When hiring a school superintendent, clarity is non-negotiable. This isn’t about popularity or political maneuvering; it’s about finding a leader who drives student achievement and strengthens the district’s strengths.
Before you even glance at candidates, clarify your educational philosophy. Here’s what you need to focus on:
- Student Achievement First: Academic excellence must be the top priority.
- Parent Partnerships: Parents are allies, not obstacles.
- Respect for Teachers: Educators deserve autonomy and support.
- Safe Learning Environments: Schools must be disciplined and orderly.
- Curriculum Focus: Prioritize literacy, math, science, and civics.
- Transparent Communication Skills
- Political Neutrality: Keep education free from political bias.
- Fiscal Responsibility: Spend taxpayer dollars wisely.
- Outcome Measurement: Focus on measurable success, not just programs.
A superintendent who comes in wanting to change everything is not a leader; they’re a disruptor. Look for a steward who will strengthen the district without imposing a personal agenda.
You need to dig deep when evaluating candidates. Look beyond the numbers—understand their personal impact. Ask questions like, “What specific actions did you take to improve student performance?” or “How did you tackle issues like absenteeism or teacher turnover?”
You want someone who has made a real difference, not just someone who has inherited a successful program. Broaden the candidate pool and don’t limit yourself to the usual suspects. Cast a wider net:
- Proven Superintendents: Those who have a solid track record.
- Experienced Principals: Leaders who have been in the trenches.
- Diverse Education Leaders: Candidates from charter and private schools.
- Military Leaders: Individuals with exceptional organizational skills.
The title means little; what matters is the proven record. Uncover their philosophical stances and get to the heart of candidates’ beliefs with tough questions:
- What role do you see parents playing in education?
- How do you handle curriculum disagreements?
- What should be the balance of responsibilities between teachers and administrators?
- How do you evaluate program effectiveness?
Engage them in hot-button discussions about technology, teacher recruitment and retention, and school choice. You need candidates who can articulate their beliefs honestly, not merely recite what they think you want to hear.
Fiscal responsibility is nonnegotiable. Present candidates with a mock budget and challenge them to identify cuts and protections. Every unnecessary dollar spent on administration is a dollar taken from classrooms.
Community feedback is crucial, but it should never overshadow the board’s authority. Engage all stakeholders, but remember the elected board makes the final call. Never underestimate or overestimate references; they reveal a candidate’s true character. Ask the tough questions:
- What’s their greatest weakness?
- How did they handle difficult situations?
- Would you hire them again?
And don’t forget this key question: “What happens when this superintendent disagrees with the board?” A strong superintendent must have the backbone to speak the truth while respecting the board’s governance role.
The ideal superintendent blends academic achievement, fiscal discipline, strong communication, and integrity. They must understand the need to preserve what works while having the courage to make necessary changes.
This decision matters. Focus on hiring a leader who will shape the future of public education, not just build their own legacy. The stakes are too high to settle for anything less. Go for excellence.
JC Bowman is the executive director of Professional Educators of Tennessee.
He is the Contributing Editor for TriStar Daily.
