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Presidential Search Process

HROG Section:
​Employment
Document Title:
​Steps in a Presidential Search Process
Initial Date Posted:
​Implemented Fall 2001
Board Approval:
Applies To:
Source:
​District Human Resources
Related TASB Policy:
Last Date Revised:
​2001, Summer 2005, Summer 2010

Purpose

Background

Definitions

Eligibility

Procedures

  1. ​Upon a vacancy, the chancellor identifies an interim or other temporary appointment(s) (as needed) and announces to the location/district.

  2. District Human Resources provides the chancellor with a draft of the job description for review and approval.

  3. The chancellor appoints a location search team (LST) with input from his executive staff and the location's employee group leadership. The total number to serve on the LST will vary at the chancellor's discretion but will be diverse in ethnicity and gender. All employee groups will be represented. The initial task for the LST is to elect co-chairs to assist in the initial screening with at least one of those co-chairs to be an employee regularly assigned to the hiring location.

  4.  The chancellor will charge the LST to be facilitated by District Human Resources. As a part of the charge by the chancellor, a formal timeline for the screening team will be provided. The LST is responsible for developing a systematic interview approach and conducting interviews.

  5. The chancellor conducts at least one open forum with appropriate constituents (generally all employees at the location of assignment) for the purpose of gaining input into the specific challenges and skills/abilities desired in finding a person to fill the vacant position. District Human Resources is responsible for the facilitation and documentation of these discussions.

  6. District Human Resources provides the chancellor with a draft of the position vacancy and advertising copy for review and approval. The chancellor will discuss the final draft with the LST co-chairs and other committee members as appropriate. Additional announcements may be mailed to a variety of community college leaders and others throughout the country.

  7. Applications and required collateral materials will be accepted by District Human Resources. District Human Resources will review each application as it is received and will forward qualified individuals to the executive screening team for a "paper screening." Applications from internal and external candidates will be considered equally.

    Generally, the executive screening team will be composed of the vice chancellors, executive director board/governmental relations, a current DCCCD college president and the co-chairs of the LST or if decided that during the initial kickoff meeting with the Chancellor that the LST seeks an expanded role in the screening process, the LST may request that the Chancellor accept an alternative executive screening team that is composed of current location search team members as follows: the search team co-chairs, plus members of the greater LST as follows: 3 Faculty, 3 Administrator and a minimum of 2 Support Staff, contingent with the approval of the Chancellor.

  8. The executive screening team is responsible for the identification of 10 to 12 candidates who will be recommended to the LST for additional consideration. The LST will conduct first and (if warranted second round interviews) and will narrow the finalists to a total of three to five individuals who will be invited to visit the college, to participate in activities as designed by the LST to introduce the candidate to the college community and to gain additional feedback.  District Human Resources will attend all LST meetings and discussions/interviews as the chancellor's designee.  All location search team deliberations are to remain confidential.

  9. The LST will narrow the finalists to a total of three individuals to be recommended to the Chancellor, unranked with a summary of strengths and weaknesses identified for each finalist.  These finalists will be interviewed by the chancellor.

    The chancellor, in consultation with the vice chancellors, will interview the finalists recommended forward by the LST and will make a determination regarding the position.  The Chancellor, with input from the LST, may elect to conduct visitation to finalists' home locations.  If this step is deemed necessary for the search, the Chancellor in collaboration with the search team co-chairs will coordinate this action.  At this point, the role of the LST in the search process is complete.

  10. The District Human Resources Office bears the cost of advertising and direct mailing, visitation costs as necessary in #8 above, and costs related to the chancellor's interview for any candidate.  The location is responsible for travel expenses for all other interviews, off-site rental of meeting space (if required) and refreshments.

Employee Responsibility

HR Responsibility

Exceptions To Policy

Other Notes

Related Links