Seeking New Possibilities? Be a Search Consultant!

By Terre Davis PhD

Experiencing the process of interviewing for a school superintendent position was challenging, to say the least. In my experience, I was appalled by the lack of professionalism and organization shown on the part of the school districts. I made notes of how I thought the interview process should be conducted and put my notes away, thinking that someday I might want to do something regarding the professional interview process.
Upon retirement from serving as a public school superintendent for nearly twelve years, I referred to the notes I had made during the interview process and determined that there was a need in this professional arena. I did research and then started my own company for the purpose of doing superintendent searches with boards of education. I have completed over one hundred individual searches and feel that I have developed and perfected a process that is second to none. I have decided that I need to share the information and experiences I have gained so that others may benefi t through my process.
I feel that in the very near future, many boards of education are not going to have the funds to hire a consultant to assist them in a superintendent search; therefore, I would like to make available a search process which has been very successful for the past twenty-plus years.
The decision in hiring a new superintendent is the most important decision a board will ever make; therefore, the process to get to the right decision is extremely important. Many boards think it is just a simple matter and try to do it on their own without specifi c guidelines. What a mistake!
This book is a step-by-step method with all materials suited to the specifi c needs of the district, whether a small, rural, large, urban, charter, or private school. Here, the author also discusses the materials as valuable and appropriate in searching for a college dean or working with a private company.
This book would be extremely valuable to, and is intended for, boards of education, any corporation, or any other organization in the public or private sector seeking a process for hiring the next superintendent, university dean, or corporate CEO, and as a textbook or reference material for university graduate studies.
While searching for publications of a similar nature, I have found this book to be unique and have no rival.

- Xlibris Podcast Part 1: http://www.xlibrispodcasts.com/seeking-new-possibilities-1/
- Xlibris Podcast Part 2: http://www.xlibrispodcasts.com/seeking-new-possibilities-2/
- Xlibris Podcast Part 3: http://www.xlibrispodcasts.com/seeking-new-possibilities-3/
- Xlibris Podcast Part 4: http://www.xlibrispodcasts.com/seeking-new-possibilities-4/
- Xlibris Podcast Part 5: http://www.xlibrispodcasts.com/seeking-new-possibilities-5/

• Language: English
• Publisher: Xlibris US
• Release date: Jan 26, 2010
• ISBN: 9781450031035

Terre Davis PhD

I was raised in a farming community where strong ethics, honesty, and integrity were commonplace. One of my role models was a teacher I had for grades one through eight in a one-room schoolhouse. She taught us to always reach to achieve our individual potential. I received my PhD from Michigan State University, and my career as a public school teacher, principal, and superintendent ultimately led me to start my own business as a search consultant for boards of education. I also developed programs to assist other persons who want to advance their individual careers and reach their individual potential.

Book preview

Copyright © 2010 by Terre Davis, PhD.

Library of Congress Control Number:             2010900696

ISBN:                     Hardcover                         978-1-4500-3102-8

                               Softcover                           978-1-4500-3101-1

                               Ebook                                978-1-4500-3103-5

All rights reserved. No part of this book may be reproduced or transmitted in any form or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system, without permission in writing from the copyright owner.

This book was printed in the United States of America.

To order additional copies of this book, contact:

Xlibris Corporation

1-888-795-4274

www.Xlibris.com

[e-mail]

70654

Dedicated to my husband and best friend,

Dr. Tom Davis. Your unwavering support and never ending encouragement is a real treasure.

Acknowledgements

Many thanks to the first Board of Education who hired me as its search consultant and to all Board Members who have dedicated countless hours in seeking the very best leader for the school community in which they serve.

Contents

Book Preface

Chapter 1         HOw TO GET YOUr BUSINESS STArTED

Chapter 2         GETTING STArTED

Chapter 3         LAUNCHING THE SEArCH PrOCESS

Chapter 4         rEQUESTING INPUT/IDEAS/OPINIONS

Chapter 5         APPLICATIONS

Chapter 6         SCrEENING APPLICATIONS

Chapter 7         SELECTION Of CANDIDATES TO INTErVIEw

Chapter 8         INTErVIEw PrOCEDUrES

Chapter 9         SELECTION Of fINALISTS

Chapter 10         SITE VISIT TO CANDIDATE’S wOrkPLACE

Chapter 11         APPOINTMENT Of SUPErINTENDENT

Chapter 12         GUIDELINES fOr THE wHAT If …

Conclusions

Beyond The Search

Book Preface

Experiencing the process of interviewing for a school superintendent position was challenging, to say the least. In my experience, I was appalled by the lack of professionalism and organization shown on the part of the school districts. I made notes of how I thought the interview process should be conducted and put my notes away, thinking that someday I might want to do something regarding the professional interview process.

