Eury Consulting Services will follow an examination protocol that includes, but not limited to the following activities.
Research organizational charts of NC districts similar in size to school system involved in the study; follow-up with districts that use different job titles.
Prepare a summary of other district’s central office organizational charts and identify common job titles.
Prepare a principal survey instrument to evaluate central office services and ask principals to offer suggestions on any central office staff reorganizations that they believe would be helpful. The survey content would be approved by the Superintendent and the Board (if desired).
Review the survey results with the Supt. and School Board subcommittee or chair (if desired) and then interview the supt. to discuss possible organizational changes that would better support schools – this could include adding new staff if resources were available.
Interview all central office staff members individually to understand what they currently do. Private interviews will allow all staff to freely share their ideas and mention things that they may have been unwilling to share in the past. The interviewers will ask clarifying questions.
Digest the principal survey, the content of the individual central office staff interviews, and the conversations with the supt. and/or Board subcommittee/chair.
Prepare and then review a draft reorganization plan to the Superintendent and Board chair and tweak as directed. Included in this plan would be a salary equity and efficiency consideration.
Present the tweaked plan to the central office staff and principals and answer questions.
Use the feedback from the central office staff and principals to tweak the plan again and share the final plan with Superintendent.
Present final recommended reorganization plan to the Board at a regularly scheduled Board meeting for public consumption. The final plan can be shared with or WITHOUT any suggested new positions.