The Liberty Elementary District Governing Board met Oct. 29, 2025, in a special session to receive legal advice on the interim-superintendent process and to hear a presentation from the Arizona School Administrators (ASA) on conducting a permanent superintendent search.

Legal counsel Susan Siegel advised the board that an internal search would carry risks and recommended using an outside search firm or retired superintendents rather than assigning existing district staff. "I really suggest you not do it internally," Siegel said, citing staff bandwidth and the potential for thorny personnel issues. She said the board has the legal authority to hire but that best practice is to advertise openings and to avoid pre-selection activity by the board president or staff.

Siegel told the board it may appoint a candidate who comes forward without a public posting if the board considers qualifications and avoids discriminatory practices, but she stressed that advertising is the accepted best practice. She referenced ARS15502503 when describing the board's exclusive authority to hire employees.

After legal advice, ASA Executive Director Paul (ASA) and consultant Dr. Nicholas Clement outlined a six-phase permanent-search model: develop a profile and timeline; post and collect applications with stakeholder input; conduct due diligence and screening (executive session); hold board interviews; identify finalists and host community forums; and, if desired, enter negotiations and finalize a contract with legal counsel. "There are 6 phases to a search," Dr. Clement said, describing a process that includes community surveys, focus groups and a staggered screening that protects applicant confidentiality.

ASA recommended that, once a search begins, individual board members refrain from contacting applicants or speaking to the media about the search to reduce fairness and open-meeting-law risks. The presenters recommended posting the position and allowing about a month for applications, with a target of completing the process by February or March if the board begins work in November–December to capture a wider candidate pool. "We price it at cost," Paul said, adding that ASA's base package is designed to stay below $10,000 for the district; travel and third-party background checks (about $200 per check) are additional.

Board members questioned how ASA conducts due diligence, reference checks and verification of employment. Dr. Clement said ASA begins verification as applications arrive, performs internet and records checks, and provides any verified findings to the board before screening, including board minutes or news articles if relevant. ASA said third-party background checks and degree verifications are typically run on finalists and that the firm provides written reference-check summaries to the board.

Board members also raised procurement concerns given recent prior work with ASA and a prior suggestion in a FOIAed document about a $9,999 purchase order. District staff and ASA counsel discussed procurement thresholds: three quotes for professional services and the district's internal procurement rules. ASA and board members agreed staff should gather additional quotes to support procurement decisions.

The meeting produced no formal action on hiring a search firm. Board members directed staff to obtain additional quotes, consider scheduling an organizational or special meeting to act on a search firm recommendation, and to place follow-up items on an upcoming agenda. The board also approved the special-meeting agenda and the consent agenda earlier in the session; both motions passed 4-0.

The board listed upcoming regular meetings for Nov. 10, Nov. 24 and Dec. 8 and discussed an optional Dec. 20 meeting before adjourning.