Presidential Search
 

PRESIDENTIAL SEARCH COMMITTEE

CHARTER OF EXPECTATIONS


INTRODUCTION

Each member of the Search Committee was selected, not only for the constituency he/she represents, but, also, for the excellence she/he will bring to the deliberations. Regardless of the constituency, each member’s duty is to consider the best interests of the University as a whole.

Being a member of the Search Committee entails enormous responsibility and accountability. Members are being entrusted individually and collectively to contribute a broad range of skills and attributes which will enable the best outcome for the University of Manitoba.

EXPECTATIONS OF MEMBERS OF THE SEARCH COMMITTEE

1)  Absolute Confidentiality

Confidentiality is mandatory. Members need to fully understand what this means, and if there is any doubt at any time about what is permissible, members must speak with the Chair before acting. All Search Committee business must be kept strictly confidential.

  • External discussion with anyone, at any time, about the candidates’ names or any other aspects of the Search Committee’s deliberations would constitute a breach of confidentiality.
  • The requirement to keep confidential all Search Committee business extends beyond the life of the Search Committee. Confidential information acquired as a member of the Search Committee must never be divulged.
  • Any breach of confidentiality may result in the member being removed from the Search Committee.

2)  Timely External Progress Updates

Thorough and appropriate communication with the university and external community on progress will be a priority. The Search Committee Chair will make regular reports to the Board, Senate and the university community.

The Chair will be the official and only spokesperson for the Search Committee.

3)  Avoiding Commentary in External Settings

In social settings and otherwise, people will be aware that one is a member of this Search Committee, and they will likely have heard of, or will speculate on, the names of potential or actual candidates who might be before the Search Committee for consideration. While listening to external advice and/or recommendations, it is critical that members do not provide their own commentary, assessment or reflections.

4)  Due Diligence and Reference-Checking

Members are to refrain from unauthorized or informal reference-checking/due diligence, unless they are specifically assigned the task by the Search Committee.

Reference-checking and complete and thorough due diligence can and will be planned and executed systematically and professionally at the appropriate time.

5)  Value-Added Constructive Interventions

Members will be expected to add value to the Search Committee deliberations through constructive interventions and clarification, while taking care not to exert undue influence and/or dominate proceedings.

6)  Early Declaration of Personal Biases and Assumptions

It is quite normal that as candidates’ names are put forth, members might have their own personal biases and/or assumptions based on their familiarity with the candidates. Early acknowledgement and declaration of any personal bias or assumptions to the Search Committee will be considered both honourable and professional.

Search Committee members are expected to abide by the Code of Conduct for Members of the Board of Governors of the University of Manitoba and this Charter of Expectations.

7)  Full Engagement by Each Member at All Stages

It is proven that the ultimate success of search committees depends a great deal on the degree to which individual members are engaged in each stage of the process. It is critically important that each member be fully engaged in the fair, objective, and comprehensive assessment of each candidate prior to short-listing - as well for those candidates who have been short-listed.

8)  Constant Focus on Position Specifications and Role Profile

When assessing candidates throughout, members will be expected to constantly focus on the skills, relevant experiences and other key attributes agreed to in the Position Specifications and Role Profile developed from wide consultations.

Experience demonstrates that committees responsible for the selection of critical leaders are more successful in deciding on the best candidate when, they first concentrate on, and agree to, the needs of the organization for the next 7-10 years, and second on matching the candidates to those specifications.

9)  Role of Search Consultant

During this presidential search process, the search consultant/firm (once selected) will play the role of advisor and provide support to the Search Committee, but will not diffuse the responsibility and accountability of the Search Committee members, which is to recommend to the Board of Governors the very best and most appropriate President.

The Search Consultant will have their own very specific mandate, but will also be subject to this Charter of Expectations.

10)  Meeting Attendance

Attendance at all meetings is expected, unless dire circumstances prevent it. Where a committee member has missed two meetings, the Chair will discuss with the member whether or not she/he is able to attend future meetings and continue on the Search Committee. Attendance at all of the interviews is a requirement of all Search Committee members.

AFTER THE SEARCH

The responsibilities of members of the Search Committee will not end once the President is appointed. Members of the Search Committee - collectively and individually - will play a vital role in ensuring his/her success. Members will be expected to provide direct and indirect support to the new President once he/she assumes office, as well as serve as ambassadors for the appointment both within the university community and beyond.