Consultant outlines timeline and confidentiality plan for Southeast Polk superintendent search
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Summary
Consultant Art Savoff of Grundmeier Leader Services briefed the Southeast Polk board on the superintendent search timeline, candidate vetting, background checks and options for whether semifinalists/finalists are announced publicly; the application window closes Jan. 25 with semifinal screening planned for Feb. 12–13 and formal interviews later in February.
Art Savoff, a consultant with Grundmeier Leader Services, told the Southeast Polk Community School District board on Jan. 8 that the district’s superintendent search is underway and on a tight timeline.
Savoff said the community survey is active (about 305 responses as of the meeting) and that applications will close Jan. 25. Screening of candidates is scheduled for Feb. 12–13, with semifinalist interviews conducted in person when feasible and formal, full-day interviews to be scheduled later in February. He said the firm will present applicants in tiers (green, yellow, red) rather than a ranked list to give the board a strategic view of the pool.
Savoff described the vetting process the firm will perform: licensure checks, confidential reference checks, social-media screening and additional third-party national criminal background checks. He said those checks are run early so issues can be identified before finalists are named. "We give you something that we call a disclosure and, and narrative spreadsheet as well," Savoff said, describing the materials the board will receive before closed-session review.
On the question of public disclosure, Savoff said boards can decide whether to announce finalists; historically many searches do announce finalists but some recent searches have kept finalists confidential until an offer is accepted. "If you want, definitely yes," he said when asked if finalists could be public, but he added that the decision should be guided by the board’s preference and community expectations.
Savoff also outlined the search firm’s support after hire: onboarding workshops, a monthly "Fitting 5" newsletter for newly placed superintendents, and optional facilitated evaluations. He emphasized confidentiality in recruiting — many top candidates are active leaders elsewhere and may not want public attention during the process.
The board and consultants agreed to keep weekly communications flowing; Savoff said the firm had seven completed applications in hand that evening and expected the pool to grow as the posting remains active.
The next steps: the application window closes Jan. 25; the firm will prepare the stakeholder survey report for the board and proceed with the screening process during the dates discussed.
Ending: Board members were asked to submit names for interview committees and to be prepared for the schedule of screenings and interviews in February.