Executive Search Committee Responsibilities:

Chairperson's Responsibilities

To maintain/ensure confidentiality of the search at all times.
To speak on behalf of the search committee throughout the search process.
To chair all meetings of the search committee.
To approve the final position description (advertisement).
To ensure the timely placement of the advertisement.
To approve and sign all letters pertaining to the search committee’s activities.
To promote diversity and follow PSU Affirmative Action guidelines.
To maintain communications with department/unit at all times.
To contact and collect references of candidates in conjunction with search committee members.
To establish a list of candidates to be interviewed by the committee in conjunction with committee members.
To contact candidates to determine their interest in the position and invite them to meet with the search committee.
To establish a schedule for the preliminary interviews of candidates.
To furnish information to candidates as appropriate or requested.
To recommend the final slate of (2-4) candidates established by the committee to the Senior Vice President for Health Affairs and Dean, College of Medicine.
To contact nominees to inform them of their nomination to invite them to proceed or decline.

To maintain confidentiality of the search at all times.
To promote diversity and follow PSU Affirmative Action guidelines.
To establish the timetable for the search.
To establish criteria for the selection of qualified candidate.
To develop, draft, and approve the position description and advertisement.
To determine placement of the advertisement, select special interest groups to be contacted to elicit nominations, aggressively seek and nominate individuals made known to them through professional contacts.
To conduct internal interviews with department members and chair, other department chairs, and “key” individuals within the institution.
To review the most recent departmental review and to further analyze the strengths and weaknesses of the department. To develop an inventory of opportunities and challenges for new chair.
To evaluate curriculum vitae and make recommendations for candidates visits.
To participate in the interview processes.
To make recommendations (of finalists) to the Dean.

Charge to be delivered to search committee by Dean, including his/her expectations of the qualities necessary in a chair
Confidentiality must always be maintained within PSU and externally
Regular meetings at a specific time with a prepared agenda
Active communication with department members at regular intervals
Active communication with Dean at regular interval
Support from the Dean’s Office supplemented by personnel in department of chair

Review of most recent departmental review
Internal interviews or department members and chair as well as “key” individuals within the institution

Develop description of position, desired characteristics of chairmanship
Analyze strengths, weaknesses of current department and opportunities for new chair
Advertise/publicize availability of position
Possible meeting with affirmative action representation
Promote diversity through marketed advertising and recruitment

Initial interviews or meetings with department chairs/key individuals, search committee members, Dean/others
Timetable to be followed closely

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