Ambulance Authority - Regular Meeting

all right today's June 18th 2026 it is 5 p.m. this is the ambulance authority meeting we have taken role and we do have a quorum the only person out is our chairman Tim Stubbifield on our agenda we will have a change on the agenda have addition under new business Under Manchester Fire MOU, the next will be B, formation of committee for selection of new director.

Is that going to be – are we actually going to form a committee or are we going to have a discussion about it?

I guess you could say a discussion unless the members decide who they want on it and things of that nature. So I guess discussion.

Okay. So step one in the process.

Step one. Okay. If there's not any changes, entertain a motion to approve the agenda as modified.

So moved.

Second.

All right. All those in favor?

Aye.

Aye. All right. Public comments? Anybody? Anybody? Anybody? Minutes? Lori's had her minutes. If you've had time to look at them.

I'll make a motion to approve.

Second. All right. Have a motion and a second. Any discussion? All in favor? Aye. Write-offs? Anybody got their write-offs? I think it's next month. Oh, write-offs. Write-offs are $9,898.91. Any discussion?

Motion to approve.

Motion to approve. Second. Dr. Kuehl, Dr. Trusler, second. All in favor? Aye.

Aye.

Quarterly report. Has anybody got those in the packet? Any questions? Everything looks good. I guess is it next month that she comes?

I was just wondering when the next time.

I think it's usually July for the new budget.

Yeah, this month. So we may see her next month. Okay, next will be Director Bonner's report. All right.

989 calls for last month. Slightly different from the month before. And then the year before was only 851, so volume is up. Calls per day is up a little bit. The average call per month is just a little below last year. Total responses, and what I do is just take the current number divided by the month, multiply it times 12. If we continue to run at the same rate, we will run almost exactly what we did last year. So we're kind of right on schedule. Same thing, nothing unusual here. My north was a little busier than normal, but not, oh my gosh, nothing out of the ordinary. Paul, I meant to ask you, we had five mutual aids, which is a little above average. yeah i think some of that may have been errors from the employee put in the wrong zone okay so we addressed that this afternoon okay um all these times if you don't see the time and the average below are all well within their normal range that they are will vary so nothing there Bonnaroo, 2026, 34 transports. Three of those went to the helipad. Well, two to the base and one to the helipad. So we flew out a total of three of that 34. No fatalities. Triage status of 21 of those were of green, meaning that they're minor injuries. Eight of those were yellow. And then five of those were red. And black would be a fatality. And again, there were zero of those. Same mix as always, 50,000 people. You get a fall, you get a heart attack. We had one STEMI, one MI, one stroke, two, let's see, one L&D and one ectopic. Again, just like 50,000 people anywhere. You get just a mix of everything, and nothing stood out this year any more than any other year that we've done it. Any questions on Bonnaroo?

Did that girl that I saw that you took the telemetry, was it an ectopic?

It was not. She was not.

Okay.

At all. They didn't find anything.

Okay.

CT and everything was clear.

Okay.

Sorry. Anything else on that on Bonnaroo? No. We staffed it completely of our own accord this year because our staffing is back up. We were able to have the staff And so we didn't have to rely on anybody else, so I was pleased with that. Made it a little easier, less complicated. Vehicle statuses, as you know, we've got the one ambulance on order. Once this budget's in, we need to talk about trying to buy an already built, remounted ambulance. And we've mentioned this before, but the older trucks are starting, the maintenance is starting to show. I mean, you know, your maintenance bill is starting to go up because they're getting old in a lot of miles. So we just have to figure out how to bid it out.

That's what I was going to say. Have we talked with Mariana about is there a mechanism that, because it's a specialty item.

Yes, and it's even more especially when you're trying to get one that's already built in somebody else's old box.

This is available. We're needing one. Can we buy that under some purchasing guideline that says yes because it's a specialty item and they're so hard to come by? Or like you said, two years to build. Hey, here's one that I can buy for half the price. Right.

Not half the price, but already built and ready and sitting there on a brand new chassis. Yeah, that's what we gotta figure out because there's a lot of variance in the boxes and the styles and all that. I gotta figure out how to, if we're gonna have to bid it out, how do we write, what do we call that bid? But we're working on that. Staffing, I need five medics, Three would be to pull the captains off. Two would be, I've got two part-timers that are working very regular, and so it actually looks good on staffing, but they're just part, you know, if I could get full-timers, I would rather. Two out on comp still. The one that's out on medical has expressed his desire to retire, and so that may clear that one. He's not got a date. He's not. but he's there he just has to do to make it happen of course school's not in right now I have one that wants to go to medic school and she is probably going to want us to pay for it she's doing all of the reconnect you know trying all the other options first which is what the board has said they wanted them to do and so she doesn't have an answer from everybody yet but if none of them will then she'd like us to There's your staffing. Flows like it does. So any questions on any of that? That's all I've got.

