Search and Selection Procedures for Senior Academic and Administrative Officers (Tier I)
POL 05.55.1
Authority: Board of Trustees
History: First Issued: November 15, 1996. Last Revised, November 17, 2000. Additional History Information.
Related Policies: UNC Administrative Manual, III-A-1. Senior Administrative Officers
Additional References: UNC Code: Appendix, Section I.C
Contact Info: Office for Equal Opportunity (919-515-3148), Chancellor's Office (919-515-2191), Provost (919-515-2195)
1. POLICY STATEMENT
1.1 This policy establishes guidelines
for the search and selection process for Tier I Senior Academic and Administrative
Officers (SAAO) of NC State University.
1.2 The Chancellor is the chief
executive officer of the university, and as such, is responsible for personnel
decisions involving SAAO Tier I positions.
The Chancellor is responsible
for developing the job duties for these positions, appointing the search committee,
providing a budget and staff support for search committee activities, participating
in finalists' interviews, and making the hiring decision, subject to Board
of Trustees approval.
1.3 The job description and the
position announcement for seeking candidates shall be submitted to the Academic
Affairs and Personnel Committee of the Board of Trustees. After interviewing
the finalists, the Chancellor shall determine the proposed salary and conditions
of employment, and bring the recommendation to the Academic Affairs and Personnel
Committee of the Board of Trustees for approval.
1.4 The Chancellor may delegate
to the Provost the responsibility for conducting searches for SAAO Tier I
positions reporting directly to the Provost in which case the Provost shall
follow the guidelines set forth below in consultation with the Chancellor
and any additional instructions of the Chancellor. The Chancellor, however,
shall retain authority for all hiring decisions.
1.5 When developing a search committee
for the Provost and other academic administrators such as Deans, the Chancellor
may promulgate additional procedures to include faculty and Faculty Senate
consultation.
2. GUIDELINES FOR THE SEARCH PROCESS
2.1 Responsibilities of the Chancellor
2.1.1 When a vacancy occurs
in such a senior administrative officer position, a proposed job description
and position announcement shall be developed.
The Chancellor may seek input
from individual trustees, faculty, staff and administrators in developing
the position description and position announcement.
2.1.2 The Chancellor shall develop
a proposed time line for the search and selection process, select and charge
a search committee, appoint the chair of the committee, and determine whether
a search firm shall be hired to assist in the search process.
2.1.3 In selecting the search
committee the chancellor shall determine the size of the search committee
depending upon the breadth of the constituency served by the position to
be filled. Each search committee shall include trustees, faculty, administrators,
staff, alumni, students or external constituents, as appropriate.
2.1.4. The Chancellor may select
the search firm or delegate responsibility for the selection of the firm
to the Search Committee. The selection of a search firm shall follow applicable
university policies and procedures.
2.2 Responsibilities of the Search
Committee
2.2.1 University Hiring and
Affirmative Action Policies
The Chair of the Search Committee
shall be responsible for ensuring that the search process meets university
hiring and affirmative action policies.
2.2.2 Position Announcement
and Advertising
The search committee shall develop
a proposed plan for advertising the opening, to include media to be used,
audiences reached and cost. The committee chair shall consult with the Chancellor,
or the Provost if the search has been delegated, and receive approval before
proceeding to advertise the position.
2.2.3 Review and Interview Process
The committee shall be responsible
for:
- reviewing the applications
of all nominees and applicants to determine whether they meet the basic
qualifications to remain in the applicant pool,
- selecting and interviewing
from the remaining pool a select number of semifinalists,
- Selecting and recommending
a specified number of final candidates to the Chancellor, which may be
rank-ordered by the committee if requested by the Chancellor,
- Arranging and conducting
one-to-two day final candidate visits for on-campus interviews by key
administrators, committee members and others as necessary, and
- providing to the Chancellor
feedback from the finalists' visits and any other additional information
requested by the Chancellor.
If more than three finalists
are recommended for the final on-campus interview series, the committee
must consult with the Chancellor in advance for approval.
2.2.4 Hosting On-Campus Visits by Finalists
The Search Committee is responsible,
in conjunction with support staff, for making all travel arrangements and
plans to host finalists who come to campus. If the committee desires to
plan an event which involves the Chancellor, Chancellor's spouse or use
of the Chancellor's residence, it must consult in advance with the Chancellor
for approval due to possible calendar and social commitment conflicts.
2.2.5 Accounting for Expenditures
Contracts for consultants must
follow proper university Purchase and Contract procedures, and contracts
can only be approved and signed by the Vice Chancellor for Finance and Business.
Large single expenditures should be reviewed by Purchase and Contract to
ensure proper university policies and state laws are observed. Any out-of-pocket
expenditures by Search Committee members cannot be reimbursed without an
official receipt. These should be approved by the Chair and given to the
support staff in a timely manner for processing reimbursements.
2.2.6 Completion of the Search
Committee's Work
The Chancellor will discharge
members of the Search Committee when their responsibilities have been completed
