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SC.04.10
March 29, 2004

Board of Trustees Special Meeting
Thursday, 19 February 2004
UIC - Chicago Illini Union

12:00pm - 1:30pm Lunch with Board of Trustees

1:37pm Trustee Eppley called the meeting to order

Roll Call
Meeting of the BOT as a Committee of the whole
Discussion of Procedures for Selection of a President

President Emeritus Ikenberry
Core qualities of the President
- Leadership
- Vision
- Key integrator of the various constituencies of the University
- Communicator
- Leader in Change

The University is different from
- Government
- Business
- Military
- A very tangible organization where university and community are there 24/7
- Stakeholders need to be linked together

Today's Issues
- Health of academic programs
- Each campus' strategic issues
- What does "land great" mean in 21st century?
- Health of relationships with external world
- Financial crises
- Quality of leadership of campuses and colleges

Are we a university or a system?
- Hybrid - "one university with multiple campuses"

Qualities of President
- Deep roots to understand how the university works
- Academic orientation
- Knowledge to speak to outside world
- Capacity to mobilize teams and build consensus
- Flexible to deal with complex situations
- Trust, confidence, integrity
- Growth capacity

Keys to the Search
- Long term view of university
- Proactive search in seeking the best candidates
- Balance confidentiality and transparency

Tom Lamont, Past Board Member
- Chair of Board during last search for President
- Criteria for candidate should not be standardized
- Search firm was helpful
- Hands off the actual work of the search committee
- Reviewed list of 20 candidates
- Cut list to 10 for further in-depth review
- Final interview of 5 individuals
- Final meeting of BOT with 3 candidates and spouses for interviews
- Selection of finalist

Professor Langley, Chair USC, UIS
- Joint effort is paramount
- USC desires core values of academic leadership
- Faculty has primary role in conjunction with other constituencies

Trustee Eppley presented the composition of the committee and its charge:

Consultative Committee to Assist in the Selection of a President, to include the following members:

1. Eight faculty members from the broad, diverse and engaged faculties of the University's three campuses - Chicago, Springfield and Urbana. These members shall be selected by the board from candidates suggested by the respective campus senates, and referred by the University Senates Conference

2. Three students, one from each of the University's three campuses. These members shall be selected by the board from candidates suggested by the coordinated efforts of the student government organizations of the respective campuses, in consultation with the student trustees. Consideration shall be given to undergraduate, graduate and professional student involvement.

3. One member of the academic professional staff. The Professional Advisory Committee at each campus will be asked to submit names of nominees to the University Professional Personnel Advisory Committee (UPPAC), who shall forward candidates for consideration and designation by the board.

4. One member of the civil service staff. The Staff Advisory Council at each campus will be asked to make nominations to the Employee Advisory Committee who shall forward candidates for consideration and designation by the board.

5. One administrative officer, who shall be selected by the board after consultation with the president and chancellors.

6. Three members from the University Alumni Association and the University of Illinois Foundation. These members shall be selected by the board from candidates suggested jointly by both organizations.

7. One alumnus at large to be selected by the Board of Trustees.

Charge to the Consultative Committee to Assist in the Selection of a President, 2004

1. The committee shall be managed by a chair and a vice-chair, who shall be appointed by the Board of Trustees.

2. The search shall be broad in scope.

3. The committee's first task will be to develop a white paper that will serve as the cornerstone of the search. This white paper shall delineate the job description of and the expectations for the next president as well as the expected qualities and criteria crucial to the position.

The expected qualities and criteria to be used as the basis for evaluating potential candidates shall be organized around several key expectations for the candidates. Among these are:

- A record of effective leadership including evidence of strategic vision and ability to be an effective change agent
- A commitment to institutional excellence in teaching, research, service and economic development as mandated by the state, and to support the University's excellent faculty
- The ability and willingness to initiate, foster and cultivate relationships with the public and private sectors, including donors, businesses, civic groups and local, state and federal governments and agencies, to represent and advocate for the University
- An understanding of the changing nature of public higher education and its vital role in local, state, regional and national economies
- The ability to adapt to changing fiscal environments
- The ability to work within a complex administrative structure and to add rationality to that structure

4. The committee shall devise a method for conducting preliminary screening designed to identify those judged to be the most promising prospective candidates.

