Guest Opinion: Harry J. Delgado
The last time that a board used any process to select a superintendent was over 10 years ago.
The district was nearly half it’s current size. Its needs and cultures were significantly different from what they are today.
Therefore, I think it important to take some time to speak to the value of the process chosen for our superintendent search, a process considered by the board for its proven success in finding suitable candidates for the position of superintendent in many districts in New Jersey.
When compared to other private services, this process is open, inclusive, effective and efficient.
It is important to know some facts that underscore the importance of this process, as well as the reasons why it is handled in certain ways.
The superintendent is the only person that the board of education hires. It is the only person that the board evaluates and the only person that reports directly to the board. There are significant issues of accountability, authority and oversight.
The board is analogous to a board of directors, the superintendent to the CEO. The board is held responsible for the success or failure of the superintendent. The board’s authority to hire the superintendent is derived directly from statute.
Last summer, the board invited representatives from the various sectors of our educational community, teachers, administrators, secretaries, other staff and representatives from the many associations, as well as members from the community at large, to participate in focus groups.
Congruent criteria were developed in October as a result of their recorded feedback. Any applicant that would be considered would have to measure favorably against these established criteria.
Out of the larger pool of applicants, those whom met these established criteria were moved forward to first level interviews. Fewer made it to second level interviews. One finalist received board support to be introduced to the community.
Despite comments to the contrary, the process has been open where possible and confidential when necessary. Candidates asked that their names be kept confidential until the final stages of the process and only when they can be assured that serious consideration for employment can be given.
Once these names are made public and confidentiality is breached, the disclosure may have an adverse effect in their current place of employment. Hence, that is the reason districts move forward with only one candidate as a finalist, which has been the case in over 10 recent searches.
And so on March 24,2003, this finalist was introduced to the community. This announcement opened once again the process to all the stakeholders to meet the finalist and offer feedback.
The board made the announcement March 24, to advise the district on who would be visiting. Visitation to the district was intended to allow the candidate a snapshot of our schools, our programs, our staff and to invite feedback from the various focus groups on initial impression of the candidate in relation to the congruent criteria established in October.
The feedback from the focus groups allowed the board members to prioritize discussion and formulate additional questions at yet another interview that evening. The written feedback that the board received from the focus groups was extremely helpful. Impressions formed by the candidate during his visit also allowed him to frame questions to the board on what he saw, heard and experienced.
The board engaged in a very detailed and thorough process of checking references. We continue to do so as references lead to other references and new ones are offered. This is another example of how the process by design, actually works. It provides opportunities for review and consideration of new information, once a finalist is announced. A system of checks and balances if you will.
The board is deliberating about the next steps that we will take and will consider all available options. We have stayed on track and on task. We have flexibility, and there is every reason to assume that we will do everything necessary to achieve an outcome that is in the best interest of our district.
As we reach the final stages of a search and a new superintendent is named, we will have a period of time until that person actually takes over as our chief school administrator. We anticipate using that time well by developing a comprehensive and inclusive transition plan that will enable the new superintendent to spend not only a quantity of time in our district but also "quality" time getting to know our staff, our programs and our schools.
Selecting a superintendent is not like selecting any other staff member. It is the most important decisions that a board of education has to make.
As we go about this process, which authority is derived by statute, of selecting our superintendent, I would like to assure everyone, that the experience is a humbling one. We as a board take this responsibility very seriously and approach it with great diligence and the understanding that you have placed your trust in us. When the time does come to make that decision, it will be made in the best interest of everyone involved.
Finally, let me assure that the process continues to be open and ongoing.
Lt. Harry J Delgado is president of the South Brunswick Board of Education.