A Quantitative Study of the Presidential Search Process and Position Longevity in Community Colleges Page: 8
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In addition to the actual process of identifying potential candidates, interviewing
and vetting and then selecting a president can be expensive, time consuming, and
divisive for the institution. The most singular concern, however, is that selection
processes that produce poorly qualified, short-termed leaders have negative impacts on
the quality and quantity of education through diverting funds that could otherwise go to
educational purposes instead through poor leadership decisions affect the institution for
years after the CEO has moved on, and through time and institutional energies that
delay or derail progress in the institution are put on hold for yet another new president
(Blosser, 2006; Perry, 2009).
Statement of Problem
Given the time and expense of hiring a new president as well as the disruption
and expense of removing unsatisfactory educational CEOs, optimal ways of finding new
leadership need to be identified. The difficulties in initially selecting the appropriate
1. Need for conducting a search, or hiring without a formal search, in a timely
2. Need for creating an atmosphere of fairness and adherence to appropriate
3. Need for creating institutional "buy in" to the process selected which can later
be translated to support for the candidate ultimately selected
4. Need for securing the services of a highly qualified individual
5. Need for hiring a person with the skill sets - both leadership and technical -
needed by the hiring institution
Here’s what’s next.
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Reference the current page of this Dissertation.
Howells, Constance L. A Quantitative Study of the Presidential Search Process and Position Longevity in Community Colleges, dissertation, December 2011; Denton, Texas. (digital.library.unt.edu/ark:/67531/metadc103329/m1/16/: accessed March 26, 2017), University of North Texas Libraries, Digital Library, digital.library.unt.edu; .