Independence Superintendent Proposal

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)

Qualities of a Grundmeyer Leader Search

ü  Apersonalizedandprofessionalapproachtothesearchwiththebeliefthatthe4irmworksforthesuperintendent.

ü  Recruitmentstrategiesandinterviewprocessallaimedattheright4itratherthantraditionalorgeneralinpractice.

ü  Tailoredsupportsothatcostsarelowerandsupportispersonalizedtotheboardneedsanddesires.

ü  Abilityforapplicantscon4identiallyapplythroughtheApplitracksystemandnoextrapaperworkfortheapplicantordistrictisnecessary.

ü  AdetailedentryplancreatedusingfeedbackduringthesearchprocessandISFISInc.tosetthecandidateupforsuccessinyourdistrict.

ü  Uniquescreeningtoolstohelpidentifywhichcandidatesaretrulythebest4itforyourposition.

ü  Onecontactpersontoworkwiththroughtheentiresearchprocess.

The Art of the Hiring Process

Proposed Timeline

The Successful Process

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

2-RECRUIT ¤  www.teachiowa.gov

¤  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 emails

Iowa School Finance Information Services - Financial Analysis and Comparison Tool (FACT)District Information INDEPENDENCE

Select Your School District:

Property Tax SummaryGeneral Fund Tax Rate Rank Taxes Levied RankUniform Levy Rate 5.4000$ 1 2,271,413$ 84 Additional Levy Rate 4.8182$ 46 2,026,702$ 57

SBRC Cash Reserve 1.1871$ 73 499,336$ 52 Regular Cash Reserve -$ 163 -$ 163

Total Cash Reserve 1.1871$ 133 499,336$ 90 Educational Improvement ProgramISL Property Rate 0.1479$ 270 62,216$ 225 Use of Fund Balance to Reduce Levy -$ 4 -$ 4 Total General Fund Levy 11.5533$ 101 4,859,667$ 77

Non-General Fund Tax Rate Rank Taxes Levied RankManagement Levy 1.5453$ 41 649,998$ 41 Amana Library Levy -$ 1 -$ 1 Voted PPEL Levy 0.4000$ 238 176,377$ 174 Regular PPEL Levy 0.3300$ 1 145,511$ 88 Total PPEL Levy 0.7300$ 236 321,888$ 147 Playground Levy -$ 23 -$ 23 Debt Service Levy 2.3615$ 54 1,041,298$ 40 Total Non-General Fund Levies 4.6368$ 53 2,013,184$ 52

Total Property Tax Rate & Dollars Levied 16.1901$ 60 6,872,851$ 71

Property Valuation Information Total Rank Per Pupil RankNet Property Value with G&E 420,632,032$ 84 297,898$ 253 TIF Value 20,309,987$ 96 14,458$ 120 Total Property Value with TIF 440,942,019$ 90 313,882$ 242 TIF Value as % of Total Value 4.61% 107

Income Surtax Information Rate Rank Dollars RankISL Income Surtax Rate 7.00% 88 623,938$ 22 PPEL Income Surtax Rate 0.00% 83 -$ 83 Total Income Surtax Rate 7.00% 112 623,938$ 27

Note: All references to FY 2018 unless otherwise specified.

© ISFIS, 2009-2017

INDEPENDENCE

-2.0%-1.0%0.0%1.0%2.0%3.0%4.0%5.0%6.0%

FY 2

006

FY 2

007

FY 2

008

FY 2

009

FY 2

010

FY 2

011

FY 2

012

FY 2

013

FY 2

014

FY 2

015

FY 2

016

FY 2

017

FY 2

018

New Authority Summary - Regular Program District Cost Pecent Change

including Budget Guarantee

District State Average

2.4%

$-

$500

$1,000

$1,500

$2,000

$2,500

$-

$500,000

$1,000,000

$1,500,000

$2,000,000

$2,500,000

$3,000,000

$3,500,000

$4,000,000

FY 2

000

FY 2

002

FY 2

004

FY 2

006

FY 2

008

FY 2

010

FY 2

012

FY 2

014

FY 2

016

Per P

upil

Tota

l

Unspent Budget Authority

Unspent Budget Authority Unspent Budget Authority Per Pupil

8.9%10.6%11.2%

9.2%7.7% 7.1%

4.5%

1.3%

-5.5%-6.5%

-1.9%

2.4%

7.1% 8.2%9.4%

14.6%

-10.0%

-5.0%

0.0%

5.0%

10.0%

15.0%

20.0%

FY2001

FY2002

FY2003

FY2004

FY2005

FY2006

FY2007

FY2008

FY2009

FY2010

FY2011

FY2012

FY2013

FY2014

FY2015

FY2016

Solvency Ratio

(80.0) (60.0) (40.0) (20.0)

- 20.0 40.0 60.0 80.0

100.0 120.0 140.0

9/15/04 10/1/07 10/1/10 10/1/13 10/1/16

Ope

n En

rollm

ent S

tude

nts

Open Enrollment

InOutNet

1,737.0

1,412.0

- 200.0 400.0 600.0 800.0

1,000.0 1,200.0 1,400.0 1,600.0 1,800.0 2,000.0

FY 2000 FY 2003 FY 2006 FY 2009 FY 2012 FY 2015 FY 2018

Budget Enrollment Headcount

$16.19

$- $2.00 $4.00 $6.00 $8.00

$10.00 $12.00 $14.00 $16.00 $18.00 $20.00

FY 2

009

FY 2

010

FY 2

011

FY 2

012

FY 2

013

FY 2

014

FY 2

015

FY 2

016

FY 2

017

FY 2

018

Total Property Tax Rate History

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

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

Desired Qualifications

Fee

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Desired Qualifications:

KYLE SMITH

SARA WILLIAMS

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.

Community School District

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.

! Proven leadership skills

! Experience with school finance

! Vision to promote student opportunities

• Ability to foster positive culture

• Engagement in community

• Ability to foster community and school partnerships

The

Sc

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of H

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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 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

ISFIS Inc. Session

Why Grundmeyer Leader Search?

ü  Apersonalizedandprofessionalapproachtothesearchwiththebeliefthatthe!irmworksfortheboard.

ü  Recruitmentstrategiesandinterviewprocessallaimedattheright!itratherthantraditionalorgeneralinpractice.

ü  Uniquescreeningtoolstohelpidentifywhichcandidatesaretrulythebest4itforyourposition.

ü  AdetailedentryplancreatedusingfeedbackduringthesearchprocessandISFISInc.tosetthecandidateupforsuccessinyourdistrict.

ü Onecontactpersontoworkwiththroughtheentiresearchprocess.

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.