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Presidential Selection

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Board of Visitors. Early Actions ... Board of Visitors. Leadership Statement. Characteristics the board wants in the next president. ... – PowerPoint PPT presentation

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Title: Presidential Selection


1
Presidential Selection 2.02. (a) NSU BOV
By Laws The Boards most important
responsibility is selection and oversight of the
University President.


Jack L. Ezzell, Jr. Rector, Board of Visitors
2
Our Goal
  • Select the best available President for Norfolk
    State University through a comprehensive
    nation-wide search.

3
Confidentiality
  • Confidentiality cannot be overemphasized. More
    good candidates are lost or are never attracted
    because of a lack of confidentiality than for all
    other reasons combined.
  • Dedicated Office
  • Secure communications

4
Early Actions
  • Meetings and consultation with search chairs,
    presidents, committee members, and stakeholders.
  • Extensive literature searches.
  • Engaged consultants.
  • The Goal Identify and implement Best Practices.

5
EngagedWilliam Weary General Consultant
  • Author of Essentials of Presidential Search and
    Presidential Search Guidelines and Directory.
  • Developed Association of Governing Boards (AGB)
    Presidential Search Workshop.
  • Conducted the 2003 NSU Board retreat.

Engaged Alan and Ellen Cox --- Leadership
Statement
  • Conducted the 2004 NSU Board Strategic
    Planning Session.

6
NSU Presidential SearchA Phased Approach
  • Phase I --- Planning (March May)
  • Phase II --- Preparation (May August)
  • Phase III --- Execution (Sept Jan 06)
  • Phase IV --- Hiring Transition (Feb 06 Jul
    06)

7
The Search Committee
  • 9-12 individuals.
  • Chairperson (Board chair)
  • Able to devote time to the process.
  • Must be steady, articulate, and able to convey
    excitement about institutions mission and
    possibilities.
  • Maintains regular contact with community, media,
    and candidates.
  • Membership should reflect the institutions major
    constituencies board members, faculty, alumni,
    classified employees, foundation members (exclude
    administrators who report directly to the
    President).

8
The Executive Search Firm
  • Prepare board to address issues unique to
    university
  • Offer guidance on selecting and appointing a
    committee
  • Provide support and counsel to the chair
  • Define confidentiality as it relates to the
    search
  • Involve constituencies while maintaining control
    of the process
  • Set a search calendar that corresponds to hiring
    windows and realistic estimates of search time
  • Create a reasonable budget for the process
  • Identify challenges for the next president
  • Attract the best candidates through strategic
    advertising and recruiting
  • Identify candidates otherwise unavailable to
    search
  • Screen the candidate pool
  • Check references,
  • Interview semifinalists,
  • Coordinate and assist with campus visits,
  • Keep the board focused
  • Prepare to write a contract and prepare a
    competitive compensation package
  • Assist in website preparation.

9
The Executive Search Firm(Engaged Heidrick
Struggles)
  • Awarded via a competitive procurement w/ seven
    responses
  • Conducted successful searches for Presidents and
    Chancellors (partial list)
  • University of North Carolina at Charlotte
  • Arizona State
  • California State
  • Fayetteville State
  • Louisiana State
  • North Carolina AT State University
  • The NSU Team
  • Ms. Veronica Biggins
  • Senior Partner
  • Former Assistant to President of U.S. and
    Director of Presidential Personnel
  • Ms. Euris Belle
  • Senior Associate in the Atlanta Office
  • Former CEO of a search firm

10
Leadership StatementCharacteristics the board
wants in the next president.
  • The leadership statement, which should be a
    public document, is based upon a careful analysis
    of the institutions current needs and
    opportunities and should emerge from the careful
    involvement of the institutions entire
    community. It provides the only reliable guide
    to the recruitment and screening of candidates
    and the appointment of the next president.
    Clarity and consensus among board members, along
    with good process, are important ingredients of a
    successful search.

11
Leadership StatementCharacteristics the board
wants in the next president.
  • Define the work to be done during the next
    presidency.
  • Strong statements feature accomplishments of the
    preceding presidency and challenges ahead. They
    overview the agenda for next five years.
  • They enable the committee and board to write
    advertisements, recruit candidates aggressively,
    screen applicant pool, check references, conduct
    meaningful interviews, select finalists, make
    recommendations and final selection.
  • Well-crafted statements tend to attract the right
    candidates.
  • They can help focus the community on the
    institutions agenda and work that lies ahead.

