PREFERRED CANDIDATE AND HIRING PROCESS THROUGH PageUp
Preferred candidate and negotiations
Following finalist interviews:
BEFORE search committee or faculty meet to discuss finalists, Chair communicates with contact AD to get feedback on finalists from the Dean’s Office.
Considering finalists: Best practices suggest that no ranking of finalists should occur prior to discussion. Best practices indicate that search committee members and/or faculty should each have opportunity to bring strengths and weaknesses of each finalist to full and open discussion, with preference rankings developing from this discussion. There are now questionnaires provided by the Provost’s Office to help departments structure the information on which departmental decisions are made. This questionnaire is provided here.
AFTER faculty discussion, Chair communicates with contact AD to provide summary of candidate strengths and weaknesses and preference ranking.
AD will respond with authorization to contact finalist and the appropriate range of terms for negotiation.
Negotiations with preferred candidate: The Chair works with contact AD during this time, keeping AD informed of terms offered and any counteroffers or requests from candidate. Unless otherwise authorized, Chair must stay within range of terms provided by AD.
Chairs should work with the candidate to discuss salary, start up, moving expenses, logistics, and reach a verbal agreement before initiating a personnel action.