Search Committee Meeting Minutes
February 6, 2008
Attendees:
Mr. Darrell Ailshie, General Manager TLP, Inc. (via conference call)
Dr. Frank Andrews, Professor LACS
Dr. James Brace, Committee Co-Chair
Dr. John Chambers, Advisory Board Class 2010
Dr. Joe DiPietro, Vice President, UTIA
Dr. David Edwards, Professor and Interim Head
Dr. Chuck Halford, President/ Small Animal Practitioner
Dr. Charles Hamilton, Prof. ITHCS/Director MPH
Dr. Robert Holland, Professor and Department Head
Mrs. Tonya Kenley, Budget Director CVM
Dr. India Lane, Associate Professor & Director Medical Services
Dr. Casey LeBlanc, Assistant Professor
Mrs. Debbie Nelson, Veterinary Hospital Staff
Mr. Paul Nolen, CVM Student
Dr. Olya Smrkovski, Resident
Dr. Karen Tobias, Professor/SA Surgery
Mrs. Julie Wharton, CVM Board of Advisors Member
Introductions and Charge to the Committee
Dr. Joe DiPietro opened the meeting and introductions were made by the Search Committee. He announced that Dr. Beyl was unable to attend the meeting due to the death of a friend. Dr. James Brace agreed to serve as co-chair and assist with the meeting. Dr. DiPietro discussed the importance of the search committee in regards to an open search and stated that communication within the Institute and the College is important. Committee members should gain input from people within the college and represent all units within CVM. Dr. DiPietro suggested Dr. Beyl develop sub-committees within the committee to accomplish the goals of the committee.
Evaluation of Search Firm Proposals
The purpose of a search firm is to find qualified, interested candidates. They handle all applications, nominations, curriculum vitaes, contacts, arrangements for interviews, correspondence, background checks, etc. All applications will be passed along to the Search Committee for their review. Advantages to working with a search firm are their persistence and the fact that it allows candidates to research UTIA and CVM without feeling they are jeopardizing their current position. Confidentiality is very important in the early phases of the search and names should not be shared until the final candidates are selected for on-campus interviews.
Normally 10-12 individuals will be selected for an airport interview, which will allow the search committee members to meet and ask questions for approximately an hour to an hour and a half for each candidate. Following the airport interviews, the top 4-5 candidates will be invited to campus for an interview. The search firm will have a time-line and it is important that the search committee members accommodate the time-line in order to avoid losing candidates.
After the interviews are over, the search committee will compile and review evaluations from the faculty and staff and submit their recommendation to Dr. DiPietro. The search firm will not influence the decision to select a candidate. Dr. DiPietro will then spend time visiting with individuals that know the finalist and will make the final decision to hire or not to hire the individual.
Dr. James Brace opened the floor for discussion on the search firms and evaluations were submitted and scored. Parker Executive Search Firm was selected as the search firm of choice and will be submitted to UT Purchasing for procurement of services.
Equity and Diversity Policy
Ms. Marva Rudolph spoke to the committee and stressed the time commitment that is involved in working on an upper-level search and the importance of professionalism and confidentiality within the committee. The key to a successful search is professionalism, objectivity, and fairness. The committee must consider qualifications and diversity and it is important to aggressively recruit a diverse applicant pool. When reviewing applications, the committee should break them down into three catagories: a primary pool, a secondary pool, and those that are unacceptable. The Office of Equity and Diversity should be involved in the interview process when the finalists are on campus for interviews.
Position Announcement and Qualifications for a Successful Dean of CVM
Dr. Brace asked for volunteers to serve on a sub-committee to work on the draft of the Position Announcement. The following agreed to serve on this sub-committee:
Dr. Frank Andrews, Chair of Sub-committee
Dr. Robert Holland
Dr. Casey LeBlanc
Mr. Paul Nolen
Qualifications of the new dean should include:
- fund-raising
- budgetary experience
- previous administrative experience
- commitment to academic excellence and quality education
- teamplayer
- engage with external constituencies
- interest in public health
- interest in agriculture
- recognize needs of the farmers in the state of Tennessee (equine practitioners)
- good communicator
- accessible by the consuming public (proactive across the state)
- proactive in diversity hires (proven past experience)
The committee provided input concerning the draft position announcement and the sub-committee was asked to provide a revised draft at the next meeting.
Closing Remarks
Dr. DiPietro indicated Dr. Beyl would probably appoint other sub-committees to handle the media package, interview itineraries, and seminar topics to be addressed by the candidates.
With no further business, the meeting adjourned.