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Interim Administrator

When a major leadership position opens within an institution and a full search is not possible or desired, one option is the selection of an interim administrator. An interim administrator is someone from outside the institution who is hired to fill a specific position for a specified period of time. The purpose of this site is to connect prospective candidates and institutions with interim opportunities. The responsibility for the search process remains with the institution. NASPA makes no claims as to accuracy of the candidate credentials.

EMPLOYERS: INTERIM POSITION LISTING FORM
CANDIDATES: PROFILE AND REGISTRATION FORM

After an institution submits a position listing, they will be contacted by the Coordinator of the NASPA Interim Administrator Program for clarification and discussion of the responsibilities and qualifications desired. The Coordinator will contact qualified, registered candidates to determine interest and submit interested candidate profiles and resumes to the institution. At this point, the institution assumes responsibility for the search and selection.

When to consider hiring an interim staff member:

1. The President (or division or department chair) is nearing retirement and wants to leave major restructuring to the next administration.
2. A late resignation is made by the current staff member, which leaves an inadequate time for conducting a full search.
3. Timing within the academic year is not conducive for a full search, or might not yield the best candidates. (e.g., strong applicants might not be willing to leave their institution within the academic year; resignations in December or summer might not be easy to fill before the beginning of the next semester).
4. The search to fill the position has failed and it is too late in the academic year to start a new search.
5. No internal staff member is a clear choice for the interim position.
6. Immediate resolution of leadership problems is needed
   • The department/division is not as strong as it should be.
   • There is a need for immediate on-site leadership due to issues and concerns, an impending accreditation and/or a program review by a federal or state agency.
   • An objective program review of the division/department is warranted.
7. Reorganization of the division/department is being considered, and there is a need for more in-depth analysis and/or external perspective.
8. Immediate difficult decisions and changes need to be made. These actions may compromise new long-term department leadership.
9. An external, experienced and confidential professional could provide a perspective regarding the division/department but, that level of experience is not affordable or required for the long term.
10. Assistance with the recruitment and search process for the permanent officer, including evaluation of the candidates, is needed and could be obtained from a respected professional in the field.

The advantages of hiring an interim staff member:

1. Continue moving the division/department forward (including planning, budgeting, supervising, and measuring staff performance).
2. Address staff issues of competence, coordination, collaboration and conflict.
3. Resolve important issues before the permanent staff member is hired or begins.
4. Provide assistance with a search by identifying potential candidates, working with the search committee, and presenting an unbiased view of the institution, division/department to candidates.
5. Provide assistance to the President (or division or department chair) from an interim administrator who has no long-term relationships with colleagues.
6. Provide insight and challenge issues from a fresh point of view.

How and where to find a good interim staff member:

1. Recently retired and willing to work.
2. In transition between positions.
3. Looking to broaden professional experiences, e.g private/public, large/small institutions.
4. Considering career change.
5. Varied and diverse professional experiences.