Upon retirement from serving as a public school superintendent for nearly twelve years, I referred to the notes I had made during the interview process and determined that there was a need in this professional arena. I did research and then started my own company for the purpose of doing superintendent searches with boards of education. I have completed over one hundred individual searches and feel that I have developed and perfected a process that is second to none. I have decided that I need to share the information and experiences I have gained so that others may benefit through my process.

I feel that in the very near future, many boards of education are not going to have the funds to hire a consultant to assist them in a superintendent search; therefore, I would like to make available a search process which has been very successful for the past twenty-plus years.

The decision in hiring a new superintendent is the most important decision a board will ever make; therefore, the process to get to the right decision is extremely important. Many boards think it is just a simple matter and try to do it on their own without specific guidelines. What a mistake!

This book is a step-by-step method with all materials suited to the specific needs of the district, whether a small, rural, large, urban, charter, or private school. Here, the author also discusses the materials as valuable and appropriate in searching for a college dean or working with a private company.

This book would be extremely valuable to, and is intended for, boards of education, any corporation, or any other organization in the public or private sector seeking a process for hiring the next superintendent, university dean, or corporate CEO, and as a textbook or reference material for university graduate studies.

While searching for publications of a similar nature, I have found this book to be unique and have no rival.

Chapter One

How to Get Your Business Started

1.   NAME YOUR BUSINESS.

You may want to use your own name such as, Bob Jones, Search Consultant or Bob Jones and Associates, Search Consultants, or BJ and Associates, etc.

2.   REGISTER YOUR BUSINESS.

Register your business with the local registration office and acquire a Federal Identification Number. This step is crucial as you are an independent contractor with boards of education.

3.   DEVELOP PROMOTIONAL MATERIALS.

Have business cards and letterhead stationery designed and printed.

4.   DEVELOP A CONTACT LIST.

Inform several organizations and persons that you are starting your own business. Some of them will certainly be your competitors. This task could be done by personal visits to offices, businesses, or through the mail, as examples.

5.   DETERMINE YOUR COST OF DOING BUSINESS.

Do research of competitive costs, determine your baseline cost plus expenses, as this amount will need to be listed in your contract with the board of education.

6.   DEVELOP A CONTRACT.

A sample contract is provided (A). The contract outlines the proposal. However, contact your own legal advisor regarding your particular needs.

7.   DEVELOP A PROPOSAL TO PRESENT TO BOARDS OF EDUCATION.

A written proposal outlining your tasks to a board of education must be ready to be presented when requested. Included with the proposal should be an introductory letter, along with any additional promotional materials you may want to include, such as a written guarantee. Samples of the letter (B), proposal (C) and guarantee (D) are included in the reference list.

8.   BE READY FOR THE INTERVIEW.

When you are requested to interview with a board of education, do your homework (know something about the district and board members, etc.), be organized, and be ready! Know how much time you have for your presentation, and stick to it!

9.   YOU HAVE LANDED THE JOB!

Get your contract signed and follow the step-by-step procedure.

Now that you have all of the above tasks completed, you are ready to begin. Following the step-by-step procedures provided, you should find great success in your new career!

Chapter Two

GETTING STARTED

Selecting a new superintendent is one of the most important decisions a school board will ever have to make. Decisions regarding the process to select a new superintendent become paramount to ensure that the task is completed in an efficient and professional manner. The following information must be known by the search consultant before he/she starts the search process. The information may also be used in assisting the board of education to determine which process is best for its particular needs.

FACTORS THAT INFLUENCE THE SEARCH PROCESS:

1.   DEPARTURE OF CURRENT SUPERINTENDENT

a.   Retirement

Usually an expected event, the superintendent gives notice—plenty of time for the board to decide which course of action to take, such as hiring an inside person or doing a search. The board should not expect the current superintendent to have any involvement in, or influence upon, the employment of his/her successor. Hiring a superintendent is the board’s responsibility, and it must live with the decision it makes. If the current superintendent is involved in any way, he/she may become the lightning rod for anything negative which could happen with the new superintendent.

b.   Another position

This event may occur suddenly, depending upon the current superintendent’s contract with the current board. If the departure is sudden, the board must decide if it will employ an internal person or an outsider as the interim superintendent. If an insider is appointed, it must be made very clear to the insider, himself/herself, and