The superintendent search process took center stage at the recent special meeting of the Boonton Township School Board. The board deliberated on various critical aspects of the search, including the hiring process, qualifications, stakeholder involvement, and the timeline for appointment.

A representative from the New Jersey School Boards Association, along with a colleague, provided an overview of the superintendent search process. They stressed the significance of the superintendent’s role in the school and the community and outlined the options for filling a vacancy. These options included hiring a permanent, interim, or retired superintendent, or appointing an acting superintendent from within the district. The board was briefed on the legal requirements for a superintendent, such as holding a school administrator certificate and New Jersey residency.

The presentation also covered the contract submission process to the county superintendent, which requires a cost analysis to justify the proposed salary. Data from previous superintendent salaries in Morris County was presented to ensure salary comparability. The board was encouraged to engage the community throughout the process and seek various input to find a superintendent who would be a good fit for the district.

Further discussions revolved around the differentiation between “required” and “preferred” qualifications in the job advertisement for the superintendent position. The board considered the implications of setting specific criteria for applicants and the decline in traditional paid advertising. Recruitment now relies more on the school website and professional organizations. The board acknowledged the importance of obtaining stakeholder feedback to determine specific criteria for candidates.

The interview process was another focal point, with the board outlining three rounds of interviews that would include various questions and tasks. The final candidate would be subject to a vetting process, including reference checks, before contract negotiations and appointment. The involvement of the community in providing feedback was deemed vital, and the board discussed incorporating this feedback into the job posting and candidate selection process.

The timeline for hiring a new superintendent sparked debate, as the board grappled with the challenge of balancing a thorough search with timing considerations, particularly during the summer months. The process of seeking approval from the county superintendent for an interim appointment was mentioned, with the understanding that finding an interim superintendent could take from a few weeks to several months.

Public comments opened up a dialogue about the impact of recent legislation on the number of principals and superintendents, and the board clarified that the legislation in question had not passed. Questions were also raised about how the community could be informed about surveys or listening sessions, with the board indicating they would work with a consultant to engage the community effectively.

The board then entered an executive session to discuss confidential matters before returning to approve a personnel motion and a board business motion related to the superintendent search. In these motions, they approved the partnership with the New Jersey School Boards Association for search services.