Our Approach
We at C.E.S. know that selecting a superintendent is one of the most important responsibilities a Board of Education undertakes. For this reason, we have developed a comprehensive, four-phase approach to executive searches.
Phase I: Research
The first step in hiring a new leader is to identify the attributes that leader must possess in order to be successful in a specific district. CES has created and used a protocol for research to develop a profile of attributes for a new superintendent. Our goal is to establish the characteristics that will guide a district's search.
The first step in hiring a new leader is to identify the attributes that leader must possess in order to be successful in a specific district. CES has created and used a protocol for research to develop a profile of attributes for a new superintendent. Our goal is to establish the characteristics that will guide a district's search.
Phase II: Recruitment
Our team utilizes an unparalleled database of nearly 13,000 emails of current administrators in the Northeast to find candidates that meet the unique needs of the school district. CES has been serving Connecticut's school districts in Fairfield County for more than 40 years. Our reputation as the primary agency for educational resources and support will lead to a stronger, more diversified pool of candidates.
Our team utilizes an unparalleled database of nearly 13,000 emails of current administrators in the Northeast to find candidates that meet the unique needs of the school district. CES has been serving Connecticut's school districts in Fairfield County for more than 40 years. Our reputation as the primary agency for educational resources and support will lead to a stronger, more diversified pool of candidates.
Phase III: Selection
The profile guides the screening of applications for interview. The profile also guides the structure of interview questions. Through the duration of the selection process, the Board of Education plays a central role. The Board makes the decisions regarding candidates and the appointment of a new leader.
The profile guides the screening of applications for interview. The profile also guides the structure of interview questions. Through the duration of the selection process, the Board of Education plays a central role. The Board makes the decisions regarding candidates and the appointment of a new leader.
Phase IV: Transition
Once a new leader has been appointed, the CES Team will continue to assist the district in the transition of leadership. CES will work with the newly hired executive to develop an entry plan, and will meet with the Board within four months after hiring to assess the status of transition.
Once a new leader has been appointed, the CES Team will continue to assist the district in the transition of leadership. CES will work with the newly hired executive to develop an entry plan, and will meet with the Board within four months after hiring to assess the status of transition.