Wayzata board launches superintendent search, sets timeline and salary range

The Wayzata Public Schools Board of Education on Dec. 9 adopted a timetable and posting details to begin its search for a new superintendent, approving a public-engagement window, interview schedule and a starting salary range for the vacancy.

MSBA executive-search director Barb Dawn, who is facilitating the search, told the board that Minnesota law requires openness and confidentiality at different steps: “The open meeting law says that you cannot close a board meeting for any part of a superintendent search,” and the Government Data Practices Act requires applicant names remain private until finalists are selected and publicly interviewed.

Why it matters: The actions set the calendar for a multi-step search that will shape who applies and how the board evaluates candidates. The board’s choices on timing, whether to use a subcommittee and the advertised salary range are meant to balance community input, candidate recruitment and statutory transparency.

What the board decided - Public input: The board agreed to post the public engagement survey on Dec. 15 and leave it open through midnight on Jan. 19, 2026, with focus groups and search-preview sessions during that window. Dawn said those materials will be offered in English, Spanish and Somali, and staff will work with cultural liaisons and communications to support access and turnout. - Screening and interview structure: After discussing pros and cons, the board settled by consensus to use a board subcommittee to conduct the private first round of interviews to increase candidate willingness to apply; the full board will still select semifinalists, finalize interview questions and vote on finalists. - Meeting schedule: The board will hold interview training and review the public-input report at a special meeting on Feb. 4 at 5 p.m.; it will determine semifinalists at a regular meeting in early March and hold finalist interviews with the full board the week following that decision. - Vacancy brochure and leadership profile: The board approved edits to the vacancy brochure and leadership profile to add language emphasizing partnerships with staff, students and families and to include a line on resource allocation; communications staff will finalize the brochure for posting. - Compensation: Citing market comparisons, board members and staff debated a posted base salary range and whether to advertise a performance bonus. The board agreed by consensus to list a starting salary range of $280,000 to $295,000 in the vacancy brochure and to describe benefits generally as a competitive package; specific incentive structures will be considered during contract negotiations and not advertised in detail in the brochure.

Board comments and cautions Dawn advised caution about two points that shaped board choices: under Minnesota law, the board cannot close search-related meetings (except for superintendent evaluation), and applicant names remain private data except for finalists who are publicly interviewed. She also cautioned that advertising a performance incentive without clear, board-agreed metrics can create community backlash and recommended any incentive language be negotiated after finalists are chosen.

Several board members said the Dec.–Jan. holiday period needed added time for community response; in response the survey close date was extended to Jan. 19 to increase participation. On the subcommittee decision, board members said a smaller private first round can attract candidates currently serving as superintendents who prefer not to be publicly identified in an initial screening.

Application screening questions and outreach The board selected two behavioral-style application questions to include in the vacancy application and asked staff to refine wording so candidates explain how they measured the impact of initiatives on students. Dawn and district administrators said the survey and application will include categories for respondents (parent/guardian, staff, student, business owner, district partner, community member, other) and recommended communications and cultural liaisons help families who need support to complete the survey.

Next steps The vacancy brochure will be posted Dec. 15 with the Dec.15–Jan.19 public input window. The board will review engagement results and conduct interview training at a Feb. 4 special meeting, identify semifinalists at a subsequent meeting, hold finalist interviews as a full board in March and begin contract negotiations if a finalist is selected. Dawn also noted MSBA’s satisfaction guarantee: if the hired superintendent departs within one year, MSBA will conduct a new search at no cost, provided the board participates in the transition workshop.

The board took no formal roll-call vote on the timeline and search structure at this meeting beyond routine procedural votes and the posted salary range was approved by consensus; the meeting adjourned at 8:43 p.m.