All right.

Thank you, sir. Next, formation of committee for new director. I'll turn part of this over to Michael. Oh, old business. We didn't have any. Oh, MOU. I'm sorry.

Technically, A goes first. I'm sorry. Thank you.

My bad. MOU. Manchester last month, I believe, was supposed to have MOU. We've got that this week or this today. It's an agreement between Coffey County EMS and Manchester Fire and Rescue. And basically, in a nutshell, it is to do the same thing. Tallahoma is responding to certain calls in the county, I believe, correct? City. In the city.

City only? Mostly in the city. Okay.

So it's just in the city. Okay. Yeah.

Okay.

So.

Basically, they took Tullahoma's MOU and verbiaged it.

Identical and had that.

So, as far as the wording on the document, it shouldn't be anything at all because it is literally. Identical. Identical.

Okay.

There are a few less things they want to respond to initially, which I think is a good idea, kind of work this up. Sure. Like we did Tullahoma, add things as everybody feels comfortable. Okay. been working on it for quite some time and so finally got everything in line that everybody thought they should have and obviously we're all for it from our side of the house so

It's the same as telehealth, right?

Literally almost identical except for changing the names. And a few less things.

Can I ask, as far as the medical training currently with your current staff?

We have two AEMTs and one EMT.

Okay. Which is part of the reason for the reduced list. Right. Because that's what matters.

Or it's high training. That later on, I guess, Roger, when y'all get maybe a paramedic, y'all would bump up some of your calls that you would want to respond to.

Yeah, within the scope of practice.

Do you want to say that? Nah, I can't read lawyer.

Far and wide.

Well, yeah, all hands on deck. I'm all for it.

Okay.

Okay. Well, you know, one wreck on the interstate, and everybody's tied up. Do we need to vote on that? We do.

I'll make a motion. To approve the MOU? Second. Second by Dr. Keele. All right. Any more discussion?

All those in favor? Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye.

Aye. Aye. Aye. Aye.

Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye. Aye.

Aye. Aye. Aye. Aye. Aye. Aye. Aye.

Aye. Aye.

Aye um so it is my intent to retire end of july and so the board needs to address how they want to replace me can i just for because i wasn't on the board prior i don't think any of us were when you came on When I came on, the authority itself did the interview, did the whole process. That's who interviewed me, and that's who officially sent me a letter offering me the job.

So just the whole board, did you meet with the group collectively, or was it individual board members? No, no, interviewed as a group. So just one at a time, or you would come in, individual candidates would come in, and the board would ask questions? Correct. How do you feel that did?

Well, I like how it worked out. Well, you got the job. I like how it worked out.

Well, I'm just, you know, I'm just trying to get an idea of the pros and the cons. You know, I mean, that's how it was done last time. And how many years ago was that, 2013? So 13 years, you know, I mean, that was a good – I don't know who was on the board at that time, who was on the Amos Authority.

Jimmy Bradford was chair. Jimmy was, yeah.

But – I would say, and I'll be one, I'm sure everybody would echo that we do appreciate your decade-plus, 13 years of experience leading. I know it's not an easy job, and it's one of those you rarely get thank yous, but thank you for 13 years. And I would say kudos to the board last time that chose you because 13 years, And, you know, my definition of success for a position like that is you don't read about it in the newspaper. You know, when – That was my first goal was to get – Yeah, and used to, and I remember. Used to, it was on the front pages all the time. Yes, it was. And I'm like, you know, I've had people come up to me and say something about Amos. I'm like, have you read about it in the newspaper? They're like, well, no. I'm like, exactly. It's working. You know, it's when you start reading about problems, so – So that in large part goes to you and Assistant Chief Tibbs. So anyway, so just to be clear, that's how it was done before. The board just brought the candidates in and interviewed. Do you know how many applicants there were that actually interviewed?

Three or four, five maybe. No, I don't remember the exact number. Obviously, I didn't share that with me yet. Okay.

So what was the process? Like it was posted, you heard about it, you applied?

