Process for the Search for Dean of the College of Veterinary Medicine

In order to choose a new dean for the College of Veterinary Medicine, a search committee has been selected that includes four faculty representatives, a staff member, a student and an alumnus. An executive search firm has been interviewed and hired to expedite the process. The approved job description will be posted on the college web site and other selected locations. Nominations will continue to be accepted until a selection is made. The committee and search firm will screen applications, conduct preliminary interviews, and make recommendations for finalists to come to campus for in-depth interviews with the entire college. A timeline follows.

Timeline

• 7/1/08-Professor John A. Hubbell appointed as Interim Dean
• 7/18-a request was sent to department chairs and the hospital director, asking for nominations for faculty and staff representatives; to the assistant dean for student affairs, requesting nominations for a student representative; and to the interim dean, requesting nominations for an alumni representative. The deadline for all nominations for search committee members was August 15.
• 7/24-Provost Alutto sent a memo to faculty, staff, and students in the college to announce the process for selecting search committee members and that Carole A. Anderson, interim dean, College of Dentistry and vice provost for academic policy and faculty resources, would serve as chair of the search committee.
• 8/13-Announcement of search committee members to the college.
• 8/21-Provost met with and charged the search committee.
• 9/3-Search committee hosted an open forum session to which all faculty, staff, and students were invited.
• 9/4-Search committee interviewed two search firms.
• 9/18-Search committee selected the search firm, Parker Executive Search, and also met with Karen Longbrake, senior director of development.
• 10/9-Search committee met with Dan Parker, Laurie Wilder, and Bryan Hanson, principals of Parker Executive Search. 
• The position description will be posted on the dean search site, in The Ohio State University Personnel Postings, and through advertising in selected journals.

Confidential Phase

• Search firm will solicit nominations and applications and aggressively contact potential candidates, and search committee also will seek nominations and applications from the college and extended community.
• Search committee will evaluate applications.
• Semi-finalists will be invited to screening interviews.

Public Phase

• Finalists will be invited for on-campus interviews. Schedules and curriculum vitas will be posted on the dean search web site. College faculty, staff, students, alumni, and other university representatives will be invited to meet candidates and to provide feedback to the committee.

Confidential Phase

• The committee will evaluate all feedback, meet with the Provost, and present the Provost with an unranked list of final candidates.
• The Provost may invite one or more of the final candidates back to campus for further discussions. The Provost will negotiate final proceedings for hiring the new dean.

Final Announcement

• The Provost will announce the hiring as soon as a letter of offer has been accepted and signed: to the search committee, to the college, to the Board of Trustees, and to the university community.