Community High School

The Search for a New Dean

Hiring a permanent dean of Community High School is a community process, according to Bob Galardi, Deputy Superintendent for Administrative and Human Resource Services, i.e. hiring.  Part of his job involves explaining the process to the district’s community.  That is why 80 parents, students and staff members crowded into the Craft Theatre on January 24, to listen to Galardi and ask all about the ins and outs of the process.

Galardi began the meeting by clarifying a key point: “When we hire someone, we’re hiring them for the Ann Arbor Public Schools.” This is crucial, Galardi explained, because “we [as a district] have to help each other.” Last year, for example, when Ann Arbor Public Schools (AAPS) announced that over 60 teachers would be eliminated, a Community teacher was transferred to Pioneer.  Without the “hired for the district” policy, that transfer would have been more difficult. 

The hiring process for a permanent Community dean began on January 9, and later, on January 23, Central Administration posted the job, in preparation for a “broadly advertised” position. 

After the January 23 posting, internal, or local administrators, such as Peter Ways, currently Community’s Interim Dean, were given priority over candidates from other regions.  These candidates were given five days to fill out an application, with a portfolio.  Then, on January 30, the applications were read by Superintendent Todd Roberts.  Roberts did not select a candidate from that application pool, which included Ways, though the internal applicants remain in the running for the position.

As Galardi explained, “there’s going to be an open process – regardless of support for Peter.  It’s not just a popularity vote–– it’s the decision of staff, students and administration.” Though support for Ways was overwhelming on January 30 – Community students and staff signed separate letters endorsing him as a candidate – Galardi and Central Administration feel it is unfair to deprive other candidates of the opportunity to apply.  That is why an open process will be more effective.  “It would be great if Peter was selected after the open process, because he will have been tested against other candidates, and still be the best choice,” explained Galardi. 
History of the Process

“Up until four or five years ago, when Community would hire someone we’d have a group interview with the candidate, including students, parents, teachers and staff and administrators,” said Mike Mouradian, a guidance counselor at Community who also attended the January 24th meeting.  Each committee member was allowed one vote for a candidate.  In the end, a new staff member was determined by the constituencies. 

So why are Community staff members now hired by the district, and not the school?

As Mouradian explained, the process changed several years ago, when staff was limited and teachers were needed all around the district.  In addition, “as the number of administrators shrank, they began to centralize things and the school district became less grassroots.”

Some parents and students are concerned that their input will not be heard or valued by Central Administration.

At a recent School Improvement Team meeting about permanent dean hiring, Mollie Ruth, a sophomore at Community, said, “A lot of [students, parents, staff] would be concerned that people in an office will be making hiring decisions for Community.”

That “person in an office”, Bob Galardi, is anxious to reassure Ruth and anyone else who has false notions about the district hiring process. 

Galardi is more than a little familiar with Community.  He was once dean himself.  “I always felt so strongly about the commitment Community students make,” Galardi said, “I care a lot about this school and AAPS students.” Galardi learned valuable things from Community’s unique structure, and now, in his administrative capacity, recognizes those same processes elsewhere.  The AAPS district hiring process, for example, influenced by Community’s staff selection process, now includes student and staff input. 
The Process

Liz Stern, a science teacher at Community, was pessimistic at a recent S.I.T. meeting concerning staff hiring: “Students, staff and parents at Community used to be able to have more input.  Now, we can say all we want and Central Administration may just decide.”

True, Superintendent Roberts will make the ultimate decision about Community’s new dean.  But it is the responsibility of teachers, parents and students to narrow the application pool down to the three most qualified candidates for Roberts to review. 

On March 6, 2006, applications for the permanent Community High dean position are due.  Only electronic applications will be accepted.  Galardi and Central Administration will not accept any applications submitted after March 6.  “The deadline has caused some lawsuits,” said Galardi, explaining that some candidates thought their excuses would be valid when they submitted a late application. 

After the applications are in, including applicants from the internal pool, like Peter Ways, Central Administration will run a paper screening of each application.  As Galardi explains, “We have to have certain basic qualifications.”

On March 13, students and teachers at Community will become involved in the hiring process.  The Portfolio Review Committee, which will be comprised of one parent, two teachers, two administrators and one student will review each applicant’s portfolio and determine which candidates may progress to the next application stage.

Two days later, on March 15, a new group of students, staff and administrators will critique the remaining candidates in a telephone interview.  As Galardi explains, “There is a rubric for the phone interview, so we’re treating everyone the same.” In addition, representatives from other parent/teacher/student organizations will be present to determine if the candidate can also thrive elsewhere in the district.  This is a crucial aspect of the interview process, considering AAPS’ policy of hiring for the district, as opposed to a specific environment or school. 

Six or seven of the top candidates will then advance to the Superintendent’s Interview Team, consisting of four teachers, two parents, two students and three administrators, who will develop questions as a group.  The Superintendent Interview Team will search for traits of an ideal dean in the candidates. 

Bob Galardi lists “good communication skills, trustworthy, listens, and the ability to take several viewpoints to make people feel like they’re participants” among the most vital qualities of any dean.  Specifically, regarding Community, Galardi says, “When you’re at Community, you’re a member of the downtown community.  There’s a responsibility that we maintain good relations with those downtown businesses and such and that is the dean’s responsibility.”

Once the Superintendent Interview Team has eliminated around three candidates, the remaining people will be interviewed by Todd Roberts, who will then decide who becomes Community’s permanent dean. 

As Galardi pointed out, the Superintendent has a great burden, because if his dean choice does not work out well, the prior selection committees won’t take a hit, but Galardi and Roberts will.

After the dean is hired, yet another team will be charged with “bringing them into the fold,” according to Bob Galardi.  Galardi believes the Transition Team is the most crucial group, because whoever comes in “is going to have to figure out how to be a part of this developing synergy.”
The Ways Factor

After Peter Ways was not selected as permanent dean on Tuesday, January 30th, many are wondering if he is still a contender for the position.  The answer is yes.  He is still in the running to be chosen on April 5, 2007, when the permanent dean will be announced. by Todd Roberts Nor does the January 30th decision to proceed with the process weaken his chances.  According to Galardi, internal candidates are seldom chosen in the initial round (incidentally, Dean Emeritus Judy Conger, also an interim dean before getting the position, was hired after a broader search was conducted). 

Ways was not disheartened by the January 30th decision.  “I won’t say that there wasn’t a little part of me that wished they’d give me a job, but I knew from the beginning that there’d be a comprehensive search.” When Ways applied for the interim dean position, he was aware the permanent dean position would require another hiring procedure. 

In recent weeks, numerous Community students, staff, and parents have expressed their desire for Ways to remain dean of Community. 

At the January 24th meeting, when Galardi was asked about Peter Ways’ interim dean status as a factor in hiring, he gestured to the crowd and said, “Don’t ask me, ask them.  If you’re an incumbent, you run the risk of getting the oust.” That does not seem to be the case for Ways: within the past weeks, students and staff have signed letters endorsing Ways as Community’s permanent dean. 

Ways feels honored by the support from Community people.  “Everything about Community that I didn’t know before coming makes it much more of a place for me.”

Will Peter benefit from immense support?  Galardi said, “It’s going to be important to us that people feel strongly for Peter.  But there’s going to be an open process.  I’m sure that Peter will feel well supported.”

Galardi is hesitant to address the issue more, because he would like a fair process, especially for those who have no prior experience in the Ann Arbor School District.  Other people, including some Community staff members and students, share Galardi’s sentiment, and refused to sign endorsement letters.

For the moment, Ways is just happy to be here:  “Community’s a great fit for me.  I can let my hair down– what’s left of it, at least.”