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[nolyingsock]

What advice can you give to the search committee looking for an outside chair? What would attract you to apply for an outside chair job and what would be red flags that would prevent you from applying or accepting?

We are a regional state university with a few Ph.D programs in other colleges, but only M.S. level programs in this college.  Our university has had bad experiences with hiring outside chairs this past decade.  Of the five outside chairs hired in our college the last 10 years, only one has done what they were hired to accomplish and made positive improvements to their department (and they turned out to have not been qualified to have been hired in the first place, and forced to resign!). The other 3 of the remaining 4 have had negative effects on their departments, and the last had no net effect.

My department, however has been had a succession of ineffectual to incompetent chairs (from within) combined with a truly toxic dean (recently replaced) that has left us needing new leadership.  We have no currently tenured faculty that would be acceptable to both the current admin. and the department. After several years of requests, we have finally been approved to search for an outside chair.   Needless to say we are nervous about this so any advice is appreciated.

[digger]

What would attract me? Honesty. Seeing an ad that speaks of the land of milk and honey, then, after a quick web scan of college and department documents indicating specific problems - I would decide you were  less than honest or completely out of touch and decide to not play.

Aside from the obvious -- collegiality, administrative skills, etc. Be very clear about your needs. As a department, first itemize your perceived needs and then have a frank discussion with the Dean to ensure your agenda matches their vision. Not advertising your expectations while passively hoping things will improve (with no indication of what "improve" really means)  will guarantee failure. Its unlikely your new  chair will be all things to all people. Make sure the candidates strengths are weighted to your needs. Setting up a rubric based on your advertised punch list will prove very useful... In my case, having been hired as an outside chair - after arrival - it was evident the promise was quite different from the truth. I found it very difficult to balance the Deans  agenda (academic wetwork) and pulling a hyper-tribal faculty into a cohesive unit.  I am closing in on a decade here so I must have run the gauntlet well - but - I really wish I knew exactly what I was getting into before signing on. Luckily I had a skill set to navigate these problems but I could have just as easily crashed and burned during my first two years.

[tenured_feminist]

Be prepared for a long search. It's worth it to wait to make a good hire if you don't draw a decent pool the first year you run the search. Satisficing is a mistake in this situation.

Everyone in the department needs to work through back channels. Bringing in an outside chair won't happen if you just post an ad in the usual places and wait to see what comes in over the transom. This is also a good opportunity to exercise the honesty that Digger correctly advocates. What precisely is the job you're going to ask this person to do, and what are the real challenges?

Be prepared to get what you pay for. Of course, some of this is about salary, but moreover you need to think flexibly about what you can offer if you want to attract someone who'd be good for the job. After all, you are looking for mid-career folks who are presumably settled in good jobs already. Who out there is moveable and why?* If it is humanly possible for your university to cut a deal with a dual-career couple, this is probably the best way to land someone who's sane, competent, and experienced at a bargain rate. Alternatively, look at state systems that are in big trouble -- you might be able to get a frightened refugee if things are relatively stable by you. Keep in mint that if you're looking for someone to come in and chair a department that's in trouble, the last thing you want is someone who's fleeing departmental politics that s/he can't handle at the home institution.

Red flags that would keep me from applying: open hostility among senior faculty, credible rumors that the institution is in serious financial trouble, any whiff of the idea that the new chair's going to be brought in to implement massive and unpopular budget cuts at the departmental level. Probably more, but these are the obvious ones.



*This is the question your senior faculty need to be asking all of their well-connected friends in the field.

[nolyingsock]

Be prepared for a long search. It's worth it to wait to make a good hire if you don't draw a decent pool the first year you run the search. .....
.....
Red flags that would keep me from applying: open hostility among senior faculty, credible rumors that the institution is in serious financial trouble, any whiff of the idea that the new chair's going to be brought in to implement massive and unpopular budget cuts at the departmental level. Probably more, but these are the obvious ones.

This is the ad I wish we could post:
Wanted: Expert Cat herder with experience in treating PTSD victims. Must be able to see through charming facades, angry voices, and years of cover-ups. Ability to walk on water a plus.

As a consequence of the many years of mismanagement and abuse under the toxic dean/incompetent chairs, we do have open hostility by a few faculty and lots of simmering resentment and considerable mistrust among the senior faculty (and Jr faculty) toward certain other faculty members and the administration. This anger is one of the few things that actually unites quite strongly a rather disparate faculty, whom otherwise disagree in some fundamental ways about the goals and directions of the department. 

I think the right chair could tap into that (negative) unity and turn it around to accomplish something wonderful, but it will require some very careful handling so as to not to alienate the faculty by ignoring the real and very raw festering wounds that most of us are carrying now.  The faculty most capable of actually transforming the department in significant ways are not coincidentally also the most angry and hurt, so rejecting/ignoring the angry faculty would be serious misstep. The few charming and seemingly well adjusted faculty to the casual observer are actually the dangerous ones who have torn the program apart by with their actions, double dealing, and passive aggressive reponse to any attempts to change/update the programs.

