Yeah, I call this interview committee B meeting to order. Okay, thank you. You're welcome. And so the
only thing that you all have in terms of vacancies is the MLK birthday celebration commission. And so
all of a sudden we got two applications
which has been good because we have not had any applications for a while. And it's had trouble making
a quorum, right? Yes and no. And so they've had some vacancies since the beginning of the year. We haven't
been able to fill them. The mayoral appointments are filled. Great. So that's good. And so I know that
sometimes the staff liaison was explaining that
They normally have people that leave for the summer, and sometimes they have some important deadlines
that they are working on in preparation for next year's celebration that they have to do like they do
during the summer and whatnot. And so CORM could turn into an issue. And so I figure, ooh, let's get
Team B in a meeting real quick before y'all go on recess. So these are two applications that we have.
Ruiz and Lissandra McCoy. And so Jatana. And there's only one opening. Okay. Great. Yeah. So this is
her application. Okay. So she has some experience. And I think she was
Also, I think she was encouraged to apply by Dr. Gloria Howe, who has also been on the commission for
a while. And so this is her here. And then, LaSondra. She has experience too.
He used to be a BPD social worker. Wow. She's impressive. Well, I mean, I guess our options at this
point are to invite both of them in to interview, or we could just appoint somebody today
off of these two without doing an interview. You could. And then you can make that appointment at your
next meeting. Right. If we want to get somebody a place for the summer, that's probably the only way
to do it. What was your guidance speech? These are two really good people. And so I think the staff
liaison, I think, favors Lysandra a little bit more.
Um, but I do know that the student also has been asking, how can I help? What can I do? I'm here,
you know, what, what can I do? So this is, this is really hard because the both of them are very,
very good. I mean, in the interest of being able to get them quorum over the summer, in case they need
it, I feel like we should just pick someone today, but I don't want to turn anybody away without
Hearing from them either. Hey, I don't want them to feel like they didn't have a chance. So, but, but,
but waiting to hear from someone, I mean, wait, waiting to interview or talk to them automatically means
we do the department after break. Yeah. Yeah. So they won't. So my question simply is purely, does that
likely to cause any kind of problem? Because it's not like it caused any problem at all. Should I say then.
I'd say, why not wait? But if it's likely there's any problem at all, I feel like we should do it, because
that's part of the reason we agreed to try to get, they just applied last month, right, both of them?
Yeah. I mean, my other question is, are there openings on any other boards or commissions that we might
encourage one of them to, hey, unfortunately, this wasn't available, but we would love for you to apply
for, not that we can't. Yeah, I think.
Is she an undergraduate at IU? So is she here for the summer? I'm trying to look, but all of them literally
are, they're all there for a while. Yeah. I do believe that there is another vacancy on another commission.
Potentially. I think I've just learned of this within the past week. So the HRC has an appointment to
the commission on the status of black males. And so there is a potential vacancy there. Yeah. So there's,
yeah, this is the only other thing that I think that
we could get a workaround of this is you were the liaison to the MLK commission. And I've reached out
to Aubrey to see, that's the staff liaison to see like, what would her take be? And I haven't heard
anything back from her. The only thing that I could think of is,
Now, could you have your meeting next week? And then that's it. Because technically you could make an
appointment, like you could talk about it and make an appointment and you can reach out to the individuals
and then make your recommendation based upon like your findings from talking to the individuals.
Um, but honestly, these are really, really good applications. And that's the part. And I would have
hoped to had somebody say something by now. So, so, you know, with her experience that I read background,
um, it seems like she'd be very powerful on what
Commission on status of black males to maybe more so there's a student to see what she might bring to
that. So if we really knew that there was an opening that could be filled fairly soon on that commission.
Yeah, but we also don't have that under our purview. We don't get to say. Look at what she's done.
She's very. So I would just think of that on the Commission on status of black males would be really
good. What do you think about that thought?
And if we, we're going to offer something up, someone else that we want to really be productive and
helpful to the community. That is one way to go. I, you know, to encourage her to apply or even just
say to that interview committee, if we sent somebody your way, you know, we hope you'll at least interview
her because we think she's incredibly strong. And people have done that.
