McPherson & Jacobson Proposal Superintendent Search Proposal

A Proposal Prepared for

DDuuvvaall CCoouunnttyy PPuubblliicc SScchhoooollss JJaacckkssoonnvviillllee,, FFlloorriiddaa

for

The Search and Selection of a Superintendent of Schools

submitted by

7905 L St., Suite 310 Omaha, Nebraska 68127

Phone: 888-375-4814/402-991-7031

Fax: 402-991-7168

Email: [email protected]

Website: www.macnjake.com

McPherson & Jacobson, L.L.C.

Executive Recruitment & Development

Title Page

RFP No. 07-12/LG, Superintendent Search Services

Proposal contact information:

McPherson & Jacobson, L.L.C. 7905 L St., Suite 310

Omaha, Nebraska 68127 Telephone: 402-991-7031/888-375-4814

Fax: 402-991-7168 Email: [email protected]

April 18, 2012

TABLE OF CONTENTS

General Information ....................................................................................... 3 Letter of Transmittal........................................................................................................ 3

Attachment A ................................................................................................................... 5

Attachment B ................................................................................................................... 7

Required Response Form ................................................................................................ 9

Other Company Names ................................................................................................. 11

Experience and Qualifications ..................................................................... 13 General Information ...................................................................................................... 13

Consultants for Duval County Public Schools .............................................................. 15

McPherson & Jacobson Three-Year Search History .................................................... 21

Identifying and Recruiting Non-Traditional Candidates .............................................. 27

Selected References ....................................................................................................... 29

Open/Current Searches (School Districts) .................................................................... 31

Non-School District Searches ....................................................................................... 35

Unsuccessful Searches .................................................................................................. 37

Litigation ....................................................................................................................... 39

Scope of Services .......................................................................................... 41 Search Process .............................................................................................................. 41

Executive Summary ............................................................................................................... 41 Five Phases of a Superintendent Search ............................................................................... 43 Timeline ................................................................................................................................. 53

Identifying and Recruiting Potential Candidates .......................................................... 55

Evaluating and Screening Candidates .......................................................................... 57

Identifying and Recruiting Non-Traditional Candidates .............................................. 59

Stakeholder involvement ............................................................................................... 61

Public Records/Meetings Requirements ........................................................................ 63

Responsibilities of Duval County Public Schools and McPherson & Jacobson, L.L.C. .................................................................................... 65

Investment ..................................................................................................... 69

Additional Information ................................................................................. 71 Transparency—The McPherson & Jacobson Difference .............................................. 71

Applicant Diversity ........................................................................................................ 83

McPherson & Jacobson, L.L.C. Consultants ................................................................ 90

2

This proposal is the property of McPherson & Jacobson L.L.C. and has been prepared at the request of the Duval County Public Schools, Jacksonville, Florida. The contents of this proposal are not to be reproduced or distributed for any reason other than for use by the Duval County Public Schools, Jacksonville, Florida.

04/12

3

GGeenneerraall IInnffoorrmmaattiioonn LLeetttteerr ooff TTrraannssmmiittttaall


Executive Recruitment & Development

April 18, 2012 School Board Duval County Public Schools 1701 Prudential Dr. Jacksonville, Florida 32207 RE: RFP No. 07-12/LG, Superintendent Search Services Thank you for your RFP. The enclosed proposal will describe the services that McPherson & Jacobson can provide Duval County Public Schools in assisting with your superintendent search.

Our firm has designed a five-phase protocol, which allows the board to concentrate on the most important segments, the interview and selection of the successful candidate. Simply stated, our team of consultants, working in conjunction with the board and the special interest groups you identify, will design a turnkey process that will culminate in the hiring of the most qualified candidate for your district.

McPherson & Jacobson has been conducting searches for Boards of Education since 1991 and has conducted numerous national searches. We have over 85 consultants across the United States.

Our business contact information:

Dr. Thomas Jacobson McPherson & Jacobson, L.L.C. 7905 L St., Suite 310 Omaha, Nebraska 68127 Telephone: 402-991-7031/888-375-4814 Fax: 402-991-7168 Email: [email protected]

We would like the opportunity to meet with your School Board to present our proposaland discuss our search process. There is no obligation for us to meet with your board andmake our presentation.

