Where we have been clark/presidential-search

1. LEAD Presenetation May 17, 2019 Where we have beenwww.clark.edu/presidential-search • 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. 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. LEAD Presenetation May 17, 2019 Search Firm Selection Timeline “RFP Evaluation Team”: Paul, Jane, Stefani, Bob W.

6. LEAD Presenetation May 17, 2019 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.

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

9. LEAD Presenetation May 17, 2019 Timeline What’s Ahead: “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 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. LEAD Presenetation May 17, 2019 Presidential Search Advisory COmmittee

11. LEAD Presenetation May 17, 2019 Ways to Participate