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Stevensville trustees hire Colwell Law Office to run superintendent search, set shorter posting window and proposed pay range
Summary
Trustees approved hiring Colwell Law Office to manage the superintendent search, asked the firm to consider shortening a boilerplate four-week posting to about two weeks, and signaled a proposed salary range of "$1.30 to $1.40" with a plan to fold an $800 monthly housing stipend into salary if appropriate.
The Stevensville School District Board of Trustees voted to engage Colwell Law Office to lead the district’s superintendent search and directed the chair to work with the firm on next steps.
During discussion before the vote, trustees debated Colwell’s standard four-week posting window and asked the firm whether a shorter window—trustees suggested a minimum of two weeks—would harm the candidate pool. A trustee said the board could always extend a shorter posting if needed; the chair agreed to "ask her if it's to our detriment" and seek the firm’s recommendation.
Trustees also discussed compensation. The board landed on a working salary range spoken in the meeting as "in the $1.30 to $1.40" as a starting point to guide advertising and negotiation, and debated whether to roll an $800-per-month housing stipend into base pay. Board members noted implications for teacher retirement (TRS) and equitable treatment of other staff; one trustee said folding housing into salary could be more attractive because it counts toward retirement.
On interview logistics, trustees agreed not to broadly fund applicants’ travel expenses or flights but approved covering motel rooms when needed to facilitate in-person interviews in Stevensville and noted remote (Zoom) interviews as an option for distant candidates. "We will cover candidates' motel room if it's needed, to facilitate their ability to interview here in person in Stevensville," the chair said during the meeting.
Trustees asked that the posted job description emphasize the district’s recent curriculum work and experience with PLC Plus, and to prefer candidates with prior district superintendent experience when possible. The board authorized the chair to proceed with Colwell’s proposal, as adjusted during the discussion; the motion passed.
Next steps include the district chair and Colwell finalizing the posting period and salary guidance and posting the job once the law firm advises, with trustees prepared to hold special meetings for application review and interviews.
The motion to move forward with Colwell Law Office’s proposal was moved and seconded and passed by voice vote; the board gave the chair authority to finalize details with the firm.