Sincerely,

~~~

Thomas Jacobson Ph.D.McPherson & Jacobson L.L.C.

4

ATTACHMENT A

Minority Business Enterprise Policy And

Proposed Schedule of Participation

RFP No. 07-121LGSuperintendent Search Services

NOTICE OF NONDISCRIMINATION

Duval County Public Schools (DCPS) encourages a maximum participation of Minority BusinessEnterprises in its contract awards, based upon availability. The District ensures that privatecompanies doing business with DCPS are not discriminated against in the awarding of contracts forconstruction, procurement of goods and services and professional services on the basis of race,color, sex, or national origin.

MINORITY BUSINESS DEVELOPMENT AND ASSISTANCE PROGRAM

It is the policy of the Duval County Public Schools (DCPS), as defined in subchapter 13 of the DCPSRules, to ensure the equitable participation of Minority Business Enterprises (MBE), in providingservices to the District under this contract.

This contract will be administered under the ENCOURAGEMENT METHOD; in this regard, theproposer shall take all necessary and reasonable steps to ensure that certified MBEs have anequitable opportunity to compete and perform on this contract. Only firms certified by the DCPS orthe City of Jacksonville (JSEB program vendors must have a MBE designation) may be countedtowards the proposer's goal achievement. For a listing of certified MBEs, proposers may contact:

• DCPS, Minority Business Affairs Office @ (904) 858-4860• City of Jacksonville, Equal Business Opportunity Office @ (904) 630-1165

Please be advised that the awarded contractor will be responsible for submitting a quarterly MBEreport or a quarterly "Good Faith Efforts" statement to the Office of Minority Business Affairs. Pleasesee the attachment regarding "Good Faith Efforts" for additional information.

I declare that I have read the forgoing conditions, and instructions as revealed in the MBErequirements, and will comply herein.

Name of Firm :---''7''''""'' ....;....;::••..•.....=...;:;'"'-'-''--_~=-=O'=Q.=-O-=-=.....••....•...•-+-....;L'-.-=L::....;.;....;C=-.

Title: DLUne r / C!...E0•

Signature: ~-..::7'.:~~--.....~""

Print Name:Thomas Jacob30n

Program Contact: /hom(Js JQC!..obsan

Date: 4. - I C) - J 2.

Phone: 4(J 2 - qq I - I C) 3 I

E-Mail: YnQj J @ macn'/Qke. (!.om-.J

I Submit this form with your proposal.

Page 1 of 1 Page

6

Superintendent Search Services, RFP No. 07-12/LG

ATTACHMENT B, STATEMENT OF "NO" RESPONSE

If your company will not be submitting a response to this Request for Proposal, please complete this Statement of "No"Response Sheet and return, prior to the RFP Due Date established within, to:

The School Board of Duval County, FloridaPurchasing Services Department

4880 Bulls Bay HighwayJacksonville, Florida 32219

This information will help The School Board of Duval County, Florida in the preparation of future Bids/RFPs.

Bid/RFP Number: 0'1"'" i Z/L G Title: 5u.pert'n t.~den± .5e.arcb Se.rvic.e. 3Company Name: mQPhersc>n ~ J'o.Q.Qbsoo) L.L.C.

Contact: Tho maS ::Io.oo b.5Q 0

Address: ., q 0.5 l... St.. Su i-be 3 10

Omahq NE > L.o812tTelephone:. lIo 2-q q I - 103 I Facsimile: LjO.2 - qq I - '( J 1.08

--J Reasons for "NO" Response: N/AUnable to comply with product or service specifications.

Unable to comply with scope of work.

Unable to quote on all items in the group.

Insufficient time to respond to the Request for Proposal.

Unable to hold prices firm through the term of the contract period.

Our schedule would not permit us to perform.

Unable to meet delivery requirements.

Unable to meet bond requirements.

Unable to meet insurance requirements.

Other (Specify below)

comments:~LA - Q proposal IS bei09 5ulomit:teol

S· 2l~~H'Ignature: ------~---r:;z----------- Date: 4 - 10 ~ / 2..

Page 1 of 1 Page

I

8

DUVAL COUNTY PUBLIC SCHOOLSPURCHASING SERVICES

Consolidated Service Center4880 Bulls Bay HighwayJacksonville FL 32219PHONE (904) 858-4859FAX (904) 858-4868

April 2, 2012

Request for Proposals (RFP)Required Response Form

SUPERINTENDENT SEARCH SERVICES

RFP No. 07-12/LG

This proposal must be submitted to Duval County Public Schools, Purchasing Services, 4880 Bulls Bay Highway, Jacksonville, FL 32219-3235,no later than 2:00 p.m. EDT on Tuesday, April 24, 2012, and plainly marked RFP No. 07-12/LG. Proposals are due and will be opened at thistime. Pro osals received after 2:00 .m. EDT on the date due will not be considered.

Anti-Collusion Statement / Public Domain

I, the undersigned vendor have not divulged, discussed, or compared this proposal with any other vendors and have not colluded with anyother vendor in the preparation of this proposal in order to gain an unfair advantage in the award of this proposal.

I acknowledge that all information contained herein is part of the public domain as defmed in the Public Records Act, Chapter 119, F.S.

Proposal Certification

I hereby certify that I am submitting the following information as my company's proposal and understand that by virtue ofexecuting and returning with this proposal this REOUIRED RESPONSE FORM, I further certify full, complete, andunconditional acceptance of the contents of all pages, inclusive of this Request for Proposal, and all appendices/attachments andthe contents of any Addendum released hereto.

VENDOR (firm name): mCPherson ,+-JQQobsQn) l.L.C.STREET ADDRESS: I qc:>.5 L S-I::..., Sui-&e. 3 )0

?

CITY & STATE: OrnQha N E Lo81 27PRINT NAME OF AUTHORIZED REPRESENT AllVE ~ J'Q"-obso nSIGNATURE OF AUTHORIZED REPRESENTATIVE: ~~

TITLE owne..r/C-E.O DATE: l....j-/O~/2.CONTACT PERSON: /'homas Jaa..obso ()CONTACT PERSON'S ADDRESS: "7965 )....St,;) 5ul'±e 316) OmQhQ Nf. !o8i 27TELEPHONE: 4()2-qq} -/eBI FAX: Ji (j 2-qcU ~'lJ toe TOLL FREE: 88 8 ~375 -481 YINTERNET E-MAIL ADDRESS: OJQJ 1 @mqc..njake. c.or» INTERNETURL: e.....t) iA.) Lv, ThOQnJake,VENDOR TAXPAYER IDENTIFICATION NUMBER: 4 '7 ~Q8()8 8 J.2 c.orr.

NOTE: Entries must be completed in ink or typewritten. An original manual signature is required.

Page 1 of 18

10

11

OOtthheerr CCoommppaannyy NNaammeess

McPherson & Jacobson, L.L.C. has not operated under any other names.

12

13

EExxppeerriieennccee aanndd QQuuaalliiffiiccaattiioonnss

GGeenneerraall IInnffoorrmmaattiioonn

Over 425 searches since 1991

McPherson & Jacobson, L.L.C. has been conducting searches for Boards of Education since 1991 and has conducted numerous national searches. McPherson and Jacobson has placed over 425 superintendents and other officials in public entities in 27 states and the District of Columbia. In the June 2003 issue of “The School Administrator,” 29 firms were identified that conducted superintendent searches. Based upon the number of searches conducted per year, McPherson & Jacobson is one of the top national superintendent search firms.

Tenure of Placements

Since our founding in 1991, half of our placements are in the position for which they were hired. During the last five years, almost 85% of the administrators placed by McPherson & Jacobson are still in the position for which they were hired. Almost two-thirds of superintendents placed are still in the position for which they were hired in the past ten years.

Location of Firm (Home Office)

McPherson & Jacobson, L.L.C. 7905 L St., Suite 310 Omaha, Nebraska 68127 Telephone: 402-991-7031/888-375-4814 Fax: 402-991-7168 Email: [email protected]

Nationwide Network of Experienced Consultants

McPherson & Jacobson has over 85 consultants located in 24 states and the District of Columbia. Our consultants have extensive backgrounds in education and public service including current superintendents or assistant superintendents; retired superintendents or retired assistant superintendents; university professors (in educational programs); current or former school board members; and personnel from school board associations. Almost one-fourth of McPherson & Jacobson consultants are minorities or female. Over fifty percent have a doctorate degree.

14

Nationwide Presence

McPherson & Jacobson L.L.C. represents the Arkansas School Boards Association, Louisiana School Boards Association, the Washington State School Directors’ Association, and the Idaho Association of School Administrators to assist their member districts in conducting superintendent searches.

The McPherson & Jacobson Difference

McPherson & Jacobson has developed a protocol that provides for high involvement of stakeholders, while keeping the board in complete control of the process.

One of the hallmarks of McPherson & Jacobson, L.L.C. is the belief that the search for a public executive should be conducted with as much transparency as possible. We have designed a process, which keeps the board in complete control of the search, while inviting various stakeholder groups to provide input and become meaningfully involved in the process. The openness of the process has not gone unnoticed. There have been many articles discussing McPherson & Jacobson’s stakeholder involvement, and editorials from newspapers across the country praising boards for being open, transparent, and doing the public business in the public.

Mission/Purpose/Belief

Our mission is to provide clients we represent with quality, professional service in managing all aspects of the search process.

Our purpose is to help secure the best possible educational leader for every district we represent and to assure the fair and ethical treatment of every candidate.

We believe every student is entitled to the best education available. We strongly believe quality education is dependent upon quality leadership.

15

CCoonnssuullttaannttss ffoorr DDuuvvaall CCoouunnttyy PPuubblliicc SScchhoooollss Thomas Jacobson Ph.D. __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

PERSONAL INFORMATION Name: THOMAS P. JACOBSON Address: 6930 S. 163 Cir. Omaha, Nebraska 68136 Phone: (402) 943-7540 cell (402) 991-7031 office EDUCATIONAL BACKGROUND 1983-86 Ph.D. University of Minnesota Educational Administration 1977-80 Ed.S. University of Minnesota Educational Administration 1971-73 M.S. St. Cloud State University Educational Administration 1965-69 B.S. Bemidji State University Elementary Education EXPERIENCE 1996 - Chief Executive Officer/Owner

Key Concepts L.L.C. 1991 - Chief Executive Officer/Owner McPherson & Jacobson L.L.C. 1991 - Associate Professor University of Nebraska at Kearney Kearney, Nebraska 1988-91 President Consortium for School Improvement Gunnison, Colorado 1986-90 Superintendent Gunnison Watershed School District Gunnison, Colorado 1987-89 Adjunct Professor Western State College Gunnison, Colorado 1980-86 Superintendent Remer/Longville ISD #118 Remer, Minnesota 1982-84 Supervising Superintendent Tri-County Coop Grand Rapids, Minnesota 1979-80 Assistant Superintendent for Curriculum, Instruction, and Personnel Remer/Longville ISD #118 Remer, Minnesota 1975-79 Elementary Principal Remer/Longville ISD #118

16

17

Dr. Steve Joel __________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

PERSONAL INFORMATION

5524 S 88 St. Lincoln, NE 68526 402-525-3221 (cell)

SUMMARY A native of New York, Dr. Joel has been superintendent of Lincoln Public Schools, Nebraska since 2010. Prior to Lincoln, he served as the superintendent for the fourth largest school system in Nebraska for 10 years. In addition to his work as a national consultant with the McPherson and Jacobson Executive Search Firm, he is highly regarded as an educational leader in several states and has established a prominent national presence through his involvements with several national entities. Dr. Joel has served as lead on many superintendent searches and was a key contributor to the Firms' Phase V and Phase VI which is the establishment of performance objectives for the first-year superintendent and the establishment of operating principles for the executive leadership team (board and superintendent). EDUCATIONAL BACKGROUND B.A. 1976 Doane College, History Education M.Ed 1981 University of Nebraska-Lincoln, Educational Leadership Ed.D 1991 Kansas State University, Education Administration PROFESSIONAL EXPERIENCE 2010-present Superintendent, Lincoln, Nebraska 2000-2010 Superintendent, Grand Island, Nebraska 1992-2000 Superintendent, Beatrice, Nebraska 1982-1992 Superintendent in Kansas RELATED PROFESSIONAL EXPERIENCE 1994-present Consultant and Executive Director for McPherson and Jacobson, L.L.C. 1990-present Professor, Educational Leadership, Benedictine College 1992-present Rotarian, Past President twice 2000-01 Nebraska Superintendent of the Year 1992-present Numerous national presentations and several publications on leadership, goal

setting, developing performance objectives, developing board operating principles.

1992-present Motivational speaker and strategic planning facilitator

18

19

20605 Hartsbourne Way Germantown, MD 20874

301.254.4727 [email protected]

Sharon W. Cox

Summary of Qualifications Extensive practical experience in planning and implementing successful education reform as a two term elected board member of a nationally recognized public school system, Montgomery County Public Schools (MCPS), Maryland. Demonstrated collaborative leadership skills on complex issues as long term chair of both the Policy Committee of the Montgomery County Board of Education and the Legislative Committee of the Maryland Association of Boards of Education. Skilled at building productive working relationships with staff, business, and community members to ensure achievement of organizational goals. Corporate and non-profit experience in the development, implementation and supervision of effective employee and member training programs as well as the identification and dissemination of relevant resources and materials. Excellent organizational, speaking, writing and presentation skills. Selected Skills and Accomplishments

Public Education Leadership Project at Harvard University – Participated in a joint initiative of the Harvard Graduate School of Education and the Harvard Business School, identifying and applying successful business and school district management strategies within a framework designed to support the acceleration of student achievement. Member of the four-year project’s MCPS executive leadership team which initiated the successful reform strategy of acknowledging and eliminating institutional and individual barriers to performance excellence for minority students.

