Late last year the PUSD School Board hired HYA Executive Search to perform the search to replace Connie Hubbard who is retiring this year.
Modern job postings have separate sections for "job duties and responsibilities" and the more objective "qualifications", both required and preferred.
At a prior board meeting that I attended, Board President Swenson explained that the Board would like community input on "attributes" for the next superintendent and I left the meeting thinking this concept would include input on more objective desired qualifications for the next superintendent.
In a recent survey conducted by HYA they primarily requested feedback on characteristics which they refer to what most people would call "job duties and responsibilities":
The survey can be filled out here: http://www.ecrasurvey.com/piedmont and includes 2 open ended questions where one could enter desired qualifications.
However based on the communities they serve on their website, HYA appears to only incorporate community feedback on duties and responsibilities (which they call "characteristics") in their search for superintendents, see: http://www.ecragroup.com/active-searches .
Even their EDJOIN.ORG posting for our PUSD superintendent excludes any mention of qualifications, see: http://www.edjoin.org/viewPosting.aspx?postingID=640347&countyID=1&onlin... . Other EDJOIN postings often require transcripts with degrees listed for example.
I'm sure HYA does collect a candidates qualifications at the time of applying for the position.
However if the job posting does not contain exemplary qualifications it is hard to believe candidates possessing those qualifications would apply for the job or would be actively recruited for.
As an example, take a look at the PUSD job posting for the Chief Business Official hired last summer: http://www.edjoin.org/JobDescription.aspx?descriptionID=133258 . That job posting included a section on objective qualifications:
Preferred Education and Experience:
If we want our kids to get into top tier universities, do we not want our superintendent to have graduated from one?
If we want our kids to be prepared for the scientific information age, should the superintendent have an undergraduate degree in a STEM discipline?
If we want our superintendent to excel in communication with the public, should we ask for a high verbal GRE score?
If we want our superintendent to understand the pitfalls of creative financing, should we ask for a high math GRE score?
What other standards can we apply?
Piedmont is an excellent school district and we need to not risk losing that status. The best way is to aim with high standards at the time of hiring.
If anyone complains about the quality of a teacher after they have tenure, we need to observe the hierarchy within the district. The superintendent helped hire the principals who hired or mismanaged the teacher being complained about.
If we hire the superintendent with objectively low standards, we will fail parents for years to come.
These are many of the reasons why it is so important to have objective high standards for our superintendent.
It appears that recruiting for our superintendent is focused on intangible and subjective feeling by HYA and the school board that a candidate can perform the job duties listed.
Without listing objective required or preferred qualifications for the position, these matters will all be handled outside of public view and without incorporating public input.
This is why Objective Qualifications are MIA (missing in action) in the search for our next superintendent.
We need to send out a search party to find what happened to these. Was this done intentionally to help certain candidates or an oversight of the board?
Ideally we should conduct a survey on what the public feels those objective qualifications should be.