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Faculty Search Procedures
Purpose and Policy
Purpose:
It is the purpose of this document to establish policy,
provide instructions, and set forth the basic principles to
be followed in the administration of the search committee
process. This policy is written to comply with federal and
state regulations. In addition to Article 11 of the
Collective Bargaining Agreement (CBA) between the
Association of Pennsylvania State College and University
Faculties (APSCUF) and the State System of Higher Education
(SSHE) governing faculty hiring, the following guidelines
have been developed to assist in the faculty hiring
process. These guidelines are intended for use in
conjunction with Article 11 and in no way violate the spirit
of the CBA. Where any discrepancy is perceived, the CBA must
be followed.
Policy:
It is the policy of the University to follow the employment
provisions of the Pennsylvania Human Relations Act: “to
prevent and eliminate unlawful discriminatory practices in
employment because of race, color, religion, ancestry, age
(40 and above), sex, national origin, non-job related
handicap, or disability.”
·
The University does not discriminate on the
basis of race, color, religion, gender, age, national
origin, disability, or sexual orientation.
·
By authority of the Board of Governors, only
the President is authorized to take offers of employment and
to employ personnel. While administrators at levels other
than the President may be authorized to negotiate
employment, only the President can make an offer of
employment, and this will be done only in writing.
Administrators other than the President are authorized only
to make recommendations for employment.
- When a faculty position becomes
vacant for any reason, no hiring or search procedures
will be initiated until written permission is received
from the President.
- This policy and procedures manual
applies to all faculty searches
·
Deans (or equivalent), Directors, and
department chairpersons are accountable for efforts to
achieve a diverse faculty and/or staff in their respective
colleges and departments.
·
Faculty members are expected to be involved in
setting a climate conducive to accessing and maintaining
diversity.
·
Positive action will be taken by the
administration to identify and eliminate any unnecessary
barriers to equal employment opportunity.
·
Recruitment efforts will be made to utilize
both traditional and nontraditional employment sources which
reach individuals who are members of racially and ethnically
underrepresented groups, as well as underrepresented gender
groups.
·
The University will achieve a diverse faculty
with terminal degrees which represent a variety of
universities.
Exceptional Hires
(Exceptional hires may only be used in cases where
there is an immediate emergency)
l
In the event of an unexpected faculty vacancy
(tenure track or non‑tenure track), and when time does not
permit a full search to be conducted, the Vice President for
Academic Affairs may approve an exceptional appointment. The
duration of this appointment shall not exceed one year,
during which time a search will be conducted.
l
When multiple searches are taking place in the
same department and two employment positions are vacant,
search committees can select two qualified candidates from
the same candidate employment pool for hire.
l
An exceptional appointee cannot serve more
than one year in the position when the appointment was made
without a regular search. To serve more than one year in the
same position, the appointee must be selected for the
position as a result of a search conducted in accordance
with these search procedures. (“Exceptional Hire Appointment
Form”)
Internal Hires
l
The President or his/her designee, in consultation with the
appropriate Vice President, will determine the scope of a
search (internal or external). If the search is internal,
the selection procedure shall be in accordance with this
manual excluding outside recruitment. (See
page 14, “Personnel Action Control Form.”)
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