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Head Searches
Finding a new head of school is a multifaceted
process:
- fact-finding, culminating in detailed, written “Information for Candidates"
profile
- developing a candidate pool through advertising
and networking
- résumé review
- preliminary interviews
- reference checking
- in-depth finalist interviews
- a visit to the head-designate’s school
- contract negotiation
- formal announcement
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Through each of these steps, the consultant is actively
involved with the search committee.
This is a thorough, inclusive process designed to
engage all constituencies (parents, trustees, faculty,
administrators, alumni, and students) in order to reach
consensus, with final approval resting with the
board of trustees. This ensures that the new head
begins with a mandate of approval and unanimity. (Learn
More)
Executive Compensation:
Healthy schools thrive when the leader is secure and
in harmony with a supportive board.
Using established NAIS norms and other comparable
data, the board, with the consultant’s assistance, is able
to fashion a compensation package for the school head
competitive in today’s marketplace and designed to
foster a productive, long-term relationship.
Customized Administrative Recruitment:
Recruitment for senior administrators is a key element
in effective school leadership. Gregory Floyd & Associates provides a tailored service that will:
- assess the organizational structure
- determine the position profile
- attract outstanding candidates compatible with the
mission and culture of the institution
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The goal is to provide a screened, finite pool of
candidates who meet the parameters of the position
description for review by the head of school and
whomever else may be included in the selection process.
The final step is an administrative retreat, usually held
in late summer, designed to orient the new administrator(s) and assist the head in building an
effective administrative team.
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What Our Clients Say:
Dear Gregory,
It has been a great pleasure working with you. What I
particularly enjoyed is that you really see that finding the good
fit is what is extremely important, and once
the fit is found, your client has to get to closure. Jeff Greene, Chair of the Annie Wright School
Search Committee
“Hawken School was fortunate to have connected with Gregory
Floyd very early in the process of transitioning to our new Head
of School. His early help in previewing the process, envisioning
how to best organize ourselves for the search, and setting
attainable schedule goals was invaluable. Once we got underway,
Gregory was there with us at every step of the way, making sure
that we retained our sense of focus and perspective. As we closed
in on our finalists, he provided the oversight required to develop
a truly valid pool of candidates, as well as to maintain them in
place through a successful conclusion to the process. Simply
stated, Gregory did a terrific job for Hawken. We would recommend
him to others, and perhaps most significantly, would utilize his
services again ourselves.” Alan Rosskamm, Chairman, Search Committee
K.P. Horsburgh, Jr., President, Board of Trustees
Your experience, wisdom, and knowledge of the
pool of candidates were vitally important to us… Your
reliability, consistency, and availability throughout these long
months gave us the confidence we needed to keep going when things
looked grim.”
“… a note of deep appreciation to you for the
outstanding leadership you provided as we prepared our Long Range
Plan. Your fine organizational techniques kept us focused and
allowed us to accomplish a great deal in a short amount of time.”
“I was particularly impressed with the way in
which Gregory communicated with the whole community last year on being
hired to do a new search. He came in to the job with fresh eyes
and made sure that he had heard from all constituencies before
making any judgment as to the school’s strengths and weaknesses
… I know I speak for the whole community in expressing our
appreciation for the tremendous job(s) that Gregory Floyd has done
for our school …”
“Our Board and school leadership trusts him
implicitly. Gregory did an outstanding job understanding our
school culture and finding candidates that would fit. He is
astute, well-versed in private school culture, organization, and
administrative challenge, works exceedingly well with diverse
groups (including staff, facilitates, meetings, and planning
skillfully), facilitates decision-making with empathy and
effectiveness, and possesses a great sense of humor. He is, as
well, extremely well organized and effective at facilitating
organization in others! He is good at telling you what he can and
cannot do, he will not attempt a project for which he does not
possess the capacity or skill.”
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