ࡱ> EGD #bjbj΀ 06    $/, J[qqqqL"n z$LLqq qqEq`R?r> .]0Je,lll$Jl : FACULTY HIRING PROCEDURES FOR SEARCH COMMITTEES Office of Academic, Faculty and Student Affairs ߲ݴý strives to be a University of Choice by creating a positive learning environment for its total campus community. To help create such an environment, the University seeks to recruit, hire, train, and promote qualified administrators, faculty, and staff from diverse backgrounds, cultures, and ideas into its various job vacancies. The University takes affirmative steps to identify and encourage qualified applicants to apply, consider, and accept positions at the University and become a part of the growing campus community. Achieving this goal requires efforts and the total commitment of every individual and department within the campus community. Forms to be used during the Search: These forms and many other relevant forms are accessible at  HYPERLINK "http://www.uthsc.edu/oed/eeoc.php" http://www.uthsc.edu/oed/eeoc.php EEO/AA Statement and Tagline for Advertisements Look under Search Procedures: EEOC Disclaimer UT EEO Self-Identification Form (to send to applicants) Look under Search Forms: Self ID Narrative Summary Form (to be completed before interviews) Look under Search Forms: Narrative Summary Contact Log (to be distributed to all search committee members) Look under Search Forms: Committee Contacts Formation and duties of a Search Committee: A. The Chair of a Department of a unit in which a vacancy has occurred recommends a Search Committee to the Dean or Director for approval. Every effort must be made to secure diversity in the composition of the search committee unless it is impractical to do so. There is no required number of members. Standing search committees may be created to serve the recruitment and selection needs of a department. As a general rule: 1. The members of the search committee should reflect the commitment to diversity and the affirmative action initiatives of the UTHSC and thereby should be comprised of a combination of persons including women and ethnic minorities. 2. Persons outside the hiring department unit may be appointed or invited to serve on an internal search committee. B. Each Search Committee member should maintain individual contact logs to record recruiting efforts during the search, including, but not limited to, letters, e-mails, and telephone calls. Contact logs are available on the OED website or may be requested by contacting OED at 901-448-2112. C. As resumes and curriculum vitae are received, the Search Chair should: 1. Send a letter to each applicant acknowledging the application (each letter should be identical); and 2. Send UTs Equal Employment Opportunity Self-Identification form along with the acknowledgement letter. It is mandatory that a form is sent to each applicant, and its return should be encouraged; however, failure to return the form cannot be used as a reason to reject an applicant. D. Each Search Committee will devise its own methods for review of applicant files. The process and criteria used must be consistently applied to all applicants. 1. The Chair of the search (or a subcommittee) may make a preliminary review of files to determine whether the applicant meets the qualifications specified in the position announcements. Files of applicants who do not meet minimum qualifications may be separated from those who meet minimum qualifications; however, the files should still be available for all committee members to review if they so choose. Note: Even applicants who do not meet the minimum qualifications must be included in the statistics for the Narrative Summary form and on the Request to Make an Offer form. 2. Search Committees may elect to develop scoring sheets or screening forms. If scoring sheets or other forms are used, they need to be kept as part of the departments search records. OED does not need copies of such sheets. Scoring sheets or other evaluative forms, if used, do not need to be signed. 3. Search Committees may select a range of top applicants and develop written questions for their response. This may be particularly helpful in narrowing a very large pool of applicants. 4. Search Committees may elect to develop a rating system that assigns weights to particular required or desired criteria. 5. Search Committees may require writing samples, such as copies of journal articles, or other documents as a means of evaluation of applicants. Any criteria used must be applied to all applicants at each appropriate level. Applicant pools may be used to fill more than one position if the requirements of the positions are identical. E. When the Search Committee is comfortable with the quality and composition of the applicant pool, it should devise a list of Principal Candidates. The pool should provide a selection of qualified candidates who will be invited for a campus interview and considered for the position. All Principal Candidates must be invited to interview (although a candidate may turn down an invitation to interview). The Search Committee must identify, in the Narrative Summary form, each Principal Candidates relative strengths and weaknesses. F. A list of Alternate Candidates may also be developed. Alternate Candidates should be those candidates who are under further consideration for the position in the event that none of the Principal Candidates are selected for the position. These candidates must also meet the minimum qualifications for the position. If no one is selected from the Principal pool following interviews or offers of interviews, the Search Committee may elect to interview one or more candidates in the Alternate pool. Alternate pool candidates may be interviewed one-by-one, in no particular order. Strength and weakness statements for each Alternate Candidate must also be included as an attachment to the Narrative Summary form. Information to be included in the Narrative Summary form: 1) General Search information (department, position, OED File Number); 2) Search Committee composition; 3) Recruiting and advertising efforts; 4) Professional organizations, caucuses and referral sources with which the vacancy was listed, dates of the listings; 5) Explanation of efforts used to contact and encourage applications from qualified women and minority candidates; and 6) A list of all candidates and EEO Self-Identification information (obtained from OED) using the format similar to the example contained in the Narrative Summary form. The Search Committee or Chair should determine who should be involved in the interview process. Ideally, this planning should take place shortly after the search has begun. G. After the interview process is complete, the Search Committee will evaluate and recommend the top candidate(s) for consideration by the Department Chair or Director of the hiring unit. Top candidates do not have to be submitted in any ranked order unless so requested by the Department Chair or Director. 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