When buying socks or snow shovels, I’m likely to grab whatever is on the shelf where I’m shopping. But I
would never consider limiting my choices like that when making a long-term investment like a car or a
house.
No matter how good the socks are, I’m bound to wear a hole in them before long. And no matter how strong
the shovel is, I only have to use it a few times a year (if I’m lucky).
But a car or a house. That’s different. Those can’t be tossed in the trash when something breaks or if I
grow weary of them. So I better check out my options and buy wisely.
That’s how I see searches for top employees in government and education. When making a major public
investment in the future of a school, public office or agency, we should not be short-sighted and limit
the search to people already in front of us.
Why not cast a wide net in an effort to get the best person available for the job?
It appears that is what the Bowling Green Board of Education is doing with its search to replace retiring
superintendent Ann McVey. The board is working with the Ohio School Boards Association to conduct a
search for the new superintendent. The board is also seeking public input on what type of qualities the
community wants in its next school leader. A meeting offering the public a chance to voice their views
will be held tonight at 6:30 in the school’s Performing Arts Center.
The best person for the job might be right there in front of us. But unless we look elsewhere, we will
never know.
Unfortunately, some local offices have to dangle a line into a small pond rather than cast a wide net for
hiring top personnel. The Bowling Green city charter, adopted long before anyone in office now, does not
allow the city to go outside the police and fire divisions when hiring chiefs for either department.
The city tried to amend the charter a few years ago to allow applicants from outside the divisions to be
considered for the top positions, but Bowling Green voters turned down the measure. (Rejection of the
amendments made me wonder at the time if voters had any idea what they were voting on. But ahhh, that is
fodder for another editorial.)
The charter requirement is very limiting when it comes to promoting police and fire chiefs, since it
creates a very shallow hiring pool, explained Bowling Green City Solicitor Mike Marsh.
"I think it’s a horrible thing," Marsh said. "It’s been like an albatross from a
management standpoint."
That is not to say that the chiefs selected aren’t the best people for the job. But unless the process is
opened up to outsiders, how is the city to know.
I am aware of the arguments for hiring from within. It saves time and often money. We know what we are
getting and it can help employee morale. But by searching outside, we may find someone with fresh ideas
who can rise above existing internal politics. And if an inside candidate is selected after a wide
search, the confidence in that person will be much magnified. It just might be worth some extra time and
money.
Like cars or homes, these people at the top are major investments for our community. We count on them to
perform weighty jobs day in and out. Why wouldn’t we want to shop around for the best we can find?