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 afternoon. My name is Doctor Susan Dewoody and I'm here this afternoon representing Carter Baldwin executive search and with me as my teammate and researcher Melissa Murray. And so Melissa and I are going to be hosting this session this afternoon with you and we are, we feel privileged to be with you frankly and excited to begin this process as we are keen to listen in on what it is that you are seeking in your next. President for the University of North Georgia. So we're thrilled to be with you today. Bear with us as we are going to be learning how to navigate this with you, but we are excited to be with you virtually today and in attendance to understand who you need for UNG.
And so for a couple of housekeeping items, I'm I am told that I need to share with you, there is a Q&A box at the bottom. And if you click on that Q&A, you will be able to ask questions as well as provide responses. Most of this will be Carter Baldwin asking you questions and trying to better understand the University of North Georgia and what you're seeking. And so you'll have an opportunity to respond there to us in the comments. There is also if you would like to have captions during this, you may also click on show captions and a little CC box that there at the bottom. And so we would encourage you to go ahead and familiarize yourself with those buttons, both Q&A in order to respond and to ask questions. We would also add that you do have the feature to ask questions or to respond anonymously, should you choose to do that. And so we want to welcome candid feedback as we seek to understand what it is that you're looking for in the next President.
So let's get started. We won't delay here. We have one hour to spend with you and like I said. Melissa and I are thrilled to be joining you this morning and are excited to get to know more. Just so you know, Carter Baldwin executive search has been around about 22 years and much of the work that we do is in spaces seeking CEO's and and and corporate heads as well as nonprofit and university executives. And so we have the privilege every day of working with universities like you seeking your next leader. And so we are excited to. Partner with you and to find your next president. So here we go. Well, as we kick off today, we're going to ask a very basic question. I can tell you that in my work, and so I visited your campus on January the 13th, and it is a beautiful campus. I stayed on the square. It was lovely and so but to get to know some of your folks and and to meet your search committee, some of the things that they told us that they were looking for, they're looking for someone who's flexible. We all need someone flexible after we've been through a pandemic and and all the things right, a visionary. Someone who can facilitate faculty development, growth and vision, regional impact, 5 campuses looking for an opportunity to have greater regional impact.
A leader of all facets of the university including the cadet program, the core of cadets. And so we want to support that, play to the strengths and build on weaknesses. Someone who's a fundraiser. Again, we all understand the need for greater capital campaign ability and ability to have greater. Endowment and all of those kinds of things and so fundraiser talked about the fact that your campuses have different cultures and so understanding that and hopefully you'll be able to help us with that even more today as you may be tuning in from one of those five campuses. And so that's really important for us resource and thoughtfulness for those satellite campuses, someone who is a data-driven decision maker, a shared governance student centered action continues to advance. For success. And so we understand you have been successful and with more than 18,000 students that you'll continue to do that and continue to be successful and so. With that said, please don't feel like you can't repeat something I just said.
We understand that repetition means importance and so Melissa and I will be keen to that. So as we begin this morning, tell me about the important key characteristics that you want to see and your next president at University of North Georgia. You could also answer this as these are characteristics we want to avoid or these are characteristics that maybe aren't the typical characteristics we understand. You are one. Of the military universities. And so, you know, how does that make you different? So answer that question and let us know what are those key characteristics that you're looking for in your next president at University of North Georgia and the boxes lighting up. So we're excited.
