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Superintendent search: Placer Union receives 148 survey responses, narrows timeline for callbacks
Summary
The district presented results from an educational-partner survey used to shape the superintendent search. Consultants highlighted priorities — student achievement, equity, community engagement and fiscal stewardship — and trustees set a timeline for candidate screening and callbacks.
Consultants from the county office of education presented results of an educational-partner survey and explained the next steps in Placer Union High School District’s superintendent search.
Colleen Slattery, assistant superintendent of human resources with the Placer County Office of Education, and consultant Scott Lee summarized findings from 148 respondents who completed the 16‑page survey and open-ended questions. The responses emphasized academic achievement and student success; equity and support for underperforming student groups; and expanded college and career readiness, including career technical education and dual enrollment.
Slattery said the survey showed demands for a visible, collaborative superintendent who is an instructional leader and a strategic fiscal manager. "The responses reflect a unified desire for a student centered, transparent and future-focused leader," she said.
Consultant Scott Lee said respondents valued integrity and transparency highest among desired leadership traits and named closing the achievement gap, staff support and strengthening community relationships as first priorities for the next superintendent.
Trustees asked for more detail about survey demographics and response rates. Slattery said the survey was anonymous and allowed optional answers, so not all respondents answered every question. She and Lee noted that responses included substantial open-ended feedback that they distilled into themes: certificated staff emphasized equity and progressive instructional practices; classified and management staff more frequently stressed safety and operational efficiency; parents and community respondents favored openness to external candidates and innovative leadership. The consultant team said full comment text is available.
Process and timeline: Slattery said the posting remains open and will close on the coming Monday, with application materials made available to trustees shortly afterward. Trustees and the consultants agreed on a screening schedule: the board will meet in closed session to screen candidates and select up to six finalists for callbacks on a date in the weeks after spring break (consultants said the board’s callback schedule will be held at the Auburn site and will not be streamed). Trustees will review application packets in advance and the consultants will provide recommended interview questions drawn from survey priorities.
The board also discussed logistics: callbacks will be limited (consultants said six finalists is a practical limit for evening interview sessions), references and sample interview protocols will be provided, and finalists’ on-site interviews will follow. Trustees emphasized broad participation and noted the district will provide sample interview materials and coordinate availability.
Why it matters: The consultants’ survey results and the screening timeline shape the board’s selection criteria and the mechanics of the search; trustees will bring the community-informed priorities into candidate screening and interviews.
What’s next: Posting closes, staff and consultants will provide candidate packets to trustees, and the board will convene a closed session screening to choose finalists and set callback interviews and on-site finalist dates.
