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School board approves hiring an HR consultant after divided discussion over scope and timing
Summary
After debate over whether to wait for a new superintendent, the Accomack County School Board voted Jan. 21 to hire an outside human-resources consultant; board members urged a clear scope and timeline for the work.
The Accomack County School Board voted on Jan. 21 to hire an outside human-resources consultant to assist the division, after extended discussion about the consultants role, timing and cost.
Board member Miss Bowman urged the board to hire a consultant, saying an outside expert would provide objectivity in reorganizing job duties, evaluating salary structures and helping with immediate, complex personnel matters. "Reorganizing should also be done every several years," Bowman said, arguing a consultant could assess whether newly created positions are necessary or duplicative.
Other board members urged caution. Several said the board should wait for a permanent superintendent to be in place before committing to a consultant hire, and asked for a written scope and cost estimate. One board member noted the divisions HR lead had cautioned against spending on unnecessary positions. Concerns included cost: one member said prior consulting work had been six figures in recent years, and suggested an outside HR contract could cost $70,000-$100,000 depending on scope.
The board discussed options such as a short-term, part-time consultant with clearly defined deliverables (for example: a comprehensive set of salary/pay scales, review of classified and certified pay ranges, and recommendations on reorganization). Several board members also said any consultant engagement should avoid day-to-day operational work that belongs to the superintendent and central office staff.
After discussion and a brief attempt to postpone the matter pending a written scope, a motion and second were put before the board to hire the HR consultant. The motion carried on a voice vote.
Board members asked the interim superintendent and central office staff to return to the next meeting with a proposed scope, justification and estimated cost so the board can review the consultants proposed work and deliverables. Members emphasized the engagement should produce concrete products (for example, salary scales and role descriptions) rather than open-ended, ongoing work.