The universitys recently completed strategic
plan will be invaluable in preparing this
statement.
12
Leadership StatementCharacteristics the board
wants in the next president.
  • Step one
  • Board held a facilitated retreat on August 12th
  • Overviewed the strategic plan
  • Positioning statement
  • Enrollment Management Plan
  • Fundraising and Financial Aid
  • Conducted small group discussions that identified
    issues crucial to universitys future
  • Discussed components of a leadership statement
  • Held group discussions to identify desired
    characteristics

13
Leadership StatementCharacteristics the board
wants in the next NSU President.
  • Academic
  • Earned advanced degree, doctoral level required
  • Prior leadership experience in public, four-year
    academic environment senior academic or dean at
    large university preferred
  • Understand the emerging role of technology in
    higher education operational, academic, research
    as a differentiator
  • Commitment to principles of academic freedom,
    tenure and shared governance
  • Expertise to assess, create, develop, strengthen
    and maintain academic programs
  • Strong commitment to higher education
  • Understand the role of athletics in higher
    education

14
Leadership StatementCharacteristics the board
wants in the next NSU President.
  • Management/Leadership
  • Proven track record in managing complex
    organizations comparable to mid-size college
  • Minimum 10 years experience in leadership
    position
  • Proven fiscal management experience with
    responsibility for multi-million dollar budget
    managed complex fiscal organization
  • Experienced in interfacing with multiple
    constituencies and stakeholders (political
    skills). i.e. Students, faculty, board, alumni,
    community, private sector, higher education
    community, government and media
  • Ability to effectively represent NSU with
    constituents
  • Evidence of ability to develop partnerships with
    private sector, government and academia
  • Evidence of civic involvement
  • Proven and quantifiable experience with
    significant fund-raising---multiple sources and
    identifying new sources
  • Managing transformational change Ability to
    engage constituents for benefit of NSU

15
Leadership StatementCharacteristics the board
wants in the next NSU President.
  • Management/Leadership
  • Ability to delegate
  • Ability to lead the transition from liberal arts
    to technology and liberal arts
  • Ability to manage an organization on the leading
    edge of technology
  • Value and understand HBCU culture, role and
    viability
  • Commitment to diversity in student population
  • Proven record of encouraging professional
    development and hiring and retaining talented and
    diverse administrators, faculty, and staff
  • Ability to implement strategic vision and plan
  • Marketing, advocacy and public relations skills

16
Leadership StatementCharacteristics the board
wants in the next NSU President.
  • Great interpersonal skills
  • Integrity
  • Good listener
  • Good communicator
  • Confident
  • Approachable
  • Politically astute
  • Credibility
  • Friendly
  • Good public presence
  • Intellectual
  • Team player
  • Visionary
  • Focused
  • Student centered
  • Customer focused
  • Good common sense
  • Record of contributing
  • Wealth, wisdom, work

17
Leadership StatementCharacteristics the board
wants in the next NSU President.
  • Step Two (August September)
  • Host open forums with university stakeholders to
    solicit answers to the questions What
    characteristics are you looking for in the new
    President? What are the biggest issues facing
    the university over the next five years?
  • Finalize the statement as a basis for selecting
    the President

18
NSU will generate an applicant pool
  • Advertise in journals
  • Chronicle of Higher Education
  • Black Issues in Higher Education
  • Community College Times
  • Publish for about one month (indicate date
    applications start)
  • Request nominations as well as applications
  • Define what is meant by confidentiality
  • Request a resume
  • Require a letter of interest
  • Promote on dedicated website
  • Prepare a list of individuals from various
    institutions who are likely to know potential
    applicants and ask for nominations.
  • Handle the candidates with courtesy. Provide
    prompt follow-up letters

19
Actions To Date
  • Phase I Planning
  • Rectors meetings and consultation March 05
  • Engage a general consultant April 05
  • Brief the Executive Committee May 05
  • Brief the full board May 05
  • Phase II Preparation
  • Draft budget June 05
  • Select an executive search firm July 05
  • Draft leadership statement July/Aug 05
  • Hold BOV Retreat August 05
  • Finalize search committee August 05
  • Nominations are being accepted for faculty
    membership on the search committee.
  • Applications to include resume and supporting
    qualifications, should be send to
    PresidentialSearch_at_NSU.edu NLT August 20, 2005.

20
Phase III --- Execution
  • Coordinate leadership statement with
    community Aug/Sept 05
  • Activate search office, launch website,
    etc. Aug/Sept 05
  • September BOV Meeting Sept05
  • Finalize leadership statement Sept 05
  • Approve budget Sept 05
  • First search committee meeting (concurrent w/ BOV
    mtg) Sept 05
  • Second search committee meeting (reduce pool to
    20) Nov 05
  • Third meeting (reduce pool from 20 to 7-10) Dec
    05
  • Fourth meeting (interview top 7-10 reduce to
    3) Jan 06
  • Non-public, confidential interviews for final 3
    Jan 06
  • Conduct final interviews with board Jan 06
  • Recommendation to board (call board meeting) Jan
    06

21
Phase IV --- Decision/Transition
  • Board selection (call board meeting) Jan 06
  • Make job offer and negotiate Jan 06
  • Public announcement Jan/Feb 06
  • Launch Transition Efforts Feb 06
  • President starts work July 06

22
Summary
  • 2.02. (a) NSU BOV By Laws The Boards
    most important responsibility is selection and
    oversight of the University President.
  • We are committed to an inclusive and
    deliberative process in selecting NSUs next
    President.

23
Search Contact Information
  • Norfolk State University
  • Presidential Search Committee
  • P.O. Box 3267
  • Hampton, VA 23663
  • (757) 325-1405
  • Mr. Jack L. Ezzell, Jr. (Search Committee Chair)
  • Ms. Karla Johnson (Search Committee
    Administrator)
  • PresidentialSearch_at_NSU.edu
  • http//www.nsu.edu.board (under construction)
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