The
University Senate of
SEARCH PROCEDURE FOR UNIVERSITY ADMINISTRATORS
(Proposal 18-01)
(Proposal 2-07)
(Proposal 18-10)
Senate
Procedures 801.1.1
The search procedure described here is for University administrators who constitute the executive team, excluding the President.
This
policy does not apply to searches for other second- and third-echelon
administrators. For such searches, this procedure may be used in whole or part
at the discretion of the President.
1.0 Initiation
1.1 The Initiator of a search will be the President,
or appropriate executive as designated by the President.
2.0 Formation of the Search Committee
2.1 This procedure applies automatically for the following positions: Provost
and Vice President for Academic Affairs, Vice President for
Administration, Vice President for Research, and Vice President for
Student Affairs. For other executive vacancies, the initiator and the
Senate President must meet to
determine if it is necessary to implement this procedure. They should
also determine what sort of professional training and knowledge would
constitute an appropriate committee for all searches. The search
committee can consist of up to 10 persons. The initiator will request
that the Senate selects up to four members, to include both
faculty and staff, from the Senate constituency. The Senate
Executive Committee will decide on the selection method. The initiator
will select up to four other persons. One representative each from the
undergraduate and graduate students may be selected if deemed appropriate for
the purposes of the search.
2.2 The initiator will ask Human Resources to designate a
representative to serve without vote.
3.0
Meetings
3.1 The Initiator
will call the first meeting of the Committee, and will deliver the charge to
the Committee. The Initiator will relate the guidelines for the search process
including staffing and the budget for advertising and interviewing.
3.2 The Initiator
will supervise the election of a chair and associate chair by written ballot,
in closed session, at the first meeting. During the first meeting the Initiator
will specify the responsibilities of these individuals.
3.3 The Initiator
and the Committee will agree on a target date for selection of the candidate
and on other time lines of the search.
3.4 The Affirmative
Action Officer and the Human Resources representative or other designated
persons will provide an orientation for the Search Committee at the outset of
the search, and will be available thereafter for any needed consultation. The
Committee should discuss the legal issues involved in record keeping and be informed
of their legal responsibilities and liabilities. As of the writing of this
procedure, all notes and email correspondence must be kept for three years.
3.5 The representative from Human
Resources will assist the Committee with its tasks of organizing paperwork,
documenting activities, advertising the position, and following guidelines for
the search and screening processes.
4.0
Goals
4.1 In order to
select appropriate candidates, the Search Committee must consider the goals,
the mission, and the vision that have been published for the University and the
unit(s) to be administered.
5.0 Position description and list of qualifications and attributes
5.1 The Initiator, with input from the Search Committee, from Human Resources, from appropriate administrators, and from the Affirmative Action Office, will draft a position description (e.g., qualifications, duties, expected achievements, etc.) that is consonant with published goals.
5.2 The draft
position description and list of qualifications and attributes will be posted
electronically. Faculty, staff, and students will be invited to send comments
to the Committee.
5.3 The Initiator
will consider the comments, and then write a final description and list of
qualifications and attributes. The final version will be posted electronically
and submitted for publication in Tech
Today and
The Lode. It
will also be sent to all applicants.
6.0
Mechanism
for identifying candidates
6.1 At the discretion of the Initiator, the search may be conducted using the services of a search firm or consultants. The Search Committee will direct the efforts of the firm or consultants.
6.2 To ensure a
diverse, well-qualified applicant pool that meets EEO requirements, the
Committee should solicit applicants according to procedure established by the
Affirmative Action Office and work with the Affirmative Action Officer.
6.3 As the search
progresses, deviations from the budgetary guidelines must be approved by the
Initiator.
7.0
Semifinalist candidates
7.1 The Committee, after reviewing vitae, reference letters, other relevant material, the results of any screening interviews, and the advice of the Affirmative Action Officer, will produce a short list of candidates. These candidates will be invited for on-campus interviews; they become semifinalists on acceptance of an interview. The Initiator will attend these interviews.
7.2 For
semifinalists the Committee will obtain independent assessments from referees
not listed by these candidates.
8.0 Interview process
8.1 A full resume
will be posted electronically by the Human
Resources Office for examination by all faculty, staff, and students of the
University.
8.2 For on-campus
interviews, the Committee will arrange and publicize a variety of
opportunities, including at least two open forums, for faculty, staff, and
students to meet and talk with each candidate.
8.3 The Search
Committee will develop, with the Initiator’s approval, a standard interview
schedule for each semi-finalist.
8.4 The Committee
will invite to a separate meeting with the candidate, all faculty of the
department in which the candidate wishes residency.
8.5 Faculty, staff,
and students will be invited to provide oral and written feedback to the
Committee on the entire slate of semifinalist candidates, based on the
published position description, qualifications and attributes. The Committee
will share these comments with the Initiator.
9.0 Selecting the final candidate(s)
9.1 Selection of the
final candidate(s) will begin only after the on-campus interview process for
all semifinalist candidates is complete.
9.2 After
considering the feedback from the University community, the Committee will
develop in closed session a list of at most three acceptable individuals from
the list of semifinalists.
9.3 The Initiator
will also develop a list of acceptable individuals from the list of
semifinalists.
9.4 The Committee
and the Initiator will meet and agree on mutually acceptable finalist candidate(s).
If no agreement can be reached, the search will be reopened.
10.0 Negotiating salary and tenure
10.1 The Initiator and/or President
will negotiate with the chosen finalist candidate(s). Should negotiations with
all acceptable candidate(s) be unsuccessful, the
Committee and Initiator will meet to reach a consensual decision on the
selection of the next acceptable finalist(s) from list of applicants. The
search will be reopened if no acceptable candidate is found.
10.2 If appropriate, the President or Provost will negotiate tenure with
the Chairs and Deans of appropriate academic units, and will make any
recommendation of tenure to the Board of Control.
10.3 Other professional benefits will
be negotiated between the candidate and the appropriate administrative
officer(s).
11.0 Closure
11.1 The Search Committee must inform the Senate of any changes it deems necessary in the search procedure.
Proposal
18-01:
Adopted by Senate: 08
May 2002
Approved by
Administration: 24 May 2002
Proposal 2-07:
Adopted by Senate: 11
October 2006
Approved by
Administration: 20 October 2006
Proposal 18-10:
Adopted by Senate: 14
April 2010
Approved by
Administration: 21 April 2010