Auburn Washburn board opts for an open superintendent search, sets timeline and community engagement

The Auburn Washburn Board of Education on an evening planning session agreed to pursue an open superintendent search that will disclose up to three finalists and invite public feedback during district events and community meet-and-greets.

A consulting team leading the search outlined the process, saying the district will use a board portal for document sharing and a QR-code feedback tool for community input. "The purpose of tonight is to simply walk you through the entire search process," Speaker 4, a search consultant, told the board as consultants reviewed timelines, focus groups and logistics.

Why it matters: the choice between an open and closed search affects how candidates interact with staff, students and the public. Consultants told board members that open searches typically publish finalists' names and resumes and run a one-day "day in the district" during which finalists tour buildings, meet students and staff, and take part in stakeholder rotations.

What the board decided and next steps: board members signaled consensus for an open search. Consultants said the posting would go live as soon as the board approves final wording; the leadership-profile presentation is tentatively set for Jan. 20, a closed-session slate would be considered Feb. 16, first-round interviews would occur in late February, and a day-in-district and final interviews are scheduled for March with an aim to announce a superintendent in mid-March and a July 1 start date.

Salary and recruitment details: consultants recommended publishing a salary range to set expectations for applicants. A consultant suggested a range "about $200,000 to $240,000" while one board member referenced the current superintendent pay "around $250,000 to $255,000" and proposed a broader posting range of about $225,000 to $275,000 to allow negotiation. The consultants emphasized assessing market value and regional comparators when finalizing figures.

Community input and reach: the consultants described planned focus groups (students by grade band, certified and support staff, principals, district administrators, business and civic leaders, PTO/site councils and parents) and recommended mixing in virtual sessions. They also said the search firm will post the job on its national site and recommended advertising in neighboring Midwestern states to broaden the applicant pool.

Logistics and candidate handling: applicants will be reviewed in tiers; consultants recommended interviewing about six candidates and narrowing to three finalists. First-round interviews will be in person and confidential; districts commonly reimburse finalist travel and sometimes set a modest cap for first-round travel reimbursement. Consultants also described comprehensive background checks for finalists and offered a no-cost six-month transition academy to support a new superintendent's first 100 days.

Votes at a glance: the board approved the meeting agenda (voice vote reported as "Motion passes 6 to 0") and later approved a motion to adjourn (voice vote reported as "Motion passes 6 to 0").

What was not decided: the board deferred final wording of the job posting, the exact posted salary range, and precise dates for all engagement events; consultants and district contacts (Chelsea and Jessica) will finalize posting text and logistics ahead of the consent-agenda item scheduled for December 1.

The meeting closed after roughly an hour and 10 minutes of discussion; consultants will work with district staff to finalize posting language and scheduling.