Numerous institutions are moving toward the chief diversity officer model of leading and managing diversity in higher education. These officers carry formal administrative titles and ranks that range from vice president for institutional diversity to associate vice chancellor for diversity and climate and dean of diversity and academic engagement.…

Academic achievement indices including GPAs and MCAT scores are used to predict the spectrum of medical student academic performance types. However, use of these measures ignores two changes influencing medical school admissions: student diversity and affirmative action, and an increased focus on communication skills. To determine if GPA and MCAT…

The closely watched search for a new superintendent in Boston has taken such a rocky turn that the search committee's revised timeline now envisions January as the starting time for the new schools chief. The district's search committee had planned to select a group of finalists who would then go through public interviews before the school…

This document presents a speech delivered by Chancellor Bill Goertz at the meeting of the State Board of Higher Education last November 19, 2009. In his speech, Chancellor Goertz reports that: (1) according to a Delta Cost Project report, North Dakota ranked among the top five states in regard to market-based productivity; (2) the Midwest Higher…

According to a recent Association of Governing Boards of Universities and Colleges (AGB) survey, nearly 67 percent of four-year independent and public colleges, universities, and systems secured an executive search firm to help with their presidential search activity. This edition of the Guidelines and Directory profiles 16 North American-based…

Gives advice about dealing with group interviews in an academic environment, addressing the following topics: location, politics, preparation, presentation, and follow-up. (SK)

We surveyed directors of departmental search committees (N = 89) to ascertain which criteria have the most value in the faculty applicant selection process. Respondents used several methodological techniques, including rank order, agreement, and importance scale questions. Results indicated that match or fit with department is the most important…

This book offers sample documents for candidates as well as for the search committees, and includes a substantive bibliography. From her vantage point outside the institution, the author is able to provide a unique point of view and insightful comments on the complex and often daunting process of the academic executive search. Key selling points…

Describes how the University of Tennessee's "textbook" search for a new president resulted in the debacle of John W. Shumaker, forced to resign amid allegations of financial and ethical improprieties. (EV)

Executive-search consultants are being hired to help fill posts in higher education from college presidents to development positions and deanships. Consultants perform a variety of services, from identifying and screening candidates to arranging flight schedules for campus visits. (MLW)

More authority for the search committees and more confidentiality for the candidates would go a long way toward filling some very important offices in American higher education. (Author)

Examines the search-screen-selection practices of colleges and universities searching for new deans. The examination is based on Bailey's two types of councils, elite and arena. (IRT)

Addresses the search process for administrative positions in student affairs and provides guidance to search committees regarding university policies, procedures, and practical concerns. The data presented covers procedures commonly used by search committees, views of the chairs concerning ethical issues, demographic characteristics, and…

Examines mistakes often made in administrative searches. Discusses qualifications, advertising, salary, and interviewing. Argues that hiring an administrator is not like hiring another faculty member and that it does not pay to save money on the search, to hire someone like the person who left, or to hire someone who is like other faculty members.…

Identifies key elements in a Florida university's year-long search and selection process for a provost. Highlights three narrative views of the process as integrated, differentiated, and fragmented. Concludes that search-committee members used differing interpretations as rhetorical resources for performing arguments to various audiences. (SR)