I only remember one interview, and then they made their decision. I don't remember a process of multiple interviews.

Right, but it was posted, like the job was posted formally.

Yes, because the guy before me came out of Kansas, so it ran in a trade magazine at that time, back when magazines existed. So it went literally nationwide. And then, of course, there are rules. They have to post it in a paper.

Was HR or the mayor at that time involved in it at all, or was it just strictly?

Not with me. I mean, as far as nobody was there but just the Ambulance Authority when I interviewed.

Well, I would say –

my opinion that process previously that was done previously seemed to work but again I thought it went well but I know that I know one thing Tim addressed was the part about I've been through that with a committee and when it's public it's a little more nerve-racking and if we do it it would have to be done in here publicly. So I know Tim was thinking about that as far as bringing people in, doing interviews in, and it be just literally open to the public. Because we would be meeting as a quorum, so therefore it is a public meeting. So I know that's one thing Tim has expressed. Possibly holding a committee to then bring forth a

So a committee would enter, so Tim said a committee.

I don't know. So if we were all on a committee, if you added other people, but we were still in part of that committee, would we still not, if it was this group?

From my knowledge, you would still, if we all met, if enough of us met to be a quorum, then we can make a decision. and therefore to eliminate the violation of the sunshine, it would literally have to be only two of us could be on that committee to then not have a quorum.

You know what number, how many people he wants on the set? Doesn't matter. Oh, no, I don't know.

No, he didn't say. Okay. But yes.

Well, I mean, one of the, I mean, it's a very public job. right it's a public it's a very public job you're leading the ems and i mean it's not an elected position like sheriff right obviously where everybody gets in the whole county gets a vote but in in this situation you know i would say that more so than, I don't know of any group of one, two, three, four, five, six, seven, plus 10, eight people. I mean, we've been around each other for years now. We know what works, we know what doesn't, we know the struggles, we know the challenges that it's had, and I trust my opinion. I trust y'all's opinion. You know, I trust the opinion of you and Tim and Missy and Jeff and Michael and everybody in here. And I'm not saying, you know, if the whole reason is to, you know, not have a public interview. I mean, I can understand, you know, the type of questions that you may ask in an interview could be, if you're really digging into some stuff on somebody's job history. But at the same time, it is a public position.

Yeah, I'd hate for somebody out in the public to say, well, why did y'all not, why were these not held publicly? And they'll say, well, we created the committee so we wouldn't have to. But that doesn't really sound... Well, it's not just because you wouldn't have to.

That's not the reason. The reason was because Tim said that way it would be better for the candidates to feel a little more comfortable answering the questions.

Well... I think it's a tough position, and if a candidate can't feel comfortable enough to come before a committee and answer questions publicly, they ain't wearing enough underwear for the job. I mean, their skin needs to be a little bit thicker if they can't do it publicly. If I want a public job, I'm willing to. I mean, I'm a county mayor. and if I have to sit in the committee and answer questions about what that means in the medical examiner and let the whole county hear that's fine but but because of that I mean I'm dealing with life-and-death situations you know I'm dealing with death in that situation and as a medical director EMS who's dealing with literal life and death situations. I agree with Dr. Keel that I have no problem. I trust the opinion of the people in here. I don't think we need an additional committee to decide because there's no, I don't think you're going to find a group of people who've been through it enough with what we have over the past five plus years to determine what we need moving forward from a personality standpoint, a background standpoint. I mean, we all can have different opinions, and I think that's why we've worked so well together because at times there is some friction within the group, and that's what keeps us from rolling in a wrong direction, rolling out of control. You know, friction is a good thing. It helps to slow a wheel that's heading in the wrong direction down, and I think we were able to do it in a professional way. I don't know because then you start getting into, well, who's going to be on the committee? Well, I want this guy. And I want that guy. Well, what about – I think it's – I don't know. I think it's like, hey, if you want to get something done good in government, let's make a committee to do it. We already got a committee.

Well, it seems to be kind of like outsourcing our responsibility, I guess, a little bit, which if we can bring in some people, I mean, if there's a need to bring in the mayor or bring in HR from the county side to be part of a committee, I can understand that. Sure. I do worry a little bit about the optics of it sounding like we'd be creating a committee so that we could do the selection process in the dark a little bit. That worries me a little bit. Whatever the committee wants.

Well, I do think HR needs to sit in. She needs to sit in on it.

