Note: The following is the output of transcribing from an audio recording. Although the transcription is largely accurate, in some cases it is incomplete or inaccurate due to inaudible passages or transcription errors. It is posted as an aid to understanding the proceedings at the meeting, but should not be treated as an authoritative record.
[Susan Dewoody] - Good morning. We want to welcome you to this listening session for the next President of the University of North Georgia. And my name is Doctor Susan Dewoody, and I serve as a consultant with Carter Baldwin executive search. And we're the firm partnered with the University of North Georgia and the University System of Georgia in search of your next president. And so we consider it a privilege to be with you today, my colleague Melissa Murray, who is running. The research team for this particular project is on with us today as well. And so Melissa and I, like I said, can consider it a privilege to have an opportunity to spend some time with you and be able to hear feedback from you and input as we shape the profile and look to create the advertisement for the next president of UNG. And so thank you for taking the time to join us this morning. We know that it is a busy time in the semester as you're kicking things off and so thank you for that. Today's session I believe is going to be a mixture of community members, staff, some faculty who were not able to attend earlier and potentially even some students. And so again, just want to thank you for being here and we have held now two of these sessions and have received some fantastic feedback already. And so we just look for. Look forward to the opportunity to hear more today and to continue to learn more about the five campuses that comprise the University of North Georgia.
Let me give us a little bit of housekeeping information. And so as we kick off today, I do want to share the format for today, which is a Q&A the way that the University of North Georgia has set this up for us and we have a gracious host on with us who is helping us. In the background with technology and so the way it's set up is for. You to use the Q&A button at the bottom of your screen to be able to pose questions and also to share your feedback and your input as we discussed some very important questions and shape the profile for the next President of UNG. And so I did already have a question.
This is for external stakeholders and community including alums. That's correct. This is a session for many external stakeholders. And including alumni today. So thank you so much again for being with us. So as we get started today, that Q&A button will be where you have an opportunity to ask questions and to answer questions that we're asking you. It also provides you an opportunity to be anonymous if you choose to. And so please feel free to to share candidly and know that we're able to see what you're typing and I will share some of that. Feedback and input as we go as well as questions in the the broader scheme of the conversation today. So all right, so that's the Q&A button. If you would like to have close captioning, there is a CC button at the bottom of your screen that also may provide helpful close captioning for you if you need that. And so please feel free to turn those captions on now. We do have that available for you.
So as we get started today, I do want to share a little bit about who we are because those questions do come up. And so Carter Baldwin is an executive search firm. We are headquartered. Our main headquarters is in Atlanta. We have an office in Washington DC and then we actually have team members positioned around the US as well. We've been in business for a little more than 22 years, an executive search. We do searches for executives. CEO's, vice presidents, presidents, and we have, we believe we, we do university president searches all the time, have at least a couple going at any given time, if not more than that. Right now we have more than that, but we know that we've completed successfully more than 50 university presidential searches. And so I know that's something that you'll want to know about our background. And so we are delighted to be partnered with the university system of Georgia. And UNG for this particular search and we are enjoying learning more about you and and the five campuses and your identity, your culture, all of those kinds of things. And so we'll continue to learn those from you today. And so there are a few other things that I want to share. And so up front, let's talk about the timeline for the search because I know that obviously is of interest to you and that makes perfect sense. I will tell you that your campus has done a phenomenal job, building out a website for you to provide you with information up-to-date about the search and the timeline and what the committee is up to. And so Melissa is going to share a link in the chat box. And so bottom of your screen, there's a little box that says chat. And so if you'll open up that chat, you'll be able to see that we have a website for you. And that website will take you to the University of North Georgia Web page and it will show you where we are in terms of the presidential search and and what that looks like.
