BOARD STRUCTURES, COMMITTEES, AND MANDATE

ATTACHMENT I:

POLICY FOR APPOINTMENT AND ROLE OF PRESIDENT

1. Position:

The President shall be the Vice-Chancellor and Chief Executive Officer of the University.

2. Appointment and Review:

The President shall be appointed by the Board of the University on the recommendation of the Governance Committee.

The President shall hold office in accordance with a contract of employment authorized by the Board of Governors.

Performance review shall be conducted annually by the Governance Committee of the Board, normally completed by the end of March. It shall follow an established process and be based on the stated responsibilities which comprise the job description, and shall normally review goals as agreed upon previously, monitoring progress in the accomplishment of those goals, plus agreeing to desired accomplishments for the year ahead.

3. Role/responsibilities: The President of Crandall University together with the Board of Governors is charged with: 1. Overseeing the global vision, general governance, policies, and financial and

academic affairs of the university; 2. Defining and articulating a vision of the University and its long-range future

The President, as the Chief Executive Officer of the University, is responsible to: 1. Act within the Executive Limitations specified by the Board. 2. Guide the day-to-day management of all the resources of the University so that its

collective goals are implemented with wisdom, integrity and dynamism. 3. Give leadership to the spiritual life of the University. 4. Serve as a member of the Board of Governors and its executive:

a)ensure that the global vision, ends policies, and directives of the Board are executed. b) report to the Board on a regular basis as to the financial, spiritual and academic life of the university.

5. Serve as Chair of the Senate. 6. Serve as the Chair of the President’s Cabinet. 7. Exercise control over the financial affairs of the University which includes:

a) taking responsibility for the preparation of the annual budget b) assuming responsibility of securing financial resources to meet the budget.

8. Represent the University in the constituency, to the denominational council and on the various boards and commissions of the denomination as appointed.

4. Term of Office:

The normal term of office will be five years. The Board retains the right, on a one-time basis only, to extend the period of a President’s term up to a maximum of two years, upon recommendation of the Governance Committee.

5. Eligibility: The ideal Presidential candidate will:

be a vitally committed Christian whose doctrinal beliefs are in accordance with the 1905 Basis of Union of the United Baptist Convention of the Atlantic Provinces (now the Convention of Atlantic Baptist Churches) and with the Statement of Faith of the University;

demonstrate lifestyle standards consistent with the prevailing moral standards of the Convention of Atlantic Baptist Churches;

be or become a member of a church affiliated with the Convention of Atlantic Baptist Churches;

possess a doctorate; have had successful administrative experience at the university level; have strong interpersonal skills; be an excellent communicator, organizer, and visionary servant-leader; be committed to the mission of Crandall University and be enthusiastic about

integrating faith and learning; be committed to the liberal arts, sciences, and professional studies leading to

careers of service in society and church; be committed to resource development including fundraising, personnel, and

collaborations; be committed to students, their development and life-long learning.

6. Vacancy:

If the President ceases to be eligible for office or is permanently incapacitated, he/she shall thereupon vacate his/her office. When a vacancy in the office of President occurs, the appointment of a successor shall be made in the manner set out in section 2 above. On a temporary basis, the vacancy shall be filled by the Vice-President Academic performing the functions of the President with all the powers of the President and subject to the same executive limitations until such time as the Board appoints an Interim President or until a full appointment can be made. In the event that the Vice-President Academic is not able to fill this position on a temporary basis, the Board may appoint the Vice-President Finance, or other suitable person.

(updated February 2009)

CRANDALL UNIVERSITY PRESIDENTIAL SEARCH PROCESS

ATTACHMENT Ia:

A Presidential Search Committee will normally be formed in anticipation of the completion of President’s contract, following the resignation of the President, or if there is need for sudden or emergency succession of the President. It is anticipated that the normal search process will take from one to one and a half years before the new President is inaugurated and assumes office. Should the incumbent leave office before the Search Committee has completed its work, or if the transition occurs as a result of emergency succession, it shall be the responsibility of the Board of Governors to appoint an Interim or Acting President who shall be able to serve until the new President assumes office.

COMPOSITION OF SEARCH COMMITTEE

The Presidential Search Committee shall be comprised of the following:

1. The Chancellor of the University 2. The Chair of the Board 3. The Vice-Chair of the Board 4. The Secretary of the Board 5. The Chair of the Governance Committee 6. The President of the Crandall University Student Association 7. The Executive Minister of the Convention or designate 8. A member of the Faculty appointed by the Crandall University Faculty

Association 9. A member of the Staff appointed by the University Staff 10. A member of the alumni (as appointed by the Board)

The Search Committee shall normally be chaired by the Chair of the Board. The Committee as constituted at the time of formation will continue as the Search Committee throughout the entire process, regardless of whether or not an individual’s term on the Board shall end part way through the Committee’s mandate. Should it become necessary for any individual to leave the Committee for any other reason, the Presidential Search Committee shall recommend to the Board whether or not a replacement should be sought, weighing the effect of non-representation from any sector of the University community against the impact on the Committee of integrating a new individual into the process at any given stage in the Committee’s mandate.

