier if there were more guidelines but not having the guidelines allowed for more variety. I have no suggestions for improvement.

11. For the first go-around of team presentations, they were ok, but still pretty raw. I guess we still need to learn what the actual story is that the numbers are telling and express it more accurately.

12. This was tough-we had to work together as a team, most of us were out of our comfort zone, but it was a great exercise. I understand time is limited, but groups could volunteer to go a second time the next day.

13. A half hour of class time would have been nice to cover final preparations since most of us do not live in the same geographic region.

14. It was a good process to go through with the team. 15. Great job everyone. 16. Maybe give us a few more minutes in class to work as a group, just so we can have

some face-time together. 17. Perhaps a mandatory practice time on the agenda that forces each team to do a dry

run together. It was my first time ever with a clicker and projector. Thanks for the opportunity.

18. N/A

Launched: 9/3/2014 Closed: 9/21/2014

6


How would you rate the Purchasing & Bidding session with Bill McGuire?


Response Count



Please give examples of how we can improve the Purchasing & Bidding session with Bill McGuire.

1. Just needed more time for more info. 2. None. 3. A more thorough discussion on the relationship between the purchasing director and

the CBO would be helpful. 4. I've never drafted an RFP or participated in a Bid Opening. Incorporating a table

exercise in this session would be good. I enjoy hands-on learning and working with my peers.

Launched: 9/3/2014 Closed: 9/21/2014

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5. The presentation was great and I processed most of the information, but the presentation was a bit rushed as it was the last session of the day on Friday.

6. More time for Q&A. 7. I know I would have gotten a lot out of how the purchasing process worked step by

step. For example, I know that someone somewhere has to approve a PO. What should I be looking for if I am approving them on a daily basis?

8. I wouldn't change it. Met all my expectations. 9. Appreciated the volume of content - felt this was appropriate. 10. Bill had some very helpful information and advice and I have no suggestions for

improvement. 11. Though it was compressed, it was still very informative. 12. It was great, except the part about IUSD ( humor ). That was actually an interesting

case. You covered a lot of information in a short period. 13. Possibly just a review of the new laws coming down. 14. Discuss examples of how CBO have gotten themselves in trouble in the past related

to purchasing/contracts. 15. Maybe discuss some pitfalls or show examples if bids that have problems or issues. 16. Just please keep doing what you are doing it is just perfect the way it is. 17. We ran out of time. Would have liked it to be less rushed 18. A little break. 5 min.

Launched: 9/3/2014 Closed: 9/21/2014

8


How would you rate the School Finance & Financial Reporting session with Francie Heim?


Response Count



Please give examples of how we can improve the School Finance & Financial Reporting session Francie Heim.

1. No improvement. Nice to have the background on Prop 98. 2. So much material to cover in the allotted time the session feel rushed. 3. Never leave out the Attendance Calendar activitiy!

Launched: 9/3/2014 Closed: 9/21/2014

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4. I'd like to continue to see the financial reporting sessions. It seems like every new table I join has different views about what is important - so constant exposure to financial reporting has been very beneficial to me.

5. Again, a lot of information and difficult to understand in one sitting. However, I really liked how Francie was intentional in saying, as a CBO your responsibility to do x, y, and z. And also gave specific things and questions to ask. Approaching every presentation and topic with that goal in mind would really help.

6. I wouldn't change it. Met all my expectations. 7. What I saw, I enjoyed. Felt it was substantive a worthwhile use of time. 8. More time....it was a lot of information in a short amount of time. 9. I really enjoyed this session and I have no suggestions for improvement. Great

advice and good examples. 10. I thought this part was helpful to many in the class who aren't in the business office,

dealing with these numbers. 11. I actually understood it-good information. 12. Good examples of what to look for. 13. Too much material in a short time. 14. I really appreciated the mini-accounting 101. I wish we could have spent a little more

time on that. 15. A lot to digest. Maybe divided over two sessions. Information excellent.

Launched: 9/3/2014 Closed: 9/21/2014

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How would you rate the Enrollment session with Michael Dodge & Bill McGuire?


Response Count



Please give examples of how we can improve the Enrollment session with Michael Dodge & Bill McGuire.

1. None. 2. Doing more practice problems would only improve the session. 3. This presentation seemed a bit rushed for time, but I very much appreciate the flash

drive with resources and feel that I had processed most of the information... again the last sessions of each day tend to be rushed as we are making up for time from previous sessions.

Launched: 9/3/2014 Closed: 9/21/2014

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4. The main idea I heard here, is that projections are hard. And you should probably consider contracting this out? Maybe including a section about how districts generally do projections, In-house (and by who) or contracting out. Still not sure if I could answer that question.

5. I would have really liked to see more of the methodology behind all the spreadsheets Michael gave us. A more in depth understanding or maybe some best practices? Love the tool, just want to be sure it is applicable in LEA's of all size.

6. N/A. 7. Have each table practice the cohort survival method with an example handout. 8. I thought this was well presented and I appreciate the extra information that was

provided on the USB! Very valuable information. 9. This was a solid learning session. 10. This session opened my eyes to all the procedures that are involved with projections. 11. Got some good information to use on the job. Might want to look at ways a district

can get people to sign up early for school, Kinder round up. 12. Wish we could have used the sheets Michael made in class, or have us bring our

figures with us to analyze while we go through the lesson. 13. A little break. 5 min.

Launched: 9/3/2014 Closed: 9/21/2014

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1. Enrollment projections really are that hard! Presentations are all about knowing your key points and not every small detail.

2. Bonds, Debt, population trends, Colin Powell's philosophical statements, etc. 3. The roles of those involved in debt financing (GO Bond) and importance of reviewing

and understanding the documents and calculations 4. The history of Prop 98. 5. Making the attendance calendar work for your district by site!!! 6. I gained more confidence with financial reporting by attending the bonus session and

through the additional session on Saturday. 7. There is another housing bubble. 8. I really enjoyed the Colin Powell lessons. Would have loved to have a more formal

classroom discussion about each one. 9. I learned how important the reading of all Debt Financing documents is. This new

found knowledge rattled me a bit, and I am planning on reserving a significant amount of time for reading Official Statements this coming November.

10. Review the MCDC Review flow chart and determine if your district needs to self-report to the SEC by December 1st.

11. 6 questions re:debt financing - critical in considering ways to finance items going forward.

12. Don't forget to have fun while leading, but also know that it's lonely at the top and you will piss people off.

13. HP12C calculator and how to calculate some aspects of debt financing. 14. I think the debt finance portion was the most helpful because Lori did a very good job

of demonstrating the responsibility of district leadership and the options that are available to them.

15. Stick to the script. 16. Presentations, Presentations, Presentations..... 17. I learned that adjusting the P-2 calendar does not require board approval. 18. Good to keep check and balances with your financial team. Don't get your

underwriter too quickly- competitive bond sales. 19. The technical nature of enrollment and the lost of research and information that can

be acquired to project enrollment in the budget year and future years. 20. People, resource, and systems. 21. Pay attention to the details and read documents carefully. 22. To ask your financial advisor if they are representing you or the underwriter. 23. Lori's advice on making sure to answer the 6 questions to determine if the debt being

acquire makes sense. Also, Francie's advise on what are the important numbers to look at when looking over a SACS report.

24. That I'm never going to be right about predicting enrollment. 25. Prop 98 is a big political game; I also learned how to answer in simple way questions

about it. 26. That I need to get more involved with the bond details. 27. The enrollment projections are where science and art intersect.

Launched: 9/3/2014 Closed: 9/21/2014

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What are you going to implement, at work, that you learned at this session? 1. I am going to look at my ADA calendar by site for a few of them to see if there is a

better day. I knew I could adjust my calendar and do but didn't realize the sites could be different.

2. Purchasing control points. 3. We are going for a November GO bond. The information will be very helpful as we

move forward. 4. Remembering that being responsible sometimes means pissing people off and that I

shouldn't be afraid to question the "experts." 5. I will review attendance in detail each month and adjust my attendance calendar if

necessary at the end of the year. I had no idea that I could adjust the weeks to generate the most dollars for our school.

6. Since our district has a bond measure on the ballot, I plan to share Lori's flow chart with my supervisor.

7. ADA-Check up 8. There were several of Colin Powell’s lessons I feel could apply to very specific

situations at work. Situational leadership. 9. I am going to look at maximizing our attendance calendar and do a comparative

analysis of our enrollment and compare it to the Facilities Master Plan we just finished. I want to see how my calculations do with what our vendor came up with.

10. I want to find some professional development opportunities for our A/P team. Our district does not have a "Purchasing Department", so it is vital that everyone in the Business Department understands the rules and regulations for purchasing.

11. The presentation feedback that we rec'd was of value, as was the coaching/guidance given at Francie's one-to-one session at 12:00pm and then the additional presentation at 1:30 was of value.

12. I will continue working on my presentation skills, refining the PowerPoint’s and focus on speaking to the most important points.

13. Analyze our debt liabilities and cash flow when discussing the financial health of my district.

14. I am going to revise my attendance calendar for the high school to hopefully get more ADA for the district.

15. Less improvisation, more facts. 16. Find out about our bonds. Contact Mike about scuba diving... Work on presentations

study handouts. 17. I plan to pay more attention to the P-2 calendar and assessing what format works

best for our district. 18. I'm going to find out about our CBEDS count and warn people about Oct. 1. 19. Some take aways from the group presentation. 20. I'm going to go back and look at the attendance calendar for last year to analyze if

we should change the cut off. 21. Se aside account for large purchases to preserve funds. 22. Work on our enrollment projections. 23. I will look to improve my presentation skills by implementing the advice given by my

colleagues and our facilitators. 24. I'm going to use those enrollment sheets! Also I'm taking those Colin Powell lessons

and incorporating them into my future staff meetings!! 25. Focus on the leadership on my department more. Start a monthly department

meeting. 26. Study the bond info and our existing contracts.

Launched: 9/3/2014 Closed: 9/21/2014

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27. Careful check of numbers. Check projections over the last three years.

Launched: 9/3/2014 Closed: 9/21/2014

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Response Count




1. So far I think the sessions have been great. Trying to squeeze it all in seems to be the only bump in the road. Thanks Sorry for the delay I was still out on my anniversary trip till today.

2. I think a 5-10 minute break every hour or so could really help. 3. This was the best session yet!!! Please keep the "active" portion of the Saturday

Morning session. It was nice to stand-up and move around. I loved working individually with other team members on mentor questions and at lunch. It allowed us to give/receive advice, input, thoughts, and build a professional relationship.

4. I think that continuing to reinforce the areas that many of us are struggling with is

Launched: 9/3/2014 Closed: 9/21/2014

16


helping immensely. There were quite a few in attendance at the bonus session. I plan to take advantage of any of those bonus sessions.

5. Thanks for the additional networking. 6. There is generally a lot of detail in each session, which I don't mind. However, for

someone like me who is learning and still building capacity it is very easy to get lost. As I stated earlier, it makes the info easier to understand if presenters focus their material and address specifically what I need to do to accomplish tasks as a CBO. I already get I need to know a lot about everything, and I know ill get there with time. For example, I have already received and read through the first 100 days presentation. Addressing topics from that angle, identifying and outline how we should go about specific tasks would help a lot.

7. This was by far, the best class to date. I walked out on Saturday feeling fantastic about the topics covered and new ideas/thoughts for my own District.

8. I appreciated the time we had working with partners outside of the meeting room, especially at lunch. Thank you for that! The quadrant partner exercise was very different, but I enjoyed it. Thank you for a great class, and congratulations on your award, Bill!

9. Enjoyed this - as always. Looking forward to working with new groups going forward. 10. Working in quadrant groups this month was great, kept us active so we didn't get

tired. 11. Another great job! Thanks for putting in the time for another quality weekend. 12. So much to cover but so little time. I am glad we have the network connections so we

don't have to be experts on every aspect of the job. 13. I enjoyed the presentation assignment, and thought that the fiscal presentations were

very helpful. I especially liked the extra time before class on Friday with Francie--this was very helpful.

14. I would like to see more pre-class hands on. I respect the instructors’ time commitment, but this would really help some people Great job to all the instructors.....

15. The only thing that I can suggest is finishing the assignment in one class, such as the student achievement reports.

16. I loved the 4 quadrants! 17. Loved the quadrant thing and getting to know more/different people! Keep that! 18. I do not want this program to end for me. There is always something new to learn

and a great new person to meet. 19. I liked the opportunity to interact with some different people. Even though I'm trying,

there are still a few people that I haven't connected with yet. 20. Maybe structure more time to digest and add a few breaks. Great learning materials.

Launched: 9/3/2014 Closed: 9/21/2014

17

Evaluation Survey Results October 10th & 11th, 2014

CBO MENTOR PROJECT October 10th & 11th, 2014

How would you rate the Contracts session with Harold Frieman?


Response Count



Please give examples of how we can improve the Contracts session with Harold Freiman.

1. I thought the information was great. I would leave the presentation alone. I liked the comparison between the old and new contracts.

2. I would love to see this session expand beyond just contracts. So much of what we do involves the law and I think that to have snippets of other important areas would be most beneficial to the group and future cohorts.

3. Sort out technical stuff beforehand. 4. None. 5. Very funny and very valuable information. No suggestions for improvement.

Launched: 10/10/2014 Closed: 11/26/2014

3


6. Work on an in class example in addition to the assignment. 7. Actually, it was great. I'm going to send my current one that we use to him for review! 8. Harold was very energetic and entertaining. I learned more in this session than I

thought I would and it was great. 9. Thought he was a great presenter - enjoyed all of his stories. Clearly an expert -

engaging talk. 10. I learned a lot. 11. Having more time with Harold Freiman would be beneficial. The fact that he is a very

interesting speaker would be a bonus! 12. Examples of good district contracts. 13. The session was very informative. Specially the real examples of what not to do. 14. Maybe add some translations of the standard legal language. 15. More stories of contracts gone wrong.

Launched: 10/10/2014 Closed: 11/26/2014

4


How would you rate the Cash session with Diane Lacombe?


Response Count



Please give examples of how we can improve the Cash session with Diane Lacombe.

1. I struggled to follow some of the concepts, but it was real clear-Cash is king. 2. An interactive team assignment would be great for this section. Working together in a

group with static data and then having to present a cash flow analysis would be outstanding. I think learning by doing in this area would be extremely helpful.

3. Perhaps the material could have been covered in a shorter timeframe? 4. Maybe more examples of what are the good systems for cash to have in place. 5. Include more detail on what options you have when there is a cash shortfall - how to

apply for a TRAN, etc. 6. I really liked this session and I will be downloading het template. 7. Only thing I can think of is to actually send us the spreadsheet to do the calculation. 8. Diane is the Cash Queen! She did a great job explaining the differences between cash

Launched: 10/10/2014 Closed: 11/26/2014

5


available and ending fund balance, and I think that was a sticking point for a lot of us to wrap our heads around. Very informative!

9. Diane was great! 10. Very good information and slides. Presentation was a bit dry... but then again it was a

cash discussion. 11. N/A 12. Add a part about TRAN cash flow

Launched: 10/10/2014 Closed: 11/26/2014

6


How would you rate the GASB and Actuarial report session with Francie Heim?


Response Count



Please give examples of how we can improve the GASB and Actuarial report session with Francie Heim.

1. The session was fine. 2. I don't really see the need for any more time allocated to this. We rely so much on the

work not only from the Actuary, but from the auditor as well. I may be downplaying the importance of this too much, but (even as an auditor) I failed to see the value of the study because of the section of government we work in.

3. A more thorough explanation of the different terms would have been helpful. 4. More discussion on pro's and con's of funding the liability. 5. Very good information. 6. I enjoyed the exercise and learned things from my peers as well as Bill and Francie. It

Launched: 10/10/2014 Closed: 11/26/2014

7


would've been nice to have a bit more time following the exercise for discussion. I would like a to see a sample of what a summary to the Board might look like.

7. Bring CAL PERS and discuss why a District might want to consider an irrevocable fund and the advantages of that option.

8. Possibly review our own district with the exercise. 9. It's a dry topic in nature, but very important to keep a focus on. I thought Francie

explained this section well. 10. Tough timing for this one...last thing on a Friday? Perhaps a reversal of presenters, with

Harold going last? 11. As always, Francie is a STAR! 12. Again, very dry subject matter, but Francie made it fun. I was grateful to have the

actuarial in advance to digest and get a little bit of understanding first. 13. n/a 14. You and Francie made seem really easy. It did not look like that when I first looked at it. 15. Have us get some local figures for our district.

Launched: 10/10/2014 Closed: 11/26/2014

8


How would you rate the Budget session with Bill McGuire?


Response Count



Please give examples of how we can improve the Budget session with Bill McGuire.

1. Very detailed and informative. 2. I thoroughly enjoyed the first section (from a few classes ago) of the budget

reporting/presentation immensely, but didn't have quite the same reaction this time around. I thought the content was good, but the volume of information was a bit overwhelming and found myself struggling to stay focused. Thankfully, since Bill is such an outstanding presenter, it is easy to refocus. I try and see how he is able to bring back an audience quickly and utilize it in my own presentations.

3. So much in so little time! 4. No examples on improvement. Since history repeats itself, I appreciated the history of

budgets and how the state has increased their role. (That is I appreciate the history not the state taking over).

5. Always informative.

Launched: 10/10/2014 Closed: 11/26/2014

9


6. History lesson is good. 7. I really liked the history of schools finance in CA. It's important to know what's

happened to know what's likely to happen again. 8. Great pacing - thankful that you didn't go through all 200 slides. 9. Bill and budgets are synonymous! 10. This time I'm not going to complain about the large number of slides in a short time

frame - mainly because we have seen this information before so it flowed well for me. 11. Really good! Too many slides in one session. Please break it up a little more.

Launched: 10/10/2014 Closed: 11/26/2014

10


How would you rate the Leadership Challenge session?


Response Count



Please give examples of how we can improve the Leadership Challenge session.

1. Well Done. 2. I think this would be great to integrate earlier in the program. It seemed somewhat "out

of place" in this position. I think by doing the analysis of strengths as well as the Leadership survey nearer to each other, it may provide a lot better feedback when tailoring our own personal strategies to be thinking about.

3. I thought the questions were interesting will know more after reading the info. I think a bit of time on this would be great but I know there is just never enough time in a day.

4. I think moving this activity to the early part of the session would make this more memorable. I was wiped out by the time this came along.

5. More examples on the type of leadership.

Launched: 10/10/2014 Closed: 11/26/2014

11


6. I am anxious to read the book. This looks interesting. 7. I'm excited about the Leadership Challenge and looking forward to diving into it as the

class continues. It seems to me that it will be an excellent program with valuable tools. 8. I was in and out of this part, but what I heard sounded good. 9. Great session. I appreciate receiving the book - look forward to digging into it. 10. Can't wait ton read the book. 11. Understanding that this was a brief introduction to LPI and we will spend more time on

this topic in future sessions. 12. I'm looking forward to cracking open our new book! 13. Perhaps timing. This presentation came at a time when we were pressed for time and

perhaps in need of a break. The teams seem distracted and a bit punchy. 14. N/A 15. I'm excited!