Oh, yeah. She definitely has to be here.

Yeah, so if we wanted to bring some people in, I think that'd be okay. I don't have an issue with that, but I still think it probably needs to be this group. And plus, if we want to add some people, then I think that there may be a good reason to do that, but I don't want to do it.

Does anybody have any ideas who they would want to add?

I know some people I'd like to have. I know our fire chief's been here. He's privy to these meetings and working closely with Telehoma. I would like our fire chief from Manchester. I think that's appropriate. I would like to see maybe because of everything that goes on, Manchester is the busiest site. I'm not saying exclude Tallahoma, but I would be willing to invite maybe the police chief from Tallahoma and Manchester and the sheriff, of course. Or the mayors from Tallahoma and Manchester. I just think having a good public, it's going to be professional. Well, I'm just saying those are the type of people. It doesn't have to be all those people. But people who are going to work with them together from a medical standpoint that understand not just emergency medicine but understand emergencies and people that they're going to have to partner with because the fire chiefs have questions that I'm not going to think of for the new director because I'm not a fireman. It's just something I've always dreamed of being. but I couldn't grow the mustache, so.

Almost.

Yeah. So, yeah. He's got a nice goatee, though. It just doesn't look right with my, when I shave it, so.

It's not the mustache, it's your face. I can see if you had 20 applicants, you might need a committee to narrow that down to five. Yeah. Whatever number. Sure. So that y'all aren't having to meet every night to interview 20, 25, I mean, you know. Yeah, I mean, that's a good point.

And I think that might be part of it is see how many apply.

Yeah, I agree totally. If you get 20 applicants, if we can all agree on some of those people to do a process and go, hey, ambulance authority, here's our five best or whatever. Sure. And then, you know, we could even say we can even vote on one or two to throw in the mix that if we wanted to, you know, if it's like, well, these five made it. I'm not suggesting that that has to be that way. Just. Sure.

How quickly does this have to be done? So you're leaving end of July. You just take over as director until we go through the process, right? And is there a time frame? Legally, is there a time frame that we have to have this done by? No, because once you retire, he would then... basically have the reins and be able to make those decisions we're not in we're not under the gun necessarily and so i think i you know i myself i don't want to make any kind of decisions this meeting about on the committee i think i'd like to look into this a little bit and talk to some people and figure out what uh this was merely just to put everybody

And I got there was another this was another position years ago that had what they did was my two committees a public safety committee of chiefs up bunch of different people in the county And then it came to a board kind of like the Ambulance Authority, but it wasn't us. I won't go into all that. But there was like 20 applicants maybe, and they eliminated all applicants, this first committee, but two which came to this particular board. So this particular board just had two to choose from. I guess what I'm trying to say is there was some I don't think should have been eliminated from that first board that never got to the second board.

And I think that's what Dr. J was talking about. I don't want that to happen. Because if we have 20, 25 applicants, hypothetically, and they come in, and then all of a sudden he's like, oh, well, we don't want to spend three days here interviewing everybody. Let's wheel them down. We still get to look at them all and go, I think that one needs to be.

Yeah, we can still pull in a couple. Or whatever. You know, the committee gets to make a suggestion on who we interview. Hey, we suggest you interview these three people or these five people. Based on criteria. Criteria. This is what we recommend.

Which is, by the way, your next step is what's your criteria. Yes, that would be the next step. Number two would probably be develop what the job description and criteria that we're wanting. So.

I mean, because I agree with you. Because if you just have two people come before the committee, it's like it's essentially been decided. It could be twins, you know.

Zach, do you remember how many applied for the fire chief's job this last time? Because I was on the board that interviewed, but we only interviewed like three final candidates. I think there was more. I don't know who eliminated it down.

that's been the last that i've heard between the cities have they've done that very thing and several got them and then even i think there was one of them i can't remember which done what dr j said well let me pull this one in too who has the final say is it like the board of mayor and alderman i know it works different than the county but like tele home in manchester who makes the final say like on a chief

but ultimately our board the ambulance authority would be who voted in the end right that's that's why I think we need to be involved in the I agree, and this is kind of— Because I don't want to vote for somebody.

