Wayzata Public Schools — Transcript
Saturday, February 14, 2026
Superintendent Search Public Engagement Summary Report Review
Finalist Interaction with School Communities for Round Two Interviews
Superintendent Search Interview Training and Round One Question Selection
Votes (3)
Review of Public Engagement Summary Report for Superintendent Search
Dissent: N/A
Moved by N/A · Seconded by N/A
Barb Dorne presented the Public Engagement Summary Report, noting record participation from 225 individuals. Key findings included budget and finance, collaborative leadership, and communication as top priorities. A significant alignment between the Board's leadership profile and public input was highlighted. Student-specific feedback emphasized approachable, student-centered leadership and recognition of diversity. The board discussed the detailed nature of the report and confirmed its relevance to the search process.
Planning Finalist Interaction with School Communities for Round Two Interviews
Dissent: N/A
Moved by N/A · Seconded by N/A
The board discussed strategies for integrating community interaction into the second round of superintendent interviews, specifically for March 5th. Recommendations included district tours with executive leadership and focused Q&A sessions with representative community groups (20-40 people). An input form collecting 'strengths and wonderments' would be used to provide advisory feedback to the board. The discussion clarified that this process is for input, not a hiring committee, and steps would be taken to ensure diverse representation.
Superintendent Search Interview Training and Round One Question Selection
Dissent: N/A
Moved by N/A · Seconded by N/A
Barb Dorne led a comprehensive interview training session, outlining the superintendent search timeline, legal parameters regarding protected classes for questioning and note-taking, and relevant district policies on data privacy and public meetings. Emphasizing the importance of avoiding bias (age, gender, geographic, familiarity) and managing deliberation scenarios, the training also covered handling candidate questions and the process for board members to conduct reference checks. Subsequently, the Board collaboratively selected approximately 14 behavior-based questions for the subcommittee's Round One interviews, aiming for alignment with the leadership profile and public feedback, while allowing for flexibility in follow-up for the subcommittee.
Notable Quotes (9)
I think this shows alignment amongst those different stakeholder groups very very well.
So this is in my opinion an extraordinary amount of alignment between what you seven people identified as needed in the next leader and what the public has now confirmed with their results.
I think what's really interesting is what's important to students is also important to staff. And having somebody who's visible, who has strong leadership, who's approachable, that's super interesting to me to see those two.
So how to do that so it doesn't bog down the process or it doesn't um give away your authority as the hiring body for this position because we don't want to have anyone believe that they get to tell you who to hire, right? They're not the hiring committee. that's that's you.
So I think it's a a helpful way um to gather that feedback but also ensure that individuals stay within their role of that process. Right? this is the board's decision to make.
I am very much I think 38 and 39 are incredibly important. Um and I made a notation about why I think that's important and I've underlined why I think we should add a portion to number seven. I'm wondering, Barb, and board colleagues as well, um, finance and budgeting bubbled up to the top for us and for our community and our students actually, like it's across the board. I wonder if we lean into that. And if we have more questions, that's okay.
So the names of applicants are private data except when applicants are considered by the school board to be finalists for public employment.
You know, one of the things with questions, I think we're getting better at creating questions that are uh behavior- based, looking for evidence and examples specifically of things you have done.
It is simply very um it's a good show of unity to the community, to the candidates. Uh if you can come out of this with a 70 vote, not required. You need a majority vote to hire someone. It is simply a very good idea to get to a unanimous vote if you are able to do so. The message it sends is very powerful.
Ordinances & Resolutions (10)
A 68-page report summarizing community feedback on desired qualities for the new superintendent, compiled by MSBA.
The set of criteria and desired attributes defined by the Board for the superintendent position, used to guide the search and interview questions.
A recruitment document for the superintendent position, developed based on the Board's leadership profile.
A planning document of the district, mentioned as part of the interview training packet.
A standard superintendent contract template agreed upon by MSBA and MASA, to be used as a reference for negotiations.
District policy regarding the classification of personnel data, specifically addressing applicant names as private until finalist status.
District policy outlining rules for public and private board meetings, relevant to the transparency of the superintendent search.
Employment eligibility verification document, not handled by MSBA but by the hiring authority.
Part of the background check process conducted by MSBA for recommended candidates.
An upcoming public vote mentioned in relation to community concerns about school facilities.