Dean Search

The 11-members search committee is lead by Brian Pappas, dean of the school of law, with the support of search consultants from Academic Search.

• Brian Pappas, Committee Chair
• Joanna Ryan, TLPP
• JoAnne Yearwood, TLPP
• Tanis Walch, EHBS
• Diana D'Amico Pawlewicz, EHBS
• Chelsea Larson, CEHD staff
• Lesli Riskey, CEHD staff
• Deborah Worley, CEHD Administrative Representative
• Darin Scherr, CEHD Student Representative
• Laurie Matzke, Assistant State Superintendent, NDDPI
• Shane Hersch, UNDAAF Representative
• Support Personnel
• Taylor Hanson Wald, Administrative Support
• Becca Bergee, HR Representative
• Heather Wages, Consultant on Policy and Procedure 

1. The committee will adopt a timetable for the search that will permit the appointment at the earliest reasonable date. Target start dates for the dean should likely fall somewhere between January 1, 2024, and July 1, 2024.

2. The committee will hold any/all necessary focus groups at the start of the process in order to gather necessary feedback on the desired qualities and qualifications expected of the next dean.

3. The committee shall recommend an advertisement and profile representing the criteria for the position of Dean of CEHD, including the necessary skills and attributes sought for the position. The job advertisement and profile must be submitted to the provost for review and final approval before posting.

4. Working with the search consultants, the committee will conduct an active national search to attract highly qualified candidates. Search committee members are welcomed and encouraged to circulate the posting among their own professional networks and to work closely and actively with the executive search firm to build a strong candidate pool. The committee will seek a diverse candidate pool while abiding by UND and NDUS equal opportunity and non-discrimination guidelines.

5. On-list reference checking should be completed (with the assistance of the search firm) prior to the invitation of finalists to campus. Feedback obtained from these reference checks should be included as part of that final report to the provost. Finalist candidates should be adequately vetted by the search firm to try to ensure that there are no issues or concerns that would render a particular candidate not suitable for the position should they be offered the role. That said, committee members are asked to refrain from informal reference checking/due-diligence, unless they are specifically assigned the task by the chair of the search committee.

6. Off-list reference checking will be completed by the search firm at the direction of the provost after receipt of the final report from the committee.

7. After campus visits are completed, the committee will present to the provost an unranked list of acceptable finalists (ideally 2-4) who are the most qualified for selection as the next Dean of CEHD at the University of North Dakota. The report for the provost should include (1) a summary of findings from the search committee relative to each acceptable candidate discussing strengths and opportunities, (2) a summary of findings from the reference checking for each acceptable candidate, and (3) compiled feedback from stakeholder groups collected during the finalist interviews. No candidates deemed unacceptable should be put forward in the final report.

8. The committee (via the chair and administrative support) will make periodic reports to the provost about the progress of the search. It is also expected that the search committee will establish and maintain a search-related website and will provide updates and information to the faculty and staff of CEHD through regular website updates and other communications.

9. Members of the committee will seek to ensure as much transparency and participation as possible with all university constituencies, while also protecting the integrity and confidentiality of the search process. Pursuant to North Dakota Century Code 44-04-18.27, the applications and any identifying information related to the applications for this position are considered confidential. Once finalists for the position are expressly designated by the committee, the applications and related records of only those who are designated as finalists will be released to the public through a formal message from the Office of the Provost. Members of the committee who are contacted by colleagues, media, or any other person/entity regarding the search should direct any questions to the search committee chair. Any member of the search committee who breaches confidentiality will be removed from the committee.

10. Members of the committee will serve without predetermined bias for or against any prospective candidates nominated, referred, or discovered in the search process. Any potential or perceived biases shall be acknowledged or declared as soon as they are identified to ensure open discussion by the committee.

11. Committee members will make every effort to attend search committee meetings and to stay engaged in the process through the successful conclusion of the search.