Selecting a superintendent
is the Board's most important job

Let DLS help you find the best candidates for the position

Steps in the Search Process

1) Hire DLS to conduct the search
• The Board identifies a person to be point-of-contact for the consultant. • The Board passes a motion in a public meeting. • Determine costs for conducting the search.
2) Develop a Search Calendar
• The Board adopts a timeline in a public meeting.
3) Identify the qualities and qualifications for the new superintendent
• The consultant gathers input from stakeholders regarding desired qualities and qualifications, compiles input, and creates a unified leadership plan with the Board. • The Board adopts a statement of desired qualities and qualifications.
4) Advertise
• DLS will design a high-quality electronic advertisement with Board input. • DLS will send a vacancy announcement to NMCEL, NMSBA, and REAP to recruit potential candidates. If the local Board would like additional state or national advertising, the district will be responsible for the actual cost of these ads.
5) Receive applications
• Applications are submitted electronically through the DLS website.
6) Screen applications and select candidates
• The Board selects a screening committee to review applications and recommend candidates for interviews OR the consultant screens applications and provides a list of qualified candidates for the Board to consider interviewing. • If the Board selects a screening committee, the consultant trains the committee on applicant screening in a public meeting. • Screening committee members individually and confidentially review applications and recommend candidates for the Board to interview.
7) Check references
• DLS trains Board members to conduct legal and informative reference checks. • Two or more Board members and/or designee check the references of selected candidates.
8) Interview Process
• Assist the Board in the design. implementation, and publication of the interview process. • Provide training to screening participants as needed on interview techniques. • Coordinate the superintendent candidate interviews and keep candidates informed of their status in the selection process.
9) Hiring the New Superintendent
• DLS can assist the Board with coming to consensus about a new superintendent upon completion of interviews and background checks. • In addition, DLS can provide the Board with superintendent contract options. • Contact finalists as soon as they are no longer under consideration.
10) Negotiate contract
• The Board or its designee negotiates the final contract with the selected candidate per previously determined contract parameters.
11) Announce selection
• The Board votes to hire the candidate, signs the contract in a public meeting and announces its selection to the community.
12/13) New Superintendent Academy & Transition Program
• If the superintendent is new to New Mexico and/or a first-time superintendent, a list of mentoring and coaching opportunities will be provided. • Prior to July 1, the consultant meets with the new superintendent and Board to create a transition plan for establishing a solid foundation for this new leadership team. The first 12 months will be strategically mapped out to ensure the success for all.
Providing Boards across New Mexico a different approach to finding a great superintendent for their schools

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