The Perceptions of Past and Current UCEDD Directors on Transitioning in and out of the Role of UCEDD Director

1
The Perceptions of Past and Current UCEDD
Directors on Transitioning in and out of the Role
of UCEDD Director

• SPEAKERS
• Fred Orelove, PhD, Former Director, Partnership
  for People with Disabilities at Virginia
  Commonwealth University
• Hill Walker, PhD, Former Director, University of
  Oregon UCEDD
• George Jesien, PhD, Executive Director ,
  Association of University Centers on Disabilities
  (AUCD)

2
Overview

• Results of interviews of 5 past and 5 newer UCEDD
  Directors
• Key considerations in planning a transition
• Why are transitions so difficult?
• Questions answers

3
Interview Results

• Fred Orelove, PhD
• Former Director, Partnership for People with
  Disabilities at Virginia Commonwealth University

4
UCEDD Director Transition Survey

• Phone interviews with 5 former, 5 recent
  directors (7 different UCEDDs)
• Range of geography, center size
• Asked prepared questions

5
Results Former Directors

• All 5 directors long-serving
• 3 had long transition process 2 short time
• 3 conducted search 2 appointed from within
• Director role in process varied, but usually had
  strong role
• University officials were key
• Transition steps contingent on time available

6
Results New Directors

• Stability of center important
• Information, preparation varied widely
• Would have liked
• Clarity on budgets
• Clear organizational chart
• Better understanding of staff, university roles
• Better sense of the center

7
New Director Results (contd)

• Better preparation for job
• Finance, personnel within university
• Visiting other centers
• Helpful to be introduced to state officials
• Advice for directors preparing to leave
• Succession planning grooming internal person
• Organize, summarize information, files

8
Final Thoughts

• Succession planning critical, but no guarantee
  for internal successor to handle job
• Technical assistance to out-going director,
  program can be very useful
• External mentor for new director can be very
  helpful
• Many approaches to succession, no one way
  guarantees success

9
Key Considerations

• Hill Walker, PhD
• Former Director, University of Oregon UCEDD

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Goals of the Transition Process

• Continue a successful program
• Leverage a program change of direction
• Use of transition process to recruit a UCEDD
  director who can serve other university, college
  or school needs and priorities

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Timing of Transitions

• Establish a long lead-time to lay adequate
  groundwork with
• departmental/college administrators, university
  office of research administration, affirmative
  action, human resources, office of the provost
  and other units as appropriate
• Transitions occurring in concert with 5-year core
  grant applications
• Transitions occurring during a current 5-year
  grant cycle

12
Role of the Outgoing Director

• Lead role versus limited or no involvement
• Continued UCEDD participation versus full
  retirement or other assignment
• Advisory functions

13
Factors Impacting Success

• Host university perception of program and current
  director
• Availability of interested pool of qualified
  candidates
• Tensions between UCEDD mission and departmental
  and/or college priorities

14
Factors Impacting Success 2

• Extent to which host institution has a written
  policy on replacement of Institute and Center
  Directors and adheres to same
• Willingness of host university (at various
  administrative levels) to offer incentives to
  potential new director at the time of recruitment

15
Why are transitions so difficult?

• George Jesien, PhD
• Executive Director , Association of University
  Centers on Disabilities (AUCD)

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UCEDD Leadership TransitionWhy can it be so
difficult?
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• Because a Director plays so many roles and
  functions

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Because she/he touches and influences at so
many levels
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state
community
institution
department/ school
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UCEDD Leadership

• A UCEDD Leader influences, promotes and moves
  individuals, practices and policies toward the
  achievement of the ADA and DD Act vision of full
  participation, integration of all people with
  disabilities into the social and economic fabric
  of our society.

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Because there are responsibilities in so many
areas
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University Community

• Intra Interdepartmental engagement
  responsibility
• Administrative Report Provost, Dean, Dept. Head
• Grants Contract Administration Business
  Office
• Recruitment, Diversity, Hiring, Personnel
  Polices, Merit
• Space location
• Promotion Tenure
• Personal research agenda publications
• Liaison with other state campuses

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Does the director have to do all of these?

• No
• But yes to some extent..
• Or have good people who can work as a team to
  cover these areas
• Also, dont have to do all at the same time
• Each adds
• to your capacity,
• potential for impact and
• ability to secure the resources to carry out your
  mission

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Because one may have little control over process
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Search Selection Process

• Often run by outside chair academic search
  committee who may
• Have incomplete knowledge of roles, functions and
  expectations for director
• Lack of full understanding of need for continual
  resource development
• Minimize the importance of local and state
  partners and expectations of funders
• Inadequate understanding of complexities of
  position and the numerous constituencies involved
• Have insufficient knowledgeable input
  meaningful participation
• Who may be outside of ones control or guidance

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Steps to make it easier
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Consider doing the following

• Plan personally and jointly with center/program
  leadership
• Unpack the position responsibilities,
  relationships, areas of function
• Bus or Tahiti exercise what if?
• Distribute opportunities for new learning and
  role development
• Educate potential search committee members,
  deans, departments heads
• Talk to others that have gone through the process
• Consider bringing in a outsider
• Envision the transition as a platform to launch
  new opportunities!

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Comments Or Questions
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• Contacts
• Fred Orelove George Jesien
• forelove_at_vcu.edu gjesien_at_aucd.org
• Hill Walker Dawn Rudolph
• hwalker_at_uoregon.edu drudolph_at_aucd.org
• www.aucd.org/urc gt Leadership Development