Rapid City Area School District board finalizes search plan, sets interview format and $225,000–$245,000 range

The Rapid City Area School District 51-4 Board of Education on a virtual meeting agreed on a searchable candidate profile, a timeline for application screening and stakeholder input, a one‑day "carousel" interview format for finalists and a compensation range of $225,000 to $245,000 for the next superintendent.

Board members said they want a candidate with district leadership experience in a diverse community, strong communication skills, a record of improving student outcomes and an ability to innovate. "I specifically am interested in district administrators who have experienced improving outcomes for historically marginalized groups or historically underperforming groups," board member Christine Stephenson said. Board member Walt Swan said the district needs an "academic leader" who can engage with Native American families and communities, citing local community leader Terry Lundeen as an example of effective outreach.

Search consultant Doctor Barker told the board the firm will open a stakeholder survey, run targeted outreach and advertise the vacancy nationally on outlets including AASA and Education Week. The board agreed the survey would be posted to the district and the consultant's website and remain open roughly 10 days to two weeks; the district will also promote it. Several board members urged extra outreach to parents and families who have disengaged from the district so the search hears voices beyond currently involved stakeholders.

On process and timeline the board agreed the firm will begin screening applicants as responses arrive; applications are to be open to applicants and the firm will recommend finalists. The board set a schedule in which finalists would be presented to the board in early March, with a goal of a final selection on March 18. The board favored a single‑day carousel of finalist interviews (tour, stakeholder panels and board interview) and identified March 10 as the preferred day for that carousel, with the firm to arrange logistics and candidate scheduling. Doctor Barker said the firm can provide short candidate video responses (up to five candidates) and that preliminary Zoom interviews are possible if needed.

Compensation was debated at length. Doctor Barker recommended a starting range that would be competitive with comparable districts; after discussion the board settled on a $225,000 to $245,000 salary range to advertise. Board members emphasized that the district's administrative structure — with a strong chief financial officer handling business operations — can be used to market the position to candidates focused on instructional leadership.

Items the board directed the consultant to carry out included creating and distributing the stakeholder survey, undertaking targeted outreach to disengaged or disenfranchised families, advertising the vacancy on national educator job sites, screening applicants and presenting finalist recommendations. The board also agreed to convene again to refine interview questions, contract length and allowances such as moving or relocation expenses.

A motion to adjourn was moved and seconded at the end of the meeting and passed by roll call. Recorded votes included yes votes from Troy (last name not specified), board member Christine Stephenson, Michael Berkland and Walt Swan; two members were recorded as having left the meeting before the final roll call.

Next steps: the search consultant will post the job announcement and stakeholder survey this week, begin recruiting and screening, and return to the board for another meeting (planned for the district's regular meeting on Feb. 4) to review survey results, interview questions and contract negotiation priorities.