[Q&A] - UNG has five campuses, concerned that the university is seen primarily as our Dahlonega campus. I understand that. Open forms of communication from the president down to the faculty. This needs to be a significant consideration. Supporter of shared governance and academic freedom. We are not one campus. We are five campuses. The new president needs to value our mission toward internationalization. Fantastic. These are so great. Please keep those coming in. Someone who understands that there's more to UNG than business and nursing. There are other amazing programs that also need exposure. The importance of the candidate speaking to the importance of academic freedom, shared governance, tenure, and institutional autonomy. These are so good. And you can see that we're furiously taking notes. We also have the ability to download these comments so that we'll be able to have them in the form that you're that you're sharing them, visible, approachable and engaged with the internal community. Someone who can influence at the system level for resources needed to tell the story. Love it. Someone who can work with non tenure track faculty and help to recognize the importance of all faculty roles on campus. Fantastic. A visionary. Articulate a vision of higher Ed that can foster a just society. Understanding of how the multi campus university works. Fantastic. I would like to see the military program sustained, supported and highlighted. But I would also hope to see you UNG emphasize that we are predominantly a traditional university too. Diversity and hiring of staff and faculty. Diversity, equity and inclusion is not just a checkbox. To share something that someone says, we need to avoid someone who will work only through a small committee to run the university. We understand that that shared governance, the piece of really working with all parties on campus. Servant leader who gets out on all campuses and takes the time to get to know the 2000 faculty and the staff that they represent. And understanding of large capital campaigns. Academic freedom, scholarly achievement, and a student focus. A president that values diversity in all forms. Someone who values and implements shared governance. A balance of pro stem and humanities and see how they are mutually reinforcing. Someone posted about livable wages, being able to look at the economy and understand the community and and be sure that your wages are up to par and and comparable. Fantastic. Supporter of student recruitment and the challenges the recruitment team faces with the upcoming birth and post pandemic declines. Yes, that's something higher Ed in general is facing. So it might be helpful for you to know I worked for 20 years in higher Ed, most recently a university Provost before joining the Carter Baldwin team. And so many of these things are very close and near and dear to my heart. And so I appreciate how much vulnerability it takes for you to share this information with us today. It it means a lot. We have someone who wrote in a great deal about the Gainesville campus and and the enormous potential that Gainesville has. And so we definitely will take a closer look at that comment and help to understand Gainesville. Thank you. Someone who can clearly articulate university priority and inspire collaboration between departments toward related goals.
Someone asked can I repeat the format of the meeting for those just joining. So the format of the meeting is somewhat of a Q&A, meaning you can ask questions of us in the question and answer by using the Q&A at the bottom of your screen. What we're really seeking is for an opportunity for you to be able to give comment in to us when we are asking about right now. The question is what are important key characteristics of the next UNG President. And so that can be important for us to avoid as we seek your next President, as well as important for us to pay attention to, especially if there are things that are maybe not typical things. And so as we get to understand your campus better, we understand there may be things that are special and specific that you're seeking in your next president. So hopefully that helps. Please feel free and you can comment anonymously if you choose to or you can use your name and and people are doing a mixture of both. Someone who values faculty and staff on the same level, that's incredibly important. A president that will work with the 25 other presidents in the university system to do the right thing and to fight against political tax on academic freedom that will value intercollegiate athletics. We do understand you all have some fantastic athletic programs and we are working to highlight those. And so just so you know, the information that you're giving us today helps inform a profile that we are creating. Working on in the background right now, that will be the advertisement for your next President, but it also helps Melissa and I.
So Melissa is the researcher on the team and you know, she and I work closely together to identify potential candidates. And most of the candidates that we work with at Carter Baldwin are what we refer to as passive candidates. What that means is they're not actively on the market looking. They're somewhere successfully leading. And so we interrupt their time. And we tell them about University of North Georgia and the opportunity and and that's how we find candidates for the role is working with them and looking at the key characteristics that you're giving us today. And so thank you for this. Someone who understands the place of education and democracy. Understands how the university system works and how UNG is a part of the university system that is a bit complex. And so that's that's really important. Thank you for that willingness, willingness to support growth in the healthcare programs as well as other programs. I'm really seeing a lot of focus on diversity, equity, inclusion, and so thank you for those comments. More attention to diversity black students, faculty and staff, they feel as though they are underrepresented at UNG and the university should reflect the demographics of the community. I agree with that. Valuing and respecting the contributions of staff. A president who has experience in academic affairs and has previously chaired a department.
