Dear Members of the Claremont Graduate University Community,

Last week, the Presidential Search Committee met with our search consultant to discuss the progress of the search.

To date, his outreach efforts have included contacting Presidents, Provosts, Vice-Presidents for Research, Deans, and Directors at public and private research universities across the country. He has also reached out to individuals with previous academic experience who are currently holding significant positions at governmental agencies, foundations and non-profit organizations. To ensure maximum visibility of the search and assist in the development of a diverse pool of candidates for consideration, he has posted the advertisement in seven publications including the Chronicle of Higher Education, Hispanic Outlook, Journal of Blacks in Higher Education, and Women in Higher Education.

The consultant’s outreach efforts are beginning to demonstrate results and candidates are both submitting applications as well as inquiring about the position. With this in mind, it is quite likely that in the upcoming weeks prospects and candidates will contact individuals on campus to learn more about the University and the opportunity. We encourage you to answer their questions or simply direct them to a member of the Search Committee. Our goal is to provide all candidates with an accurate and realistic perspective of the University. Therefore, sharing information about our challenges is important, but it is also valuable to highlight the University’s positive attributes and its future potential.

During the month of February, the Search Committee will review and evaluate applications and, if impressed by the quality of the candidate pool, the Committee will conduct first-round interviews. Following this timeline, we hope to conclude the search in late March or early April.

As a reminder, while the Committee expects to conduct an “open” search and invite full participation by the campus community, there is the possibility that a “hybrid” or “closed” process will need to be implemented. A “hybrid” process will allow for limited and confidential participation by key campus stakeholders after the Committee completes its initial candidate interviews and screening, while a “closed” process will result in the candidates only meeting with members of the Board after the Search Committee completes its work. As discussed previously, the primary factor that determines this final stage of the process is the composition of the finalist pool. Unfortunately, sitting presidents and others in senior, high-visibility leadership roles simply cannot participate in processes that are public without the risk of losing their current job and will therefore withdraw from consideration. In order to maintain the quality of the pool, the final phase of the process may need to be private. This decision will be made after the finalists are identified by the Search Committee.  

The Search Committee adheres to the belief that a closed or hybrid search is not ideal and will only consider these conditions if required by an otherwise very suitable candidate.  

Although the recruitment phase of the process is well underway, it is not too late to recommend candidates. Alberto Pimentel, the consultant assisting CGU with this important search, welcomes nominations and may be reached at a.pimentel@storbeckpimentel.com.

We look forward to learning about the candidates in the upcoming weeks and will keep you posted on our progress.

Sincerely,

Don Baker, Chair
Presidential Search Committee