Two public universities—one in Montana and the other in Louisiana—have each turned up with just a single candidate for the job of president.
In Montana, 41 people applied for the top job at the University of Montana and the search committee interviewed seven of those by telephone. But after the committee whittled the list down to three finalists, two dropped out, leaving just the current provost, Royce C. Engstrom, in the running.
"It looks a little awkward," acknowledges Douglas Coffin, president of the University Faculty Association at Montana, who says it might appear to outsiders that the provost had an inside track. Mr. Coffin says the provost will still have to interview with several people on the campus before he could be offered the president's job.
Meanwhile, the University of Louisiana at Monroe started advertising an opening for the president's job in late July. But as of now, there is only a single applicant, Joe G. Delap, associate vice president for academic affairs at Jacksonville State University. The preferred cutoff for applications is September 24, but a spokeswoman for the Louisiana system says the campus isn't worried.
"We usually get a rush of applicants right up close to the priority deadline," says Jackie Tisdell, assistant vice president for communications.
The university has hired a search firm that will present its candidates to the search committee next month. As soon as candidates apply, Louisiana must make their names public. People interested in the job who are already presidents elsewhere may wait until closer to the deadline to apply so as not to alert their campuses to the fact that they are considering other jobs, Ms. Tisdell says.
College presidencies have been getting harder to fill as applicant pools are shrinking, says R. William Funk, who runs a search firm called R. William Funk and Associates. In part, he says, candidates are more discerning and are applying for fewer positions. But budget cuts are also factoring into the equation and making the job of college president less attractive.
Higher education in Louisiana has lost $270-million, more than 20 percent of its state dollars, over the past 18 months.
"They know these jobs are difficult to begin with," says Mr. Funk of prospective candidates, "so why go into a situation where the circumstances are such that your opportunities to be successful appear daunting?"
Still, Mr. Funk says he is "staggered by the fact that there is just one candidate" so far for the Louisiana job.
In the case of Montana's sole finalist, Mr. Funk says that can happen when one of the finalists is an internal candidate. Figuring that person has an advantage, the other finalists pull out of the search before they can be rejected.
Comments
1. lawman11 - September 03, 2010 at 05:54 am
The most interesting part of the article is located near the end, regarding what happens when one candidate is an insider. I can affirm from experience in an Eastern European country that the exact same problem exists, except, as with all things there, to a greater degree (or, perhaps it would be better to say, the problem there is more acute). In a recent election at a university I taught at, there were only two candidates: the present president and a no-name prof from an even smaller country.
2. professor_e - September 03, 2010 at 09:07 am
The problem is this: they make the names of the candidates public. Why would you risk getting chastised on your current campus for being disloyal, when the search committees usually already have someone in mind, anyway? They only advertise because they have to in order to maintain the illusion of fairness.
It really is about who you know, not how qualified you are. The previous poster even used the term "no-name." That says it all.
3. la4097237 - September 03, 2010 at 09:54 am
University of Louisiana's track record of picking the candidate with the most political or insider connections is no secret and hasn't been for 20 years. And only prisons, higher education and public health are not protected from State budget cuts in Louisiana's much amended Constitution.
Then throw in that the Governor was the ULS president when two of the eight universities were put on probation by SACS, in large part because those type appointments, you can get a clue as to what's at the top of the State's political pile. Remember he's the guy that supported and signed the bill requiring "strengths and weaknesses" of Darwin's Theory be taught in Louisiana's public schools.
Yep, I'm just sure there will be a flood of last minute, highly qualified applicants wanting to lead Louisiana's colleges and universities out to the wilderness. But I'm not holding my breath.
4. bnmoore - September 03, 2010 at 11:21 am
There won't be any rush for the UL-M position; doubtful if any apply, at least those with any qualifications. The state is an absolute minefield to work in regarding higher ed. Besides that, the climate is one big sweat, the mosquitoes big enough to hear their wings flap, and the geograhy uninspiring.