Melissa that's good for us to hear that they would come up through the faculty side of the house in that in that case, an innovative thinker who grows with technology. A good listener. Cultural competency. I'm saying the visibility is really important, visibility on campus with students, faculty and staff. A leader who manages growth. What does North Georgia offer as a quality undergraduate institution living in the shadow of three flagship universities within an hour's drive? So we we do understand that and they were, they're referring to UVA, Georgia Tech and Georgia State. A sense of humor, friendly, easy to approach and presence. I know I like that in my Presidents to to have a, to be approachable, to have a sense of humor, you almost have to to survive in higher Ed sometimes, right? So I agree with that. Values the importance of sustainability and will implement these practices on all campuses. Oh, these are so good. Thank you so, so, so much for the input that you're giving capable of navigating Georgia politics. Really important academic I'm seeing tenure, academic tenure, academic freedom, exploitation, avoiding exploitation of adjunct faculty. I'm seeing those things multiple times as well. We will discuss the timeline absolutely. I will make sure that we have time to discuss the timeline so that so that you all can understand sort of where we are and where we will be before summer. So it's a, it's a quick timeline, someone who will retain Dahlonega campus traditions while creating new ones with the other 4 campuses. And so these, these are all so, so good. Let's talk a little bit about and and understand we will take the time to read through every single one of these but but for the sake of your. Time we want to be sure to get some more questions answered and be able to get some more feedback from you all. Tell me, what do you hope the the next president is able to accomplish in the next five years? What are those key, important things that they need to be able to whether it's programs that you're lifting, it's fundraising that you're accomplishing, what is the next five years at UNG? What are the critical things that the President needs to help you accomplish in the next five years? And saying bring all campuses together as a community. Growth without losing our tradition and identity. Raises and compensation. A new stem building. At the Dahlonega campus. More housing options supporting students facing homelessness and emergency situations. Greater financial stability. Secure additional funding from the system. Better defining who we are with a streamlined strategic plan that everyone can understand. Taking us into the next tier of research. Within the USG system. Build up the Gainesville campus with dorms and dining. Survive and manage the upcoming enrollment cliff. Space for the education program. Growing graduate education to be competitive at the state level.
This one's really important planning for demographic changes and possibly lower student enrollment without losing the quality of education. Someone who fully supports the Corps of Cadets and military program as we are one of only 6 senior military colleges. If you're just joining us and we are answering the question, what do you hope the President will be able to help you accomplish over the next five years? Strong infrastructure to support growing online programs. I'm seeing a lot about providing additional residential campuses. Specifically that comment was for Gainesville. Implementation of strategies designed to retain staff and faculty. I'm saying there's some needs for new facilities. Love that you're sharing those. That's helpful. Supporting students in the arts to the same extent as science and cyber. Navigating that man, navigating that enrollment Cliff is what is on everyone's mind and higher Ed, I think, and and this one specifically says navigating that while also supporting faculty and staff. Balance enrollment demand on all campuses. Lot of lot of comments about financial stability. Defending academic freedom? Supporting athletics. Bringing salaries to the national means. So really someone who understands how to dig into those details and and then of course also find the support for, you know, financially find the support to be able to make that happen. Follow through on this strategic plan. Help build public support for education. That approachability piece is coming back up being approachable with an open door to faculty, staff and students having a presence on all 5 campuses. And those that that is a theme that I'm seeing a lot. And so that's going to be really important as we begin talking to folks about the opportunity. Intercollegiate athletics, we're an elite division two with winning traditions. And I will tell you, I've seen just an initial draft of our graphics for it. And we have graphics on the profile about your winning tradition as well as many other things, academics and other things. But, but that is part of it. And certainly when we talk to candidates, they always want to know about, you know, what division you are, what kind of success you had, you know, those kinds of things. And so fortunately we've been able to. Read, read, a lot of the work that you all are doing in academics, in athletics and the core of cadets and a number of things because you have represented yourself so well in your materials. And so we we've been able to learn there. And then of course we're we're learning today and we'll learn for the next three days as we continue these sessions that are, you know, focused on groups within the community. OK, fundraising, increasing endowment. Fantastic. Supporting the growth of the regional campuses. Required to balance growth with providing affordable, quality education. Support for faculty research and and academic freedom.
