2120 — Superintendent Recruitment And Selection

Section: 2000 - Administration
Status: Active

Adopted: 2021-09-09

Policy text

SUPERINTENDENT RECRUITMENT AND SELECTION

The Governing Board recognizes that it is vested with and has a direct responsibility to select and employ the Superintendent. Whenever it becomes necessary for the Board to fill a vacancy in the position of Superintendent, the Board shall work diligently to employ a person whose management and leadership abilities are most closely aligned with district needs.

The Board shall establish and implement a search and selection process that includes consideration of:

The district’s current and long-term needs, including a review of the district’s vision and goals
The desired characteristics of a new Superintendent, including professional experience, educational qualifications, leadership characteristics, philosophy of education, and other management, technical, interpersonal and conceptual skills, as well as the priorities the Board wants to place on different skills, strengths, and learner
The scope of the search, including both internal and external candidates and, if external candidates will be considered, whether to conduct a statewide or nationwide search
Hire a professional adviser to facilitate the process of a search for a superintendent, including but not limited to establishing with the Board:
1. A salary range and benefits to be offered
2. Define the basic elements of a superintendent’s contract
3. How and when to involve the stakeholders in certain phases of the selection process
4. The best methods for advertising the vacancy and recruiting qualified candidates
5. The process for screening applications and determining how the screener(s) will be selected
6. Interview questions, processes and participants
7. Organize the logistics of the interview process
8. How and when candidates’ qualifications will be verified through reference checks
9. Other actions necessary to ensure a fair selection process and a smooth transition to new leadership
The Board, working through their president and/or designee and advised by the district’s employment law firm, will finalize the language of the Superintendent’s contract with the selected candidate.

Even if a professional adviser is used to facilitate the process, the Board shall retain the right and responsibility to oversee the process and to review all applications if desired.

The Board shall select candidates to be interviewed based on recommendations of the screener(s) and the Board’s own assessment of how candidates meet the criteria established by the Board.

The Board shall interview preliminary and final candidates in closed session and determine the most likely match for the district.

The selected candidate shall hold both a valid school administration certificate and a valid teacher’s certificate. The Board may waive any credential requirement but shall not employ a person whose credential has been revoked by the Commission on Teacher Credentialing pursuant to Education Code 44421-44427.

Before offering the position to the selected candidate or making any announcements, Board members may visit that candidate’s current district, as appropriate, to obtain verification of their qualifications.

The Board shall deliberate in closed session to affirm the selection of the candidate and shall report the selection in open session.

The Board shall conduct these proceedings in accordance with legal and ethical obligations regarding confidentiality and equal opportunity.

As necessary, the Board may appoint an interim superintendent to manage the district during the selection process.