I'm going to walk through though, really quickly. Where we are in the timeline and what the overarching timeline looks like. But I will remind you that timeline is also available on that website. You can check in on that timeline at any point in the search. You may just be wondering a month or so from now where are we and that's that web page will provide you with some great information. So on that website you'll find that we met with the search committee. So Carter Baldwin traveled to Dahlonega and had a great visit with the search committee. Um, in person to talk about the next president, and we received some input and feedback from the group that day. We talked about the timeline, we set our calendars, and we worked, worked through what this whole search is going to look like from start to finish. And so that meeting took place on Friday, January the 13th. At that same time, we set these listening sessions. And so this week we have 4 distinct listening sessions where we're spending an hour just like this providing information, but mostly receiving information from those of you in attendance. And so that's what that looks like in those sessions are taking place this week, as you know, in January, February and March of this year, we will. Be actively recruiting candidates for the next president of UNG. That takes form in talking to sources of people who are in like positions or executive roles that may recommend someone. We have nominations actually, that are already coming in, and we've been working through those nominations, and we'll continue to field nominations as well. But then we also have a Melissa leads this effort for us.
We have a research team who looks. That the criteria that we set forth for the UNG president and then we actually do a significant amount of research and have conversations with what we identify as passive applicants. And So what what that means passive for us means that they have their head down, they're leading and working at an executive level somewhere in the world. And so we reach out to them, we share about what it is that you're looking for and we share the mission and the passion that UNG. And then we see if they're interested in potentially applying for the role. And so we'll do that for a number of weeks in January, February and March. And we will receive applications. And so we put those applications together and we package them for your search committee. And that allows your search committee then to review every person who has applied for the role. And so that search committee will meet in April. And they will review all of the applications and conduct first round interviews with a number of folks, a subset of those that they choose, that the search committee chooses from all applicants. And then they will actually narrow down to 7 to 9 candidates and that they will then interview in the month of May and probably early May. And then they'll narrow their selection.
The search committee will interview the 7:00 to 9:00. Narrow their selection down to three to five candidates, and at that point they will recommend those three to five candidates according to the policy of the system university system to the chancellor and the Board of Regents. And then they will interview those three to five candidates and narrow from there with the idea that they would identify your next president in the month of June. So that's really the timeline in a nutshell. And so wanted to just review that with you this morning so that you would have a sense of that. But again, that website that Melissa has provided will give you a wealth of information. And so I do encourage you to bookmark that website, hang on to that, because I do think it will be helpful for you as you progress and as you may have questions, the full search committee is also identified on that web page. So if you're curious to know who is serving on your behalf? And on the search committee, that is all listed there with their titles and roles. And there are faculty, staff, Regents, students, etcetera, serving on that committee. So please feel free to take a look at that as well. OK. Well, Susan, if I'm, if I may, there was a question about where to send nominations. I've put that in the chat as well as responding to specifically to that question, but I will say. As well, you can e-mail your nominations to you UNGpresident@carterbaldwin.com. Again, it's in the chat, but we welcome your your nominations. If if you want to talk about why you're nominating somebody, that's great too. We collect all that information and it's very helpful. So thank you. Sure. Thank you so much. Yes, we do have that nomination e-mail there. It's very simple. UNGpresident@carterbaldwin.com. And like I said, Melissa and I were already fielding nominations and questions being submitted there. And so we welcome you to reach out and make nominations. And so as we get started this morning, I already see questions and comments coming in, which is fantastic.
[Q&A] - Let me pose a question that will begin to shape our conversation this morning. And then as you're responding, I'll begin to respond to those. That have already come in and we'll continue the conversation. So easy question but something that is incredibly important to us and foundational to the search at hand is the question what are the important key characteristics that you're looking for in your next president at the University of North Georgia important key characteristics. Now let me shape this question a little bit in that you can say here's what I'm not looking for or you could say here is an A not typical or atypical. Characteristic that I think we need because of who we are at North Georgia. So I want to encourage you to to flex that question and answer it in whatever way fits best for you because we are definitely listening and we want to see what characteristics you're looking for in the next University of North Georgia president.
So as you answer those, let me go ahead and begin to answer some questions. And so I'm already seeing some comments and questions about the core of cadets and the important role. That the core of cadets plays in the history and in the existence of UNG as the Military College of Georgia. Let me just respond to you and say that first of all we have great respect for the Corps of cadets and the military identity of UNG and we're paying close attention to that. I would also add that you have someone is asking, you know, how, how will we know, what steps will the committee take to ensure that the new President recognizes the importance of the Corps of cadets. And one thing that I would mention to you as I look through here, there are a couple of representatives. On the search committee that are specifically. I will say, Umm specifically experienced with the core of cadets and one of those is Lieutenant General James Terry. He is on the the committee. And then there is a cadet Colonel Warren Walker as a student who's the brigade commander of the Corps of Cadets. They're both serving on the committee. Now there are other students, other regions, other alums, etcetera. But I do think it's important to point out that there are folks specifically responsible for and. Experienced with the Corps of Cadets that are a part of that search committee. So thank you for those important questions. Umm.
