The Jefferson City Board of Education on Monday launched its search for a new superintendent to lead the district.
If all goes as planned, interested school administrators will submit their applications by Nov. 28. The board will screen those applications between Dec. 3-5 and conduct interviews in mid-December.
The search will fill the position of Superintendent Brian Mitchell, who announced on Oct. 1 his decision to retire from public education in May.
The board has agreed to use the Missouri School Boards' Association's Superintendent Search Program.
Paul James - the program's lead consultant and a former superintendent in Missouri - described his team's work as "turn key," because it handles every aspect of the search, from publicizing the job announcement to hosting community focus groups to arranging for interviews and assisting with salary negotiations.
"We've have a lot of out-of-state candidates from across the country," he said. "It's a nationwide search."
He cautioned the board not to expect a deluge of applications.
"If you think it's a great job, you're right," he told them. "But you will probably get 15 applicants, when all is said and done. Not all are going to be stellar. It's not going to be 50."
He noted when Columbia was searching for a new leader last year, 12 people applied. For a district the size of Southern Boone County's or Russellville's, 25 to 30 applicants are typical. Many times the smaller districts are attractive to building-level leaders looking to move into their first superintendency, he said.
"We'll have some good applicants," he assured the board. "But I didn't want to mislead you."
He noted other communities use small listening groups - faculty members, business leaders, clergy, retired teachers, etc. - to glean ideas about the kind of leader those groups would support. His group will also use online surveys to identify the qualities the community admires in a good superintendent.
Once those group meetings are held and the survey data is collected, James will prepare a written report for the board. He expects to distill the data down to three to five of the most-frequently mentioned characteristics, so that the board can use that information to assess candidates.
The search program also helps screen potential applicants.
"As the applications come in, we'll screen them and dig into their background," James said.
He noted such research is likely to be "the biggest bang for the buck" JCPS will receive in exchange for hiring his firm.
"In 19 out of 20 applications, the paperwork will look good," he cautioned. "But that doesn't mean (the person) will be a particularly effective leader."
James said his group tries to present a "candid and straightforward" assessment of the candidates, but a fair one, as well. "We don't pull punches," he said.
He also said his group encourages candidates to think deeply about whether they are willing to take the job, before an offer is extended.
"We want to make sure they are ready to make a decision," he said.
For their services, the group charges 8 percent of the final salary negotiated by the successful candidate. So, if the next superintendent is hired at a salary of $200,000, the team's fee would be $16,000. James also charges a maximum of $1,500 for expenses.
The market rate for the job is between $150,000 and $200,000, the board believes. However, members will advertise a salary "commensurate" with a candidate's qualifications. In addition, previous superintendency experience and doctorate degrees is preferred.
Board member Doug Whitehead wanted to know how many applicants prefer to remain anonymous during the application process.
James put the figure at 99 percent. "We recommend confidential searches to get more, and better, candidates. It's a political position ... you can't get around that," he said.
James said it's awkward for people to publicly apply for jobs outside of their current district, because it can create ill will back home.
Board member Ken Theroff asked it would be possible to approach and encourage attractive potential candidates. James suggested forwarding those names to him.
He noted in a busy year, almost 100 of Missouri's 529 school districts find themselves searching for new superintendents. The average tenure for a superintendent in Missouri is under four years.
He noted his group doesn't "pilfer" other district's leaders. "But we do keep our ear to the ground," he added.
His group assists with 25 to 30 superintendent searches annually, he said.