The meeting began with a notable presentation from the Minnesota School Boards Association (MSBA), introduced by the Executive Director of Human Resources. The association highlighted their approach to conducting superintendent searches, emphasizing the importance of diversity and adaptability in the search process. Barb Dorne, the Director of Leadership Development and Executive Search at MSBA, outlined a plan that included stakeholder involvement at multiple stages. This plan featured innovative elements, such as search preview meetings and Q&A sessions hosted on virtual platforms to ensure community members remain informed and engaged.

Dorne stressed that the search would be shaped by the district’s evolving priorities, with a focus on creating a concise leadership profile. This profile would be informed by stakeholder feedback, allowing the board to align their objectives with community expectations. The MSBA presentation underscored the importance of adapting the process to reflect the district’s uniqueness, with a strategic roadmap central to the search strategy.

Stakeholder engagement was a recurrent theme throughout the meeting. The board discussed various methods to facilitate community input, such as public surveys in multiple languages and student-friendly options. The significance of removing barriers to participation, like childcare and transportation, was highlighted to ensure inclusivity. Additionally, traditional listening sessions and focus groups were considered, though the board expressed caution about potential participation challenges.

The presentations also addressed the need for innovative outreach strategies during candidate interviews. Firms suggested creative ways to incorporate community feedback, with options like virtual interviews and extensive advertising both locally and nationally. The board was informed of existing candidate interest.

Another area of focus was the recruitment philosophy, which emphasized direct board access to all applicant materials. The importance of understanding state-specific licensing requirements was noted, particularly for out-of-state candidates. The MSBA also recommended bias training for the board to uphold equitable practices during the candidate vetting process.

The meeting featured presentations from other firms as well, each offering unique approaches to the search process. One firm, HYA, underscored their capability to recruit candidates, rather than waiting for applications to come in. They highlighted their structured support for newly appointed superintendents, which includes a six-month program to aid transitions, setting performance expectations and establishing a 100-day plan.

The board explored financial aspects, with firms presenting structured fee proposals and additional support options. The MSBA and others underscored their commitment to a transparent fee structure.

A recurring discussion point was the timeline for the search, with most firms suggesting a timeline culminating in a signed contract by mid-March. This aligns with the typical high search season, from January to April, positioning the district ahead of schedule by initiating the process early.