Clear Creek ISD’s board of trustees met virtually Sept. 21 with associates from national search firm Hazard, Young, Attea, & Associates, which was chosen to help the district select its next superintendent, and finalized the profile that will be used in the selection process.
In the month since the search formally began, the firm has planned the community engagement section of its research, learned about the district through meetings with relevant staff and community members, and executed a survey. The firm met with and analyzed responses from nearly 150 people, including board members; administrators; faculty, staff and support staff; parents; students; and community members.
Also taken into account was data from the nearly 1,700 people who responded to the State of the District Survey, which was open Sept. 2-12. The end result was discussed and compiled into a brief statement of desired characteristics, which will serve as a profile to select current Superintendent Greg Smith’s successor. Smith has been in the position for nearly 20 years.
“We need to make sure that we’re all vetting people with the same bases, the bases being the profile,” said Peter Flynn, one of the firm’s associates, during the meeting.
The meeting was spent discussing various characteristics of the district and how they apply to the superintendent search. The firm amended its statement accordingly as new ideas came up during the meeting.
Top-rated leadership competencies discussed by the firm and the board—five characteristics the ideal superintendent candidate would possess—included the ability to establish a culture of high expectations for all students and personnel and a deep understanding of educational research. After discussions with the board, the firm added the ideal candidate would be visible throughout the district and actively engage in community life.
Establishing that culture of high expectations includes setting high standards for professional development.
“We don't want to just find good people,” trustee Scott Bowen said of the teacher recruitment and retention process. “We want to make them better while they’re here, and we need to find a superintendent who’s capable of that.”
Other characteristics included finding a superintendent who is a people person, has integrity and is innovative as well as someone who has experience being an educational advocate and an instructional leader.
Community responses indicated that the district’s strengths are its internal and external communication, its teachers and staff, the breadth of programs and courses offered, and the sense of community and teamwork spirit.
However, community members also pointed at the programming as a potential challenge in terms of being able to continue offering every program. Another weak spot was special services, particularly as it related to recruiting and properly training teachers on a schedule that remains on pace with changing student demand.
Although the district’s growth was also something community members posed as a challenge, Smith said the district expects to add 200-300 students each year at a stable rate. League City continues to grow, but not all of League City is within CCISD, President Laura DuPont added.
A final, short open meeting will take place Oct. 19 to discuss the process of interviewing candidates; the three weeks that follow will include the board interviewing candidates; and the vote and announcement of the lone finalist is planned for the first week in November. DuPont encouraged trustees to start thinking now about the questions they may want to ask candidates during the interviews.
“We expect the process to be intense because the candidates will be that good,” search firm associate Rick Berry said.