PREPARING THE PROFILE

The first task of the Presidential Search Committee shall be to prepare a profile document which outlines the position as described in the University’s documentation, provides a listing of attributes and skill sets considered to be essential for the new President to possess to lead the University in its next stage of development, and which provides overview information on the University itself as to its current status and opportunities for the future. The process of preparing the profile shall normally be a collaborative process that allows for input by all facets of the University’s stakeholders, including the churches and council of the Convention of Atlantic Baptist Churches, alumni, donors, students, staff and faculty. The Committee may elect to engage an external consulting firm to assist with the development of the position description and university profile, plus advise on processes. The decision to engage a consultant shall be made by the Search Committee provided that it fits within the cost parameters established by the Board of Governors for the search process.

ADVERTISING OF POSITION

Upon completion of the position and university profile packet, the Search Committee will advertise the position and invite applications and submission of names of possible candidates. The Search Committee has liberty to choose whatever methods it considers appropriate to the time and need, including but not confined to advertising in various media, the University’s website, Christian and non-Christian publications, Christian and secular university bulletin boards, plus distributing the profile to a cross-section of Christian leaders to seek names of potential candidates. The Committee is not under obligation to advertise in any specific way or publication, but instead to meet s standard of exposure for the position that allows for adequate awareness to attract the attention of individuals who would be potential appointees with the capability to serve successfully.

THE SEARCH PROCESS

The Search Committee shall assess applications plus review the names of potential candidates who have been recommended for consideration. After quietly researching recommended names, the Committee shall decide whether or not to invite any such individuals to submit a resume. From the list of potential candidates, the Committee shall create a short list of candidates for a first stage interview. The short list may range from two to five candidates. The first stage interview shall be conducted primarily to establish the ranking of individuals for the next stage interview, and therefore is an important step in the selection process. The first stage interview process must be designed so as to sufficiently provide the Search Committee with adequate information and exposure to each candidate so as to be able to rank the short list of candidates. It should be noted, however, that the Committee has liberty at any time to remove a candidate from

its short list of potential appointees. The Committee is at liberty to choose whatever means it wishes for the first stage interview, whether on-site visits, or interviews conducted by teleconference or internet (Skype). Ideally the Committee will use the same means for all interviews in an effort to be as impartial as possible, and as fair as possible to each candidate. The first stage interview will normally only include an interview with the Search Committee itself. Upon establishing the ranking of the short list of candidates, the Search Committee will proceed with a second stage interview with the top two or three candidates. The second stage interview will normally include a visit to the campus and is intended to identify for the Search Committee the individual the Search Committee judges to be the most suitable candidate. This stage of interview may include people/groups from beyond the committee itself. However, during this stage of interview the Search Committee will make every reasonable effort to protect the identity of potential candidates whereas more than one individual may be under consideration. Following the second stage of interviews, the Search Committee will rank the prospective candidates, and beginning with its leading choice, will normally only deal with one candidate at a time. Following a full stage interview, the Committee will advise the candidate that it (a) desires to recommend the individual to the Board of Governors for appointment, (b) is not prepared to recommend the individual to the Board of Governors for appointment and considers the process with this individual to be completed, or (c) is not prepared to recommend the individual to the Board of Governors for appointment at this time, but wishes to conclude its decision following an interview with a second candidate if the interviewee is willing to remain in the process. The full stage interview will include not only an interview with the Search Committee, but also interactive sessions with the faculty, the staff, students (when possible), plus the Board. The on-site visit will also include a session with a Compensation Sub-committee of the Board that shall include the Chair of the Board, the Vice-Chair of the Board, and the Chair of the Governance Committee wherein all matters relating to salary and benefits expectations of the candidate will be discussed. The Search Committee shall receive feedback from the various interactive sessions as part of its deliberations and may wish to address with the candidate any items that result from the sessions. If the Presidential candidate has a spouse, the spouse shall also be invited for the on-site visit and time shall be allotted for a tour of the Greater Moncton area for the candidate and spouse if they are not familiar with the area. When the Search Committee is prepared to make a recommendation for appointment, it shall secure from the candidate the individual’s permission to allow his/her name to go forward, and upon the candidate’s willingness, make presentation to the Board at a duly called business meeting. The search process is completed when the Board of Governors votes to appoint a candidate as President. The Chair of the Board shall advise the candidate of the Board’s decision.

COMMUNICATION THROUGHOUT THE SEARCH PROCESS

The Search Committee will be responsible for providing updates to the Board and other stakeholder groups throughout the process as to the progress of the search process itself. The Committee shall seek to protect the privacy of every individual it considers as a candidate and shall only formally announce the name of the successful candidate (recognizing that groups engaged in the full stage interview will be privy to the identity of any candidate who reaches this stage of consideration.)

ANNOUCEMENT OF APPOINTMENT

An official announcement of the appointment of the successful candidate shall be made by the Chair of the Board on behalf of the Board of Governors and the Search Committee and released to the Convention of Atlantic Baptist Churches and the media. (Approved September 25, 2009)