To obtain formal approval of Search by the Provost, several documents need to be sent to Lisa Thomas in the Dean’s Office:
- Faculty Hiring Request (Organizer): This form is sent to the Department Chair/Program Director after the permission to search is granted, with certain sections (salary and start up budget) filled in (see example here). The Chair completes it, describing the search committee and any special needs associated with this search including office/lab space and initial justification for anticipated startup expenses. This should reflect the communication from the Chair after the initial search was granted in February (see step #1). It is a good idea to think this through ahead of time because changing this estimate on the fly or after initial offers have been made can result in delays and/or disappointment (this is a change from past practices). Also, it is important to understand that the salary range provided by the Dean’s Office as well as the start-up estimate are used to budget for the hire. Actual start ups should be justified by actual need. Faculty salary ranges are typically meant to account for relative levels of experience within rank. They are also constrained by those of existing faculty at equivalent or higher ranks.
- The Job Ad: Best practices indicate that the ad and the rubric(s) for evaluating applications should be developed together. Departments should first develop the ad (know what you are looking for) and then begin drafting rubric(s) so that it relates directly to the ad language. Some required components include:
- Position title/rank and description; this should be consistent with the rubric(s) for applicant evaluation and interview questions. The ad should indicate if any additional materials will be requested from candidates at any point in the search process (e.g., reference letters can be requested immediately or after initial selection). Most searches are granted for entry level ranks (i.e., Lecturer or Assistant Professor), and departments are not authorized to change the rank. This will mean that applicants at a higher rank must accept a demotion if hired. On the other hand, if your department has been granted a search at a higher rank (e.g., Associate Professor), consider whether you want to craft your add to limit the search to just that rank or whether you will also consider exceptional candidates from lower ranks. Discuss this decision with your contact AD.
- Language referring to “commitment to and experience in fostering inclusive excellence” among the stated qualifications and must require candidates to submit a statement (akin to their research and/or teaching statements) addressing this commitment and experience.
- Wording may differ by discipline; other sample wordings might include “demonstrated commitment to research with underserved and diverse populations”; “capacity to respond in pedagogically productive ways to the learning needs of students from diverse backgrounds” (Ford Foundation), etc.
- Similarly, what is required may differ depending on the level of the search: e.g., a newly minted assistant professor may be expected to discuss “commitment” but not yet have “experience,” while candidates in more senior searches may be expected to have both. Including this within the qualifications, and requiring candidates to submit a statement, provides important material for evaluation in the candidate evaluation rubrics.
- Rubric(s) should provide criteria, how these are weighed and considered, what “excellence” means for each criterion, how criteria will be applied across each application, etc., and should involve discussion among the search committee or across all faculty, depending on department procedures. There may be different rubrics for different phases of application evaluation, e.g., initial review, semifinalist video/phone interviews, finalist campus visit interviews. An example of a rubric is provided here. The search committee should work with STRIDE to develop the ad and rubric(s) even while developing their Recruitment Plan, and before the Provost’s formal approval of the search so the combined Search Packet may be completed and approved as soon as possible. This can minimize delay of the search and maximize time available for active recruitment.
- Recruitment Plan for Inclusive Excellence: Although each plan will differ by discipline, recruitment efforts should include specific networks and avenues for recruiting a broad pool. See Dean’s Office guidelines here and the Provost’s Office guidelines here. Recruitment must be active (i.e., not simply waiting for people to answer an ad) and direct (i.e., involve person-to-person contact with potential candidates or with those in a position to help identify such candidates). The Dean’s Office will respond with comments or suggestions on the Recruitment Plan as appropriate. Many departments identify specific members of the search committee who will be responsible for implementing different parts of the plan. This will facilitate reporting after the search.
Once these items are completed, they are submitted to the Dean’s Office for review as a Search Packet. The Dean’s Office will respond with comments or suggestions on the ad, rubric(s), and Recruitment Plan as appropriate before forwarding to HR.