acpresident

Conclusion of 2014 President Search

The 2014 Presidential Search has successfully concluded. The search encompassed 123 days, and resulted in over 50 from around the world. A short list was developed in mid-June, and interviews were conducted shortly thereafter. The successful candidate is Cheryl Jensen, the Vice President, Academic at Hamilton’s Mohawk College.

Thanks to all who applied, and a special thank you to the search committee including:

A special thank you also goes out to Suzannah DiMarco, Administrator to the President & Board of Governors.

Interviews for the Next President are This Week

They came from all over when they saw the “Help Wanted” sign – now, the Presidential Search Committee has narrowed the list down to a few potential candidates who will be vying for the position of President of Algonquin College. Interviews will take place this week on June 18 and 19.

The Board Chair, Jim McIntosh, is hoping to make an announcement regarding the appointment of a new President at the August 21 President’s Breakfast, and the Search Committee is currently on track for this milestone.

Stay tuned for more details!

Stuntman Stu as President for a Day

Algonquin College is searching for a new President to replace Dr. Kent MacDonald, who is leaving to become President of St. Francis Xavier University. So the College turned to Radio Broadcasting alumnus Stuntman Stu of the Majic 100 Morning show to see how he would like being President for a Day!

Share your reaction to the video – #ACPresident!

 

Six Traits You Need to Become The Next President of Algonquin College

As the search for the Algonquin College president continues, it’s worth asking the question: What does it take to be President of a large institution like Algonquin College? Turns out, the answer is quite specific according to Boyden Global Executive Search.

Boyden prides itself on excellent interviewers and interviewing skills, and takes great care to avoid common mistakes, largely by knowing exactly what is required of their candidate. In this case, Boyden is looking for six specific leadership characteristics in the next President of Algonquin College:

  1. Integrity. This includes the ability to be honest and straightforward, as well as a vested concern in the candidate’s own reputation and that of their organization.
  2. A great problem solver. Good judgment and the ability to analyze problems efficiently and effectively are essential. Skills in budgeting, policy decisions, and the candidate’s ability to stay on a career path are all taken into consideration.
  3. Communication skills. This includes the candidate’s ability to listen and extract information, and express ideas clearly both verbally and in writing. Dialogue, listening, presentation, and intercultural skills all fall under this important communication umbrella.
  4. The ability to motivate others, self-start, and deal with stress. A candidate’s initiative, drive, reaction to pressure, and commitment to excellence are carefully monitored.
  5. Good interpersonal skills. Boyden looks at the candidate’s ability to support others, and consider the thoughts and feelings of those around them.
  6. Finally, and perhaps most importantly, Boyden is looking for a president with superb execution skills. A candidate’s ability to plan and organize, delegate responsibly and effectively, and deliver results will often make-or-break a decision.

Boyden certainly has a big job ahead of them! However, with their focused, professional interviewing process, we have no doubt that they will help us find the best possible candidate who possesses all six of these essential leadership qualifications.

The Eight Step Process To Finding The Next President

You may be wondering, “What does an executive search firm do, and how are they assisting with the College’s search for the next President?” Below, Boyden Global Executive Search breaks down their search process. You can also learn about the process the Presidential Search Committee is undertaking in the search for the next President here.

1 – Defining the position and understanding its environment

This process is essential to the success of the assignment, as it enables Boyden to plan their research with a thorough understanding of
(1) the organization’s structure, objectives, philosophy and competitors.
(2) the position ­‐ its overall mission and specific responsibilities,
(3) the candidate profile and expected compensation.

This information is summarized in a position description document approved by the client and presented to potential interested candidates.

2 – Identification of target companies, and market intelligence

By internal and external survey, Boyden determines which persons qualify for the position concerned.

3 – Interviews and assessment of candidates

After a number of possible candidates have been identified, Boyden interviews them in order to find out whether the candidates meet the requirements of the position. The Client receives regular progress reports.

4 – Presentation of selected candidates to the client

Boyden will prepare a Confidential Candidate Report on the candidates, who are eventually brought into contact with the Client. This Report concerns personal and professional information on the candidate, as well as an evaluation of the candidate for the particular position.

5 – Assistance with the final selection of candidates

Boyden will introduce the client to the candidates selected during the previous phase and assist in the interview stage as well as in the final negotiation with the one chosen. The Client is of course responsible for the final choice of a candidate.

6 – Reference checking

Boyden takes detailed professional references on the career and personality of the final candidates.

7 – Follow up on the candidate’s integration during the initial two months

Once an agreement has been reached with the selected candidate, Boyden assists in his/her departure and transition to his/her new company.

8 – Follow-up process

A few weeks after the search has been completed, Boyden contacts all parties involved in the search process. After six to twelve months, the hired candidate and the Client are interviewed.

 

April 25 Update from Search Committee

Here is the April 25 update from the President Search Committee:

The position has been advertised on all the websites identified in the Advertising Strategy, including Academica Group, the Association of Canadian Community Colleges (ACCC), the Chronicle of Higher Education, Senior Women Academic Administrators of Canada, and more.

An ad appeared in The Globe and Mail this past Wednesday and will appear again next Wednesday. It also appeared in this past Saturday’s Ottawa Citizen, and will appear in next week’s Ottawa Business Journal.

Boyden Ad

Launch of President Search Website

A message from Peter Nadeau, Chair, Board of Governors, Algonquin College:

I am pleased to announce the official launch of our President Search website. This website provides information on the position of President, the process and timelines for finding a new President, and information on how to nominate a candidate. I encourage you to visit the site and, should you have any comments, please contact the Executive Assistant to the Board of Governors, Victoria Tiqui-Sanford, at tiquisv@algonquincollege.com.

As new information is available regarding the search it will be posted to the website, which can be found at www.algonquincollege.com/bog/president-search/, Good Morning Algonquin and myAC.

I would also like to take this opportunity to reintroduce your Presidential Search Committee:

As mentioned, Cheryl will continue to serve as Algonquin’s President through to her last day on August 25, 2019.

We look forward to providing you with more information on our progress in the near future.

Peter Nadeau Chair, Board of Governors, Algonquin College