FAQs

Presidential Search FAQs

The following provides answers to questions about the presidential search process. 

1. What was the timeline for the search process?
   Following President Barron’s retirement announcement, the Board of Trustees moved forward with a phased approach to hire the University’s 19th president. The process launched in spring 2021 with a Next Gen Penn State listening phase to hear from and gather input and recommendations from community members. Following the June release of the Next Gen Penn State Advisory Group Report summarizing community feedback, the Presidential Recruitment and Selection Committee began the search process with a goal of recommending top finalist(s) to the Board of Trustees following a comprehensive interview process that started in September 2021.
2. Who organized the search and what was their role?
   The Presidential Recruitment and Selection Committee, a group of 18 members with student, faculty and staff representatives, was established by the Board of Trustees to oversee the search process. The committee, co-chaired by Trustees David Kleppinger and Julie Anna Potts, reviewed applications, screened nominations, conducted multiple interviews with top candidates and made a recommendation to the Board of Trustees following a thorough recruitment and vetting process.
3. Did Penn State use a search firm?
   Yes. The Board of Trustees engaged the experienced search firm Spencer Stuart to assist in the national search for the University’s 19th president. Spencer Stuart participated in the Next Gen Penn State listening phase and collaborated with the Presidential Recruitment and Selection Committee to identify and recruit potential candidates using collective feedback provided by the community throughout the listening process. Spencer Stuart is a global executive search firm with a leading practice in education and nonprofit presidential transitions and has conducted many successful presidential leadership searches.
4. Did the University accept nominations for candidates for president?
   Yes. Students, faculty, staff, alumni, community members and other stakeholders were encouraged to nominate qualified candidates to help make up the initial candidate pool.
5. Was the position advertised nationally?
   Yes. To attract an experienced and diverse candidate pool, the executive search firm Spencer Stuart sought nominations, conducted significant outreach to a range of prospects who aligned with the position specification, and advertised the position across a variety of higher education and career platforms.
6. Did the search committee prioritize diversity and seek a diverse candidate pool?
   Attracting and actively seeking a diverse candidate pool of outstanding candidates — with individuals from a variety of backgrounds and with a range of professional experiences — was a critical priority of the Board of Trustees, Presidential Recruitment and Selection Committee, and Spencer Stuart.
7. What criteria was used to select candidates?
   The extensive list of qualifications and experience that was sought in candidates is included in the position profile. For example, candidates with demonstrated background and leadership of a complex enterprise; academic leadership experience and/or deep understanding and appreciation of scholarly and academic values; demonstrated commitment to diversity, equity and inclusion; and track record and commitment to student success were among the particular qualifications prioritized.