Independence Superintendent Proposal

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Jennifer Skinner
5 years ago
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1 Independence Superintendent Proposal

2 Grundmeyer Leader Search 4 - districts have rehired Grundmeyer Leader Search for multiple positions 22 successful superintendent, principal, school business official and director hires 100- percent of districts who have reported "Complete Satisfaction" with the hire Grundmeyer Leader Search supported (6 months later)

3 Qualities of a Grundmeyer Leader Search ü A personalized and professional approach to the search with the belief that the 4irm works for the superintendent. ü Recruitment strategies and interview process all aimed at the right 4it rather than traditional or general in practice. ü Tailored support so that costs are lower and support is personalized to the board needs and desires. ü Ability for applicants con4identially apply through the Applitrack system and no extra paperwork for the applicant or district is necessary. ü A detailed entry plan created using feedback during the search process and ISFIS Inc. to set the candidate up for success in your district. ü Unique screening tools to help identify which candidates are truly the best 4it for your position. ü One contact person to work with through the entire search process.

4 The Art of the Hiring Process

5 Proposed Timeline

6 The Successful Process

7 1-PLAN Solidify timeline for the hire Narrow the benefits package (data provided if needed) Send out stakeholder survey for general feedback Specific stakeholder input gleaned from in-person meetings (optional) Identify desired qualifications for the position (FIT) Solidify the interview process

8 2-RECRUIT Superintendent Programs (Drake, UNI, ISU, Iowa) National Posting Boards (K-12 Job Spot, Indeed) National Principal/Superintendent of the Year Winners Grundmeyer Leader Search Website & Pools ISFLC Conference (December & February) Social Media (Facebook, Twitter, LinkedIn) Nation-wide School Improvement Consulting Contacts Personal calls and s

9 Select Your School District: Iowa School Finance Information Services - Financial Analysis and Comparison Tool (FACT) District Information INDEPENDENCE Property Tax Summary General Fund Tax Rate Rank Taxes Levied Rank Uniform Levy Rate $ $ 2,271, Additional Levy Rate $ $ 2,026, SBRC Cash Reserve $ $ 499, Regular Cash Reserve $ $ Total Cash Reserve $ $ 499, Educational Improvement Program ISL Property Rate $ $ 62, Use of Fund Balance to Reduce Levy $ - 4 $ - 4 Total General Fund Levy $ $ 4,859, Non-General Fund Tax Rate Rank Taxes Levied Rank Management Levy $ $ 649, Amana Library Levy $ - 1 $ - 1 Voted PPEL Levy $ $ 176, Regular PPEL Levy $ $ 145, Total PPEL Levy $ $ 321, Playground Levy $ - 23 $ - 23 Debt Service Levy $ $ 1,041, Total Non-General Fund Levies $ $ 2,013, Total $4,000,000 $3,500,000 $3,000,000 $2,500,000 $2,000,000 $1,500,000 $1,000,000 $500,000 $- FY 2000 Unspent Budget Authority FY 2002 FY 2004 FY 2006 FY 2008 FY 2010 FY 2012 FY 2014 Unspent Budget Authority Unspent Budget Authority Per Pupil Solvency Ratio FY 2016 $2,500 $2,000 $1,500 $1,000 $500 $- Per Pupil Total Property Tax Rate & Dollars Levied $ $ 6,872, Property Valuation Information Total Rank Per Pupil Rank Net Property Value with G&E $ 420,632, $ 297, TIF Value $ 20,309, $ 14, Total Property Value with TIF $ 440,942, $ 313, TIF Value as % of Total Value 4.61% 107 Income Surtax Information Rate Rank Dollars Rank ISL Income Surtax Rate 7.00% 88 $ 623, PPEL Income Surtax Rate 0.00% 83 $ - 83 Total Income Surtax Rate 7.00% 112 $ 623, Note: All references to FY 2018 unless otherwise specified. 20.0% 15.0% 10.0% 5.0% 0.0% -5.0% -10.0% 10.6% 11.2% 8.9% 9.2% 7.7% 7.1% 4.5% 1.3% FY FY FY FY FY FY FY FY FY FY FY FY FY FY FY FY % % -6.5% 2.4% 9.4% 8.2% 7.1% 14.6% INDEPENDENCE Budget Enrollment Headcount 2, , , , , , , , FY 2000 FY 2003 FY 2006 FY 2009 FY 2012 FY 2015 FY % 5.0% 4.0% 3.0% 2.0% 1.0% 0.0% -1.0% -2.0% New Authority Summary - Regular Program District Cost Pecent Change 2.4% including Budget Guarantee FY 2006 FY 2007 FY 2008 FY 2009 FY 2010 District FY 2011 FY 2012 FY 2013 FY 2014 State Average FY 2015 FY 2016 FY 2017 FY 2018 $20.00 $18.00 $16.00 $14.00 $12.00 $10.00 $8.00 $6.00 $4.00 $2.00 $- Total Property Tax Rate History FY 2009 FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 FY 2016 FY 2017 $16.19 FY 2018 Open Enrollment Students (20.0) (40.0) (60.0) (80.0) Open Enrollment 9/15/04 10/1/07 10/1/10 10/1/13 10/1/16 In Out Net ISFIS,

