continued Dubik explained the hiring process to the board and said the process is not as simple as basing it on salary. He said the district first posts the job opening internally to see if anyone in the district wants it; if not, they post it externally and the building principal receives the applications. The principal then creates a hiring committee comprised of teachers and administrators who narrows the field down to the three top candidates. Those candidates teach a lesson to the committee, after which the final decision is made. The committee makes its recommendation to the superintendent, who makes his recommendation to the board. The board then approves or rejects the recommended candidate.
Dubik said the teachers and administrators who make up the hiring committee know “who and what” they want in a teacher, and he trusts their expertise and their process. In response to a question from board member Kathy Hahn, he said there was no salary restriction placed on the hiring committee.
Board President Pat Vogl and member Karin Marris both agreed with Dubik and said they, as a school board, are not teachers or administrators and do not have the expertise that the hiring committee has. Marris said the Cazenovia district has a record of “great teachers and staff” and very few personnel problems, all chosen through the current process.
Board member Jan Woodworth said Baldwin seemed to be looking at the issue through his business background rather than through an education perspective. She said candidates freshly out of college often bring “certain advantages” to the job that teachers farther away from college do not. She said the fifth grade teachers and middle school principal are “forming a team” and know what they are looking for in a team member, which often can be “qualities that are not found on paper.”