And then the next question is in what way will knowledge of the military and military tradition, that UNG in particular, factor into the selection process? And I will tell you that obviously a main part of the identity of the University of North Georgia is the military college identity. And so we certainly aren't going to shy away from that and sharing about the university, about the university being, you know, one of six military colleges, you know, there are a number of things like that. That we are fully aware of that we are including in the profile and the advertisement. And then obviously you know individuals with familiarity with military or military background themselves would be encouraged to apply, but it would not be only those folks that are encouraged to apply. So I do think it's important to establish that we are aware of that identity and we are very much including that as a part of the materials and the advertisement and the conversations and the research. So thank you so much for for sharing those things.
So getting to the characteristics, it looks like some have come in dynamic leader who will uphold traditions of the past while seeking to move UG into the future. I think that's said very well by the way very well stated and I couldn't agree more and I think it aligns with some of the feedback that we already receiving. And so thank you for that. Listen seeks feedback open to new ideas visible and present. I will comment on the visible and present. Um, specifically because in in each of the listening sessions thus far, Melissa and I have noted the importance that has been stated of the next President being present on each of the five campuses and being a part of the culture, a part of the leadership and really embracing the staff and faculty on each of the five campuses. So thank you for the visible and present. I think that's important and I'll just add to to that that the the Faculty staff. The students so far have really pointed out that they want this President to be visible on all 5 campuses. Engaged in the region, state and nation and helping to develop and retain the best faculty, staff and students. Let's see here. Just some additional you know plugs for the Corps of cadets and and we definitely are aware of of your core of cadets and their accomplishments. And so we definitely are looking for someone who has a a deep appreciation of military programs and what that can mean and so thank you for that additional comments have included flexible and objective and innovative thinker. Supports the military aspect and values the leadership development at UNG.
Let's see. There is a question about when the final nominees are chosen. Will there be a town hall meeting to talk to the candidates? And I'll say that any of that kind of communication will come from the university system of Georgia. And that website that we shared with you will be paramount in you being able to have that information and knowing exactly what kind of activities would be conducted with any of the finalists as they get toward that part of the selection with the search committee and with the system. Administration and Chancellor, so that's great. Continuing on with the characteristics high moral and ethical character, someone who can stand up to pressure from others. As strategic representative of state demographics, forward thinking and willing to modernize through technology. I will say the next statement says something about servant leadership, and that is a thread that I've noticed throughout as well and that we continue to see the desire for someone who is a servant leader. And so we've definitely noted that. So they're looking for someone who leads with humility and that also sees themselves as a servant leader. And so we will definitely note that in the profile as we see throughout each of these sessions, that's been a common thread.
The next one says someone who's experienced and and responsible for athletics. It's another special population with rich history at UNG. And I will say as we're beginning to build out the profile, we have noted not only the accomplishments of your athletics programs, but also the importance of those NCAA Division Two athletics and the Peach Belt Conference and and all of that. So yes, that is absolutely a part of the profile and we'll be a part of the conversations that we have. With the presidential candidates. A recent graduate has written in and said they would like to see the new president have experience with teaching at the university level. And so I think that's fantastic. UNG has always been focused on student academic success and it would be beneficial for the President to have experience in that setting to better prepare them for the job. And so I will say, you know, obviously we will be talking to people who have traditional academic roots as well and who have come up through academics and teaching and I will say. That even some of the the military candidates that we've been looking at in our research, many of them have teaching as well at academies, at military schools, et cetera. So I think the value of teaching is important. So thank you for sharing that.
