11:52The condensed version stated “a valid superintendent certification license,” while the extended version included “assistant superintendent license or eligibility for such a license.” Concern was raised that this language might exclude qualified out-of-state candidates who could quickly obtain Massachusetts licensure. To address this, the committee considered modifying the job requirements to specify “Massachusetts superintendent assistant superintendent license or other state superintendent assistant superintendent license with eligibility for Massachusetts license.” This change was proposed to attract candidates with relevant experience from other states.

The committee also addressed the salary range for the superintendent position, noting that the average compensation for similar districts is around $186,000, with a low end of $158,000. They acknowledged that salary expectations could influence the pool of candidates and discussed whether transparency about compensation might help attract suitable applicants. One committee member suggested that candidates would likely research salary ranges independently before applying, implying that openly stating the salary range could enhance the attractiveness of the position.

Another point of discussion was the timeline for the application process. The committee reviewed data showing that the average posting period for similar positions is about two and a half weeks to a month. One member suggested incorporating a preferred application submission timeline, enabling flexibility if a strong candidate emerged before the deadline. However, there was caution against setting a rigid deadline, as it might exclude potentially suitable candidates who apply later. The importance of not limiting the search due to a strict deadline was emphasized, with suggestions to encourage prompt applications while remaining open to late submissions.

The committee ultimately reached a consensus on amending the job description to include the newly suggested qualification language. A motion to approve the revised job description was made, seconded, and passed unanimously. With the approval, the committee aimed to promptly post the job description.

0:02In addition to discussing the superintendent job description, the committee touched on the process for large expenditures. It was explained that the committee annually approves a budget, which undergoes a town meeting process after receiving recommendations from the finance committee. The school committee allocates funds across different line items once the total appropriation is received. Expenditures outside the approved appropriation require committee approval for line item transfers, typically occurring at the end of the fiscal year. The discussion provided clarity on the existing policies and ensured transparency in financial matters.

Staffing concerns were also addressed, focusing on new hires and staff movements. The inquiry revolved around whether these matters were within the committee’s jurisdiction. It was clarified that hiring a replacement for a vacant teaching position remains within the same budget line item unless salary adjustments or unexpected expenses arise. The committee’s hiring authority extends to specific positions, including the superintendent, with only a few contract positions requiring committee approval. Currently, there are two such positions up for review at the end of the fiscal year.

During the meeting, members also discussed the compensation for administrative substitutes and how it fits within the existing budget. Questions were raised about whether substitute administrators are funded through a designated line item for substitutes, prompting the need for further inquiry with the business office. Members reflected on past experiences, emphasizing the importance of understanding expenditures and maintaining communication with the business office to ensure financial transparency and accuracy.