UW SYSTEM AND INSTITUTION LEADERSHIP Administrative Hiring Practices Presented by Shenita Brokenburr, Ph.D. UW System Human Resources August 30, 2017

Overview Administrative Hiring Practices Background: Regent Policy Documents UW Senior Leadership Search Protocols Chancellor Applicant Pool Analysis (2007-2014) Opportunities for Process Enhancements Discussion

Policy Background Regent Policy Document 6-4: Board of Regents System President Chancellors UW System Senior Leadership Senior Vice Presidents Vice Presidents General Counsel Chief Audit Executive Interim appointees Regent Resolution 9950: Authority Delegated to Chancellors Provosts Vice Chancellors Establishes the protocol and authority of the Board of Regents to appoint: president, chancellor, UW System leadership positions (Senior Vice Presidents, General Counsel Chief Audit Executive and Interim Appointments.

Policy Statement Regent Policy Document 6-4: The University of Wisconsin System Board of Regents considers the selection of the System President and UW institutional Chancellors to be among its most important duties and maintains a strong commitment to the principles of inclusivity and consultation with institutional and community representatives. The UW System Board of Regents considers its most important duties the selection and appointment of the UW System President and Institutional Chancellors and maintains a strong commitment to inclusivity and consultation with institution and community stakeholders.

UW System Senior Leadership Search Protocol All UW System Senior Leadership searches typically have these in common* Committee Structure** Search Phases Phase I: Pre-Search/Initiation Phase II: Search Phase III: Screen Phase IV: Selection *For System President, search process is not prescribed **Committees not required for Interim Appointments

UW System President Search Protocol Regent President/Vice President Consult on process Search Protocol used for current UW System President: Two Committee Structure UW System President Regent Selection Committee (six Regents) UW System President Search and Screen Committee (17 members, Chaired by Regent) UW System President Search and Screen Committee Video listening sessions Position description and recruitment strategies Candidate pool analysis, select semi-finalists, conduct interviews Recommend potential finalists to Regent Selection Committee Executive Search Firm Active engagement and collaboration Search and Screen Committee: Regents (9 including 3 emeriti); Senior Leadership (4, Chancellor, Provost, Vice Chancellor, UWS Officer) 2 faculty, 1 academic staff, 1 university staff, 1 student. Video listening session: Search and Screen Chair held videoconference. Opportunity for governance groups, advisory councils, academic and administrative leaders to provide comment on the qualities they would like in a new President

UW System President Search Protocol – (cont’d) UW System President Regent Selection Committee Debriefs with UW System President Search and Screen Committee Receives a list of unranked candidates Selects, announces and interviews finalists Recommends candidate to the Board of Regents Board of Regents approves appointment including salary President Designate announced Search and Screen Committee: Regents (9 including 3 emeriti); Senior Leadership (4, Chancellor, Provost, Vice Chancellor, UWS Officer) 2 faculty, 1 academic staff, 1 university staff, 1 student. Video listening session: Search and Screen Chair held videoconference. Opportunity for governance groups, advisory councils, academic and administrative leaders to provide comment on the qualities they would like in a new President

UW System Senior Leadership Search Protocol Search and Screen Process UW System President appoints Search and Screen Committee Develops brief job description Search and Screen Committee Role Review and analysis of candidate credentials Semi-finalist interviews & recommends finalist to UW System President UW System President interviews and appoints successful candidate Note: May identify up to two additional names from Search and Screen list to be considered as finalist Advises Board standing committee of person selected

Chancellor Selection Protocol

Chancellor Selection Protocol Two Committee Structure Special Regent Committee Institution Search and Screen Committee Chancellor Search Phases Phase I: Pre-Search/Initiation Phase II: Search Phase III: Screen Phase IV: Selection

Chancellor Selection Process Pre-Search/ Initiation High Level Timeline: Chancellor Selection Process Duration: ~20 Weeks Pre-Search/ Initiation Screen Phase 1: Search Initiation Activities Committee Appointments Framework for Search Initial Review of Position Description Phase III: Screen Activities Candidate Assessment Airport Interviews Semi-finalist selection Background checks Notice of Vacancy Full Board approves selection, sets salary & announces appointment 1 II III IV ~4 weeks ~7 weeks ~4 weeks ~5 weeks Selection Phase IV: Selection Activities Committee debrief Institution visits Finalists named Phase II: Search Activities Charge Search & Screen Committees Strategic sourcing Applicant pool analysis Search

