The meeting’s primary focus was the ongoing superintendent search, with the committee narrowing the candidates to three finalists: Evan Bishop, the current high school principal, Mark Mlin, the superintendent of South Hadley, Massachusetts, and Ross Malkrin, the Director of Finance and Operations for the Noober Regional School District. The search committee, comprising 12 members, conducted interviews with 11 candidates over several evenings before finalizing the top three contenders. The committee expressed satisfaction with the caliber of applicants and the depth of their interview responses.

The chair underscored the importance of equitable treatment for all candidates, stressing that each finalist would have the opportunity to meet with parents, teachers, and students in Hopkinton, as well as being visited in their own districts. This approach aims to provide a comprehensive view of each candidate’s capabilities and compatibility with the district’s needs. Special efforts will be made to ensure that Evan Bishop, the internal candidate, can engage with the community on equal footing with external contenders, addressing any perceptions of bias.

Community engagement is a critical aspect of the selection process. Public resumes of the finalists will be accessible on the school district’s website, encouraging feedback from community members. Interviews with the candidates will be recorded and made available for public viewing, allowing for additional input without compromising the integrity of the process through live streaming. The committee stressed the importance of transparency and community involvement throughout the selection period.

Site visits are scheduled to begin shortly, with the committee aiming to complete these before transitioning to interviews. The proposed timeline is designed to allow for a comprehensive deliberation period after interviews, with the objective of finalizing the selection without unnecessary delays. These visits will include opportunities for candidates to interact with district stakeholders and provide insights into their suitability for the superintendent role.

The committee also discussed logistics for candidate interviews, focusing on ensuring a fair and balanced process. Each interview is expected to last 90 minutes, with time management being key to accommodating follow-up questions. Committee members were advised to prepare questions in advance, aligning them with community expectations and the competencies outlined in the successful candidate profile. This profile was developed using community input and emphasizes instructional leadership, community engagement, and fiscal management.

During discussions about the deliberation process, the committee highlighted the need for professionalism and positivity when discussing candidates. It was suggested that members focus on candidates’ strengths and how they align with the district’s goals, avoiding negative comparisons. The committee intends to reach a consensus or majority vote before entering negotiations with the selected candidate.

Logistical considerations for site visits included ensuring varied participation from committee members to provide diverse perspectives. The involvement of staff members with relevant expertise was also recommended to enhance the evaluation process. The committee acknowledged the challenges of coordinating schedules but emphasized the importance of equitable treatment for all candidates.

Finally, the committee addressed the importance of effective question preparation for interviews. Members were reminded that while responsibilities can be delegated, accountability remains with the individual in charge.