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The search committee uses a candidate evaluation worksheet/rubric that is developed collaboratively by WittKieffer, the search chair, the search committee and the search coordinator to align with the professional qualification and personal qualities detailed in the leadership profile. Committee members independently rate each candidate on how well they match the criteria before coming together to discuss candidates and decide on a group of approximately eight candidates to move forward to the first-round of interviews. 

WittKieffer supports the search by organizing candidate materials, assisting with the creation of the candidate evaluation worksheet/rubric, and facilitating the discussion meeting. 

WittKieffer, the CU Boulder search coordinator, and CU Boulder HR representative are all present for the discussion meeting. They do not complete a candidate evaluation and are present only to support the search committee. 

No. The search advisory committee and search chair make the final decision on whom to invite to first-round interviews. 

The first-round interviews are conducted on Zoom and are 60 minutes in length. The search committee, with support from WittKeiffer, the search coordinator and CU Boulder HR representative, develops a set of interview questions that align with the leadership profile ahead of these interviews and each candidate is asked the same set of questions during their interview. 

The search advisory committee and the search chair conduct these interviews. Also present, but as nonevaluative support parties are the search coordinator, are the CU Boulder HR liaison and WittKieffer staff assigned to the search. 

WittKieffer arranges the logistics for the first-round interviews (inviting candidates and arranging the schedule) and attends the Zoom interview to facilitate. Following the interviews, they will facilitate the committee debrief and discussion on which candidates to invite to the second-round interview.

No. The search advisory committee and search chair make the final recommendation to Provost Stevens and Fernando Rosario-Ortiz on whom to invite to first-round interviews. 

Typically three to five candidates are invited as finalists. 

Candidates’ names, biographies and CVs will become public at this time. 

Libraries community members will have multiple ways to engage in these visits. All in the Libraries will be invited to the candidate’s vision talk—a discussion of their leadership vision for the position—and the candidate’s research talk—a discussion of their academic research for the tenure position. Additionally, there will be group meetings for particular groups within the Libraries. 

During this visit candidates will meet with the following groups in 1:1 and small group settings as is standard for dean searches:

• Search advisory committee chair
• CU Boulder HR liaison
• Fernando Rosario-Ortiz, (supervisor)
• Provost Ann Stevens (provost)
• Search advisory committee
• Interim dean Tammy Sumner (person currently in role)
• Libraries advancement team 

The candidate will also meet with key groups of the Libraries community as determined by the search committee, search chair and interim dean. These groups may be similar to those used for the engagement sessions hosted at the beginning of the search (faculty, staff, leadership team etc.).

A survey will be distributed to Libraries personnel following each candidate's visit to collect feedback. This data will be collated by WittKieffer and provided to the search committee for review ahead of the meeting to decide on which candidates to advance to campus leadership interviews.

WittKieffer will support candidates with travel logistics for their visit. They will not be involved in any of the day-to-day of the visits. They will facilitate a debrief meeting for the search committee following the visits at which the committee will decide on who they will recommend returns to campus for a final round of interviews with campus leadership. 

Typically two to three candidates will be advanced to campus leadership interviews. 

A dean's role has two core parts: internal management (overseeing faculty, staff, budgets, curriculum, and academic standards within their college/unit) and external leadership/liaison (representing their unit to university leadership, promoting vision, fundraising, and balancing institutional goals with faculty/student needs). This visit focuses on the evaluation of the external leadership role, whereas the unit level visit focuses on the internal management role.

During this visit candidates will meet with at least the following groups as is standard for dean searches:

• Provost Ann Stevens
• Fernando Rosario-Ortiz (direct supervisor)
• VC for Advancement Katy Kotlarcyk
• Deans of schools and colleges
• Provost’s Cabinet
• Chancellor Justin Schwartz
• Interim Dean Tammy Sumner
• Janel Forde, Senior Vice Chancellor for Operations
• Sonia DeLuca Fernández, Senior Vice Chancellor for Leadership Support and Programming

Additionally candidates will meet with the search chair, Sarah Jackson, and the CU Boulder HR representative to orient them to their visit. 

The only Libraries personnel to be engaged at this level will be Interim Dean Tammy Sumner given her understanding of the role of external leader for the Libraries.

WittKieffer will support candidates with travel logistics for these visits. They will not be involved in any meetings or interviews. 

The search committee is not involved in this final round of interviews. The search committee’s involvement ends after it makes a recommendation to Provost Stevens and Fernando Rosario-Ortiz on whom to invite for the final-round of interviews with campus leadership. 

A survey will be distributed to groups who engage with the candidate following each visit to collect feedback. This data will be collated by WittKieffer and provided to Fernando Rosario-Ortiz and Ann Stevens for review.

Following the leadership visit, Fernando Rosario-Ortiz and Provost Ann Stevens will make a final decision on the candidate they will appoint to the position.