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A Proposal Prepared for

Duval County Public Schools


Jacksonville, Florida
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: mail@macnjake.com 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: mail@macnjake.com

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


TransparencyThe McPherson & Jacobson Difference.............................................. 71 Applicant Diversity ........................................................................................................ 83 McPherson & Jacobson, L.L.C. Consultants ................................................................ 90

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

General Information
Letter of Transmittal

McPherson & Jacobson, L.L.C.


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: mail@macnjake.com

We would like the opportunity to meet with your School Board to present our proposal and discuss our search process. There is no obligation for us to meet with your board and make our presentation. Sincerely,

~~~

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

ATTACHMENT

Minority Business Enterprise Policy And

Proposed Schedule of Participation


RFP No. 07-121LG Superintendent Search Services

NOTICE OF NONDISCRIMINATION Duval County Public Schools (DCPS) encourages a maximum participation of Minority Business Enterprises in its contract awards, based upon availability. The District ensures that private companies doing business with DCPS are not discriminated against in the awarding of contracts for construction, 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 DCPS Rules, to ensure the equitable participation of Minority Business Enterprises (MBE), in providing services to the District under this contract. This contract will be administered under the ENCOURAGEMENT METHOD; in this regard, the proposer shall take all necessary and reasonable steps to ensure that certified MBEs have an equitable opportunity to compete and perform on this contract. Only firms certified by the DCPS or the City of Jacksonville (JSEB program vendors must have a MBE designation) may be counted towards 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 MBE report or a quarterly "Good Faith Efforts" statement to the Office of Minority Business Affairs. Please see the attachment regarding "Good Faith Efforts" for additional information. I declare that I have read the forgoing conditions, and instructions as revealed in the MBE requirements, and will comply herein. Name of Firm:---''7''''""'' ....;....;:: .=...;:;'"'-'-''--_~=-=O'=Q.=-O-=-=............ -.-=L::....;.;....;C=-. ...... -+-....;L' Title: DLUne r / C!...E0

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ATTACHMENT B, STATEMENT OF "NO" RESPONSE


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

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, Florida Purchasing Services Department 4880 Bulls Bay Highway Jacksonville, 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. 3 Company 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.o812t Telephone:. lIo 2 - q q I - 103 I Facsimile: LjO.2 - qq I - '( J 1.0 8

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Reasons for "NO" Response:


Unable to comply with scope of work. Unable to quote on all items in the group.

N/A

Unable to comply with product or service specifications.

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:

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DUVAL COUNTY PUBLIC SCHOOLS


PURCHASING SERVICES
Consolidated Service Center 4880 Bulls Bay Highway Jacksonville FL 32219 PHONE (904) 858-4859 FAX (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 07-12/LG. Proposals are due and will be opened at this No. time. 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 any other 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 of executing and returning with this proposal this REOUIRED RESPONSE FORM, I further certify full, complete, and unconditional acceptance of the contents of all pages, inclusive of this Request for Proposal, and all appendices/attachments and the contents of any Addendum released hereto.

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Page 1 of 18

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Other Company Names


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

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Experience and Qualifications


General Information
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: mail@macnjake.com

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.

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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 & Jacobsons 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.

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Consultants for Duval County Public Schools


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 15

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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. M.Ed Ed.D 1976 1981 1991 Doane College, History Education University of Nebraska-Lincoln, Educational Leadership Kansas State University, Education Administration

PROFESSIONAL EXPERIENCE 2010-present 2000-2010 1992-2000 1982-1992 Superintendent, Lincoln, Nebraska Superintendent, Grand Island, Nebraska Superintendent, Beatrice, Nebraska Superintendent in Kansas

RELATED PROFESSIONAL EXPERIENCE 1994-present 1990-present 1992-present 2000-01 1992-present 1992-present Consultant and Executive Director for McPherson and Jacobson, L.L.C. Professor, Educational Leadership, Benedictine College Rotarian, Past President twice Nebraska Superintendent of the Year Numerous national presentations and several publications on leadership, goal setting, developing performance objectives, developing board operating principles. Motivational speaker and strategic planning facilitator

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20605 Hartsbourne Way Germantown, MD 20874 301.254.4727 synergeticleadershipgroup@gmail.com

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 projects 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 districts 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.

