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Lockport Twp. HSD 205 board sets RFP schedule, consultant outlines search process
Summary
At a board meeting focused on hiring the next superintendent, the board heard a consultantrecommend a short RFP, candidate-profile steps and a timeline that calls for proposals due May 4, a May 18 review, and firm interviews in mid-June.
A consultant hired to advise Lockport Township High School District 205 outlined a timetable and scope for a superintendent search and the board agreed to issue a request for proposals to search firms.
Bob, the search consultant, asked the board to approve a concise RFP and suggested the district send it out immediately. "We usually give about three weeks," he said when describing the expected proposal window and added that the board should expect to review proposals and select firms to invite to present at its May 18 meeting. He recommended the board interview firms at its June meeting and, if the board is prepared, select a firm that evening or at a shortly scheduled special meeting.
Why it matters: Hiring a search firm and setting clear steps determines how quickly the district will identify finalists. The consultant told the board the vacancy notice in the RFP process must include a salary range, a legal requirement that affects later contract negotiations.
The consultant walked the board through standard RFP elements: a district profile, a vacancy notice that specifies a salary range, firm references, the search methodology, sample timelines, candidate screening tools and a proposed placement guarantee and non-recruit clause. "You absolutely cannot do that anymore," he said, cautioning that advertised salary ranges must be honored when offers are made.
On content, the board and consultant discussed what to emphasize in the profile for candidates, including the districts dual-campus structure, recent shift to an eight-period day, career and technical education and advanced-placement programming, and a facilities master plan the next superintendent is likely to lead. The consultant said the profile should highlight the district—s geographic footprint and property-assessed base so firms understand context when recruiting candidates.
The consultant also recommended contract terms typically used in the industry: a two-year placement guarantee and a two-year non-recruit clause so the placing firm will not recruit the newly hired superintendent during that initial period.
Board members agreed to designate a small logistics team to work with district staff and the search firm. The board identified Veronica and Candace to coordinate with staffer Kathy Maxwell on receiving proposals and scheduling interviews; staff will deliver the RFP and collect submissions.
The consultant suggested the board hold a facilitated workshop in early June to develop a candidate profile and shared priorities. The board discussed facilitator options and several potential dates; members asked staff to circulate availability so a workshop can be scheduled before interviews.
Next steps: The consultant said the RFP would be finalized and distributed; proposals were set to be due on May 4, the board plans to review firms at its May 18 meeting and to interview firms in mid-June. The superintendent evaluation item on the agenda was deferred to the end of the meeting and no closed session occurred.