Launched: 10/10/2014 Closed: 11/26/2014

12


How would you rate the Special Education session with Emi Johnson and Francie Heim.


Response Count



Please give examples of how we can improve the Special Education session with Emi Johnson and Francie Heim.

1. Special Ed is such a beast. We needed more time to cover the topics. Lots of acronyms that I was not quite familiar with.

2. There are two sides to every story. I liked when the Principals in the room explained their perspective. Emi did a great job explaining the law and history of Special Ed.

3. I think more time would be helpful for this section. We seemed to speed through it and gloss over many of the slides. Something, which I think, impacts our budget (and our contribution from the General Fund) so much should potentially be allocated more time

Launched: 10/10/2014 Closed: 11/26/2014

13


to fully cover the slides. 4. Great team and information but being at the end of the day I think we got through it all

but they had more to share that we didn't get to hear. 5. None. 6. This section needs more time - I still feel there's a lot more I need to understand about

Special Education. 7. Emi was wonderful. 8. Specific examples regarding best practice staffing levels would be a nice addition. 9. I loved this session. I was always "afraid" to discuss Special Ed. with my peers as I have

0 experience in this area. After reading the FCMAT study and participating in conversations with Emi and Francie, I feel much more confident having a discussion. I look forward to hearing the remainder of the presentation and would love to hear about "real life" scenarios and problem solving. Thank you Emi and Francie!

10. Very interactive. 11. A bit rushed due to time. 12. I absolutely love hearing Emi speak on Special Education. She's real, and she gives your

real answers, and she's got a great sense of humor in relating her stories to you. Well done.

13. Emi was fabulous 14. Having two kids and a husband with ADHD, it's wonderful to see Emi have such passion

advocating for Special Education! 15. I would have liked to have heard more of the presentation this time and less of the

group activity or perhaps alternatively having Francie and Emi give a break down of how they would go about "fixing" Santa Barbara.

16. Very moving. 17. It could not possibly be any better from all aspects. 18. More time with Emi!

Launched: 10/10/2014 Closed: 11/26/2014

14



1. The hand out on Special Ed was good to bring back to learn more. 2. A CBO role is to read contracts thoroughly until he/she understands it well. 3. I was touched by the story of Francie's dad. I can't let numbers dictate needs. At the

same time I am fiscally responsible. 4. Most all of the Special Education was new to me, so the perspective that Francie and

Emi gave was very good. Scary and a bit intimidating, but good just the same. 5. Contracts really are scary and that maybe we don't take enough items to the board. 6. Contracts - Offer, Acceptance, Consideration. 7. The 3 key elements to look for when evaluating a contract. 8. Budget Information. 9. What are terms of actual contract and I need to review contracts more closely. 10. The three elements of a contract - it must have an offer, acceptance, and consideration. 11. Read and reread our contracts and MOUs. 12. Reading all words of a contact is uber important. 13. The importance of the relationship between the CBO and the Director of Special

Education. I look forward to my future as a CBO and the opportunity to work with the special ed. department. I look forward to the challenge that comes with managing multiple funds and figuring out how to best serve all our students. I'm no longer "afraid" of the special ed. funds and needs. In fact, I'm intrigued by the opportunity to make something great out of what can often be difficult and overwhelming.

14. Some of the history of the SpED. 15. Read contracts carefully and don't rely on others including the attorney. 16. Budget development starts on CBEDS. 17. Read every contract. 18. Contracts (Offer/Acceptance/Consideration) I also appreciated the negotiations session

with Francie, and finding out the cost of 1%. 19. The negotiations session with Francie of Friday before class. 20. The one big thing that I learned at this session was to be aware and read all contracts

carefully before signing. 21. The Annual Required Contribution (ARC) under GASB 45 is not required. Our ALL was

62% funded at the end of last year (6/30/13). 22. Discussing The Leadership Challenge reinforced my belief that supportive relationships

are vital to any strong organization. Last week my direct supervisor (not Jerry!) said to me that being "nice" to other departments, when they come to me for help with business functions, will only take time away from my job. I'm still speechless that someone in a leadership role would say that.

23. Although I've already heard it before from Joel, that solvency is about cash not budgets. 24. The important impact Special Education makes on kids today and how much education

missed the boat before 1975. 25. I need to read all contracts. 26. I have to actually read all contracts. 27. The info from Francie's big picture negotiations. 28. Read all contracts. It's ok if you don't understand what it says. Ask for clarification

Launched: 10/10/2014 Closed: 11/26/2014

15



1. Talking a closer look at contracts now that I have a better knowledge of the key areas to look for.

2. Leadership practices. 3. Review contracts better Leadership is about relationships Sit on a Special Ed IEP

Prepare for negotiations fingertip facts. 4. I will begin to more closely examine the contracts we are provided with and also our

"standard" contract form. That form will be changing rather drastically because of the sample given to us by Harold. It is immensely appreciated.

5. Work with my department on a shared vision, make sure that everyone knows why we are here and what they can do to make things better.

6. Review contracts more thoroughly. 7. Work on creating a standardized template of a contract. 8. Budget presentation. 9. Reviewing contracts more closely. Checking cash flow statement to cash balance on

SACS form and % of cash to fund balance. 10. I'm going to use Diane's cash flow model to review district cash flows for 14-15. 11. Budget calendar review to make sure we are on track. 12. I would like to visit the sites on a more consistent basis. 13. Budget Calendar! I'm going to actually put dates and tasks on my calendar related to

budget development. If it's in my head only then it may or may not actually happen! 14. " I don't find money I re-allocate" 15. Develop a detailed budget calendar and process with the current CBO before she leaves. 16. Getting my cash reserves figured out for the year. 17. Start taking a look at the contracts we use to familiarize myself with the language more. 18. I have a PreKSDC school at my site, so the SpEd activity was the most practical. I sit in on

IEPs all the time. I will be looking at our communications strategy through a different lens "moving forward"

19. The negotiations info. 20. One thing that I am going to implement at work from what I learned this session is to

look at the history of how and the why the different things that we currently have or are doing today came to be because history typically repeats itself in the education profession.

21. Review and update board delegations of authority related to contracting and purchasing. I'll discuss the GASB 45 ARC with my CBO.

22. I will be using the information from Harold Freiman to review contracts that make their way to my desk. The tips he gave us in class are invaluable.

23. It was fascinating and a bit alarming to learn more about contracts in detail. At work I am going to scrutinize any contracts that I have control over. I see a lot of vendor-produced contracts related to IT, and they are extremely one-sided contracts.

24. RTI strategies. 25. I'm going to use UFB for my budgets. 26. Get more involved with the contract process. 27. I'm going to use that exercise we did with naming famous people, and then name people

that have helped you as an icebreaker for my staff. 28. Reading all contracts

Launched: 10/10/2014 Closed: 11/26/2014

16


How would you rate this session of The CBO Mentor Program?


Response Count



Please give examples of how we can improve The CBO Mentor Program.

1. Serve stronger coffee. humor great information.... Joe. 2. Honestly, I love the writing assignments. I think more would be great. Maybe even have

three (3) due per class. I may be in the minority here, but we do so much writing on a day-to-day basis and I think we could all strengthen our non-verbal skills a lot more. Communication through email and messaging occurs almost hourly and with the loss of vocal inflection and tone, a lot can be lost in translation. This is where the added focus on professional/good writing could occur. Thank you so much for all the time you put into this program. I am thoroughly enjoying it!

3. It's always lots of good info and never enough time.

Launched: 10/10/2014 Closed: 11/26/2014

17


4. Less sitting, more activity. 5. You are doing fine. 6. Bill's language can improve. 7. No suggestions for improvement. 8. A short session on the Form 700 requirements. 9. I enjoy the increased time you have given us to work on our networks. 10. This was a good weekend. Continue to pull it all together over the weeks and share the

great resources. 11. A great weekend, thanks! 12. Appreciated the quadrant activity- nice way to present, and gave me exposure to people

that I have not spent a lot of time with. I think shorter, smaller group projects and reconstituting the groups frequently would give us a lot more time with each other. I appreciated Bill not blowing through his 200-slide deck in 50 minutes.

13. Love the 4 quadrants. Gives me a chance to connect and share with everyone on the class.

14. I know I'm beating a dead horse over here - and that this is a school services product, but being successful in getting some of the UFB suggestions implemented would be great. The program is written in a dead language and is not user friendly. I would love to see a web-based version so nobody needs to install or worry about compatibility. Also, the suggestion to have it automatically link to ed-data would be awesome.

15. Great!

Launched: 10/10/2014 Closed: 11/26/2014

18

Evaluation Survey Results November 21st & 22nd, 2014

CBO MENTOR PROGRAM November 21st & 22nd, 2014

Launched: 11/23/2014 Closed: 12/8/2014

3

How would you rate the Mid-‐Year Evaluation with Joel, Mary, and Bill G.?


Response Count



Please give us examples of how we can improve the Mid-‐Year Evaluation with Joel, Mary, and Bill G.

1. Joel is an excellent listener and very thoughtful in his responses (not a process improvement, just a thought!)

2. From my perspective nothing to improve, I appreciate the constructive criticism as it will gives me the opportunity to strengthen areas that will benefit me. Thank you for your honesty.

3. Joel always gets an excellent. 4. We ran short on time but otherwise it was a very good session. 5. More time was needed.


Launched: 11/23/2014 Closed: 12/8/2014

4

6. None. 7. Appreciated the direct, honest feedback on my performance to date. 8. We needed more time to discuss. We were out of time and did not get any information from

Mr. Montero regarding the feedback from the mentors. 9. It was well run and everyone felt good about participating. May want to have everyone do a

survey like this as well if they didn't speak up. 10. Allow us to submit written feedback to Joel. 11. More time. It seemed like Joel had more that he wanted to say, but we were limited by the

schedule. 12. The only thing I would say is allocate more time. It was a good forum to participate in and being

able to interact with all the instructors in that format was great. 13. Provide written questions for participants before the evaluation to give them more time to think

about relevant topics. 14. Schedule an extra hour with the class. It felt like we still had more to talk about and were cut

short. 15. Have Francie and Bill stay in the room with us and have an open discussion. 16. I think we need more time for this! Or maybe submit comments in advance, to keep time

minimal but still have time to chat. 17. I thought it was great to have some time to reflect with Joel and Bill. 18. N/A 19. It was good to get a chance to talk about the program but was hard to get everything out in that

time frame especially with the presentation coming next. I suppose that helped add to the pressure of the presentation.


Launched: 11/23/2014 Closed: 12/8/2014

5

How would you rate the session, Food Service Presentations?


Response Count



Please give us examples of how we can improve the session, Food Service Presentations.

1. Extra time is always appreciated, but I understand that time is not always available. 2. Since all folks are striving to be CBO's, it may be good to provide a strength based leadership

checklist as a friendly reminder so folks can bring to the table their strengths and also their experience. For example: A prior Project Manager could Project Manage the team's presentation, the CBO could provide advice on the best Board presentation template, and the Finance Directors can put a focus on building a healthy budget and actuals report that supports


Launched: 11/23/2014 Closed: 12/8/2014

6

the teams implementation decisions. Otherwise, it appears to be power struggles on ideas. Some folks believe their ideas are best because they are Financial Directors. Otherwise, headstrong personalities demote the spirit of learning.

3. By including this as part of the CBO symposium, we missed some sessions. I also felt that some were so stressed about the presentation; they were not as focused on the topics.

4. Every time we do this we get better. I wish we had more group practice time so we would feel better about the result. It is hard to stay cool and calm for a presentation when you begin your section knowing the group has already exceeded the time allocation. This probably happens a lot in board meetings though so again, good experience.

5. None. 6. Enjoyed to opportunity to work with a different, highly functional group. Sorry that these

sessions were not videoed by the experts... 7. From the directions given there was a lot of pressure to do only 20 minutes on the presentation.

Obviously there were no real consequences if some went over. We could have been advised that the focus was on delivery vs content although we would have known to make some sense of what was being presented.

8. It was good for everyone to see a FCMAT report and all that goes into it. The groups did a good job of pulling together and presenting.

9. Written notes should not be allowed. This will push people to a higher level. 10. I'm sure it was by design, but there was a lot of stress build-‐up for these presentations... it

actually impacted my enjoyment of the conference as my team took every opportunity to practice. I would have liked it better if we had done the classes before the conference rather than afterwards.

11. I think any change here would take away from the presentations. Every prior program participant I spoke with said this one was the most challenging, and it truly lived up to that. I believe the session should be left as is.

12. Tough assignment, but very rewarding seeing everyone does well. 13. Immediate feedback from the board member. 14. Reality check for me. I loved watching everyone and learning/seeing everyone's different

perspectives. 15. My team's presentation was great! 16. Depressurize it just a little? 17. It would have been great to have a chance for a formal run through in the room with the

screen.


Launched: 11/23/2014 Closed: 12/8/2014

7

Please give us examples of how we can improve the Morning Budget session with Bill McGuire.

1. From my perspective nothing to improve. 2. Good details. 3. We covered a lot of territory and some very good questions were asked. I learn a lot

from the questions too. 4. A lot of information. Good that this presentation is broken into three sessions. 5. I would love to see a comprehensive quick glance checklist of everything we should

analyze to hit the 99.9 accuracy on the budget. 6. Thrilled at the pacing -‐ this made the content more manageable to digest. 7. Ton of great information. This was all great information for me to take in as a CBO and

think about how I can implement it in my district. 8. Give a list of funds where CBO's frequently set aside money and a definition of each

fund. Some colleagues that don't know each fund very well were getting lost, including me, so we asked the more knowledgeable people at our table. However, I think this would be helpful to the entire class.

9. I appreciate receiving the budget presentations throughout the sessions, as it helps me to retain the information better by being reminded.

10. I would leave this as is as well. The budgeting techniques Bill discussed are ones that I am thinking very hard on implementing in my own District. The length and depth of the


Launched: 11/23/2014 Closed: 12/8/2014

8

information presented are so appreciated and I feel more confident about planning current and multi-‐year strategies because of what I am learning.

11. Provide some of the suggested items in Excel format. 12. Great presentation. 13. Provide materials electronically to save paper and space. 14. N/A. 15. I don't think there is any time to change anything.


Launched: 11/23/2014 Closed: 12/8/2014

9

How would you rate the Morning Presentation on Special Education with Francie?

Answer Options Response

Percent Response

Count



Please give us examples of how we can improve the Morning Presentation on Special Education with Francie.

1. From my perspective nothing to improve. I'm learning a lot in this area. 2. I would like to know how different SELPA's really are. Very good discussion in this

section too. 3. None. 4. No improvement necessary. 5. Special Education is a critical budget area and deserves our focused attention.


Launched: 11/23/2014 Closed: 12/8/2014

10

6. Give a quick one slide overview of the main federal and state resources for SPED and which resource receives contributions.

7. I'd like to know more about the districts that were used as examples to better understand the challenges. For example, what are their respective contributions and what sort of federal funding do they receive. Also, I'm still a bit unclear about how SELPA's work.

8. I am not sure how I would improve this section other than knowing it was coming, and then acting on it by doing some professional reading of my own. I was overwhelmed with the information as I have next to no understanding of Special Education. It never fails to humble during these sessions on how much I don't know. I would say the only thing to improve it would be to assign some reading to familiarize ourselves, somewhat, with the program prior to listening to Francie present it.

9. Show encroachment ranges for sample districts. For example over identifying speech students is a lot less damaging to the bottom line than over identifying autism or ED.

10. Also a great presentation. 11. I would like to learn more about special Ed budget management and responsibilities. 12. Same as above. 13. N/A. 14. I don't know that I would change it. It was good. I would love to be able to talk about

different ways to allocate $ to sites. Maybe not in class but sometime. I realize I may someday end up in a district that is part of a SELPA but now I am not so it's a good look at the future.


Launched: 11/23/2014 Closed: 12/8/2014

11

How would you rate the afternoon Budget/Negotiat ions exercise?


Percent Response

Count



Please give examples of how we can improve the afternoon Budget/Negotiations exercise.

1. A document of real life role playing scenarios to help CBO's and potential CBO's understand the psychology of negotiations and how to diplomatically respond during intense moments. Basically, giving options to choose from. The good, bad, and ugly. And providing healthy negotiation scenarios and how to be proactive and reactive. In addition, teaching folks how to apply the principles of the Speed of Trust. Essentially, a pocket book-reference guide on how the CBO should handle Teacher negotiations. This would be really helpful and handy.


Launched: 11/23/2014 Closed: 12/8/2014

12

2. With the structure it was a little too extreme. I got more out of the discussion led by Joe and Erin.

3. Perfect chance to roll play and strategize. I haven't had a chance to sit in on negotiations yet but I think a lot the rolls were fairly accurate.

4. Was a fun and interactive way to get some real hands on look at the process. 5. Although it was fun, there seemed to be a need for more structure and direction--perhaps

more clearly defined roles and guidelines. 6. Rather than just traditional bargaining, many districts are in an interest based model. Is

there an opportunity to explore this? 7. Give two different scenarios for the two groups and even a third. By the time we went at

each other the third time, there were no new positions to take as everything was already explored and there was no new arguments from the material.

8. There was a big gap on this exercise between individuals in the class that have had negotiations experience before and those that have not. Provide a video at the beginning of the session on of a negotiations session that is a best practice. Give real life examples of responses/strategies from management and labor. This would benefit those that have never participated in negotiations before.

9. It was interesting to see how idealistic some of the group is about negotiations. I know you were both busy with the evals, but it would have been good to get some critical feedback about what reality would have looked like.

10. This activity was fun and light hearted but I think we could get more out of it if Francie or Mary or either Bill were in the room the entire time.

11. This exercise was fun. If we had the time it would have been interested to try an IBB session.

12. I thoroughly enjoyed the exercise. The only thing I would add would be to go into this as though it was the second or third time the negotiating teams from the District and from the Union have sat down. This way, there is some history to study and prior offers and counters to consider. I think it would add a true place to begin and allow for more realistic type of a scenario. It was fun interacting with my classmates in that fashion and to have the ability to pretty much self-direct things.

13. This was a great way to see negotiations from both sides of the table. 14. Never having sat at the table this was really helpful. Not sure if this is do-able, but would

it be feasible to bring someone from teachers Union or CSEA to talk? 15. No suggestions for improvement. 16. The demanded ultra-competitive positions stopped the exercise from having any positive

outcomes. Also it would have benefited from both of your coaching and/ or supervision. 17. Maybe a little bit longer to prep and a chance to come back to the table as the same

group. It was interesting trying to think about it from the other side of the table.