A question did come in that says, where do we put the characteristics we want to see in the new President of UNG? You put them in that same box where you posed the question. So that Q&A box at the bottom of your zoom screen, if you click on that, you're able to type in that box and that is exactly where you can enter characteristics that you are looking for. OK. Experience with diverse communities, I will say diversity, equity and inclusion has come up in each of our. This is now our third listening session. And so we understand the need for the President to grow the diversity of the of the university that faculty and staff want to match the students in terms of diversity and that there's a desire for that in the Community. And so thank you for sharing that characteristic. Excellent communicator. Supporter of student athletes and athletics. Transformational leadership will be important for this individual. Demonstrates an understanding of the global nature of current and developing international student exchange programs. Ability to embrace and guide character of all the campuses. Willingness to work across the region. A great communicator, a community partner. Must totally commit to the understanding of the history and traditions of the college, specifically the core of cadets. Someone who listens respectfully and with introspection. A track record of successful fundraising, this is another thread and that's been common in the three sessions and I will just comment, we do recognize the need to raise greater endowment to raise greater scholarship funding and and to obviously raise funding for special projects at the institution. And so definitely a fundraising is a part of the profile and so thank you for sharing that. Transformational, not transactional and authentic leader who's visible and approachable. Someone who can speak to the importance of foreign language and cyber programs.
Another comment about building the funding for UNG. Being visible. Able to bridge the gaps between the campus cultures across the breadth of the university. And so one thing that Melissa and I would ask of you, we are hearing that the five campuses have sort of distinct culture as you have distinct locations. And so if you would share with us if you're from one of or which of the five campuses and you represent and what characteristics are specific to your campuses, I think would also be helpful to us as we seek to learn and understand the distinct nature of the five. Emphasis. And we're looking for a proven philanthropic leader. There is a question that's come in, well, our search mainly concentrate on candidates who come from academia at this point in time. No, not only people who come from academia. As you can imagine, a university presidents do come from a host of different backgrounds. And So what we're trying to do is key in on what are those key characteristics and experiences that would shape who is the next president at UNG. And so no, they would not only come from academia, though there may be some that do. Some of the candidates. Can bow can balance the value and history of the core with a large non core alumni and student population, which is another thing that we've heard understanding. You know, the distinction between a 700 or so core of cadets and the 18,000 students in the larger population. I'm looking for someone who's a good listener.
Who can integrate you UNG into the community and make the community feel welcome? Looking for someone who could be an arts advocate? Someone says a CEO. Someone willing to grow and learn, navigate, change. And change the mindset of this is how we've always done it. Visible across all 5 campuses. Someone who will lead efforts around racial diversity within the communities and on campus. Increasing the number of faculty and staff of color and helping the communities understand the importance of this. The five campuses are different. They need to maintain and expand those identities. One size won't fit all that's helpful. A leader with presence who walks in a room and everyone knows it can raise 1,000,000 millions of dollars. Committed to the military and their heart. Not afraid to leverage history, transform the future of digital economy, and think like an academic and a business leader. I think that in of itself may be a whole job description, so thank you for that. A transformational leader who's demonstrated the ability to build a college within a university system. Respect academia. Support academic freedom. And then the candidate should be open to expanding the core. Demonstrated ability to support underrepresented and underserved student populations and a track record and diversifying staff and faculty. So we we definitely hear those things. And you can see, Melissa, noting and the the other nice thing about the way that this is set up, the way UNG and the USG system has set this up for us, we'll actually be able to download all of the comments so that we have a record of them and are able to go through them even more deeply after this session is over and because they come very quickly.
As you can imagine during this hour, but we'll spend time really reading through and thinking through the meaning and the and the information that you're bringing us. So thank you for that. Someone who's kind, understanding and empathetic, yet transparent and honest. And this says this is from the Dahlonega campus. Key aspect is someone whose values, tradition able to make changes that benefit all, not just a specific group. This person says they're proud to say that they're an alum, so a president who would understand those deep roots that many have, and that's great. A leader that will unite all the campuses into one culture as it's done at other multi campus universities.
