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istrative experience But here too, many have not studied or taken a degree in higher education administration Business, student affairs, and external affairs of cers also may not be academics and may come from a variety of backgrounds
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A number of professors try administration, and many stay with it, although some return to teaching and research When motivated, they may by chance or through initiative move up some or all of the steps in the administrative ladder from department head, to assistant or associate dean, to dean, and on to provost, vice president, president, and chancellor The promotion they desire is often not available at their institution of current employment In such instances they must nd an appropriate position at another institution However, experience in more than one college or university broadens perspective and enlarges the contacts and the reputation of an administrator Tracking the careers of administrators in higher education reveals some patterns For example, administrators in private colleges and universities tend to remain in their type of institution, and administrators in public institutions in theirs
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Finding Employment Teaching and administrative positions are usually advertised, and consideration is given to all candidates who apply Other things being equal, however, two factors prove to be in uential in a candidate s gaining an edge:
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1 A track record and a reputation that are personally known by the people at the employing institution who are screening applicants 2 Ties to those same people through work in professional associations Obviously, then, the knowledge that professors and administrators develop of one another over time in work and extra-institutional relationships often carries weight in who gets a job As a consequence, speci c advice on how to nd employment is dif cult to provide When a candidate maintains connections with his or her graduate school, he or she can be alerted to openings by the placement of ce Adver-
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tisements of openings appear in the Chronicle of Higher Education, the New York Times, and professional journals Personal networks always are at work in bringing news of openings There is no prescription for getting from knowing of an available position to being one of the few under consideration But a candidate who has had an opportunity to demonstrate abilities to the people who will be asked to make recommendations will certainly have a distinct advantage over the other applicants Positions as deans, provosts, presidents, and chancellors are widely advertised in newspapers and journals The Chronicle of Higher Education and the New York Times regularly carry advertisements of open positions Professional searchers work on contract with boards of regents and other governing bodies to nd and screen candidates Candidates may come from any place in the country Preliminary screening may be done on the basis of credentials, r sum s, telephone inquiries, and letters outlining experience, training, and interest A committee typically conducts the search and identi es three to ve candidates who best meet the standards it has set (which are usually advertised) Finalists are invited to the campus for interviews, and preferences are recommended to the appropriate of cer or, in the case of president or chancellor, to the appropriate board In most cases, decisions to hire at the dean s level and above must be approved by the governing board Administrative jobs, particularly top positions, have been rather short stints in recent years Hence, in initial contract negotiations, successful candidates have sought provisions to protect themselves in the event of premature or unexpected termination For example, a candidate for a deanship may seek a concurrent appointment as a full professor with tenure; then if he or she resigns or is deposed, some job security remains Another provision for protection may be severance pay Some provisions are suf ciently desirable to be labeled golden parachutes
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