Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Search topic
No spam. Unsubscribe anytime.
Superintendent search survey draws 764 responses; candidate review moved to Feb. 13
Summary
Search consultant reported 764 total survey responses with parents making up 46.6%; the board moved candidate review to Feb. 13, semi‑finalist screening Feb. 17 and formal interviews March 2. The community emphasized a candidate who fosters positive culture, demonstrates integrity and manages resources effectively.
The Linn‑Mar Community School District’s superintendent search received broad community input and a revised screening timeline, the board was told Monday.
A search presenter reported 764 total survey responses collected over 12 days: 356 parents/guardians (46.6%), 164 teachers (21.5%), 112 community members (14.7%), 55 support staff (7.2%), 49 students (6.4%) and five school board respondents. The survey highlighted strengths—high‑quality teachers, academic rigor, extracurricular opportunities and an inclusive, student‑centered culture—and top challenges that included staff compensation, communication and student behavior and mental health.
The presenter said the search team will categorize candidates into three groups: those recommended for interview, candidates who are certified but not top tier, and applications not recommended for interview. The board agreed to move the candidate review from Feb. 9 to Feb. 13 to provide more time for trustees’ preparation. Semi‑finalist screening is set for Feb. 17 and formal interviews are scheduled for March 2; the board expects 90‑minute candidate interview blocks and a 6 p.m. closed session to debrief each interview day.
Survey results are being used to compile desired superintendent qualifications. The presenter summarized the top 10 desired traits (in descending order of frequency): foster a positive culture and climate; demonstrate ethics, integrity and transparency; effectively manage district resources; be approachable and accessible; recruit and retain effective staff; promote community care and student support; hold self and others accountable; advocate for public schools; meaningfully engage families; and demonstrate collaborative leadership.
Board members asked whether anything in the district’s survey stood out compared with other searches; the presenter said academic rigor and a student‑centered culture were notable strengths. Trustees also discussed logistics for interviews and agreed the search consultant will provide candidate packets in the three categories before the Feb. 13 review.
Next steps: the search team will deliver categorized candidate lists for the Feb. 13 review and proceed with the semi‑final and final interview phases.