I'm from the Cumming campus, an area with a highly talented K12 student population looking for opportunities to partner with secondary Ed support technology and automation pathways, as well as entrepreneurship developments. And then another person has said we need help with the financial challenges. And I honestly, I think that is a very common underlying idea among many colleges and universities right now that there are financial challenges. And so we definitely understand that and that is certainly part of the conversation. I'm being asked questions again about the interaction of search committee and the finalists and and that sort of thing. And I would just redirect you again to that page as that will outline any interactions and events that will be taking place with the finalists or I'm sorry, with the candidates and the search committee as they recommend finalists to the board and the Chancellor. OK, so more comments coming in. The new president must be able to hit the ground running. Team building, community involvement and selfless service are a must. A leader with an advanced understanding of leading a USG institution through upcoming budgetary challenges. Not sacrificing the history and pride of 1 campus. Because of the profile realities of the other campuses. Someone who supports and understands rural student enrollment and the challenges that that students face in rural areas. Someone who will fight for equity for low socioeconomic and underserved student populations. Focus on teaching excellence. Recruit and potentially upskill faculty who would have the credibility and experience to ensure high quality experiences in the classroom. Ability to work with the university system of Georgia and the Board of Regents.
The President should be strong ethically, not willing to let unethical things slide. Recruit faculty who are willing to include students and research activities. Absolutely, absolutely. OK. So it looks like we've come to at least the end. I don't want you to ever feel like in this time that if something comes to mind about a characteristic that you can't share it because we've moved on to another question. We do welcome you to continue to share characteristics as they come to mind and we will continue on as we ask additional questions of you today. The next question that we want to ask you is how will you know that the right presidential candidate has been selected? So what are the signals and how will you know that the right presidential candidate has been selected? Can build a leadership team. This person says needs to be leery or cautious of more growth. The college has gone through massive growth during the last 30 some odd years and has done so gracefully. Let's build on what we have, core recruitment, academic programs, etcetera.
How will we know we have the right candidate? They understand and advocate the value and importance of UNG's national designation as a senior military college. And promotes the designation designation, excuse me, as a military College of Georgia and as a university system of Georgia Leadership institution. Another person said growth in the core of cadets. We'll bring excitement and vision for the next 5 to 10 years. The next president will be representative of the demographics of the state. And retain the tradition of the corps that has been integral to UNG since its founding 150 years ago. And the next one says time will tell faculty and staff attrition will slow down and I will say we've heard that in other sessions as well. And so we understand the need for greater retention among the faculty and staff. And so that is certainly something that we've noted. So thank you for, for your willingness to share that.
We do recognize that it takes a bit of vulnerability to share from your perspective and so we want to honor you for that and say thank you for spending time with us and being willing to share those things that are very important to you. We we do not take this conversation lightly and are absolutely noting each of your comments and and each of your inputs. So thank you. How do we know the right president has been selected if they put the right team in place? Grow cautiously, respect tradition. Put academics before other programs like athletics in the core, but still see the importance of athletics and the core. When the college continues, excellence and leadership promotes the college draws in community and businesses through the state and that professors would want to teach at UNG. Integrates the core into UNG as a whole, not limiting it to 1 segment of the university. Has a plan and can articulate what needs to change and what should be built upon. Leverages within all of UNG the leadership principles taught and practiced by the court. Gains unanimous consensus of the search committee. Board of Regents and chancellor. So all of that was together. Sorry, Search Committee, Board of Regents and Chancellor. And we will know the right candidate has been selected when they're seen as engaged in the Community, seek to meet with business leaders, community leaders, etcetera continually. So thank you for that. All of these are very important aspects of how we'll know that you've selected the right next president. What do you let me let me go ahead and pose another question and again you can continue to respond to the question about important key characteristics as well as how you will know the right presidential candidate has been selected as we move forward.
I should also add that if you happen to join us late, you're you're welcome here and we're glad you've joined us. Please use the Q&A box at the bottom of your screen to respond to these questions that we're asking. And also to pose questions, we will have time for questions at the end as well. And so we would just ask that you would use the Q&A box to communicate with us. There are two important notes in the chat. Box 1 is the website for the search committee information and for the presidential search updates. And so we want you to take note of that Web website location and bookmark that for future reference. That's where you can see the timeline and updates of any information as it pertains. To UNG presidential search also we would have you note the UNGpresident@carterbaldwin.com email address and that is how you can communicate with Carter Baldwin make nominations for the next UNG president. Both of those items are in the chat box. So that's just a little housekeeping in case you've joined us recently and will continue on in the conversation. This next question is what do you hope the the next UNG President will help you to accomplish in the next five years? So what are those important things that are top of mind that you believe UNG needs to accomplish in the next five years with the leadership of the next president? And as we wait for those to come in, I'll just share a few more comments that were made. Credentials are important, but the ability to produce results, exude leadership, build aligned, build an aligned, productive team will be the proof in the pudding.