There are more comments about the support for the non tenure track faculty. So it's it's becoming increasingly apparent that you know you have multiple different contract types among your faculty and so it's going to be important for someone to understand that and how to navigate tenure track as well as non tenure track. So understanding that moving UNG up in the tier, moving up a tier in the USG system. Faculty staff for attention. Commitment to shared governance. Mutually supportive relationship with alumni. OK, fantastic. Well, looks like we're to the end of those comments. Again, you are doing a phenomenal job and helping Melissa and me as we learn more about your institution. Tell me, are there institutions that you think either are aspirational or maybe when you're doing research about something that you want to do, who are the institutions that you look to? So, you know, I think we all can agree that we have aspirational institutions that we look to. Or even peer institutions that we think a lot of. And so who are those for you? And so if we were to look at, you know, other institutions that you think highly of, who are those institutions, would you share those with us in the Q&A box? Wow, OK, so first screen load for me, says Kennesaw. Kennesaw is the big one. Um. Georgia State GSU. University of Georgia, Southern New Hampshire University. Texas A&M. And I do think it's important for us to look at those other states that have large systems. So, so thank you for that. Purdue, Georgia, southern, Clemson, Auburn. Sometimes Columbus state that says southern Illinois. West Georgia and the University of Central Florida. And another vote for Kennesaw. Love it UNC Charlotte, UNC Asheville's honors college. Fantastic. These are so helpful. Georgia, Gwinnett, Valdosta and Kennesaw. 2nd for UCF. Love it USC. Specifically, their student success, Clemson and the University of Florida, University of South Carolina. These are really helpful. And so as we look at shaping the future conversations that we have and as we look at our research and thinking about, you know, who we should be looking at and who we should be talking to, this helps us significantly. Another one came in with Virginia Military Institute, The Citadel and Norwich, other senior military colleges. That makes perfect sense as well. Not the only thing we'll look at, but definitely, definitely something to look at. And then um. Harvard, MIT, and the University of Chicago. Let's see. University of Tennessee, Chattanooga and GC. Towson, UCF, and OU. All right.
So let's move on to the next question. And then after this question, we'll spend a little bit of time on the timeline and then see if you have any specific questions for us that we can answer for you today. So remember you can just in case you're joining us, you can use the Q&A button to communicate with us today, providing comments for the questions we're asking as well as asking questions to us and we're doing our best to to review those live as we. Go through and then. Also there are captions available. So if you would prefer to use captions, you can click on the CC box show captions to be able to utilize captions live during this during this meeting.
All right, so the next question is how will you know? That you have selected the right presidential candidate for the University of North Georgia. So what is the thing or things? What are the things that you believe you will see if you know that we have selected, you have selected the right president for your institution? Hope and optimism. I love that answer. A more diverse student and faculty staff population. Public support for diversity, equity and inclusion. Involvement of support staff and key decision making. Support for the military mission. A person who encourages everyone to do their best. Financial stability. Someone who comes to each campus for no reason other than to talk with us and hear our concerns. Supporter of academic freedom. Engagement with staff. Inclusive attitude and a good listener. Growth in programs, facilities and students. Energy and enthusiasm for the future. Experience and shared governance. Demonstrates understanding of the Multicampus mission. Top priority of student success and retention. Change in sector assignment, additional budgetary resources. Reinvigoration of leadership at the cabinet level. Someone wanting University of North Georgia to be a top academic university. Someone who's engaged with students. Fortitude, friendliness, and honesty. Willingness to physically be president and event. I'm sorry president at events that pertain to marginalized students, not just 4.0 GPA students. Servant leadership and comes from a diverse set of academic and other experiences. Transparent, authentic connection communicates with campus community and leads with integrity. I'm seeing lots of servant leader comments, so thank you for that. We will definitely take note of servant leadership being something that you desire. They stand up to political interference in academic affairs, research and teaching. Transparency about where we are and where we need to go. Someone who understands that a student's career success is the university's success. The students can recognize them and know who they are. Understands all the various aspects of Ung. Again, a plug for the focus on diversity, equity and inclusion, as well as student success and retention, absolutely increased financial resources. Someone who understands the financial position of the university.