Launched: 11/23/2014 Closed: 12/8/2014

13


1. That Sanger Unified is a great example for Special Education. 2. That Mary, Francie, and Bill have faith in me. They are pushing me to step up and be the

leader I am :-) Thank you, I really appreciate the vision you have for me. That gave me the confidence I needed to keep on keeping on. I admire your passion and will continue to work on perfecting my presentation skills.

3. Spend extra time in preparation. 4. The details on the budget and the calculation on subs costs. 5. Still working on public speaking. Definitely more nervous in class than when I have to do

it for my current job. 6. Special Education as a percent of general ed. varies from district to district and the

business office needs to understand what makes us different. 7. Importance of crafting your story... 8. To look at statewide SPED numbers and compare them to my own LEA. 9. The negotiations exercise was my favorite part - I learned that seeing things from an

alternate perspective is of great value and provides good insight into how you should proceed. Moving from a management to labor perspective - from having no money to "finding money" for raises was a revelation!

10. I have the ability to do well with public speaking, as long as I don't get hung up on what I look or sound like. Our class is a safe, supportive environment to work on my skills. Thank you for the honest, constructive feedback.

11. I have a lot of work to do regarding my presentation skills. I learned a lot of techniques from Bill's budget presentation as to how to get closer to the projected actuals.

12. I need to work on strategies to make the mentoring part of this program more effective for me.

13. The budget information on doing a better job breaking down personnel costs and preparing next year's budget.

14. I learned way more than one big thing. I bring a natural energy when I am public speaking but I need to slow it down and bring a calm confidence to convey trust with the audience. I also need to work on my writing so it's more understandable to the public and bring a more assertive and confident presence. The most important thing I learned was to leverage my mentor more because having Maureen Evans is a privilege and I can learn a lot from her experience.

15. Being in front of the presentation panel, I learned that I need to develop strategies to control my nerves.

16. I learned that I need to work on my budgeting and strategies. I need to move away from adding extra positions and placing funds where I know they won't be spent simply to remove them from the table or to leave a surplus, rather than place them into action where they can have an impact on the kids. I will be really looking to adjust to this level of thinking first thing. Hearing the comment I need to be less of an accountant and more of a leader was very good. It's something I planning on putting immense focus on.

17. That I need to seek advice of my mentor more and seek advice from others 18. Talk to my mentor more often. 19. I need to come outside my shell. 20. Get Salaries and Benefits 99.9% accurate.


Launched: 11/23/2014 Closed: 12/8/2014

14

21. I learned about the 504 plan. I am a big believer in early intervention and now more than ever I know it really works.

22. I learned in the budgeting portion that the reason people think we can "find money" is due to old school budgeting of over estimating expenditures and under estimating revenue. We need to update practices so we budget "right on".

23. Making sure that your salaries and benefits expense is as close to 100% as possible (99.9%) when budgeting.

24. Average salary of new hires. 25. How important it is to relay on your team and support everyone’s growth. The

importance of being positive for your cohort teammates. 26. There are several things for budget development that I/we don't do, that I want to try.

Also that I can contribute more and people will listen when I am confident. Also that when I am encouraging others it makes me less stressed.


Launched: 11/23/2014 Closed: 12/8/2014

15

What are you going to implement, at work that you learned at this session?

1. I want to gain a better understanding of why students are pushed into non-severe classrooms.

2. I've already sent the powers that may be the information related to Cyber Security. That was a very powerful CBO symposium session. I would encourage the CBO program to talk about this too. Related to Special Education needs, I will look to support this area for our Surplus Furniture Catalog. Related to Budget, I will provide our Budget team with information that can assist with Budget development.

3. Work on my negotiations tactics. 4. The details on the budget and the calculation on subs costs. 5. I am going to review Special Ed revenue expectations for our district. 6. Going to inquire about a higher SIR for our General Liability. Also going to find my

district's SE percentages and understand what they mean. 7. Not looking at the screen when presenting! 8. See above. 9. Everything is a negotiation - being patient, listening and providing support for your

reasoning is of critical importance. I will make an attempt to be more conscious of this in all my interpersonal contacts going forward.

10. I would like to work with my Asst. Supt. and Controller on implementing completion of 3rd interim reporting. Recently our department has been in transition with vacant positions. Once the vacancies are filled and our new Financial Analyst has been able to start her duties, I believe completion of 3rd Interim would be possible.

11. Techniques for implementing projected actuals. 12. Being overly conservative with your budget was the old school way. An accurate budget

gives the CBO credibility and salaries can be 99.9% accurate if you pull the right prior years' data (sick days, attrition, substitutes, etc.)

13. I am focused on making 2nd interim a closer reality of what our budget really looks like. 14. Contact my mentor more often especially when I have work related questions. She can

bring a whole new perspective to my work in Oakland. 15. I am going to work as much as I can to get out of my comfort zone and lead with

confidence. 16. See question number 12 for my thinking. My last comment on putting more focus on

becoming a true leader is going to be pushed to the front. I am going to reach out to Bill and Francie this week and see what good reading materials I need to acquire and study with respect to becoming a better leader. I love the constructive feedback and want to implement it soon.

17. I'm going to ask for advice from some past mentor participants. 18. When possible, don't have paperwork in my hand when giving any presentations. 19. I need to find out the average beginning teacher salary. 20. Better tracking of salary and benefit costs. Using some of a Bills methods to track,

evaluate, and project. 21. Track the sub payment in a more systematic way. 22. To find out our special Ed numbers and see how we align with county/statewide

estimates.


Launched: 11/23/2014 Closed: 12/8/2014

16

23. Looking at variances in the budget and working at making them less than 1%. 24. Calculate the average salary of this year's new hires. 25. Public speaking and positive collaboration. 26. I am going to roll my 1st interim into a model and see if I like using that for budget

development. I usually use 2nd interim. Also from the presentations I picked up some good tips and getting out of my own head will help get through them.


Launched: 11/23/2014 Closed: 12/8/2014

17



Percent Response

Count



Please give examples of how we can improve The CBO Mentor Program.

1. At the moment, I have nothing negative to say. 2. I think the results for the presentations would be more satisfactory if we had an

opportunity to see in advance how the logistics of the projector, the laptop and so forth were going to be. Maybe we could even practice once in the same room with our group.

3. Perhaps some on-going (monthly) critique and review of our assignments/participation would be useful for our growth and improvement during the year.


Launched: 11/23/2014 Closed: 12/8/2014

18

4. Missed opportunity - we had access to CBOs from across the state, but did not get an opportunity to interact with them/take advantage of their expertise...this needs to be added! Perhaps, panel discussions for willing CBOs post-conference? I did give some suggestions to Joel/Bill.

5. We had no idea of the individual midyear evaluation process and it would have been helpful to have had some prior knowledge that all our submissions would be critiqued, graded and given to us then. Many were surprised as to what took place.

6. To be honest, I like where we are at so far. The program appeals to those who are current CBO's as well as those who are thinking about applying in the future. The class is definitely growing together more and camaraderie is building.

7. Have an activity between 2-3pm while the mid-year reviews are going on. We sat around chatting for a while. The activity could even be a group discussion led by a few students about any problems occurring at their district and asking the class to chime in with suggestions.

8. Again, I think making the session, or at least the presentations before the conference would have helped me to get more out of the conference and give me less time to practice my presentation. Also, more time with Joel would be awesome. I'd also like to hear more input from Bill G. He brings a different and very welcome perspective.

9. I love the program. I left Saturday with a new motivation. Everything we do and how hard we work is so appreciated. I really don't think I would want to change anything, save for another session being added. The interaction with fellow program participants, the instructors and all the work we do is amazing. I love the way it is more than just a "class". I love how we are challenged and can bring our district specific questions into the class and then are really made to do serious consideration about our own approaches. I feel it encourages our growth and I love that. Great program all together. Even though it is time consuming and difficult, I think I will truly miss it when it ends in March.

10. That session would be a great chance to have some personal interaction with past participants.

11. This was a tough, exhaustive session, but it was VERY rewarding seeing those that struggle shine Friday night. Overall, a great week!

12. If you use a great template (spreadsheet) in a presentation maybe add them to the shared drive so we could access them.

13. As always fantastic. Thanks to all what you do for us. I greatly appreciate being part of this program.

14. Great weekend, Thank you. 15. N/A

Evaluation Survey Results December 12th & 13th, 2014

CBO MENTOR PROGRAM December 12th & 13th, 2014

Launched: 12/13/2014 Closed: 12/23/2014

3

How would you rate the Bond Issue -‐ Research working session?


Response Count



Please give examples of how we can improve the Bond Issue-‐ Research working session.

1. Help Hesperia pass one :). Great exercise. 2. I think the right amount of time was allocated to this. We received a good background in a

limited time, and should allow for us to have sufficient beginning knowledge for this aspect of the CBO role.

3. Good group. Ryan and I both had successful passage in November, so were able to help the others.


Launched: 12/13/2014 Closed: 12/23/2014

4

4. Go over the basic technical steps of issuing a bond. We did it as a group but I'd like to hear it from the trainers' perspectives.

5. Part 2 needs clearer instructions. 6. The information became more real when I was forced to speak about it for 2 min. 7. I have no suggestions for improvement. 8. More presentation time 3 min? 9. Great info... I love these opportunities to learn from my team. 10. I liked the free form and time to look things up -‐ perhaps a few links to some recommended

websites would have helped a little bit. 11. This was a very educational session, and doing research in class with a group was very helpful. 12. I thought it was just right.


Launched: 12/13/2014 Closed: 12/23/2014

5

How would you rate the Workers Comp Session?


Response Count



Please give examples of how we can improve the Workers Comp session.

1. Informative, but a difficult to follow. Opened my eyes to the Ex Mod. 2. I would say give it more time but there isn't any more to give and it was a lot to take in

anyways. 3. Great section, just a ton of information at once. 4. My eyes are still glazed over from the Ex-‐Mod conversation. 5. Going over the benefits and draw backs of being self-‐insured vs JPA.


Launched: 12/13/2014 Closed: 12/23/2014

6

6. I think she went a little too deep into the numbers. I think an explanation of the drivers of the xMod calculation and its use should suffice.

7. This was terrific! I really appreciated the information, and I have no suggestions for improvement.

8. Great session. Speaker spoke really quickly though. 9. I can't think of many ways to improve. The presenter did speak very quickly and was a bit hard

to follow a few times 10. Give this more time. Maybe discuss different cases and how they could be handled to minimize

the cost/liability and the interactive process 11. There was a lot of information given here, something I know I need to go back and look at a few

more times. But I can see the value of a good back to work program. 12. That was a TON of information. More focus on cost containment and less time on the x-‐mod

calculation might be beneficial. 13. Too much material to fast. 14. Probably too much info for one session. I assume most people were really lost in the calculation.

I have some background with it and I was lost. 15. There was way more detail on the formula than the effect. Spending more time on learning how

to control the formula would be better. Since we may never have to do the actual calculation.


Launched: 12/13/2014 Closed: 12/23/2014

7

How would you rate the Bond Issue session with Bill McGuire?


Response Count



Please give examples of how we can improves the Bond Issues session with Bill McGuire.

1. Tough Bond to pass to restructure existing debt. Great presentation 2. I think this is one of the most well tied together sessions we have done yet, with the group

presentation still pending. 3. It was interesting to know about who were the key players in the campaign committee, but not

sure that we needed to know names and faces. 4. Liked looking at the publicity pieces used to inform the community...


Launched: 12/13/2014 Closed: 12/23/2014

8

5. It is a lot to absorb but I am glad I have the hard copy and my notes to review. I have no suggestions for improvement.

6. This was a great session that described the entire process of putting a bond out. I thought it was awesome. Thanks to Bill for hanging in there despite not feeling well!

7. Have someone from CASH do a presentation on Facilities and Bond program. 8. It would be good to tie in the history and progression with how Bill got these completed.


Launched: 12/13/2014 Closed: 12/23/2014

9

How would you rate the Overnight Bond Activity and Bond Presentations?


Response Count



Please give examples of how we can improve the Overnight Bond Activity and Bond Presentations session.

1. I like the last minute approach and two minute cut-‐off. 2. Just a bit more instruction. I think some that went over their time were trying to get details of

everything on the list and maybe didn't understand that it was supposed to be a quick snap shot. It did push us to see what we could do quickly.


Launched: 12/13/2014 Closed: 12/23/2014

10

3. I wouldn't change it. I think the surprise nature of it is great. Forces us out of our comfort zone and into the mindset of what we deal with on a daily basis. Drop everything and handle the issue which arises. Love that part. Drives us to be the best.

4. One suggestion would be to have the same team who did the research select the same district and find the necessary information needed for the bond presentation together but then each person has to come up with their own way of presenting. This would be good to see how different each of us can present the same information. It may be valuable to see and understand how other approach the same information.

5. Forced us to have to refocus after a very long day. Is that good or bad? Reliable internet was an issue.

6. Love the research and do a 2 minute presentation -‐ I think that the research portion and submission of presentations could be done by the end of the evening -‐ with perhaps another 30 minute block of time devoted to it...say a 9:30pm submission time? Presentations done next day.

7. Give clearer direction on who our audience is going to be and the goal of our presentation. For example, is it going to the board for approval on our bond proposal?

8. Don't give an overnight bond activity! 9. I think the group did a terrific job with such a tough assignment. It was hard to cover everything

on the list so we had to pick and choose. Time management is a skill in itself! No suggestions for improvement.

10. More presentation time. 11. I definitely would have preferred to have had an hour of extra time during the session so I didn't

have to work on the presentation that night. The presentations were great and I liked the lower pressure environment.

12. Getting used to having to put together a presentation at the last minute is a great learning experience. It really forces you to consider what points you want to hit in a small amount of time.

13. It was fun giving a two minute presentation. The overnight aspect prevented me from over thinking the assignment.

14. Provide 3 min instead of 2min. 15. Great way to get people to think on their feet and present. 2 minutes is rough. 16. A little more direction on what we should be presenting on, what perspective would have been

helpful.


Launched: 12/13/2014 Closed: 12/23/2014

11

How would you rate the Charter Schools session?


Response Count



Please give examples of how we can improve the Charter Schools session.

1. Made me focus on students’ needs, not competition for dollars.... 2. While I appreciate Dr. Petersen's knowledge and passion about Charters, the presentation

seemed to be lacking. Maybe it was the emotion or forum, but it never seemed like she engaged the audience as we have become accustomed to. Regardless of the presentation style, she presented a lot of great information.

3. Very passionate speaker. I have no direct experience with charters and now know more. Still unclear on overall funding of charters.


Launched: 12/13/2014 Closed: 12/23/2014

12

4. The trainer was very passionate and knowledgeable but I wanted to hear more about what we should be watching out for reviewing our Charter's budget documents that must be approved by their LEA.

5. I have some experience here, but I really appreciated learning about the history. I have no suggestions for improvement.

6. This session felt a little bit rushed for time towards the end. I appreciated the expertise and new perspective from the presenter.

7. I thought this session opened up some minds to the importance of charter schools, and the necessary role they play in California education.

8. I think the presenter tried to provide a different perspective on charter schools but she was totally in favor of them. It’s probably important to discuss success and failures of charter programs and responsibility of LEA.

9. The only thing we could have done was focus on the budgetary effects of a charter in your district.


Launched: 12/13/2014 Closed: 12/23/2014

13

How would you rate the Technology session with Michael Dodge?


Response Count



Please give examples of how we can improve the Technology session with Michael Dodge.

1. Have the Drone work next time. :) 2. Always a good presentation when Michael comes. 3. I would hate to see anything change. His style and the way he brings the material to life is

amazing. He is one of my favorite presenters we experience. 4. Michael Dodge is always entertaining.


Launched: 12/13/2014 Closed: 12/23/2014

14

5. Have him go over tech devices that are really making a difference in the classroom. Are iPads really working or are other tablets better for education?

6. I would enjoy more time for more discussions. 7. Michael Dodge is always entertaining. The lesson was extremely valuable. I have no suggestions

for improvement. 8. Good information. Maybe more connection of CBO's necessary leadership to make tech works

and ultimately serves the end users (schools and students). 9. I felt a bit overwhelmed by all the technology changes that I need to keep up with. Maybe the

session could focus more on what basics a CBO needs to know and strategies to help us keep up with technology when everything is changing so rapidly.

10. Michael did a great job and I like the topics that he chose to include. Personally, I feel very strongly that technology warrants more time. We rely on technology for so much; this presentation only scratched the surface.

11. Give some examples for how people can get involved with technology when they don't supervise that area.

12. These sessions with Michael are always interesting and informative, and it's clear he knows his stuff.

13. I would have liked to see the helicopter fly around the room. 14. It appeared that some of his materials were dated.....technology is ever changing! 15. Good insights from Michael. Unfortunately, he was so focused on the tech dept. that he didn't

focus on the student learning portion. Tech dept. shouldn't hinder the progress, it's a balance. 16. Thanks for the gift.


Launched: 12/13/2014 Closed: 12/23/2014

15


1. District Policies and Procedures should be defined and published for the Risk Management, Workers comp. and Technology.

2. Bonds!!!! 3. That I know little about the worker's comp issues. 4. I learned I need to get a much better grasp on Workers Comp and what happens with my JPA. 5. Basic steps needed to prepare for a successful bond measure. 6. The Bond process. Before this weekend I did not know the steps to developing a plan for a

successful bond and now I know. 7. Need to review and update IT policies. 8. I have only had experience with the front end of this -‐ site level experience with Worker's Comp,

so this was a big learning piece for me. 9. What's an XMOD and how it's calculated and what questions to ask? 10. xMod. 11. 2 types of bonds and the differences. 12. I want to get the data from our Insurance JPA and analyze it! We did go down on our premium

cost this year and I want to know what factors played into it. 13. The information on bonds was excellent for me because my district has not had a bond measure

on the ballot since I started working here. The overnight exercise and research portion was a great experience. I also learned quite a bit talking to Mike Henkel during the group research, since he had just recently passed a bond.

14. Tech. leaders have a hard time seeing technology as a teaching tool. Technology does not exist to serve itself, it has to be flexible and stretch to meet end user needs.

15. I loved the Worker's Compensation session -‐ I now feel so much better prepared to participate in JPA meetings and will be able to ask intelligent questions.

16. I am walking away from this session with a lot of great info. I especially enjoyed Cindy's presentation on charter schools.

17. While it is not within the realm of my current job, I really liked learning how the xmod works. 18. I need to understand my Xmod better. 19. That two minutes is plenty of time to convey your message if you have a good game plan going

in. 20. Everyone has perceptions, and it's important to recognize your own perceptions. 21. Communication and organization is critical! Being quick on our feet! Insurance mod rate

calculations. 22. X-‐Mod breakdown. 23. Bonds! Before Friday I knew only how to spell "Bond" After the weekend, I feel that I can

actually speak to the issue. 24. All the details related to the calculation of the WC rate. I also knew some information about the

school bonds but not with the details that was presented by Bill thank you as always. 25. The impact of the WC formula. 26. A ton about charter schools! Specifically perceptions and making sure to keep an open mind. 27. Planning for a successful bond campaign.


