The Dexter Leader
A Heritage Newspaper
Weekly Publication
District hears advice on finding new superintendent
By Sean Dalton, Staff Writer
PUBLISHED: January 17, 2008
In the face of Supt. Evelynn Shirk's impending retirement next June, the Board of Education has begun taking the first steps to seek out her replacement.
Advertisement
The Michigan Association of School Boards had one of its representatives, Co-director of Field Services Carl Hartman meet with the board.
The biggest decision that the board has to make is whether it will seek an internal candidate or candidates to ascend to the role of superintendent or if the district will court outside candidates.
Shirk was appointed superintendent four years ago from within the district.
Prospective replacements have already inquired through MASB about the post.
According to Hartman, the district must hire a consultant if external candidates are considered, in order to find the best candidates in the most timely fashion.
"There are lots of reasons," he said. "One, they are trained to assist (school boards), two, they know the candidates and know where to find those people. I think it's important that a consultant keeps you out of trouble, making sure that all of the rules are followed," adding that in some cases, if the process isn't handled properly, candidates who are passed over for the position could file a lawsuit.
MASB's fee is $6,000 for the search and up to $500 in expenses, such as mileage.
The projected salary for candidates apply for the top spot in a district such as Dexter with up to 4,000 students is $120,000 base, including a permutation of wage and benefits to be determined by the district or in negotiations with the candidate.
Enough time must be factored in to properly accrue a list of candidates based on criteria to be set by the board, which will be used to narrow the field of prospective superintendents to four or five applicants, and that's just the beginning, Hartman said.
He characterized the pool of candidates as being unique for the period of time in which Dexter is seeking a successor to Shirk, as well as described the unique appeal of Dexter to outside candidates.
"With this district's reputation and location, you're going to get a good number of candidates," Hartman said, although that number would be fewer due to the number of experienced superintendents who are in the baby boomer age group that are retiring.
"Years ago you had a logical progression of teacher to principal to administration office to superintendent," he said. "The younger age group hasn't quite gotten to that point of experience yet and might feel more comfortable where they are."
A core step is developing a timeline for the process, regardless of the method or targeted candidate pool.
Hartman recommended three workshops, if the MASB is chosen to fill the role of candidate search consultant. The next steps of the process are an interview process and a second set of interviews with a narrow field of candidates. At some point, Hartman suggested a visitation to candidates' districts to see if performance matches the content of those interviews.
For much of the process the district will have to advertise for the position, either internally or through the MASB or other consultant methods.
Hartman also suggested talkING to staff, students, parents and constituents about what leadership qualities are important.
It's also important that a workshop be held to establish a positive relationship with the board, according to Hartman. "The number one criteria for someone making the move is the superintendent/board relationship ... if you don't have a good relationship it would be a short tenure."
"If a candidate is found from within, you just stop the search. We will bill you up to a point, costs up to that point and it will be done."
Hartman suggested that if there is an internal candidate or candidates that they go through the process competing for the position against external candidates, "since it lends instant credibility to that candidate and the district's choice."
One problem with a mixed search, according to Hartman, is that once an internal candidate becomes an applicant that can drive external candidates away. "Sometimes it is leaked that a strong internal candidate is in the running and that can hurt the process."
A typical search takes 12 weeks, according to Hartman, who said that if the process starts this month, the district would be in a good position to have a replacement in a timely fashion.
The board made it clear that they wanted to have the bulk of the process well in hand before the $47 million bond extension in May, possibly with a candidate named by mid April, thus giving that individual enough time for a workshop and a brief transitional work period with Shirk and staff.
Later in the board meeting, two members of the search committee were confirmed. Julie Schumaker and Kim Covert volunteered. While the board will make the decision, the committee will help with some of the "leg work" according to Board President Larry Cobler.
The board will also be interviewing individual staff members for feedback in the coming weeks.
Schumaker, who has been talking timeline since December, said that she would like to see a decision on internal or external by end of this month, which would give the district until April for the search.
"It puts us ahead of the bond election," Schumaker said.
Not all stories are guaranteed to appear
online. The Web edition contains a reasonable
sampling of the print edition stories.
For the most complete news coverage, we invite you to
subscribe
to the print edition of the paper.
Expanded
Web
Coverage
TOP JOBS