I mean, the other option is to, you know, if we just, or well, and, or do that. And I guess do that.
And also message to whoever we don't choose. Hey, we want you to keep an eye on this commission. We
want you on this commission. We just don't have the room right now. You know, please don't go far. When
there's a seat open, we want you to apply and we want you to be there. Or honestly.
If it's up in the air and these are really two great applicants, honestly, it might be the best thing
to just say, let's just wait. Let's just wait until you can have a chance to interview and get a feel
for who they are and what they would want to bring.
So I don't think we can go wrong with either one. That's not my concern. My concern is discouragement
of them. I don't want to lose either one of them for their contributions. I'm happy to wait. If you
think it's not going to mess up any of it. I was hoping to have something back by now, and I don't have
anything. And so I know sometimes the staff liaisons look at those things, and then they give it
give us the recommendations or they will tell me and then I usually tell you all. But I haven't seen
anything back yet and so. So tells you the Navy is not quite urgent. Maybe not as much as what it was
what it was possibly thought out to me. Yeah. And I think they can still from my understanding to and
talking it over before or after the emails have gone through it sounds like
they potentially could continue on. Because like, if they can't, the only thing is we can have a meet
in, you know, like a little bit before, like after you all get back and, you know, do an interview of
the two and appointed that way, because technically you're missing, they might miss two meetings, but
I think it's
Their applications expire early August. Those actually, it's OK. So a person, I wish we could change
this in onboard. So technically, once a person applies, it's really one year after they've applied.
Oh, OK. It expires. OK. I'm actually putting their next meeting in my calendar. It's June 24. I haven't
done any of my liaison meetings yet. So I have caps in my calendar already for, I think, next week.
I'm going to do this one in June. Have you done any of your liaison? Attended any of your meetings yet?
Well, yeah. I was about to say, oh, you make me feel better. But now you know. I did e-read.
You did what? I don't know. OK. OK. So let me ask you about this. OK, so you're saying we have six weeks
off starting on the 10th. And so it'd be late July, basically, when we
And then we could make this appointment by early August. So yeah, they would miss June 24th, July 22nd.
I think that's actually our first meeting back. I think it's July 22nd. So then they would be able to
get in for the August 1st. And we'd have to miss that July. And we can do interviews during break, right?
I mean, I'll be around a lot. I'll be around. If you can.
That's fine. I can reach out. And so like, that's just, that's the only thing that you guys have is
just the one thing here. So honestly, I wasn't sure like people were traveling or whatnot. And so honestly,
if you'll be around, then this is okay. And we can still try to do something
Even later on this month, I can send out another invitation to see when you all would be available and
then let them know, hey, we got some interviews scheduled, when would you be able to be? In essence,
they might not be able to do it this meeting, but in July, maybe by the time that they meet again in
July, I'll hear back from the staff liaison and then we would have been able to interview. Okay.
Let's do that. I don't want to make a choice without speaking to either of them and make anybody feel
that they're not wanted because we want both of them. Yeah. And we can't have both of them. Yeah. And
they're both really good applications. And so I'll be around the whole time. OK. Yeah. I'm just going
to be gone the week before we come back. Before we start back. Yeah. Otherwise, I'm in and out. OK.
Well, other than that, Team B, that is the only vacant C. Let me go back and look at your, I mean, besides
CAPS, and that's a work in progress. Unfortunately, we just don't have the applications, and that just
stinks. So unless somebody did, fine.
And I don't think so. Because I try to monitor this one. No applications. Because the last person that
I had reached out to. That's weird. Where's? Oh, OK. Oh, that's.
I've reached out to these individuals and I have never heard anything back. And they didn't have phone
numbers in their applications for me to even try to follow up with the phone call. And I've emailed
multiple times and I haven't heard anything. Okay. So I usually take that as somebody's not interested
if they've not responded. Yeah. So. All right. But other than that, that's it.
That was easy. Yeah. All right. I move. You said it'd be easy. Yeah. Yeah. I end call this meeting to
an end. Okay.