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

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McPherson & Jacobson Three-Year Search History


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 & Jacobsons 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 AR Bauxite Public Schools AR Crossett School District AR Danville Public Schools AR Dumas Public Schools AR East End School District AR Little Rock School District AR Pine Bluff School District AR Star City School District DC Magnet Schools of America (Exec. Dir) DE Seaford School District FL Orange County Public Schools IA West Branch Community Schools Idaho Association of School ID Administrators (Exec. Dir.) South Bend Community School IN Corporation KS Chapman USD 473 KS Salina Public Schools KS Southeast of Saline USD 306 Sumner County Educational Services KS Interlocal District #619 (Director) KY Fayette County Public Schools KY Jefferson County Public Schools LA Bogalusa City Schools 21

City Bauxite Crossett Danville Dumas Bigelow Little Rock Pine Bluff Star City Washington Seaford Orlando West Branch Boise South Bend Chapman Salina Gypsum Wellington Lexington Louisville Bogalusa

Enrollment 1,502 1,985 883 1,472 630 25,743 4,900 1,671 3,500 179,000 812

20,771 1,014 7,260 740

37,000 99,775 2,178

2010-2011 Search Year (cont.) State District MT Whitefish School District ND Parshall Public School District #3 NE Grand Island Public Schools NE Mount Michael Benedictine NE Shelton Public Schools NE Tekamah-Herman Community Schools PA Camp Hill School District SD McLaughlin School District 15-2 SD Meade School District 46-1 SD Oelrichs School District 23-3 WA Kelso School District WA Ocosta School District WA Shelton School District WA South Whidbey School District WA West Valley School District WY Fremont County School District 1

City Whitefish Parshall Grand Island Elkhorn Shelton Tekamah Camp Hill McLaughlin Sturgis Oelrichs Kelso Westport Shelton Langley Yakima Lander

Enrollment 1,600 300 8,820 200 300 579 1,219 450 2,500 123 5,074 675 4,195 1,550 4,900 1,700

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2009-2010 Searches State District AR Batesville School District AR Bryant School District AR Jessieville School District AR Mountain Home Public Schools AR Searcy Public Schools AR Stuttgart School District IA Atlantic Community School District IA Glenwood Community School District KS Abilene USD# 435 Northeast Kansas Community Action KS Program Executive Director LA Monroe City Schools Rochester Public Schools--Dir. of Elem & MN Secondary Ed. MS Vicksburg Warren School District NE Chambers Public School NE Columbus Public Schools NE Franklin Public Schools NE Norris School District 160 NE South Sioux City Community Schools NE Wilber Clatonia Public Schools NV Clark County School District PA Allentown School District PA Phoenixville Area School District SD Faith School District SD New Underwood School District WA Aberdeen School District WA Chehalis School District WA Chewelah School District WA Eatonville School District WA Federal Way Public Schools WA Lynden School District WA Northport School District No. 211 WA Rainier School District WA Steilacoom Historical School Dist. No. 1 WA Tumwater School District WY Fremont County School District 2

City Batesville Bryant Jessieville Mountain Home Searcy Stuttgart Atlantic Glenwood Abilene Hiawatha Monroe Rochester Vicksburg Chambers Columbus Franklin Firth South Sioux City Wilber Las Vegas Allentown Phoenixville Faith New Underwood Aberdeen Chehalis Chewelah Eatonville Federal Way Lynden Northport Rainier Steilacoom Tumwater Dubois

Enrollment 2,869 7,666 912 4,000 4,000 1,797 1,430 2,207 1,652

8,250 18,500 8,855 203 3,600 350 2,040 3,800 553 309,476 18,000 3,251 210 260 3,313 2,679 948 2,096 21,782 2,793 162 940 5,727 6,036 180

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2008-2009 Searches State District AL Leeds City Schools AR Blytheville Public Schools AR Clarksville School District AR Gurdon School District AR Marion School District AR Pulaski County Special School District IA Bettendorf Community School District IA Dubuque Community School District IA Eagle Grove Community School District IA Lisbon Community School District IA Murray Community School District North Butler (Allison-Bristow CSD & IA Greene CSD) IA North Polk Community School District Winfield--Mount Union Community IA School District KS Cheylin USD 103 KS Columbus USD 493 KS Marysville USD #364 St. John the Baptist Parish School LA District-HR Dir MN Northland Community Schools--ISD #118 MS Greenville Public Schools MS Leland School District NE Alliance Public Schools NE Blair Community Schools NE Lakeview Community Schools NE Laurel-Concord Public Schools NE Pawnee City Public Schools PA Central Dauphin School District PA Great Valley School District PA Mt. Lebanon School District PA Phoenixville Area School District Bonesteel-Fairfax/Burke School Districts SD (South Central 26-5) SD Huron School District 2-2 SD Ipswich Public School District SD McLaughlin School District 15-2 SD Oelrichs School District 23-3 24

City Leeds Blytheville Clarksville Gurdon Marion Little Rock Bettendorf Dubuque Eagle Grove Lisbon Murray Allison/Greene Alleman Winfield Bird City Columbus Marysville Reserve Remer Greenville Leland Alliance Blair Columbus Laurel Pawnee City Harrisburg Malvern Pittsburgh Phoenixville Bonesteel/Burke Huron Ipswich McLaughlin Oelrichs

Enrollment 1,431 3,140 2,500 824 3,925 18,000 4,538 10,500 876 607 300 600 1,115 450 143 1,221 709 6,350 435 6,920 1,058 1,737 2,416 750 351 280 11,750 4,000 5,294 3,251 378 2,000 385 450 139

2008-2009 Searches (cont.) State District SD St. Francis Indian School SD Tea Area School District 41-5 VA Culpeper County Public Schools WA North Thurston Public Schools WA Orting School District WA Shaw Island School District WA Skykomish School District

City St. Francis Tea Culpeper Lacey Orting Shaw Island Skykomish

Enrollment 560 1,187 7,300 13,500 2,100 10 60

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Identifying and Recruiting Non-Traditional Candidates