Baldrige in Education (BIE), Montgomery County Public Schools – Member of the BIE Steering Committee which oversaw the district wide design and implementation of operating principles, strategies, structures and processes aligned to drive achievement of strategic plan goals through increased capacity and improved effectiveness. Key foci of this work were data driven decision making, knowledge management and process mapping.

Board of Education, Montgomery County, MD – As chair of the Policy Committee, directed substantive development and revision of policies in alignment with the district’s strategic plan, and directed oversight of their implementation. Addressed issues of capacity building and effective change management while monitoring the implementation of major policy revisions. Initiated development of policy evaluation processes. In addition, worked with staff on a variety of projects such as: assessing MCPS interest in commercial products (Connect-Ed, Pay Schools); contracting with local entities to support district initiatives (Metropolitan Center for Assault Prevention, Mental Health Association); exploring the instructional application of technological innovations such as multi-player gaming.

Business and Non-Profit Sector Experience – Developed contacts in education organizations, helped create outreach and advocacy materials for the National Coalition on Personnel Vacancies in Special Education and Related Services. As Communications Coordinator for the Montgomery County Collaboration Council for Children, Youth and Families, created a web site, coordinated research on resources, prepared background and advocacy materials, helped write grant applications, press releases, and other documents. Managed the Federal Claims Service, Field Services and Employee Training departments of the National Capital Blue Cross Plan. Developed, defended, and met budget requirements.

20

Presentations 2011 - American Association of School Administrators National Conference Strategic Planning: Avoiding the Pitfalls

National School Boards Association National Conference The Board’s Role in Strategic Planning

2010 - American Association of School Administrators National Conference Strategic Planning: Creating Your Own Silver Bullets The First Year - How to Extend the Honeymoon 2009 – American Association of School Administrators National Conference National School Boards Association National Conference Superintendent and Board Collaborative Leadership 2008 – National School Boards Association National Conference Superintendent Goal Setting and Evaluation

2007 – American Association of School Administrators National Conference National School Boards Association National Conference

Getting Results From Your Professional Development Dollars National Association of Elementary School Principals National Conference Addressing Schools Special Needs for Achieving AYP in Special Education 2006 – American Association of School Administrators National Conference National School Boards Association National Conference Baldrige: Bringing About Change & Dramatic Improvement in Student Achievement 2005 – National School Boards Association National Conference

Grading and Reporting – From Policy to Practice

Testified for National PTA before the United States Senate Committee on Health, Education, Labor, and Pensions in support of expanding the school meals breakfast program. Publications “Building Trust with Your Board” (July 2010) AASA New Superintendents E-Journal

“Strategic Planning: Avoiding the Pitfalls” (January 2011) The School Administrator Experience President, Synergetic Leadership Group

At-Large Member, Board of Education, Montgomery County, MD Board Officer (three annual terms)

Chair, Policy Committee (six annual terms) Member, Research and Evaluation Committee, Communications and Public Engagement Committee, Ad Hoc Special Education Committee

Member, Board of Directors of the Maryland Association of Boards of Education Chair, Legislative Committee (four annual terms)

Member, National Coalition on Personnel Vacancies in Special Education and Related Services

Communications Coordinator, Montgomery County Collaboration Council for Children, Youth & Families

President, Montgomery County Council of Parent Teacher Associations

Assistant to the Manager of Claims Service, Group Hospitalization, Inc., Washington, DC Education Loyola College, Baltimore - completed 36 credit hours toward an MBA degree

Towson State College, B.S., Secondary Education (English/Speech/Drama)

21

MMccPPhheerrssoonn && JJaaccoobbssoonn TThhrreeee--YYeeaarr SSeeaarrcchh HHiissttoorryy

In the past three years, McPherson & Jacobson has conducted over 110 executive searches, over 105 have been superintendent searches. The timeline for almost all of the searches was between two and four months. We design the timeline to meet the needs of the district.

All of our searches have resulted in successful placements. For our placements in the past five years, almost 85% are still in the position where they were placed.

McPherson & Jacobson’s methodology in identifying and attracting qualified candidates is part of our Mission/Purpose/Belief Statement:

Our purpose is to help secure the best possible educational leader for every district we represent and to assure the fair and ethical treatment of every candidate.

We believe every student is entitled to the best education available. We strongly believe quality education is dependent upon quality leadership.

2010-2011 Search Year

State District City Enrollment

AR Bauxite Public Schools Bauxite 1,502

AR Crossett School District Crossett 1,985

AR Danville Public Schools Danville 883

AR Dumas Public Schools Dumas 1,472

AR East End School District Bigelow 630

AR Little Rock School District Little Rock 25,743

AR Pine Bluff School District Pine Bluff 4,900

AR Star City School District Star City 1,671

DC Magnet Schools of America (Exec. Dir) Washington

DE Seaford School District Seaford 3,500

FL Orange County Public Schools Orlando 179,000

IA West Branch Community Schools West Branch 812

ID Idaho Association of School Administrators (Exec. Dir.) Boise

IN South Bend Community School Corporation South Bend 20,771

KS Chapman USD 473 Chapman 1,014

KS Salina Public Schools Salina 7,260

KS Southeast of Saline USD 306 Gypsum 740

KS Sumner County Educational Services Interlocal District #619 (Director) Wellington

KY Fayette County Public Schools Lexington 37,000

KY Jefferson County Public Schools Louisville 99,775

LA Bogalusa City Schools Bogalusa 2,178

22

2010-2011 Search Year (cont.)


MT Whitefish School District Whitefish 1,600

ND Parshall Public School District #3 Parshall 300

NE Grand Island Public Schools Grand Island 8,820

NE Mount Michael Benedictine Elkhorn 200

NE Shelton Public Schools Shelton 300

NE Tekamah-Herman Community Schools Tekamah 579

PA Camp Hill School District Camp Hill 1,219

SD McLaughlin School District 15-2 McLaughlin 450

SD Meade School District 46-1 Sturgis 2,500

SD Oelrichs School District 23-3 Oelrichs 123

WA Kelso School District Kelso 5,074

WA Ocosta School District Westport 675

WA Shelton School District Shelton 4,195

WA South Whidbey School District Langley 1,550

WA West Valley School District Yakima 4,900

WY Fremont County School District 1 Lander 1,700

23

2009-2010 Searches


AR Batesville School District Batesville 2,869

AR Bryant School District Bryant 7,666

AR Jessieville School District Jessieville 912

AR Mountain Home Public Schools Mountain Home 4,000

AR Searcy Public Schools Searcy 4,000

AR Stuttgart School District Stuttgart 1,797

IA Atlantic Community School District Atlantic 1,430

IA Glenwood Community School District Glenwood 2,207

KS Abilene USD# 435 Abilene 1,652

KS Northeast Kansas Community Action Program Executive Director Hiawatha

LA Monroe City Schools Monroe 8,250

MN Rochester Public Schools--Dir. of Elem & Secondary Ed. Rochester 18,500

MS Vicksburg Warren School District Vicksburg 8,855

NE Chambers Public School Chambers 203

NE Columbus Public Schools Columbus 3,600

NE Franklin Public Schools Franklin 350

NE Norris School District 160 Firth 2,040

NE South Sioux City Community Schools South Sioux City 3,800

NE Wilber Clatonia Public Schools Wilber 553

NV Clark County School District Las Vegas 309,476

PA Allentown School District Allentown 18,000

PA Phoenixville Area School District Phoenixville 3,251

SD Faith School District Faith 210

SD New Underwood School District New Underwood 260

WA Aberdeen School District Aberdeen 3,313

WA Chehalis School District Chehalis 2,679

WA Chewelah School District Chewelah 948

WA Eatonville School District Eatonville 2,096

WA Federal Way Public Schools Federal Way 21,782

WA Lynden School District Lynden 2,793

WA Northport School District No. 211 Northport 162

WA Rainier School District Rainier 940

WA Steilacoom Historical School Dist. No. 1 Steilacoom 5,727

WA Tumwater School District Tumwater 6,036

WY Fremont County School District 2 Dubois 180

24

2008-2009 Searches


AL Leeds City Schools Leeds 1,431

AR Blytheville Public Schools Blytheville 3,140

AR Clarksville School District Clarksville 2,500

AR Gurdon School District Gurdon 824

AR Marion School District Marion 3,925

AR Pulaski County Special School District Little Rock 18,000

IA Bettendorf Community School District Bettendorf 4,538

IA Dubuque Community School District Dubuque 10,500

IA Eagle Grove Community School District Eagle Grove 876

IA Lisbon Community School District Lisbon 607

IA Murray Community School District Murray 300

IA North Butler (Allison-Bristow CSD & Greene CSD) Allison/Greene 600

IA North Polk Community School District Alleman 1,115

IA Winfield--Mount Union Community School District Winfield 450

KS Cheylin USD 103 Bird City 143

KS Columbus USD 493 Columbus 1,221

KS Marysville USD #364 Marysville 709

LA St. John the Baptist Parish School District-HR Dir Reserve 6,350

MN Northland Community Schools--ISD #118 Remer 435

MS Greenville Public Schools Greenville 6,920

MS Leland School District Leland 1,058

NE Alliance Public Schools Alliance 1,737

NE Blair Community Schools Blair 2,416

NE Lakeview Community Schools Columbus 750

NE Laurel-Concord Public Schools Laurel 351

NE Pawnee City Public Schools Pawnee City 280

PA Central Dauphin School District Harrisburg 11,750

PA Great Valley School District Malvern 4,000

PA Mt. Lebanon School District Pittsburgh 5,294

PA Phoenixville Area School District Phoenixville 3,251

SD Bonesteel-Fairfax/Burke School Districts (South Central 26-5) Bonesteel/Burke 378

SD Huron School District 2-2 Huron 2,000

SD Ipswich Public School District Ipswich 385

SD McLaughlin School District 15-2 McLaughlin 450

SD Oelrichs School District 23-3 Oelrichs 139

25

2008-2009 Searches (cont.)


SD St. Francis Indian School St. Francis 560

SD Tea Area School District 41-5 Tea 1,187

VA Culpeper County Public Schools Culpeper 7,300

WA North Thurston Public Schools Lacey 13,500

WA Orting School District Orting 2,100

WA Shaw Island School District Shaw Island 10

WA Skykomish School District Skykomish 60

26

27

IIddeennttiiffyyiinngg aanndd RReeccrruuiittiinngg NNoonn--TTrraaddiittiioonnaall CCaannddiiddaatteess

Once the board has identified its selection criteria, the consultants of McPherson & Jacobson will immediately began to identify both traditional and non-traditional potential applicants locally and nationally. McPherson & Jacobson has over 85 consultants across the United States, we will send the information to all of our consultants across the United States, asking them to nominate candidates who would be a good match. Those candidates will be invited to apply. Some of our best candidates may not be actively seeking another position and will need to be recruited.

We do not maintain a stable of candidates, but we do follow the careers of successful administrators. Individuals who are currently looking to take a new position are encouraged to register with us so they can receive notification of the vacancies we are representing. We have over 350 potential applicants currently registered with McPherson & Jacobson who will receive notification of the superintendent opening. Additionally, we will vigorously pursue current or emerging leaders through personal contact.

28

29

SSeelleecctteedd RReeffeerreenncceess

Orange County Public Schools 445 W Amelia St. Orlando FL 32801 School Phone: 407-317-3200 School District Contact: Kathy Palmer, 407-317-3322 Board Contact: Bill Sublette 407-317-3236 Search Year: 2010/11 Enrollment: 181,425

Clark County School District 5100 W. Sahara Las Vegas NV 89146 School Phone: 702-799-5000 Board Contact: Terri Janison/Sheila Moulton 709-799-1072/702-431-8575 Search Year: 2009/10 Enrollment: 309,476

Jefferson County Public Schools 3332 Newburg Rd. Louisville KY 40218 School Phone: 502-485-3011 School District Contact: Rosemary Miller, 502-485-3154 Board Contact: Stephen Imhoff/Diane Porter 502-899-2414/502-775-5048 Search Year: 2010/11 Enrollment: 99,775

30

31

OOppeenn//CCuurrrreenntt SSeeaarrcchheess ((SScchhooooll DDiissttrriiccttss))

Billings Public Schools 415 N. 30th St. Billings MT 59101 School Phone: 406-281-5066 Board contact: Teresa Stroebe 406-248-8873 Enrollment: 15,715

Consultants: Dr. Thomas Jacobson, Dr. Terry Donicht, Dr. Candis Donicht

Status: Application period is closed, reference checks are being conducted

Maricopa Unified School District #20 44150 West Maricopa-Casa Grande Hwy Maricopa AZ 85138 School Phone: 520-568-5100 Board contact: Scott Bartle 480-980-6800 Enrollment: 6,095

Consultants: Dr. Robert Neely, Dr. Mary Kamerzell

Status: Candidate interviews are being conducted

Bainville School 409 Tubman Rd. Bainville MT 59212 School Phone: 406-769-2321 Board contact: Dennis Nelson 406-769-7301 Enrollment: 140

Consultant: Dr. John Weidner

Status: Candidate interviews are being conducted

Enderlin Area Schools 410 Bluff St. Enderlin ND 58027 School Phone: 701-437-2240 Board contact: Cyndee Chesley 701-437-2088 Enrollment: 310

Consultant: Dr. Gary Schnellert

Status: Board determining who to interview

Osage City Schools USD 420 520 Main Osage City KS 66523 School Phone: 785-528-3176 Board Contact: Mr. Brian Davies 785-528-3688 Enrollment: 672