10 3-SCREEN Process set by consultant and school board Pre-screening process Initial interviews (Google Hangout) Formal interviews Questions set by consultant, board, and stakeholder groups Consultant makes sure candidates are serious about accepting the job prior to formal interviews

11 Screening Tools and Resources Education Simulations used during interviews (optional) Background check on Iowa Courts & Iowa Board of Educational Examiners Utilize social media & popular search engines to conduct online background checks Objective Candidate Rating Rubric Leadership Style, Motivators, & Attributes Inventory (optional) Interview feedback objectively aligned to desired qualifications Candidate comparison document which aids in efficiently reviewing feedback on finalists

13 Desired Qualifications

15 Feedback to the superintendent Feedback to the superintendent

Community School District The Science of Hiring Desired Qualifications: KYLE SMITH! Proven leadership skills! Experience with school finance!

He prefers a stable and consistent pace and prefers careful or systematic procedures. His values index shows he has a thirst for learning new things and is a team player.

Kyle s Dimensional Values indicate high levels of Practical Thinking, which means he can generate solutions to problems easily.

His Empathy is his lower External Dimension but still relatively high, which relates to higher levels of emotional intelligence.

16 Community School District The Science of Hiring Desired Qualifications: KYLE SMITH! Proven leadership skills! Experience with school finance! Vision to promote student opportunities Profile highlights: Kyle s DISC profile indicates he is responsible when addressing problems, and convincing in how he prefers to interact with others. He prefers a stable and consistent pace and prefers careful or systematic procedures. His values index shows he has a thirst for learning new things and is a team player. His lower values in Individualistic indicate he can support the team and does not value being in the limelight. Kyle s Dimensional Values indicate high levels of Practical Thinking, which means he can generate solutions to problems easily. His Systems Judgment is balanced which means he accurately considers the ramifications of his decisions. His Empathy is his lower External Dimension but still relatively high, which relates to higher levels of emotional intelligence. Ability to foster positive culture Engagement in community Ability to foster community and school partnerships SARA WILLIAMS Profile highlights: Sara s DISC profile indicates she is mild in addressing problems and more poised in how she prefers to interact with others. Her high S indicates she prefers a slower predictable pace and is adapting up for a more active pace. Her higher C indicates Sara prefers to follow procedures carefully and analytically. Sara s Values Index shows she really likes to learn new things and values leadership opportunities. She has the attitude that the buck stops with her and is able to accept blame or criticism. Her lower Economic value conveys that she is not motivated by rewards. Sara s External Dimensions are high in both Practical Thinking and Systems Judgment, which means that she is able to develop solutions and consider their long-term implications. The Science of Hiring

17 4-HIRE Consider feedback from stakeholder groups Negotiations between board president and candidate or board president to candidate through consultant Background check and board approval conducted before announcement is made. Announcement should be timely, unified, and consistent

5-PREPARE Consultant takes feedback from stakeholders in working with new superintendent to create an entry plan New superintendent gets district

18 5-PREPARE Consultant takes feedback from stakeholders in working with new superintendent to create an entry plan New superintendent gets district data from ISFIS in full day session with on-going support Entry plan ensures the new superintendent gets off to a good start in their new district

19 ISFIS Inc. Session

20 Why Grundmeyer Leader Search? ü A personalized and professional approach to the search with the belief that the!irm works for the board. ü Recruitment strategies and interview process all aimed at the right!it rather than traditional or general in practice. ü Unique screening tools to help identify which candidates are truly the best 4it for your position. ü A detailed entry plan created using feedback during the search process and ISFIS Inc. to set the candidate up for success in your district. ü One contact person to work with through the entire search process.

21 Satisfaction Guarantee I will find a successful superintendent for your district or continue the search for no extra cost until the position is filled to the overall school boards satisfaction.

How Schools are Funded in the State of Iowa

How Schools are Funded in the State of Iowa Funding is Student Driven The number of students enrolled by October 1 determines the school district s budget. More students may enroll after this date, but