Gay Selby's October Presentation on pursuing the Superintendency.

1. WSU--Pursuing the Position
WSU Superintendent Program
2009-11 Cohort
Prepared by Gay Selby

2. Goals
• To assist you in your preparation for securing
the position of Superintendent of Schools
• To assist you in distinguishing yourself as a
candidate for the position of Superintendent
of Schools

3. Calendar and Topics
• (August) Overview
• (September) Preparing Your Resume,
Placement File and Obtaining Letters of
Recommendation
• (October) What the Process Looks Like from
the School Board’s Perspective
• (November) Researching the Vacancies and
the Positions

4. • (January) Analyzing the Vacancy
Announcement and Submitting Your
Application
• (February) Preparing for Your Interview
• (March) Negotiating Your Contract
• (April) Transition Planning and Assuming the
Position

5. August
• Overview
– Superintendent changes for 2010-11

6. Washington Superintendents
2010-11
• 42 New Superintendents (14% turnover)
– 3 positions filled by females (7 %); 11 in 09-10
• Deer Park, Mabton, Napavine
– 2 positions filled by out of state candidates
• Federal Way, Bellingham
• 295 School Districts (275-285 Superintendents)
– 228 male superintendents (77%)
– 67 female superintendents (23%)
• National Average (21.7%)
• 9 ESD Superintendents
-- 1 new superintendent (ESD 105)
-- 1 female superintendent (ESD 112)

7. Number and Percent of Superintendent
Openings for Washington, 2005-2010
• 2005 (50 openings, 18%)
• 2006 (37 openings, 13%)
• 2007 (57 openings, 20%)
• 2008 (48 openings, 17%)
• 2009 (50 openings, 18%)
• 2010 (42 openings, 14%)

8. Number of Openings and Average Number of
Applicants by District Size, 2010
Less than 500 Students (12 openings/average number of applicants 12)
500 – 1000 Students (10 openings/average number of applicants 16)
1001 – 3000 Students (10 openings/average number of applicants 14)
3001 – 5000 Students (3 openings/average number of applicants 17)
5001 – 10,000 Students (4 openings/average number of applicants 16)
10,000 – 20,000 Students (1 opening/average number of applicants 15)
Over 20,001 Students (1 opening/average number of applicants 16)

9. Number and Percent of Female Superintendents
in Washington by District Size, 2010
• Less than 500 (24/37%)
• 500 – 1000 (7/10%)
• 1001 – 3000 (12/18%)
• 3001 – 5000 (7/10%)
• 5001 – 10,000 (8/12%)
• 10,001 – 20,000 (7/10%)
• Over 20,001 (1/3%)

10. Cougar Superintendents
2010-11
• 130 current superintendents (including ESD’s)
• 43% of current superintendents (including
ESD’s)
• Represented in each county

11. For September
• Dust off your resume and update it
– What is a resume?
– Pro’s and Con’s of Placement File
– Purpose and Focus of Letters of Recommendation
• Meet with your superintendent for the purpose of discussing
his/her “operating protocols” or “operating principles” with the
board of directors. (Bring copy and be prepared to discuss.)
– What process was used to develop this document?
– How often is it reviewed?
– Is it formally adopted by the board?
– How is it “operationalized”?
– Does your superintendent find the protocols/principles useful?

12. What is a Resume?
(public document)
• Answers the question “what” ?
– What is your career goal
– What schools you attended
– What degrees/certificates you hold
– What places you have worked/positions you have held
• What are your responsibilities (optional, be selective, use verbs,
only positions “that contribute”)
– What professional organizations you belong to and what leadership
roles you have held
– What community groups you belong to and what leadership roles you
have held
– What awards you have received
– What articles you have authored
– What ________________________

13. Reminders About Resumes
fits the position for which applying
• well organized and easy to read (adequate
white space)--professional appearance
• be truthful!!!!
• proofread carefully--watch dates
• white paper--professional and best for duplicating
as necessary
• most recent first for education and experience
information
• list personal address, phone numbers, and e-mail
address (not business)

14. • references--list on separate sheet as do not
want these included when duplicated for
distribution

15. Pro’s and Con’s of Placement Files
• Pro’s
– Historical archive
• Con’s
– Can become dated if not attended to regularly

16. Purpose and Focus of Letters of
Recommendation
• Helps reader get a more complete picture of you as a
candidate
• Address specific required requirements and/or
experiences desired by the district
• Be selective as to who you ask to do a letter of
recommendation--need at least two current school
board members; select good writers who will invest in
the effort
• Be clear with those writing letters of recommendations
as to what you want them to focus on--provide a
current resume and writing points if needed and clarity
as to when needed
• Must be current letters--be dated

17. Assignment for October
Interview the Board President/Chair about the
work of the board and its expectations of the
superintendent
Update your resume and bring 8 copies to the
seminar; send resume to University Supervisor
for feedback
Review your placement file (if you have one)
Create a list of persons you would seek a letter of
recommendation from when applying for a
superintendent position

18. October
• What the Process Looks Like from the School
Board’s Perspective

19. Superintendent Position Open
• Board options: (interim/permanent)
– Appoint someone from within the district
– Select someone from outside the district
– Handle the appointment/selection themselves
– Hire a consultant to assist them in the
appointment/selection

20. Inside Candidate
• Appointing an inside candidate
– Just do it!
– Collect information from employees and/or
community on qualities and experiences desired
in next superintendent, “measure” inside
candidate against the information collected, and
make decision to either hire inside candidate or
conduct a search for a superintendent.

21. Selecting Outside Candidate
• Doing a search themselves
• Selecting a consultant
– Solicit proposals (larger districts RFP)
• Experience
• Cost
• Track record
• Work load
• Guarantee
• References
• “Fit”

22. The Search Process
• Timeline (three months)
• Determine qualities & experiences desired in new
superintendent and identify opportunities & challenges
new superintendent will confront
• Advertise the position, recruit applicants
• Screen applications/initial background checks
• Board selects candidates to interview/background checks
• Interview candidates (many different interview processes)
• Site visit(s)/final background checks
• Appoint new superintendent (roll call vote)
• Negotiate contract
• Transition period

23. Role of the Consultant
(works for board)
• Advise the board
• Facilitate & manage the process
• Recruit candidates (assist candidates)
• Initial screening of applications and
background checks
• Assist board with timeline, determining
qualifications/ experiences,
opportunities/challenges, screening of
applications, interviews, site visit(s), and
contract
• Consultant is NOT an attorney

24. Assignment for November
• Continue refining your resume (what)
• If using placement file--purge, update
• Review board policies that pertain to the Board
of Directors—what did you learn?
• Talk with your superintendent about: 1) the
induction and orientation of any new board
members, 2) the reorganization of the board,
and 3) any plans for board development with
the old board or the new board
—(when you have a new board member you
have a new board)