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Board approves recruitment timeline and outreach plan for superintendent search; consultants outline community input and interview schedule
Summary
Leadership Associates presented a recruitment timeline for the Long Beach Unified superintendent search, described community engagement via surveys and stakeholder meetings in multiple languages, and sought board input on groups to contact and candidate priorities ahead of mid-May candidate review.
Consultants from Leadership Associates reviewed a proposed timeline for the Long Beach Unified superintendent search and described outreach and vetting steps. The consultants said the process will include public surveys, two weeks of online outreach and numerous stakeholder meetings (in-person and virtual) during late March and early April, followed by candidate sourcing and vetting with a board review of finalists in mid-May and interviews in early June.
Patricia c1vila and the consultants asked board members to provide names of community groups and organizations that should be contacted for input; staff agreed to circulate a contact list and requested a deadline for board submissions to allow scheduling. The firm emphasized inclusive outreach (translations and multiple meeting formats) and said a summary executive report of community input will be provided to the board to shape the position profile.
Board members discussed candidate characteristics they want prioritized: experience with governance-focused, results-oriented leadership; commitment to equity and to the district's Vision 2035 pillars; demonstrated budget management experience; accessibility to students, staff and families; and familiarity with large, diverse urban districts and state-level policy environments.
Consultants proposed a schedule with application materials due in early May, a candidate review meeting the week of May 18, and interviews in June leading to a contract discussion in mid-June and possible start date July 1. Board members noted scheduling constraints (graduations and stakeholder availability) and asked for flexibility where needed.
The consultants recommended a multi-stage vetting process that includes reference checks and optional validation visits to candidate districts. The board accepted the recommended timeline and outreach approach and directed staff and the consulting firm to proceed with community engagement.
