Search is on for West Virginia University's next president

The profile is 52 pages, though only five of them are devoted to describing the qualities of the desired candidates. The rest, apart from a page containing application instructions, are a sales pitch for WVU, describing the nature and character of the university and the university community.

The profile opens with the invitation, “Join our Mountaineer family.” It says, “We expect to find a strong, passionate leader ready to embrace our Mountaineer spirit and demonstrate an unwavering dedication to fulfill our land-grant mission of bringing life-changing education, healthcare and prosperity to all West Virginians.”

A one-page position announcement summarizes two pages of opportunities and expectations and a page of personal qualities and professional qualifications.

The opportunities and expectations cover eight topics including WVU’s position as an R1 research institution, its academic programs, enrollment and retention goals and the need for financial stability.

“WVU’s new president will be an expert in building effective teams, developing and retaining top talent and promulgating an inclusive communications philosophy,” it says.

The profile lists 17 personal qualities and professional qualifications. A few of them:

“Deep and abiding commitment to student success.”

“A track record of transparent decision-making that inspires trust in decision-making and reflects on- the-ground experience.”

“Commitment to WVU’s values with emphasis on academic freedom and cultivating a welcoming environment.”

“Deep appreciation for the state of West Virginia, Appalachia and WVU s unique role within the state; genuine and active interest in becoming a member of the WVU community.”

“Empathy, integrity, transparency, curiosity, flexibility and a willingness to listen deeply and be responsive to community concerns.”

“Political acumen, with an ability to work across the ideological spectrum at both state and federal levels.”

“An understanding of the contemporary world of collegiate athletics.”

The profile tells prospective candidates that WVU has more than 26,000 students – more than 23,000 of them in Morgantown. It has more than 300 majors – from bachelor’s to doctoral. And it has 12 colleges and schools.

A Search Committee letter to the WVU community reminds everyone of the next steps in the process. The committee will review applications, conduct preliminary interviews and ultimately recommend a slate of three to five finalists to the Board of Governors.

The BOG and the Search Committee will conduct in-person interviews with the finalists. The BOG will then deliberate and select the next president, and announce that selection in spring 2025.

Search Committee chair and BOG member Patrice Harris explained the reasoning for keeping the finalists confidential in a letter to the community and a video posted on the presidential search website.

“The Board of Governors from the very beginning has been intentional about ensuring that the search process is collaborative and it includes voice from a variety of stakeholders across our community,” she began.

“We fully understand and appreciate the desire within our community for a public announcement of the finalists as well as open campus visits for the finalists,” she said.

WVU, the Ad Hoc Governance Committee, and search consultant WittKieffer conducted research on best practices for presidential searches, she said. At similar peer institutions for presidential searches in recent years, seven did not publicly announce their finalists, four only disclosed a single finalist immediately prior to their presidential announcement, and nine publicly announced their finalists.

“Our research shows that not publicly announcing finalists is a common and accepted practice today among public universities,” she said.

“In today’s market, candidates want and expect confidentiality. … Naming finalists can deter top candidates from interest. … We all have one goal in mind, and that is to attract top candidates to this position.”

She expressed gratitude that the faculty members submitted questions to ask the finalists, and said the committee will incorporate those questions into the interviews.

Faculty Senate chair Diana Davis talked about that confidentiality issue during the Faculty Senate meeting held after President Gordon Gee’s State of the University Address.

“We believe an open process would increase morale and trust,” she said.

The Faculty Senate, she said, appreciates the inclusion of three faculty members on the Search Committee, and noted that the BOG has two faculty representatives who will participate in interviews of the finalists.

At a Search Committee’ open house held last week, she said, faculty advocated for greater openness during the search.

Davis cited the bitter experience of last year’s academic transformation process which led to the cutting of 143 faculty positions and the discontinuation of 28 undergraduate and graduate/professional programs.

“After academic transformation it is difficult to trust others with our future,” she said.