Superintendent Search Update October 13, 2015

Search Team  Hank Gmitro – HYA President & Lead Consultant  Bill Attea – HYA Founder  Carolyn McKennan – HYA West Coast President  Rudy Castruita – Senior Associate in California  Joe Farley – Associate in California  Maria Ott – Associate in California  Darline Robles – Associate in California

FLOW CHART

Search Process  Planning Phase  Learn the needs and goals of the school district in order to plan the search and define the selection criteria  Recruitment Phase  Proactive recruitment of candidates to identify the slate of individuals best suited to the defined needs of the district  Selection Phase  Assistance, training, and support for the Board in selecting the best candidate  Appointment Phase  Comprehensive background investigation, site visit, finalization of contract negotiations, and announcement of appointee

Planning Phase September Tasks Completed  Survey created and translated English, Spanish, Chinese, Korean and Armenian  Board members interviewed individually  Meetings with LAUSD staff to plan community input opportunities  Scheduling of stakeholder sessions

Planning Phase October Tasks  Communicating input opportunities: Survey Focus groups Individual interviews Open forums  Collecting input from all stakeholder groups

Open Forums  13 Community forums on the evenings of October 19, 20, 21, 22, 26, 27, and 28 held throughout the local districts  14 Staff forums held during the same period of time throughout the local districts  Invitations and announcements being distributed through all regular communication channels

Focus Groups and Interviews  October 19 – 29, 2015  Over 100 sessions with thousands of invited guests to focus group meetings and interviews  Key governmental, civic, parental, and staff leaders invited to meet with HYA individually or in small groups to share their input on what skills and attributes are needed in LAUSD’s next superintendent

Other Outreach Efforts  LAUSD website - Superintendent Search Page  Hotline  Television broadcasts  blasts  Robo-calls  School and PTA newsletters  Personal follow-up

Next Steps with Input  What happens to all of the input that is gathered through the community forums, focus groups, interviews, and surveys?  Data compiled into a Leadership Profile Report  Presented as written and oral reports to the Board on November 10  Used by the Board to discuss and determine the desired characteristics of the next superintendent

Recruitment Phase Candidates Who ApplyCandidates Who Are Recruited  Advertised through all state and national educational publications and organizations  Links to all major job boards  Shared through thousands of professional contacts  Assessed against Board- established criteria  Vetted though confidential and provided references  Proactive efforts on the part of the HYA team members and other associates to reach out to candidates who fit the Board’s desired profile  Vetted though confidential and provided references  Assessed against Board- established criteria  Asked to submit an application, if interested

Selection Phase First Round of InterviewsSecond Round of Interviews  Structured, in-depth interview with each candidate that the Board selects to interview  Debrief on each candidate after his/her interview  Discussion of strengths and questions/concerns regarding the candidates to determine the semi-finalists  Time with each of the semi- finalists to have discussions and dialogue between the Board and the candidate regarding all areas of interest to the Board members and the candidate  Usually involves dinner and extensive time for discussion

Appointment Phase Critical Steps Before Public Announcement Independent third-party background and media reviews Site visit to place of employment Reference calls by board members Contract negotiations Communication coordination with candidate Transition planning timeline

LAUSD Calendar  Planning Phase September – Behind the scenes organizational work October – Stakeholder input gathered  Recruitment Phase October & November – Recruiting effort in full swing and application process open  Selection Phase Late November through mid-December – Board first and second rounds of candidate interviews  Appointment Phase Mid to Late December – Determination of preferred candidate and finalization of contract and transition plans

Questions Hazard, Young, Attea & Associates 5600 N. River Road, Suite 180 Rosemont, IL