H. Friend lead the audience in the flag salute.

The Board discussed past practice for conducting a superintendent search. 

Historically, the Board Secretary, the Business Manager, and Board members traveled to interview potential candidates along with the candidates’ current staff.

A potluck dinner was hosted at a school building to allow candidates to meet district staff and the community.

Search Firm Costs

B. Sund reviewed that OSBA charges approximately $14,000.

C. Schloegl shared information from a search company that charges about $19,000.

Recruitment Considerations

B. Sund noted the difficulties involved in recruiting a superintendent from out of state.

J. Chick asked what the previous search cost the district.

D. Sweeney reported expenses including the job posting, application review with food, one hotel night in another city, and two rental cars.

Job Posting and Applicant Outreach

B. Sund stated that D. Sweeney is familiar with the posting requirements.

D. Sweeney reviewed COSA’s job posting system, noting that an email goes out statewide to all administrators.

P. Lee added that applicants seeking positions in Oregon commonly use COSA as a resource.

Confidentiality of the Process

D. Sweeney emphasized that the initial application stage is confidential.

B. Sund clarified that the Board is currently focused on posting the position and may hire OSBA later if needed.

Regional Competition

D. Sweeney noted that Eagle Point posted its superintendent position 10 days prior, creating local competition. He recommended not closing the posting immediately after Eagle Point closes theirs.

P. Lee added that Rogue River may be more attractive to candidates seeking a smaller district.

Marketing and Contract Considerations

H. Friend reviewed marketing elements of the search.

Vetting and Interview Process

H. Friend asked about the vetting process, including background and character review.

D. Sweeney explained the sequence: posting → applicants → applicant review committee → selection of four candidates → deeper vetting process.

J. Chick asked whether interviews are public. D. Sweeney reported they are not; they include only the five Board members, D. Sweeney, and the Board Secretary. The press is not present, as this is an interview, not a Board meeting.

Application Materials

J. Chick asked if a standard application is used. P. Lee and D. Sweeney noted that candidates previously submitted a resume and application.

E. Poston recalled that applicant materials included several pages of documentation and references, and much of the screening work, such as calls, was done from home.

Feasibility of Conducting the Search Internally

H. Friend asked whether conducting the search internally was feasible. B. Sund confirmed that it is.

B. Sund reviewed OSBA’s interview process, noting that it becomes stressful at the end because a decision is expected the same evening. Conducting the process internally avoids this pressure.

Board Preparation

D. Sweeney reminded the Board of a sample interview exercise they had completed previously, which had been beneficial. The Board expressed support for using this approach again.

J. Chick suggested that the Board establish a list of criteria to ensure candidates meet expectations. D. Sweeney confirmed that the posting includes both qualifications and criteria.

Travel and Timeline

The Board reviewed potential travel needs, noting that some members have work commitments to coordinate.

Interviews are expected to take place in January.

Administrative and Staff Input

P. Lee advocated for including administrators in the process, such as through initial screening or other input.

M. Jacobs emphasized the importance of asking staff what qualities they value in a superintendent.

This item was discussed alongside A. Superintendent Search.

H. Friend reviewed that at the next board meeting they will have a discussion on IIA and has added this as an item on the agenda for December 16, 2025.