CREC Executive Director Profile Report Executive Summary

Transcription

1 CREC Executive Director Profile Report Executive Summary June 9, 2015 Submitted by Dr. Debra Hill, Dr. Ronald Barnes, Mrs. Marie Adair, Dr. Anne Noland Consultants, BWP and Associates

2 June 9, 2015 Submitted by Dr. Debra Hill, Dr. Ronald Barnes, Mrs. Marie Adair, Dr. Anne Noland Consultants BWP and Associates This Executive Summary Report provides data and information gathered through an audit process for the Capitol Region Education Council (CREC) community. The purpose of this process was the development of a leadership profile. Having been approved by the CREC Search Committee, this profile will be used as the basis for the recruitment, identification and selection of an Executive Director for the organization. A special note of thanks is given to the CREC staff for their assistance, and all members of the Hartford community who gave unstintingly of their time to participate in this process. The timeline for further aspects of this search include: an application deadline of June 30, 2015; initial application screening and interviews by the BWP Search Team July 2015; presentation of a slate of candidates to the CREC Search Committee August 2015; first round interviews and selection of finalists by the Search Committee September 2015; CREC on site visit by finalists to include community feedback September 2015; selection of a New Executive Director, September 2015 with a negotiable 2016 start date. Please contact Dr. Debra Hill, BWP and Associates with questions about this report at drmomaka29@gmailcom. The components of this summary include five prevalent themes in four categories that emerged based on the data collected and a description of the participant demographics. For the purpose of this report and to assure anonymity, individual participants have not been identified. Furthermore, a complete report has been provided to the CREC Search Committee. The information provided reflects the overall themes that emerged from input and feedback from numerous constituent groups between April 3 and June 5, Information was gathered by BWP and Associates consultants via individual face-to face and telephone interviews, focus group discussions, a public meeting and an on-line survey utilizing Survey Monkey. All data was gathered and analyzed exclusively by the BWP consultant team. In summary, all identified constituent groups were represented. Thus far, through interviews and focus groups approximately 74 individuals responded to the following questions: 1. What do you consider to be the strengths of CREC? 2. What are areas of concern that may need to be addressed? 3. What characteristics, experiences or skills will the new Executive Director need in order to be successful in this position? 4. What other factors should be considered in selecting a new Executive Director. The electronic survey questions were slightly modified to accommodate an on - line format. Approximately 640 responses were provided. Please note this survey did not track duplication or multiple responses provided by a single individual. 1

3 Combining the data from all sources and using a frequency distribution format, the following overall themes emerged and are graphically illustrated in a word cloud on page 3 of this report. STRENGTHS Five Major Profile Elements High quality and caliber of services and programs Excellent teachers and staff Strong relationships with political entities and leaders Magnet schools and good school facilities Available resources financially strong ISSUES AND CONCERNS Financial support and funding Maintenance of quality programs especially magnet schools CREC and school district relationships CREC mission alignment/state mandates CREC Board governance LEADERSHIP CHARACTERISTICS Strong leader / commitment to the organization /integrity/ managerial skills Communication skills Relationship builder/interpersonal skills/public relations skills Collaborative - team builder Visionary OTHER FACTORS TO CONSIDER History of visionary leadership Potential candidate could possibly be a local superintendent or a person from Connecticut Experience in urban/suburban / multicultural environments Educational experience Business/entrepreneurial experience 2

4 CREC Leadership Profile Word Cloud CREC Executive Director Search Participation in Interviews and Focus Groups By Category Number of Participants Interviews Category 11 Search Committee 2 CREC Council 3 Community Representative/Organization 3 Current and Past Executive Directors 5 Superintendents 3 Political/Legal Interests 2 Program Directors 1 Union Leadership 4 Former Leadership Staff 34 Total Focus Groups 10 Superintendents 15 Leadership Team Members 6 Administrative Cabinet Members 9 Principals and Program Directors Public Meeting 40 Total 74 Grand Total 3

5 CREC Survey-Demographics Q1 Please indicate all which apply to you: Answered: 640 Skipped: 3 Answer Choices I live in the Hartford area. My children attend or attended one of the CREC schools or programs. My children attend or attended our local neighborhood school. My children attend or attended a private school in the Hartford area. I am a student in a CREC school or program. I am a student in a neighborhood school. I represent a current non-child household. I volunteer in a CREC school or program. I am retired. I hold an elected political office. I am employed by CREC. I am not employed by CREC. I am a former member of the CREC Council. I am a member of the CREC Council. Responses 43.91% % % % % % % % % % % % % % 5 Total Respondents: 640 Q2 If you are employed by CREC, please specify your position: Answered: 394 Skipped: 249 Answer Choices Teacher Administrator in a CREC school or program CREC Senior Leadership Management Team member Other certified staff Support staff (includes secretaries, instructional assistant, custodian, bus driver, food service, Paraprofessional/ child care worker Other Total Respondents: 394 Responses 38.58% % % % % % % 59 4

6 Profile Element Percentages Interviews and Focus Groups Themes % of Participants Strengths 34 High quality and caliber of services and programs 23 Excellent/great staff and faculty 14 Strong political relationships 11 Magnet schools and school facilities 10 Available resources Issues and Concerns 28 Funding/financial support and budgets 27 Maintenance of quality programs/magnet schools and declining enrollment 27 Partnerships & relationships with local superintendents 25 CREC mission alignment 15 CREC Board governance Leadership Skills and Characteristics 48 Strong leader 40 Relationship builder 40 Collaborative team leader/builder 37 Visionary 21 Communication/politically astute Other Factors to Consider 4 Past history of visionary Leadership 2 Possibly a local superintendent or person from Connecticut 2 Urban/suburban/multicultural experience 1 Experience in education 1 Business/entrepreneurial experience 5

7 Profile Percentages from Survey Participants % of Participants Themes Survey question 3 Select the 4 most significant strengths of CREC 65 Excellent teachers and staff 47 Educational options and programs 45 Magnet school and good facilities 32 Available resources 31 Reputation and relationships with political leaders Survey question 4 Select the 4 most important issues or concerns 73 Financial support and funding 50 Maintenance of quality programs 37 CREC and local school district relations 31 CREC and mission alignment mandates from the state 29 CREC Board governance/cost of services Survey questions 5 Select the 4 most important characteristics for the new Executive Director 71 Integrity/commitment and commitment 63 Relationship builder/interpersonal skills 54 Visionary 52 Communication/good judgment 50 Collaborative/team builder Extremely Important Survey question 6 indicated level of importance for other factors to be considered 71 Experience in urban/suburban and multicultural areas 63 Experience in strategic planning 50 Educational experience 40 Experience in finance/personnel 35 Experience in the political arena 6