8/27/2013 2:47:00 PM Triton board adopts schedule
for replacing Kelly
By Larry Dobson
Triton School Board members met with representatives of School Exec Connect Monday afternoon to adopt a search process and calendar for replacing Superintendent Robert Kelly. Charles Kyte and Antoinette "Toni" Johns presented the board with a process and schedule that culminates with the hiring of a new superintendent before the end of November to take over from Kelly on Jan. 1, 2014.
The process begins later this week with the first advertising of the position to be followed by a letter next week to school district stakeholders with information about the process and how to have input into it. A survey form will be posted on the school website to give district residents an opportunity to give confidential feedback on what they are looking for in a new superintendent.
Kyte will conduct individual interviews with school board members and school staff; focus groups with various people from different segments of the district's population; and open/public meeting(s) with residents of the district. The goal is to get input from as many people as possible and to give everyone with questions a chance to get them answered.
Kyte plans to have the process of gathering local input completed by Sept. 17, at which time he and Johns will present a "New Superintendent Profile" to the board.
The calendar calls for five or six candidates being selected and presented to the board on Nov. 4. The board will then be given an opportunity to interview those candidates and narrow the field down to no more than three.
Mid-November, the board will hold day long interviews with the candidates and end each day with dinner with the candidates and significant others. The dinners are to give board members a chance to get to know the candidate in a less formal situation.
After the day long interviews, the board will be expected to make a final choice and to begin negotiating a contract with the final candidate.
Kyte said the contract will have to cover such issues as salary, medical expenses, vacation, sick leave, life insurance, et cetera, and be for three years. He asked the board to develop a compensation range with which it is comfortable and get it to him as soon as possible so that no time and effort gets spent on candidates there is no chance of hiring.