Well, and this is what we had a discussion about a long time ago with it shouldn't be one person's decision. At that time, that was a different situation, and it was like, hey, one person wanted the decision, and that can be good if you agree with the decision one person makes. And like I said, I trust each of you because I know your motivation here is not to put your buddy in charge or put, you know, it's to put the person who's going to respond, make sure that if you call 911 or your parent, you know, I know each one of you and trust that that's the decision. We may have disagreements on, well, this guy's got a background and, You know, this guy was a paramedic for 10 years, but he's not that good with budgets, doesn't have experience. Right, and yeah, and that's something that, you know, we can get in the weeds with that in a professional manner, but I trust our decision and our ability because we've worked through some tough things over the years. And that's why I'm, I'm all for, I think that's a great idea. I have a committee. If we have a large number of applicants to try to make suggestions, Hey, here's who we think. And, and they can even rank it, you know, here's our top tier and the reasons why submit it. We reviewed the committee's recommendations and then take however many we decide we can take less, more, whatever, add one or two, and then go from there and have a public. And that way the public can listen to, I think I agree with Kiel that the, It is a public position, and the public deserves to kind of hear that.

another department was like the deal. It's your intent.

I think it's got to be a final.

They can't hire the existing train took all kinds of special, you know, right. So I think that you can't post it, which means you're not going to know how many applicants right until after until August after all, however, ever how long it takes, you have to leave the open for x number amount of time as well. I don't know if it's 30 days, two weeks, but Like you can't open it tomorrow and close it the next day. No, no, no.

I'm not saying now, but the actual applicant time period. Oh, no, no, no. They'll set up, you know, and it probably will be a month or so.

So that's HR's job to tell us that, to make sure.

And it's HR's job also to post it and to come up with a job description.

And they would come to us. Heather would probably more likely come to us and say, here's what I've got on file. Now, do y'all want to make changes? Do y'all want to do anything to it? Whatever the case may be.

I think it would be good if we maybe get a description from her.

And do that.

That's what I was going to say is that it probably needs to be updated.

Yeah, so we can have maybe vote next month on the updated job description that gets posted. Review it. At least make sure what gets posted with your experience.

Because you've got to decide, do you want somebody with a bachelor's, a master's, or is a degree that important? Do you want to make sure they're a paramedic, or are you okay with an EMT? Because all those questions come up every time these jobs open everywhere in the state. Because you have AMTs with 20 years experience, they don't want to apply, but then your paramedics are upset. They're like, I'm not taking orders from somebody who didn't go to medic school telling me what drugs I can put. And so you have to, the board, decide, all right, what do we want the minimum qualifications to be for this job?

Can we go ahead and get that emailed to us before the next meeting?

The current job description?

Mm-hmm.

It's just a description. It's not a requirement.

it just says here's what i do every day it doesn't say what i had to have to get hired i think i think that document is going to have to come it's tomorrow holiday for the county see i don't know whether they had one or not like all the rest of us we were not on this board yeah it happened i think they do because did we not talk about it i know it was before your time you might have been on here

where it was discussed you didn't have to be a paramedic do you remember that i mean that discussion has happened there was a discussion at some time years because um and there are a couple left in the state that are not almost all the services i'll get heather to send yeah email us a copy of whatever requirements we've got that'd be great and i got another meeting i'm sorry guys

I'll tell Tim or you can, Frank, to get Heather to do that.

Yeah, to get the copy of it.

So we can all read over the current job description.

And then I guess the last thing is to maybe by next meeting, we need to think about if, you know, based on the number of applicants, if it, you know, if it's five applicants, we can handle it. You know, if it's 35, you know, we'll need to pick a number that...

Rule out the ones that should have never applied to begin with or that just absolutely do not qualify.

Well, that absolutely do not qualify. They do not meet the at least minimum criteria.

And subcommittee can even go through references and those kind of things and troubleshoot things. Anyway.

And I think we might can even talk Heather into helping on that end of it as far as some of this stuff to call and verify and that kind of.

I think that's kind of the best of both worlds. We get, you know, input from community members and, you know, they participate. And then at the end of the day, we have a good group of applicants to sit and, you know, throw a few questions and get a good idea.

Yeah, because y'all can decide whether you want to interview the top five, the top three, the top ten, however y'all want to. Every one of them? Yeah.

What do you think, because I know leadership plays obviously such a huge role in the medics in the field, EMTs, AEMTs, et cetera. I think it's important to get some feedback in a way from them. or I don't – what do you think is the best way to kind of ensure that the team that we currently have – I don't want one person to come in and whether they have a history – I don't know, you know, just hypotheticals. And I'm not going to go through every hypothetical, but, you know, if somebody comes in, I don't want it to be like, oh, we just had a mass exodus of – Of, you know, these six people left because, you know, like you said, for instance, an advanced EMT takes a job and then you potentially have a few medics that are like, well, I'm gone. And now we're just running, you know, no ACLS.

