Specifications include, but are not limited to:The South Dakota Board of Regents System (SDBOR) is initiating a Request for Proposal (RFP) to solicit proposals from qualified executive search firms to enter into a nonexclusive master agreement to conduct executive searches upon request by SDBOR, i.e., by the Board of Regents Central Office or by any of the eight institutions that comprise South Dakota’s public system of universities and special schools. Needs Assessment – Working in partnership with the Search Committee and/or the appropriate executive, the vendor will determine the required set of skills and competencies, define the required experience and other characteristics necessary to meet the needs of the position. Position Specifications and Action Plan – Based on the needs assessment, the vendor will prepare a position profile that outlines the required skills, competencies, position responsibilities, and criteria for job success. The vendor will develop, with the Search Committee and/or appropriate executive, an action plan for accomplishing major steps in the search process. Research – The vendor will use its resources to identify relevant higher education and industry sources where prospective candidates are likely to be found. Prospect Identification – The vendor will make selective calls to sources and solid prospects to encourage interest in the position and identify individuals who meet the position specifications. The vendor shall report the progress of this process to the Search Committee and/or appropriate executive. Presentation of Prospects – The vendor will present the top prospects to the Search Committee and/or appropriate executive. The Search Committee and/or the appropriate executive will mutually agree on the number of prospects the Search Committee and/or appropriate executive would like the vendor to pursue as possible applicants. Prospect Evaluation – The vendor will pursue the selected prospects and evaluate each of the candidate’s management ability, technical competency, fit with the values, culture, needs, and other characteristics that are relevant. The vendor will report the results of each conversation to the Search Committee and/or appropriate executive. Applicant Interviews – The vendor and the search committee or appropriate executive will meet to discuss the full pool of prospects, and select from this pool a number of prospects who will be asked to submit formal applications and be interviewed. Applicant Reference Checking – The vendor will contact individuals who are capable of providing insights about the applicants’ qualifications. The collective comments made by these references will be reviewed by the search committee and/or appropriate executive. The vendor will also conduct a verification of educational credentials, and an employment verification with current and previous employers.