Consultants: Mr. Von Lauer, Mr. Howard Shuler

Status: Board is determining who to interview

Valley Center Public Schools 143 S. Meridian Valley Center KS 67147 School Phone: 316-755-7000 Board Contact: Bart Balthazor 316-831-5057

Enrollment: 2,624

Consultants: Dr. Thomas Jacobson, Dr. Chris Christman


32

Sioux Central Community Schools 4440 US Highway 71 Sioux Rapids IA 50585 School Phone: 712-283-2571 Board Contact: Kevin Lindquist 712-299-3688 Enrollment: 675

Consultants: Dr. Richard Sundblad, Mr. Dennis Bahr


Bellevue School District 12111 NE 1st St. Bellevue WA 98005 School Phone: 425-456-4172 Board Contact: Paul Mills 425-746-4999

Enrollment: 18,000

Consultants: Dr. Al Cohen, Dr. Michael Boring

Status: Application period closes April 30, 2012

Skykomish School District P.O. Box 325 105 Sixth St. North Skykomish WA 98288 School Phone: 360-677-2623 Board Contact: John Robinson 360-677-2561 Enrollment: 45

Consultant: Mr. Richard Parker

Status: Application period closes May 1, 2012

Crescent School Distirct PO Box 20 50350 Highway 112 Joyce WA 98343 School Phone: 360-928-3311 Board Contact: Tracey Grover 360-928-3135

Enrollment: 230

Consultant: Dr. Michael Boring


Blair Community Schools 140 S. 16 St. Blair NE 68008 School Phone: 402-426-2610 Board Contact: Amy Hansen 402-426-3421 Enrollment: 2,400

Consultants: Dr. Randy Nelson, Dr. Michael Lucas


Polson School District #23 111 4th Ave. East Polson MT 59860 School Phone: 406-883-6355 Board Contact: Caryl Cox 406-887-2166 Enrollment: 1,684

Consultants: Dr. Bill Dean, Ms. Barb Dean


33

Coupeville School District 2 South Main St. Coupeville WA 98239 School Phone: 360-678-4522 Board Contact: Don Sherman 360-678-4772

Enrollment: 1,080

Consultant: Dr. Michael Boring

Status: Application period closes April 30, 2012

Clifton-Clyde USD 224 PO Box A Clifton KS 66937 School Phone: 785-455-3313 Board Contact: Steve Feight 785-249-7161

Enrollment: 320

Consultants: Mr. Von Lauer, Mr. Howard Shuler


Holy Trinity Catholic Schools 2600 Ave. A Ft. Madison IA 52627 School Phone: 319-372-2486 School District Contact: Donna Borst Board Contact: Gary Hoyer , 319-754-0650 Search Year: 2011/12 Enrollment: 350

Consultant: Mr. Gary McAndrew

Status: Application period closes TBD

34

35

NNoonn--SScchhooooll DDiissttrriicctt SSeeaarrcchheess

Non-school district searches for the past two (2) years: Louisiana School Boards Association--Executive Director 7912 Summa Ave. Baton Rouge LA 70809 Phone: 225-769-3191

Consultant: Dr. Thomas Jacobson


Magnet Schools of America 1012 14th St. NW Suite 203 Washington DC 20005 Phone: 202-824-0672 Board contact: Bill Magnotta/Sandy Day 860-713-6575/402-557-2185

Consultants: Dr. Thomas Jacobson, Dr. Bill Dean


Idaho Associaton of School Administrators 777 S. Latah St. Boise ID 83705 School Phone: 208-345-1171 Board Contact: Dr. Geoffrey Thomas , 208-359-3300, Search Year: 2010/11

Consultants: Dr. Bill Dean, Dr. Candis Donicht

Status: Search has been completed

36

37

UUnnssuucccceessssffuull SSeeaarrcchheess

All of McPherson & Jacobson’s searches have resulted in a placement. McPherson & Jacobson is committed to staying with a school district until the position is filled.

38

39

LLiittiiggaattiioonn

McPherson & Jacobson has not been involved in any litigation or regulatory action within the last three (3) years.

40

41

SSccooppee ooff SSeerrvviicceess

SSeeaarrcchh PPrroocceessss EExxeeccuuttiivvee SSuummmmaarryy McPherson & Jacobson L.L.C. provides a complete search process. Some of the highlights of our process are: Our process is a complete process; we do everything except interview the candidates.

School district personnel are used only to gather information for the brochure, and to help coordinate the visitation of the consultants with the various groups identified by the board.

We will stay with the school district until a superintendent is hired and in place.

Confidentiality is of prime concern in our process. To attract top candidates, we treat all applications with utmost confidentiality.

We will take the entire board through a consensus-building process to identify the top criteria for the selection of the new superintendent.

We will meet with stakeholder groups to provide stakeholder input into the selection process. The consultants will summarize that information and present the results to the board.

We are recruiters of quality applicants. Once the board has established its selection criteria, McPherson & Jacobson will actively recruit candidates that meet the identified criteria. If the board desires, McPherson & Jacobson will recruit non-traditional candidates.

We do not maintain a stable of candidates to bring to each search. However, we do maintain a database of quality applicants from which we will recruit applicants who meet your criteria.

Phase V provides a one-year commitment to work with your board and new superintendent. Working with the board and new superintendent, we will help establish annual performance objectives for the new superintendent’s first year and provide six-month and one-year evaluations. We have found the acceptance of this phase to be very positive as it helps provide a good transition.

McPherson & Jacobson guarantees our services. We are so confident of our ability to identify the district’s criteria, select, and screen applicants against those criteria, and assist during the transition period, that we will guarantee our service.

42

43

FFiivvee PPhhaasseess ooff aa SSuuppeerriinntteennddeenntt SSeeaarrcchh

44

Phase I

Working with the Board, and any groups identified by the Board, McPherson & Jacobson will: Identify with the School Board the most important characteristics of the new

superintendent.

Using Nominal Group Technique, the consultants will assist the board in identifying the most important characteristics the board would like to have the new superintendent possess. These characteristics will be used as a template for recruiting and selecting candidates.

Establish appropriate timelines and target dates for the selection process.

The consultants will prepare a proposed calendar for the search process. Dates for advertising the announcement of vacancy, closing date, dates for interviewing, a target date for selecting the new superintendent, and a date for the new superintendent to begin will be discussed.

Determine appropriate advertising venues.

The consultants will assist the board in determining whether to conduct a national or regional search. Appropriate media venues (professional journals, trade papers, newspapers, and websites) will be presented and discussed. The consultants will discuss the cost of each media venue and anticipated return on investment.

I think that McPherson & Jacobson guided the board and encouraged us to focus on core attributes we wanted to see.

Board Member, Central Dauphin School District, Harrisburg, Pennsylvania

Thanks! I don’t think the board would have been able to complete this important search on our own! McPherson &Jacobson was great to work with.

Betsy Justis, Bettendorf Community School District, Iowa

45

Phase II

In Phase II McPherson & Jacobson will:

Meet with groups identified by the board to provide stakeholder input into the

selection process.

The consultants will meet with groups identified by the School Board to solicit their input into the selection process. Each group is asked to identify the strengths of the school district and community, the characteristics they would like to see the new superintendent possess, and the issues facing the new superintendent. The results of these meetings are summarized by the consultants and presented to the board. The board chooses which groups it would like the consultants to meet with, but the most common groups include central office administrators, building administrators, teachers, classified staff, students, and community and business groups. The consultants will assist the board in choosing which groups it wishes to include.

Develop promotional literature and brochures announcing the vacancy.

In order to get the best applicants to apply, it is important to promote your school system and community. The consultants will assist in preparing an announcement of vacancy that highlights the strengths of your school system and community. Our graphic artist will prepare a professional color brochure that highlights the school district and community and lists the selection criteria determined by the board, the board members, and the application procedures and timelines.

Prepare and place announcement of vacancy.

McPherson & Jacobson’s staff will prepare and place the announcement of vacancy. The announcement of vacancy will be sent to state school board and administrator associations, appropriate colleges and universities, and media venues selected by the board. McPherson & Jacobson maintains an interactive website (www.macnjake.com) that allows applicants to access all the application materials and apply on line.

Develop an application unique to your vacancy that reflects the selection criteria determined by the board.

Application forms will be developed that reflect the selection criteria determined by the School Board. All applicants will be asked to describe in writing their particular strengths in each area. This will be one of the preliminary screening devices used by the consultants when assessing potential candidates.

[Community input meetings] couldn’t have been ANY better! Our community praised the process from every rooftop. Stakeholder input may well have been a bridge between school board and community. Worth every dime!

Anne Luckinbill, Culpeper County Public Schools, Virginia

46

Send out and receive all application materials.

McPherson & Jacobson will send out and receive all application materials. No one from your office staff will be burdened with this task. In fact, we only need assistance from district personnel for two tasks: one task is providing information for the promotional brochure, and the other is coordinating dates between the consultants and the district.

Actively recruit applicants who will meet the district’s needs.

While McPherson & Jacobson does not represent candidates, we keep a data bank of quality candidates. Once the board has chosen its selection criteria, we will send the information to all of our consultants across the United States, asking them to nominate candidates who would be a good match. Those candidates will be invited to apply. Some of our best candidates may not be actively seeking another position and will need to be recruited.

McPherson & Jacobson stays current with trends in educational leadership by being an active participant in many educational conferences and being frequent presenters. We have participated in Job Central at American Association of School Administrators Conference since 1999; Résumé Review at the National Association of School Boards Conference since 1999; and we have attended the AASA Women’s Leadership Conference twice.

Assist the board in determining compensation parameters.

In order to recruit and select top candidates, compensation packages need to be competitive. The consultants will present data that indicates what districts in the same geographical region and similar size are paying superintendents. Whenever possible, they will also present compensation information for districts that recently hired a superintendent.

The consultants only provide data for the board to consider in making the decision on compensation parameters. Final compensation decisions will be determined by the board and the selected candidate.

Keep all applicants informed of their status in the selection process.

During the application process, applicants will receive emails notifying them of the status of their application materials and what is still needed to complete the process. In some instances, recruits will receive phone calls from the consultants verifying their status in the process.

[The consultants] had a very solid understanding of our criteria and did a great job of recruiting top notch candidates.

Josephine Posti. Mt. Lebanon School District, Pittsburgh, Pennsylvania

47

Phase III

In Phase III McPherson & Jacobson will: Evaluate each applicant against the selection criteria.

The consultants will read and evaluate all of the completed files submitted by applicants. They will read the application form and all of the additional material in each file and begin comparing it against the selection criteria.

Conduct reference and background checks.

We understand that applicants do not submit references who will not speak highly of them. We begin with the references given and ask them a list of questions relevant to the selection criteria. After asking those questions, we ask each reference to give us the names of other people who can speak of the applicant’s qualifications. We then call those individuals and ask them the same set of questions, including asking them to give us the names of other people who could speak of the applicant’s qualification. We repeat the process until we have complete knowledge of the applicant’s strengths and weaknesses.

Review candidates with the board and assist the board in determining which candidates it will interview.

The consultants will present a complete list of applicants to the board for its review. We do not eliminate any applicants. We will submit a short list of those applicants who we feel most closely meet the district’s criteria and will present a written analysis for each.

Upon reviewing the applicants, the consultants will assist the board in determining which applicants it wishes to consider as candidates for interviews.

Assist the board in developing a set of interview questions that reflect the identified selection criteria and characteristics.

The consultants will present an extensive list of potential interview questions that reflect the selection criteria and characteristics from which the board may select. The consultants will also assist the board in creating interview questions that are unique to specific interests.

The goal is to write questions that are open-ended, so board members may accurately assess each candidate’s knowledge and background in each area. It is also a concern to assure that the questions are legal and in compliance with Affirmative Action.

