executive search services
Our country's school boards face a challenging task when they must seek a replacement for their superintendent or other executive staff. Let us be your trusted partner in building stronger schools! We understand that finding the right leaders for school districts is crucial for success, and that's where we come in. We specialize in helping school boards find the perfect superintendent or member of the district’s executive staff. Our mission is simple: we work closely with the board of trustees to understand your unique needs and then connect you with talented leaders who share your vision for a thriving school community. With our support, you can navigate the hiring process smoothly and confidently, ensuring that your school district has the strong, capable leaders it needs to provide the best education for students. Let's work together to shape a bright future for your schools!
How We Function
Modern EducateHR’s Superintendent & Executive Staff Search Service makes use of a cadre of trained professionals who work together to facilitate an effective search process from the very first meeting. Once Modern EducateHR is contacted by a local school board, a member of the search cadre will meet with the board to outline the process and create a proposal contract for the Superintendent & Executive Staff Search Service.
Communication
Communication and organization are critical to successful searches. We use web-based delivery systems that give our clients anytime, anywhere access to all documents regarding the search. Whether through a tablet, smart phone, laptop or desktop computer, the Board and search consultants have confidential access to all information associated with the search in an organized, transparent, and timely manner.
Our Fee Schedule
- Basic fee will be negotiated based on the size of district
- Advertising fee will be dependent upon the extent of search
- Criminal background check will be charged at actual cost
Additional Services Available
- Revising and updating superintendent job description
- Assisting in contract negotiations
- Assist in developing contract (legal review recommended)
- Schedule and/or conduct on-site visit(s) to finalists’ home districts
- Assist in developing superintendent performance appraisal
Scheduling the Superintendent & Executive Staff Search Service
The Modern EducateHR Superintendent & Executive Staff Search Service may be requested by contacting Keith Lewis at (775) 443-5451 or keith@moderneducateHR.com. Mr. Lewis will schedule a mutually convenient time to meet with a member of the search cadre to determine the board’s needs and to draft a proposal/contract. There is no cost for this initial meeting. All costs for the Superintendent & Executive Staff Search Service are identified in the proposal/contract which must be approved by the board before it takes effect.
Our 7-Phase Process
We know that all districts are not alike. While we have outlined our 7-phase process below, we will collaborate with the school board to build the best search that best fits your needs! Whether simple advertising and recruitment is desired or a comprehensive community engagement process, we build a search to your needs and fiscal constraints.
Phase 1 - Identify District Priorities the Qualities Desired in a Superintendent
Conduct an interview with each Board Member and other key education and community leaders identified by the Board, such as administrators, teachers, parents, business leaders, and others, to determine the perceived needs of the district and the attitudes, abilities, and skills most desired in the new superintendent. If desired, an online survey will be used to gather input from a large number of stakeholders within the community.
Phase 2 - Advertise and Administer Recruitment and Application Procedures.
Develop appropriate recruiting materials describing the District and position and announcing the vacancy. Announcements will be distributed to key agencies and individuals throughout the country and especially the western region, and electronic advertisements will be developed for posting on key educational leadership websites. This broad-based advertising strategy ensures the Board will reach a wide and diverse audience of potential candidates. An application form and procedures will be proposed by the consultant, subject to approval by the Board of Trustees.
Phase 3 - Targeted Personalized Recruitment
In addition to general advertising regarding the position, our team will personally contact respected, knowledgeable people throughout the country and describe the desired characteristics of the superintendent as determined in Phase 1. Targeted contacts will be asked to identify exceptional business and educational leaders whom they know personally and who could best meet the District’s requirements. Each of these nominees will be confidentially contacted to determine whether there is an interest in pursuing this superintendency. It has been our experience that this personalized recruitment approach can dramatically increase the number of high-quality candidates in the selection pool. Without this confidential “targeted” approach, some of the best leaders will remain on the sidelines and not be active candidates. It is not practical, today, to rely on a known pool of people who are searching for a new position; and it is obviously in the best interest of the school district to find and recruit the most outstanding candidates.
Phase 4 - Screening Candidates and Reference Checks
Under the direction of the Board of Trustees, we will prepare a list of candidates. A thorough reference check will be conducted for identified candidates through personal contact with people who know each of the applicant(s). Identified desired characteristics will be explored, and a thorough background check will be conducted. The search consultant will meet or connect by phone with the candidates it recommends for an interview. Procedures will be established ensuring that all candidates’ information and materials are available to all members of the Board of Trustees.
Phase 5 - Interview Candidates
Interview times will be arranged with the Board of Trustees for the final candidates. We will design jointly with the Board an interview process that includes representatives of the internal education community, the broader community, and other designated parties. A suggested interview structure and procedure, including sample questions, will be provided to the Board by the search team for review and modification. We will collaborate closely with all parties to ensure that the interview process is positive and productive for all involved.
Phase 6 - Contract Development and Arrangements
We will work with the Board, the successful candidate, and the Board’s attorney to assure that the final employment agreement reflects the understanding of the parties and the expectations of the District for the superintendent’s performance, and evaluation measurements.
Phase 7 - Determination of First Year Goals and Development of Entry Plan
The search team will collaborate with the Superintendent and the Board to assist in the transition process and to assure that the candidate and the Board build a plan for the Superintendent’s introduction to the district and the community. We will provide at least two follow-up visits during the first year to help merge the expectations of the District with the Superintendent’s performance and evaluation measurements. These visits will be planned to assist in managing any “rough spots” that may develop early in this relationship.
