Uxbridge screening committee sets interviews for 30 superintendent applicants, consultants outline fast timeline

The Town of Uxbridge superintendent search screening committee met April 14 to receive instructions from search consultants and to prepare for interviews of 30 applicants. Consultants Judy Paolucci and David DeRusi of NESDAC described the guided search timeline, explained how committee members should independently rank candidates online, and reviewed confidentiality and interview logistics.

Paolucci told the committee the search work began March 4 and that consultants created a candidate profile from community input to guide screening and interview questions. "The survey helped produce a candidate profile," she said, adding that the profile is meant to help the committee "gear some of those questions for just those types of things." DeRusi said the town "did well" in attracting applicants and that the consultants expect a hire by May 9 if the schedule holds: "We are gonna work hard to get this all done and over. They should be hiring somebody no later than, May 9."

Why it matters: The committee’s screening choices determine which finalists reach the publicly held school committee interviews and, ultimately, who the school committee considers for hire. Committee members must balance community priorities, the candidate profile, and a compressed timeline that consultants said is common for superintendent searches today.

What the committee will do next: Committee members were instructed to review each of the 30 applications in the online system and mark them individually ("definitely," "somewhat," or "not interested"). Paolucci explained the system tallies independent rankings so the group can focus discussion on middle-tier candidates. She said finalists will undergo checks on credentials and references before moving to the school committee stage.

On process and confidentiality: Consultants emphasized that the screening discussion is confidential. "You really just can't talk about any of this to anybody," Paolucci said, warning against informal outreach or online gossip that could reveal applicants’ identities and jeopardize current jobs. Public, nonconfidential material (for example, previously posted public interview videos) may be reviewed, but committee members were told to "read the whole story" and to bring concerns to the next meeting rather than circulate names.

Interview schedule and format: The consultants presented a preliminary interview schedule with screening interviews planned the week of April 28 through May 2, beginning with a 5:15 p.m. organization period followed by roughly hourlong interviews. The plan calls for about three interviews per evening, with committee members enforcing time limits and roles (timekeeper, greeter, note-grader) assigned in the meeting.

Survey and community input: Committee members were given a breakdown of the community survey that informed the candidate profile: 160 respondents total — 16 teachers, nine support staff, five administrators, 102 parents, one student, 16 community members and 12 others. Paolucci said the candidate profile, not the raw survey file, typically becomes the public summary of that work, with the committee retaining discretion about how much underlying survey data to share.

Questions and concerns: A member asked whether the abbreviated guided timeline (about 80 days versus a longer comprehensive search) could hurt the outcome. Consultant responses emphasized that shortened searches are increasingly common and that the committee would still conduct two interview stages, reference checks and credential verification. "I really I don't think so," a consultant said when asked about compressed schedules, adding the committee would still perform reference checks and finalists’ vetting.

Administrative items: The committee discussed interview logistics at Town Hall (a staging area, a greeter to escort candidates, and a visible time display), assigned roles for the upcoming interview nights, and decided to finalize the exact interview nights and how many candidates to advance at the next meeting once members have completed the paper screening.

Votes and formal actions: The only formal action recorded in the meeting minutes was a motion to adjourn, which carried on a voice vote.

Next steps: Committee members will receive the online packet and link, independently review and rank the 30 applicants before the next meeting, and return to the committee on Thursday to finalize the interview schedule and the number of candidates to advance.