Send a letter to all applicants who will not be interviewed.

Once the board has selected its final candidates, all other applicants will receive a letter on behalf of the board thanking them for taking the time to complete the application materials and notifying them that they are not a finalist.

48

Phase IV

In Phase IV McPherson & Jacobson will: Coordinate interview and visitation procedures.

The consultants will assist the board in establishing the interview schedule. Working with the board, the consultants will set up an interview schedule that will give the candidate a tour of the district and community. The consultants will also help the board identify groups for each candidate to meet. Typically, the same groups the consultants met with to receive input into the selection process will also spend time with each candidate. Finally, the consultants will help coordinate the formal and informal interview process with the board.

Assist the groups identified by the board in procedures for meeting each candidate and providing feedback to the board.

A representative group of eight to twelve people will be selected to represent each of the groups identified by the board. The consultants will meet with a chairperson for each group to discuss their roles and responsibilities. The purposes of these groups are two-fold: one, to promote the school district and community to the candidate; and two, to form an impression of each candidate, which they will share with the board. The consultants will coach each group on how to conduct the meeting with each candidate and what questions they can or cannot ask. The consultants will also provide the chairpersons with a form in which, using group consensus, they will record their impressions of each candidate. The forms will be sealed in an envelope after meeting with each candidate and turned in to the district contact person. Upon completing the interview process with all candidates, the board will receive and open the forms from each group.

Coordinate visitation procedures for the candidate’s spouse.

In most instances the candidates are married and this, therefore, becomes a two-person decision. We encourage boards to invite spouses to attend the interview day. The consultants will coordinate a portion of the interview day for the spouse to have an expanded visitation of the community. Areas of interest typically include available housing, medical facilities, churches, recreational opportunities, and shopping. Other areas of interest unique to your community will also be included.

Assist the board in making final arrangements for each candidate’s visit.

In most states it is common for the district to pay for the interview expenses for the candidates and their spouses. In order to assure expenses stay within established guidelines, the consultants will assist in making lodging and travel arrangements for each candidate.

49

Contact all finalists and schedule their interview dates.

The consultants will contact each final candidate; notifying them they are a finalist for the position and scheduling their interview date. The consultants will be the contact for answering any questions and coordinating the candidates’ visits to the district.

Personally contact each finalist who wasn’t hired.

Once the board has offered a contract to the final candidate, and it has been accepted by the candidate, the consultants will call each of the other final candidates and thank them on behalf of the board for interviewing for the position. Final candidates are not notified until a contract has been signed. If by chance you lose your top candidate, we want to keep viable candidates available.

You guys were awesome! The amount of work was only exceeded by your professionalism and expertise. We couldn’t be happier with the process. Thank you very much for a job well done!

Aaron Owada, North Thurston School District, Lacey, Washington

…you do all the leg work, which allows us more time to carefully consider all applicants.

Amy Hansen, Blair Community Schools, Nebraska

[Your service] was very helpful. Lots of work needed to be done. Your service was very professional.

Julie LeVan, Tea Area School District, Tea, South Dakota

The vetting of candidates was worth the cost alone. This invaluable service coupled with the network of McPherson &Jacobson made the difference.

Andy Sullivan, Lisbon Community School District, Iowa

50

Phase V

In Phase V McPherson & Jacobson will: Establish performance objectives for new superintendent.

Working with the board and new superintendent, the consultant will use Nominal Group Technique to assist in the establishment of performance objectives for the new superintendent. Outside of the day-to-day operation of the school district, the board will identify two or three areas that they want the superintendent to focus on during the first year. Once the performance objectives have been identified, board members will be asked what evidence they will accept that the superintendent is making progress towards the accomplishment of the identified performance objectives.

The superintendent will take the information generated from this session and develop an action plan for accomplishing the performance objectives. The action plan will be presented to the board for formal approval and forwarded to McPherson & Jacobson’s home office.

Provide evaluative procedures for a six-month and one-year evaluation.

At the six-month interval of employment and again at one year, McPherson & Jacobson will send out evaluation forms to the board president to distribute to the board members. Upon completing the evaluation forms, the board will have the six-month and year-end evaluation of the superintendent.

Provide a guarantee.

If the board chooses to use our complete service, we will guarantee our process. If the person selected leaves the position, FOR WHATEVER REASON, within the guarantee period, we will repeat the process at no charge except actual expenses.

We are convinced that our process of identifying your important selection criteria, using an open process of involving stakeholders, screening candidates against the criteria, using a research-based assessment of candidates skills and characteristics, and being able to work with you during the critical first year, will allow us to make a good match every time!

We would not have been able to do as thorough a job if we had not used this service.

Marrietta Jerome, Blytheville Public Schools, Blytheville, Arkansas

They [McPherson & Jacobson] took all the detailed work, background checks, and all other issues and let us just interview and do the job we needed to do.

JoyLynn Roberts, Marysville USD 364, Kansas

51

McPherson & Jacobson has designed a protocol, which allows the board to concentrate on the most important segment, the interview, and selection of the successful candidate. Our mission is to provide your board a hassle-free superintendent search. We will take care of all the drudgery, which will free your board to concentrate on the decision-making process.

63

30

1

80

4

10

20

107

0

10

20

30

40

50

60

70

80

90

Tim

e i

n H

ou

rs

Phase I Phase II Phase III Phase IV Phase V

Comparison of Time Requirements for a Superintendent Search

McPherson & Jacobson'sTime

Duval County PublicSchools' Time

52

53

TTiimmeelliinnee The timeline for the search process is established when we meet with the board so we can tailor it to the unique needs of the district. However, from our first meeting with the board until the finalist is selected is typically a minimum of two to three months. An example timeline:

As soon as our firm is selected Advertising begins Work is started in identifying the qualities for the superintendent An application form is created A formal timeline is formulated to meet the needs of the district and the

board A brochure is created to advertise the district and the vacancy

At the time designated by the board Stakeholder Group/Community Meetings are held A summary of community input is presented to the board

As applications arrive in our office A database is started to track all the applications as they come in The candidates are notified of what items they still need to complete the

application process

After the closing date Files for all candidates who completed the application process are

forwarded to the consultants for their review The consultants begin the review and pre-interview process

Approximately two to four weeks after the closing date The consultants meet with the board to present summary profiles on their

final candidates and provide information to the board on all candidates who completed the application process

The board selects the candidates they would like to interview McPherson & Jacobson contacts each candidate who completed the

application process to notify them they have not been selected as a final candidate

At a time designated by the board (usually the week after the finalists are presented to the board)

The board interviews their final candidates The board selects their new superintendent McPherson & Jacobson contacts each candidate who was interviewed to

notify them they have not been selected

54

55

IIddeennttiiffyyiinngg aanndd RReeccrruuiittiinngg PPootteennttiiaall CCaannddiiddaatteess While McPherson & Jacobson does not represent candidates, we keep a data bank of quality candidates. Once a board identifies the characteristics it desires in its new superintendent, the consultants from McPherson & Jacobson, L.L.C. will identify and aggressively recruit, on a national level, candidates who match the board’s identified criteria.

Over 20 percent of McPherson & Jacobson consultants are minorities or female. We use our consultant network to track the careers of successful administrators. We also work closely with universities, colleges, and professional organizations that represent and promote minority and female applicants.

McPherson & Jacobson stays current with trends in educational leadership by being an active participant in many educational conferences and being frequent presenters. We have participated in Job Central at American Association of School Administrators Conference since 1999; Résumé Review at the National Association of School Boards Conference since 1999; and we have attended the AASA Women’s Leadership Conference twice.

Once the board has identified its selection criteria, the consultants of McPherson & Jacobson will immediately began to identify potential applicants both locally and nationally. McPherson & Jacobson has over 85 consultants across the United States, we will send the information to all of our consultants across the United States, asking them to nominate candidates who would be a good match. Those candidates will be invited to apply. Some of our best candidates may not be actively seeking another position and will need to be recruited.


We have maintained an on-going presence at the American Association of School Administrators Job Central at their annual conference, where we have an opportunity to meet and interact with potential applicants. We have been invited two years in a row to be the only national firm to have a presence at the American Association of School Administrator’s Female and Minority Administrator’s conference. In addition, we have maintained an on-going presence at the National Association of School Boards annual conference. We represent four state school board associations as their superintendent search process, and therefore we are the only private firm allowed to participate in their Job Central.

56

57

EEvvaalluuaattiinngg aanndd SSccrreeeenniinngg CCaannddiiddaatteess The McPherson & Jacobson consultants will read and evaluate all of the completed files submitted by applicants. They will read the application form and all of the additional material in each file and begin comparing it against the selection criteria.

We understand that applicants do not submit references who will not speak highly of them. We begin with the references given and ask them a list of questions relevant to the selection criteria. After asking those questions, we ask each reference to give us the names of other people who can speak of the applicant’s qualifications. We then call those individuals and ask them the same set of questions, including asking them to give us the names of other people who could speak of the applicant’s qualification. We repeat the process until we have complete knowledge of the applicant’s strengths and weaknesses.

The consultants will present a complete list of applicants to the board for its review. We do not eliminate any applicants. We will submit a short list of those applicants who we feel most closely meet the district’s criteria.

Upon reviewing the applicants, the consultants will assist the board in determining which applicants it wishes to consider as candidates for interviews.

58

59

IIddeennttiiffyyiinngg aanndd RReeccrruuiittiinngg NNoonn--TTrraaddiittiioonnaall CCaannddiiddaatteess

Once the board has identified its selection criteria, the consultants of McPherson & Jacobson will immediately began to identify both traditional and non-traditional potential applicants locally and nationally. McPherson & Jacobson has over 85 consultants across the United States, we will send the information to all of our consultants across the United States, asking them to nominate candidates who would be a good match. Those candidates will be invited to apply. Some of our best candidates may not be actively seeking another position and will need to be recruited.


60

61

SSttaakkeehhoollddeerr iinnvvoollvveemmeenntt Initial stakeholder input sessions

The consultants will meet with groups identified by the School Board to solicit their input into the selection process. Each group is asked to identify the strengths of the school district and community, the characteristics they would like to see the new superintendent possess, and the issues facing the new superintendent. The results of these meetings are summarized by the consultants and presented to the board. The board chooses which groups it would like the consultants to meet with, but the most common groups include central office administrators, building administrators, teachers, classified staff, students, and community and business groups. The consultants will assist the board in choosing which groups it wishes to include.

