“As you (Ken Cardinal) know, we have been working together for 26 years.  The past 23 of those I have been using your expertise and materials for employee selection, along with growth and development.  The two districts I have been associated with through those years have benefited greatly… I have been able to train over 30 administrators responsible for selection of personnel…. We use the process and materials in addition to our normal selection procedures. This has enhanced our ability to surface the very best candidates… I am able to recommend your materials and process without any reservations.  I am proud to have been associated with you through the years.  David Brobeck will do a great job continuing this tradition.  He has the knowledge, skills, and insight to assist schools in becoming more successful."  Dr Garland Keithly, Superintendent, Enid, Oklahoma. – 2006 

“As Jim Collins says in his book, Good to Great, having the right people in the right seat on the bus is critical to the success of an organization.  With over 35 years in school leadership, I have seen many fine tools to help in personnel selection.  The “Cardinal” is simply the best!  All others can help you select good candidates.  The “Cardinal” helps you select the best candidates… In addition, once you write the employee profile created from the candidate’s answers to the structured interview, you have a clear growth plan in place to help the new employee grow."  Keith Richards, Newark City Schools, Ohio (2005 Ohio Superintendent of the Year) - 2006 


“I have been associated with Ken Cardinal and his materials over the last 23 years… the materials provide information in several areas critical to these positions.  They also provide a framework onto which an administrator can establish a growth profile for the candidate, once employed. It becomes a mutually beneficial instrument that can help the employee, in particular, to become better… it also sends a message to the interviewer that constantly emphasizes what we feel is important in that job… There is no doubt that the Cardinal (StaffExcel) materials can be very valuable I the selection process…"  Clyde Lepley, Retired Superintendent, Louisville, Ohio - 2006  

“During this time, we have seen a dramatic improvement in the quality of our hires.  Building administrators, after having gone through the training process, have a very clear understanding of the traits needed for good employees.  The most marked change has been in the teacher hiring and placement… the interviews provided in the Cardinal (StaffExcel) training are useful at multiple levels.  Initial hiring is certainly improved.  But the additional uses for individual staff development are significant.  I have told Ken Cardinal several times that the only weak hires since we began using his approach have been when we took shortcuts.”  Wayne Travillion, Human Resources Director, Fairview, Oregon. - 2003


“Moreover, we have found that the candidates who score exceptionally well on the Cardinal  Instrument have proven to serve the district and our students at the highest levels of performance.  This consistent evidence of success makes this tool a required part of every interview and selection process in (our district).” Teresa Purses, Superintendent, Canton Local Schools,  Ohio  - 2003

“… our district has been using the Cardinal  Interview as an assessment instrument for all certified employees and administrators for thirteen years… we have used this process for employee selection and growth.  Specifically, this process identifies behaviors and actions of outstanding, marginal, and inefficient potential employees.  From a management perspective, this instrument gives the leader of the organization an objective structure to examine the capabilities and attitude of the candidate."  Steve Myers, Human Resource Director, Toppenish, Washington –2006 

“The Cardinal (StaffExcel) process enables our administrative team to check our “gut feelings” about top candidates with quantifiable data.  It identifies potential strengths and weaknesses of candidates that can become items of discussion in reference checks and in determining which candidates are the “best-fit” for our district.”  Joseph Iacano, Superintendent, Crestwood Local Schools, Mantua,  Ohio  - 2006   

“Because the Kent City School District has been using your interview and professional development techniques for the last 30 years, this district has much to share…Kent’s excellence easily can be traced to precise interview and professional development techniques. The capacity to select, hire, and develop professionals who are focused on the growth, needs, and interests of their students is not one to be taken for granted.  This depth and capacity have been developed for many years in Kent, Ohio."  Dr. Joseph Giancola, Superintendent, Kent City Schools, Ohio - 2006