MOTION ON EXECUTIVE SEARCH PROCESS
Approved by the Mānoa Faculty Senate on December 10, 2008
|Date||Document & Link||Committee|
|December 10, 2008||CAB|
UNIVERSITY OF HAWAI‘I AT MĀNOA
EXECUTIVE SEARCH PROCESS
(FOR RANKS U AND 15 – CHANCELLOR, VICE-CHANCELLOR, DEAN OR DEAN EQUIVALENT)
GENERAL SEARCH INFORMATION
1. The Search Advisory Committee’s role is advisory to the Chancellor, or designated hiring authority. It does not serve as a selection committee. The Committee will be asked to provide a list of names with a corresponding assessment of strengths and weaknesses to the chancellor for consideration and action. The Chancellor (or designated hiring authority) will not serve on the committee, although it is anticipated that there will be close coordination between the committee chair and the hiring authority.
2. To protect the applicants and nominees, confidentiality is an essential part of the search process. However, with the exception of search advisory committee deliberations, information pertaining to applicants/nominees, and other confidential issues, the search process will be as transparent as possible with updates periodically provided and the timeline shared.
1 Updating/Developing the Position Description
The position description for the position, if needed, will be updated. The revised document will then be approved by the chancellor and forwarded to the UHM Office of Human Resources for final approval.
2. Composition of the Search Advisory Committee
The Search Advisory Committee is comprised of diverse representatives from key UH Mānoa constituencies including faculty, students, staff, alumni, administrators, and external community representatives. After consulting with appropriate individuals and groups (e.g., ASUH, GSO, faculty senate, Kuali'i Council, etc.), the following distribution is typically used:
Faculty (3 members, nominated by the appropriate faculty governance group); Students (2 members representing undergraduate and graduate students); school/college deans (2 members);
APT Staff Representative (1);
Administrative/Clerical Representative (1)
Community Representative (1-3);
Kualii Council (1);
Vice Chancellor (1).
The Chair of the Search Advisory Committee will be appointed by the chancellor or a vice chancellor, depending on the level of the search.
Advertising and RecruitingThe University will widely advertise the position. An executive search firm will often but not always assist in the search process. Although a “first screening deadline” will be included in the advertisements, there will be continuous recruitment until filled. This means that the committee may accept applications and nominations for consideration up until the time the position is filled.
3.The Search Advisory Committee – Charge and Challenges
EEO/AA Overview. The Search Advisory Committee will receive training in EEO/AA and Human Resources rules and regulations. Review of Applicants and Nominees. The Committee will review and consider the applicants and nominees, often with the assistance of an executive search firm. Based on this vetting and review process, including interviews of the most promising candidates (typically 6-8 individuals depending on the number of highly qualified applicants), the Committee will provide the Chancellor with a list of approximately three names. The recommendation should include a listing of strengths and weaknesses of each candidate. This segment of the search process must remain completely confidential. The names of candidates who are non-finalists will not be publicly released. The names of finalists will only be released upon written permission to release their names and upon acceptance of the invitation for on-site interviews. It is inappropriate for a member of the search committee to be or become a candidate during the search process for which that committee was convened.
4. The Selection Process
A. On-site interviews. On-site interviews with finalists will encompass a minimum of two days of professional meetings and social events. Candidates will be asked to meet with university administrators, faculty, staff, students, and members of the community; asked to do a public presentation; engage in question and answer sessions; and attend social events.
B. Evaluation Process Written Evaluations. At the conclusion of the on-site interviews, the University’s internal and external community will be invited to provide comments, in writing, on the suitability of the vice candidates. These comments will be summarized and will be considered as part of the selection process.
C. Selection of Appointee. The Chancellor, or designated hiring authority, will make the selection and negotiate terms for employment.
D. Presidential/Board of Regents Action. The Chancellor will then forward the recommended candidate to the President and/or Board of Regents, if applicable, for final action. The name of the designate will not be released until after all required administrative approvals are secured.