Meeting the candidates

A representative group of eight to twelve people will be selected to represent each of the groups identified by the board. The consultants will meet with a chairperson for each group to discuss their roles and responsibilities. The purposes of these groups are two-fold: one, to promote the school district and community to the candidate; and two, to form an impression of each candidate, which they will share with the board. The consultants will coach each group on how to conduct the meeting with each candidate and what questions they can or cannot ask. The consultants will also provide the chairpersons with a form in which, using group consensus, they will record their impressions of each candidate. The forms will be sealed in an envelope after meeting with each candidate and turned in to the district contact person. Upon completing the interview process with all candidates, the board will receive and open the forms from each group.

62

63

PPuubblliicc RReeccoorrddss//MMeeeettiinnggss RReeqquuiirreemmeennttss

McPherson & Jacobson follows all state and federal laws regarding public records and public meetings requirements.

We have had experience with the Florida Sunshine Laws from our experience with Orange County Public Schools.

64

65

RReessppoonnssiibbiilliittiieess ooff DDuuvvaall CCoouunnttyy PPuubblliicc SScchhoooollss aanndd MMccPPhheerrssoonn && JJaaccoobbssoonn,, LL..LL..CC..


Event McPherson & Jacobson’s Tasks 1st board meeting

The consultant guides the board in determining the following items o Characteristics for the new superintendent o The calendar o Compensation parameters o Identify the appropriate constituent groups for input o Advertising venues

The consultant gathers the following information o Information to create the brochure announcing the vacancy o The list of names to be invited to the community input meetings

After 1st meeting

Application form is created Brochure announcing the vacancy is created Advertising is started Vacancy announcements are sent out E-mails are sent to candidates that are in the “applicant profile” database about

the opening E-mails are sent to consultants regarding the opening, requesting they invite

candidates to apply for the position Opening is posted on Facebook and Twitter

During application period

Consultants recruit candidates that fit the position Application information is sent out as requested Tracks applicants and where they are in the application process Keeps applicants up-to-date on their application status Lead consultant keeps the board chair up-to-date on the search Applicant packets are reviewed by the consultants and reference checks are

performed Community meetings are scheduled

Home Office sends out invitations to community meetings after receiving the information from the consultant and the district

Community meetings

Consultants facilitate the stakeholder meetings, recording the input The Community Input form is put on our website for the district to access

Community meetings completed

Consultant summarizes results and gives the results to the district Send copy of summary to Home Office Prepare press release Contact board chair

2nd board meeting

Review community input summary Review press release The consultant guides the board in determining the following items

o Develop interview questions o Establish length of contract, moving and interview expenses o Spouse’s involvement in interview process is decided upon o District Interview Schedule is determined o Candidate Daily Interview Schedule

Interview questions are sent to Home Office to be formatted

66

Event McPherson & Jacobson’s Tasks Prior to 3rd board meeting

Contact candidates on short list and verify their interest in the position Meet with focus group chairs to review schedule, procedures and screen

questions

3rd board meeting

The consultant guides the board in following o Review list of all applicants with the board o Overview candidates on short list o Select finalists o Finalize interview dates & schedule o Review interview questions & procedures o Finalize candidate & spouse arrangements

Contact finalists and schedule interview dates, review schedule, discuss compensation and contractual issues

Prepare Press Release announcing final candidates to be interviewed Work with Point of Contact to coordinate interviews (transportation, lodging,

interview locations, etc.) Send Candidate Daily Interview Schedule to those who have been selected as

interviewees by fax or email Letters are sent to the applicants who were not selected to be interviewed

Interviews Call Point of Contact after 1st interview to verify how it went Call 1st candidate to verify how the interview went Make any adjustments necessary Be available for questions Be present at interviews if request is made by school district

Meeting to Select Finalists/ Finalist selected and accepted

Meet with board and discuss each candidate individually Read input forms submitted by community input groups Have each board member rank order candidates Select minimum of #1 and #2 candidate Call and make offer to candidate Verify acceptance Call other finalists Prepare Press Release announcing new superintendent Sends out letter of congratulations to candidate who was chosen

Phase V Establish 2-3 performance objectives Identify evidence board will accept of progress Consultant reviews plan Forms are sent to the board chairs in December & May

67

Duval County Public Schools

Event School District’s Tasks 1st Board Meeting

Provides consultant with the necessary information to create the brochure; the name of the Point of Contact; and the School Board List

Community meetings are scheduled

Names and addresses are sent to Home Office for community meeting invitations

Posts meeting dates, times and locations as open public forum 3rd board meeting

Assist with lodging arrangements and welcome gifts Arrange for spouse tour

Interviews One candidate per day Board member greets each candidate upon arrival to district Informal interview-social setting Formal interview Spouse’s visitation is coordinated

Meeting to Select Finalists/ Finalist selected and accepted

Send rating forms and files to the Home Office

Phase V Superintendent creates plan with target objectives and timelines Board adopts plan Send copy of plan to Home Office

68

69

IInnvveessttmmeenntt The investment for conducting the superintendent search is $41,900 for Phases I-V.

McPherson & Jacobson is committed to working with the school district until a superintendent is identified and hired. If a second round of candidate selection is necessary, the only cost to the district would be the additional expenses, there is not an additional fee.

Expenses in addition to the consulting fee are: cost of media advertisement selected by the board; office expenses; long distance telephone charges for reference checks; travel and expenses for consultants in district visits; consultants present for the interviews. All expenses will be explained and agreed to prior to the commitment of the search process.

Estimate of expenses:

The following expenses are calculated on a basis of up to, but not to exceed. Therefore actual costs may be less. McPherson & Jacobson is willing to negotiate a maximum fee that includes expenses.

I. Advertising Expenses $ 7,500* II. Travel Expenses $ N/A**

III. Office Expenses $ 2,100*** IV. Criminal/Financial Background Checks ($125/candidate) $ 600****

* Advertising expenses will not exceed $7,500 without approval from the board ** Travel Expenses estimate not included per instructions on page 7 of RFP (§3.3.3.1) *** Includes development and printing of Announcement of Vacancy, copying costs, long distance telephone, and postage **** Assuming four candidates are interviewed as finalists

NOTE: Interview expenses for the candidates are not included in the expenses listed above.

Additional Services: In addition to the basic services provided, McPherson & Jacobson can provide at no additional charge the following services:

Assist the board in revising and updating the superintendent’s job description. Assist the board in developing an effective contract. Provide assistance in negotiating the contract with the finalist. Schedule an on-site visitation to the finalist’s home district.

70

Price Breakdown for Search Activities

Phase Description of Services Fee Expenses Additional Costs/Notes

I

Meeting with board to start search process. Start development of application materials. Initiate advertising.

$ 9,000 $ 7,700

Expenses include $7,500 advertising costs. Advertising costs are determined by the media selected by the board; therefore this amount is an estimate only.

II Stakeholder input meetings, including report to the board. Recruiting candidates

$ 11,000 $ 600

Fee is based on consultants conducting stakeholder meetings for 3 days. If the board chooses additional meetings beyond the 3 days, the additional fee will be $500 per day per consultant plus expenses.

III Recruiting candidates. Conducting reference checks on the applicants.

$11,000 $ 800

IV

Meet with the board to review applicants and assist the board in determining who to interview. Assist board with interview questions and interview schedule. Coordinate candidate visits to the district.

$ 9,000 $ 900

Fee does not include consultants being present for the interviews. If the board requests consultants be present for the interviews, the additional fee is $500 per day plus expenses.

V Meeting with the board to determine the superintendent performance objectives.

$ 1,900 $ 200

Totals $ 41,900 $ 10,200

(excluding consultant

travel expenses)

Expenses may increase if The board chooses

advertising media over $ 7,500

The board requests more than 3 days of stakeholder input sessions

Per §3.3.3.1 of the RFP, consultant travel expenses are not included

Fee and expenses will increase if the board requests more than 3 stakeholder meeting days, or the board requests the consultants be present at meetings not included above, or at the candidate interviews.

71

AAddddiittiioonnaall IInnffoorrmmaattiioonn

TTrraannssppaarreennccyy——TThhee MMccPPhheerrssoonn && JJaaccoobbssoonn DDiiffffeerreennccee

One of the hallmarks of McPherson & Jacobson, L.L.C. is the belief that the search for a public executive should be conducted with as much transparency as possible. We have designed a process which keeps the board in complete control of the search, while inviting various stakeholder groups to provide input and become meaningfully involved in the process. The openness of the process has not gone unnoticed. Following are articles discussing McPherson & Jacobson’s stakeholder involvement, and editorials from newspapers across the country praising boards for being open, transparent, and doing the public business in the public.

An open process “Any government entity wanting to conduct a model search for a high-profile executive would be well-served by the studying the hiring of a new superintendent by the Sioux City Community School District.”…

“As interested, affected observers and taxpayers, residents of the district should appreciate the openness with which the school system approached the stretch run of the search.

The public was provided with specific details about the last stages of the process, all the way through the final decision, which was announced Friday.”…

“When government does not act in proper open fashion, we criticize. Conversely, government deserves credit when it goes the extra mile to provide the public with information it wants and to which it is entitled.

Instead of cloaking its careful, thorough search for a superintendent in dark secrecy as a decision neared, the Sioux City school district opened it to the sunshine of public discourse. As a result, residents of Sioux City can feel comfortable with the choice…and with the process by which he was selected.”

Taken in part from the Sioux City Journal, April 15, 2008. www.Siouxcityjournal.com

72

Open search process, solid choice

“….

“A lot has changed in the Fayette County Public Schools in the eight years since the school board smuggled in a candidate for superintendent under an umbrella to hide his identity from the public.

“The search that just culminated with the hiring of Tom Shelton was as commendable for its openness as that earlier search was memorable for its silliness — and its unfortunate outcome: the winner resigned after just eight months.

“Process does matter. It matters a lot when selecting the leader of a public institution. So, before moving on to the next chapter, the board deserves a shout out for the way this search was managed.

“…

“Having been chosen through an open process in which stakeholders had the chance to participate gives him a leg up on gaining that trust and respect. We wish him well.”

Taken in part from Open search process, solid choice | Editorial | Kentucky.com http://www.kentucky.com/2011/06/15/1775505/open-search-process-solid-

choice.html

SBCSC Trustees Executive Search Firm Selection Process

We're pleased to announce our selection of an Executive Search Firm to help us select the South Bend Community School Corporation community's next superintendent.

The firm selected is: McPherson & Jacobson, L.L.C. Omaha, Nebraska. The factors listed below led to the Trustees' decision.

Very experienced in conducting an open community process for the search. Successful experience conducting national searches and placements. Excellent presentation. Very careful not to "poach" superintendents they've placed in one district for

another district. References were uniformly very enthusiastic, more than expected, in talking about

their high satisfaction with the firm, and that they would use them again. Although, they have less experience than other firms with districts our size, they

had a very successful experience with one school district of over 300,000 students. The reference from this district said, "over a twelve year service on the board, involving three searches for a superintendent, they were the very best."