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.

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Selected References
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

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Open/Current Searches (School Districts)


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 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 Status: Application period is closed, reference checks 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

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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 Status: Application period is closed, reference checks are being conducted 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 Status: Application period closes May 7, 2012 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 Status: Application period is closed, reference checks are being conducted 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 Status: Application period closes May 16, 2012

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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 Status: Application period closes May 17, 2012

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

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Non-School District Searches


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

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

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

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Scope of Services
Search Process
Executive Summary
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 nontraditional 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 superintendents 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 districts criteria, select, and screen applicants against those criteria, and assist during the transition period, that we will guarantee our service.

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Five Phases of a Superintendent Search

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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 dont 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

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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 & Jacobsons 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] couldnt 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 45

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 districts 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; Rsum Review at the National Association of School Boards Conference since 1999; and we have attended the AASA Womens 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

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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 applicants 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 applicants qualification. We repeat the process until we have complete knowledge of the applicants 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 districts 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 candidates 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.

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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 candidates spouse.


In most instances the candidates are married and this, therefore, becomes a twoperson 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 candidates 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.

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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 wasnt 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 couldnt 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

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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 & Jacobsons 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 sixmonth 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

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Comparison of Time Requirements for a Superintendent Search


90 80 70 Time in Hours 60 50 40 30 20 6 10 0 Phase I Phase II Phase III Phase IV Phase V 3 1 4 10 McPherson & Jacobson's Time Duval County Public Schools' Time

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30 20 10

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 decisionmaking process.

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Timeline
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

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Identifying and Recruiting Potential Candidates


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 boards 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; Rsum Review at the National Association of School Boards Conference since 1999; and we have attended the AASA Womens 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 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. 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 Administrators Female and Minority Administrators 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.

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Evaluating and Screening Candidates


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 applicants 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 applicants qualification. We repeat the process until we have complete knowledge of the applicants 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 districts criteria. Upon reviewing the applicants, the consultants will assist the board in determining which applicants it wishes to consider as candidates for interviews.

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Identifying and Recruiting Non-Traditional Candidates


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.

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Stakeholder involvement
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.

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Public Records/Meetings Requirements


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.

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Responsibilities of Duval County Public Schools and McPherson & Jacobson, L.L.C.