Launched: 12/13/2014 Closed: 12/23/2014

16

What are you going to implement, at work that you learned at this session?

1. Already gave a copy of the experience modification calculations presentation to Risk Manager and then I plan to give a copy of Technology info. To the Chief Operations Officer.

2. Practice presentations, Workers comp return to work program. 3. I am going to look at our program and see if I can make suggestions for things to help or to do

for incentives. 4. I plan on taking a more proactive role in the technology realm of our budget. To do more long

term planning and upgrading of our infrastructure. 5. I'm going to inquire about our WC loss data. Are we receiving the data from our TPA? Are we

creating pivot tables and are we using the data to identify areas for improved safety? 6. To become an advocate for technology. I want to make sure my staff understands the purpose

and the importance of having our students engaged in the use of technology to learn the common core standards.

7. Review of IT policies. 8. Some of the technology awareness pieces/policy considerations. As technology is moving so fast

in our district, I need to revisit this at our place and at the district level. 9. Analyze our worker's comp claims and see if any of the claims are due to employees or facilities

issues at my school sites. 10. Look at our JPA and our premiums with a critical eye. 11. Phone firewall. 12. I want to use the Risk Management information and get a better idea of where improvement

have been made and where we still have work to do. 13. I'm going to learn more about our district x-‐mod and support our Return to Work program in

any way I can. There's ALWAYS filing that can be done in our department!! 14. N/A. 15. I'm going to work at having an open mind when dealing with charter schools, try harder to get

rid of my negative perceptions. 16. I am curious about our districts ex mod. I plan on doing some digging in this area. 17. Since we have just passed a bond, I am going to try to get as involved as I can with the bond

process. It was nice to connect the dots between what I see in the periphery of my job and what I learned about bonds during this session.

18. I'm going to analyze my worker's comp more. I didn't realize what a big impact this can have on the budget.

19. I'm going to inquire about our return to work program. 20. Work on understanding my perceptions to become a better listener. 21. Talk to our JPA. 22. I want to visit my worker's comp TPA. 23. I'm going to pay attention to the XMOD and look at it historically. 24. I will check on my district WC rate. 25. Pay attention to the WC budget and do the analysis and work more with the TPA. 26. Find out what my X-‐mod is! 27. Find out what our district ex-‐mod factor.


Launched: 12/13/2014 Closed: 12/23/2014

17



Response Count




1. It’s up to the students to do their best.... 2. I continue to love the program and consider it to be great as is. 3. Great weekend! 4. Enjoyed this session tremendously. Like the quadrant partner activities. 5. I have no suggestions for improvement. Thank you very much! 6. When I comes to charter schools, and all topics we discuss for that matter. I would benefit from

hearing more perspective on the politics (reasons for opposition) behind these things. By anticipating the opposition, I feel as a CBO I can make much better decisions as I pursue unpopular, but necessary initiatives.


Launched: 12/13/2014 Closed: 12/23/2014

18

7. This was a great session. I'd like to see more technology for the rest of the group. I had a few cohort members walk up to me expressing the need for clarity regarding technology issues.

8. Give less homework. 9. The JPA and Bond sessions were fantastic, and touched upon many issues I know I need to know

more information about. I continue to be impressed with the breadth and depth of these classes.

10. The class is functioning at a high level right now. We have a lot happening in the next few months.

Evaluation Survey Results January 9th & 10th, 2015

CBO MENTOR PROJECT January 9th & 10th, 2014

How would you rate the Starbucks Exercise session?


Response Count


Answered question 26 Skipped question 1

Please give examples of how we can improve the Starbucks Exercise session.

1. This is a think on your feet exercise. My advice for improvement would be to hand out a checkout off sheet with all the items that were put on the napkin after the exercise. That way I can revisit the exercise and make sure I could calculate a 1% raise and can we give one next year.

2. I think we should walk or meet at the Starbucks for the Starbuck's exercise. 3. The exercise was a bit stressful and the table collaboration felt a bit competitive. As

someone with less financial experience, I felt that I was at a loss for some of the finer details.

4. It was a great exercise and very timely with regard to the Governor's January Budget. Perhaps this could be more useful as a future cohort homework assignment for each to

Launched: 1/12/2015 Closed: 1/15/2015

3


prepare on their own district or district of choice. 5. Possibly a little more time allocated. This has been on of a few times where I felt utterly lost.

The budgeted expenditures and adjustments to them, for whatever reason, were way more difficult to figure than I expected. It was a great exercise to challenge the quick thinking aspect. I will have a new appreciation for this as the Governor's Budget Workshop approaches.

6. I'm glad that Francie is going to run a follow-up meeting on this before the next class. It's so important to be able to do this quickly.

7. It was a beneficial exercise. I especially liked that we were given some time to work as a group, but still had some individual time to craft our story.

8. Have Napkins available. 9. Enjoyed this - quick, practical. 10. This was a great opportunity to collaborate with colleagues and to work on something that

was pertinent to the moment. 11. No improvements. Good exercise. Shows how much I depend on Excel to do the work.

Really had to think through the process. 12. An obvious one is to have napkins. 13. I liked the samples from previous classes - keep doing that. It reinforces that there are

several ways to approach it. 14. The timing with the governor's budget worked very well. I would keep it at that class. Walk

through the calculation to ensure everyone got it. 15. More time to discuss and review how a seasoned CBO would go about the assumptions and

calculations. 16. More time and small group debrief at end of exercise. 17. I think it was a good quick thinking task. I think for those who aren't used to it a few pointers

just before on what the important pieces are might have helped them. 18. Love how it worked is through the LCFF calculator and real numbers. Wish I had known in

advance this would have nothing to do with my district's #'s. 19. A little role play of the conversation with the superintendent

Launched: 1/12/2015 Closed: 1/15/2015

4


How would you rate the Resumes session with SSC?


Response Count



Please give examples of how we can improve the Resumes session with SSC.

1. Suzanne was informative and clear about what a good resume looks like. Very helpful. 2. I feel fortunate to have SSC help us with our Resume's. It would be nice to have had a little

longer. 3. The presenter gave us some great tips and it is very nice to have the rubric ahead of time so

we can be more successful with the application process. 4. Looking forward to getting feedback on my resume from SSC. 5. Good, but the details and intensity could have been more in depth. This would have been a

great add on session (or at least a second offering to occur) prior to a class starting to allow for sufficient time and review of what is expected.

6. I'm glad SSC will reviewing our resumes for a fresh perspective.

Launched: 1/12/2015 Closed: 1/15/2015

5


7. A lot of good info... I wish we had more time, but I did hear there was another session for this at a later date. Look forward to it.

8. Enjoyed this - feel like we should have rec'd more samples of resumes, or perhaps prepare a "marketing" book of our own. I'd like to speak to you (if you're interested) about how we could be more proactive in marketing our CBO Mentor grads to prospective employers.

9. I would have liked to see Suzanne have another 30 minutes or more on this. 10. Nice to hear what School Services looks for in reviewing a resume. But not all CBO jobs go

through them. Maybe a more balance approach? I look forward to having my resume critiqued and probably torn apart.

11. Give us more good examples of resumes and cover letters. 12. Very important information. 13. More, more, more :) 14. If possible giving SSC more time for their presentation so the presenter can highlight the

things that made the sample cover letter and resume stand out from others. 15. It was a good session. We all know it's subjective based on whose looking at it. She gave

great tips and I know what I need to change. Maybe not how so a few more examples of "action" would be great.

16. Wish she had gone through what she loved about samples she gave us. Having never been through an application process with SSC, I could have used some more background.

17. Give her more time.

Launched: 1/12/2015 Closed: 1/15/2015

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How would you rate the Leadership Challenge session?


Response Count



Please give examples of how we can improve the Leadership Challenge session.

1. Cliff notes for the book? The ready was long but the key bullets were great. 2. We only scratched the surface by asking our elbow and quadrant partners questions.

Additional practical exercises that I can take back to work with me would be a nice addition. 3. I think it was spot on. I wouldn't change much of anything here. The interaction is great. 4. It's nice to see different authors' takes on the ways of leadership. I thought breaking out and

talking about the different chapters helped to see other perspectives on each, too. 5. I enjoyed hearing people’s actual experiences and how they related to each leadership

practice. Maybe more opportunity to relate these practices to our business. 6. Case studies that have examples of how lessons in the book impacted the organization. Or

perhaps real situations that first ask us to make decisions and then comparing that to the

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actual decisions/outcomes. 7. Great! Good amount of time given for reading the book and reflecting on its contents.

Deadline time awkward, as it's in the middle of the day. As you're aware fire-fighting onsite issues make this delivery time difficult. If you're going to have mid-week delivery, then better at midnight so we can get home, and get family obligations cleared up 9children fed, bathed, to bed) prior to the completion of this assignment (or any other assignment).

8. Great to be able to dialogue with peers and here their take on the book. 9. With the book I struggled sometimes finding application in the educational business world.

When we review at our table there is generally not enough time for all to have input. 10. I want to have my colleagues rate me as well. 11. It was a good book with good info and we all shared good ideas and picked up things from

each other. 12. Like what we shared with the questions...but felt we did lots of prep (reading and

workbook) and didn't really utilize it all. Still really helpful even without interaction

Launched: 1/12/2015 Closed: 1/15/2015

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How would you rate the Working with HR session with Don Zimring?


Response Count



Please give examples of how we can improve the Working with HR with Don Zimring.

1. The video at the end was priceless. Don has experience and energy that makes for a great presentation. I wouldn’t touch it.

2. Don is a dynamic speaker and I felt very engaged in the presentation. I can't think of anything to help improve this particular presentation.

3. Very enlightening with regard to the different perspectives between Business and Personnel.

4. Don is such a pleasure to listen to and when we consider his background and history in school business, its even better. He has such an engaging personality and I find myself on the edge of my seat listening to him. Outstanding speaker and the content is just as good.

5. Don is always a pleasure to listen to and learn from. 6. Great speaker.

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7. Love his energy, examples - Don's a captivating, passionate presenter. 8. Don was great as usual. Excellent material on HR and Business relationships. 9. Don does a great job. Good sense of humor and lots of energy. 10. Don is an outstanding presenter. I wonder if people know what a position control system

and list look like? 11. Provide time for some role-playing. 12. I liked it. 13. Awesome. Great, loved this session.

Launched: 1/12/2015 Closed: 1/15/2015

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How would you rate the morning Facilities A-Z session?


Response Count



Please give examples of how we can improve the morning Facilities A-Z session.

1. I have a better understanding of facilities now than I did before. A lot of great data-developer fees, bonds, delivery methods,..........etc.

2. It's a big topic with lots of material. Making it shorter would cut out important info but the session was a little long. I'm not sure how to fix it unless it's divided into 2 sessions.

3. There was way too much content to go over and it started to get very dry and in some cases repetitive. While I appreciate the detailed PowerPoint that I can use as a future guide, I would suggest streamlining the PowerPoint and materials in order to maintain an effective pace and keep the audience engaged.

4. There isn't much to improve on. It was intense to say the least. Perfect timing though, with the passage of our Bond Measure K on the previous Novembers election. Just a little intimidating with how much information there is, but than, that has been the content of the

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program on the whole. Great information. 5. I understand that knowing about Facilities is important, but this essentially was a four-hour

lecture that turned into a blur of mass information. Maybe breaking up some parts into class activities would help.

6. It was difficult to stay engaged during the first because the presentation seemed to assume a lot of prior knowledge that I didn't know.

7. It was a lot all at once maybe spread across two meetings. 8. That really was A-Z - now I know whom to call!! 9. Eric Hall and Lettie were awesome. Lot of good relevant material. 10. Good presenters filled with experience and knowledge. This was at a better pace than the

p.m. session. 11. There was an assumption that all of us knew the main facilities terminologies such as Lease

LeaseBack. A glossary would be helpful so we wouldn't have to ask for definitions during the presentation and focus more on big picture ideas.

12. Great session - the presenters are so knowledgeable and gave us great key points to remember even though they had so much technical information.

13. It was a lot of information for one day. A few glazed eyes around the room. Speakers were outstanding.

14. Lots of good and useful information. 15. More time please. 16. Need some more breaks, lots of info, just a lot to take in short amount of time.

Launched: 1/12/2015 Closed: 1/15/2015

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How would you rate the Legislative Update session with Kevin and Jack?


Response Count



Please give examples of how we can improve the Legislative Update session with Kevin and Jack.

1. Funny and informative. I loved it. 2. It was very impressive to get what felt like inside information regarding the state update and

relevant politics. My only criticism is that the session was short. I'd love to hear more. 3. More time! It was a great experience listening to them and hearing their insight. Again, this

is one I would love more time with, but understand the already intense demands of their jobs.

4. These guys are always informative and tell you how it really is in the legislature and Governor's Office. They mix in some timely humor, and despite having one of the shortest times in front of the class, become very memorable, and as a result invaluable.

5. Make this a longer session rather than just an hour. Launched: 1/12/2015

Closed: 1/15/2015 13


6. Awesome - would have loved to have more time with them. 7. Could listen to Kevin and Jack all day! 8. Nice to have two distinguished guests to provide insight on the budget and the politics

behind it 9. Great memorable stories but one slide or a handout to summarize the big take away would

have been helpful. 10. Politics at its finest. 11. Definitely more time and more stories. 12. Need lots more time.

Launched: 1/12/2015 Closed: 1/15/2015

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How would rate the afternoon Facilities A-Z session?


Response Count



Please give examples of how we can improve the afternoon Facilities A-Z session.

1. Lettie and Eric were a wealth of information and I finally understood something-humor. They made the group realize the importance of professional support when working with facilities issues.

2. The role-play exercise was much more engaging than the presentation. I think the cabinet participants likely benefited more from the audience than the rest of the class.

3. I would say the afternoon session review is the same as the morning. Nothing more to add. 4. This provided the interaction I was thinking was needed in the morning. 5. Instead of the entire class watching one simulation, have each group at their table do it? Not

sure how it would work out, but I can see a lot of great insights coming out from actual participants of the activity.

6. Enjoyed the role-play. Would love to receive the slides for this as well as a listing of each of

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the roles that people played. 7. Loved the role-play. 8. Good presenters filled with experience and knowledge. However, way too much information

and it always discouraging when you have to skip slides due to time sake. 9. It was good for people to get an idea of what cabinet is like. Almost would have been better

for the instructors to model it. 10. Create more groups to allow everyone to role-play. 11. I like the cabinet activity, but for me, I don't participate in cabinet so it's a little mysterious

what really happens in there.

Launched: 1/12/2015 Closed: 1/15/2015

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How would you rate the Technology team project?


Response Count



Please give examples of how we can improve the Technology team project.

1. I don't look like Wanda. :) Too early to tell. This will be a learning experience. 2. There's not much to say here. We received our instructions; I can't offer much else for

improvement. 3. The only reason it gets the score I assigned is that we (our group at least) is still only in the

planning stages and haven't really had a thorough chance to really consider all the angles. I think that after we dig in and begin to prepare, it will get a much higher rating.

4. None. 5. Too soon to comment. 6. We're off to a good start! We've assigned roles and set up conference calls. I'm anxious to

get moving. 7. Looking forward to working with a different team.

Launched: 1/12/2015 Closed: 1/15/2015

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8. Good to have some time to work with the group face to face. I did like that you assigned a leadership role.

9. Not sure yet. Still in the beginning stages. 10. Send out the FCMAT report in advance of class so we have time to read it. It's difficult to

assign roles to individuals when we haven't read the report and know what the key issues are yet.

11. The material will be fun to review; however, I'm not quite sure how I feel about the variable lengths of the presentations.

12. Hard to know, since we just started it. 13. I would do this as an individual project as we have another group project in progress. 14. The project itself seems like a great learning opportunity, however not having the team

leader present was a bit challenging. 15. Glad we got time to put a game plan together. 16. Variable time limits are fine...but I feel even with designated roles that should be

uncomfortable there are still some folks resting in comfort zones.

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1. Capital Projects are the community's dreams and hopes for the future. It takes folks with expertise and leadership to implement the community vision.

2. The complexity of Facilities operation. There was a lot of information that was needed and it gave us some good insight.

3. SFID Bonds may be IUSD option. 4. COP is the last resort. 5. The importance of HR and Business always being connected. Making the effort to make sure

the communication happens. 6. The biggest thing I learned is that I need to get more confidence with reading financial

statements to improve my ability to create a simplified budget (i.e. Starbucks exercise). 7. I need to get a copy of our Facility Master plan as it is updated and approved by our Board. 8. I pay pretty close attention to how I am communicating with my staff, but always need to be

mindful of ensuring my staff receives the right amount of praise. I don't have an issue of providing positive feedback, but this class made me think that maybe sometimes, I over do it. I will be very mindful of the Leadership Challenge book moving forward.

9. That Facilities is an extremely complex beast. 10. The important real estate on a resume in the first couple inches. 11. Mission over the moment! 12. Master Plan. 13. Everything on facilities! Of great importance to me was the talk on Facilities Master

Planning. I don't have any experience here. 14. COP's are a last resort. 15. For the resume section, the importance of the cover letter. 16. An overview of what facilities actually entails. Also, helpful technical definitions of facilities

such as Lease LeaseBack. 17. Read the CBA with the HR and Business staff. 18. As a leader, I can't expect people to believe the message if they don't believe the

messenger. 19. To continue to work on encouraging the heart with my employees. My weakest area. 20. COPs are for last resort. 21. COP's are the last option. 22. That I can do the numbers and finish the Starbucks napkin exercise! 23. Doing the Starbucks exercise was an excellent way for me to get a deeper understanding at

how to look at financial information and be able to explain it in layman terms. 24. That its important to know where my master plan is and that I need to push harder to have

more control over Position control. 25. Messenger has to be credible. Lay the foundation, create trust and inspire. 26. What mitigated neg dec is. We keep talking about it and I wasn't sure what it meant

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What are you going to implement, at work that you learned at this session? 1. A job/project accounting module to work in conjunction with the fixed asset module. 2. The need to start up once again the ongoing problem-solving meeting with Business & HR. 3. Leadership Skills-Enable others Review Gov budget. 4. Encourage the heart. 5. Encourage the Heart. 6. I need to improve my ability to encourage the heart, and I will implement the

spreadsheet/outlook contact shared value list. This will help to inspire a shared vision. 7. I'm going to take every opportunity I can to use the practices learned in "The Leadership

Challenge" book. 8. I learned that my understanding and processing of all things facilities needs some attention.

I need to really become familiar with the processes and background on it as my District prepares to begin expending the Bond we just past. It’s exciting and daunting all at the same time!

