Superintendent selection needs to be transparent, efficient

Public education is an emotional, hot-button topic. If it weren’t so important, it might be easier to relegate it to the same status as religion and politics: simply avoid it as a conversation topic.

But taking the easy route rarely leads to the best results, and there is  a need for a strong conversation about the state of our education system in New Hanover County, especially in the opinion of the business community.

In the interest of improving the educational attainment of our children, their ability to be productive and skilled workers, and our future  as a prosperous community, we are going to further that conversation today. And it’s a pivotal time to do  so … as the school board begins the process of hiring a successor for retiring New Hanover County Schools Superintendent Al Lerch.

It’s easy to say we are fine. After all, the New Hanover County School System ranks above the North Carolina average on most of the metrics that matter. But surely we want more than average for our children.  We want all of our children to be well prepared for whatever future they choose… above average in all respects.

The business community has enormous respect for our area teachers, administrators and school board members. They are faced with the challenge of educating nearly 24,500 students, each of the 24,500 is someone’s child. They have a host of seemingly eternal issues, from limited funds and enrollment growth that requires new school construction, to divisive redistricting issues and balancing the diverse needs of students.

Serving the best interests of those students means that there are also 24,500 reasons why we need the best leader at the helm. That’s why, at the March 2 school board meeting, the Greater Wilmington Chamber Foundation proposed that the search for the next superintendent be done by an executive search firm that would advertise the position nationally and examine applicants from across the country to find the best candidates for our school system. We must believe that we, our children, our teachers, -our community, deserve the best.

We have no doubt that there are great leaders currently employed in our school system that might do an admirable job. In fact, the best leader may be in our midst right now, ready to bring fresh ideas and energy to the table, along with an innate understanding of the current system. But looking outside the current staff allows for a comparison to be made.

The school board did not choose to hire an executive search firm, but instead agreed to use the North Carolina School Board Association (NCSBA) to help with the task. The NCSBA will advertise for the job and gather resumes for our school board to review. Although this is not the strongest option, it’s done. So it’s time to take the next step… that of selecting the best candidate.

To open the process, we suggest that the school board allow stakeholders in the community to take an active role in the interview process for superintendent. Everyone in our community has a stake in the educational system, and using our collective talents and experience to look at candidates through many lenses can provide another useful tool in the evaluation process. It will also build support by giving the community an active role and allowing transparency which breeds trust.

We propose using interview panels – three or four groups of three or four community stakeholders (for example, school board members, PTA officials, teachers, representatives of the business community) – that would be part of the formal interview process. Each candidate would meet with all panels, then those panels would gather to share their opinions and impressions. These panels are not meant to usurp the authority of the school board.  Rather they would provide advice and additional opinions and perspectives.

We see this as a much improved, open process. Much more so than surveying the community or incorporating a few questions from the public into the interview process, which is currently the method the school board will use to “include” the public.

The final hiring decision would still be made by the school board,  but it will be a decision that would  be accepted more readily and with greater enthusiasm due to the participatory process.  And, if it turns out that the best candidate was already on staff, wouldn’t it be nice to know that the process supported that conclusion?

The easier route would be to let the seven school board members decide the next superintendent of our school system behind closed doors. If they do, they risk missing the next step in a conversation that’s in the best interest of our community. They then also shoulder all the responsibility when the community is willing to shoulder a part of it. It should not be just the school boards’ desires and opinions. The decision should reflect the community’s opinions as well as their support.

The new superintendent has a daunting task… managing a $210 million budget and a staff of almost 4,000 while doing the best for 24,500 of our most precious assets. It’s a tough, thankless job. That’s why we should rely on the tools that the best of corporate America use. Too bad we missed the recruitment process. Let’s make it up in the interview process. 

Our advice to school board members:  use the expertise and the desire in this community for the best. Embrace an open, tough look at the candidates for perhaps the most important position in our community … the person who can lead our school system to greatness. After all, why should we be happy with average?

The business community stands ready to help. 

Connie Majure-Rhett is president
and­ CEO of the Greater Wilmington Chamber of Commerce.