McPherson & Jacobson, L.L.C. Event
1st board meeting

McPherson & Jacobsons Tasks


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 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 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 Home Office sends out invitations to community meetings after receiving the information from the consultant and the district Consultants facilitate the stakeholder meetings, recording the input The Community Input form is put on our website for the district to access Consultant summarizes results and gives the results to the district Send copy of summary to Home Office Prepare press release Contact board chair 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 Spouses 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

After 1st meeting

During application period

Community meetings are scheduled Community meetings Community meetings completed 2nd board meeting

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Event
Prior to 3 board meeting 3rd board meeting
rd

McPherson & Jacobsons Tasks


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

Interviews

Meeting to Select Finalists/ Finalist selected and accepted

Phase V

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Duval County Public Schools Event


1 Board Meeting Community meetings are scheduled 3rd board meeting Interviews
st

School Districts Tasks


Provides consultant with the necessary information to create the brochure; the name of the Point of Contact; and the School Board List Names and addresses are sent to Home Office for community meeting invitations Posts meeting dates, times and locations as open public forum Assist with lodging arrangements and welcome gifts Arrange for spouse tour One candidate per day Board member greets each candidate upon arrival to district Informal interview-social setting Formal interview Spouses visitation is coordinated Send rating forms and files to the Home Office

Meeting to Select Finalists/ Finalist selected and accepted Phase V

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

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Investment
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. II. III. IV. Advertising Expenses Travel Expenses Office Expenses Criminal/Financial Background Checks ($125/candidate) $ 7,500* $ N/A** $ 2,100*** $ 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 superintendents 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 finalists home district.

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Price Breakdown for Search Activities Phase Description of Services


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

Fee

Expenses Additional Costs/Notes


Expenses include $7,500 advertising costs. Advertising costs are determined by the $ 7,700 media selected by the board; therefore this amount is an estimate only. Fee is based on consultants conducting stakeholder meetings for 3 days. If the board chooses additional 600 meetings beyond the 3 days, the additional fee will be $500 per day per consultant plus expenses. 800

$ 9,000

II

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

$ 11,000

III

Recruiting candidates. Conducting reference checks on the applicants. 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. Meeting with the board to determine the superintendent performance objectives.

$11,000

IV

$ 9,000

Fee does not include consultants being present for the interviews. If the board $ 900 requests consultants be present for the interviews, the additional fee is $500 per day plus expenses.

$ 1,900

200 Expenses may increase if The board chooses advertising media over $ 7,500 The board requests more than 3 days of stakeholder input sessions

Totals

$ 41,900

Per 3.3.3.1 of the RFP, consultant travel expenses are not included $ 10,200
(excluding consultant travel expenses)

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.

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Additional Information
TransparencyThe McPherson & Jacobson Difference
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 & Jacobsons 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 choiceand with the process by which he was selected. Taken in part from the Sioux City Journal, April 15, 2008. www.Siouxcityjournal.com

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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-solidchoice.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)

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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. Its important that the school board receive input from as much of the community as possible. Ultimately, it will be the boards 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 wont 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

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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

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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 Centrals 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

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Public or Secret: Districts Hire Top Leaders Differently


Davenport, IowaLocal 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, its 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 Bettendorfs 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 Bettendorftold 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 doesnt 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 persons resume against another. In North Scott, we dont 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 isnt unique. Instead, every school board hes 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 candidatesTaxpayers are interested in knowing because of the money being spent. If you exclude people, its 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
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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 Jacobsons representativesbegan 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. Dont 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 shouldnt 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

