Superintendent Search Service

 

An Overview

The selection process will proceed through several stages.  Our role will be to assist you through those stages with a minimum of repetition or delay.  In outline form, the process includes the following steps:

  • Development of criteria for selection
  • Formal advertising and informal contacts to produce a list of applicants
  • Review of applications and selection of candidates
  • Paper screening criteria
  • Interview process
  • Selection of top candidates
  • Reference checks
  • Negotiation of terms of employment and development of contract
  • Final selection and introduction to the community

We offer a variety of search approaches designed to meet your special needs.  Our three most popular approaches are:

      1.

Traditional Superintendent Search

This process is normally completed within four months and includes traditional advertising/ announcement methods.

      2.

Expedited Superintendent Search

Recommended in circumstances where a Board wishes to complete this responsibility as quickly as possible.  This process does not make use of the traditional advertising/ announcement methods.  The search can be completed as much as two (2) months prior to the completion of the traditional search.

      3.

By Invitation Only

In this process the Board meets with the Consultant to receive input on the qualities which the Board believes are most essential in the make-up of the new Superintendent.  The Consultant brings to the Board a number of candidate portfolios which the Board reviews and narrows to the number the Board wishes to interview.  The Board then interviews the finalists, narrows the group further and may visit the communities of the finalists.  The Board then interviews the finalists and makes its selection.

All searches include the development of a research/Board-based analysis of the role of the Superintendent.

We will maintain the highest ethical standards and observe all statutory requirements of the State and the Federal Government as applicable to this process.

The Superintendent Search Process

      ►

Development of criteria for selection

The Board of Education will identify the personal and professional qualities that the Board considers to be essential in a Superintendent candidate. 

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Formal advertising and informal contacts to produce a list of applicants

If the Board selects a traditional search process, a position posting will be developed and the Board will be advised regarding appropriate organizations and publications that should be used to circulate the posting.

The Board will develop the salary range and benefit package for inclusion in the posting.

The Board and the Consultant will organize, develop and provide for distribution a brochure and develop advertisements for use in appropriate publications.

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Review of applications and selection of candidates

The Consultant will provide an office location for the receipt of all applications, establish a file of the applications, acknowledge all applications received and notify all candidates not selected for interview.

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Screening Criteria

The Consultant will work with school district employees, selected students, members of the community and others as recommended by the Board in order to receive their input, commentary and recommendations regarding the criteria that should be considered in the selection of the Superintendent.  This input shall be summarized by the Consultant and provided to the Board.  This approach is generally used only with the Traditional Search process.

A copy of the criteria as determined by the Board shall be provided to candidates and made available to interested parties as directed by the Board.  (The Board will review the community criteria prior to finalizing the development of the postings.)

The Consultant will provide an initial screening of the credentials of the applicants, seek clarification of credential information, if necessary and appropriate, and provide a listing to the Board of those candidates who meet their screening criteria and a listing of those applicants who do not.

The credentials of the candidates will be reviewed with the Board during a screening session that meets all state and federal statutory requirements.

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Interview process

Working with the Consultant, the Board will determine the process to be followed regarding community interviews and the level of community participation in the process.

An initial set of questions concerning the most essential areas of inquiry will be developed with the assistance of the Consultant.

Training will be provided to the Board of Education in preparation for the interview process.  The Consultant will be present at all interviews to assist the Board.

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Selection of top candidates

Prior to the final interview of the top candidates, the Board may wish to visit the districts in which the candidates are currently employed.  The Consultant will assist with preparations for the on-site visit.

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Negotiation of terms of employment and development of contract

The Consultant is available to represent the Board in discussions with the candidate regarding development of an employment contract.  That expense is included in the Consultant fee presented with this proposal.

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Final selection and introduction to the community

The formal resolution appointing the Superintendent should take place following the consideration of significant contract terms.

The Consultant will prepare for distribution a brochure including pertinent information which can be used to announce the appointment of the Superintendent and to introduce the Superintendent to the community.

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The Metro Bureau

We are based in the metropolitan Detroit area.  The Consultants and their Associates will maintain the highest ethical standards and observe all statutory requirements of the State of Michigan and the Federal Government as applicable to this process.

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Completion of Consultant’s Obligation

The Consultant’s obligation shall conclude with the employment of a Superintendent by the Board from the group of candidates resulting from the screening process or upon the rejection by the Board of all of the candidates.  If the Board rejects all candidates, at the request of the Board, the Consultant will conduct an additional posting and screening of candidates.  Prior to initiating the added posting and screening of candidates, the cost to the Board for the added Consultant service shall be agreed to by the Board and the Consultant.