The Selection Committee is responsible for selecting the at-large teams that comprise the NCAA tournament bracket. While each conference tournament winner earns an automatic bid, the rest of the spots must be chosen by the Selection Committee. This year, there are 32 at-large teams. The Selection Committee will decide who makes the cut and unveil the entire bracket on Selection Sunday.
The Management Committee appoints the Selection Committee chair, and the members are not compensated. However, they are reimbursed for expenses incurred in connection with their duties. Selection committee members are expected to watch live televised games and video replays of games extensively. They are not expected to travel to games in person, but they may do so if they wish.
Selection committee members are asked to have a broad perspective of the university and its mission and goals. They must be willing to work hard on a search that can be time consuming and intense. They must also be able to dedicate the necessary time and effort to ensure that their opinions are considered by the rest of the committee.
While the Selection Committee is a group of elected members, the deliberations that take place in the committee are private and confidential. If a member of the Selection Committee has a conflict of interest, that fact must be disclosed to the committee and documented in the recruitment file. If the conflict cannot be resolved, the chair may recommend to the delegated authority that the committee member be replaced.
One of the most important aspects of the Selection Committee is its ability to communicate effectively with the candidates. This includes clearly defining the minimum qualifications for the role, the selection criteria that will be used to evaluate candidates and how much time the committee expects to devote to each round of interviews. In addition, it is important to be clear about the potential challenges that a candidate might face in their new role.
Another challenge for the Selection Committee is to avoid relying too heavily on impressions and observations during the interview process. This can be a danger for both the committee and the candidates, as it can lead to uninformed decisions that have a negative impact on the search outcome.
It is important for the Selection Committee to focus on those aspects of the job that are unique or critical to the role. For example, it is more important that a candidate has experience working with budgets than that they have a deep understanding of GeneSIS. This way, the committee can be confident that they have assessed each candidate fairly and have a full picture of their abilities to perform the job.
The most effective Selection Committees are those that work well together. This includes the Chair, who must be able to balance the competing demands of a busy calendar and the needs of a diverse committee. It is also important for the Chair to encourage a spirit of collaboration and open discussion among the members.