Ketchikan school board, AASB outline priorities, timeline for superintendent search

The Ketchikan Gateway Borough School District Board of Education met in a work session April 2 to shape the district—s superintendent search, setting candidate priorities, interview formats and a recruitment timeline ahead of a planned July 1, 2025 start date for the new superintendent.

Consultants from the Alaska Association of School Boards (AASB) led the session. Pete Heffner, an AASB consultant, walked board members and community participants through the process and materials, saying, “I sent out everybody a workbook, first... thanks again for, going to AASB for your superintendent search, and this process.” The board discussed what to include in the public brochure, where to post the vacancy and how the district will vet finalists.

Why it matters: Board members said the next superintendent will be asked to manage an immediate fiscal challenge while rebuilding trust with staff, students and the community. The board flagged school-structure discussions, upcoming union negotiations and shrinking staffing as factors that increase the search—s urgency.

Most important priorities and qualifications Board members repeatedly said strong district financial management must be a top priority. Jordan (board member) summarized a common view: the district needs a superintendent who can "dive into" the budget and help build a long-range plan to sustain programming and staffing. Several board members and AASB consultants said Alaska-specific experience and an understanding of how Alaska school funding works will be valuable; Joanne (AASB representative) noted, “the biggest challenge for people coming from outside is, the way that, the funding works in Alaska.”

Board members also prioritized: restoring a healthy workplace culture; improving communication with families, staff and tribal governments; and strengthening supports for students, including special-education services. Catherine (board member) emphasized staff culture, saying the new superintendent should help "build a more positive culture inside of the... work culture inside of the school district." Students asked to be included: Lily Padair, a Ketchikan High School junior and SBA president, told the board, “I just really want to reinforce how much the students want to be involved in this process.”

Recruitment details, salary and contract parameters The board and AASB agreed to post a brochure and job posting on Revelus and other outlets. AASB recommended using Revelus plus targeted education networks; Heffner said the plan is to post the brochure and open applications on Monday, April 7 and to close applications on April 29. The timeline the board discussed included a candidate review period (targeted May 12—16) and on-site finalist interviews later in May or early June, with a goal of a July 1, 2025 start for the selected candidate.

AASB shared a suggested superintendent salary range used for comparable Alaska districts: roughly $145,000 to $175,000, with a midpoint mentioned around $160,000. The board noted the district—s highest-paid administrator below the superintendent earns about $135,000. Contract details discussed: state law limits contracts to a maximum of three years; AASB recommended offering a two-year initial contract with the option to extend and providing a mentor for any first-time superintendent. The consultants also advised clarity on negotiable benefits and termination clauses; one board member suggested striking a broad "termination without cause" provision.

Interview format and community engagement The board favored an interview process that includes public components and stakeholder input. Members and consultants proposed: written application questions to assess community-responsive experience, public forums and opportunities for staff and student groups to meet finalists, and public board interviews with deliberations held in executive session. AASB said it will help organize stakeholder forums and compile community feedback for board deliberations.

Operational and program concerns raised Speakers raised several operational priorities for the incoming superintendent: addressing rising special-education enrollments and staffing shortages; supporting and rebuilding social-emotional learning and MTSS work; and coordinating with tribal governments and community partners. Consultants warned that recruitment and background checks take time and encouraged the board to plan for screening and reference checks before finalist selection.

Next steps AASB will draft the brochure and the Revelus posting and circulate them to the board for edits. The board asked staff to confirm whether Michael Robbins or a designee will be the staff contact for the search. AASB indicated it can support interview question development and candidate vetting and will coordinate travel and on-site logistics for finalists.

Provenance "So we are now in work session regarding the superintendent search." (transcript block starting at 261.35) supports the article—s opening and process description.

"The idea is to get this brochure out by... on Revelus by Monday" (transcript block starting at 5573.465) supports the recruitment timeline and posting plan.

Ending The board concluded the work session after roughly two hours of discussion and directed AASB to prepare the brochure and posting for board review; the district will post the vacancy to begin the formal recruitment process.