On a scale of open to closed door, search committees are padlocked.
Going into my first search committee—for the ombudsperson—I had very little idea of what to expect. I wasn’t sure if my opinion would hold any weight, or if my presence was just a formality for the University to say students were consulted. As candidates left the room, the committee’s eyeballs would turn to me for my thoughts first—this is both encouraging and daunting.
While search committees operate with the highest degree of confidentiality, I’d like to offer a glimpse into what the process involves because that should be clear as Stauffer on a Saturday night.
The Principal, Provost, Vice-Principals, Vice-Provosts, and Deans can serve a maximum of two five-year terms. When those 10 years are nearly over, or earlier due to an administrator not seeking renewal, a hiring advisory committee is formed. As Rector, I manage invitations to these committees, and as always, my commitment is to bring a student perspective to the table.
Right now, I’m a member of two committees, one seeking the next Dean of the Faculty of Education and another searching for the Associate Vice Principal of Indigenous Initiatives.
The committee membership itself is a thoughtful process that could be a standalone article. That is, if I wasn’t concerned about readers dropping off before I get to the good stuff. Depending on the role we’re filling, there can be five to 20 members coming together from both the administrative and academic sides of our school. I’m sure you can imagine the diversity in thought and opinion.
There are individuals, like me, that will be asked to participate in a search by virtue of their role. Some searches, such as the Principal, have specific guidelines on the inclusion of Senators and Trustees. At times there is a wider call for expression of interest, but no matter what the particulars for the role are, the University always strives for a variety of voices.
Take the Dean of Health Sciences search committee for example, you will notice professors, staff, and students from both inside and outside of that Faculty, and representatives from external organizations that are key partners.
The entire process can take up the better part of a year, with varying time commitments during each stage. When the committee is identified, an executive search company will meet with us to prepare the position profile and advertisement. They want to understand what the faculty or department has been doing well, how we envision this area of our school moving forward to advance the Queen’s Strategy, and the experiences, qualifications, and qualities we believe are necessary in the person who will help move our institution into the future.
Once the parameters are set, work is done to identify top talent and a slew of interviews occur, with many committee meetings along the way.
Students who aren’t in leadership roles can provide feedback when an announcement goes out in The Gazette under ‘Campus Updates’ or to the inboxes of faculty, staff, and students who interact with the portfolio. Your voice can help inform the Chair, who, at the end of the day, is responsible for taking feedback into consideration when making a hire.
Depending on the position, there may be policy for final appointment through the Board of Trustees or Senate and the particulars can be found on the Secretariat webpage.
After finishing the first of what I anticipate will be many searches during my term, I’m grateful for the University’s willingness to bring students into the process as it’s another mechanism through which I can support the best interests of our vibrant student population.
At your service,
Niki
Tags
Rector, Rector's Digest, Search Committee
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