Each Board of Education has different needs and different approaches to conducting its business. The Association of Alaska School Board’s Superintendent Search Service understands this and will work to ensure that the superintendent search is led by the Board and is tailored to its needs and desires.
Throughout the entire process the Association emphasizes that the search shall be objective, fair, and confidential, and will reflect the criteria and wishes expressed by the board, and not that of the consultant.
The Association has developed a sound process and an extensive list of sources for advertising positions. We have a wide network other state associations that provide an additional source of reliable references.
For more information, contact Bruce Johnson at (907)586-1083 or via email aasb@aasb.org.
Here are the phases of the Association’s Superintendent Search Process:
1. Develop Your Action Plan
The superintendent selection process is tailored to the needs of your school board and district. AASB will assist the Board in developing an action plan covering all aspects of the search including the following:
• Develop selection criteria
• Distribution of vacancy notice
• Assemble applications
• Recruitment
• Candidate reviews
• Determine finalists
• Conduct interviews
• Introduce the new superintendent
• Decide on terms of contract
• Review of superintendent contract with legal counsel
2. Identify Selection Criteria
The AASB consultant will assist the Board in developing the criteria for selecting the new superintendent. Determine whether the search will be nationwide or in state. Determine whether the candidate needs Alaska experience, and what special strengths the board is looking for in a candidate. Determine how do you handle in-house candidates. Determine district goals.
3. The Recruitment Process
Once the selection criteria have been identified, AASB will work with the board to develop a vacancy announcement that will describe the position, school district, the board’s criteria and the community. This will be published in the form of an attractive, professional brochure, on the AASB website and linked to other sites around the country.
4. Applicants & Eligibility
AASB will receive all applications, build complete files on each applicant, and check for certification and recency credits. Each application will be examined and recommendations will be made regarding the applicants’ eligibility or non-eligibility, using the standard of the board’s minimum requirements.
AASB’s role will not be to become involved in the actual selection of your new superintendent, but rather to facilitate the board’s selection through technical assistance.
5. Screening to Identify Semi-Finalists
A report will be presented to the board listing all applicants, complete with employment and educational history. In addition, all files will be presented to the board for review.
The AASB consultant will meet with the board to assist in screening applicants according to the established criteria and developing a list of semi-finalists.
If requested, AASB will contact semi-finalists, and using questions provided by the Board, request candidates to answer a series of questions during an audio conference with the board. This will help the Board determine whom they will help the Board determine whom they wish to interview in person.
AASB will write follow-up letters to applicants who are not selected as semi-finalists.
6. Reference Checks
Through our statewide and national network or contacts, AASB will conduct confidential background investigations of semi-finalists. This network is probably one of the most valuable features of the AASB search process, particularly if you are interested in conducting a national search. We are able to solicit candid information through other state associations that your local search committee or other consultants would not be able to tap.
7. Selection of Finalists & Logistics
Based on the outcome of review of background checks and video presentations, the Board will select finalists they wish to interview.
AASB will write follow-up letters to semi-finalists who weren’t selected to interview.
Finalists will be notified by AASB of the interview schedule logistics in arranging travel, and any other pertinent information, based on the wishes and timeliness of the board.
8. The Interview Process
AASB will meet again with the board (as well as staff and/or community interview committees if the Board chooses) to provide inservice on mechanics of conducting successful interviews and assist the board in developing effective interview questions.
AASB will be on site to help orient candidates to the community during their visits for interviews, and will work with the board as desired to plan functions which will allow the candidates to meet with the press and public if that is the board’s wish.
Assist the Board with preparing a public announcement of the superintendent selection suitable for a press release.
9. Timelines
An adequate timeline is critical to the success of the search. The suggested timeline shown below should be considered the minimum time allowed.
| Activity |
Time |
| Meet with the board to develop criteria |
Week 1 |
| Design and post web based brochure |
Week 1 |
| Accept materials from candidates |
Week 2-10 |
| Meet with boards to screen for finalists |
Week 11 |
Conduct background investigations &
Coordinate preliminary video interviews |
Week 12 |
| Notify finalists and arrange interviews |
Week 13 |
| Conduct interviews, final section, contract |
Week 14 |
| Follow-up workshop |
When the new superintendent is on the job. |
10. Follow-up Workshop
Following the appointment of the new superintendent, the AASB consultant will conduct a workshop in the district to help identify expectations, clarify responsibilities, and develop priorities. This workshop helps the new board-superintendent team establish effective lines of communication.
