The Francis Howell R-III Board of Education heard a full overview of its spring superintendent search from consultants Kevin O’Meara and Diane Robertson of School Exec Connect on Jan. 2, 2025, who recommended a confidential, nationally advertised search with multiple stakeholder engagement steps and a compressed timeline that aims for a hire in mid-to-late March.

The consultants proposed a four-stage search: (1) set process and timeline, (2) build a candidate profile using focus groups and an online survey, (3) recruit and screen applicants nationally and locally, and (4) run multi-stage interviews that produce a 3‑to‑5 finalist slate for the board. The consultants told the board they typically present a slate of five to seven candidates for initial interviews, then help the board narrow to three finalists.

Why it matters: hiring a superintendent is the district’s principal personnel decision and shapes district leadership, budget priorities and strategic direction. The board’s choices now – whether the search is confidential or open, how stakeholders participate and how the district advertises – set the timeline and which candidates will apply.

Key decisions and timeline

- Confidential vs. open search: School Exec Connect recommended a confidential search (consultant Kevin O’Meara and partner Diane Robertson explained that confidentiality typically yields more candidates; an open search names finalists publicly and can invite broader public input). Board members voiced support for a confidential search and the meeting record indicates a consensus in favor of the confidential approach.

- Stakeholder engagement: The board agreed to an online survey and to hold focus groups and open forums. The consultants said the online survey would run Jan. 13–20 and be anonymous (Diane Robertson: "It's an anonymous survey"). They proposed holding district focus groups and open forums on Jan. 21 or 22, with the consultants in the district for two full days to conduct multiple 10–12‑person focus groups.

- Advertising and recruitment: The consultants recommended posting the opening on the district website and School Exec Connect’s site, and purchasing the AASA (American Association of School Administrators) job flash ($599) plus postings to the National Alliance of Black School Educators and the Association of Latino Administrators and Superintendents (combined ~$400). They advised against relying on LinkedIn or Education Week for this search window.

- Application and interview schedule: The consultants proposed opening applications the week after the meeting and keeping the posting open through Feb. 14 (a six‑week advertising window). They planned to present the consultant‑vetted slate of five to seven candidates to the board at the Feb. 20 board meeting, conduct initial board interviews Feb. 26–27, and hold finalist interviews March 1–4 (with a preference for completing finalist interviews on a single day). If the timeline is kept, the consultants said the board could complete a hire by mid‑to‑late March and ask the new superintendent to assume duties July 1.

Other logistics and safeguards

- Candidate vetting and background checks: The consultants said they would screen candidates and recommended a deeper third‑party background check before hire; the cost cited was $800 and the vendor report would take about seven days. They described reference checks, social media and court‑record checks as part of due diligence.

- Licensure: Consultants noted candidates from out of state are often eligible for Missouri superintendent licensure via reciprocity and said Missouri licensure processing typically takes about eight to 12 weeks; if a candidate could not be licensed in time, the consultants said they would not move the candidacy forward without confirmation from the Missouri Department of Education.

- Compensation research: School Exec Connect said they would prepare a compensation comparison (county/region/state/peers) to inform any offer; the consultants said the district’s enrollment figure should be listed as "16,000+" in public recruitment material and cited a district operating/bond budget figure of about $295 million for context.

Board roles and communications

Board member Adam volunteered to serve as the board representative and the consultants recommended the district communications chief, Jane Hepler, serve as the district liaison to coordinate logistics, web postings and invitations. The consultants asked each board member to recommend one community member for focus‑group invitations; Adam and Jane will collect those names and handle outreach.

Decisions left for later

Board members deferred a final decision about whether stakeholders would take part in finalist interviews. Several board members said they want board members to be present or have “board ears” during any stakeholder interviews at the finalist stage; the consultants said that decision could be made later in the process.

Votes at a glance

- Motion to approve the agenda for Jan. 2, 2025 as presented (mover: Mark; second: Ron). Outcome: approved (board chair declared “Ayes have it”).

- Motion to adjourn open session and enter closed session to continue personnel discussions at the end of the meeting (mover: Randy; second: Director Ponder). Outcome: approved by roll call (ayes recorded for President Bertrand, Vice President Cook, Director Owens, Director Ponder, Director Harmon; other board members also indicated aye).

What to watch next

School Exec Connect will post a superintendent search portal on the district website with the timeline and a link to the Jan. 13–20 anonymous survey, and will begin recruiting immediately. The board will consider the consultant’s slate on Feb. 20 and then proceed with interviews and vetting. The board also scheduled a closed session on Jan. 16 for board discussion of strengths, challenges and priorities to help form the candidate profile.