I'm seeing multiple comments about a listening campaign. So someone who will, some have said first 90 days, some have not quantified the time, but just that there would be a concerted effort on this person's part that they would go around and spend time just listening. And certainly I'll tell you, we often give leadership resources to our candidates when we place them in and at least one of those resources talks about the 1st 90 days. And the listening and the importance of taking notes of everything that's happening around you. And I'll just tell you, I think the most successful leaders do that. And so certainly that's something that we'll be looking for in your next president. Again, another plug for you know, just retention and really retention the attrition of faculty and staff leveling out would be an important thing and so wanting to see greater retention and and I definitely understand that. Servant leadership again. Communication with all campuses. Presence in the classrooms. A good listener. OK. So thank you so much for sharing those what you know how, how you believe we will know we have found the right person. I'm going to pivot now and share with you notes from our timeline. And so we, you know, have already been on campus as of January 13th and met with your search committee and have very quickly arranged these listening sessions so that Melissa and Melissa and I and the team at Carter Baldwin Canmore familiarize ourselves with you and with what it is that you're desiring in your next president and in some cases not desiring in your next President, to be fair. And so we will spend 4, they're four sessions over the next four days. And where we will be listening for that information and to better understand what it is that you are looking for. And so we are working quickly to put together the profile that we will use to publish on behalf of the University of North Georgia and the university System of Georgia to to find your next President. And so as soon as we are able to publish that in the very beginning really of February is when we will kick off the. The full recruitment cycle for your next president and we have a number of meetings that we have said on the calendar with the search committee.
There is a a web page that has been launched by the University of North Georgia that will keep you up to date on where we are in the process and what that process looks like all the way until the end. And so that'll be important for you and hopefully we'll ask Kate or someone within your community to be able to share that that link with you, but I know that's something that they've been working to finalize on their end so that that can be you know open for you and and be able to communicate to the community in that way. And then in terms of when we will return by the end of March, we will return the candidate pool, the full candidate pool to your search committee and they will begin deliberation at that point. And from that point I will say I think the most important thing that people probably want to hear at this point is that you know, the recommendation will be made to the board and the idea is that this person would begin July the 1st. And so it is a quick process, but it will be a full and thorough process as well. And so I think that's probably what people are wanting to hear is, is what is the intended start date. When you know, will the selection happen, I believe that the board will make the decision toward the end of May. It'll be announced soon after that according to your protocols and at UNG, and then like I said, with an intended start date of July 1st, so. And. The this is the time I I'm seeing you already starting to populate with questions. So this is the time now when we would welcome you to add anything else. If there are characteristics that you've thought of so maybe you tuned in a little late because you had something else on your calendar today. If there are characteristics that you would like to share with us that you want to be sure are considered as we put together the profile, please feel free to share important characteristics that includes characteristics to to avoid or. Atypical characteristics that are not maybe a typical president and that you would see. And so please feel free to share that or if there's information specific to your campus. So maybe you work on one of the five campuses and you want to be sure that we understand XYZ about the campus that you work on and the population that you serve. So please share that with us as well. And then we did ask the question, what do you hope the President will accomplish in the next five years with you obviously and so. You know would you like to share that if you have not already and then how you will know that we have selected the right president and by we I mean the collective we have everyone on this call and and that's involved in engaged with you and G and so please feel free to share those things even if you haven't had a chance already in the Q&A box. And then now we will begin answering some questions so.