Over the next five years, we'll know. I'm sorry, not over the next five years, the next president should help accomplish these kinds of things. Championships by athletic teams, growth in the core of cadets. Better student retention and graduation rates. Provides the leadership and means whereby the core is widely recognized for its excellence in producing the nation's next generation of leaders. Making UNG a regional and national brand. And I will say to that commenter about the regional and national brand, that is also a thread that we have heard repeated in each of the sessions. And so we do know that someone who understands what that means and how to lead you forward in that way will be important. The next one is, is a bit of a lengthy comment. Our next President must lead us into the future from a vision with from a vision with matching strategy that leads to the future. And they talk about the person being a transformational leader who authentically engages the community of internal and external stakeholders. Assesses the value of creating a separate college focused on leadership and military studies.
The next one is an important comment about financial status and financial gains we need to stay afloat. Given the budget crisis that the state is is handing down. How do we get through without losing the best faculty and staff and pay livable wages and offer the the classes and best experiences for students to make them successful? We definitely hear that. And again, I would just say to you and our work, unfortunately George, it's not isolated to Georgia and we're seeing that across a lot of the institutions that we serve and the leaders that are stepping up to lead our people who are cognizant of that. And so we will make sure that there is awareness of those challenges for for certain and the ability to lead forward in those challenges despite funding and other other challenges that universities are facing. Potentially reduce the cost of attending UNG, find scholarship money for a greater number of students and streamline administrative operations. And I will say we've definitely heard the fundraising side of things, a greater endowment, greater scholarship, you know, funding as a part of this. And so we know that fundraising will be an important aspect of the role. Continued comments about supporting and building, you know, the the military college identity and and the Military College of the Future being able to sustain and continue to be strong among the six senior military colleges.
Elevating UNG from State University to regional status. I do know another thread that we have heard is just, you know, continuing to provide competitive wages for faculty and staff and being able to assess, you know what what compensation should look like and being able to to move that forward. So we know that that is an important aspect of this leadership and being able to lead others into being able to assess and make those changes as well. Umm. Specifics about endowment building greater population of of core of cadets UNG as a national brand. A campus of enthusiastic faculty, staff, students and alumni. These are great comments by the way. Thank you so much for spending time with us and and giving us some great information today. I see again, you know, modernizing the core facilities. Inspiring alumni to reengage with the institution and give with higher and more regular frequency. Improve alumni relations, and so we will definitely note that. And that that comment continues to talk about improving connections with local businesses, the Community, strengthening faculty and staff loyalty and community and then navigating partnerships with high schools and and other schools as pipelines in to the institution.
Committed to improve facilities on all campuses and to build new facilities. UNG is UNG not by campus and having differences in tuition fees, support services create unity. Becoming a prestigious university who values the right student, not just a place where students go and then transfer a place that they want to stay. We definitely understand that. Another vote for moving from a regional to a national brand. And so we definitely understand that you're asking that this person be able to elevate the institutional brand and and the institutional identity. Invigorate leadership and create trickle down to Deans and department heads. Increase the buy in of the institution. Someone who understands branding and can clearly articulate what sets UNG apart. This person also talked about without a big D1 football program, the core is the star in the crown. OK. Well, as we continue to look for additional comments, remember that you can share a key characteristics that you're looking for in your next President, how you will know if the next presidential candidate is selected or what you think the person should accomplish in the next five years. Umm. Make movement on funding and build a new STEM building as a as an accomplishment in the next five years. Reconsidering your athletic division reclassification. Be highly engaged with Atlanta and statewide business leaders.