Ironically in spite of all this, we are considered one of the most successful departments in the university according to those metrics administrators love to spout (number of majors, semester credit hours, grants), which I believe is one reason the concerns the senior faculty brought up repeatedly to the admin were dismissed until we imploded and couldn't be ignored anymore. Those metrics don't measure the psychological damage most of us have suffered, and our relative success obscures that those accomplishments are only a fraction of what we should be capable of doing. I sincerely feel we do have a faculty capable of accomplishing a lot toward a common goal, IF we had the leadership to herd the cats and set goals. We also need someone who can cut out a few bad individuals from of the group who repeatedly turn out to be at the core of most of the problems.

[larryc]

I don't mean to be snarky, but it sounds like being a chair in your department would be awful. And that is the problem with every outside chair advertisement--the fact that you are going outside at all is a huge red flag. Few sane balanced persons are going to want any part of it.

The best way to overcome this is to offer a lot of money.

[nolyingsock]

I don't mean to be snarky, but it sounds like being a chair in your department would be awful. And that is the problem with every outside chair advertisement--the fact that you are going outside at all is a huge red flag. Few sane balanced persons are going to want any part of it.

The best way to overcome this is to offer a lot of money.

The truth isn't pretty but I don't want to sugar-coat the realities we are facing when I posted here for advice.  On the positive side, as dysfunctional as things are, we still are held up by our administration as an example to other departments of a "successful" department.  Of course, those who actually know just how messed up things are in our department are rolling their eyes at these comments.  Still it speaks to the strength of our faculty that we held things together as well as we did, and I think someone with the right approach could work wonders, but to suss out the right person is the trick.

[anthroid]

I was hired in as an outside chair to resolve HUGE issues (worse than what are described here).  Knowing what the issues were, and knowing that the dean had my back, and having a seriously good salary (for an eleven month position), were all major things for me, as well as retaining my (earned) tenure.  Honesty is absolutely the best policy here, and lining up all kinds of administrative support will be crucial.  Otherwise your chair will fail and you guys can't afford that.  Money and support are the big deals here.  Make sure they are provided right from the start. 

If you can't get those things, don't advertise outside of the university.  You will recruit a chair who will leave in a year or two for greener pastures, with very good reason.

[schoolmarm]

And I would like to turn this question on its head, and ask for advice on INTERVIEWING for an outside chair search.  Yup, I have one coming up very soon.  I know why they have advertised for an outside chair and it is certainly something that makes sense, and this is one way that they can get a senior hire.

Thoughts?

[tenured_feminist]

On your side, try to get a sense for why they are looking for an outside chair. Is it basically an OK department that for demographic reasons just doesn't have a good chair candidate? Is it a snakepit looking for a lion tamer? Is it a mostly OK place that just deposed a miniature Qaddafi? Is the university looking for someone to come in and immediately administer massive budget cuts? Depending on what the story is, this might affect your willingness to come and the conditions on which you'll take the job.

I've never negotiated for a position as chair, but if I did, I'd be tempted to ask for 1) a year as a rank-and-file faculty member before becoming chair, 2) at least one new hire to happen within the first two years, and 3) some other common resource that would benefit the department as a dowry.

[oatmeal]

I would like to ask a question that connects here. I have asked some similar questions on other threads. I will interview on campus for a chair of department position. I have received lots of good advice from colleagues and friends and I have asked for some thoughts on here too. The question I have is, when should I bring up the issue of a position for my partner? This would be a staff position and not a faculty position but it would need to be full time unless the salary for chair is excellent (that is very high). This is not a "deal breaker" but it would make things a lot easier and make the position more attractive. I have not had the opportunity to raise the issue before the campus visit at all, so now that I am a "finalist" I would like to bring this up. Should I raise it with the Dean (who does the hiring)? or the Provost? Or the Committee in the Department? Any words of wisdom?

[morefromles]

[/i]As a consequence of the many years of mismanagement and abuse under the toxic dean/incompetent chairs, we do have open hostility by a few faculty and lots of simmering resentment and considerable mistrust among the senior faculty (and Jr faculty) toward certain other faculty members and the administration. This anger is one of the few things that actually unites quite strongly a rather disparate faculty, whom otherwise disagree in some fundamental ways about the goals and directions of the department. 

I think the right chair could tap into that (negative) unity and turn it around to accomplish something wonderful, but it will require some very careful handling so as to not to alienate the faculty by ignoring the real and very raw festering wounds that most of us are carrying now.  The faculty most capable of actually transforming the department in significant ways are not coincidentally also the most angry and hurt, so rejecting/ignoring the angry faculty would be serious misstep. The few charming and seemingly well adjusted faculty to the casual observer are actually the dangerous ones who have torn the program apart by with their actions, double dealing, and passive aggressive reponse to any attempts to change/update the programs.