9. Learn to identify my beginning values going into projects to help lead. 10. Be intentional to show leadership in every situation. 11. Learn how to say yes more. 12. Insure that we are following our master plan. 13. I'm going to continue to focus on the 5 practices from the Leadership Challenge, specifically

"enabling others to act" moving forward. 14. Eric Hall talked mentioned that he had a weekly meeting with his directors. I currently meet

monthly, but after talking with him, I'm going to try meeting weekly for a while. 15. Looking for better ways to celebrate success with my team. 16. Talk to my supervisor about the research behind celebrations. 17. I'm going to start working on the 5 leadership practices, particularly Challenge the Process

and Encourage the Heart. 18. Continue to Model the Way. 19. Have payroll and personnel read the CBA together. 20. Continue working on my relationship with HR and develop procedures on position control. 21. Check my district facilities master plan. 22. More enabling the heart. 23. As a Principal I now have a deeper understanding of the functions of position control and its

importance to the district budget. So I will make sure to follow stated guidelines and procedures so that I can support the district.

24. I am going to work harder at encouraging the heart of those around me. 25. Going to find out what is in our master plan, and current bond project list. 26. Have more staff meetings to encourage and empower my staff

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Response Count



Please give examples of how we can improve the CBO Mentor program.

1. Digital documents on the material provided. That way you could save on the cost of paper 2. I know you mentioned that SSC came in earlier this time than in the past. If they came even

earlier with their recommendation, that would help even more. Many of us are almost done with our resumes. I know that from their comments I will have to basically redo my resume. Had I gotten that feedback sooner, I would have already implemented the recommendation.

3. Best weekend so far. I enjoyed every presentation...Great stuff. 4. Like I always say, I love this program. Even though it causes a lot of stress and pressure, I

have nothing but the utmost respect for what Bill, Francie and the team do. This program has been nothing short of great. It has lived up to every former class's review and stories. I look forward eagerly to graduation, but with a little sadness as well. To have some of the

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finest minds accessible to us on a monthly basis is something I hope I never take for granted. 5. Again, the four hour Saturday morning session could've used an interactive activity to break

things up a bit. 6. One of the best - felt we were much more physically active, than we have been. We rec'd

several practical pieces (Leadership Challenge, Resumes) that will be of immediate value, and not have to wait to "get into the CBO seat" to use.

7. Facilities A-Z was very helpful but it felt crammed. There was a point where the presentation became information overload and it was difficult to follow along. Maybe the speakers can throw in more activities and cut down their slides.

8. The Facilities A-Z didn't have a great pace, and we didn't cover all of part III. I would have preferred they eliminate the enrollment projection aspect and focus more on construction of facilities. Additionally, I didn't feel the simulated cabinet exercise was beneficial, but it was entertaining!

9. Overall both classes were highly informative and it's fun to watch the cohort grow together. 10. More time. 11. This session was outstanding. I learned many new things. The whole facilities presentation

was very informative. All other presenters and activities were just as good. Great weekend! 12. We missed out on the M&O session. 13. How will we physically keep on touch after class is over? Love this group!

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Evaluation Survey Results February 20th & 21st, 2015

CBO MENTOR PROJECT February 20th & 21st, 2015

Launched: 6/26/2015 Closed: 7/31/2015 3

How would you rate the Starbucks Redux pre-session if you attended otherwise skip? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 5.3% 1 Above Average 5.3% 1 Excellent 89.5% 17 answered question 19 skipped question 8 Please give examples of how we can improve the Starbucks Redux session? 1. This was a great idea for a pre-session, and I'm so glad I was able to get to these. Thanks Francie! 2. It was clear. Possibly make staff turn in the exercise when completed. 3. This was very helpful. 4. I love this exercise and the chance to review it again was awesome. 5. Francie did an excellent job. She gave a great explanation of each of the steps. It was very comprehensible. 6. I did not attend. 7. Provide the key/recommended sections that should be included in a napkin budget. 8. N/A 9. It was good to walk through it and see what Francie would suggest we look at giving. 10. N/A


Launched: 6/26/2015 Closed: 7/31/2015 4

How would you rate the Medical Benefits session with Terri Ezaki? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 18.5% 5 Above Average 29.6% 8 Excellent 51.9% 14 answered question 27 skipped question 0 Please give examples of how we can improve the Medical Benefits session with Terri Ezaki. 1. Maybe slightly bigger copies of the slides on the handout. The handouts normally help this old man see what's up on the projector, but these were kind of small to see. 2. Complicated topic. 3. I felt that the presentation was too detailed with too much benefit-related terminology to easily understand. This session should be broader to cover benefit basics that every CBO should understand. 4. I learned a lot from the questions that people were asking. Terri’s answers were so insightful. 5. No suggestions.


Launched: 6/26/2015 Closed: 7/31/2015 5

6. Great information but overwhelming. The technical language made it difficult to follow. 7. I think the time allocated to this section was appropriate. 8. This is a huge issue for all school districts. Maybe look at the impact of benefits on the overall budget. 9. I'm still a bit fuzzy on what the Affordable Care Act will mean to school districts... especially with regard to Cadillac benefits. 10. The most knowledgeable person I've ever met regarding benefits. Very easy to listen to. 11. Terri is always great, she explains things so simply.


Launched: 6/26/2015 Closed: 7/31/2015 6

How would you rate the Maintenance & Operations session with Bill McGuire? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 3.8% 1 Above Average 15.4% 4 Excellent 80.8% 21 answered question 26 skipped question 1 Please give examples of how we can improve the Maintenance & Operations session with Bill McGuire. 1. You can see Bill is very passionate about this, which makes his stories and lessons even more powerful. 2. Best presentation I ever heard. :) (maybe a little biased). 3. I realized how much the environment influences student achievement. 4. Bill great job keeping it entertaining but never losing the focus about making sure to make facilities a top priority. 5. Good reminder on importance of maintenance-facilities and the people who do the work. 6. This section was one of the more impacting sessions for me, personally. Knowing the


Launched: 6/26/2015 Closed: 7/31/2015 7

conditions of my schools and how in disrepair they are and then hearing how Bill talked so passionately about Maintenance, it stoked a fire. The way he describes how he handles things dealing with maintenance and how it must become a large part of the CBO's life, was very important. I would have loved to listen longer as to how things get done and what kind of timeline he thinks about, but overall, this section was fantastic. It was one that will stick with me long into my career. 7. Always good to remember that our sites are a reflection of our district. What are the actual ways to improve our sites. Actual programs (ex. School Dude) that we can use. 8. Instead of having table discussions about general topics/slides - My table would have benefited from specific questions. The discussions typically ran into tangents unrelated to the specific session. 9. Bill was at his best! 10. Entertaining. 11. I really appreciated this session and the point about noticing the guys in the blue shirts. 12. Bill may need to "find his passion" for this subject.


Launched: 6/26/2015 Closed: 7/31/2015 8

How would you rate the Technology Presentations? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 7.4% 2 Above Average 29.6% 8 Excellent 63.0% 17 answered question 27 skipped question 0 Please give examples of how we can improve the Technology Presentations. 1. I like the five-minute presentation, but maybe make it where everyone is required to talk. 2. Keep it the same. 3. Still learning here but dealing with last minute changes is very important. 4. I think I'd leave out the questions at the end of the presentations, or perhaps have them be more structured with clearer objectives/desired outcomes. 5. Explain how often a CBO should meet with their M&O director and what should they check in with that person on a regular or monthly basis. 6. I think the proper amount of time was allocated into doing this activity. It was tough to


Launched: 6/26/2015 Closed: 7/31/2015 9

willingly put yourself into a role you don't normally perform for the LEA you are working for and really understand how it impacts that area. It was a fun experience and I think will assist me in furthering my wanting to obtain more knowledge about each of my directors roles and how I can better assist and help them carry out their missions. 7. I can see that many of us are feeling much more comfortable when we are in presentation mode. Personally, I am feeling much more confident about my presentation and speaking skills. 8. These are getting easier to put together. More reflection to groups about what they asked for and the reality of working with the board. 9. I think the overall quality of the presentations would improve if the class knew (including me)that they don't need to report every item on the FCMAT report. I think this full report structure is a result of us being assigned specific roles. 10. It's wonderful to see the progress in everyone's presentation skills. 11. The "A" Team (Madera) was awesome!!!!! 12. Move it up a month...there so much to do at the end. Really it was fine. 13. Process was great and I learned a lot from hearing multiple reports and condensing a 15 min presentation to 5. 14. Just right on this one - liked the way it was structured


Launched: 6/26/2015 Closed: 7/31/2015 10

How would you rate the morning CBO Leadership session with Ron Bennett? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 0.0% 0 Above Average 7.4% 2 Excellent 92.6% 25 answered question 27 skipped question 0 Please give examples of how we can improve the morning CBO Leadership session with Ron Bennett? 1. (see #12) 2. Ron is a walking Google page for the CBO. 3. Ron is Amazing! Loved it...absolute highlight of the program so far. 4. He was wonderful. 5. Ron did an excellent job. His stories were amazing and the knowledge he shared with us is invaluable. 6. Wealth of knowledge. Not sure we should have spent so much time on LCFF. 7. Ron is the best speaker around but I think we could have thrown in a few more discussion activities at the tables because no matter how good of a speaker someone is, it's difficult for any crowd to sit for that many hours.


Launched: 6/26/2015 Closed: 7/31/2015 11

8. I wouldn't not change a thing. Anytime I have the chance to listen to Ron and learn from what he has done, it is time well spent. Having him conduct the leadership aspect of the program was such a great thing. I could have spent the entire day, even past class, sitting there listening to him. 9. Ron is an icon. 10. Ron is a great speaker and I was very captivated by his presentation. The only distraction was the disrespectful behavior of certain audience members. 11. I have attended so many workshops for Ron, but this session is just incredible. 12. Informative with a splash of entertaining. 13. His real life stories are always worth hearing. 14. Could listen to Rob and his stories all day. 15. More time with him. Maybe have him come for Saturday and Sunday. 16. Very insightful and enjoyable. 17. We need more Ron.


Launched: 6/26/2015 Closed: 7/31/2015 12

How would you rate the afternoon CBO Leadership session with Ron Bennett? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 3.8% 1 Above Average 3.8% 1 Excellent 92.3% 24 answered question 26 skipped question 1 Please give examples of how we can improve the afternoon CBO Leadership session with Ron Bennett. 1. This was one of my favorite days of the entire class. Ron has such a vast wealth of knowledge and experience, both in schools and the military, and his stories keep the class not only engaged and entertained, but also constantly learning. I truly appreciated the time he spent with us, and I'm glad we had Ron for the full day. THANK YOU!!! 2. Stronger coffee. 3. Ron's sessions were beyond excellent. Record these sessions so that we can listen to his wisdom and advice over and over again. 4. No suggestions for improvement. 5. I appreciated that Ron said that 70% of the CBO job is about leadership and everything he shared in regards to the position validated this belief.


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6. Wealth of knowledge. Not sure we should have spent so much time on LCFF. 7. Ron is the best speaker around but I think we could have thrown in a few more discussion activities at the tables because no matter how good of a speaker someone is, it's difficult for any crowd to sit for that many hours. 8. I would not even consider a change to be made to this section. It was so nice to hear Ron speak and how he was able to interweave so many personal accounts of what he has done throughout the course of his career. 9. Ron is an icon. Review the importance of the relationship between the CBO and supt and CBO and Board. Politics, they will need to understand it to survive. 10. It was just as good as the morning session - I appreciated that we were able to move tables. 11. More time! 12. We need more Ron.


Launched: 6/26/2015 Closed: 7/31/2015 14

What was the one big thing you learned at this session? 1. Mechanics of choose benefits. 2. It is the responsibility of a leader to develop a team (find and manage expertise staff) who have a passion for what they do and a deep understanding of the importance of developing, maintaining, and supporting stakeholder relationships and facilities as well as understanding legal ramifications associated with systems (clean, safe, and functional). Also, it was good to see progress with ACA deliverables (templates and IRS forms) that will assist organizations with monthly reconciliations in preparation of IRS reporting. 3. Sometimes you have to tell and sometimes you have to sell. 4. M&O Rocks CBO's needed to be focused leaders all the time. 5. Curb appeal matters and the CBO can play a big role in how everyone views the importance of M&O. 6. Top three things CBOs are fired for: 1) poor relationship with Board, 2) poor relationship with Unions, and 3) Budget. 7. We can do anything. We just can't do everything. Again! 8. Make sure the M&O staff are appreciated and respected. Our facilities are important! 9. The three things that can get a Superintendent fired shared by Ron. I believe that in any profession you can apply the same three things but in a different context. 10. Top 3 reasons superintendents get fired. 11. Technical skills are important – but relationships are more important. 12. Check the bathrooms first to see how well the custodians are cleaning and to always look up when inspecting facilities. 13. I learned two major things that I need to work on at my district. The value of Maintenance and Operations and especially how it relates to curb appeal and visual stimulus within our community and (a concept conveyed to me during my evaluation) the value of becoming a better leader and really grabbing the role and running with it. Hearing Ron, Bill and Francie speak so well and passionately about what it means to be a good leader really makes me think. It makes me look at myself from the 30,000-foot level and seeing if I am measuring up with what the program teaches and what I should be doing as a senior management level staff. Leadership is one of those things for me that I am truly working on hard. Coming from a very risk adverse background and knowing that it is, in fact, okay to take risks is something that I am trying to work on more diligently. Maintenance and Operations is again, one of those things that I never really considered that important. Now, I am truly seeing the value. I took the time this morning to drive past each of my schools on the way in to see what the curb appeal reflects. It wasn't good. In fact, it was quite poor. Bill's comment of "Heartburn" kept ringing in my head and now I believe I may have found something that I can have an immediate impact on and really pump some morale into the staff of the district. Truly one of the most impacting sessions I have felt to date. 14. CBO's don't lose jobs over budget problems. They get fired for leadership problems. 15. Renewed focus on getting my maintenance dept on track. 16. I learned that there are better ways of saying no - especially to your Superintendent. Show them the repercussions of a decision and they will come to the conclusion on their own. 17. The only person more brazen than Bill McGuire is Ron Bennett. 18. I am not going to tell you what I learned, but I will tell you how it felt to be in this room. I felt that I was in the presence of greatness, it reminded me of why I left my country .


Launched: 6/26/2015 Closed: 7/31/2015 15

Greatness, passion, true meaning of leadership, strength and knowledge to support both and make a difference. I just wish to be a fraction of Ron in my lifetime. 19. It's better for the CBO to take the risk that it is for the superintendent or the Board. 20. To GPS my maintenance trucks. 21. Sweeping carryover from programs needs to be done but requires political wrangling. 22. Leadership, people, systems, and resource. 23. I need to be more interested in maintenance. 24. The roles the CBO plays w/ the superintendent and with their staff. When you are there to assist and when to lead. 25. It’s all about relationships! 26. The CBO plays a major leadership role in the district organization. 27. About how passionate I've become re: Maintenance and Operations...


Launched: 6/26/2015 Closed: 7/31/2015 16

What are you going to implement, at work, that you learned at this session? 1. Be the voice of the buildings. 2. I've already shared a copy of the ACA reporting template. In addition, I've made awareness on the School Facilities Needs Assessment Grant Program and new School Facilities Emergency Repair account. Looking forward to budgetary dollars... 3. Paying it forward. 4. M&O is the Dept. of High Quality Learning Environments. 5. I will use Ron's ideas on how to view the Suppl/Conc LCFF dollars - these dollars should always be spent for the benefit of these students and how to view these supplemental funds in negotiations. 6. I'm going to have a higher appreciation / higher enthusiasm for our facilities, how they look and how they function. 7. Look up! 8. We don't have an association at our charter school. I've always enjoyed not having to "deal" with negotiations however; after this weekend I realized we are 1 vote away from having an employee association. I will start spending more time preparing for "negotiations" with the Superintendent and Board as if we were going to have them. I realized how important it is for me to know what's going on in other districts so that I can advise the Board on ways we can take care of our people. It was eye opening for me. In summary, not having an employee association puts a greater amount of responsibility on the Superintendent, the Board, and myself. It's not a free pass like I've viewed it in the past. 9. To be a champion and an expert on facilities. Make sure those restrooms are clean! 10. My bathrooms will be immaculate. 11. Work on fostering relationships. 12. I meet with 20 principals once per month about their budget and now I'm going to also keep an eye out on their facilities and see if we as a district are meeting up to the basic standards. 13. I am going to really immerse myself in becoming a better leader and paying more attention to how our facilities look and function. 14. Although I already explain much of the "why" we do what we do in our department, I want to make sure I'm doing my part in cross-training our business services team. This ensures that we will always have a backup plan when needed. It also makes our team feel valued that we take time to teach them (as long as they're willing to learn). I came up through the ranks at my district and it helps me tremendously knowing so much about all the processes within our department and district. I want to give that back to other people at our district. It will only make us stronger! 15. Using some of the funding models that Ron presented. 16. I learned that there are many followers in leader positions. I choose to be a leader and I will start by building capacity and empowering my employees. 17. Continue to work on my relationships. 18. Allow my staff for more opportunities for professional development. 19. The fair share approach to bargaining. 20. GPS my maintenance trucks. 21. Sweeping carryover. 22. To look up and down when I walk around the school sites. 23. Make my ideas happen and not be the prey as Ron said. 24. Be a maintenance fanatic.


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25. Relationships... 26. Use some of the negotiation tactics that Ron Bennet talked about. 27. I'm going to be "looking up" as soon as I get there!


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How would you rate this session of the CBO Mentor Program? Answer Options Response Percent Response Count Unsatisfactory 0.0% 0 Poor 0.0% 0 Average 0.0% 0 Above Average 19.2% 5 Excellent 80.8% 21 answered question 26 skipped question 1 Please give examples of how we can improve The CBO Mentor Program. 1. You've got a great formula going, keep it up!! 2. Keep doing what you are doing!! 3. The stretching was great! Thank you! 4. Best session of the entire year :) 5. We did two presentations on FCMAT studies and what I saw that most of us did is just present exactly what the studies recommended. Some of us even defended our recommendations by stating FCMAT suggested them and that is why we're implementing them. In real life we know that the district is not always going to


Launched: 6/26/2015 Closed: 7/31/2015 19

implement every recommendation or the district may make a slight change to the recommendation and also the district may work with FCMAT to list or state certain things we as a district want to implement. I would like for the group to consider that and make that part of the presentation because as I worked with my group some of the members were stuck in the idea that we have to do it exactly as presented in the report. 6. None 7. None. 8. Benefits are extremely important to the budget so maybe we can include a section on how benefits not just impact salary but also subs, extra duty pay, etc. because we pay statutory benefits. Maybe we could also have a hands-on assignment where we have to calculate each section of the statutory benefits for the cost of 1% for certificated staff and classified. 9. As always, I love the program. It forces us to work hard, think critically and really engage in our projects, homework and learn about our cohort members. It’s been a wonderful experience and at this time, there isn't much I would want to change about it. I love telling people I get to be taught my two people I have the utmost respect and admiration for and then get to listen to some of the brightest minds in California Schools to come in a talk to us. It's a great program and I will take the lessons learned and hope to carry them throughout my career. 10. It was an excellent weekend. Situational leadership and understanding the dynamics of politics. 11. I recommend adding Ron's leadership presentation earlier in the program... so it will help others as a foundational element rather than a capstone. 12. I wish there is a way to allow prior graduate to come back and be a fly on the wall for some of the future sessions. 13. Great weekend!!!! 14. I really like puppets, I think more puppets would be a great addition. All joking aside, this is an outstanding program that I think other industries would greatly benefit from copying. 15. Waiting till the end to do presentations was tough. 16. Really enjoyed it - keep up the great work!!

