Cook County SD 130 board hears two superintendent‑search firms, moves to closed session

The Cook County School District 130 board on Tuesday heard competing pitches from two superintendent‑search firms and then moved into closed session to discuss the district's search‑firm options.

Dr. Sheila Harrison Williams, a partner with BWP and Associates, opened the first presentation, describing her background as a retired superintendent and outlining a multi‑phase search tailored to District 130. Williams said the firm conducts robust local outreach and reference checks and aims to present vetted finalists for board interviews. “We offer you a 2 year guarantee,” Williams said, explaining that if a placed superintendent leaves within two years BWP will run a replacement search without an additional consulting fee (the district would still cover expenses).

BWP partner Dr. Angela Lund walked the board through the firm’s phases — planning with the board, stakeholder focus groups and a public survey, recruiting and screening, and final interviews — and reminded trustees that Illinois law now requires a compensation range be included in position postings. “The Illinois law requires now that every position listed also includes a compensation range,” Lund said, urging the board to finalize a salary range before the posting.

Board members pressed both firms on community outreach and equity: the chair asked how the firms would reach parents and residents less likely to respond to online surveys, and BWP said it would use multiple languages, in‑person focus groups and targeted outreach to capture hard‑to‑reach stakeholders.

Later, School Exec Connect representatives led by Dr. Ted Schmidt and Dave Pazette described a similar phased approach and said their network typically yields a substantive candidate pool that they then screen and reduce to a finalist slate. Schmidt said the firm’s plan would include a salary and benefits comparison and recommended thorough background checks; presenters estimated common applicant totals in the low‑to‑mid dozens and said they generally present about five to seven finalists for board consideration.

Both firms described support beyond placement: mentoring or coaching for the incoming superintendent and assistance with transition planning. Firms also offered board training on interviewing and evaluation rubrics, and they emphasized customizing questions and the selection process to District 130’s strategic plan and local needs.

After the presentations and a period of board questioning about timelines, guarantees and contract goal‑setting, the board moved to enter closed session to discuss “appointment, employment, compensation, discipline, performance, or dismissal of employees” and “the superintendent search firm options.” The chair called for a motion and a roll call of board members was recorded before the meeting went into closed session.

The board did not announce a public decision on a search firm before entering closed session; the selection process and any contract terms will be addressed in subsequent meetings or communications by the board.