Community College Leadership: Perspectives and Implications By Marilyn J. Amey, Kim E. VanDerLinden, and Dennis F. Brown Center for the Study of Advanced Learning Systems Michigan State University

The Research Questions Who are the future leaders willing to guide the community college through this challenging period? Is the leadership experience changing? Examine traditional and “non- traditional/growth” administrative labor markets To what extent has diversity increased in pathways to senior leadership?

Study Information Partial replication of Moore et al., 1985 survey Stratified random sample of 1700 administrators across 14 position codes identified by AACC 54% usable response rate 34 item questionnaire containing Likert scale, open-ended, and closed-ended response items

Presidents 22% hired from within their institution; 66% from another community college Majority promoted from “traditional” positions 57% were in their current presidency less than 5 years 27% women; 7.9% presidents of color

Career Paths of Presidents Earlier rise to presidency Multiple presidencies common More administrative backgrounds, including “non-academic” positions Increased presence of organizational growth areas in backgrounds Less public school experience; 1/3 with four-year institutional experience

Chief Academic Officers 52% promoted from within; 28% other cc Growing percentage coming from non- academic administrative positions 74% holding position less than 5 years 25% had positions at 4-year institutions 42% women; less than 10% of color

“Feeder Positions” Senior Student Affairs Internal labor market Highest percentage of women respondents Business/Financial Internal labor market Strong private sector connection Largely white, male respondents Continuing Education Internal labor market 45% women respondents

“Feeder Positions” Occupational/Vocational Education Internal labor market Highest percentage directly from faculty 70% male; almost exclusively white Business/Industry Liaison Newest position studied Highest percent with no prior postsecondary experience

Implications for Practice Career paths are changing More clearly administrative backgrounds Fewer senior leaders w/ public school experience New “feeder positions” have varied paths Community college sector constitutes a labor market Internal labor market

Need better understanding of “new positions” and their impact on preparation and perspective Need to rethink search practices for new leaders Clarify definitions of career and leader succession models

Little variation in career paths between men and women More complex analyses to look for differences Women better represented overall Concern for organizational silos