Phase 1: Search Process Design and Prep

Step 1:

Board Search Committee designates a committee chairperson(s)

Step 2:

The committee chair(s) shall immediately designate a TVCC administration member to act in an advisory capacity with the Board search committee and presidential search advisory committee. That representative shall have full access to files of the committees, shall be entitled to attend all search committee meetings, and shall be responsible for reporting to the Board of Trustees regarding the progress of the search and the work of the committees.

The Board and advisory committee and will be supported by the following TVCC staff members:

Janene Dotts, Director of Human Resources
Rod Burrus, Assistant Director of Human Resources

Step 3:

Commission a diverse and representative Presidential Search Advisory Committee to support the Board search committee through the search process. The committee should, in accord with generally accepted presidential search procedures, have representatives from principal constituencies including, but not limited to, teaching faculty, administration, support staff, students, alumni, the foundation, and, of course, the board itself. Confidentiality is most important, and anyone agreeing to serve on a search committee must respect this principle.

Step 4:

Establish a search timeline

Step 5:

Solicit feedback from the college community on the challenges and opportunities the next president will face and, on the skills, abilities, qualities, and experiences that TVCC’s next president should possess.

Feedback groups:

• Administration, faculty, and staff
• Students
• Community Members
• Alumni
• Foundation board members

Feedback will be collected and shared with the search committee.

Step 6:

Provide an official Presidential Profile created by the Presidential Search Committee with input from faculty, staff, and students and with guidance from the Aspen Institute’s Hiring Excellent Community College Presidents toolkit.

Step 7:

College creates link on main web pages for profile, application link, and other pertinent information.

Step 8:

HR will post ads in national publications

Phase 2: Active Recruitment and Search Discernment

The desired outcomes of the discernment phase include selecting the best leader for the college and to build trust among the TVCC community (faculty, staff, students, and the broader community) in the process and in the new leader.

Proposed Discernment and Selection Process:

Step 1:

HR will screen applicants to ensure applicant meets minimum qualifications

Step 2:

At the first presidential search advisory committee meeting, the administration representative, will acquaint the committee members with the search procedures in general and those established by the board search committee.

Step 3:

The search will launch on September 27, 2022. In order to be considered for the opportunity, candidate materials must be received by, and no later than November 15, 2022. When active recruitment commences, all candidate materials will be available for review on Microsoft Teams- Hiring Supervisors- Presidential Search channel. The channel will be updated each day as candidate materials come in during the active recruitment phase.

Round 1: Review of all candidate materials

1. PSAC reviews the Presidential Profile approved by the Board of Trustees to ensure familiarity and understanding of the desired qualifications, skills, abilities, and characteristics before reviewing materials.
2. PSAC completes equity-minded hiring practices training before beginning review of applicant materials.
3. PSAC reviews application materials of all candidates to develop pool of semi-finalists who meet the required qualifications and in consideration of the other qualifications, skills, abilities, and characteristics identified in the Presidential Profile. Ranking will go as follows: 2= Not Interested, 3= Possibly Interested, 4= Very Interested. Administrative representative will enter ranking for each applicant and total, and a top to bottom ranking will be created for review.
4. PSAC presents a list of recommended semi-finalists to the Board Search Committee for review.

Step 4:

The search advisory committee will need to choose questions from the list of interview questions. Each committee member will rank the questions in each category. The top one or two questions will be used and should provide approximately 15-16 questions to be asked of each candidate.

Step 5:

HR will conduct background checks and reference checks for each semi-finalist.

Step 6:

Round 2: Semi-finalist interviews:

1. Semi-finalist interview components include:
   • Written response submitted prior to interview to questions developed by the Presidential Search Advisory Committee
   • Virtual interview with the Presidential Search Board and Advisory Committees (moderated with a set of questions drafted by the committees)
2. Feedback from all components of the interview process are gathered by the administrative representative and evaluated by the search committee. Search committee will use provided rubric to score candidates. Note taking must take place on separate paper, not on scoring sheet. Discussion and consensus among committee will identify finalists.
3. PSAC presents a list of recommended finalists to the Board Search Committee for review

*Notwithstanding the procedures followed or the qualifications of the presidential candidate, the board of trustees reserves the right to reject or accept any candidate. In addition, the board search committee members may move an applicant to the next round even if they don’t numerically meet the cutoff.

Step 7:

HR will confirm with finalists to move forward in the process; and notify media support and marketing and communications to prepare an announcement of top candidates along with bios and pictures for press release. Dates scheduled for campus visits and interviews with community/college forums and the full Board of Trustees.

Phase 3: Selection Process

Step 1:

Board of Trustees selects questions for finalist interviews.

Step 2:

Round 3: Finalist Interviews

Finalist interview components include:

1. Onsite interview with the Board of Trustees
2. Onsite interview with the Senior Leadership Team or direct reports (TBD)
3. Tour of all TVCC locations provided by members of TVCC (TBD)
4. Open town hall/Q & A Meeting
5. Written response to the college about the interview experience and the candidate’s vision for TVCC’s future (to be submitted after the interview process).

Step 3:

After the board of trustees meets with and interviews the finalists and reviews college feedback, they will select one sole finalist, and make an announcement to approve the appointment. This starts the 21-day waiting period required by policy.

Step 5:

Board negotiates contract and agrees on start date (at least 21 days out). Board will confirm appointment through open meeting and vote.