Report to the Clark College Board of Trustees Vice Chair Jane Jacobsen & Trustee Paul Speer

1. President Search “the most important work that this Board Will Ever Do”Our Next Steps: Search Firm and interim President Report to the Clark College Board of Trustees Vice Chair Jane Jacobsen & Trustee Paul Speer April 10, 2019 (w/meeting edits)

2. Headlines: Since Our march 1 meeting • SEARCH FIRM VETTING • Request for proposal released on March 29 to WEBS and others. Built from March 1 BOT material. Copy included in BOT packet. Thank you Stefani, Bob W & Lisa! • OVERALL SEARCH PROCESS • Detailed internal planning schedule created. Copy included in BOT packet. • PROCESS TO IDENTIFY INTERIM • Drafted process for review by BOT. Thank you Stefani. • Drafted job description from March 1 BOT material for review by BOT and constituents. • DELEGATION OF SPEAKING AUTHORITY • Conducted on-request briefing for Foundation Board Chair & vice-Chair. • Conducted several individual community member briefings. • Briefed Kelly and will be moving to proactive milestone based communications this month. • Initiated presidential search web page. Thank you Val/Colleen and Kelly/Hannah!

3. Search Firm Selection Timeline “RFP Evaluation Team”: Paul, Jane, Stefani, Bob W.

4. What do we need to accomplish today? • Review and provide feedback on proposed process (and timing) for interim President search. (motion) • Review and provide feedback on interim President position description. (For approval at April 24 BOT meeting) • Review and refresh on overall timeline and process steps ahead. • Preview of presidential search page for awareness.

5. Interim Selection Process: Background • 610.025 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 610.025 process we will use for permanent President and BOT simply appointing someone.

6. 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

7. 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 (June 12). • Align with 610.040 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. BOT Questions: Do we support this flow of steps? Do we support this timeline? Checkpoint for possible backup plan if additional candidates required

13. TimelineRecommended “Big Picture” outline • Jan 2019 - Aug 2019: General plan agreed to, web site initiated, search firm selected, initial onboarding plan developed, interim in place with 1 month overlap with Bob. • Sep 2019 – Jan 2020: Form and train search 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.

14. Continues through December 2020

15. Presidential Search Page:What and why • Front door to the College for internal team, external community, and candidates for our search process. • Modeled after Highline Community College and Everett Community College. • A living page that will likely remain for a year+ after successful permanent President start date. • One part of our strategy to be transparent and inclusive.

16. Presidential Search Page:Key features

17. What’s next up? • Search firm selection • Vetting beginning April 19 • BOT selection May 3 • Contract and begin work • Interim • Constituent input and approve job description April 24 • Begin search April 30 (or as approved by BOT) • Vetting • Contract & terms • Selection June 12 • Backup plan if we don’t find the right person