Following nearly two years of institutional flux and interim administrative oversight, the School Board of Alachua County (SBAC) voted unanimously during a special meeting on Wednesday to retain Omaha, Nebraska-based executive search firm McPherson & Jacobson. The decision initiates a structured, national search process aimed at recruiting and appointing a permanent superintendent for Alachua County Public Schools (ACPS) before the upcoming winter holiday recess.
The selection concludes a competitive review process during which board members evaluated proposals from three prominent educational executive search entities. McPherson & Jacobson was chosen despite submitting the second-highest bid at $47,200. District leaders signaled that the firm’s extensive nationwide network, proprietary multi-stage vetting apparatus, and a unique two-year satisfaction guarantee outweighed cost differences.
The decision marks a critical turning point for ACPS, a district that has experienced repeated executive churn since the board dismissed its former chief executive nearly two years ago. Having relied on Interim Superintendent Dr. Kamela Patton—whose contract was previously extended to maintain operational stability—the board is now moving aggressively to secure a permanent leader capable of driving long-term educational outcomes and stabilizing district governance.
The vacancy at the head of Alachua County Public Schools stems from a turbulent executive tenure that culminated in the termination of the district’s former superintendent nearly two years ago. To maintain operational continuity, the school board appointed Dr. Kamela Patton as interim superintendent, subsequently extending her contract as board members weighed the structure and timing of a national search.
Although the board formally initiated steps toward a national executive search in November, formal procurement and search firm selection was delayed while the board determined the optimal timing and budget. The process gained momentum leading up to Wednesday’s special meeting, where the board conducted consecutive, one-hour evaluation sessions with three competing search organizations:
Hazard, Young, Attea & Associates (HYA) — A national executive search firm specializing in educational leadership.
The Florida School Board Association (FSBA) — A state-level professional organization offering tailored executive search services for Florida school districts.
McPherson & Jacobson — An Omaha-based national firm with a 45-year history in educational executive placement.
Each entity presented its methodology, fee structure, recruitment strategy, and candidate retention track record. Presentations were conducted via a hybrid format, combining in-person consultants with executive directors participating virtually.
McPherson & Jacobson consultants presented a comprehensive, 8-to-12-week operational framework designed to move the district from initial planning to candidate onboarding. As detailed by consultant Debra White and directors Steve Joel and Ralph Ferrie, the process is divided into five structured phases:
Phase 1: Framing and Operational Setup
The firm convenes with the school board to establish a firm search timeline, draft and post the official job description, map out key community stakeholders, establish salary parameters, and delineate the qualitative traits desired in the next superintendent.
Phase 2: Stakeholder Engagement and Recruitment
The firm gathers qualitative input from community groups, parents, district staff, and local civic leaders, synthesizing these findings into a criteria report for the board. Concurrently, the firm activates its network of roughly 5,000 pre-registered educational executives to recruit active and passive candidates.
Phase 3: Rigorous Screening and Candidate Vetting
The firm subjects applicants to multi-layered background evaluations, including professional reference checks, criminal history reviews, and financial background scrutinies. Candidates must submit written responses alongside video recordings addressing specific scenario-based questions and executive management queries.
Phase 4: Candidate Shortlisting
McPherson & Jacobson filters the applicant pool down to a curated list of top-tier candidates, presenting comprehensive dossiers to the school board for review and evaluation.
Phase 5: Finalist Interviews and Executive Selection
The board conducts public interviews, facilitates community interaction sessions with finalists, selects the preferred candidate, and negotiates the final employment contract.
Supporting Context & Metrics
Search Firm Performance & Retention Profile
Evaluating executive search entities requires balancing initial procurement costs against candidate retention and organizational stability. McPherson & Jacobson presented historical data outlining their operational scale and placement durability across four decades.
Director Steve Joel emphasized that executive tenure is directly linked to systemic academic improvement, asserting that a superintendent generally requires a minimum five-year tenure to implement structural reforms and move district performance metrics. To maintain professional ethics and prevent talent poaching, the firm enforces a strict internal policy prohibiting the recruitment or recommendation of superintendents it has placed within the preceding five years.