Ironically in spite of all this, we are considered one of the most successful departments in the university according to those metrics administrators love to spout (number of majors, semester credit hours, grants), which I believe is one reason the concerns the senior faculty brought up repeatedly to the admin were dismissed until we imploded and couldn't be ignored anymore. Those metrics don't measure the psychological damage most of us have suffered, and our relative success obscures that those accomplishments are only a fraction of what we should be capable of doing. I sincerely feel we do have a faculty capable of accomplishing a lot toward a common goal, IF we had the leadership to herd the cats and set goals. We also need someone who can cut out a few bad individuals from of the group who repeatedly turn out to be at the core of most of the problems.

It sounds to me like the primary thing you need is someone with a nose for sniffing out bulls*** and a passion for forward motion.  Also, this might be a silly question, but why aren't you applying for the job--no tenure?  It sounds to me like you have the vision of what's really going on and how it could be turned around.

[anthroid]

I would like to ask a question that connects here. I have asked some similar questions on other threads. I will interview on campus for a chair of department position. I have received lots of good advice from colleagues and friends and I have asked for some thoughts on here too. The question I have is, when should I bring up the issue of a position for my partner? This would be a staff position and not a faculty position but it would need to be full time unless the salary for chair is excellent (that is very high). This is not a "deal breaker" but it would make things a lot easier and make the position more attractive. I have not had the opportunity to raise the issue before the campus visit at all, so now that I am a "finalist" I would like to bring this up. Should I raise it with the Dean (who does the hiring)? or the Provost? Or the Committee in the Department? Any words of wisdom?

A few days late, but...I'd bring it up with both the Dean and the Provost.  Bringing it up before the campus visit likely would have made little difference.  When you're on campus and wowing them is the time to discuss it, and, as I say, the Dean and the Provost are the folks with whom to raise the issue.  Good luck!

[the_honey_badger]

I don't mean to be snarky, but it sounds like being a chair in your department would be awful. And that is the problem with every outside chair advertisement--the fact that you are going outside at all is a huge red flag. Few sane balanced persons are going to want any part of it.

The best way to overcome this is to offer a lot of money.

Unfortunately very true. 
(BTW, I'd be willing to come for a lot of money---I'm for sale)

[nolyingsock]

[/i].....

I think the right chair could tap into that (negative) unity and turn it around to accomplish something wonderful, but it will require some very careful handling so as to not to alienate the faculty by ignoring the real and very raw festering wounds that most of us are carrying now.  .... IF we had the leadership to herd the cats and set goals. We also need someone who can cut out a few bad individuals from of the group who repeatedly turn out to be at the core of most of the problems.

It sounds to me like the primary thing you need is someone with a nose for sniffing out bulls*** and a passion for forward motion.  Also, this might be a silly question, but why aren't you applying for the job--no tenure?  It sounds to me like you have the vision of what's really going on and how it could be turned around.

Thanks morefromles for the ego boost, since I hope that I do have a vision for the department and in some circles my suggestions/opinions are valued highly, but the administration would never allow me to be chair (at least in the near future) of this department.  I'm tenured but my academic career is pretty tattered at this point in time due to being jacked around really badly the last few years by the past chair, past dean, our current interim chair and a faculty member they brought in. Because of this, there is no way the legal department would OK me supervising these asshats, since any actions I took (which badly need to be taken) against these poison apples would be seen as retribution.  That is one reason we had to have an outside chair - too many of us have conflicts of interest that would make it difficult to make the changes needed.

Update on our chair search: due to the bad economy and personal reasons, we actually had a couple of great candidates to pick from, and a couple of OK if necessary candidates.  Our top choice accepted and will be here in August. They are coming from a much higher ranked institution and have an impressive CV and most importantly- a great BS meter! They were able to correctly pick-out the problem faculty even before the end of the campus interview and see through the smokescreen that those individuals have cloaked themselves with.  Now whether this new chair can actually do anything about the problems is yet to be seen, but at least they aren't buying the line of BS some folks have been spinning for a while. They have a strong personality and strong support of the new dean, so I am cautiously optimistic.  In a recent conversation with me, the incoming chair brought up most of the same things I would have identified as top priorities for the department, and correctly pinpointed a few things that they might be able to do that would be helpful in dealing with my personal situation.  I'll do whatever I can to support this new chair, especially if they are trying to be supportive of me for a change. I'm stuck at this university for personal reasons, so whatever it takes to make this place more bearable, I'm willing to try.

-larryc - lots of money is precisely how we were able to attract someone who was willing to take it on. Money, helped by our geographic location, which had some appealing considerations for this individual.  In a different economy I doubt we could have ever attracted someone of this caliber. I just hope we are able to take advantage of this individual's knowledge and skills long enough to accomplish some real change before they get hired away.

[larryc]

Wow--it sounds like you may have lucked out, and like your new chair is going into this with open eyes. Good luck.