On Friday, McPhetres attended the meeting of the committee which was gathering inputs from the community.
“Background check of prospective candidates is essential,” she said. “If neglected the institution could be negatively affected and may suffer in the future.”
She said the committee should consider a candidate’s proven experience in the following: strategic planning, organizational development and team building, working with boards and legislative bodies, budget preparation and presentation, high level organizational management and directing large number of personnel.
A candidate, she added, must also possess a positive attitude and practices “shared governance.”
In an interview, McPhetres said strategic planning is a requirement for accreditation and involves preparing a five-year integrated plan that includes budgeting, instruction, students and faculty.
Team building, she added, is also very essential for the NMC president.
“If there are problems within the organization and the president does not have knowledge about them, that’s where you start having bigger problems,” she said.
McPhetres believes that if the committee will consider all her recommendations the college can get a “good president.”
Background checking, she added, “will prove that a candidate has the needed experience and qualifications.”
McPhetres said her recommendations were not in the criteria of the previous board.
The college president, she added, should not be divisive and must not be influenced by politicians.
“She or he should follow the law and the board’s policy,” McPhetres said.
Only McPhetres and Joaquin Kiyoshi Jr., NMC’s vice president for human resources, presented recommendations to the committee headed by Regent Paz C. Younis.
The committee announced a vacancy for NMC presidential post on June 7.
The previous president, Dr. Carmen Fernandez, was terminated by the board of regents.
Since Jan. 12, NMC has been administered by Lorraine Cabrera, who was appointed by the board as interim president.
This month, the committee will start receiving applications and will continue soliciting recommendations from the community.
The committee will also undergo human resource training on equal employment opportunity guidelines.
