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Oak Park ESD 97 narrows superintendent profile after community survey; posting to close Jan. 7
Summary
Board members reviewed a community survey that prioritized communication, educator support, equity and instructional leadership for the next superintendent, agreed to wide national outreach and nine December focus groups, and set a posting that will close Jan. 7 with a salary range included as required by law.
Speaker 1 presented results of a districtwide superintendent-search survey and a set of recommended candidate competencies after compiling ranked responses and coded open comments. “The superintendent should have excellent written and verbal communication and collaboration,” Speaker 1 said, and added that respondents across students, families, staff and board members repeatedly identified equity, inclusive school climates, and curriculum leadership among the top priorities.
The survey found that teacher and principal experience were strongly preferred by respondents; prior superintendent experience was not broadly preferred, Speaker 1 said. Board members discussed how to reflect that in the brochure: several trustees urged avoiding mandatory superintendent-experience language to broaden the candidate pool, and the board agreed language that teacher and principal experience be emphasized while “administrative and superintendent experience will be considered.”
Speaker 1 said the posting will include a salary range — a state posting requirement — and that the window will close on Jan. 7. The search consultant (Speaker 1) described outreach that will include the IASB website, national superintendent and school-board networks, and an 8,000+ higher-logic mailing list; the brochure will be distributed multiple times during the posting period.
Board members raised fairness and inclusion concerns after learning only 11 students completed the survey. Speaker 1 committed to targeted student engagement through focus groups scheduled for December and said the board can request a board-only focus group but must comply with Open Meetings Act requirements.
One procedural question drew notable pushback: several trustees asked whether the board could review full resumes of candidates not placed on the slate. Speaker 1 said the School Board Association advised against releasing that information because of potential litigation and privacy risks; the association’s legal opinion will be shared with the board.
Next steps set by the consultant include finalizing the brochure (the board must supply a logo JPEG and any missing salary guidance), posting the position widely, screening applicants after the Jan. 7 close, and delivering a candidate slate on Jan. 13 for the board’s consideration. The board will set first-round interview dates before the posting closes.