[Melissa Murray] - If I may interrupt, Susan please there. So one of the questions was where is this information about the presidential search on the website? I did add it in the Q&A box, but it is https://ung.edu/presidential-search/index.php. Could you put that in the chat? I think if you put it in the chat. Sure, everyone will be able to see it. And and there your opportunities to submit a nomination as well. Fantastic. So I'm going to just put this in the chat box, let me know if it does not show if I can chat box to open. Here it is. Is it possible? Because I'm going to start with questions.
[Q&A] - Is it possible for the position description to include us a statement encouraging women and candidates from underrepresented populations to apply? Yes, we we do include that. And I will tell you that those are key aspects of our work at Carter Baldwin as well. Not to mention the fact that we have repeatedly heard a desire for greater diversity, equity and inclusion. And so we hear that and we will. Respond accordingly. So, but yes, there can be a statement. There will be a statement on the profile that encourages underrepresented populations to apply. Thank you for that question. Where will this job be advertised? So that's a great question and let me see if I can find my notes real quick to tell you, I know that we have discussed the Chronicle of Higher education. We'll have this posting and we've been working with the folks over at the Chronicle to be sure that this goes in. At the next available publication as soon as we have it approved with the university and so that will that will be very soon with the Chronicle with higheredjobs.com is going to be important.
There are some military specific sites that we will also be posting with and we have some other places that we typically post for presidencies that are digital and digital advertising that we do as well. To support that and then we also have our own database of thousands of individuals in leadership positions and across the across the globe. And so we do also advertise within our own and send out a profile to seek interested candidates as well as nominations. And so that'll be something that we do as soon as the profile is approved as well, so. How feasible is the timeline and that's a great question. I will tell you at Carter Baldwin we function frequently on 40 to 60 day timelines depending on the the client and the and the situation. I think the timeline is feasible that the challenge will be you know when you have a large search committee and a full university the the challenge is getting navigating on both parties right and so I have no. The question that we will be able to deliver the applicant pool and everything and so I think the timeline is feasible, it is somewhat aggressive and so we will need to work quickly together and be able to stay on our deadlines in order to to make it happen. But I do believe that is a feasible timeline.
How many candidates do we refer? Just one. Oh, no, no, no. Pardon me? No, no. We actually give the full pool of applicants over to your search committee and then the search committee works together and then they follow your internal policies to make recommendation to the Chancellor and the board and so. If you mean do how many do you refer? Meaning Carter, Baldwin, we refer an entire pool of candidates. And so that can be anywhere from I I actually hesitate to quantify because I've seen him be very, very large pools. I've seen there be 50, I've seen up to 100. It really just depends on the institution and the interest that we were able to garner. But I do think this one will be one that garnered significant attention. Umm. Is one person being recommended by the search committee to the USG or many? And is Carter Baldwin screening and excluding candidates from being forwarded to the search committee? So we do some sort of vetting on our side, meaning that we're talking with people, we're sharing the qualifications that you desire, but we do, we do not screen out on our side in a search like this. This is a book search and so we actually will include all applicants. To the university from our perspective, and I don't know if there is someone, I'm not sure if if Theresa or someone from the system is here that wants to speak to the process from search committee to the university system. I want to be careful, you know, not to speak too much on that because that that is not and within. Our control, it's it's the system. See. You are continuing to to give characteristics which I really appreciate.
Someone asked the question, why do we need a search committee to find applicants? The search committee actually is not responsible to find applicants they can recommend. They can nominate you know, folks just like you can, but in terms of them finding the applicants, that's that's really not the role of the search committee. The search committee is to review the pool of applicants and make recommendation to the Chancellor and the board. And so they're they're not going to be. Finding them, so to speak, they're going to be helping to vet them and represent you and and the five campuses of the UNG system. The question is ask what specific tasks does Carter Baldwin undertake throughout this process? And so thank you for that question.
