Faculty Search & Hiring Key Process Points
1. Request to fill a position
Initiated by department chairperson
___/___/___ Date of approval of Personnel Action Control Form (Form C)
2. Position Description and Search Authorization (Form C)
___/___/___The department chairperson with consultation with search committee chair and committee members developed a position description and forwarded it to the Dean and Director of Social Equity (subject to approval or modification by the Dean and/or Provost).
3. Affirmative Action Recruitment Strategies
Consultation between Dean, Department Chair, Search committee and Office of Social Equity.
___/___/___ Forwarded with Minority Recruitment Strategies (Form G), a plan outlining the specific approaches to be used in the recruitment of minorities and women.
___/___/___ Contacted the Office of Social Equity for information helpful in identifying minorities and women with terminal degrees.
All advertising must be reviewed and approved by the Office of the Provost and Office of Social Equity.
___/___/___Dates and locations of advertising (attach copies with dates of all postings).
5. The Search
___/___/___The chairperson of the search committee met with the Director of Social Equity to discuss affirmative action procedures.
___/___/___The search committee acknowledged receipt of applications and forwarded Affirmative Action Data Collection form and cover letter of receipt to each applicant (Sample III). The chairperson of the search committee shall keep all related information on each candidate for permanent file. ***Because the university is required by Executive Order 11246 (as amended) to collect and maintain such data, the Affirmative Action Data Collection form seeks information on race and sex of each applicant. The form is returned to the Office of Social Equity.
___/___/___Each member of the search committee reviewed all credentials of each applicant who met the advertised qualifications.
___/___/___The search committee conducted telephone interviews in an effort to narrow and select qualified candidates for campus interviews.
___/___/___The search committee forwarded to the Office of Social Equity a copy of the screening criteria and questions for approval to be used in evaluation applications and telephone interviews.
7. Prior to inviting Candidates for interview, the Search Committee must
___/___/___Using the Interview Approval/Affirmative Action Process form (Form F), the search committee in consultation with the department chair submitted, in writing, to the Dean and the Director of Social Equity, the names of those candidates selected for interview approval. Candidates are not to be invited to campus without approval from the Dean and Director of Social Equity.
___/___/___Minority candidates who met the qualifications stated in the ad were interviewed (if applicable).
___/___/___Qualified women that are under-represented within the department were interviewed. (If there are several women and minority candidates who met the qualifications, the top two candidates were interviewed (if applicable).
___/___/___Before any candidate was invited to campus for an interview, a written detailed explanation was provided detailing why highest ranked, qualified women or minority candidate was not recommended for on-campus interview.
___/___/___All members of the search committee, department chairperson and Dean interviewed selected candidates. (Provost will only interview candidates for tenure-track positions.)
___/___/___A list of job-related questions to be used during the interview was forwarded to the Office of Social Equity for approval. (Appendix B)
9. Recommendation for Appointment
A conditional official offer of employment will be made by the President or his/her designee. The official offer of employment will be confirmed in writing by the President.
___/___/___The Affirmative Action Report, (Form B), was completed and submitted to the Director of Social Equity before an offer of appointment was made.
___/___/___The search committee forwarded the names(s) of the recommended candidates(s) for employment to the President through the Provost, Dean, Department chairperson and Director of Social Equity. Documentation (including files) indicating relative qualifications of the recommended candidate(s) was included, as well as a statement that the majority of the search committee recommended the candidates(s). The department chairperson shall forward an independent recommendation.
___/___/___A detailed explanation was provided, in writing, regarding minorities and women interviewed but not recommended for appointment (Stating “was not qualified” is insufficient.)
___/___/___The search committee chairperson sent letters of rejection to all rejected applicants interviewed (Sample VII).
___/___/___Forward all information and materials related to the search to the Office of Social Equity for storage of a five year period.
The undersigned verifies that the above listed procedures have been followed:
Chairperson, Search Committee