Superintendent Search

At a special meeting on August 6, the Richland School Board heard presentations from three firms interested in assisting the district with its superintendent search: Northwest Leadership Associates, McPherson & Jacobson, and Hazard, Young, Attea & Associates (HYA). The meeting focused on learning about each firm's approach to community engagement, candidate recruitment, screening, selection, and support throughout the transition process.

All three firms emphasized the importance of understanding the district's needs before recruiting candidates and highlighted their experience conducting superintendent searches, stakeholder engagement opportunities, and support for both the Board and the selected superintendent during the transition period.

During the discussion, Board members asked questions about recruitment strategies, timelines, community involvement, candidate screening, and contract negotiations. Representatives from each firm shared how they gather feedback from families, staff, students, and community members to develop a leadership profile that guides the search process.

Board members also discussed the importance of balancing an efficient timeline with the need to conduct a thorough search to identify the best candidate to lead the district. The Board is expected to continue discussions and make a decision on a search firm at the regularly scheduled board meeting on Tuesday, August 11.

The Board held a special work session on September 8 before the regularly scheduled meeting to discuss the superintendent search process.

Heidi Sipe, Lead Consultant with McPherson & Jacobson, reviewed the superintendent search process with the Board. She discussed advertising venues and recommended expanding recruitment efforts through Oregon, Idaho, and national administrator organizations. McPherson & Jacobson will automatically advertise through WASA, the Washington School Boards Association, and the firm's recruitment networks. Additional Oregon advertising would provide stronger Pacific Northwest coverage.

Heidi reviewed the draft candidate criteria developed from a Board survey, explaining that the criteria will be used both for reference checks and to assess candidate fit with district priorities. Board members were asked to ensure the language accurately reflects the qualities they are seeking in the next superintendent. When questions were raised about the number of criteria, Heidi noted that the district is seeking an exceptional candidate and that the list was not excessive.

The Board also reviewed the draft superintendent position description and discussed the proposed search timeline. Heidi recommended virtual stakeholder engagement opportunities to maximize participation. Stakeholder input sessions and an online survey are planned for October, with stakeholder feedback and a finalized position description scheduled for Board review before recruitment efforts begin.

Board members discussed interview procedures and candidate confidentiality. The Board discussed visiting candidates' current districts as part of the evaluation process and conducting interviews on separate days to allow for a thorough review of each candidate. The Board emphasized maintaining candidate confidentiality until the finalist stage.

The proposed timeline includes stakeholder engagement, recruitment and advertising, candidate screening, interviews, and finalist selection. The process also provides opportunities for the Board to review stakeholder feedback, discuss interview procedures and compensation, conduct candidate interviews, and complete optional site visits before selecting the district's next superintendent.

McPherson & Jacobson consultant Mike Scott encouraged the Board to offer a competitive salary that reflects regional market conditions. Board members noted the importance of reviewing the full compensation package, including benefits and other contractual provisions, rather than focusing solely on base salary.

The district will continue to keep staff, families, and community members informed throughout the superintendent search process, including opportunities to provide feedback and participate in stakeholder engagement activities as the search moves forward.

The Richland School Board hired McPherson & Jacobson, an executive recruitment and development firm, to lead the search for a new superintendent. There will also be opportunities for the community at large to engage with and provide input on superintendent candidates. 

About McPherson & Jacobson

McPherson & Jacobson, L.L.C. has designed a five-phase protocol allowing the board to concentrate on the most important segments:  the interview and selection of the successful candidate. Our team of consultants, working in conjunction with the board and stakeholder groups the district identifies, will implement a systematic, comprehensive process culminating in the hiring of the most qualified candidate for your district.

McPherson & Jacobson has been conducting national searches for boards of education since 1991. We have over 125 consultants across the United States who will ensure your search results in quality leadership for your district.

Searching for a superintendent is a complex and time-intensive process. School districts often hire superintendent search firms because they provide the expertise and resources needed to conduct a thorough, high-quality search and recruit highly qualified candidates locally and nationally.

A search firm can support the Board throughout the process by gathering community input to develop a candidate profile that reflects the district’s needs and priorities, widely advertising and recruiting for the position, identifying and screening potential candidates, developing customized interview questions and procedures, conducting extensive background checks and reputational reviews, and assisting with transition planning and onboarding.

The search firm’s experience helps ensure the process is comprehensive, organized and focused on finding a superintendent who is the right fit for the district and community.

The Board tentatively plans to announce and introduce the new superintendent around the end of February 2027 in order for the new superintendent to begin his or her role in the district by July 1, 2027. These dates are subject to change as the search process continues.

The total number of candidates will not be known until later in the process. The Board is seeking a large pool of candidates from which to choose the next superintendent.

All application materials, including the names of applicants and any other personally identifiable information, will be confidential until finalists are determined by the Board.