Bold - Cecil County Board of Education participants

Click here to access the brochure

Purpose

Plan and execute a search process that is thoughtful, responsive, and fair 
Minimize the possibility of legal challenges as a result of procedural flaws
Identify the best leader for your school system

Key Elements of a Successful Search

• Confidentiality
• Public Relations
  • Transparency
  • Identified spokesperson
• Candidate Applications
  • Custodial Responsibility
  • Board Member Access
• Board's Role
  • Characteristics/Parameters
  • Control of the Process

Phase I: Planning the Search

• Identify the criteria to be used in the intial screening process (B)
• Identify the desirable characteristics of the future superintendent (B)
• Ensure public input at key stages in the process (gathering characteristics; meeting candidates) (B/C)
• Discuss and establish confidentiality protocols (B/C)
• Decide who will speak for the Board (B)
• Develop a promotional brochure that will:
  • Describe community demographics
  • Provide an overview of the district and its outstanding features
  • List the selection criteria to be used
  • Describe the selection process
  • Outline the selection process timeline (B/S)
• Develop an Announcement of Vacancy for advertising purposes (B/S)

Phase II: Advertising and Recruitment

• Establish a timeline for conducting search (B/C)
• Develop an application form that reflects criteria established by the Board (c)
• Advertise the position through appropriate media, local school districts, and professional assocations (c)
• Send brochures and application forms to interested applicants (c)

Phase III: Screening and Selecting Candidates

• Review all completed applicant files based on criteria and characteristics established by the board (c)
• Verify Maryland certification status of applicants (C)
• Review all selections of applicant files including cover letter, application, resume, reference letters, and narratives (B/C)
• Conduct first-round reference checks and initial internet search for all applicants (C)
• Identify the top candidates (6-8) for initial interview (B/C)
• Establish an interview schedule and contact candidates (c)
• Develop interview questions to be asked of all candidates in initial interviews (B/C)

Phase IV: Selecting the New Superintendent

• Conduct initial structured interviews (B)
• Compile results and use the ratings and other observations to identify applicants for second interviews (B)
• Conduct additional reference checks through personal contact with named references and continue Internet searches (C)
• Conduct second round of open-ended interviews to determine "Best Fit" (B)
• Identify the finalists (B)
• Continue reference checks beyond those names given by applicants, expand internet searches, and have comprehensive background checks completed (C)
• Invite each candidate to spend a day in the district to meet staff, students, parents, and community, and solicit written feedback (C)

Phase V: Appointing the New Superintendent

• Review all information on each finalist and rank order them
• Confer with state superintendent of schools
• Contact top candidate to determine availability
• Negotiate with candidate
• Meet in public session to formalize appointment
• Send out appropriate press releases and other notifications of appointment
• Execute the formal contract with advice of counsel

State Certification - COMAR 13A.12.04.03

1. Have a master's degree from an IHE;
2. Three years of satisfactory teaching experience and two years of satisfactory administrative or supervisory experience in a PreK-12 school setting;
3. Submit a minimum of 24 credits of post-master, graduate coursework in educational administration and supervision to include a balance of coursework in the following:
   1. Developing and Articulating a Shared Vision;
   2. Organizational Management;
   3. Promoting and Maintaining a Positive School Culture and Instructional Program for Learning
   4. Demonstrating Values and Ethics of Leadership
   5. Collaboration with Diverse Stakeholders
4. A Superintendent who enters Maryland from another state may obtain supertendent certification if the superintendent held a valid professional state certification and presents verification of at least 27 months of satisfactory performance as a superintendent during the past 7 years on the basis of which application is being made for a like or comparable Maryland certificate.