Interestingly, some Trustees and Citizens Advisory Committee members felt good that they had never done work in Indiana. "Time for a completely different approach was a comment." Others didn't agree with this idea.

(May 6,2011)

73

74

Superintendent hiring process involves significant cross-section of G.I. [Grand Island]

“The Grand Island school board, and in fact the entire community, is in the midst of an extremely important process. That is selecting a new school superintendent.

The school board has set up a very open process in which each of the four finalists are coming to Grand Island this week for a full day, visiting with teachers, school officials, community members, business people, the media and being interviewed by the school board.

While it certainly makes for a full week, it is a good process that allows a variety of community members an opportunity to meet the finalists and give their input on the selection.

…

…The board has also taken the important step of opening the process to the community, rather than just keeping it among board members.

It’s important that the school board receive input from as much of the community as possible. Ultimately, it will be the board’s decision on whom to hire, but involving the community in the process was a wise move.

The timing of the selection of the finalists and the interviews also have been good. The Grand Island board is going through the process early enough in the school year so that whomever they select won’t be leaving their current school district in a lurch in finding a new superintendent.

…”

Taken in part from The Grand Island Independent, December 1, 2010. Grand Island, NE

Opinion “We … want to salute the five school board members for the open and inclusive process they followed in narrowing the field of candidates and reaching out to the North Thurston community to come to the best choice [new superintendent] for the district and its 13,500 students.”…

“It was an excellent, open and transparent superintendent selection process and the board members deserve credit not only for the process but for listening to their community.”

Taken in part from The Olympian, April 8, 2009

75

An open superintendent search process is good for the community

“Now that the search is on for a candidate [superintendent], I believe the entire process could not be in better hands [McPherson & Jacobson].…When the CCEA [Culpeper County Education Association] executive board members met with them [McPherson & Jacobson], my first impression was one of complete relief.”…

“They [McPherson & Jacobson] explained that before any candidates come before the School Board, they will be vetted with deep background checks and will be matched up with the profile for the CCPS [Culpeper County Public Schools] position. Each candidate will not only be thoroughly interviewed by the School Board, but also will have a chance to meet with stakeholders before the final decision is made.”…

“…I commend the board for its decision to contract with McPherson and Jacobson to handle our superintendent search.

This is not just a corporate head-hunting firm seeking a field of generic candidates.”…

“The fact that the process had complete transparency is good for all stakeholders.”

Taken in part from Walker, Jeff, 2009. Culpeper Star Exponent, February 4

76

Board of Education Scores New Superintendent “The process to find the new super [superintendent for the Marshalltown

Community School District] was done in collaborated fashion over three months which included hiring the search firm McPherson & Jacobson to collect applications and put them through vigorous interviews in order to narrow the field to five finalists. In the home stretch, several focus groups (represented by community members, parents, teaching staff, students, businesses, central office staff, and building administrators) interviewed the five candidates in five days before the board rendered its choice Saturday afternoon….

“…remarked Macmillan [Board President Adrienne Macmillan] ‘The expertise and professionalism that McPherson & Jacobson brought into this process was phenomenal. They really made themselves an extension of our educational community and worked with us in a very detailed level to help work through our selection criteria. It really made our job very easy in the fact that we got 18 total candidates at this time of the year and with the vast majority having solid superintendent experience, it is a credit to their firm.’

“In all, the Board was pleased how the community and focus groups rallied around choosing the new leader, exhibiting a team effort, as well as spirit. Macmillan concluded. ‘It truly demonstrates that whole adage about how it takes a village to raise a child, and this was it.’”

Taken in part from Lawson, Tammy. The Marshall County Sun, May 15, 2008.

West Central’s Openness a Model “When the West Central School District recently made public the names of five

finalists to replace retiring Superintendent David Fischer, it represented a high water mark in open government.

No muss. No fuss. Just, ‘Here they are.’

Flash back to last year, when the Sioux Falls School District was trying to replace retiring Superintendent Jack Keegan. Lengthy School Board discussions on confidentiality and corrupting the process. Worries about the effect on job candidates—more important, apparently, than parents and taxpayers.

In the end, the board was dragged kicking and screaming into a small measure of openness.

How different in the West Central district. Simply, ‘Here they are.’ ”

Taken in part from The Argus Leader, February 15, 2005. Sioux Falls, SD

77

Public or Secret: Districts Hire Top Leaders Differently “Davenport, Iowa—Local school boards have been put to the test: pick a superintendent in the light of day or do it behind closed doors. When hiring a new leader in Iowa, it’s ultimately school board members who decide whether to involve the community that elected them.”…

“In the North Scott School District, board members decided to … conduct their search in secret. Next door, the Bettendorf school board opted for another route: transparency. … In Bettendorf’s case, the board made its final selection with input from an informed public that knew the candidates and their backgrounds.”…

“ ‘One of the arguments is that no one will apply if we do it publicly,’ said Charles Davis, executive director of the National Freedom of Information Coalition. ‘I guess that was refuted by the fact that you did have candidates for both jobs. There is not a (bit) of evidence out there supporting that thesis.’

From the beginning, Ray and Associates, the search firm hired by North Scott… promised applicants confidentiality, some finalists said. McPherson & Jacobson, a search firm hired by Bettendorf…told candidates the process would become public once the board selected finalists. Despite their different approaches, both attracted dozens of candidates from across the country. Both searches, members in Bettendorf and North Scott said, ended in the hiring of a qualified candidate.

Those who favor more open searches say the promise of confidentiality doesn’t dissuade a majority of applicants. Instead, it allows parents and other residents an opportunity to take part in the selection process, they said. ‘The people in Bettendorf know whether or not the applicant pool was diverse,’ Davis said. ‘They know whether the applicant pool was filled with experienced or inexperienced candidates. They know whether an insider candidate was rejected for an outsider candidate. They can compare one person’s resume against another. In North Scott, we don’t know anything, and we never will. There is certainly something that gets lost in that.’ ”…

“…The board [Bettendorf] decided early in the process after consulting with McPherson & Jacobson to keep the process open, something the search firm supported, said Wayne Rand, a search consultant for McPherson & Jacobson. To accommodate the board members’ decision, the district held public forums for each finalist so residents who wanted to could attend.

The board wanted to send a clear message that ‘the stakeholders’ input was valued,’ said Judy Miller, human resources director for Bettendorf. ‘There is no reason to keep that information from the public. They are interested in knowing who we are looking at and why.’

Rand said his experience in Bettendorf isn’t unique. Instead, every school board he’s dealt with during superintendent searches in Iowa has kept the process open for the public. And, each time, his search firm was able to land a large pool of qualified candidates…Taxpayers are interested in knowing because of the money being spent. If you exclude people, it’s natural that they feel left out, and they want to be involved in something like this.

Taken in part from The Quad City Times, March 9, 2009

78

Editorial

“Being involved in the search process for the new superintendent for Culpeper County Public Schools puts me a position that I do not mind being in. It is not a position of power, but I am involved, as are the other employees of CCPS and the community.”…

“…McPherson and Jacobson’s representatives…began the process of finding out what the School Board and other stakeholders were looking for, finding and vetting the potential candidates and presenting the narrowed field to the board.”…

“During this process, to my knowledge, the Culpeper County School Board has followed the recommendations of McPherson and Jacobson very closely. I believe they did this out of a sense of the importance of the situation and a respect for the professionals they charged with carrying out the task of helping match up a superintendent with our school system.”…

“…This executive search firm has either completed or is in the process of approximately 40 searches in 11 states for superintendent and other top administrators.”…

“Remember a school superintendent is not an elected official; he or she serves at the will of a School Board. The Culpeper County School Board has involved various segments of the school division and the public in the process. Veteran teachers who have been in Culpeper long enough to have worked under more than one superintendent have said the current process is the most open they have seen. By the end of this week, many individuals will have had a chance to see and hear and interact with the five candidates. Their input will be looked at. But, ultimately, the decision of whom to hire rests solely on the shoulders of the members of the elected School Board. That is one of the basic tasks of a School Board.”…

“Don’t we owe it to the 8,317 individuals under their [the new superintendent] leadership the opportunity for the process to find the right person for the job? And shouldn’t the manner in which we find the new superintendent be open and honest and without premature judgment?”

Taken in part from Walker, Jeff, 2009. Culpeper Star Exponent, April 1

79

Secrecy clouds search for Wichita superintendent “The first time Wichita residents hear the name of their next school

superintendent could be when school board members announce who they’ve decided to hire.”…

“In the first round of interviews at North [High School] this weekend, none of the candidates were seen coming through the main doors.”…

“Three finalists were publicly named in the recent search for a superintendent in the nearby Maize district.

Howard Shuler of the firm [McPherson & Jacobson, L.L.C.] that conducted the Maize search, said all candidates who applied were told up front their names would be released and they would be interviewed by the community if they made the short list.

‘It’s another means of gathering information,’ he said. ‘The more information, the better’ ”…

“Parents also should be involved in any decision that affects students, said Sonya Smith, site council chairwoman at Buckner Performing Arts Magnet Elementary School.”…

“But in the meantime, she [Sen. Jean Schodorf, R-Wichita] said if Wichita candidate names remain secret, the board could open itself to criticism.”

Taken in part from Yount, Lori. Wichita Eagle, February 18. 2009, www.kansas.com

80

Sioux Falls schools may go public with search “Communities searching for a new school superintendent have several options for

involving the public in the process.

Today, Sioux Falls School Board members will decide which one they favor”…

“A Nebraska-based search firm representing the Davenport, Iowa Community School District, which is similar in size to the Sioux Falls district, is an advocate of community involvement.

‘We believe in a very open process with high involvement of people,’ said Tom Jacobson, owner of McPherson & Jacobson of Omaha. ‘Once the candidate has chosen to be interviewed, that then becomes public information.’

Because superintendents are public jobs paid for with tax dollars, the public should be kept informed, he said.”…

“When Jacobson’s firm does a search, several groups of people in the community are given the chance to have a representative meet each candidate and fill out a written evaluation, he said. That is sealed until after school board members have interviewed the candidates and then is opened so that board members have a sense of what others think.

It is not used to lobby board members to favor one applicant over another, he said. But the process has helped board members choose between two very close finalists.”…

“Since the search process started in April, Ray and Associates representative Bill Newman has urged the board not to have the public meet the finalists, because he doesn’t want to lose an applicant.”…

“Jacobson said his firm, a national company that competes with Ray and Associates, has never lost a candidate in the Midwest because they opposed having their name made public.”…

“Linda Smith Kortemeyer, Davenport school board secretary and treasurer, said the public process is working well in that district. Six groups are interviewing candidates throughout the day before the finalists are interviewed by the school board.”

‘We have always tried to communicate and work with the public. This is their school district,’ she said. ‘There’s just so many different needs in our community.’

Earlier in the process, about 180 citizens including 40 students, had input in determining what type of superintendent the community favored. Sioux Falls had similar meetings, but few people besides staff and invited community members showed up.

