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⚠️ Este contenido ha sido traducido automáticamente. El texto original en inglés es la versión oficial. La traducción puede contener errores.
Findings and Recommendations 1 findings
F4
- Boards hire costly search firms to recruit successor Chancellors. Response: Disaflree. Explanation: The District does not characterize the hiring of search firms as "costly", but rather as an appropriate expenditure to ensure the District does its best work to find and consider qualified candidates.
Related Recommendations (1)
R4
- Boards should conduct a preliminary search within the local area prior to hiring search firms Response and Explanation: Will not be implemented. Search firms provide avaluable service in locating and encouraging qualified candidates to apply for senior level positions. Search firms typically have awider network of contacts outside of regular advertising methods and can be consistently more successful at improving the size and quality of applicant pool.
Additional Recommendations 2
These recommendations are not explicitly linked to specific findings.
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R3- Boards should ensure that Chancellor salaries and increases take into account the number of schools, teachers, and students they oversee, and are tied to the district's student progress and quantifiable metrics. Response and Explanation: Af!ree and further analvze. It may be appropriate to tie salaries in some manner to the size of an institution and its measure of success; such models are easier to implement to predict salary and benefits. However, each institution faces significant challenge in meeting the needs of its students with shrinking resources and increasing demand and the size of an institution does not always adequately predict the level or magnitude of challenge associated with bringing success. A smaller institution can often come with additional, or different, challenges as it addresses the need to provide services to its students without the benefit of flexibility from a larger staff and faculty. Regardless of the criteria and considerations included in considering the salary of a chancellor, chancellor tenure and continued employment should be tied to measures of success and regularly monitored. The District will review the proposed salary of its new chancellor and make a determination by December 2009. The District is currently in the process of recruiting for a chancellor and will conclude its review prior to making an offer of employment and salary to the successful candidate. Grand Jury Report Response of5 September 8,2009 ______________ ._. . . .. __. 0----------------- ----------- -~.--------
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R5- Boards of Trustees should engage County Counsel whenever possible and leverage their buying power to negotiate lower fees with private law firms. Response and Explanation - Alreadv implemented prior to Grand Jurv Report. The District has a long standing relationship with the Office of the County Counsel.