Phase I: Pre-Search/Initiation Chancellor Search Protocol Special Regent Committee Three to Five Regents; one is named Chair One is Institution Search and Screen Committee Chair - NEW One is “Observer” for semifinalist interviews - NEW Establish Framework for Search Executive Search Firm – Internal/External Resources Institution Search – Campus-based/Internal Resources Hybrid – Placement Recruiter UW System HR: Coordinate, support, liaise Vacancy occurs or is imminent: an interim Chancellor appointment can be made by the System President after consultation with Regent President and Regent Vice President and an Interim President can be appointed by the Regent President after consultation with Regent Vice President and other member of the executive committee of the Board. An Interim Vice Presidents can be appointed by the System President after consultation with the Regent President and appropriate committees of the board. Special Regent Committee & Chair is appointed by the Regent President; (No change in the way this is done); Institution Search and Screen Committee Chair is appointed by the Regent President; (New) This individual must be a Regent. Previously it was a faculty member; that change was made to ensure balanced perspective and the broadest most diverse applicant pool is considered. Observer is appointed by Regent President and is a member of the Special Regent Committee (this role was created to involve more Regents in the final interview stages to observe the candidates during the final interview process); No voting rights. only enters the picture at the semi-finalist interviews.

Phase I: Pre-Search/Initiation (con't) Chancellor Search Protocol Initial Position Description Review and Update Establish Search Timeline Typical search is ~20 weeks Institution Search and Screen Committee Solicit nominations from institution and community Broad representation from stakeholder groups Select Vice Chair (Faculty)– NEW Search Timeline: System President & Regent President consult & collaborate on the search timeline and Special Regent Committee availability; System President names institution search and screen committee after solicitations from internal/external stakeholders with broad representation across the campus and community Vice Chair (NEW) is selected from among the faculty at the institution; Big Change; [SB notes only: Plurality is now the goal (there are more faculty “committee member types” – not necessarily the members: Majority means they outnumber.]

Chancellor Search Protocol Phase II: Search Chancellor Search Protocol Special Regent Committee and UW System President Charge Institution Search and Screen Committee Institution Search and Screen Committee Serve as ambassador/host institution listening sessions Provide additional input to position description Review applications and nominations Provide input on recruitment strategies Executive Search Firm (If applicable) Collaborates on developing candidate profile, sourcing strategies & actively guiding all other aspects of the search

Chancellor Search Protocol Phase III: Screen Chancellor Search Protocol Institution Search and Screen Committee Develops assessment strategy Analyzes candidate credentials & selects semi-finalist Conducts semi-finalists “airport” interviews Special Regent Committee member as Observer – NEW Recommends finalists to UW System President and Special Regent Committee (unranked candidates)

Chancellor Search Protocol Phase III: Screen Chancellor Search Protocol Executive Search Firm (If applicable) Collaborates on candidate assessment Performs comprehensive background checks on all semi-finalists Manages logistics and scheduling for semi-finalist interviews Communicates with search and screen on tactics, sourcing, challenges and overall quality of candidate pool

Chancellor Search Protocol Phase IV: Selection Chancellor Search Protocol Special Regent Committee and UW System President Debriefs with Institution Search and Screen Committee Receives list of unranked recommended candidates Special Regent Committee Determines who will continue in selection process Announces Chancellor Finalists Two potential scenarios for candidate announcement

Chancellor Search Protocol Phase IV: Selection Chancellor Search Protocol Scenario A (current process) Special Regent Committee announces finalists Finalists visit institution Special Regent Committee and UW System President interview finalists and identify candidate to recommend to the Board of Regents Board of Regents approves appointment including salary Chancellor Designate announced

Chancellor Search Protocol Phase IV: Selection Chancellor Search Protocol Scenario B (discussed with Regent Millner – June 2016) Additional Interview Step - Limits the number of finalists UW System President and Special Regent Committee interview recommended finalist candidates – confidential – NEW UW System President and Special Regent Committee select two candidates as finalists – NEW Two finalists announced – NEW Rest of process remains the same (i.e. institution visits, etc.)

Chancellor Search Analysis of Applicant Pools by Sector 2007-2014 UW System Chancellor Searches 2007 – La Crosse 2009 - Parkside 2009 - River Falls* 2010 - Platteville 2010 - Stevens Point 2011 - Superior 2013 - Eau Claire 2013 – Madison 2014 – Colleges & Extension 2014 - Milwaukee 2014 - Green Bay 2014 - Oshkosh 2014 – Stout 2014 - Whitewater *Candidate affiliation unavailable.

Opportunities for Process Enhancements Public announcement - name two finalist vs. all semi-finalists Seek ways to streamline process, consolidate steps/shorten timeline – if possible Expand sourcing options to focus on target markets (business, non-profit sectors) Revisit salary range – Wisconsin higher education salaries are generally not competitive For new leaders from private institutions or non-academic backgrounds (termed “Outsiders”), be purposeful about higher education acculturation & develop a blueprint for success Continue to pursue diverse perspectives for a more inclusive search process

References University of Wisconsin System, Regent Policy Document 6-4 University of Wisconsin System, Regent Resolution 9950 Executive Recruitment Pros & Cons, Transition Management Consulting Finding the Best to Lead Higher Education, TIAA Institute (2008) American College President Study, TIAA Institute & ACE (2017) University of Wisconsin System HR, Executive Search Files (2007-2014)

Discussion