Evaluation Survey Results March 13th & 14th, 2015

CBO MENTOR PROJECT March 13th & 14th, 2015

How would you rate the Transportation session with Bill McGuire?


Response Count



Please give examples of how we can improve the Transportation session with Bill McGuire.

1. None. I loved all of the examples and stories. 2. It is just perfect the way it is. 3. Field trip on a bus-humor-it is fine. 4. Keep as is. Very informative! 5. What are the things to look for in making improvements? Cost savings. 6. Bill is masterful.

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How would you rate the Resume and Feedback with SSC?


Response Count



Please give examples of how we can improve the Resume and Feedback with SSC.

1. I wouldn't change anything about this session, but previous resume and letter feedback from quadrant partners should only be carefully considered. I made changes based on previous feedback that was later criticized. I wish I had left it alone.

2. Thank you Suzanne for great pointers. Because I am greedy I wanted more individual time to discuss my own resume.

3. The exercise was great 4. Always great to have someone that doesn't know you look at your info. Thanks. 5. Suzanne did a wonderful job and I completely appreciate the time spent reviewing our

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resumes and applications. It was very helpful and the fine-tuning done to our packets was awesome.

6. A few minutes of individual feedback time with SSC rotation as the group continues in class, much like we did the mid-year evaluation.

7. I wish we'd had just a little more time for individual questions/answers about our application packages.

8. Give us samples of good letters and resumes - and explain what makes them good. 9. What a great resource. Help everyone to find accomplishments to list on the resume.

Interviewing was very helpful, just needed a little more time. 10. The feedback and help from CCS, especially Suzanne, on the cover letter and resume was

priceless! 11. Susan was great and her feedback and tips were awesome.

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How would you rate the Bond Project presentations?


Response Count



Please give examples of how we can improve the Bond Project presentations.

1. It was nice to have a change of pace, and not have our typical PowerPoint presentation. Some groups were luckier than others with the selection of the superintendent. I enjoyed my session.

2. Great exposure and learning experience. 3. I liked the change in format- a relief. 4. PAINFUL!!!! I would have like to have known we wouldn't be standing up there for a

presentation. I know we were told we were presenting to the Supt., but as a group we prepared for a stand up presentation... what we could get us to do together...

5. I think there was a disconnect between the directions for the assignment and the actual execution during class. Although I understood that this was supposed to be a simulated

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cabinet meeting. 6. Love that it was structured like an actual cabinet meeting would go and that even

though we all put in the work to create and craft a PowerPoint presentation, it went out the window in favor of more Q & A. It was a good format because we were really kept on our toes and had to adjust as the questions and discussion ensued. This was my second favorite presentation to give behind only the Food Services presentation.

7. Bill, I think I loved your turn at being the Superintendent the most! Although, I'm glad our group had Alan...

8. Assignment was a little unclear as to how far along we are in the bond process. We took it as something where we had not even done the survey yet, others made it seem like they were farther along. They were fine, but a starting point may help for consistency.

9. The first group was by far the best! 10. I would have preferred that the Superintendent was not new to the job but knew that he

had requested us to present the information to him. This would have allowed everyone to share their findings and the Superintendent could have asked questions about the information presented to each member of the cabinet that was giving the information.

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How would you rate the Applying for the Position of CBO session?


Response Count



Please give examples of how we can improve the Applying for the Position of CBO session.

1. Great advice and tips as always. 2. LOVED IT. Two amazing leaders with unlimited skills. I was just disappointing at the

end when we did not get to vote. By the way I would've picked BILL with no hesitation. 3. Great information. 4. I don't think the poor example of an interview that Bill gave is necessary. His example of

a great interview though added incredible value. 5. Great format again! I would not change a thing here. Applying all we went through into a

mock interview was good practice. 6. Practicing the interview was a great exercise. Throughout the program I have found it

difficult to concentrate on giving coherent answers to the interview questions with all of

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the other tables doing the same thing and the noise level becomes very distracting. I will continue to work on my interview skills so I can be ready for any question that is thrown at me!

7. Excellent session. 8. Having come from the HR side, this is critical. So many people blow the simple things. So

very good to review. Number one thing people do is put themselves down in interviews when it is a growth position.

9. Excellent. 10. We needed just a few more minutes for feedback to each person.

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How would you rate the First 100 Days session?


Response Count



Please give examples of how we can improve the First 100 Days session.

1. This is the last time I can say this... but I wish we had more time for this session. 2. Great information more like a Bible or a blueprint for any manager that would like to

become a successful leader. 3. I already am making it a check off list. 4. Very useful info. 5. An actual hour-by-hour schedule of a day would be helpful. 6. No changes here, either. I have already printed this out and begun to reflect on what I

didn't do when I came to Robla. It's both informative and humbling at the same time. This will be of great use when I go after my next CBO position and I plan on taking it

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completely seriously and going step by step. 7. Also excellent. 8. Couple of things I need to do! 9. You don't get any better than Ron Bennett and Bill McGuire :)

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How would you rate the Graduation?


Response Count



Please give examples of how we can improve the Graduation.

1. Well done! Cannot imagine how it could be improved. 2. It was great to here all of the supportive comments. I really feel like I know the rest of

the cohort on a more personal level after meeting their families and hearing Joel's remarks.

3. AWESOME, I missed having Francie when she left for a bid. Allowing us to invite our families is greatly appreciated, and really makes a huge difference.

4. None. 5. Not easy to do. My wife was impressed- and that's not easy. :) 6. It was great to have a little fun and hear some of the things our classmates said about

each other. I would suggest maybe giving out the memory page a bit earlier. I had a hard time thinking of things to say while trying to do 2nd interim, homework and the presentation.

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7. I thought it was perfect. 8. A wonderful time to celebrate. Loved it all! 9. I loved hearing the great comments about all of the classmates! 10. My mentor said it was the funniest one yet. Keep it light hearted. The jokes between all

the leaders and the funny comments about each graduate made it really feel like a joyous celebration.

11. Kudos on a great ceremony! 12. I think it is perfect. 13. Very well organized and professional. 14. Warm, funny, engaging celebration. The passion for the program, the job and the

students was clear - I really appreciate you all! 15. I loved the format and all the parts. Only thing I could think of would be to have Bill give

a word to describe each graduate also.

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14



1. It is important to keep all our relationships. 2. Interview tips from SSC. How you look and speak (with confidence) is what will be

remembered. 3. I really appreciated watching the different styles of interviewing. Bill and Ron are the

best. I learned so much from watching the different strategies they used. I noticed that both of them approached the interview with humility and focusing on the "best fit."

4. Staying in contact with my cohort. We already have a private Face book page. 5. I'd say, the Transportation subject was the one big thing. 6. How important relationships and teams are. 7. Getting the interview is half the battle- interviewing well is a one shot opportunity. 8. That I am lucky to have the Supt. that I have. 9. Rich districts charge money for transportation. 10. The First 100 Days was the big eye opener and as I mentioned in that section, will be

something I implement in my next CBO job. 11. Preparing for the interview. 12. I was amazed at the graphic that showed what you say in an interview makes up only

7% of the impression you give an interview panel. 13. Being humble makes you stand out in an interview. 14. Enjoyed the transportation issue. 15. Arrive early. Stay late. 16. What you do in the very first few days as a CBO in a new district is super important. You

really have to be visible and willing to get out and meet with people at their worksites. 17. The art of selling yourself via the mock interview with Bill and Ron. 18. Tips and Tricks for applying and interviewing for a CBO position. I loved the session and

appreciated all the advice! From what to wear to how to close an interview; it was an awesome session.

19. How lucky we all have been over the course of the year to have all of the presenters and you and Francie to impart your knowledge to us.

20. How critical transportation is to your district's image. 21. I picked up some excellent tips from Ron on how to take your present working

experience and make it fit what the district may be looking for in their new CBO. 22. Translating my current personal and professional experience into something easily

digestible for future interview panels 23. Setting all those employee interviews w/ first few days/weeks.

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15



1. Look at my 100 days and see what I still need to do on the list. 2. Going to get out to our school sites more - ride a bus. 3. I'm definitely going to take a page from Ron's playbook with interviewing... coming from

a non-fiscal role, I learned some great interview strategies to play up my strengths. 4. Visit the sites more often. 5. Leadership skills learned from the first 100 days of being a CBO. 6. Being flexible with cabinet leaders and provide what the situation requires. 7. All of it. Transportation (not the pink poles), resume, interview skills, etc... 8. I plan to hold more of my meetings with Principal at their site instead of in my office. 9. If I ever become a CBO, I will use the information from the first 100 days presentation. 10. The First 100 Days was the big eye opener and as I mentioned in that section, will be

something I implement in my next CBO job. 11. Personalizing my introduction letter. 12. I need to work time into my schedule to get out to school sites more often! 13. To encourage colleagues to apply for the program. 14. The regular meetings bringing all my directors to the school sites periodically. 15. Practice staff interviews (like for the first 100 days) 16. I realized that I really need to keep practicing my interview skills to become more

polished. I also need to keep refining my resume and cover letter. 17. I plan to keep the "First 100 days" slides handy for the future. 18. We contract with SUHSD for transportation services but that doesn't give me an excuse

to not know/care about transportation. I'm going to visit the bus yard and shop and also check out the buses.

19. I need to go ride a bus! 20. Arrive early, leave late! 21. Although I am not into my first 100 days in the job, I like many of the ideas presented

and will apply some of those to my current position. 22. I am going to leverage what I learned about transportation into making our program

more attuned to students' needs. 23. Do stuff you need people around for between 8-5, leave the other stuff for before and

after. You can't lead from your office.

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How would you rate the CBO Mentor Program?


Response Count




1. This program is life changing and I am thankful and humbled to have been a part of it. Thank you Francie and Bill for being the best mentors anyone could ever ask for! Their work has a direct and positive impact on the education of every child in California. Thanks to all of you for your investment in us!

2. Life changing experience. Passion, knowledge and dedication are the core element of this program. It truly gives our kids an empire of professionals within a network that works solely for the benefit of our students. I would personally consider a noble price for the creator of this program. Thank you just does not give justice to the level of my appreciation. THANK YOU Francie, Mary, Bill, Joel and Bill.

3. The CBO Mentorship program was a blessing. I am grateful to have had the opportunity

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meet and learn from Francie and Bill. Their passion and expertise inspires me to be a leader.

4. It's already the best graduate program I have been a part of. 5. After 11 Cohorts, you have it down. Keep pushing the students. Thank you........ 6. When I sat with my mentor to go over her eval portion it seemed like it was a little

unclear as to how to rate me, maybe a bit more detail would have been helpful. I know it's different since she's my boss and gets a much more detailed look at me than the others that have mentors they don't know. This program was challenging and amazing, I feel like I have grown and gained great information and an even better network of people to reach out to.

7. I'd like to see a better way integrate our leadership strengths--or perhaps work on our weaknesses.

8. This program has been life changing. I am beyond thankful for the opportunity to be a part of it and learn from the best minds in school business. The information and lessons taken away from the experience are worth every moment spent in class. I would not change anything about it. Each aspect of the program held value and made me think about ways to make my District better, and me better. Hearing real life stories about the ways pieces were implemented was wonderful. I hope that over time, I am able to live up to the expectations the program instills and shows what CBO's are supposed to be and do. The program really shifted me in thinking from a narrow focused accountant/auditor into more of a leader and director of the District. Thank you all for your time, energy, passion and teaching. I am so thankful to have been a part of this cohort.

9. This was a fantastic opportunity and experience! Thank you for sharing your knowledge with our cohort. I can never thank you enough for pushing me to be great!

10. It would be helpful to do an in person, full scale, mock interview with our mentor or Bill or Francie, and get critical feedback. Our colleagues are really nice and I felt we didn't get as much feedback as we could have. Maybe it can be an assignment - meet with your mentor in person and conduct a mock interview and write about your feedback and how to improve. Maybe you could only give our mentors the questions, that way we have to respond on the fly. This could take place towards the end of the program.

11. I don't know if this really fits, but I would like to see a little information on the Brown Act. I would like to have a general idea so I could understand what types of discussions violate.

12. This is the cutting edge of CBO training in California. I'm humbled to have been a part of it. Keep doing it the same, with appropriate updates. This program is the best, bar none.

13. Thank you Bill, Francie and the rest of the team for this wonderful experience. You do a wonderful job leading the program and set great examples for us to follow.

14. Great program and well needed in our industry. Even for someone who had many years of experience I learned so much and will be a better CBO because of this program. My only suggestion for improvement would be to have a session entirely on interpersonal relations and skills. While it was peppered throughout I think it is critical to in leadership to know how to deal with different personalities to motivate and also in disciplinary actions. I could benefit in this area. Francie and Bill, thanks again for your dedication to this program and thank you to Joel and the whole FCMAT team for supporting this work.

15. The CBO Mentor Program exceeded my expectations. I'm happy to report that I have changed and grown in several areas and that I'm a better leader after completing the program.

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18


16. I wouldn't change anything. It was great. 17. Thank you for your investment of time, knowledge and expertise! 18. The CBO Mentor Program was a life changing experience for me. I have grown

professional far beyond what I expected. The level of confidence that I acquired through the program is priceless. Thank you for everything you did for colleagues and I. I am a true believer in this program and I look forward to the opportunity to help in any way I can the program. Great Job!

19. I feel the master list of assignments should be clear from the second letter, and months they are due should be noted. In the early going, it was a challenge to manage the strongly recommended assignments vs. the 'have to's.'

20. I loved the experience and each and every weekend. The stress and group projects taught me a lot and stretched my abilities. Sometimes I wish we had more specific or clear directions for the projects...but in the end that taught me also. Thanks for the friendships, the memories, and lessons learned. You are all incredible.

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APPENDIX C

Participant Application

Mentor Application

Program Brochure

CBO Mentor Program

Fiscal Crisis and Management Assistance Team (FCMAT) School Services of California (SSC)

California Association of School Business Officials (CASBO) California County Superintendents Educational Services

Association (CCSESA) Subcommittee: Business and Administration Steering Committee

(BASC)

Participant Application

2014-15 11th Cohort

Fiscal Crisis & Management Assistance Team 1300 17th Street – CITY CENTRE

Bakersfield CA 93301-4533

Participant Application for CBO Mentor Program

2

Table of Contents Purpose ...................................................................................................................................3 Implementation Timeline .......................................................................................................4 Qualifications .........................................................................................................................5 Participant Application Form .................................................................................................6 Nomination Form ...................................................................................................................7 Training Schedule 2014-15 ....................................................................................................8


3

CBO Mentor Program Fiscal Crisis and Management Assistance Team (FCMAT)

School Services of California (SSC) California Association of School Business Officials (CASBO)

California County Superintendents Educational Services Association (CCSESA) Subcommittee: Business and Administration Steering Committee (BASC)

Purpose The Chief Business Officials (CBO) training program is targeted to produce qualified California school district CBOs. This one-year program provides classroom training that takes place in 10 sessions (Friday afternoon, Saturday day). Instructors are qualified and experienced CBOs, typically with 10 years or more of experience. This program is unique because of the following four major components:

1) Each participant is teamed with their own mentor 2) Participants are nominated and selection is a competitive process 3) Training involves hands-on experience 4) Tuition is at no cost to participants

(FCMAT underwrites the cost of this professional development activity) The CBO Mentor Program is a joint endeavor of FCMAT, SSC, CCSESA, BASC, and CASBO. It is our intent through interagency collaboration to assist school districts in filling CBO vacancies throughout California with qualified CBOs. We developed with CASBO a link to the CBO Certification program with the intent that a successful participant may receive CASBO CBO certification, dependent upon their mentor evaluation in coordination with CASBO certification and approval process. The program focuses on developing strong effective leadership skills. Participants will improve their understanding of fundamental issues that drive school business policies in each major functional area, including school finance, accounting, budgeting, facilities, maintenance and operations, transportation, contracts and procurement, risk management, food service, charter schools, and others. The curriculum is updated annually to reflect the current functions and responsibilities required of a district CBO. We encourage applicants statewide to apply for this limited professional development opportunity. A typical CBO Mentor cohort consists of 25 participants from all regions of California and with various backgrounds ranging from directors of business services to school site principals to individuals in private industry seeking to transition into school business leadership positions. The process is competitive and if you are not selected in a given year, we encourage you to apply in the following year. FCMAT is pleased to present this professional development activity in relationship with other professional trainings that are focusing on fiscal accountability. Sincerely, Joel Montero, Chief Executive Officer Fiscal Crisis and Management Assistance Team


4

CBO Mentor Program Implementation Timeline

April 2014 - March 2015

I. Application Timeline

Application, resume and nomination form are due Friday, December 13, 2013 by 5 p.m. Please submit all documents together. Incomplete applications will not be accepted.

Email application with essay question, resume, and nomination form to Veronica Morrow, FCMAT Secretary II, at [email protected]. IMPORTANT: If you do not receive a confirming email from FCMAT that your application has been received, it is the applicant’s responsibility to call Veronica Morrow (FCMAT) at (661) 636-4611 and resolve email transmission issues that may be impacting FCMAT’s ability to receive your application package.

II. Selection Timeline

January 2014 - Selection of Participants January 2014 - FCMAT Board of Directors Approval of Participants February 2014 - Notification of Selected Participants


5

CBO Mentor Program Principal Qualifications

A successful candidate for the CBO Mentor Program should currently have or show potential in the following areas: Involved in some facet of school business (desirable but not required)

School finance

Computer literacy, spreadsheet software

Sensitivity to confidential issues

Logical thinking skills

Analytical abilities

Facilitation skills

Leadership

People skills, ability to communicate well with others

Career objective to become a fully qualified CBO

Written and oral communication skills

Selection Process Participants are selected based on a variety of factors. The program looks at the strength of the application and the strength of the nomination, and seeks a balance of candidates from northern, southern, and central California. It is also a program goal to have a balance of small and large districts, and to ensure that private industry, county offices and charter schools are also represented. Many candidates come from the business side of schools, but the program also seeks representation from facilities, operations, food services, instruction, and technology. If a candidate is not selected, it does not necessarily mean that they are not a viable candidate. Candidates may reapply in the following year and are encouraged to do so. The process is very competitive with a large number of qualified candidates competing for a limited number of slots each year.