Risk Mitigation: The Two-Year Guarantee
A key differentiator in the board’s decision was the inclusion of the "McPherson Guarantee." Under this contractual clause, the firm commits to guiding the board and new superintendent through the initial transition period.
If the employment relationship terminates within two years due to performance or institutional mismatch, the firm commits to re-executing the complete search process at zero additional consulting cost to the district. Joel noted that across the firm’s history of over 1,000 executive placements, the guarantee has never had to be invoked.
Optional Executive Assessment Tools
To support executive onboarding, McPherson & Jacobson offered supplemental analytical tools for purchase beyond the base fee of $47,200:
DISC & Driving Forces Leadership Assessments: Behavioral profile tools designed to evaluate working styles, communication habits, and strategic motivators between the board and the superintendent.
Innovate K12 Engagement Services: Specialized digital tools designed to expand crowdsourced stakeholder input and community feedback during the initial diagnostic phase.
Official Statements & Board Deliberations
Search Firm Leadership
During the presentation, McPherson & Jacobson representatives emphasized their role as ongoing governance advisors rather than passive recruiters.
"You’re not in this alone. You’re not out there by yourself. We are committed to providing support and assistance to you."
— Debra White, Consultant, McPherson & Jacobson
Director Steve Joel outlined the macro-level requirements for executive recruitment, noting that high-performing candidates prioritize district stability, clear board expectations, and strong local amenities.
"A successful search is often dependent on clarity of leadership needs, the strength of candidate recruitment, quality of school board alignment, and attention to a candidate’s fit with the community. The more stable the board’s circumstances are, the more likely a superintendent is to stay."
— Steve Joel, Director, McPherson & Jacobson
Joel noted that the firm will actively leverage the assets of Alachua County—including its proximity to the University of Florida, district staff quality, and community resources—to attract high-caliber candidates.
School Board Deliberations and Decision
Following candidate presentations, Board Member Sarah Rockwell made the formal motion to retain McPherson & Jacobson. The motion received seconding support and passed unanimously (5-0).
During floor debate, board members discussed the historical retention statistics presented by the candidate firms. While competing firms presented slightly different long-term retention metrics, board members attributed tenure outcomes primarily to governance dynamics rather than search firm methodology.
"That is more a reflection of the school boards’ fault since they’re the ones who hire the superintendent."
— Tina Certain, Board Member
Board Member Janine Plavac echoed these sentiments, highlighting the firm’s commitment to candidate vetting and broad community participation.
"I like the transparency McPherson & Jacobson offers by involving stakeholders throughout the search phase."
— Janine Plavac, Board Member
Board Chair Thomas Vu highlighted the firm’s Florida track record—specifically citing its previous placement of the superintendent in Sarasota County—and praised the firm’s direct feedback regarding board governance responsibilities.
"I like that the group has real experience with Florida districts, as it helped select the superintendent for Sarasota County. Furthermore, the firm didn’t shy away from telling the board the specific part it needs to play to create a successful, lasting leadership position."
— Thomas Vu, Board Chair
Future Outlook
With the executive search firm officially secured, the School Board of Alachua County transitions immediately into operational execution. The board has scheduled a public workshop for September 9, where representatives from McPherson & Jacobson will present a formalized search schedule, establish communication protocols, and begin Phase 1 setup operations.
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| PROJECTED SEARCH TIMELINE |
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| September 9 | Formal Board Workshop & Search Parameter Finalization |
| Mid-September | Launch Stakeholder Outreach & Open Application Window |
| October/November | Candidate Recruitment, Vetting, & Background Screening |
| Late November | Shortlist Presentation & Public Finalist Interviews |
| December | Final Selection, Contract Negotiation, & Appointment |
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The upcoming search takes place against a complex landscape for public education in Florida. The next superintendent will need to navigate evolving state policy mandates, manage district fiscal priorities, retain instructional talent, and bridge community expectations in a diverse district anchored by a major research university.
If the firm achieves its projected 8-to-12-week execution schedule, the board will select and hire the next permanent superintendent of Alachua County Public Schools before the end of the calendar year, bringing closure to a two-year period of executive transition.
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