Klamath County School Board adopts superintendent criteria, approves confidential panels and closed finalist process

The Klamath County School District board on the night discussed consultant findings from a community engagement process, adopted a one-page draft of “next superintendent” criteria, approved confidential community interview panels and voted to conduct a fully closed finalist process for the upcoming superintendent search.

Consultants presented an engagement summary they said drew “almost, nearly 700 responses” from surveys and focus groups, and told the board those themes informed the draft criteria. "We interacted with surveys or focus groups with almost, nearly 700, responses," Presenter (S6) said, noting input from students, parents, staff and community partners.

The presentation highlighted three strengths — staff dedication, broad student opportunities including athletics, robotics and CTE, and community pride — and several consistent challenges: recruiting and retaining staff in a rural geography, student behavior and safety, aging or uneven facilities, and unclear alignment of budget priorities to district goals. The consultants said those findings led them to recommend criteria emphasizing student-centered leadership, operational and fiscal stewardship, strong communication and a focus on equity and consistency.

Board members suggested edits to the draft criteria. "We need somebody that maintains communications and relationships with other districts," Board member Steve (S2) said, urging an explicit advocacy role. Board member John (S4) asked for clearer emphasis on student achievement. The group agreed to call out career and technical training explicitly; the consultants said they would condense the document to a single page for the public advertisement.

Consultants recommended how the board should handle finalists and community input, arguing that not releasing finalist names can expand the applicant pool and protect candidates who are employed elsewhere. The recommendation included using confidential community interview panels — typically 12 people drawn by lottery from parents, staff, students and community members — that would interview finalists under confidentiality and provide written debriefs to the board. "We make them sign a confidentiality affidavit," Presenter (S3) said, describing procedures used in other districts.

On compensation, consultants presented comparative contract data for similar-size districts and requested board guidance on a base-salary range to list in recruitment materials. They recommended a roughly $225,000 to $255,000 base-salary range depending on experience, stressing this would be base pay only and not include other stipend or benefit differences. "We're only going to talk about base salary," Presenter (S3) said. Board members acknowledged budget pressures but generally signaled comfort with a competitive range to attract experienced candidates.

The board then moved to action. Board member Steve (S2) moved to adopt the revised next-superintendent criteria; the motion was seconded and passed by voice vote. The board approved adding a confidential community interview panel to the search process, authorizing up to two panels if needed. Later the board voted to use a fully closed finalist process. Chair (S1) announced each motion had passed.

The consultants provided a recruiting timetable: the position will close on March 20; preliminary interviews and candidate materials will be reviewed in the following days; the board’s slate meeting is scheduled for April 6; and first-round virtual interviews are planned for April 12–13. Consultants said they will circulate the revised criteria, an executive summary of tonight’s themes, and the recruitment advertisement.

The meeting closed after board members and consultants confirmed next steps and follow-up communications.