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Norfolk Public Schools board finalizes search timeline, debates experience and background‑check steps
Summary
Consultants and the school board set a hiring timeline with advertising to close early January, debated whether a doctorate and years of experience should be preferred or required, and clarified background‑check steps including district I‑9 verification and 1Source screening.
Norfolk Public Schools’ board and search consultants outlined a schedule and procedures for hiring a permanent superintendent, agreeing on an advertising and review timeline that would close applications in early January and aim for finalist interviews in late January.
Consultant Sherry Becker told the board the search firm will “send out the full employment packet” after finalists are chosen and said the firm will run 1Source background checks before finalists are interviewed. Becker added, “the I‑9 information…that’s usually done at the district level,” stressing that district HR must complete I‑9 verification as part of onboarding.
The board reviewed a leadership profile and job description developed from earlier work sessions and the consultants’ notes. Members debated whether to list a doctorate as “preferred” and how many years of prior experience to request; several trustees said they favored keeping the policy language less restrictive so strong candidates without a doctorate or a fixed number of superintendent years would still apply. Board member Tom Stanton urged that the job posting and the district policy (Policy 21‑10) be consistent. Trustee Patty and others said any substantive change to the experience requirement should go through the policy committee for formal recommendation.
Consultants recommended using a short set of advertising bullets that direct applicants to the district website for full details and suggested posting on NCSA/Teach in Nebraska and the firm’s marketing channels. The board discussed interview logistics: a one‑day set of interviews with a follow‑up discussion evening, tours for candidates, written feedback from staff groups, and a plan to include teacher and staff volunteers (with subs if needed) in listening groups. The board also agreed to solicit community input via a Qualtrics survey to gather priorities and attributes residents want in a superintendent.
Next steps set by the board: finalize the leadership profile and ad language; policy committee will review required/desired qualifications if members propose a change; consultants will email interview question templates and a schedule; and advertising is to be posted so application review can begin after the posted deadline.