I was lucky because I started my own ambulance service with one ambulance and three people. So I learned my leadership skills one ambulance at a time until we built the fleet up to nine ambulances and 50 employees. So when I took this job, I already had 20 years of that. You're going to be hard-pressed to find somebody that already has a lot of years of being a director. I mean, there's a couple out there that I know of that are between jobs currently. But your captains... They get the day-to-day operations. They're great at that. But they don't know that you have to renew your CLIA license every two years in order to check blood glucose because the lab says, no, you can't do that without our license. And weird things like that. A lot of that you can learn as it happens. But you've got to have somebody that understands.

Well, and...

So basically I'm middle management, because I've got y'all to answer to. Even though I have the top position, I still have somebody I answer to, and then I have to balance between trying to represent the employees and trying to make sure the board is happy as well. So it's not as quite top dog as when I owned my own company, and yeah, it was me. So you have to get somebody that understands. Like my predecessor, who in 10 weeks went $50,000 over budget, He kind of came in like a bull in a china shop, and it didn't go well. But I don't know how you... EMS has a very poor pyramid, EMT, paramedic, and then just really tight, low to the director. There's not a lot of chances, lieutenants. captain i mean right and so you're basically you're pulling somebody who hasn't ever had that leadership position over a higher department and like knows how to make a budget and knows how to sure because they don't know how to do that i'm just trying to get an idea for what would be the best way to have to ensure because i think getting the input from some team members is important

Getting some – you know, it's kind of like a new coach goes to a new NFL team. You want the players on that team to welcome the coach. You know, they want, hey, we got a new coach coming. We want to be excited. He's going to do good things. And not like, oh, this coach, you know, this coach is an idiot kind of thing. So, we want good buy-in to not just retain our current employees, but hopefully attract more if possible, you know.

Yeah.

so i i don't know so maybe in the next few weeks if if you don't have any idea because you know or talk to them and see you know what kind of input i don't know if that's if put one of our current medics on an interview or on that that committee potentially you know um one of your captains that like wasn't planning on applying Right.

But was willing to sit in.

You're right. Yeah. Right. Somebody who's not looking to obviously apply for the job. I don't know if that's the answer. I'm not trying to supersede anything. I would like to know that the current team. has a representation, you know, as far as, because, you know, what will happen is you're going to get a phone call from one medic that says, hey, look, that guy, no. And then I'm going to get a call from somebody else that said this person, no. And we want to support the people that have taken care, you know, that are in the back of the rigs. So I want to make sure they have some representation or a voice in some manner where they can get to know these applicants, or at least the top tier.

Are the applicants named public knowledge? They would be. I don't know. At what point was it the top five? Or is it public record that everybody who applies? I don't know how the county's rules are on public records.

I think once they came before the committee, it would be.

Once they came, yes. I don't think Dr. J's hit it. I don't think anybody that turns the application in, I don't think Joe Blow Public can come in and say, hey, give me a list of all the applications for this. I don't know that you can do that. But I do know that once they hit the interview list, they are public.

Because that's when you're going to get your feedback. You know, because that's when the employees are going to know. And they will quickly voice their opinions. So that's kind of late in the game, unfortunately. But that's why I was wondering, you know, I don't know. And there's always, they're always scared of change. Sure. Understandable. Every time around us when directors have changed, we sometimes gain an employer or two that literally jump ship before they even know, you know, they're just like, nope, I don't like what I think, and they leave, you know.

Yeah.

So. Not knowing what it's going to be like anymore.

Yeah.

The unknown. Just preemptively jumping ship. Yeah. To another ship that they know nothing about. But they do it. So, you know.

The grass is greener. So we need to think next time.

I was going to say we've got thought for next meeting. Next meeting is when?

I will be out. I'm on a mission trip. Last two weeks of July. 16th through 16th. All right.

July 3rd, Thursday. Yeah, the 16th. So that's the 16th.

So we really can't even make a motion. Oh, no.

I don't think it was anything for a motion or anything. It was just mainly a hey, here's the.

Okay.

Start discussing it, thinking about it, and then when time comes, we'll. Well, with that, I'll entertain a motion to adjourn. Motion.

Second.

All in favor? Aye.