The Opportunity Goddard College welcomes nominations, inquiries, and applications as they seek an accomplished and collaborative academic leader with an understanding of and commitment to progressive, democratic, and dialogic liberal arts education, to serve as its next Provost & Chief Academic Officer.

Provost & Chief Academic Officer

The Provost & Chief Academic Officer (hereinafter referred to as Provost) is responsible for the college’s academic mission and student success. The Provost reports to the President, is a member of the President’s Executive Leadership Team, and along with the Chief Financial and Administrative Officer, manages college operations. Additionally, the Provost serves as Officer in Charge in the absence of the President. The Provost is the primary liaison between the faculty and the President, Board of Trustees, and other members of the Executive Leadership Team. The Provost represents the academic program to both internal and external
constituencies and collaborates with the President to secure resources needed to support the academic program. Additionally, the position provides leadership, direction, and supervision to the Associate/Assistant Academic Dean, Library, Assistant Dean of Community Life and Student Services, Academic Assessment and Accreditation, Institutional Research, Registrar’s Office, and Academic and Student Affairs, as well as play a critical role in Enrollment Management and Marketing.

The Provost will combine a genuine interest in Goddard’s history, values, programs, and people, resiliency and strength of character, superior and inclusive communication and change management skills, integrity, and trustworthiness with an exceptional array of skills, abilities, and experiences to support progressive, data-driven, innovative, and courageous vision and leadership for the Academic and Student Affairs Division and Goddard College. The role impacts policy, programs, curriculum and instruction, faculty recruitment and development, appointments, tenure and promotion, student success, marketing, technology, accreditation and compliance, and involves successfully working with faculty, students, and staff to promote academic excellence and student success throughout the college.

▸ View or download the full position prospectus [pdf]

Provost Search Timeline

Following is LeadExec’s standard timeline of key milestones and anticipated deliverable dates. This timeline and the  milestones for your search will be adjusted according to your needs. If a Search Committee is not required and LeadExec is  working directly with the Hiring Authority, the timeline from Week 10 forward will be abbreviated.  *Dates provided represent approximations for our typical scope of work. 

Search Definition & Preliminary Planning – April 26, May 4, and Week of May 9th  

• Preliminary meeting with key stakeholders to gain background information 

• Determine need for stakeholder surveys/interviews 

• Determine need for client website posting and communication or external advertising  

• Preliminary strategic planning for sourcing and search timeline 

Search Launch with Search Committee – May 13th  

• Review Search Process and Timeline 

• Gain input from committee/stakeholders regarding the position, the organization, the community, desired  professional experience, skills, abilities and personal traits sought in candidates for the role 

• Provide committee with search map and “best practices” for a successful outcome 

Creation, Approval, and Implementation of Search Documents – Week of May 16th 

• Draft Search Materials, including Position Prospectus, Leadership Profile, and advertisements if requested  • Review and Approval of Materials  

Sourcing of National Candidate Audience – Ongoing 

• Identify leading research faculty in organizations of similar size and complexity, as well as from aspirational  institutions, and industry 

• Customized direct outreach to targeted candidates  

• Screen candidates for fit and seek referrals 

Evaluation of Prospective Candidates by firm – Ongoing 

• Evaluate candidates’ background, skill, and intangibles (by firm members) 

• Ask serious contenders to complete Leadership Profile 

Candidate Documentation Provided to Search Committee for Evaluation – July 5th 

(provided in advance of Search Committee meeting to discuss and select candidates for first round interviews)  • Present candidate information (Resume/CV, Leadership Profile, and pertinent supporting documentation) • Provide candidate assessment tool to committee to facilitate productive discussion and selection process  

Committee Meeting: Select Candidates for First Round Interviews – Week of July 11th 

• Discuss and select candidates, dates and location for first round interviews 

• Provide Search Committee with suggested format for facilitating constructive first round interviews and a draft of  questions to be utilized with candidates during first round interviews  

Initial / First Round Virtual Interviews with Search Committee – Week of July 18th 

• Develop and distribute interview itinerary  

• Implement adopted interview format and candidate interview questions  

• Debrief interviews: Stakeholders, Candidates 

• Committee selects candidates for second interviews 

Second Round Virtual Interviews with Search Committee – Week of July 25th  

• Develop and distribute interview itinerary  

• Debrief second interviews: Institution’s Key Stakeholders, Candidate 

• Client selects candidates for Final Interview  

Final Onsite Interviews with Hiring Authority (with Spouse/ Partner/Family Accompanying When Requested) – Week of August 8th  • Request and Review Family Profile and survey information  

• Conclude reference checks, education verification, background investigations 

• Administer Personality Evaluation/Testing and/or other testing if requested by client 

• Debrief final interviews: Stakeholders, Candidate, Spouse/Family members 

• Client makes selection decision 

• Notify selected candidate  

• Develop offer 

Search Finalized – Week of August 15th 

• Extend offer 

• Facilitate closing and negotiation efforts in conjunction and coordination with the client • Candidate accepts, establish agreed start date  

• Hiring contract provided to LeadExec 

• Internal announcements and public announcements and press releases (if desired) 

• Communicate hiring decision to all candidates thanking each for their participation in the search to maintain positive  relations on behalf of the institution and its stakeholders 

• Follow-through with candidate and spouse (by firm) to ensure “fit” and infusion into the community and a smooth  transition for the newly hired executive, and gather feedback and ensure candidate satisfaction • Follow-up with client to gather feedback and ensure client satisfaction

Meet the Search Committee

Leesa Stewart – CFAO, Committee Chair
Lucy Bourgeault, Admissions Director
Muriel Shockley, Faculty
Jennifer Tripp Mead, Senior Academic Affairs Administrators and Accreditation Liaison Officer
Renee Almatierra, Admission Counselor
Mary McGuire-Schwartz, Alumna
Liz McGlinchey, Student

Contact LeadExec

LeadExec is partnering with Goddard College in this national search. For inquiries, nominations, applications, and confidential conversations, please contact:

Lisa J. Marks, Founder & CEO
Heather Dobberstein, Senior Search Consultant

This position is open until filled but only applications received by Thursday, June 23, 2022, can be assured full consideration. Applications should include a detailed letter of interest and a current curriculum vitae/resume.

Goddard College does not discriminate on the basis of race, religion, color, national origin, marital/civil union status, age, gender, gender identity or expression, sexual orientation, veteran/uniformed service status, disability or other legally protected classification in any of its policies or procedures – including but not limited to those related to admission, employment, the provision of educational services, and the granting of financial aid – or in its services, facilities, privileges or benefits in compliance with and to the limits of applicable state and federal laws. All Goddard scheduled and sponsored programs and activities are open to men and women on an equal basis or on the basis of gender identity or expression. Goddard College is an equal opportunity provider and employer.

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