Teaneck Public Schools
Superintendent Search

Finding the Perfect Match

Presented by: Matt Lee, NJSBA Field Services

Successful Superintendent Searches

Board

The Board hires 1 person – the Superintendent.

Superintendent

All other district staff

Hiring a Superintendent is one of the most
important decisions a Board makes.

Success starts with a proven process driven by your unique criteria.

Legal Requirements for Permanent Superintendent

• Must possess a School Administrator Certificate or Certificate of Eligibility

• NJ resident within 1 year • Offer 3 – 5 year contract
• Receive contract approval by the Executive County Superintendent prior to appointment

• Compensation subject to comparability requirements

Base Salary
		
Must be comparable to similarly credentialed and experienced administrators in the region with similar enrollment, achievement, challenges, & grade spans.
	Negotiable. Contract must be reviewed/approved by the Executive County Superintendent.
	
Merit Goals – optional Negotiated (not pensionable)
	Up to 14.99% of salary annually
	
Up to 3 Quantitative merit goals Up to 2 Qualitative merit goals
	Up to 3.33% of salary each Up to 2.5% of salary each

Superintendent’s Salary Considerations

NJSBA can assist with providing comparable salary data

NJDOE Q&A – administrator contracts: https://www.nj.gov/education/about/counties/doc s/Administrator%20Contract%20FAQ%208.7.19. pdf

Role of Staff & Community

NJSBA’s recommended process: Applicants names and interviews

What is important to the staff and community is critical to the

kept confidential to all but Board.	search process. Input is received via:

Hiring the superintendent is a legal responsibility of the Board.

Must be an inclusive process that considers the needs of all of the district’s stakeholders.

Input Sessions Online Surveys

Input from the staff and community is typically used to help determine:

•	who will be selected for an

Only the Board is legally bound to confidentiality. Confidentiality is key to protecting the integrity of the search.

interview,

•	what interview questions will be asked, and

•	who will advance through the interview process.

May 24

May 31– July 18
	Initial meeting with Board to set calendar, ad, and application questions.

Advertise and receive applications. July 18 deadline.
	
June 22
	Input from staff and community. In-person inputs sessions and survey.
	
July 19-August 1
	NJSBA consultant will interview applicants that best meet the criteria.
	
August 3
	Consultant and Board review applicant pool. Board selects applicants for first-round Board interview.
	
August 22, 23, 29
	Board conducts first-round interviews. Narrows the pool for 2nd round.
	
September 13, 15
	Board conducts 2nd round interviews. Selects 1 or more finalists.
	
September 28, 29
	Board conducts finalist round of interviews if needed. Selects 1 finalist.
	
Late September-Early October
	Board checks references/vetting. Begins contract negotiations. Submits contract to County Superintendent for approval.
	
Mid-October
	Board hires and publicly approves new superintendent
	
By January 1, 2023
	New superintendent begins work in district, approx. 60 days after appt.

Search Calendar

Ad

Required vs. Preferred

NJSBA Advertising

How NJSBA advertised your search:

• NJSBA website and social media accounts. • NJASBO, NJASA, NJPSA
• Emailed to database – 850+ people who previously applied for searches.

• Nearby colleges and county offices

• National Affiliation of Superintendent Searchers

• NJSBA Marketing blasts

Application Materials Received

Board receives all of this information on every applicant:

Application (+3 Custom Questions)

Transcripts

Letter of Interest

Resume

References

Copy of School Administrator Certificate

Last Performance Evaluation

Confidentiality of applicant information is key to protecting the integrity of the search.

Custom Application Questions

Applicant is asked to:

Specifically describe your administrative and education leadership experience in … We are looking for actual accomplishments rather than theoretical proposals.

3 Areas Selected:

Personnel management including evaluation and staff development

High expectations for student learning

Meeting the diverse learning needs of all students

Application Review Selection Criteria

Once the application window closes:

Stakeholder input

Board Input

Qualifications in Ad

• The Board will review the applicant pool based on criteria developed through the ad, Board input, and stakeholder input.
• Goal is for Board to identify first-round interviewees based on selection criteria.

Selection Criteria

1st Round

• Usually 8 – 10 applicants
• Brief – 30 to 45 minutes
• Structured
• Every applicant asked the same questions.
• Is this candidate a good fit for your district?
• Do we want to learn more about them?

2nd Round

• Around 4 – 5 applicants
• Detailed – 60 to 90 minutes
• Less structured
• Some questions for all applicants and some applicant specific
• Is this candidate a finalist?

Finalist Round if Needed

• 2 - 3 candidates
• Detailed – 60 to 90 minutes
• May be scenario based or presentation to Board.
• Move one candidate forward as finalist for
reference checking.

Interview Rounds

Selection Process

Reference/Background Checks – In addition to references provided, application requests permission for Board to call anyone.

District Visits – Optional vetting - Board visits candidate’s district and/ or candidate visits your district.

Contract Negotiations – Approval from Executive County Superintendent.

Appoint new CSA and introduce to district stakeholders.

Staff and Community Input

How can you participate?

In-person and online survey responses

Community/Staff Input Questions

• What background / training / experience should the new superintendent have (previous roles)?

• What are the most important areas of expertise for the new superintendent to possess (e.g. staff development, curriculum, technology, special ed, facilities, finance)?

• What leadership style / professional characteristics are important for the new superintendent? (e.g., visionary, inclusive, charismatic, etc.)

• What are the things that make Teaneck and the Teaneck School District a great place to work and live?

• What district concerns will require attention by the new superintendent?

• Other suggestions for the board in selecting the new superintendent?

Online Survey

• https://www.surveymonkey.com/r/FRS5QJH