Let me share a little bit about our process. And so as I have introduced before in case you missed it, Melissa Murray is also on the call. Melissa is our researcher for this project. And so one of the things that she is already working on is putting together a profile of researchable criteria that she will be able to use to help identify and populate our our. Our database, I guess you could say that that would allow us to then reach out and have conversations with potential applicants for the position. I mentioned this earlier, but I'll mention it again. We typically talk with those that we refer to as passive, meaning they're not actively seeking a job. They're folks that are successful where they are that are usually head down and and accomplishing great work where they are and we reach out to them and share about your mission and about your institution. And share the profile that we've put together with your input and that allows us then to, you know, garner applicants. And so that's a big part of our process. And then we will turn over a full book of candidates to your search committee and then the search committee will take it from there. And we stand ready to assist the search committee. We stay involved in terms of doing due diligence on candidates that they may want to advance and so. We do have assessments that we can do and as well as we, you know, verify degrees, we do checks on, you know, background any of those kinds of things that need to be done. We do those things and we also are are happy to do reference checks as well. And so we we walk alongside and provide support to your institution as they advance those candidates and as they work with the board and the Chancellor. To assess and determine who the next president will be. And so we're there along the way, but we do not choose the candidate ourselves or I saw some questions like that and it really we will honor and support the process of the system and and of UNG.
I see someone who says they're late and gave us some feedback. We welcome that. So if you're running behind this morning we definitely understand and welcome you to include any kind of input you would like to share about key characteristics about what you hope the next president can help you accomplish, institutions that you wish to emulate, any of those kinds of things. We are glad to hear those things from you. And and so I'm, I'm just filtering through it looks like we've got a lot of. Kinda repeated the same question, so hopefully we've answered the majority of of the questions.
I am seeing some comments about you know rebuilding trust and rebuilding community after the pandemic. And I think just so you know Melissa and I work with a lot of universities and that is a that's a repeated refrain. It is a difficult time and circumstance in 2023. And so we do understand that and we will be seeking a a, a leader that can help rebuild both trust and community with with your campuses so. Definitely just want to share that with you. OK, well. For the nominations, do we need the contact information of the nominees or just a current position title? You could actually share just a name and and a position title would be helpful so we know that we found the right person in case they have a common name. If you have contact information we absolutely welcome that. Melissa's nodding makes her job a little easier. She can confirm exactly who it is that we're trying to be in touch with. But absolutely we welcome nominations and and honestly we welcome even sources so if you know of a leader. That you think is doing a great job. And perhaps it's not them that you want to be the leader of your institution, but maybe they have people in their community or their colleagues that could serve you well, or you believe they could serve you well or speak into that process. We also take nominations of sources that we can speak with and we're happy to talk with sources. Do it every single day, folks that are able to help us think through who might be the next president of UNG successfully. And and just to add to that, nominations can be made in confidence as well. So thank you. Just. And I believe they can contact us at UNGpresident@carterbaldwin.com. I'll put that e-mail in the chat as well. Thank you. You can make those nominations provide further comments to us by contacting us at UNGPresident@carterbaldwin.com. OK. Well that the question and answer box has slowed down. Are there any further questions or comments that you would like to make?
As we wrap up our time together, thank you again by the way for spending this time with us. I know this some of you have commented on the lacking the format. Some of you are a little challenged by the format. I I definitely understand and I'm grateful that you're, you know, able to be flexible with us and that you're willing to spend this time with us today. And we'll have three more sessions this week, Tuesday, Wednesday and Thursday I believe or Tuesday, no, Tuesday and two on Wednesday I believe. And so we'll continue to. Be listening and taking notes and learning more about the the five campus system that is the University of North Georgia.