1. Where we have been www.clark.edu/presidential-search
LEAD Presenetation May 17, 2019
Where we have been
January 18: President Knight announces retirement.
January 23: President Knight recognized by BOT. Vice Chair Jacobsen and Trustee Speer named to lead search process. Early due diligence begun.
February 26: Presidential search primer by State Board for Community and Technical Colleges.
March 1: BOT review initial findings and recommendations. Agreement to general process & timing.
March 29: Search Firm RFP published.
April 10: BOT agreement on Interim President search process and initial position description. Review and input solicited from AHE, WPEA, ASCC, HR, ODE, EC, & Foundation.
April 24: Interim President position description approved.
May 3: Search firm selected – Gold Hill Associates.

2. Guide posts For our Search: Shared Values Reminder
LEAD Presenetation May 17, 2019
Guide posts For our Search: Shared Values Reminder
Incorporate social equity in every step of the process (position description, search pools, screening process, final selection, & onboarding) including training support for all who participate in the process.
Student centric.
RCW compliance around open public meetings and records.
Transparent and inclusive.
Leverage best practices from peers.
Comply with college policies for procurement and hiring.
Trust.
“What will this mean in 50 years” mindset.
Respect for confidentiality of candidates until final 3

3. LEAD Presenetation May 17, 2019
Important Context (1/2) Points of influence on timing and approach we take
Clark has a strong reputation in the community and in the region.
Universal commitment to students and the institution.
Differing point of view on how best to serve students, the institution, and the community.
Enthusiasm for what the future can bring.
We are not the first to have ever hired a president.

4. LEAD Presenetation May 17, 2019
Important Context (2/2) Points of influence on timing and approach we take
Clark is in the midst of a large scale cultural change process around social equity.
Significant process/culture shifts under way (Guided Pathways, CtC link, data based decision making toward outcomes).
Important foundational “catch up” investments proposed and/or under way in IT, HR and Communications.
Student trends and state funding driving important conversations around academic programs, organizational structure, harmonizing degree and non-degree programs, and business model (state/earned/philanthropy).
Collective bargaining.
Boschma Farms moving from an acquisition/funding discussion to multi-year planning around use, programs, and business model.
EC is in process of moving from a group of passionate and talented individuals to a high performance work team.
Off-cycle for typical Presidential search.
Many (BOT, EC, College, community) have individually been involved in searches- but this is the first time for us.

5. Search Firm Selection Timeline
LEAD Presenetation May 17, 2019
Search Firm Selection Timeline
“RFP Evaluation Team”:
Paul, Jane, Stefani, Bob W.

6. Interim Selection Process: Background
LEAD Presenetation May 17, 2019
Interim Selection Process: Background
Appointment Procedures For President allows for the BOT appointment of an acting or interim president, however provides little guidance on the matter.
Per BOT March 1 meeting we would like a process that:
Fits with our shared values for the overall search, and
is recognizable to the college as aligned with shared governance, and
is expedient.
This implies something between the Full process we will use for permanent President and BOT simply appointing someone.

7. Interim Selection Process: Key Features
LEAD Presenetation May 17, 2019
Interim Selection Process: Key Features
Include constituents (AHE, WPEA, ASCC, and Foundation in job description review)
Use the President search firm for promotion & evaluation of qualified candidates. Firm submits 5 qualified candidates to screen team (Paul/Jane/Stefani).
Screen team presents 2-3 qualified candidates to college and BOT for college interviews. Process steps mirror what has been used for EC positions of recent. Include input from 4 constituent groups, EC, President’s office staff, Social Equity Council, and college forum.
BOT is decision maker.
Align with Appointment Procedures for Full-Time Permanent Administrative and Exempt Staff.
Get it done before graduation to allow for college participation in interview process.
Be willing to push selection to fall if right person does not emerge.

8. Interim Selection Current Estimates (5/17/19)
LEAD Presenetation May 17, 2019
Thurs May 16
May 23 – June 7
June 25
July 2

9. Timeline What’s Ahead: “Big Picture” outline
LEAD Presenetation May 17, 2019
Timeline What’s Ahead: “Big Picture” outline
Jan Aug 2019: General plan agreed to, web site initiated, search firm selected, initial onboarding plan developed, interim in place with 1 month overlap with President Knight.
Sep 2019 – Jan 2020: Form and train search advisory committee, finalize “profile” and other recruitment material
Jan 2020 – hiring of finalist: Promotion and recruitment begins, potential candidates contacted (est. ~60 applicants, ~30 firm forwards to screen committee).
Mar 2020 – Apr 2020: Applicant material reviewed, screen committee interviews, field narrowed (3), trustee interviews, campus interviews, site visits.
Apr 2020 – May 2020: Finalist selected, contract negotiated, public announcement.
May 2020 – Jul 2020: Transition process and onboarding begun, interim departs.

10. Presidential Search Advisory COmmittee
LEAD Presenetation May 17, 2019
Presidential Search Advisory COmmittee

11. LEAD Presenetation May 17, 2019
Ways to Participate