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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 theyve 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. Its 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

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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 Jacobsons 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 doesnt 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. Theres 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. Its 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,

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South Dakota stands apart with secrecy of superintendent candidates


Rapid Citys decision to keep the names under wraps had very little to do with the candidates, [Wes] Storm [Rapid City School Board President] said. Its not the candidates 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 firms current searches involves an East Coast school district with high-profile candidates who want the privacy. That districts 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

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Applicant Diversity
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 boards 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 & Jacobsons minority/female placements are listed below: Search Year
2010-2011 2010-2011 2010-2011 2010-2011 2010-2011 2010-2011 2010-2011 2010-2011 2010-2011 2010-2011 2010-2011

School District/Entity
Jefferson County School District, Louisville, KY Bogalusa City Schools, LA Stuttgart Public Schools, AR Pine Bluff Public Schools, AR Danville Public Schools, AR Ocosta School Dist., Westport, WA Little Rock School District, AR South Whidbey School District, Langley, WA Whitefish School District, MT Chapman USD 473, KS Sumner County Educational Services Interlocal District #619, KS Clark County School District Las Vegas, NV Searcy School District, AR Faith School District, AR Monroe City Schools, LA Vicksburg-Warren, MS Leland School District, MS Central Dauphin School District, PA Greenville School District, MS St. John the Baptist Parish, LA (asst. supt. position) Blair Community Schools, NE Northland ISD #118, Remer, MN Orting School District, WA North Thurston Schools, Lacey, WA Dubuque CSD, IA Culpeper County Schools, VA Ipswich School District, SD 83

Person Placed
Dr. Donna Hargens Ms. Louise Smith Dr. Melvin Bryant Mr. Jerry Payne Mr. Miguel Hernandez Dr. Paula Akerlund Dr. Morris Holmes Dr. Josephine Moccia Ms. Kathryn Orozco Mrs. Lacee Sell Ms. Heather Bristor

2009-2010 2009-2010 2009-2010 2009-2010 2009-2010 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009 2008-2009

Mr. Dwight Jones Ms. Diane Barrett Ms. Elsie Baye Dr. Kathleen Harris Elizabeth Swinford Dr. Janice McKinnie Monroe Dr. Luis Gonzalez Dr. Harvey Franklin Dr. Leigh Ann Beard Dr. Jane Stavem Ms. Theresa Meyers Ms. Michelle Corker-Curry Mr. Rajinder Manhas Dr. Larie Godinez Dr. Bobbi Johnson Ms. Beverly Myer

2007-2008 2007-2008 2007-2008 2007-2008 2007-2008 2007-2008 2007-2008 2007-2008 2007-2008 2007-2008 2006-2007 2006-2007 2006-2007 2006-2007 2006-2007 2006-2007 2006-2007 2006-2007 2006-2007 2005-2006 2005-2006 2005-2006 2005-2006 2004-2005 2004-2005 2004-2005 2004-2005 2004-2005 2004-2005 2003-2004 2003-2004 2003-2004 2003-2004 2002-2003 2002-2003 2002-2003 2002-2003 2001-2002 2001-2002 2001-2002 2001-2002 2000-2001

Selma City Schools, Selma, AL PCM CSD, Prairie City, IA Radnor Township, PA St. John the Baptist Parish, LA Arlington School District, WA Tukwila School District, WA Clover Park School District, WA Wynne School District, AR Shaw Island School District, WA East Union CSD, IA East Grand, Granby, CO Anselmo-Merna Schools, NE Hot Springs, AR Bondurant-Farrar CSD, IA Chariton CSD, IA East End, AR Rochester School District, MN Todd County School Dist., SD Washington Pavilion of Arts & Science, Sioux Falls, SD Pulaski County School Dist., AR Rapid City Catholic Schools, SD Garden County Schools, NE Madison Parish, LA Fordyce Public Schools, AR Intermediate School District 287, MN Madison Parish, Tallulah, LA Lyons USD #405, KS Holdrege Public Schools, NE Stuttgart School District, AR Davenport CSD, IA NE CAP Exec. Dir., KS Banner County, NE Wagner, SD Humboldt CSD, IA Newcastle, NE Hope, AR Carlsbad, NM Plattsmouth School District, NE Parsons, KS Walnut Grove R-V, MO Iroquois School Dist., SD Texarkana, AR

Dr. Austin Obasohan Ms. Jane Hartz Babcock Dr. Linda Grobman Dr. Courtney Millet Dr. Kristine McDuffy Ms. Ethelda Burke Ms. Debbie LeBeau Dr. Benjamin Perry Dr. Marie Phillips Ms. Pam Armstrong-Vogel Ms. Nancy Karas Ms. Sue McNeil Ms. Joyce Craft Ms. Peggy Huisman Ms. Paula Jo Wright Ms. Myra Graham Dr. Romain Dallemand Dr. Margo Heinert Ms. Mary Guerra Mr. James Sharpe Ms. Barbara Honeycutt Dr. Paula Sissel Mr. Michael Johnson Ms. Pam Blake Ms. Sandra Lewandowski Mr. Michael Johnson Ms. Anne Lassey Ms. Cynthia Wendell Dr. Laura Bednar Mr. Julio Almanza Ms. Jackie Hangley Ms. Lana Sides Ms. Susan Smit Ms. Joyce Judas Ms. Vickie Caldwell Mr. Thomas Muldrew Ms. Charlotte Neill Dr. Renee Jacobson Dr. Deborah Perbeck Ms. Tanya Hunter Ms. Lori Wehlander Ms. Katherine Lease

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1999-2000 1999-2000 1997-1998 1997-1998 1994-1995

Bison School District, SD Montrose School Dist., SD Ralston, NE Randolph, NE Clarks, NE

Ms. Sharon Soehren Ms. Mary Austad Dr. Virginia Moon Dr. Marlene Uhing Ms. Delores Raider

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McPherson & Jacobson, L.L.C. Consultants


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

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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

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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

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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) ODea 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

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