One aspect of the meeting was the planned engagement of the community in the superintendent search process. The board scheduled a virtual Q&A session for February 6, designed to encourage community involvement by allowing pre-submitted questions. Despite historically low live participation numbers, recorded sessions have shown significant post-event viewership. This session aims to foster inclusivity by addressing all questions during the live broadcast, with the recording made available for later viewing.

Preparations for the superintendent interviews were another major focus. The board is keen on ensuring members receive interview training to comply with legal restrictions, particularly concerning protected classes. Members were reminded of the importance of confidentiality, especially regarding candidate information. Security measures such as accessing applications through a secure cloud platform were highlighted, along with the prohibition of sharing login credentials to prevent unauthorized access.

The board discussed a tentative timeline for the superintendent search, with applications opening on January 28 and closing on March 4. The process includes a public survey, which will run from January 29 to February 19. Concerns about survey fatigue were addressed, with the use of anonymous surveys praised for facilitating broader engagement. The board intends to name finalists by mid-March, with interviews scheduled later that month.

The importance of maintaining a fair and consistent evaluation process was stressed, particularly regarding potential site visits to candidates’ home districts. While such visits could enrich the selection process, they have been less common due to technological advances and time constraints. Any decision to conduct site visits would require offering the same opportunity to all finalists to avoid perceived biases.

Contract negotiations with selected candidates were another topic of discussion, with suggestions for a committee or designated board member to handle the negotiations. The board aims to finalize negotiations swiftly to prevent losing candidates to other offers. In support of a smooth transition for the new superintendent, a fall workshop is planned to establish performance expectations and priorities.

Board members reviewed a vacancy brochure draft, focusing on accurately portraying district highlights and ensuring the inclusion of appealing descriptions such as the Blazing Star bike trail. The board debated whether to require previous superintendent experience, ultimately agreeing it should be “preferred but not required.” There was also a discussion on the salary range for the new superintendent, with a proposed range of $165,000 to $195,000 based on comparisons with similar districts. The board stressed the importance of flexibility in the range to accommodate negotiation based on candidates’ qualifications.

In terms of community engagement, the board emphasized the inclusivity of the surveys, available in both English and Spanish, with paper copies provided for those without computer access. There was a call to include diverse identifiers in the survey and ensure student voices are captured. Translations into other languages, particularly Karen, were considered to reflect the district’s diversity.

The board is also contemplating a more comprehensive background check for candidates, involving educational and employment verifications, along with social media evaluations. This decision is deferred until finalists are identified, allowing for selective application based on candidates’ backgrounds.

The session concluded with a focus on communication strategies during the search process. The board was advised to maintain a unified voice, with the chair as the spokesperson for media inquiries. Members were cautioned against recruiting individuals for the position or serving as references to avoid conflicts of interest. The board was reminded of the importance of managing public perceptions and addressing any misinformation to ensure the integrity of the search process.