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Monday, Dec. 22, 2014

CC-E School Board discusses superintendent interview process

Tuesday, April 10, 2012

Clay Central-Everly school board met on Monday night to discuss the upcoming interview process for their new superintendent.

The process, set up by Les Douma, will involve two full days of interviews, and will include sessions with the school board and administration, as well as sessions with members of the faculty and staff, teachers, and community.

Topping the list of characteristics that the school board is looking for in their new superintendent is "effective communication." Douma shared this along with a list of what makes Everly and Royal unique communities.

"The decision is ultimately the board's," Douma said. "But they will use feedback from the focus groups."

Douma did offer a list of questions that the board had decided on earlier, and also encouraged them to ask questions that they might not have submitted. Topics that they're not allowed to ask, however, include where the candidate is planning to live should he or she be offered the position, what church he or she would attend, and his or her marital status.

Douma also encouraged the board to ask similar questions to each of the four candidates. This way, they get a fair idea as to which one would be right for the job.

Included in the process will be a tour of the communities for the candidate's spouses.

"It's our job to sell Everly and Royal to them," Douma said. "There's a lot to offer here."

The interviews will take place on April 17 and 18, and a decision will be made no later than the morning of April 19. Upon receiving the call, the candidate will give his or her answer, and the board can move forward with drafting the contract and acclimating the new superintendent to Royal, Everly and the school district.


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Topping the list of characteristics should be integrity, honesty and moral character. I am guessing a pretty high price tag for the services of Mr Douma and coming up with "effective communication" seems to be fairly obvious and simple. Probably could have avoided the financial spend on these services and allocated the $$ to more value added projects.

-- Posted by Comanche Alum on Tue, Apr 10, 2012, at 8:03 AM

Funny how you can't ask a superintendent of a local school where they are going to live. To me if you are going to pay someone the kind of money these people make there should be some sort of expectation they will live in the district.

Would be awfully odd to hire one with kids who lives in Spencer and sends their kids to school there.

Not saying that is going to happen, I just find it odd that you can't ask that question.

-- Posted by financeman on Tue, Apr 10, 2012, at 8:42 AM

You can't ask those type of questions because they have no bearing on their ability to perform the necessary job functions. Those questions are in direct violation of the Civil Rights Act of 1964. You might find it odd that they can't ask that question, but the federal government sure doesn't....for a long time now...:)

-- Posted by lastsonofoa on Tue, Apr 10, 2012, at 2:54 PM

I respectfully disagree lastsonofoa. The Civil Rights Act of 1964 forbade discrimination on the basis of race, color, religion, gender or national origin. It is not a violation of the Civil Rights Act of 1964 to ask a potential candidate if he/she intends to relocate into the district. Whether or not this has bearing on his/her ability to perform necessary job functions is up to the hiring board to decide and ultimately act upon.

-- Posted by Comanche Alum on Tue, Apr 10, 2012, at 4:33 PM

I think you are right about the Civil Rights Act, but the hiring board ddoesn't get the ability to decide if location has any bearing on the situation, because to do so is actually discrimination. The minute they base any of their decisions on the fact that the candidate might not live within the district, they have discriminated against them. http://www.hrworld.com/features/30-inter...

Bottom of the page....."you can't choose candidates based on location". This isn't a "you shouldn't thing"...it's a "you can't" thing. If you want to even get more technical, they have the "right" to ask those questions, but what they DON'T have is the ability to base any decision they make on those findings, because again....it becomes discrimination.

-- Posted by lastsonofoa on Tue, Apr 10, 2012, at 9:51 PM

As a taxpayer funded operation, however, I think like a police officer, for example, they actually could ask that the principals and superintendents do live in the district they would lead, and barring some specific reason to do otherwise, should send any children they have to that district. They maybe would ask this of the two finalist candidates and not in a first interview, however, and need not actually ask about the children, as that could bring up single or married status or other protected issues.

-- Posted by AmyPeterson on Wed, Apr 11, 2012, at 1:07 PM

People, you are worried about the small stuff, such as where they live and communication skills. What you should be concerned about what type of budget and finance experience does the candidate possess? In particular what type of experience do they have when dealing with a financially strapped school district with declining enrollment! Those are the questions the school board, faculty, staff, and community needs to focus on during the interview process. Because if the new person doesn't have that skill set, you can say good-bye to your beloved CC-E school.

-- Posted by LivinginIA on Thu, Apr 12, 2012, at 1:29 PM

LivinginIA hit it right on the head expressing exactly what the school needs in the supt they hire. Who cares where they live . It is the skill set they bring to the job that count and LivinginIA expressed that very well.

-- Posted by cow man on Thu, Apr 12, 2012, at 8:40 PM


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