The company shall provide the following services as part of the executive search process for the UH Mānoa Chancellor: 1. Conduct an Institutional Review Conduct a comprehensive institutional review by meeting with all appropriate individuals and groups including, but not limited to, the President, UH System senior executives, UH Mānoa senior executives, Regents, the Search Advisory Committee (“SAC”), employee representatives and other constituent groups and/or representatives as specified by the University. The goal of the review shall be to: a) Develop an understanding of the University’s vision and operation in academic planning and policy; research initiatives; enrollment and student success; and business and other university operations; b) Develop a “scope” document that helps to clarify consensus within the University about the direction, goals, challenges and opportunities, and the expectations of the new Chancellor; and c) Establish a clear focus of the search efforts to ensure that the best suited and most successful candidates are included as part of the search process 2. Assist in Developing a Position Profile Work directly with the President and/or the President’s designee(s) to draft a position description for the UH Mānoa Chancellor that includes identifying the priority expectations of the UH Mānoa Chancellor in accordance with the institutional review as set forth in Section 1 above. 3. Organization of the Search Process Develop a search calendar timeline and budget. Facilitate and manage a sound process with integrity and confidentiality. 4. Recruitment and Applicant Pool a) Encourage and actively recruit the highest caliber of applicants and nominees, and prepare background materials, as needed, on these candidates for review; b) Provide support and information to potential candidates to ensure continued interest in the position in a safe and confidential environment; c) Ensure that the applications and nominations submitted are complete and available for review in compliance with published application process requirements; d) Assist in identifying the applicants and/or nominees that meet the minimum qualifications; e) Review and screen all applications and nominations of candidates who meet the minimum qualifications. At a minimum, this should include the validation of the candidate’s stated credentials (i.e., curriculum vitae, degrees, experience, etc.) and information on the candidate’s effectiveness and success in previous positions; and f) Assist in narrowing the pool of applicants and nominees, and arranging and participating in interviews, if feasible, with the preliminary list of candidates. This includes, but is not limited to, assisting with the logistics of videoconference interviews and developing suggested questions and rating sheets for review.