Making UNG national military brand much like other senior military colleges. OK. So as these are slowing down, let me go ahead and add that we would welcome your questions. So what questions can we answer for you today as we wrap up the hour that we're spending together? And again, we'll continue to take comments and input feedback from you about the next president. And so please feel free to share input, but also if you have questions, what questions do you have? A few more comments that are coming in while we look for questions create a culture of inclusion and collaboration among the leadership team. Support digital transformation to ensure UNG technology is up to date. There's a question about the makeup of the search committee and what I would say to you is that that would be a great question to ask of the university system leadership. We we did not speak into the makeup of your search committee and that is something that is governed within your system and and for the University of North Georgia. And if you're wondering and while we wait on some additional questions, I will say that you can go to that website that is listed in the chat box and that will give you any search updates and news anything that that has happened since the last time you checked. It outlines these listening sessions that we're holding this week, a timeline of events. And so you'll know from the very kickoff January 13th to the final decisions being made in June. Um, it'll show you what is happening on that timeline. You have the opportunity there to submit nomination and those nominations are submitted to UNGpresident@carterbaldwin.com. That e-mail address is also in the chat box for your convenience. You can submit feedback there as well. And so again that website will be a great resource for you as as you may be wondering what's happening with the search as the months forward.
OK. So another question asks how does Carter Baldwin recruit or source diverse candidates? And the good news that I'll tell you is that we have a database of thousands of individuals that we are in Community with. And it could be that we've placed them, it could be that they have been a resource for us and it could be that we are aware that they are a successful executive leader somewhere. And so part of the work that we do is that we maintain this large database that is specific to Carter. Baldwin, but in addition to that in the vein of of sourcing, I will tell you through the listening sessions we have made sure that we have encouraged in in a line, encouraged women and minorities to apply to the position. But in addition to that, we have a diversity package that we're working on in terms of advertisement and so putting the advertisement out in places where diverse candidates will see it as well.
As Melissa works to research and to surface the very best candidates among who are include diverse candidates, women and minorities. And so we will continue to work to strengthen our database and the publication of advertisements and the outreach that we have to reach those candidates that I'm like we said earlier, could be passive. They may be somewhere with their head down doing great work, not really thinking about. With their next thing could be and so Carter Baldwin, we reach out to them actively and have conversations with them, bring them into our community and share about opportunities like being President of the University of North Georgia, so. What has surprised us in this effort so far, and what have we learned that we did not know before? Well, I'll just tell you. I am a native Oklahoman. I'm not from Georgia. My background is 20 years in higher Ed, most recently a university Provost before joining the Carter Baldwin team. I'll say what's surprised me is just learning the identity of the five campuses and understanding more deeply about your university, being able to visit their in person and. And be able to see the great work that you all are doing and just looking for the opportunity to find your next President has has been great for us. We've been really energized by working with you and we're just looking forward to continuing to get to know you better and to represent you well to the population that we're recruiting.
Again, couple of comments. Go ahead Melissa. Yeah, I agree. I'm actually live in the Atlanta area. My daughter is a student, a junior at the University of Georgia in Athens and we know a lots of and I've got a son who's a Berry college and we have lots of. Friends. And friends, children who are at University of North Georgia. And I honestly did not know about all 5 campuses, so that was. Really surprising to me and I think it's, it's we've got, I've got written 1000 times in my notes. So that's something that needs to be considered certainly, absolutely. So the another person is asking what role does the Board of Regents have in the selection process. So if you look at the timeline which is on the web page that we've referred to in the chat box, the the the Regents show up on the timeline. So it it will have it's by month and each month has responsible parties who are working with the search and so the Regents come on the scene so to speak in the timeline in May. When they interview the three to five candidates that the search committee has recommended to them. And and from there you know that that is when they come on the scene and have a hand in the selection process. See. I think this is a great comment to share. My daughter is a top student at her high school. She believes that UNG is a safe school and not known for being hard to get into. So maybe the rigor around acceptance needs to be tightened or the emphasis on the whole student, not just academic, needs to be communicated. That's helpful. Thank you for sharing that.
