South Lane board adopts superintendent search criteria, sets $180,000–$220,000 salary range and approves advertising plan

The South Lane School District Board of Directors on Thursday reviewed and revised consultant-drafted superintendent search criteria, voted to post a $180,000–$220,000 salary range for applicants and approved a plan to place recruitment ads using the consultants' standard, no‑cost channels while checking eligibility for one additional free listing.

The board took the actions during a specially scheduled meeting focused on starting the search process for a new superintendent. Robin, a consultant leading the engagement work, told the board that consultants met with 55 people in focus groups and received 115 survey responses, for a total of 170 respondents across interviews, focus groups and surveys.

Why it matters: The criteria and the salary range will shape which candidates apply and how the district conducts interviews and contract negotiations. Board members emphasized the need to attract a leader with district-level experience who understands the district's rural and small‑town character, and to protect commitments already in place—such as professional learning communities—while improving operational consistency.

Consultant summary and board edits Robin (consultant) summarized the engagement findings that informed the draft criteria, saying, “In all, 55 people met with us in focus groups. The survey responses — 115 were received. So in all, 170 respondents, individual, answering the 3 questions.” She described strengths identified by respondents (staff resilience, PLC work, CTE offerings, inclusivity and early‑learning programs) and challenges (leadership turnover, academic rigor gaps, student behavior and inconsistent operations).

Board members discussed wording and emphasis in the one‑page criteria document. Several directors said the document should signal that the district seeks a candidate with “district‑level experience” and “an understanding of rural and small‑town schools.” Robin revised the opening sentence in real time to read, in substance, that the board seeks an “exceptional educational leader with district‑level experience and an understanding of rural and small‑town schools” who embodies the listed skills and attributes.

Directors also asked the consultants to make explicit the board’s interest in preserving and supporting the district’s professional learning communities (PLCs). The consultants revised language under instructional leadership to emphasize supporting and empowering PLCs and educators to use data to improve instruction.

Public comments Two members of the public spoke during the public‑comment period and limited their remarks to the superintendent criteria. Johanna (Resident) asked the board to be cautious about ceding authority to outside consulting firms, citing a prior city manager search in which she said survey data and executive‑session handling later raised concerns; she said, “I encourage you guys not to give up that authority to an outside agency to protect yourselves.” Robert (Resident) urged the board to seek candidates who can engage with questions and admit they do not have all the answers.

Votes and formal actions - Adopt criteria: A board member moved to adopt the consultant‑drafted criteria with the edits made during the meeting; the motion was seconded and approved by voice vote with no recorded roll‑call. - Salary range: After discussion of comparative PERS‑adjusted pay in the consultant packet, the board agreed on an advertising range of $180,000 to $220,000 (annual base salary) for the superintendent position; the motion carried by voice vote. - Advertising plan: The board authorized the consultants to post the vacancy through their standard outreach (state and national K‑12 listservs and the firm’s e‑blast) without incurring additional paid posting costs, and asked staff to confirm whether the district qualifies for a free posting with the Association of Latino Administrators before paying any fee.

Supporting details and timeline Consultants said the district's PERS‑adjusted, comparative salary in the benchmark group ranked near the low end; they recommended a posted range that would make the district competitive given nearby labor markets. The consultants said their e‑blast reaches more than 40,000 recipients and reported a recent blast with a 60% open rate.

Next steps Consultants will post the advertisement promptly, begin preliminary screening and conduct 20‑minute preliminary candidate interviews on the dates discussed (interview dates and a slate meeting were scheduled for late February). The board will meet in executive session to review the slate of candidates and select first‑round finalists for full interviews.

Ending Board members said they want a candidate who will stay and build trust across the district; they also agreed to follow up with district business staff during contract negotiations to confirm budget capacity for a final offer. The board adjourned after confirming the timeline for advertising, preliminary interviews and the slate meeting.