Avoiding Forced Turnover(s): Best Practices for HBCU Senior-Level Executive Recruitment
Senior staff recruitment remains a challenge because of salary considerations, perceived cultural and political challenges, and public discussion about audit, resource, and student recruitment and retention challenges across the historically Black colleges and universities (HBCUs). An additional challenge that often goes unconsidered is how executive turnover impacts the lives and careers of senior-staff administrators at HBCUs after the CEOs depart. At HBCUs, it is customary that the president/CEO starts his or her appointment with senior-level executives in tow, or in mind upon arrival. Therefore, the experience of senior-level executives at HBCUs can be as transient as their presidential executive colleagues. Excessive executive turnover at HBCUs over prolonged periods significantly hampers the recruitment, hiring, and retention of talented faculty and administrative subordinates who fuel HBCU advancement. One of the protection and recruitment best practices that HBCU presidents/chancellors can offer potential senior leadership team members is a multi-year, performance-based contract.
Effective Leadership at Minority-Serving Institutions: Exploring Opportunities and Challenges for Leadership
Broussard, W., & Hilton, A. (2017). Avoiding forced turnover(s): Best practices for HBCU senior-level executive recruitment. In R. Palmer, D. Maramba, A. Arroyo, T. Allen, T. Boykin, & J. Lee, Effective Leadership at Minority-Serving Institutions: Exploring Opportunities and Challenges for Leadership (pp. 65-80). Routledge. https://doi.org/10.4324/9781315452296
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