Flossmoor SD 161 board approves BWP Associates LOU for spring superintendent search, moves to closed session on salary

Flossmoor — The Flossmoor SD 161 Board of Education on April 2 approved a letter of understanding with BWP & Associates to conduct a superintendent search intended to produce finalists this spring and a hire by summer. After approving the LOU, the board voted to enter executive session to discuss personnel matters, including the legally required projected salary range.

BWP representatives led the presentation and timeline. "What we've proposed is one that would bring a new superintendent to your district this summer," Steve Griesbach of BWP said, outlining recruiting and interview dates that include initial applicant interviews on May 6 and a closed meeting May 14 to present finalists. Mark Friedman, BWP president, and associates said the firm would build a leadership profile from board interviews, focus groups and an online survey to screen applicants.

BWP recommended a confidential search process to protect candidate privacy and expand the candidate pool. "We recommend doing a confidential search all the way through the end," the consultants said, explaining that confidentiality can encourage successful current superintendents to apply without fear of publicity.

Board members pressed on scheduling and community input. The consultants said they would interview each board member by phone and run in-person focus groups and open forums during April 13–23, plus an online survey in English and Spanish. A board member seeking assurances about diversity outreach asked whether BWP would market to organizations serving Black and Latino administrators, citing groups such as the National Alliance of Black School Educators (NABSE) and the Association of Latino Administrators and Superintendents (ALAS). BWP replied that it has connections to those networks and can place paid postings if the board authorizes modest fees, but that those postings can take longer to appear in some organizations' cycles.

The board authorized up to $1,000 for targeted advertising with such organizations, to be spent at BWP's discretion if timing makes the ads likely to be effective. Board members who favored relying on the firm's networks argued that BWP's direct outreach and partner relationships typically produce applicants quickly; others said a small paid effort could help ensure a diverse pool.

BWP said Illinois law requires a projected salary range on public vacancy postings; board members agreed that detailed discussion of the proposed salary range should occur in closed session because it is personnel-related. The board then made a motion and moved into executive session under the cited statute (5 ILCS 120/2(c)(1)).

Action taken at the meeting included approval of the letter of understanding with BWP & Associates; the board also authorized the advertising budget threshold and directed BWP to proceed with the timeline and engagement plan, subject to scheduling and any adjustments the board requests. The board entered executive session to discuss personnel and the salary range; individual vote tallies on the executive-session motion were recorded by voice and individual counts were not specified in the public record.

The board is scheduled to receive BWP's community engagement findings and leadership profile at a later meeting and, per the consultants' timeline, could interview finalists in closed session before a June board meeting for final hiring action.