There's a question about how many candidates does Carter Baldwin anticipate bringing to the search committee? That's a great question. I'll tell you every presidential search is different. You know, I have seen presidential searches with forty really great candidates. I've seen them with more than 100 great candidates. And so I think it really depends on, you know, timing. It depends on the identity of the university. It depends on a number of things, I will say. That already we've had a great amount of interest in recommendation and nomination. And so Melissa and our research and admin teams have been really busy building those nominations already. So I do think that it, it looks like this is going to be a great search and we certainly are going to put our work in and we're seeing already in the research that we're working on some really great potential candidates. And so I don't know that I can say a specific number, but I will say. But I think this is an exciting opportunity for someone and there are a lot of great, qualified folks out there that we'll be talking to and to help them see the opportunity to lead as the next president. So there is a question about what happens after this webinar.
Is there a transcript available? That sort of thing, anything like that will be communicated through from the University of North Georgia University system administration, through that presidential search and update a website that we've told you about. The question was Carter Baldwin involved in any of the past searches? I'm assuming you mean with the University of North Georgia or the system of Georgia. And if that is the question, no, this is our first search with the university system of Georgia. And for University of North Georgia most recently from a university system perspective, we've worked in the system of North Carolina. We have completed successfully more than 50 presidential searches. And as I mentioned early on in the call, I think we usually have at least two to three university president searches going on at least right now at any given time. And so it's something that is very much a part of the identity of our search firm and and the work that we do. And so I will say that we're very excited to be a part of this system search and search for the for the next UNG president and you all have been great to work with and so we've really enjoyed. These sessions that we've had this week and you're giving us just. Fantastic input, feedback and questions. And where are some of the sites where advertising for candidates, so the chronicle of higher education, we've already started working with them. So you have to work with them a little in advance to queue up that you're going to have an advertisement for their next publication, as you can imagine. And so we've been working with them and we will quickly put that advertisement together once we have finished these listening sessions. And so we're, we're working. Tangentially with them, so. So chronicle of Higher Ed will have a posting higheredjobs.com, which is a very popular place for State University postings as well as we have a whole package of diversity hiring websites and advertisement that we work with an advertising firm that helps us place those. And so we have a whole package there. And then of course we have our proprietary databases of thousands of executive leaders. That we will send to and we'll send out to them and ask them either to consider the the opportunity or to nominate someone from their from their own network. And so we get great leads from all of those aspects of of the advertisement and sharing of the profile and and that sort of thing so. Hopefully that helps.
Continuing to share characteristics which we will absolutely note as we come to the top of the hour, though, I want to see if there are any other questions. That we can answer. Diversity includes first generation LGBTQI plus residency, academic backgrounds, veteran status, religion, etcetera. Recruiting in places that reaches these kinds of potential candidates is also important and we agree with that. Absolutely. And someone asked how were we chosen as the search firm. I think that's a great question for the university system. You know, we do our part to respond whenever there's an opportunity to put in a proposal. But I think the university system can best answer how they selected us. I can just say we consider it a privilege to be selected and we take this opportunity very seriously and are and are excited to be partnering with you. OK. So I think that's it. There's a question about will there be one posting or multiple ones targeting different people. Will the posting be added to the search website so all can read the answer I believe will be yes. I think you're asking will the profile be on the UNG presidential search page? We have not. I don't have that as a as a certain fact, but it's very common for institutions to place that there. So what ww produce is a multi page profile of the university and you can imagine it reads like a digital magazine or publication. When you click on the link and it will go through the background of the institution and the background of the campuses and it will also highlight the job description for the next president and then of course give information about how someone can apply for the role. And so that will be what we send out to potential.
Candidates, it's what will be publicized in the advertisements and we certainly can work with UNG and the university system administration to ask that that be placed also on their presidential search page. That's fairly commonplace. And so I definitely could see that being part of that. There's a question about how alumni will be asked to participate in the search. I sound like a broken record. I don't mean to. But please do. Stay tuned to that presidential search and update page. And that is how communication will come out from the system and the search committee and help people to understand what roles they will play and how that process will play out internally within the University of North Georgia. OK. So we are at the top of the hour. I want to be respectful of your time. And just once again, thank you for spending time with us today. Remember, you can reach us if you need to at UNG president at carterbaldwin.com. And Melissa and I again are just grateful for the time that you spent with us today and we hope you have a wonderful day today. Thank you.