Vice President for University Advancement Search

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Role of the Vice President for University Advancement

The Vice President for University Advancement (VPUA) is the chief advancement officer for the University and advises the President on all matters pertaining to the management and operation of university development, alumni relations, and donor relations. Reporting directly to the President, the Vice President will advise the President and members of the Executive Cabinet on all aspects of donor and alumni engagement. The VPUA will effectively promote internal and external understanding and support of the university’s liberal arts mission as correlated with giving and engagement goals. The Vice President serves as the Executive Director of the Georgia College & State University Foundation, Inc. and its associated corporations. The VPUA will work closely with the President and the GCSU Foundation Board of Trustees to set a strategic direction for university fundraising. The VPUA is responsible for the development, execution, and evaluation of all aspects of the University’s comprehensive donor-centric engagement program, including its annual giving, corporate and foundation relations, legacy giving, donor relations, alumni relations, research and prospect management, advancement services, donor cultivation and stewardship. 

Vice President for University Advancement Advertisement

Search Timeline

October 2020

  • 19 – USG Critical Hire Request submitted to USG
  • 27-28 – Kick-off meeting for Vice President for University Advancement
    • Review job description and search timeline, discuss search website content, and confirm the appropriate list for posting the job advertisement:
      • CASE, Chronicle of Higher Education, Chronicle of Philanthropy (plus diversity booster), COPLAC, HigherEd Jobs (plus diversity booster), Inside Higher Ed, and USG Advancement listserv
  • 26 - 30 – All committee members complete the GC mandatory search committee training
  • 28 – Post position and submit advertisements

November 2020

  • Week of 2-6 – Search committee meets to finalize Applicant Review Matrix
  • 11 – Cut-off for Priority Review of candidates
  • 12-16 – Search committee review priority applicants
  • Week of 16-20 – Search committee meet to discuss top rated priority applicants
  • 25 – Position posting formally closes
  • 30-Dec. 2 – Search committee reviews all applicants to confirm if any should be added with priority applicants

December 2020

  • 3 – Search committee meets to narrow applicant pool for video interviews
  • 8-10 – Video Interviews
  • 10 – Search committee confirms top rated 3-4 candidates for on-campus interviews

January 2021

  • 5-8 – On-Campus Interviews
  • 11 – Search committee meets to compile the on-campus candidate evaluation forms and submit no less than three qualified candidates to the President and Executive Cabinet for hiring consideration
Search Committee
Name Title
Allen, Susan Search Chair and Vice President for Finance and Administration
Attaway, Caroline Donor Engagement Associate for Student Life
Booker, Pam Chair, Alumni Board
Fowler, Catherine University Senate Representative/Asst. Prof. Nursing
Gregory, Alex Foundation Board Member
Jarvis, Emily Director of Parent and Family Programs
Milner, Stacey Staff Council Representative/Director of Fraternity and Sorority Life
Odeh, Omar Associate Vice President for Strategic Communications
Parker, Don Chair, Department of Music
Singletary, Grace Student Representative
Search Committee Charge
  • The search committee shall work collaboratively to identify and recommend to the President a slate of at least three qualified candidates to serve as Vice President for University Advancement.
  • The search shall be national in scope, and search committee members cannot apply.
  • The search committee chair will serve as the spokesperson for the search committee; this is vitally important to help prevent the appearance of mixed messaging.
  • The committee shall review the position description for essential qualifications.
  • The committee shall establish a reasonable timeline for the search.
  • The committee shall recommend a list of appropriate advertising sources to create a broad and diverse pool.
  • The committee shall observe all HR, legal, USG, and institutional guidelines throughout the process, to include completion of GC search committee training. 
  • The committee shall approve the elements that are needed to create a search website, to ensure transparency throughout the search process.
  • A detailed record of the work of the search committee must be kept. The search committee will need to maintain records, including notes, and keep the university informed of progress through the search website and FrontPage.
  • The committee shall act in a professional manner with appropriate candidate confidentiality throughout the search.  Each member of the search committee must agree to honor the commitment of confidentiality and sign a Confidentiality Agreement Form. Such an agreement from each person is essential to ensure an effective search. Consideration of prospects, nominees, and applicants must be done in a way that each member of this committee may speak candidly about a candidate’s qualifications without fear that their views will be made known outside the committee. 
  • The committee shall develop a matrix to guide in the hiring process that includes the essential qualifications of the position with special attention to our commitment to diversity and inclusive excellence.
  • Search committee members need to be active participants in identifying potential applicants.
  • The committee shall screen applications to identify an initial group of qualified candidates to interview through a video interview.
  • The committee will be active in checking references of the final candidates.
  • The committee shall recommend three to four top candidates who will be invited to campus to interview.
  • The committee shall serve as coordinators to collect feedback from all of the stakeholders participating in the interviews. 
  • The committee shall deliberate, consider all input as well as their own insights and bring forward a determination of acceptable or not acceptable, as well as detailed strengths and weaknesses of each of the finalists.
  • The committee shall convey to the President their collective observations in order to inform the final selection by the President.