5. 12094840 - September 03, 2010 at 11:39 am
Higher Education in Louisiana is in shambles; I can say that as someone who works here. However, Louisiana is a wonderful place. We just need visionary leadership - which some of us are trying to provide.
6. missoularedhead - September 03, 2010 at 11:41 am
If I had more experience, I'd apply for the UM job. Love the campus, the people, and the town. It must be the money, right?
7. jdelap - September 03, 2010 at 04:26 pm
Based on what I hear from my colleagues, post number six is correct about the first three of the four good reasons to apply: the institution, the people and the supportive community. Looking at the money compared to the same position elsewhere, it is clearly a secondary reason to apply. Post number five has one of the best arguments: UL schools need visionary leaderhip, and there are those who can and will provide it because they see the potential for positive change and future excellence. Having said all of this, I realize I am arguing for having more people to compete with for the job. However, competition often brings out the best in true leaders. Joe Delap
8. olmsted - September 04, 2010 at 11:16 pm
ASIDE:
Can someone in the IT dept for TCHE get their spam filters working a little better. At the risk of blocking important posts that contain the words polo, bikini, Nike and similar, get a clue about clearing out the ad posts. Very unimpressive thus far.
9. kdckulp - September 09, 2010 at 12:40 pm
Over the years we have assisted search committees as they endeavor to meet the charge of the president, trustees or provost to produce a slate of well qualified and motivated finalist candidates for Dean, VP and Director level positions in universities and CEO and other "C" and VP level positions for companies. If the key elements of the search process--as described in a clear "project plan"-- are well understood by the search committee chair and hiring decision makers from the outset, it is much more likely that the search committee will meet its charge and there will be a field of finalists --not just one---for the key position that the University or company is endeavoring to fill.
Certainly, the need for State Universities to comply with disclosure requirements can become a deterrent for qualified candidates who would prefer to keep their interest in a new opportunity, confidential. All special requirements of the search simply need to be clearly stated in the Position Specification given to qualified candidates by the search committee or search firm--right up front. If the candidate understands the disclosure requirement he or she will either get comfortable with it and then apply-- or pass.
The more pressing issue that can crop up during a search is that a well meaning search committee can be too tough in their qualifying review and thusly "miss" motivated candidates who are ready, willing and able to do the job. Search Committee members have "day" jobs---they are pleased to be working on the search as part of their service to the University but they are justifiably concerned that they will recommend the wrong group of finalists. When our firm presents qualified candidates to the Search Committee Chair for review and dissemination to the committee, we always verbally review the candidates with him or her in some detail so that the chair can then take our written comments to the committee with added confidence and enthusiasm. We find that this extra attention to detail allows the candidate funnel to be wider during first round which then leads to a more complete set of finalists.
The point of a search is not to screen away "bad" candidates so the committee can recommend a few "good" ones to meet its charge. Rather, it is to work confidentally from start to finish to qualify a slate of motivated finalist candidates, one of whom will become the hired candidate.
I think that any presidential, VP or Dean search should always result in a field of at least 4 finalists---any one of which can step up and be hired. It takes a good search process--perhaps aided by an experienced search consultant ---, as well as a motivated and experienced search chair who has the trust and solid support of the hiring executive as well as fellow search committee members.
An opportunity to be president of a University is a dream job for many of the academic leaders with whom we regularly interact. The right process leads to the right hired candidate just about everytime.
Keith D Kulper
President
KULPER & COMPANY, LLC
www.kulpercompany.com
10. mchag12 - September 09, 2010 at 11:53 pm
Is number 7 actually applying for the position and campaigning in the context of this article? That's really embarrassing. Talk about rinky-dink.
11. mchag12 - September 09, 2010 at 11:57 pm
And Number 9 is using this context for free advertising. This is quite the article. That search firm must be in trouble. Those poor schools have a long, hard road ahead of them, if they survive at all.