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South Lane board hires Human Capital to run superintendent search, sets timeline and opts for confidential process
Summary
The South Lane SD 45J3 board met with Human Capital Enterprises to map a superintendent search timeline, tentatively scheduled a January criteria meeting and agreed to run a largely confidential search with surveys, 12 focus groups and third‑party background checks for finalists.
The South Lane School District 45J3 board on a regular meeting night devoted most of its time to planning a superintendent search with Human Capital Enterprises, which outlined a multi-step recruitment, engagement and selection timeline.
Consultant Robin Bean told the board that the process will include individual 30‑minute interviews with each board member, up to 12 small focus groups (no more than six people each), and a district-wide survey to inform a draft superintendent-criteria document. "The Oregon statute requires that there be a public meeting ... public input on qualifications to be sought and hiring a new superintendent," Bean said, noting the district must later establish a public salary range.
Human Capital recommended a four-week candidate recruitment window, running a preliminary interview round that typically produces about 7–10 interviewees, then a slate meeting in executive session to determine finalists. Consultants emphasized thorough reference checks and recommended third‑party background investigations for finalists at an estimated $1,500–$1,800 per check.
Board members and consultants worked through dates: they tentatively scheduled a special criteria meeting in January (the board settled on a Jan. 20 option for the criteria meeting), a slate/executive meeting in late February, and lengthy finalist interview days in March (consultants suggested holding the long interview day March 17–18 or similar blocks). The consultants asked for two board volunteers (Taylor and Jeff were named in discussion) to meet quickly with staff to finalize focus‑group composition and scheduling.
On confidentiality, consultants laid out the tradeoffs of releasing finalist names versus a confidential search, saying public finalist naming can deter sitting superintendents from applying. Several board members agreed with the consultant recommendation to conduct the search confidentially while using detailed communications (focus groups, survey results and an FAQ) to document stakeholder input.
The next steps for the district: finalize the January criteria meeting date and public notice, publish the survey to gather stakeholder input, and work with consultants and the district communications lead (Tanya) to post an FAQ and timeline on the district website. The consultants said the board will publicly set a salary range at the criteria meeting; negotiations with finalists would occur privately afterward.