5. The committee shall identify the most outstanding and qualified potential candidates. The committee shall submit a broad list of candidates, which may be ranked or categorized, before a list of finalists is presented.

6. The board and the committee will consult and discuss the procedures to be followed in approaching finalists.

7. The Secretary of the Board will serve as staff to the consultative committee.

8. The search process shall adhere to University affirmative action policies.

Provost Richard Herman, UIUC
Choosing a search firm
Rationale
- collect information for decision-making
- insures confidentiality

How to make best use of search firm
- individual at the firm, it is not the firm, but the individual assigned to your search that is crucial
- the individual is dedicated to your search exclusively

Role of Search Firm
- advisory, suggestion of individuals
- active role in processing applications
- not sole recruiting source

Steve Miller, Uof I Foundation Board
- Where is the university going? Vision
- qualities from president come from vision
- proactively seek candidates
- keep it confidential
- seek opinions

Dave Downy, U of I Foundation Board
- president should work to increase private giving to university
- sales person for university and gift closer

Mark Filip, Alumni Association
Attributes
- academic respect
- strategic and operational leadership
- public support for university

Natalie Garcia, Student Trustee UIC
- identity of UIC and its students are different from other campuses
- financial aid
- quality of education

Andrew Hollingsead, Student Trustee UIS
- needs to understand small liberal arts institutes
- keep courses and insulate from budget considerations
- pay equity across campuses
- government relations

Nate Allen, Student Trustee UIUC
- tuition increases are independent across campuses
- financial aid
- be visible to students
- good diversity track record
- Chief issue

Professor Gerald Strom, UIC
- Chicago is different
- Major health care, urban, research university

Professor Nancy Ford, UIS
- small liberal arts university
- budget cuts have larger impact

Professor Mike Grossman, UIUC
- entrepreneurial spirit of faculty
- an academic president
- champion for higher education
- settle the Chief issue before the search begins

Dr. Vera Mainz, AP, Pres., UPAC, University Professional Advisory Committee
- need to understand the role of AP
- articulate this role to BOT
- academic president

Don Sarge, Civil Service
- privatizing civil service jobs

Trustee Eppley presented the milestones for the President Search

Milestones for the Process

A. Discussion of the search procedure
B. Board of Trustees approves the composition of Consultative Committee to Assist in Selection of a President
C. Board approves charge to committee
D. Board appoints committee
E. Special committee of board reviews search firms and makes recommendation to board
F. Board approves a specific search firm to aid in the process
G. Consultative committee and search firm disseminate information about the search for a president and receive and review dossiers of nominees, and later interview a group of nominees
H. Committee reports to board at each board meeting until review process is concluded
I. Committee recommends to the board five to ten potential candidates
J. Board reviews and decides which individuals to interview and consider for position of president
K. Board of Trustees announces the selection of next president
L. Board votes formally on election of president at a board meeting

Regular Agenda

Composition of the Consultative Committee to Assist in the Selection of a President, 2004 Moved, Seconded, Voted (MSV)
Charge to the Consultative Committee to Assist in the Selection of a President, 2004
MSV
Recommendation to Employ a Search Firm to Assist in the Selection of a President, 2004
MSV

Chancellor Cantor - UIUC
Presented a proposal for contract for Revenue Guaranty with Delta Airlines
MS, voted by roll call

Chancellor Manning - UIC
Presented Appointment of University Librarian, Chicago - Mary Margaret Case
MSV

Vice President for Administration Rugg
Presented contract for a review of the university's human resources functions and organizations for $393K
MS, voted by roll call

4:40pm Board went into Executive Session

Next Meeting
11 March at UIUC

Adjournment 5:00pm

Respectfully submitted,

Joseph E. Finnerty
UIUC Senate Observer
24 February 2004