November 2nd you will be able to vote for THREE candidates

Question #5: This year, several administration positions were filled by appointment, without the positions being advertised and ‘hired’. What is your opinion of appointments vs open competition for a vacant position?

Lucy Rangel: Although a Superintendent of a school district may be well within his right to appoint an individual for a vacant administrative position, one should ask whether this practice follows the best procedure for hiring the most qualified individual for that position. It is my opinion that this practice undermines the democratic process which we strive to teach our students. It can lead to an atmosphere of mistrust, lack of respect, and an overall feeling of unfairness, especially for those who would like the opportunity to be considered under an “even playing field”. Hiring practices in the FUSD have been inconsistent and unfair. Qualified individuals have been overlooked because positions have not been opened up.
Choosing a new leader is not an easy task for any organization; and the complex work of any school makes the selection of an individual even more challenging. The increased demand for high quality leaders in schools requires districts to select an individual who is prepared for the task of teaching, learning and organizational performance. It is critical that consistent hiring practices be established. Perhaps there should be a district hiring committee composed of varied stakeholders who know the community, culture, and school processes. Open competition for a vacant administrative position should exist in our district instead of the position being filled by appointment because we owe it to our students, staff, and community to find the best qualified candidate.

Kimberly Rivers: The selection of all employees within the District should be based on the needs of the District, and on which individuals are best qualified to meet those needs, using the most transparent process. Therefore I support “open competition” for available positions at every level. Although, the Board, being a publicly elected body must adhere to current stated policies and employment contracts that govern most aspects of its operations. In reviewing Board policy and the contract with the Superintendent, I have not located any language, which would support the idea that the Board is locked into approving any personnel decisions. The Board as stated in its policy, and in the Superintendents contract has “final approval” of all personnel decisions.
Currently the Board has the authority to annually re-negotiate or choose to not renew the Superintendents contract. I hope the public is aware that Board Policy and the Superintendents contract are public documents, available for viewing by any member of the public. The issue of appointments may be one where the Board needs to hear from concerned members of the community regarding the current procedures for filling vacancies in the District. The Community (including students, classified staff, certificated staff, parents, residents, business owners etc.) has every right to evaluate our Superintendent. When elected I will ensure the Board acts in a responsive and reasonable way to such concerns, always with a focus on what is best for the students, and working to create a transparent and accountable process. www.votekimrivers.com.

Dave Wilde: To be fair and offer all qualified district personnel an equal opportunity positions should be opened up to all who are interested. I'm sure there must have been good reasons for offering those people these new positions, but to demonstrate respect for the rights of district employees the process of announcing an opening and the interview process should be exercised. If there is a person who the district feels is the right fit for an administrative position using the normal hiring practices would not prevent that person from getting the job. So, you have the same desired results and all other interested people feel they had the opportunity to compete. The Fillmore School system is a team made up of all the district's employees. Not recognizing those rights will cause a breakdown in that unit. It may also result in a loss of support when needed at a later date.
Tom Peters, a famous business leader of the late twentieth century, professed that one of the ways to get the most out of your employees was to ensure they were treated with respect and had an active role in running the business. I wish I could remember his exact words, but you could find it in one of several management books he wrote.

Mark Austin: My opinion is that the use of appointments for filling vacant administration positions is not appropriate. By using this method, both the School Board and Superintendent, may possibly be accused of violating the public’s trust by not allowing for transparent government. Many individuals living in the boundaries of the Fillmore Unified School District (FUSD) view the appointments of these administration positions - just as that - back-room dealings. It is my strong belief that the FUSD needs to move away from this mode of operation in order to begin to gain back the community’s trust.
I believe in the use of open competition to fill vacant positions at the administration levels. These openings should be advertised in a way to acquire a large pool of the most qualified candidates. Existing staff that is employed by the FUSD would be encouraged to apply for these positions. By using this method, the FUSD would allow for a more open and transparent process.
Please visit my website at www.votemarkaustin.com or feel free to contact me at 805-427-0456 to answer any questions or to provide me with input on how you feel the FUSD could be improved.

Tony Prado: One of the few goals of a board is to create an environment where there is on-going positive growth among district leaders. It is essential that the Board agree on hiring a superintendent who is highly qualified and will continue to grow on the job. Attracting a highly qualified individual to become superintendent of F.U.S.D. is very difficult just as it is difficult to attract others for district administrative, principal and assisstant principal positions. Fillmore is a small community and has a small school district with below average District salaries-at all levels.
I believe we have a highly qualified Superintendent, who has faced some critical issues and has successfully resolved them. When a position has become vacant such as district administrator or principle or assisstant principle, it is highly advantageous to open the position for competition. But if the Superintendent believes that there are individuals within the district that have shown leadership capabilities, then he makes his case to the Board and the Board will allow him to appoint his choice or deny it. This scenario allows for district employees an opportunity for advancement. Whatever method is used, the Superintendent owns the decision and benefits or suffers the consequences of his decision.
Remember Vote for Tony Prado
A good superintendent provides professional support to ensure that district and site leadership performs at an optimal level. Successful leadership promotes stability, and stability of leadership helps create effective teaching which brings about learning in the classroom.