(A) Policy
statement. The authority to select, appoint and
evaluate the president of Youngstown state university ("university") is vested
in the university's board of trustees by section
3356.03 of the Revised Code,
"Powers and duties of board of trustees." In the selection and evaluation
of the president of the university, the board of trustees is committed to the
principle of collegiality where, as appropriate, members of the university
community (students, faculty, and staff) have an
opportunity to participate in the decision-making processes of the university.
The board further recognizes the value of input from the larger community,
particularly as that input would be solicited as part of the process of
presidential selection and evaluation. The board of
trustees acknowledges the need for the establishment of processes for the
selection and regular evaluation of the president of the university.
The board also affirms the principle of merit-based rewards that are directly
associated with the positive evaluation of the president.
(B)
Purpose. To
establish processes and procedures for the selection and regular evaluation of
the president of the university.
(C)
Parameters.
(1)
The president is
the chief executive officer of the university, responsible to the board of
trustees for the overall operation of the institution. The president implements
the policies and directives of the board of trustees for institutional
effectiveness.
(2)
The president may delegate university administrative
functions such as academic affairs, student affairs, financial affairs, and
administration, university advancement, equal opportunity and diversity, and
intercollegiate athletics to various divisions or units.
(3)
The president
expects the faculty, through the provost/vice president for academic affairs,
to share the responsibility by recommending admission requirements, curriculum,
teaching appointments, graduation requirements, textbooks, and other
appropriate academic procedures.
(4)
The president is
charged to manage the necessary financial resources, obtain personnel capable
of maintaining and enhancing academic standards, maintain programs of support
to the regional service area, and serve the needs of students in the
university.
(B)
(D)
Principles
Selection guidelines.
(1) Advertising to fill the position of
president of the university will be done in a manner that will create a diverse
pool of candidates of racial, ethnic, and social backgrounds reflecting a wide
diversity of values, ideas, and beliefs.
(2) An individual selected to serve as
president will be identified from an applicant pool obtained as a result of a
national search process. (Filling this position on
an interim basis may be done without initiating a formal
process.)
(3)
The position of president may be filled on an interim
basis without initiating a formal process.
(3)
(4) In recognition of
the principles of collegiality, an advisory committee
will
may be
utilized during the process of searching, screening, and interviewing
candidates for president of the university.
(4) Evaluation of the president
involves a yearly process between the president and the board of trustees of
mutually identifying measurable objectives, regular review of progress toward
their achievement, and year-end determination of whether or not the objectives
were met.
(5) The evaluation process may
involve merit salary considerations as part of the year-end
session.
(6) The president is the chief
executive officer of the university. Responsible to the board of trustees for
the overall operation of the institution, the president executes the power and
authority of the board of trustees in leadership, institutional strategic
planning, and development of the institution. The president may delegate
university administrative functions such as academic affairs, student affairs,
financial affairs and administration, university advancement, equal opportunity
and diversity, and intercollegiate athletics to various divisions or units. The
president expects the faculty, through the provost/vice president for academic
affairs, to share the responsibility by recommending admission requirements,
curriculum, teaching appointments, graduation requirements, textbooks, and
other appropriate academic procedures.
(7) The president is charged to
manage the necessary financial resources, obtain personnel capable of
maintaining and enhancing academic standards, maintain programs of support to
the regional service area, and serve the needs of students in the
university.
(8) The president may select a
special/senior assistant, and the position will constitute an administrative or
executive position, and in consultation with the executive committee of the
board of trustees, the search process may be waived.
(C)
(E) Procedures for the selection of a university
president. The procedures that follow provide an overall structure for
selection of the president of the university. It is recognized that these
procedures may need to be adjusted to accommodate a particular situation.
(1) The selection of the president
of the university is the responsibility of the board of
trustees.
(2)
(1) When there is a need to identify a new president,
the chairperson of the board of trustees will involve the board membership in
the process of identifying the required qualifications for the position and
outlining the process to be utilized to identify a president.
(3)
(2)
The board shall
may utilize the services of a professional search firm
or consultant to assist with the process.
(4)
(3) In recognition of
the principles of collegiality, a presidential search advisory committee
will
may be
appointed by the board. The board may select a representative committee
composed of alumni, faculty, staff, students, and members of the community to
be involved in the search, screening, and interview elements of the
process.
(5)
(4) The board of trustees will consider the
recommendations and comments from all constituents; however, the board has the
authority to make the final selection of president.
(D)
(F)
Procedures for the evaluation of the university president. The procedures that
follow provide an overall structure for evaluation of the president of the
university. It is recognized that these procedures may need to be adjusted to
accommodate a particular situation.
(1) The
evaluation process will be conducted on an annual basis.
(2)
The evaluation of
the president involves a yearly process between the president and the board of
trustees of mutually identifying measurable objectives, regular review of
progress toward their achievement and year-end determination of whether or not
the objectives were met.
(2)
(3) The process will
be initiated with one-on-one session(s) between the executive committee of the
board of trustees and the president.
(3)
(4) The initial phase
of the process will be devoted to dialog whereby mutually acceptable annual
objectives are identified and finalized in writing.
(4)
(5) In addition to the
quarterly reports provided by the president to the board of trustees throughout
the course of the year, one-on-one sessions may be initiated by either the
president or the executive committee of the board to review the progress being
made toward the achievement of the objectives. Adjustments can be made to the
objectives during these sessions.
(6)
The evaluation
process may involve merit salary considerations as part of the year-end
session.
(5)
(7) Annually, the executive committee of the board
shall
may
interview or appoint a committee to interview the executive level officers and
others as it deems appropriate as part of its evaluation process.
(6)
(8)
At least every three to five years, depending on the
duration of the president's contract, the
The board of trustees will
may engage a
consultant to conduct a comprehensive annual assessment of the president. This
assessment will include participation from campus and community constituencies
and may follow a process recommended by the association of governing boards
("AGB").
(7)
(9) Unless otherwise addressed in the president's
employment contract:
(a) At year's end, during
a one-on-one session between the executive committee of the board and the
president, the degree to which these objectives have been met will be
determined and preliminary salary adjustments, special merit or bonus
considerations may be discussed.
(b) The executive committee of the board will
review the preliminary merit considerations.
(c) The final salary adjustment for the
president will be forwarded to the board of trustees for action.
