Sutton Public School Board members sought input from the public about a future superintendent, after Brad Best, current interim superintendent, leaves next year.
About 10 people were at the meeting Oct. 9, which was conducted by Shari Becker, director of the NASB search service.
Becker said the current timeline is to have another planning schedule with the board, informing them of what was shared Oct. 9, with a final meeting set for December.
The application deadline is Nov. 24, and at the December meeting, the school board will pick applications to interview.
Interviews will be conducted Dec. 11, that way someone is hired before Christmas break.
The search for a new superintendent doesn’t start and stop in Nebraska, Becker said. They reach out to 17 specific states, with a lot of applications coming from Kansas.
Becker added how they don’t wait for applications to come in either, and reach out to people who have shown an interest in the position before.
She explained how when there are a lot of positions open in the school system, there tend to be more applications.
Becker added that she thinks Sutton will have several people interested due to ties to the area and the enrollment size.
“Every district has their pull,” she said.
Becker asked a series of questions to get feedback from those in attendance; most answers will be given in bullet form.
WHAT QUALIFICATIONS/ EXPERIENCE AREYOU LOOKING FOR?
• Communicates well and is visibly seen taking an interest in school activities and being involved in the community.
• Keeps the bar at a high level for the district.
• Can keep up with the district facility and budget.
• Is proactive with staff retention.
• Is strong enough to handle any challenges that arise, but is empathetic toward staff and students.
An audience member added that, just because an applicant might have been a superintendent in the past doesn’t mean they’ll be perfect for this position, but they want the new superintendent to be willing to work with the school and community.
Another attendee asked if SPS is considered a stepping stone, or a place someone will want to stay for many years.
Becker said even if someone plans to stay three years or 10, things change. The average stay is five years, with each contract typically set for two years.
“We’ll find someone who fits the best and hope they stay a while. If they’re a good fit and work well with the district, it could be five to seven years,” she added.
ARETHERETHINGS GOING ON AT SPSTHAT ARE GOINGWELL ORYOU’RE PROUD OF?
• Lot of experience within the teaching staff, as well as out-of-the-box thinking and a creative mindset.
• The school and community support each other and work together; there’s a valuable sense of community.
• SPS’s scores are above and beyond others.
• Teachers and administration encourage others to listen to the students and parents.
• There’s pride in the building; it’s always beautiful. Also, people aren’t afraid to step in and help with the facility, when needed.
• We have a lot of programs in the school and they are all thriving.
• We have a lot of alumni coming back to raise their families.
• Having a school board who’s taking the hard steps to find someone who will care about the entire district.
• We’re progressive—as a school and town.
One person added that without a strong school they can’t have a strong community and vice versa, so SPS needs to find a superintendent who can keep that strong relationship going.
WHAT CHALLENGES ARE/ WILLTHE DISTRICT BE FACING?
• Need to find someone who can help SPS decide to either keep bandaging the building or start plans for renovations.
• Rebuild relationships that were burned from within the district due to one-sided support.
• Need college blended courses and more opportunities to give students that extra step up after high school. Also, keeping up with newly-developed technology.
• Introduce more skill trades into required education, and find that balance with basic life skills.
• SPS needs a leader who has the willingness to find creative ways to fold those skills and other opportunities into valuable options for students.
• Find ways to give students access to grow and do what they want, but somehow stay in or come back to the community.
• Staff retention—SPS is short on bus drivers, custodians, paras, and cafeteria staff.
“Why is it so hard to get people to fill those positions?” One attendee asked, adding how the new superintendent should be actively looking into how to change that.
• Have someone who continues to support teachers, and helping to make sure they’re given a voice in the district.
BACKGROUND EXPERIENCES AND ATTRIBUTES?
• Hoping to find someone who has a fresh set of eyes on the master schedule, so students have more chances to take electives (art, music, PE).
• Need someone who’s grey, not black and white—is willing to see different ways to do things, instead of something has to be this way or that.
• Representing those who teach art, music, and PE better.
• Find someone who is a good mentor, self-regulated, and walks beside the staff and helps everyone and the district grow.
• Greets students and staff in the morning, and cares about the kids every step of the way.
One attendee mentioned how they thought Best has done a great job with the budget, and wants to find someone who can continue to do that.
