Selection and Appointment of Vice Presidents
Selection and Appointment of Vice Presidents
Purpose
To help ensure having in place a diverse, high-quality leadership team, with appropriate input from the University community in the selection and appointment of Vice Presidents.
Scope
This policy applies to the selection and appointment of all Vice President positions.
Policy History
I. Effective Date: May 9, 2017
II. Approval: August 31, 2022
III. History:
- Approved in original form: May 9, 2017
- Approved without amendment: August 31, 2022
IV. Maintenance of Policy: Vice President for Human Resources
Definitions
(a) “Acting Appointment” - an acting appointment is defined as a position filled on a temporary basis. The expectation is that there will be an interim appointment, or the regular employee will be return to his/her regular position in the future.
(b) “Interim Appointment”- an interim appointment is defined as a position filled on a temporary basis until a regular appointment is made to fill a vacancy.
(c) “Permanent Appointment” – an appointment that is neither acting nor interim and is not temporary in any way.
Policy
The composition of the senior leadership team of the University of Dayton and its ability to work effectively and collaboratively with faculty, staff, and students are paramount to the success of the University. As such, the senior leadership team must be highly qualified, exceptionally skilled, and cohesive. The senior leadership team should be diverse across many dimensions, as this serves to drive innovation, enrich the environment, and enhance problem-solving abilities by ensuring that decision-making processes are informed by a variety of perspectives and backgrounds.
In an effort to ensure the effective and efficient operation of the University, the president shall have the prerogative to establish the selection and appointment processes for vice president positions, including the level of input from community members as appropriate, depending on the nature of the appointment and/or vacancy.
In situations where the position of vice president does not directly report to the president, the administrator to whom the position reports shall have the prerogative to establish the selection and appointment processes with the approval of the president. The ultimate decision on vice presidential appointments shall be by the president, subject to any applicable requirements of the University’s governing documents.
National searches are the typical method used to fill vice presidential-level positions to achieve the objectives identified above. However, there may exist situations where filling a vice president position by promotion or other means is in the best interest of the institution (e.g., institutional or other unique knowledge of an individual, whether the individual’s current position resulted from a competitive national search, career progression, succession planning and opportunity).
POLICY FOR SPECIFIC APPOINTMENT TYPES:
Appointment by Search
When a vacancy for a vice president occurs, a search committee will be convened to assist in an internal or external search and selection process. The search committee will be responsible for the recruitment, screening, and interviewing of a diverse and highly qualified candidate pool, and the recommendation of candidates for further consideration by the president, or the administrator to whom the position reports.
To ensure diverse representation across the University community, where possible, the search committee shall include faculty, staff, at least one Board of Trustee member, a student, a member of the Society of Mary, other vice presidents and senior-level academic administrators. The Executive Committee of the Academic Senate will be asked to charge the University Nominating and Recruiting Committee to develop a pool of candidates for the faculty slot(s) on the search committee.
Appointment by Promotion
An appointment by promotion may occur as a result of the natural progression of the employee’s current position responsibilities to the promotional position, or due to a unique situation or qualifications that make the employee uniquely qualified. Under such conditions, appointments by promotion provide a valuable opportunity for the University to demonstrate its commitment to the growth and development of employees, attracting and retaining talent, effective divisional succession planning, and internal employee mobility, providing a mechanism whereby outstanding employees can be recognized and rewarded for their successful performance and professional development at the University. When an appointment by promotion is being considered, consultation with the Executive Committee of the Academic Senate should occur as early as possible and certainly prior to any appointment.
Acting Appointments
Where possible, when it is planned that a vice president will be absent and unable to fulfill his/her responsibilities, an acting vice president will be appointed prior to the vice president’s departure.
Situations that require acting appointments commonly do not provide the opportunity for the standard selection and appointment process to take place. Prior to making an acting appointment, the President, or the administrator to whom the position reports, shall consult with the president of the Academic Senate and to the Executive Committee of the Academic Senate.
Interim Appointments
Where possible, when a vacancy for a vice president occurs, an interim vice president will be appointed prior to the departure of the previously serving vice president.
Situations that require interim appointments commonly do not provide the opportunity for the standard selection and appointment process to take place. When circumstances reasonably permit, the President, or the administrator to whom the position reports, shall consult with the Executive Committee of the Academic Senate prior to making an interim appointment
Other Circumstances
From time to time, there may exist situations where an individual has carried the responsibility or otherwise performed the duties of a vice president but not the title, such that a title correction is appropriate. There may also arise situations where, in keeping with best practices, recognition of the individual and position as a vice president is in the best interests of the University.