Superintendent Search Survey

St. John the Baptist Parish School Board has begun its
Superintendent of School search and is seeking
your input and opinion on what you believe are the
needed characteristics and attributes of a highly
successful district leader.

In advance, thank you for taking the time to share
your thoughts as this survey will be collated with
anonymity.

The last opportunity to share your thoughts through
this survey will be Monday, June 24, 2019.

Question Title

* 1. Which type of stakeholder are you?

Parent

Student

Employee

A community member

Resident without children currently in the school district

Other

Question Title

* 2. Below is a list of positions that superintendent candidates may have held in the past. Which prior positions do you think would prove most valuable for the next superintendent? (You may check up to THREE positions below.)

Assistant Superintendent

Principal

Teacher

Finance Director

Community Education Director

Curriculum Development Specialist

Superintendent in another school district

Human Resource Director

Special Education Director

Prior position doesn’t matter that much as long as the candidate has the right skill set

Question Title

* 3. Listed below are specific areas of expertise that different superintendent candidates may possess. From your perspective, how much weight should the Board place on each area? Rate the importance of each area using the scale to the right.

	Critically Important	Above Average Importance	Average Importance	Below Average Importance	Not Important
Public Relations	Public Relations Critically Important	Public Relations Above Average Importance	Public Relations Average Importance	Public Relations Below Average Importance	Public Relations Not Important
Curriculum development and evaluation	Curriculum development and evaluation Critically Important	Curriculum development and evaluation Above Average Importance	Curriculum development and evaluation Average Importance	Curriculum development and evaluation Below Average Importance	Curriculum development and evaluation Not Important
Facilities management	Facilities management Critically Important	Facilities management Above Average Importance	Facilities management Average Importance	Facilities management Below Average Importance	Facilities management Not Important
Human resource management	Human resource management Critically Important	Human resource management Above Average Importance	Human resource management Average Importance	Human resource management Below Average Importance	Human resource management Not Important
Budget development/management	Budget development/management Critically Important	Budget development/management Above Average Importance	Budget development/management Average Importance	Budget development/management Below Average Importance	Budget development/management Not Important
Contract administration	Contract administration Critically Important	Contract administration Above Average Importance	Contract administration Average Importance	Contract administration Below Average Importance	Contract administration Not Important

Question Title

* 4. Below are six different leadership style descriptions. Recognizing that a leader may employ all of these management styles in different situations and at different points in time, are there some that you think should be the dominant style for an effective superintendent? Read through the list and choose up to TWO management styles that you would like the next superintendent to employ most often .

Servant leadership: this leader leads simply by virtue of meeting the needs of his or her team.

Situational leadership: this leader demonstrates different leadership styles depending on the situation.

Collaborative leadership: this leader leads by using consensus building and other group processes to arrive at mutually beneficial decisions.

Democratic leadership: this leader will make the final decision but invites other members of the team to contribute to the decision making process.

Transformational leadership: this leader inspires his or her team with a shared vision of the future.

Delegated leadership: this leader is willing to turn over responsibility for decision making and problem solving to others.

Question Title

* 5. In choosing the next superintendent, which path or strategy below do you think the Board of Education should take? (Choose ONE answer.)

Find a candidate who will stay the course and continue the work of the current administration.

Find a candidate with a similar educational and management philosophy as the current administration, but who can make some necessary changes.

Find a very different kind of candidate—one who is ready to take the district in a significantly different direction.

Question Title

* 6. Listed below are personal characteristics that different superintendent candidates could possess. From your perspective, how much weight should the Board place on each personality characteristic when assessing each candidate? Rate the importance of each using the scale to the right.

	Critically Important	Above Average Importance	Average Importance	Below Average Importance	Not Important
Assertive	Assertive Critically Important	Assertive Above Average Importance	Assertive Average Importance	Assertive Below Average Importance	Assertive Not Important
Visionary	Visionary Critically Important	Visionary Above Average Importance	Visionary Average Importance	Visionary Below Average Importance	Visionary Not Important
Inclusive	Inclusive Critically Important	Inclusive Above Average Importance	Inclusive Average Importance	Inclusive Below Average Importance	Inclusive Not Important
A risk taker	A risk taker Critically Important	A risk taker Above Average Importance	A risk taker Average Importance	A risk taker Below Average Importance	A risk taker Not Important
Self-reliant	Self-reliant Critically Important	Self-reliant Above Average Importance	Self-reliant Average Importance	Self-reliant Below Average Importance	Self-reliant Not Important
Honest and ethical	Honest and ethical Critically Important	Honest and ethical Above Average Importance	Honest and ethical Average Importance	Honest and ethical Below Average Importance	Honest and ethical Not Important
Tenacious/doesn’t give up	Tenacious/doesn’t give up Critically Important	Tenacious/doesn’t give up Above Average Importance	Tenacious/doesn’t give up Average Importance	Tenacious/doesn’t give up Below Average Importance	Tenacious/doesn’t give up Not Important
Transparent	Transparent Critically Important	Transparent Above Average Importance	Transparent Average Importance	Transparent Below Average Importance	Transparent Not Important
A strong communicator	A strong communicator Critically Important	A strong communicator Above Average Importance	A strong communicator Average Importance	A strong communicator Below Average Importance	A strong communicator Not Important
A strong listener	A strong listener Critically Important	A strong listener Above Average Importance	A strong listener Average Importance	A strong listener Below Average Importance	A strong listener Not Important
Resourceful	Resourceful Critically Important	Resourceful Above Average Importance	Resourceful Average Importance	Resourceful Below Average Importance	Resourceful Not Important
Goal-oriented	Goal-oriented Critically Important	Goal-oriented Above Average Importance	Goal-oriented Average Importance	Goal-oriented Below Average Importance	Goal-oriented Not Important
Approachable	Approachable Critically Important	Approachable Above Average Importance	Approachable Average Importance	Approachable Below Average Importance	Approachable Not Important
A problem solver	A problem solver Critically Important	A problem solver Above Average Importance	A problem solver Average Importance	A problem solver Below Average Importance	A problem solver Not Important
Flexibile	Flexibile Critically Important	Flexibile Above Average Importance	Flexibile Average Importance	Flexibile Below Average Importance	Flexibile Not Important

Superintendent Search Survey

Question Title

* 1. Which type of stakeholder are you?

Question Title

* 2. Below is a list of positions that superintendent candidates may have held in the past. Which prior positions do you think would prove most valuable for the next superintendent? (You may check up to THREE positions below.)

Question Title

* 3. Listed below are specific areas of expertise that different superintendent candidates may possess. From your perspective, how much weight should the Board place on each area? Rate the importance of each area using the scale to the right.

Question Title

Question Title

* 5. In choosing the next superintendent, which path or strategy below do you think the Board of Education should take? (Choose ONE answer.)

Question Title

* 6. Listed below are personal characteristics that different superintendent candidates could possess. From your perspective, how much weight should the Board place on each personality characteristic when assessing each candidate? Rate the importance of each using the scale to the right.

Question Title

* 7. Is there anything else you would like to share pertaining to the hiring of the next superintendent?