Hopkins Public Schools — Transcript
Tuesday, March 24, 2026
Hopkins Superintendent Search: Public Engagement Summary Report Review
Superintendent Finalist Interview Process Design
Board Interview Training and Preparation
Votes (1)
Hopkins Superintendent Search: Public Engagement Summary Report Review and Finalist Interview Process Decision
Dissent: No notable dissent; initial discussion showed varied preferences for options 1, 2, or 3, but the final decision to use a modified Option 3B for tour-based input received unanimous consensus.
The MSBA consultant, Barb Dorn, presented the findings of the public engagement survey and focus groups for the superintendent search, which involved over 1,200 participants. Key themes identified included community appreciation for dedicated staff and inclusive culture, alongside challenges like financial strain and staffing shortages. The report also highlighted strong alignment between the board's initial priorities and community input regarding desired leadership characteristics and skills. Following the report, the board deliberated on three options for public input during the finalist interview stage, ranging from relying solely on the summary report to involving representative committees or audience feedback forms during interviews. Concerns were raised about the logistical challenges and potential for undue influence or representational fairness with wider public input options. The board ultimately converged on a modified approach where input forms would be collected specifically from those participating in candidate tours at various school sites, including staff, students, and potentially other identified groups. This method was chosen to provide authentic feedback from those interacting with candidates in a less formal setting.
Notable Quotes (5)
I don't think I've ever seen the top six match exactly between a school board and the community and staff and students at all. It's too difficult when there's so many other choices, but the fact that you really are so aligned bodes well for your search. I think as elected representatives, to echo the earlier comment, this is a good sign that you are in tune with what people are seeking, at least all of those who participated in the survey.
You know, one of the things I think we have been naming is wanting to be intentional about really having this be a community-centric, community-led process even as we're the folks who will be making this final hiring decision.
The reason the group size is what it is is because um if you have Let's say there's 10 people providing up to three strengths and up to three weaknesses on three candidates. That's a lot.
It's just so weird like if I do an interview for one of my staff I don't finish the interview and offer right away. I I have to think about it Right? So, there's pluses and minuses, but if we have to make a snap decision, I don't know. It seems less fruitful than rumors, right?
I also hesitate to ask students to sit through three interviews. Um they would do it because they sit through our board meetings, but I think this would be more fun for them.
Ordinances & Resolutions (6)
A detailed report compiling quantitative and qualitative data from a survey and focus groups for the superintendent search.
A document defining the desired qualities and criteria for the next superintendent, developed from board and public input.
A three-page document published on national and local sites to attract superintendent applicants.
A standardized form used to collect feedback from participants during interviews or tours.
An evaluation tool used by the board to tabulate input on candidates.
A document provided to board members for preparing for superintendent interviews.