The Director of Human Resources, Patty Brown, spearheaded the discussion by outlining a plans for the superintendent search process. She proposed a search committee structure that includes two school committee members, two staff members (comprising a teacher and an administrator), and a parent representative. This committee will be pivotal in pre-screening candidates and recommending them to the full school committee. Brown emphasized the necessity for the committee to remain transparent and thorough in its evaluation process, stressing the importance of understanding the dual roles many staff play as both employees and residents of Marlborough.

The process will begin with an initial meeting to review committee roles, select a chair, and discuss the job description and screening criteria. Following this, the committee will develop interview questions, review applications, and select candidates for interviews. A subsequent meeting will focus on reference checks, culminating in the presentation of finalists to the school committee. Brown also highlighted the advantage of inviting finalists to engage in interactive activities within the schools to receive feedback from both staff and the public.

The dialogue revealed a sense of urgency due to the closing date for job applications being set for January 27. There was a consensus on the need for timely action to form the initial committee that will undertake the review of applications. A member expressed confidence in Brown’s expertise to guide the process and ensure the alignment of screening measures with the job description’s qualifications.

In exploring the composition of the search committee, members deliberated on the optimal number of participants. The proposal of having three committee members was debated, with the argument that it would maintain flexibility and attendance in the event of unforeseen absences. A democratic process was suggested for selecting these members, involving drawing names from a hat, which was humorously suggested to be an orange bucket. Ultimately, the names drawn were Dan, Mrs. Hennessy, and Mrs. Ryan, who were tasked with representing the school committee.

Further discussions covered the selection of staff and parent representatives. It was suggested that interested staff express their reasons for wanting to participate and that previous contributors to the search process be considered for their valuable insights. The committee also planned to communicate with the Marlborough Education Association president to ensure an administrator’s inclusion. To recruit parent representatives, the committee planned to leverage social media and PTO channels.

Attention was also given to the logistics of the search process, including the setup of a designated point of contact for applicants. An email address, likely belonging to Brown, was mentioned as the primary means for candidates to express interest. The committee aimed to complete the formation of the search team within a month following the application deadline, with communications to the community set to ensure transparency and participation.

A motion was introduced to solidify the search committee’s structure, accounting for the number of candidates and the potential need for additional meetings. This motion also included adding another school committee member to the process to ensure thorough representation. The committee planned to hold an initial meeting on January 28 to update on the number of applicants and refine the search strategy.

The meeting concluded with the presentation and approval of the charge for the search committee, which involved screening and interviewing candidates before recommending qualified candidates to the school committee. A suggestion was made to amend the language from “successful candidates” to “qualified candidates,” underscoring the importance of thorough evaluation before declaring any candidate successful. This amendment was unanimously approved.