6

CBO Mentor Program Participant Application Form

2014-15 Please email your application (completed questions), nomination form and current resumé by 5 p.m. on Friday December 13, 2013. All documents are required to make this a valid application. Incomplete applications will not be accepted. IMPORTANT: If you do not receive a confirming email from FCMAT that this application has been received, it is your responsibility to call Veronica Morrow (FCMAT) at (661) 636-4611 and resolve email transmission issues that may be impacting FCMAT’s ability to receive your application package. Required Documents:

Participant Application Form with essay question Nomination Form Current Resume

Name:

Current title/# of years: /

Previous title/# of years: /

Current LEA/district/county office or charter school (if applicable):

Size of LEA (ADA): County where LEA is located:

Agency name:

Work address:

Work phone:

Email address:

Male Female

1. Do you have superintendent/school board approval to participate in this program? Yes No 2. Do you anticipate that your district will pay travel and lodging costs?

(Note: the cost of the training itself is underwritten by FCMAT) Yes No

3. Are you a member of CASBO? Yes No

Essay Question Please answer the following question. Your response should be at least 500 words, but do not exceed 1,000 words. Why are you interested in participating in the CBO Mentor program? What strengths do you bring to the program and to your future position of CBO? Why are you the best candidate for us to consider?


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CBO Mentor Program Nomination Form

2014-15 To be completed by someone other than the participant.

COMPLETE AND RETURN BY FRIDAY DECEMBER 13, 2013

Person you are nominating: Name of nominator:

Title:

Agency name:

Work address:

Work phone: Email address:

1. Why do you think this individual would make an excellent candidate for the CBO Mentor

Program?

2. Referencing the required qualifications, what are the strengths of this individual? (This will also assist in teaming the mentor with a participant.)

3. What are the areas of identified potential growth for your nominee to become a CBO?

4. Do you have a suggestion for a person you recommend to serve as your nominee’s Mentor?

5. Where do you assume this candidate will be a CBO in five years from now (small, medium, large district)?


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CBO Mentor Program Training Schedule

2014-15

Dates Meet & Greet Social, 3:30 to 5:30 p.m. April 2, 2014 in conjunction with CASBO Annual Conference

Session I April 25 & 26, 2014 Starts at noon on Friday*

Session II June 27 & 28, 2014 Session III August 8 & 9, 2014 Session IV September 12 & 13, 2014 Session V October 10 & 11, 2014 Session VI November 12,13,14 or 19,20,21

CASBO CBO Symposium Dates & location TBD

Session VII December 12 & 13, 2014 Session VIII January 9 & 10, 2015 Session IX February 20 & 21, 2015 Session X March 13 & 14, 2015 Graduation March 14, 2015

*First session starts at noon with lunch and welcome on April 25, 2014. All other sessions start at 3 p.m. on Friday. Trainings take place from 3 p.m. to 9 p.m. on Friday and from 8 a.m. to 3 p.m. on Saturday. All classes except the November session take place at the Hilton Garden Inn Sacramento/South Natomas, 2540 Venture Oaks Way, Sacramento, CA 95833. Attendance is mandatory. One absence (with appropriate make-up) is allowed. Failure to attend may result in being dropped from the program.

CBO Mentor Program

Fiscal Crisis and Management Assistance Team (FCMAT) School Services of California (SSC)

California Association of School Business Officials (CASBO) California County Superintendents Educational Services

Association (CCSESA) Subcommittee: Business and Administration Steering Committee

(BASC)

Mentor Application

2014-15 11th Cohort

Fiscal Crisis & Management Assistance Team 1300 17th Street – CITY CENTRE

Bakersfield CA 93301-4533

Mentor Application for CBO Mentor Program

2

Table of Contents Purpose ...................................................................................................................................3 Implementation Timeline .......................................................................................................4 Qualifications .........................................................................................................................5 Mentor Application Form ......................................................................................................6 Mentor Responsibilities .........................................................................................................7 Training Schedule 2014-15 ....................................................................................................8


3

CBO Mentor Program Fiscal Crisis and Management Assistance Team (FCMAT)

School Services of California (SSC) California Association of School Business Officials (CASBO)

California County Superintendents Educational Services Association (CCSESA) Subcommittee: Business and Administration Steering Committee (BASC)

Purpose The Chief Business Officials (CBO) training program is targeted to produce qualified California school district CBOs. This one-year program provides classroom training that takes place in 10 sessions (Friday afternoon, Saturday day). Instructors are qualified and experienced CBOs, typically with 10 years or more of experience. This program is unique because of the following four major components:

1) Each participant is teamed with their own mentor 2) Participants are nominated and selection is a competitive process 3) Training involves hands-on experience 4) Tuition is at no cost to participants

(FCMAT underwrites the cost of this professional development activity) The CBO Mentor Program is a joint endeavor of FCMAT, SSC, CCSESA, BASC, and CASBO. It is our intent through interagency collaboration to assist school districts in filling CBO vacancies throughout California with qualified CBOs. We developed with CASBO a link to the CBO Certification program with the intent that a successful participant may receive CASBO CBO certification, dependent upon their mentor evaluation in coordination with CASBO certification and approval process. The program focuses on developing strong effective leadership skills. Participants will improve their understanding of fundamental issues that drive school business policies in each major functional area, including school finance, accounting, budgeting, facilities, maintenance and operations, transportation, contracts and procurement, risk management, food service, charter schools, and others. The curriculum is updated annually to reflect the current functions and responsibilities required of a district CBO. We encourage applicants statewide to apply for this limited professional development opportunity. A typical CBO Mentor cohort consists of 25 participants from all regions of California and with various backgrounds ranging from directors of business services to school site principals to individuals in private industry seeking to transition into school business leadership positions. As a mentor, your role is to support our future CBOs in their journey and share your wisdom and experience. FCMAT is pleased to present this professional development activity in relationship with other professional trainings that are focusing on fiscal accountability. Sincerely, Joel Montero, Chief Executive Officer Fiscal Crisis and Management Assistance Team


4

CBO Mentor Program Implementation Timeline

Mentor Selection April 2014 - March 2015

I. Application Timeline Application and resume (for new mentors only – returning mentors do not need to reapply) Friday, December 13, 2013 by 5:00 p.m.

E-mail application and resume to Veronica Morrow, FCMAT Secretary II, at

[email protected] IMPORTANT: If you do not receive a confirming email from FCMAT that your application has been received, it is the Mentor’s responsibility to call Veronica Morrow (FCMAT) at (661) 636-4611 and resolve email transmission issues that may be impacting FCMATs ability to receive your application package.

II. Selection Timeline

January 2014 Selection of Participants January/February 2014 Selection of Mentors February 2014 Notification to Selected Mentors


5

CBO Mentor Program Primary Qualifications for Mentors

Currently holds position of Chief Business Official or is actively involved as retired CBO

Extensive experience as a CBO (10 years or more of experience preferred)

Hands-on experience in all facets of school business operations

Holds a degree in business-related field. CBO certification, or demonstrated workplace

experience Demonstrated performance developing business personnel

Commitment for minimum of 8-10 hours a month of one-on-one mentoring with candidate

Able to provide work study supervision to candidate in accordance with curriculum guidelines


6

CBO Mentor Program

Mentor Application Form Required if not previously a Mentor in this program

2014-15 Name:

Title:

Previous Title, if retired:

County of Residence:

No. of Years as CBO: (COE / District / Community College)

Agency name:

Work address:

Work phone:

Home address:

Home phone:

Email address:

Male Female

1. If still employed, does your superintendent and/or school board support this mentor position? Yes No N/A

2. Do you commit to a minimum of 8-10 hours per month of one-on-one mentoring with the selected candidate? Signature


7

CBO Mentor Program Mentor Responsibilities

Training Sessions: (Required*) (Requested**)

* Attendance at One of the Following Two Mentor Orientation Sessions

April 2, 2014 Orientation at conference in Sacramento, 2:30 p.m. to 3:30 p.m. April 25, 2014 First Meeting Orientation – 11:00 a.m. to 12:00 noon.

** Meet and Greet, April 2, 2014 CASBO Annual Conference – Sacramento CA Meet and Greet for all Participants and Mentors and Alumni, 3:30 p.m. to 5:30 p.m.

** November 2014 – CASBO CBO Symposium Mid-year Evaluation: Strengths/Weaknesses Input from Mentors and Participants

** March 14, 2015 - Final Class/Graduation/Presentation of Certificates

General Responsibilities: Be available to mentor and provide guidance and support to participant via email, phone, or in

person. Participants have monthly questions to review with their mentor as well as various assignments. Review the assigned projects and provide feedback to the participant.

Read the monthly “Monday morning letter” forwarded by the CBO mentor coordinator that provides details on the areas of focus, mentor assigned questions, and ongoing assignments.

Keep in contact with the CBO Mentor Coordinator regarding participant’s progress by completing the monthly Mentor assignment email/survey.

Complete CBO Candidate Assessment document and make a recommendation regarding CBO certification.

Participate in the following evaluation process: Provide objective evaluation of participant’s progress.

A formal evaluation of participants is completed at the end of the program; however, mentors should provide feedback to participants throughout the program. We highly recommend using the CBO Candidate assessment document to provide an informal evaluation of participant’s progress in November.

Complete all evaluation forms concerning the effectiveness of CBO Mentor Program provided by FCMAT.

Provide FCMAT with written feedback regarding strengths and weaknesses of CBO Mentor Program curriculum development. This evaluation process is formally done in November following the CASBO CBO Symposium in a meeting with Joel Montero and CBO Mentor Program leaders. All mentors are strongly encouraged to participate.

Stipends: Mentors will receive a one-time stipend of $1,750 to be paid in March 2015.

o Stipend includes travel costs


8

CBO Mentor Program Training Schedule

2014-15

Dates Mentor Orientation April 2, 2014 2:30 to 3:30 p.m. Meet & Greet Social 3:30 to 5:30 p.m. April 2, 2014 in conjunction with CASBO Annual Conference

Session I April 25 & 26, 2014 Mentor Orientation 11:00 a.m. to 12:00 noon (alternate date – attend April 2 or April 25) Class starts at noon on Friday*

Session II June 27 & 28, 2014 Session III August 8 & 9, 2014 Session IV September 12 & 13, 2014 Session V October 10 & 11, 2014 Session VI November 12,13,14 or 19,20,21

CASBO CBO Symposium Dates & location TBD

Session VII December 12 & 13, 2014 Session VIII January 9 & 10, 2015 Session IX February 20 & 21, 2015 Session X March 13 & 14, 2015 Graduation March 14, 2015

*First session starts at noon with lunch and welcome on April 25, 2014. All other sessions start at 3 p.m. on Friday. Trainings take place from 3 p.m. to 9 p.m. on Friday and from 8 a.m. to 3 p.m. on Saturday. All classes except the November session take place at the Hilton Garden Inn Sacramento/South Natomas, 2540 Venture Oaks Way, Sacramento, CA 95833. Attendance at all sessions is mandatory for participants. One absence (with appropriate make-up) is allowed. Failure to attend may result in a participant being dropped from the program. Mentor attendance requirements and recommendations are as listed above.

Wha

t is

the

CB

O M

ento

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inin

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ogra

m?

The

Chi

ef B

usin

ess

Offi

cial

s (C

BO)

Men

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rain

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ram

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rodu

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ualifi

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alifo

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hool

dist

rict

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ar-lo

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rogr

am

prov

ides

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rain

ing

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lace

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o-da

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Frid

ay a

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atur

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truc

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alifi

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nd e

xper

ienc

ed C

BOs,

or r

ecog

nize

d ex

pert

s in

the

ir fie

ld. T

his

prog

ram

is u

niqu

e be

caus

e of

the

follo

win

g fo

ur m

ajor

com

pone

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rtic

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ts a

re n

omin

ated

and

scr

eene

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ch p

artic

ipan

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team

ed w

ith a

men

tor.

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aini

ng in

volv

es h

ands

-on

expe

rienc

e.

• Th

e tr

aini

ng p

rogr

am is

free

to

part

icip

ants

. FC

MAT

und

erw

rites

thi

s pr

ofes

siona

l de

velo

pmen

t ac

tivity

The

CBO

Men

tor

Prog

ram

is a

join

t en

deav

or o

f FC

MAT

, CA

SBO

, CC

SESA

, and

SSC

. The

inte

nt o

f th

is in

tera

genc

y co

llabo

ratio

n is

to h

elp

Cal

iforn

ia

scho

ol d

istric

ts fi

ll C

BO v

acan

cies

with

qua

lified

C

BOs.

FCM

AT w

orks

with

CA

SBO

to

link

this

trai

ning

pro

gram

to

the

CA

SBO

CBO

cer

tifica

tion

prog

ram

so

that

suc

cess

ful p

artic

ipan

ts m

ay r

ecei

ve

CBO

cer

tifica

tion

afte

r ev

alua

tion

and

appr

oval

by

thei

r m

ento

r an

d by

the

CA

SBO

CBO

cer

tifica

tion

prog

ram

eva

luat

or

Are

you

inte

rest

ed in

bec

omin

g a

part

icip

ant?

Part

icipa

nts

are

sele

cted

bas

ed o

n a

varie

ty o

f fac

tors

. M

any

cand

idat

es c

ome

from

the

busin

ess

side

of

educ

atio

n, bu

t the

pro

gram

also

see

ks re

pres

enta

tives

fro

m fa

ciliti

es, o

pera

tions

, food

ser

vice

s, in

stru

ctio

n, te

chno

logy

, priv

ate

indu

stry

and

cha

rter

sch

ools.

If a

ca

ndid

ate

is no

t sel

ecte

d, it

does

not

nec

essa

rily

mea

n th

at th

ey a

re n

ot a

via

ble

cand

idat

e. C

andi

date

s m

ay

reap

ply

the

follo

win

g ye

ar a

nd a

re e

ncou

rage

d to

do

so.

For m

ore

info

rmat

ion

on th

e cr

iteria

and

pro

cess

, ple

ase

see

the

appl

icatio

n fo

rms

onlin

e at

ww

w.fc

mat

.org

.

Are

you

inte

rest

ed in

bec

omin

g a

men

tor?

Indi

vidu

als

qual

ify t

o be

com

e a

men

tor

if th

ey m

eet

the

follo

win

g cr

iteria

and

sub

mit

an a

pplic

atio

n fo

r co

nsid

erat

ion:

• H

old

a po

sitio

n of

CBO

or

activ

ely

invo

lved

as

a re

tired

CBO

.

• H

ave

exte

nsiv

e ex

perie

nce

as a

CBO

(t

ypic

ally

10

or m

ore

year

s of

exp

erie

nce)

.

• H

ave

hand

s-on

exp

erie

nce

in a

ll fa

cets

of s

choo

l bu

sines

s op

erat

ions

.

• C

omm

it fo

r a

min

imum

of 8

-10

hour

s a

mon

th

of o

ne-o

n-on

e m

ento

ring

with

par

ticip

ant

(stip

end

of $

1,75

0 pr

ovid

ed).

• H

ave

the

abilit

y to

pro

vide

wor

k st

udy

supe

rvisi

on in

acc

orda

nce

with

cur

ricul

um

guid

elin

es.

Appl

icat

ion

time

line

App

licat

ions

are

due

by

end

of d

ay D

ecem

ber

13,

2013

. Sen

d ap

plic

atio

ns t

o:

Vero

nica

Mor

row

Secr

etar

y II

FCM

AT13

00 1

7th

Stre

et -

City

Cen

tre

Bake

rsfie

ld, C

A 9

3301

-453

3

(661

) 63

6-46

11vm

orro

w@

fcm

at.o

rg

Sele

ctio

n tim

e lin

eJa

nuar

y 20

14 —

Par

ticip

ant

Sele

ctio

n

Janu

ary

2014

— F

CM

AT B

oard

of D

irect

ors

App

rova

l of P

artic

ipan

ts

Febr

uary

201

4 —

Par

ticip

ant/

Men

tor

Not

ifica

tion

Cla

ss d

ates

and

tim

esC

lass

es a

re h

eld

on F

riday

s fro

m 3

to

9 p.

m. a

nd

Satu

rday

s fro

m 8

a.m

. to

3 p.

m. a

t th

e H

ilton

G

arde

n In

n, S

acra

men

to, c

onve

nien

tly lo

cate

d ne

ar

Sacr

amen

to a

irpor

t.

Sess

ion

I A

pril

25 &

26,

201

4

Sess

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II Ju

ne 2

7 &

28,

201

4

Sess

ion

III

Aug

ust

8 &

9, 2

014

Sess

ion

IV

Sept

embe

r 12

& 1

3, 2

014

Sess

ion

V

Oct

ober

10

& 1

1, 2

014

Sess

ion

VI

CA

SBO

CBO

Sym

posiu

m

Dat

es &

Loc

atio

n TB

D

Sess

ion

VII

Dec

embe

r 12

& 1

3, 2

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ion

VIII

Ja

nuar

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& 1

0, 2

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Sess

ion

IX

Febr

uary

20

& 2

1, 2

015

Ses

sion

X

Mar

ch 1

3 &

14,

201

5

CBO

Men

tor T

rain

ing

Pro

gram

2014

-201

5

Appl

icatio

ns a

re b

e av

aila

ble

at F

CMAT

’s w

ebsit

e (w

ww

.fcm

at.o

rg) u

nder

the

prof

essio

nal d

evel

opm

ent m

enu

link.

Wha

t is

the

FCM

AT C

BO

Men

tor P

rogr

am?

Are

you

inte

rest

ed

in b

ecom

ing

a pa

rtic

ipan

t?

Wou

ld y

ou li

ke to

be

a m

ento

r?

Appl

icat

ions

ava

ilabl

e on

the

FCM

AT w

ebsi

te

ww

w.fc

mat

.org

If yo

u ha

ve q

uest

ions

abo

ut t

he s

peci

fics

of t

he

prog

ram

, ple

ase

cont

act:

Joel

Mo

nter

oC

hief

Exe

cutiv

e O

ffice

rFC

MAT

(661

) 63

6-43

08jm

onte

ro@

fcm

at.o

rg

or Dr.

Will

iam

Gill

aspi

eD

eput

y A

dmin

istra

tive

Offi

cer

FCM

AT(6

61)

636-

4308

bgilla

spie

@fc

mat

.org

Cor

e In

stru

ctor

s

Fran

cie

Hei

mD

eput

y Su

perin

tend

ent

(ret

ired)

El D

orad

o C

ount

y O

ffice

of E

duca

tion

(530

) 31

3-85

16fr

anci

ehei

m@

gmai

l.com

Bill

McG

uire

Supe

rinte

nden

tSt

. Hel

ena

Uni

fied

Scho

ol D

istric

t(7

07)

967-

2701

bmcg

uire

@st

hele

na.k

12.c

a.us

Ro

n B

enne

ttC

EOSc

hool

Ser

vice

s of

Cal

iforn

ia(9

16)

446-

7517

RonB

@ss

cal.c

om

CBO

Men

tor

Prog

ram

A pa

rtne

rshi

p of

Fisc

al C

risis

and

Man

agem

ent

Assi

stan

ce T

eam

Calif

orni

a Co

unty

Sup

erin

tend

ents

Ed

ucat

iona

l Ser

vcie

s Aso

ciat

ion

Busi

ness

and

Adm

inis

tratio

n St

eerin

g Co

mm

ittee

Calif

orni

a Ass

ocia

tion

of S

choo

l Bu

sine

ss O

ffici

als

Scho

ol S

ervi

ces

of C

alifo

rnia

2014

-15

Elev

enth

Coh

ort

APPENDIX D

Candidate Assessment

Pag

e 1 o

f 4

CB

O M

en

tor P

ro

gram

Can

did

ate

Assessm

en

t

CB

O M

en

tor P

ro

gram

Can

did

ate

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

D

ate

__

__

__

__

CB

O M

en

tor P

ro

gram

Men

tor _

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

_

Date

__

__

__

__

Men

tor R

eco

mm

en

dati

on

:

_

__

__

I r

eco

mm

en

d f

or C

BO

certi

ficati

on

.

