Dr. Raymond Cummiskey:
2004 - Present – Southeastern Illinois College
Harrisburg, IL
President
Education - University of Missouri-Kansas City, Ph.D., Educational Administration
Dr. David C. Mosby:
1999 – Present: Prince George's Community College
Dean of Facilities Management
Largo, MD
Education – Morgan State University, Ed.D., Community College Leadership
7 comments:
Another short-timer, Crummisky has been in Illinois since 2004, Ohio for a few years (left there to be closer to his family in St. Louis)--not sure why he's looking at PJC now!
Anonymous said...
Perhaps it is time to realize that PJC needs a true national search by an executive search company instead of a local committee (which would continue as a selection committee). These companies seek out those who are best qualified. It may be the best method of finding the right person who wants to work at being president instead of enjoying an early Florida retirement at PJC. Certainly PJC can do better than this current list??
November 2, 2007 8:25 AM
This is a community (junior)college. So we have faculty and members of the community on the search committee because these are the people will be most affected. Who we might find most suitable might not be who an executive search committee finds most suitable. In any event, we want to know who the applicants are.
True this is a community college but the national executive search company could be the best way to augment our local committee. It appears from the lack of applications that there has not been enough effort made to solicit qualified viable candidates. I encourage the BOT to invest some dollars in this process now in order to benefit and our future.
Google some of these "colleges" these applicants work for! Many appear not to be "real" colleges or certainly not along the lines of PJC or community colleges in Florida. Hiring a professional firm to help the committee recruit and screen could be advantageous.
None of these are suitable candidates--no diversity! no women! what is this 1948? A good executive search company can find the right person who may not be looking! The local committee can remain as a selection committee, but these guys are worthless! WHO advertised this job?
Do the Presidential Screening Committee members (other than Charlotte)know about this blog -- we need to be sending these comments and concerns to the committee members in a letter or email. If they hear from enough of us, it could make a difference!
None of these are suitable candidates--no diversity! no women! what is this 1948? A good executive search company can find the right person who may not be looking! The local committee can remain as a selection committee, but these guys are worthless! WHO advertised this job?
Do the Presidential Screening Committee members (other than Charlotte)know about this blog -- we need to be sending these comments and concerns to the committee members in a letter or email. If they hear from enough of us, it could make a difference!
The number of applicants for this esteemed position is weirdly low. So yes we do wonder how this position has been advertised. Of course it is "quality" and not quantity that counts. If we had only a few applicants for a faculty position, we would not mind if we knew we had one good one in the applicant pool. But quality is lacking in this pool.
Yes, I'd like to see a woman applicant, a minority applicant, a community member or a three-fer (a triple threat). I think the community would be happy if we could place a minority member or a member of the community (not a new resider with interview motions).
How do we know that the executive search committee wouldn't send us a Dr. W or a Dr. S? Focusing on members of the community with established reputatations helps avoid such problems.
Faculty members aside from Charlotte should be reading this blog.
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