In Davenport, “we just went out of our way to say, ‘If you have something to say, say it now,’ Kortemeyer said. ‘People liked it. We do this a lot. It’s a lot of extra work, but they really take ownership.’ ”

Taken in part from Wade Schmidt, Brenda, The Argus Leader, May 27, 2004. www.argusleader.com,

81

South Dakota stands apart with secrecy of superintendent candidates

“…Rapid City’s decision to keep the names under wraps had very little to do with the candidates, [Wes] Storm [Rapid City School Board President] said. ‘It’s not the candidate’s decision,’ he said. ‘Ray and Associates recommended it, and we followed the recommendation.’”

…

“And therein lies the problem, said Thomas Jacobson, owner of McPherson & Jacobson, one of the top search firms Rapid City interviewed before signing on with Ray and Associates.

‘We believe the public business should be done in public,’ he said. ‘This is an elected board responsible to its citizens. There should be full disclosure and full transparency.’ Jacobson said his firm led a search in Iowa where a nearby school also conducted a search, but using a firm that promised candidates confidentiality. Both districts attracted dozens of candidates from throughout the country and ended with hires.”

…

“If board members and candidates feel strongly about confidentiality, there are ways to compromise, Jacobson said. One of the firm’s current searches involves an East Coast school district with high-profile candidates who want the privacy.

That district’s list of semifinalists will be kept confidential. But the names of the two or three finalists will be released to the public.

‘Six finalists is a lot,’ he said. ‘But once you get to that finalists level, you have to stand up and be accounted for.’”…

Taken in part from Gahagan, Kayla, Rapid City Journal, March 15, 2010, www.rapidcityjournal.com

82

83

AApppplliiccaanntt DDiivveerrssiittyy While McPherson & Jacobson does not represent candidates, we keep a data bank of quality candidates. Once a board identifies the characteristics it desires in its new superintendent, the consultants from McPherson & Jacobson, L.L.C. will identify and aggressively recruit, on a national level, candidates who match the board’s identified criteria.

Over 20 percent of McPherson & Jacobson consultants are minorities or female. We use our consultant network to track the careers of successful administrators. We also work closely with universities, colleges, and professional organizations that represent and promote minority and female applicants.

McPherson & Jacobson’s minority/female placements are listed below:

Search Year School District/Entity Person Placed

2010-2011 Jefferson County School District, Dr. Donna Hargens Louisville, KY 2010-2011 Bogalusa City Schools, LA Ms. Louise Smith 2010-2011 Stuttgart Public Schools, AR Dr. Melvin Bryant 2010-2011 Pine Bluff Public Schools, AR Mr. Jerry Payne 2010-2011 Danville Public Schools, AR Mr. Miguel Hernandez 2010-2011 Ocosta School Dist., Westport, WA Dr. Paula Akerlund 2010-2011 Little Rock School District, AR Dr. Morris Holmes 2010-2011 South Whidbey School District, Dr. Josephine Moccia Langley, WA 2010-2011 Whitefish School District, MT Ms. Kathryn Orozco 2010-2011 Chapman USD 473, KS Mrs. Lacee Sell 2010-2011 Sumner County Educational Services Ms. Heather Bristor Interlocal District #619, KS 2009-2010 Clark County School District Mr. Dwight Jones Las Vegas, NV 2009-2010 Searcy School District, AR Ms. Diane Barrett 2009-2010 Faith School District, AR Ms. Elsie Baye 2009-2010 Monroe City Schools, LA Dr. Kathleen Harris 2009-2010 Vicksburg-Warren, MS Elizabeth Swinford

2008-2009 Leland School District, MS Dr. Janice McKinnie Monroe 2008-2009 Central Dauphin School District, PA Dr. Luis Gonzalez 2008-2009 Greenville School District, MS Dr. Harvey Franklin 2008-2009 St. John the Baptist Parish, LA Dr. Leigh Ann Beard (asst. supt. position) 2008-2009 Blair Community Schools, NE Dr. Jane Stavem 2008-2009 Northland ISD #118, Remer, MN Ms. Theresa Meyers 2008-2009 Orting School District, WA Ms. Michelle Corker-Curry 2008-2009 North Thurston Schools, Lacey, WA Mr. Rajinder Manhas 2008-2009 Dubuque CSD, IA Dr. Larie Godinez 2008-2009 Culpeper County Schools, VA Dr. Bobbi Johnson 2008-2009 Ipswich School District, SD Ms. Beverly Myer

84

2007-2008 Selma City Schools, Selma, AL Dr. Austin Obasohan 2007-2008 PCM CSD, Prairie City, IA Ms. Jane Hartz Babcock 2007-2008 Radnor Township, PA Dr. Linda Grobman 2007-2008 St. John the Baptist Parish, LA Dr. Courtney Millet 2007-2008 Arlington School District, WA Dr. Kristine McDuffy 2007-2008 Tukwila School District, WA Ms. Ethelda Burke 2007-2008 Clover Park School District, WA Ms. Debbie LeBeau 2007-2008 Wynne School District, AR Dr. Benjamin Perry 2007-2008 Shaw Island School District, WA Dr. Marie Phillips 2007-2008 East Union CSD, IA Ms. Pam Armstrong-Vogel

2006-2007 East Grand, Granby, CO Ms. Nancy Karas 2006-2007 Anselmo-Merna Schools, NE Ms. Sue McNeil 2006-2007 Hot Springs, AR Ms. Joyce Craft 2006-2007 Bondurant-Farrar CSD, IA Ms. Peggy Huisman 2006-2007 Chariton CSD, IA Ms. Paula Jo Wright 2006-2007 East End, AR Ms. Myra Graham 2006-2007 Rochester School District, MN Dr. Romain Dallemand 2006-2007 Todd County School Dist., SD Dr. Margo Heinert 2006-2007 Washington Pavilion of Arts & Ms. Mary Guerra Science, Sioux Falls, SD

2005-2006 Pulaski County School Dist., AR Mr. James Sharpe 2005-2006 Rapid City Catholic Schools, SD Ms. Barbara Honeycutt 2005-2006 Garden County Schools, NE Dr. Paula Sissel 2005-2006 Madison Parish, LA Mr. Michael Johnson

2004-2005 Fordyce Public Schools, AR Ms. Pam Blake 2004-2005 Intermediate School District 287, MN Ms. Sandra Lewandowski 2004-2005 Madison Parish, Tallulah, LA Mr. Michael Johnson 2004-2005 Lyons USD #405, KS Ms. Anne Lassey 2004-2005 Holdrege Public Schools, NE Ms. Cynthia Wendell 2004-2005 Stuttgart School District, AR Dr. Laura Bednar

2003-2004 Davenport CSD, IA Mr. Julio Almanza 2003-2004 NE CAP Exec. Dir., KS Ms. Jackie Hangley 2003-2004 Banner County, NE Ms. Lana Sides 2003-2004 Wagner, SD Ms. Susan Smit

2002-2003 Humboldt CSD, IA Ms. Joyce Judas 2002-2003 Newcastle, NE Ms. Vickie Caldwell 2002-2003 Hope, AR Mr. Thomas Muldrew 2002-2003 Carlsbad, NM Ms. Charlotte Neill

2001-2002 Plattsmouth School District, NE Dr. Renee Jacobson 2001-2002 Parsons, KS Dr. Deborah Perbeck 2001-2002 Walnut Grove R-V, MO Ms. Tanya Hunter 2001-2002 Iroquois School Dist., SD Ms. Lori Wehlander

2000-2001 Texarkana, AR Ms. Katherine Lease

85

1999-2000 Bison School District, SD Ms. Sharon Soehren 1999-2000 Montrose School Dist., SD Ms. Mary Austad

1997-1998 Ralston, NE Dr. Virginia Moon 1997-1998 Randolph, NE Dr. Marlene Uhing

1994-1995 Clarks, NE Ms. Delores Raider

86

87

MMccPPhheerrssoonn && JJaaccoobbssoonn,, LL..LL..CC.. CCoonnssuullttaannttss

McPherson & Jacobson, L.L.C. maintains a vast cadre of professionally trained consultants across the United States. All of our consultants are actively involved in recruiting quality candidates for all searches.

All of our professionally trained consultants are involved with education. Every consultant believes that every child in every district is entitled to the highest quality educational opportunities. They also believe that quality education begins with quality leadership.

Following is a list of all of our consultants, listed by state: Dr. Thomas Jacobson, CEO/Owner McPherson & Jacobson, L.L.C. Omaha, Nebraska Dr. Steve Joel, National Recruiter Superintendent Lincoln, Nebraska

Alaska Consultants

Mr. Harry Rogers Retired Superintendent Petersburg, Alaska

Arizona Consultants

Ms. Susan Loomis Bechard Retired Administrator Marana, Arizona

Dr. Mary Kamerzell Superintendent Catalina Foothills School Dist. Tucson, Arizona

Dr. Robert Neely Retired Professor Sun Lakes, Arizona

Dr. Les Huth Retired Professor Scottsdale, Arizona

Dr. Deb VanGorp Retired Superintendent Gold Canyon, Arizona

Arkansas Consultants

Dr. Laura Bednar Arkansas Department of Education Stuttgart, Arkansas

Dr. Randy Byrd Superintendent Berryville, Arkansas

Mr. Ronnie Greer Asst. Superintendent Riverview School Dist. Searcy, Arkansas

Dr. Diana Julian Professor Benton, Arkansas

Mr. Bobby Lester Retired Superintendent Jacksonville, Arkansas

Mr. Steven Singleton Retired Superintendent Conway, Arkansas

Mr. Andrew Tolbert Superintendent Warren, Arkansas

Dr. Kieth Williams Associate Professor Director, Educational Leadership Harding University Beebe, Arkansas

Colorado Consultants

Mr. Henry Gonzales Asst. Supt. of Human Resources Fountain Fort Carson Dist. 8 Pueblo, Colorado

Dr. Mary Barter Retired Superintendent Durango, Colorado

Ms. Peg Portscheller Educational Consultant Aurora, Colorado

Florida Consultants

Dr. Mary Barter Retired Superintendent Ft. Myers, Florida

88

Idaho Consultants

Dr. William Dean Retired Superintendent Post Falls, Idaho

Ms. Barbara Dean Retired from AASA Post Falls, Idaho

Dr. Candis Donicht Retired Superintendent Moscow, Idaho

Dr. Terry Donicht Retired Superintendent Moscow, Idaho

Dr. Michael Friend Retired Superintendent Meridian, Idaho

Iowa Consultants

Mr. Dennis Bahr Retired Superintendent Webster City, Iowa

Dr. Paul Gausman Superintendent Sioux City Comm. Schools Sioux City, Iowa

Dr. Leslie Huth Professor Emeritus Waverly, Iowa

Mr. Gary McAndrew Board Member Peosta, Iowa

Mr. Stephen Murley Superintendent Iowa City, Iowa

Dr. David Stoakes Retired Superintendent Grinnell, Iowa

Dr. Richard Sundblad Retired Superintendent Urbandale, Iowa

Dr. Deb Van Gorp Retired Superintendent Des Moines, Iowa

Mr. Richard Vande Kieft Former Board Member Cedar Falls, Iowa

Dr. Steve Williams Retired Superintendent Monticello, Iowa

Kansas Consultants

Dr. John Burke Superintendent Haysville Unified School District #261 Haysville, Kansas

Dr. James Christman Dean, College of Education Pittsburg State University Pittsburg, Kansas

Mr. Von Lauer Retired Superintendent Sabetha, Kansas

Mr. Howard Shuler Retired Superintendent Topeka, Kansas

Louisiana Consultants

Ms. Lorethie Dunn Board Member Bastrop, Louisiana

Dr. Gerald Keller Past Superintendent/Board Member Reserve, Louisiana

Mrs. Stella Lasseigne Board Member Thibodaux, Louisiana

Mr. C.H. ‘Sonny’ Savoie Board Member Paradis, Louisiana

Mr. John Smith Board Member St. Rose, Louisiana

Maryland Consultants

Ms. Sharon Cox Former Montgomery County Board Member Germantown, Maryland

89

Michigan Consultants

Ms. Christine Haines Superintendent Shelby Township, Michigan

Mr. Lawrence Mason Retired Superintendent Spring Lake, Michigan

Minnesota Consultants

Dr. Gary Schnellert Professor University of North Dakota Sartell, Minnesota

Missouri Consultants

Dr. James Christman Dean, College of Education Pittsburg State University Carl Junction, Missouri

Montana Consultants

Mr. Jerry House Retired Superintendent Whitefish, Montana

Nebraska Consultants

Ms. Susan Burch Dir. of Technology & High Ability Learning Grand Island, Nebraska

Dr. Mike Cunning Superintendent Hershey, Nebraska

Mrs. Vikki Deuel Retired Principal Grand Island, Nebraska

Dr. Jerry Ehlers Retired Superintendent Ainsworth, Nebraska

Mr. Don Hague Superintendent Gering, Nebraska

Dr. Mike Lucas Superintendent York, Nebraska

Mr. John McLane Retired Superintendent Kearney, Nebraska

Mr. Glen Morgan Superintendent Neligh, Nebraska

Dr. Randy Nelson Retired Superintendent Seward, Nebraska

Dr. James Ossian Professor Wayne State College Wayne, Nebraska

Dr. Philip Schoo Superintendent Emeritus Lincoln, Nebraska

Dr. Norbert J. Schuerman Retired Superintendent Omaha, Nebraska

Dr. Dallas Watkins Superintendent Benkelman, Nebraska

Dr. Rob Winter Superintendent Grand Island, Nebraska

Nevada Consultants

Dr. James Anderson Retired Superintendent Reno, Nevada

New Jersey Consultants

Dr. Louis R. Centolanza Professor Montclair State University Upper Montclair, New Jersey

Dr. David E. Weischadle Professor Montclair State University Upper Montclair, New Jersey

New Mexico Consultants

Mr. Vernon Asbill Retired Superintendent Carlsbad, New Mexico

Mr. Jim Nesbitt Retired Superintendent Truth or Consequences, New Mexico

90

North Dakota Consultants

Mr. Robert Marthaller Retired Superintendent Bismarck, North Dakota

Dr. Gary Schnellert Professor University of North Dakota Fargo, North Dakota

Dr. John Weidner, Sr. Superintendent Parshall, North Dakota

Pennsylvania Consultants

Dr. Marjorie Alexander Wallace Executive Director Northwest IU Waterford, Pennsylvania

Dr. Michael Clemens Retired Superintendent Hanover, Pennsylvania

Dr. Carolyn Dumaresq Retired Superintendent Harrisburg, Pennsylvania

Dr. Candis Finan Superintendent Matamoras, Pennsylvania

Dr. William Leary, Jr. Retired Superintendent Glenside, Pennsylvania

Mr. Joe Rodella Former Board Member Mt. Lebanon School District Pittsburgh, Pennsylvania

Dr. Michele Sellitto Educational Consultant Harrisburg, Pennsylvania

Dr. Glenn Smartschan Educational Consultant Pittsburgh, Pennsylvania

Dr. Robert Witten Retired IU Director Biglerville, Pennsylvania

South Carolina Consultants

Dr. William Dean Retired Superintendent Myrtle Beach, South Carolina

Ms. Barbara Dean Retired from AASA Myrtle Beach, South Carolina

South Dakota Consultants

Mr. Jack Broome Retired Superintendent Burke, South Dakota

Dr. Henry Kosters Retired ASBSD Asst. Executive Director Pierre, South Dakota

Dr. Robert Mayer Professor University of South Dakota Sioux Falls, South Dakota

Dr. Robert Neely Retired Professor University of Sioux Falls Sioux Falls, South Dakota

Mr. William (Bill) O’Dea Retired Superintendent Belle Fourche, South Dakota

Mr. Donald Quimby Retired Superintendent Brandon, South Dakota

Washington Consultants

Dr. Michael Boring Retired Superintendent Olympia, Washington

Dr. Al Cohen Retired Superintendent Olympia, Washington

Dr. Jean Lane Retired Superintendent Richland, Washington

Mr. Richard Parker Board Member Langley, Washington

Washington DC Consultants

Ms. Beatrice Gordon Former Board Member Washington DC

Wyoming Consultants

Mr. David Barker Superintendent Platte County School Dist. #2 Guernsey, Wyoming

Dr. Chuck Grove Retired Superintendent Pinedale, Wyoming

McPherson & Jacobson Proposal Superintendent Search Proposal

Documents