_

__

__

I r

eco

mm

en

d t

he c

an

did

ate

take t

he f

oll

ow

ing

ad

dit

ion

al

cla

ss(es) o

r g

et

the f

oll

ow

ing

ad

dit

ion

al

exp

erie

nce,

prio

r t

o C

AS

BO

CB

O c

erti

ficati

on

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

_

I h

ave r

evie

wed

th

is d

ocu

men

t w

ith

my M

en

tor/

Can

did

ate

:

Men

tor S

ign

atu

re:

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

Date

__

__

__

__

__

__

Can

did

ate

Sig

natu

re:

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

__

Date

__

__

__

__

__

__

Men

tor C

om

men

ts:

Note

: M

ento

r re

com

mendation a

nd c

andid

ate

sig

natu

re c

om

ple

te t

he q

ualifications.

It

is t

he c

andid

ate

's

responsib

ility t

o file f

or

CBO

cert

ific

ation t

hro

ugh t

he C

ASBO

offic

e (

ww

w.c

asbo.o

rg)

and fin

al appro

val re

sts

with t

he

CASBO

cert

ific

ation p

rocess.

Ple

ase s

end a

copy o

f sig

ned form

to:

Mary T

urco

tte

Men

tor C

oo

rd

inato

r

Em

ail s

can

ned

sig

ned

fo

rm

: m

wtu

rcott

e@co

mca

st.n

et

Or U

S M

ail t

o:

Mary T

urco

tte

30

33

Mo

lin

er D

riv

e

Cam

ero

n P

ark,

CA

95

68

2

Pag

e 2 o

f 4

Bas

ic B

usi

nes

s K

no

wle

dge

D

esc

rip

tio

n

Me

ets

Stan

dar

d

Exce

ed

s St

and

ard

Are

a o

f P

ro-

fess

ion

al

Gro

wth

Sch

oo

l Fin

ance

Bas

ic

Kn

ow

led

ge, i

ncl

ud

ing

Rev

enu

e Li

mit

s an

d S

pec

ial

Edu

cati

on

fu

nd

ing

Has

kn

ow

led

ge o

f th

e la

ngu

age

of

sch

oo

l bu

sin

ess

and

ter

min

olo

gy

such

as

CO

LA, d

efic

its,

Pro

p. 9

8, S

pec

ial E

du

cati

on

Lo

cal P

lan

, etc

..

Ch

arte

r Sc

ho

ols

H

as k

no

wle

dge

of

char

ter

sch

oo

ls a

nd

th

e ro

les

and

res

po

nsi

bili

tes

of

the

auth

ori

zin

g LE

A.

Acc

ou

nti

ng

and

au

dit

ing

bas

ics,

incl

ud

ing

stu

den

t at

ten

dan

ce a

cco

un

tin

g

Has

kn

ow

led

ge o

f ac

cou

nti

ng

and

au

dit

ing

pra

ctic

es a

nd

re

gula

tio

ns

as p

erta

in t

o C

A p

ub

lic s

cho

ol d

istr

icts

an

d o

ther

pu

blic

ly f

inan

ced

en

titi

es.

Has

kn

ow

led

ge o

f st

ud

ent

atte

nd

ance

acc

ou

nti

ng

syst

ems

com

mo

nly

use

d in

CA

an

d t

he

cycl

e an

d m

eth

od

olo

gies

of

rep

ort

ing,

an

alyz

ing,

an

d p

rod

uci

ng

the

req

uir

ed d

ata

ele

men

ts.

Ab

ility

to

co

mm

un

icat

e

bas

ic s

cho

ol f

inan

ce

Can

use

ap

pro

pri

ate

te

rmin

olo

gy a

nd

met

ho

do

logi

es t

o e

xpla

in s

uch

te

rms

as C

OLA

, def

icit

s, P

rop

. 98

, Go

vern

or

Bu

dge

t p

rop

osa

l, et

c. in

pu

blic

set

tin

g.

An

alys

is o

f Fi

nan

cial

Rep

ort

s

Ab

le t

o r

ead

an

d u

nd

erst

and

off

icia

l SA

CS

form

s an

d a

ud

it r

ep

ort

s,

and

is a

ble

to

“te

ll th

e st

ory

”

Bu

sin

ess

Off

ice

Syst

ems

Un

der

stan

ds

the

imp

ort

ance

of

bu

ildin

g st

ron

g sy

stem

s in

th

e b

usi

nes

s o

ffic

e to

pro

du

ce r

elia

ble

an

d c

red

ible

dat

a fo

r d

ecis

ion

m

akin

g.

Bu

dge

t D

evel

op

men

t

Has

kn

ow

led

ge o

f h

ow

to

dev

elo

p s

ingl

e an

d m

ult

i-ye

ar b

ud

gets

as

we

ll as

th

e ab

ility

to

an

alyz

e an

d d

eter

min

e th

at e

xist

ing

syst

ems

are

in p

lace

to

en

sure

re

liab

le b

ud

get

dat

a is

pro

du

ced

.

Ab

ility

to

co

mm

un

icat

e

bu

dge

t d

ata

Dem

on

stra

ted

ab

ility

to

do

a b

ud

get

pre

sen

tati

on

to

th

e sc

ho

ol

bo

ard

or

oth

er li

ke g

rou

p u

sin

g ap

pro

pri

ate

te

chn

olo

gies

.

Co

mp

ute

r lit

erac

y,

spre

adsh

eet

soft

war

e D

emo

nst

rate

d a

bili

ty t

o u

se a

var

iety

of

com

pu

ter

app

licat

ion

s w

ith

em

ph

asis

on

pre

sen

tati

on

so

ftw

are

and

spr

eads

heet

lite

racy

.

Pag

e 3 o

f 4

Lead

ersh

ip

De

scri

pti

on

M

ee

ts

Stan

dar

d

Exce

ed

s St

and

ard

Are

a o

f P

ro-

fess

ion

al

Gro

wth

Sen

siti

vity

to

Co

nfi

den

tial

Is

sues

U

nd

erst

and

s d

istr

ict

po

litic

s, le

gal c

om

mu

nic

atio

ns

and

co

nfi

den

tial

ity

of

info

rmat

ion

.

Wo

rkin

g w

ith

th

e m

edia

U

nd

erst

and

s th

e im

po

rtan

ce o

f w

ork

ing

wit

h t

he

med

ia.

Has

th

e ab

ility

to

co

mm

un

icat

e cl

earl

y an

d c

on

cise

ly t

he

app

rop

riat

e m

essa

ge.

Logi

cal T

hin

kin

g Sk

ills

Ab

ility

to

re

aso

n; e

xhib

its

sou

nd

jud

gmen

t.

An

alyt

ical

Ab

iliti

es

Can

iden

tify

pro

ble

ms/

issu

es a

nd

th

eir

com

po

nen

t p

arts

, eva

luat

e o

pti

on

s, a

nd

re

com

men

d v

iab

le s

olu

tio

ns.

Cre

ativ

e Fi

nan

cin

g &

En

trep

ren

eurs

hip

A

bili

ty t

o p

rovi

de

fin

anci

ng

op

tio

ns

and

to

pro

vid

e le

ader

ship

in

thei

r im

ple

men

tati

on

Faci

litat

ion

ski

lls

Ab

ility

to

lead

gro

up

s, e

licit

all

nee

ded

info

rmat

ion

an

d h

ave

gro

up

s fe

el p

osi

tive

ab

ou

t th

e p

roce

ss a

nd

ou

tco

mes

.

Lead

ersh

ip

Ab

ility

to

iden

tify

th

e “b

ig p

ictu

re”;

ab

ility

to

per

suad

e p

eop

le t

o

take

act

ion

. Co

llab

ora

tes

wel

l wit

h o

ther

s.

Co

mm

un

icat

ion

A

bili

ty t

o c

om

mu

nic

ate

we

ll in

wri

tten

fo

rm.

Stro

ng

pu

blic

sp

eaki

ng

skill

s.

Peo

ple

Ski

lls/R

elat

ion

ship

s U

nd

erst

and

th

e im

po

rtan

ce o

f b

uild

ing

rela

tio

nsh

ips

wit

hin

th

e d

istr

ict

and

th

e co

mm

un

ity.

Pag

e 4 o

f 4

Op

erat

ion

al

De

scri

pti

on

M

ee

ts

Stan

dar

d

Exce

ed

s St

and

ard

Are

a o

f P

ro-

fess

ion

al

Gro

wth

Tran

spo

rtat

ion

U

nd

erst

and

s tr

ansp

ort

atio

n s

yste

ms

and

met

ho

ds.

Un

der

stan

ds

rou

tin

g m

eth

od

olo

gy a

nd

ass

um

pti

on

s. K

no

wle

dge

of

lega

l re

qu

irem

ents

fo

r tr

ansp

ort

atio

n.

Foo

d S

ervi

ces

Kn

ow

led

ge o

f re

ven

ue

stre

ams

for

foo

d s

erv

ices

; leg

al

req

uir

emen

ts f

or

foo

d p

rep

arat

ion

in s

cho

ols

. Un

der

stan

ds

the

po

ten

tial

en

trep

ren

euri

al a

spec

ts o

f fo

od

se

rvic

e p

rogr

ams.

Mai

nte

nan

ce a

nd

O

per

atio

ns

Kn

ow

led

ge o

f cl

ean

ing

stan

dar

ds

for

sch

oo

ls; w

ork

ord

er s

yste

ms

and

imp

ort

ance

of

on

goin

g in

vest

men

t in

fac

ility

mai

nte

nan

ce.

Hu

man

Re

sou

rce

Man

agem

ent

Kn

ow

led

ge o

f h

irin

g an

d f

irin

g p

ract

ices

in C

A p

ub

lic s

cho

ols

.

Un

der

stan

d t

he

imp

ort

ance

of

recr

uit

men

t, r

eten

tio

n a

nd

ev

alu

atio

n o

f em

plo

yees

.

Faci

litie

s K

no

wle

dge

of

fun

din

g so

urc

es f

or

faci

litie

s; le

gal c

on

stru

ctio

n a

nd

b

id r

equ

irem

ents

. U

nd

erst

and

ing

of

bo

nd

ele

ctio

n p

roce

ss.

Info

rmat

ion

& T

ech

no

logy

Sy

stem

s K

no

wle

dge

of

info

rmat

ion

sys

tem

s in

sch

oo

ls; u

se o

f te

chn

olo

gy in

ed

uca

tio

n; E

rate

ap

plic

atio

ns,

su

pp

ort

to

use

rs, e

tc.

Ris

k M

anag

emen

t K

no

wle

dge

of

insu

ran

ce o

pti

on

s; c

ost

co

nta

inm

ent

pri

nci

ple

s; le

gal

req

uir

emen

ts f

or

insu

ran

ce.

Lega

l A

bili

ty t

o r

ead

, un

der

stan

d a

nd

inte

rpre

t ed

co

des

; co

ntr

acts

an

d

oth

er le

gal d

ocu

men

ts.

Hea

lth

an

d W

elfa

re

Kn

ow

led

ge o

f co

st c

on

tain

men

t p

rin

cip

les;

met

ho

ds

of

fun

din

g fo

r H

ealt

h &

We

lfar

e.

Co

llect

ive

Bar

gain

ing

Kn

ow

led

ge o

f le

ader

ship

asp

ects

as

wel

l as

fisc

al a

spec

ts o

f n

ego

tiat

ion

s.

Pu

rch

asin

g an

d B

id A

war

ds

Kn

ow

led

ge o

f le

gal r

eq

uir

emen

ts; o

pti

on

s fo

r p

urc

has

ing

pro

du

cts.

Dem

ogr

aph

ics/

Sch

oo

l St

affi

ng

Kn

ow

led

ge o

f st

affi

ng

clas

sro

om

s an

d t

he

app

rop

riat

e cl

assi

fied

su

pp

ort

per

son

nel

.

Appendix E

CBO Mentor Program Schedule, 2014-15

CBO

Men

tor

Prog

ram

Sch

edul

e 20

14-1

5

Prim

ary I

nstru

ctors

Othe

r Sup

port

Bill M

cGuir

e, Ass

istant

Supe

rinten

dent, T

win R

Ivers U

SD

Bill G

illasp

ie, Pr

oject C

oordi

nator

/FCMA

T Sup

port

Franc

ie He

im, C

BO M

entor

Consu

ltant

Mary

Turco

tte, M

entor

Supp

ortRo

n Ben

nett,

Scho

ol Serv

ices o

f Califo

rnia

Unles

s oth

erwi

se no

ted,

all cl

asse

s are

held

at th

e Hilt

on G

arde

n Inn

, 254

0 Ven

ture

Oak

s W

ay, S

acra

men

to, C

A

* Ses

sion 6

, Nov

. 201

4, wa

s at t

he CA

SBO

CBO

Sym

posiu

m

Session

12

34

56

78

910

Apr

il 25

& 2

620

14Ju

ne 2

7 &

2820

14A

ugus

t 8 &

920

14Se

ptem

ber 1

2 &

1320

14O

ctob

er 1

0 &

1120

14

Nov

. 20,

21,

22

2014

(CBO

Sym

posiu

m)

Dec

. 12

& 13

2014

Janu

ary

9 &

1020

15Fe

brua

ry 2

0 &

2120

15M

arch

13

& 14

2015

Friday

3 to 4

p.m.

Ope

ning

day

sta

rts

at n

oon

and

ends

at

8:3

0 p .

m . w

ith a

sp

ecia

l age

nda

Com

mon

Cor

e,

LCA

P, O

ther

LCFF

by

the

FCM

AT T

eam

Deb

t Fin

anci

ng

(Lor

i Rai

neri)

Lega

l Iss

ues

(Har

old

Frei

man

)

Eval

uatio

n M

eetin

g w

ith

Joel

Mon

tero

Bond

Issu

es —

w

orki

ng s

essio

n,

rese

arch

Star

buck

s

Exer

cise

Med

ical

Ben

efits

(T

eri E

zaki

)

Tran

spor

tatio

n (B

ill M

cGui

re))

4 to 5

p.m.

Resu

més

(SSC

)Re

sum

é Fe

edba

ck

(SSC

)

5 to 6

p.m.

Wor

king

din

ner

Wor

king

din

ner

Wor

king

din

ner

Wor

king

din

ner

Wor

king

din

ner

Wor

king

din

ner

Wor

king

Din

ner

Din

ner

/ Bo

nd P

roje

ctW

orki

ng d

inne

rSt

uden

t A

chie

vem

ent

Fisc

al O

vers

ight

(W

endy

Ben

kert

)

Stud

ent

Ach

ieve

men

t

Food

Se

rvic

e Pr

esen

tatio

n

Wor

kers

’ Com

p .

Lead

ersh

ipM

aint

enan

ce &

O

pera

tions

(B

ill M

cGui

re)

6 to 7

p.m.

Lead

ersh

ipPr

esen

tatio

ns

(Fisc

al)

Cas

h (D

iane

Lac

ombe

)

Mai

nten

ance

&

Ope

ratio

ns

Men

tor

Q

Budg

et

Pres

enta

tion

Sam

ple

(Bill

McG

uire

)

Tech

nolo

gy

Pres

enta

tions

Bond

Pro

ject

Pr

esen

tatio

ns

7 to 8

p.m.

Fisc

al C

risis

- FC

MAT

pe

rspe

ctiv

e

(Joe

l Mon

tero

)

Wor

king

with

HR

(Don

Zim

ring

)Pu

rcha

sing

& Bu

ddin

g (B

ill M

cGui

re)

Aud

it/G

ASB

G

AA

P ac

tuar

ial

Bond

Issu

e -

How

to

(B

ill M

cGui

re)

8 to 9

p.m.

Saturday

8 to 9

a.m.

Med

ia

(Ter

ilyn

Find

ers)

Scho

ol F

inan

ce &

Fi

nanc

ial R

epor

ting

(Fra

ncie

Hei

m)

Stud

ent

Ach

ieve

men

t

Scho

ol F

inan

ce

&

Fina

ncia

l Rep

ortin

g

Budg

et P

art 2

(B

ill M

cGui

re)

Men

tor

QBo

nds

& Bu

dget

Faci

litie

s A

-Z

(Let

tie B

oggs

&

Eric

Hal

l)

CBO

Lea

ders

hip

(R

on B

enne

tt,

SSC

)

App

lyin

g fo

r th

e Po

sitio

n of

CBO

&

Firs

t 100

day

sSc

hool

Fin

ance

&

Fi

nanc

ial R

epor

ting

Budg

et P

art 3

(B

ill M

cGui

re)

9 to 1

0 a.m

.

10 to

11 a.m

.W

ritin

g

(FC

MAT

Wri

ting

Team

)

LCFF

Ove

rvie

w

(Ter

ena

Mar

es)

Cha

rter

Sch

ools

11 a.m

. to No

onNo

on to

1 p.m

.W

orki

ng lu

nch

Wor

king

lunc

hW

orki

ng lu

nch

Wor

king

lunc

hW

orki

ng lu

nch

Wor

king

lunc

hW

orki

ng lu

nch

Cap

itol A

dviso

rs

Gro

upW

orki

ng lu

nch

Wor

king

lunc

h

Tren

d A

naly

sis

Exer

cise

& W

ritin

g a

Pres

s Re

leas

e

Men

tor

QM

ento

r Q

Men

tor

QM

ento

r Q

Spec

ial A

ssig

nmen

t

Men

tor

Q

CBO

Lea

ders

hip

Gra

duat

ion

1 to 2

p.m.

Wor

king

with

the

Med

ia

(Don

Zim

ring

)

Budg

et P

art 1

(B

ill M

cGui

re)

Enro

llmen

t (M

icha

el D

odge

&

Bill

McG

uire

)

Spec

ial E

duca

tion

(Em

i Joh

nson

)Te

chno

logy

(M

icha

el D

odge

)

Faci

litie

s A

-Z

2 to 3

p.m.

Team

Pro

ject

- Te

chno

logy

Fiscal Crisis and Management Assistance Team1300 17th Street-City Centre

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