The NCARB CEO Search Process
Q&A with Scott C. Veazey, AIA, First Vice President/President-Elect and Chair of the CEO Search Committee
Q. What was the composition of the search committee?
A. The committee consisted of myself as chair, and:
- Ava J. Abramowitz, Esq., Hon. AIA, NCARB Public Board Member
- Ronald B. Blitch, FAIA, NCARB Second Vice President
- Mary de Sousa, CAE, NCARB Staff
- Cynthia J. McKim, NCARB Member Board Executive Member
- Kenneth J. Naylor, AIA, NCARB President
- Andrew W. Prescott, AIA, NCARB Past President
Q. What qualifications and experience were viewed as most important for the CEO?
A. NCARB has recently been evolving through a very strong transformation. We wanted a person, well versed and comfortable in organizational leadership, who was open to coming in to an organization with a significant strategic planning process well underway. We were looking for a person who would reinforce and continue to ensure the positive and effective culture developed through the recent forward-looking changes.
We were also seeking what I will call a “grounded visionary.” We need the CEO to guide the Council to the next chapter by motivating both staff and elected leaders to think in terms of what is possible—and yet remain grounded in financial prudence and reality.
And, we were looking for an innovative leader and spokesperson. Someone who could act as an influencer by advocating widely for NCARB’s interests and positions, and champion NCARB’s mission, vision, and values in a variety of forums.
Q. What were defined as the key responsibilities of the CEO?
A.
- Provide strategic leadership
- Ensure long-term financial strength
- Lead continuous operational improvements of NCARB’s programs, products, and services and their delivery to users
- Form and sustain a collaborative working relationship with the president and the Board of Directors that enables the CEO, the president, and the Board in partnership to effectively lead the organization
- Continue the organizational transition to a more collaborative, proactive, accountable, responsive, and transparent culture
- Increase NCARB’s visibility and impact
Q. Please describe the search process.
A. The NCARB Board of Directors spent a year evaluating and refining the chief executive officer’s job description. Once that was complete and incorporated into the Council’s Bylaws, the Search Committee began working with the search consultant. The position announcement was sent to all Member Board Members, Executives, and the NCARB press list, and posted on the ASAE web site, as well as several affiliated web sites in addition to our own.
I would say the search process was both rigorous and thorough. The pool of candidates was narrowed down to approximately 25, of which nine were selected to interview, and from that four were selected for a second interview. The interviews took place in December and January. A decision was made by the Board of Directors in March.
Q. What were other considerations when making the final selection?
A. We wanted someone who grasped the significance of NCARB’s mission of protecting the health, safety, and welfare of the public, as well as the value that brings to the profession and our Member Boards. We sought an individual who could be committed to our strategic planning process and who will guide the Council as we move into the future.