Board Workshop and Special Meeting

Note: Transcripts are generated from video auto-captions. While highly accurate, they are non-official and do not meet State Archivist record-keeping requirements.

• 0:00
  Meeting Start and Introduction

  The chair opens the workshop, outlining the agenda which includes presentations from three superintendent search firms: Maine School Management Association, New England School Development Council, and ZEAL Education Group.
• 0:02
  Roll Call

  The chair conducts the roll call for the workshop.
• 0:02
  Presentation (Maine School Management Association)

  Eric Waddell, Executive Director of MSMA, begins his presentation. He highlights MSMA's unparalleled insight into Maine schools, its Maine-specific expertise, and its role in supporting superintendents and school boards across the state.
• 0:13
  MSMA Process and Cost

  Mr. Waddell explains MSMA's process, noting it's an a la carte model that can be customized to the board's needs. A full-service search costs around $8,000 and typically takes about three months to complete.
• 0:16
  Board Discussion on MSMA Proposal

  Board members ask questions regarding MSMA's proposal, focusing on post-hire support, current challenges in Maine education, national reach for diverse candidates, and the firm's effectiveness.

  • 0:17 Mr. Smith
    Asks if the post-hire mentorship and support services are included in the search fee. Mr. Waddell confirms they are part of the standard MSMA membership services at no additional cost.
  • 0:18 Ms. Richardson
    Inquires about the biggest challenges facing Maine schools and how MSMA finds diverse, national candidates. Mr. Waddell identifies aging infrastructure, school funding, and special education costs as key challenges and describes using national platforms like EdWeek and SchoolSpring.
  • 0:31 Mr. Risch
    Asks how MSMA measures its effectiveness and tracks the success of its placements. Mr. Waddell acknowledges they don't have formal metrics but points to their list of references and the ongoing support they provide as evidence of their process.
  • 0:33 Mr. Dowling
    Asks if MSMA was the firm used for South Portland's last permanent superintendent search. Mr. Waddell is unsure but believes they may have been involved.
  • 0:34 Ms. DeAngelis
    Asks how the firm approaches issues of equity and diversity when vetting candidates and how they conduct outreach to various community constituent groups. Mr. Waddell states they would work closely with the board to define these values and conduct listening sessions with any groups the board identifies.
• 0:52
  Presentation (New England School Development Council)

  Dr. David Dusi, Executive Director of NESDEC, begins his presentation. He introduces himself and explains that NESDEC's role is to collaborate with and facilitate the search process for the board.
• 0:59
  NESDEC Process and Stakeholder Engagement

  Dr. Dusi details the process of developing a candidate profile through focus groups and an electronic community survey. He explains that a board-appointed screening committee of 9-12 people reviews all applications to select finalists for the board's consideration.
• 1:11
  Board Discussion on NESDEC Proposal

  Board members question Dr. Dusi on NESDEC's current search load, experience in Maine, approach to diversity, and managing community optics after a difficult superintendent transition.

  • 1:12 Mr. Dowling
    Asks how many superintendent searches NESDEC is currently conducting. Dr. Dusi replies they have three active searches in Massachusetts and Connecticut.
  • 1:13 Mr. Smith
    Inquires about NESDEC's recent experience with Maine districts. Dr. Dusi mentions he personally led recent searches for Falmouth and RSU 21 and is the lead consultant for Maine.
  • 1:14 Ms. Richardson
    Asks about success in placing non-white candidates and how the firm would help manage the public perception of the district following the previous superintendent's departure. Dr. Dusi notes that candidates do their own research and that being upfront in the application materials is the best approach.
  • 1:22 Ms. DeAngelis
    Asks about post-hire mentorship and support for the new superintendent and the board. Dr. Dusi describes their entry plan work, which is offered at a reduced cost if they conduct the search, and other professional development workshops they can provide.
• 1:50
  Presentation (ZEAL Education Group)

  Dr. Jeff Melendez, CEO of ZEAL Education Group, begins his presentation. He describes Zeal as a national firm with a large team of consultants, positioning their approach as a different, more hands-on "concierge level" service.
• 1:57
  Zeal Process and Stakeholder Engagement

  Dr. Melendez explains that Zeal's model involves an intensive week of stakeholder engagement across the community, using tools like ThoughtExchange. He states their process is distinct in that the board itself serves as the selection committee, reviewing a slate of 8-10 candidates vetted by Zeal, with a focus on building board consensus.
• 2:13
  Board Discussion on Zeal Proposal

  The board questions Dr. Melendez about the superintendent personas, the board-centric selection process, and the firm's high cost and approach to negotiation.

  • 2:14 Mr. Dowling
    Asks how the six "superintendent personas" were developed. Dr. Melendez explains they were created by his team to help boards identify the specific type of leader they need at a particular time.
  • 2:17 Mr. Smith
    Asks for more detail on why Zeal recommends the board act as the sole selection committee. Dr. Melendez argues it is the board's most critical responsibility and the process helps build the trust and consensus necessary for a successful relationship.
  • 2:23 Ms. Richardson
    Notes the high cost ("sticker shock") and asks about the potential for negotiation, citing the firm's proposal that they will match prices for comparable services. Dr. Melendez states he is open to a conversation to make it work.
  • 2:25 Ms. DeAngelis
    Asks how the team of four consultants would be utilized and clarifies the additional costs for third-party advertising and background checks. Dr. Melendez explains the team is deployed based on need and expertise, and that the add-on services are recommended but optional.
• 2:56
  Board Deliberation

  The board begins its deliberation, discussing the pros and cons of the three firms. They also briefly discuss and dismiss a fourth, more expensive proposal from Alma, citing its high cost and primarily virtual engagement model.

  • 3:00 Mr. Smith
    Expresses a preference for Zeal, arguing that while MSMA provides good local context for mentorship, Zeal's high-touch process and expert team would be invaluable for helping the new board build consensus and navigate the complex search.
  • 3:03 Ms. Richardson
    Agrees with Mr. Smith, stating she is not interested in MSMA as the district's needs are too great. She finds Zeal's process of creating a leadership profile compelling and believes the board-centric decision-making process is crucial for the district at this time.
  • 3:05 Ms. Holman
    Voices strong concern about Zeal's high cost, suggesting the board is capable of doing much of the work themselves and could incorporate ideas from the presentations into a more affordable process with a firm like MSMA.
  • 3:08 Mr. Dowling
    Ranks the firms as Zeal, then NESDEC, then MSMA. He favors Zeal's focus on the "science of human relationships" and believes their process would be easier for a board with varying levels of availability to manage.
  • 3:16 Ms. DeAngelis
    States her preference for Zeal, highlighting the diverse consulting team and the process that requires the board to reach consensus. She argues that while costly, making the right choice is paramount and worth the investment to avoid the higher cost of a failed superintendency.
• 3:22
  Transition to Special Meeting

  The chair ends the workshop and calls to order a special meeting to formally vote on selecting a search firm.
• 3:23
  Motion to Hire ZEAL Education Group

  Mr. Smith moves to hire ZEAL Education Group to assist with the superintendent search, and Ms. Richardson seconds the motion. The board discusses the motion, with members reiterating their support and concerns.
• 3:43
  Motion Amendment

  Following a discussion about vendor vetting, the board amends the main motion to make the hiring of Zeal contingent upon positive reference checks conducted by the chair, Ms. DeAngelis, and Ms. Richardson.
• 3:51
  Final Vote

  The board votes on the amended motion to hire ZEAL Education Group. The motion passes with a 4-2 vote.
• 3:52
  Adjournment

  The special meeting is adjourned.