Keys to a Successful Superintendent
Search
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Successful Superintendent Searches
The Board hires 1 person –
the Superintendent.
Success starts with a proven process driven by your unique criteria.
Hiring a
Superintendent
is one of the most
important
decisions a
Board makes.
Preparation is Key
Vacancy Options
Superintendent’s Salary Considerations
Base Salary | |
Must be comparable to similarly credentialed and experienced administrators in the region with similar enrollment, achievement, challenges, & grade spans. | Negotiable. Contract must first be approved by the Executive County Superintendent prior to Board approval. |
Merit Goals – optional Negotiated (not pensionable) | Up to 14.99% of salary annually |
Up to 3 Quantitative merit goals Up to 2 Qualitative merit goals | Up to 3.33% of salary each Up to 2.5% of salary each |
Interim Superintendent – contracted daily rate. Annual salary ÷ 260 days
Acting Superintendent – agreed upon additional compensation for additional responsibilities.
Focus on the Process
3Stages
Communication
is critical throughout
the process.
Focus on the Process - Communication
Preparation
Board
Member
with Relative
employed
in the
District cannot
participate.
Preparation�
Who - Selecting a Search Firm or Process
Scope
Budget Approximate:
Preparation - Search Timeline
Set the timeline based on the district’s goals and needs.
Do not let the timeline drive the process.
This is too important of a decision – do not settle! SELECT!
6 - 8 weeks
4 – 6 weeks
2 – 4 weeks
Preparation -�Sample Calendar
Mid-March | Initial meeting with Board to review process, priorities, calendar, etc. |
Mid-March to Mid-April | Stakeholder input/criteria development – in-person/virtual input sessions with various stakeholder groups and survey. Use data to develop search-specific criteria. |
Mid-March to Mid-April | Advertising of search opening/application window opens |
Mid-April | Deadline for receipt of completed applications |
Mid-April | Consultant reviews applications, may conduct preliminary/screening interviews, and weights the applicant pool based on criteria |
Mid-April | Consultant reviews applicants with non-conflicted members of the Board. Board selects applicants for first - round Board interview. |
Late April | Board conducts first-round interviews. Narrows the pool for 2nd round. |
Late April to Early May | Board conducts 2nd round interviews. Selects 2-3 finalists |
Early May | Board conducts finalist round of interviews. Selects 1 finalist |
Early May | Check references, schedule district visits. Begin contract negotiations. Submit contract to County Superintendent for approval. |
Mid-May | Board hires and publicly approves new superintendent |
August | New superintendent begins work in district, approx. 60-90 days after appt. (Dependent on terms in candidate’s existing contract.) |
Preparation –�Role of Staff, Students, Parents, and Community
via
Board is legally
charged with hiring
but must be an
inclusive process that
considers the needs of
all stakeholders.
Preparation – �Role of Staff, Students, Parents, and Community
Invest the time to both inform and gather input from stakeholders via input sessions and a survey.
Input informs:
Sample In-Person and/or Virtual Input Schedule | Sample Input Groups |
During school day | Meet with students, non-classroom staff, administrators |
After dismissal of school day | Classroom staff |
Evening/daytime | Parents/Community |
- Preparation�Use of Criteria in Advertisement
Ad Criteria:
Tells the applicants what the district is looking for.
Used by Board and consultant to weight the pool of applicants
Required – must have. Disqualifier.
Tighter net.
Preferred – nice to have but not a disqualifier.
Wider net.
Preparation - Advertising
Preparation – �Collection of Application Materials
Possible
materials for
consideration
Identification - �Selection Criteria
Once the application window
closes:
Identification - Interviews
Transition –�to New Superintendent
Now that your new superintendent is in place, the Board plays a critical role in paving the way for future success.