Recruitment and Selection Policy for Full Time Faculty
Authority: Dean of the College of Arts and Sciences
History: Updated and Reformatted July 6, 2011
Source of Authority: 41 CFR Part 60-1; UNC Policy Manual 600.3.4; Faculty Handbook hiring
practices.
Related Links: 08.111 Recruitment and Selection of EPA and Faculty Employees
Responsible Office: Department of Chemistry and Biochemistry
_________________________________________________________________________
I. PURPOSE
This policy specifies recruitment and selection procedures that are consistent with the UNCW
EEO/AA Policy and UNC Policy Manual and ensures consistency in screening and hiring
candidates at the department/school level.
Guiding Principles:
The guiding principles of this policy are to ensure consistency, fairness, and equity in the
recruitment, screening, and hiring process. A second guiding principle is to hire the candidate
whose qualities and competencies best meet department/school needs. The hiring process is
intended to be positive and transparent process for all those involved. Ultimately faculty are
responsible for all stages of the hiring process. All members of the department/school adhere to
the highest standards of professional conduct, including confidentiality, throughout the hiring
process.
0.1
Identification of Position
The Chair and the faculty will discuss departmental needs and identify hiring priorities in
order to establish consensus regarding the area of expertise and responsibilities of the new
position. If consensus cannot be reached, the decision will be referred to an ad-hoc committee
composed of faculty representatives from each affected academic discipline, who will meet to
work out differences. The committee will report to the department at the next faculty meeting,
where another attempt will be made to establish consensus. Failing this, the decisions will be
made based on a vote by a simple majority of tenured and tenure track faculty present at said
meeting.
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0.11
Composition of Search Committee
Upon approval to search, the department chair will appoint a Search Committee. The Search
Committee will have a broad representation of the faculty (e.g. rank) and expertise in the position area and
requirements.
0.12
Roles and Responsibilities
Chair/Director: The Chair is responsible for ensuring the integrity of the hiring process.
The Chair is an effective liaison between the faculty, the Search Committee, the Dean, and
Human Resources, and is responsible for communicating the departmental hiring decision to the
Dean and Human Resources, and, upon approval, to the candidate.
Search Committee: The Search Committee is responsible for complying with HR
policies related to hiring, drafting the position description, and recruiting and screening
applicants. The Search Committee Chair must maintain timely communication with the
department chair. The Search Committee works with and seeks input from the faculty in these
processes, presents applicants to the department, and facilitates the interview process.
Faculty: Faculty actively participate in all phases of the hiring process and provide
appropriate and constructive input. Faculty respect the diversity of all constituencies and their
duties with respect to the search process.
0.13 The Campus Visit: The campus visit is a critical stage of any search, offering a unique
opportunity for both the candidate and the department to explore competencies and fit.
Therefore it is important for the department and university to present well during the campus
visit. The following are elements for the campus interview:
1)
2)
3)
4)
5)
6)
Meets with individual faculty
Meets with Dean or Associate Dean
Meets with students
Presents Scholarly Presentation (seminar)
Is provided a Campus /Community Tour
Engages in exit interview with department chair.
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0.14 Internal Candidates: The emergence of an internal candidate requires diligence to
insure that HR requirements for absolute consistency are upheld. Key points of emphasis
include:
1) Absolute confidentiality throughout the process regarding the search and the
candidate’s status in the process.
2) Reasonable efforts to reintegrate the internal candidate regardless of the outcome of
the search.
0.15 Procedures and Tasks Checklist The purpose of the checklist below is to raise issues
the department must consider. The order is roughly chronological.
1.
2.
3.
4.
5.
6.
7.
8.
9.
The Search Committee Chair will create a timeline to schedule HR Training for the Search
Committee, consider recruitment options, establish a date when the ad is posted and the deadline
for accepting applications, and determine when the initial screening by the search committee
takes place, as well as who has responsibility for checking references.
Generally, only the Chair and the search committee will have access to Consensus during the
initial screening process; Consensus automatically emails applicants once a complete set of
materials has been submitted.
The Search Committee will advertise the position according to HR requirements and best
practices.
Application materials will be limited to consensus for the initial screening process; once a list of
suitable candidates has been established, materials for these candidates will be made available to
all full time faculty.
A second round of review by the entire voting faculty will identify those candidates who will be
interviewed by phone or video by the Search Committee.
The Chair of the Search Committee will communicate with candidates that are no longer under
consideration.
Based on application materials and the phone/video interviews, the Search Committee will
recommend a slate of finalists (typically 3 to 4, although non-tenure track searchers may involve
as few as one) to invite to campus for interviews. The voting faculty determine by simple
majority who the final slate will be.
The Search Committee Chair communicates with finalists who are invited to campus, and the
Search Committee is responsible for scheduling and organizing the campus visits.
Once the campus visits are complete, the full time faculty discuss the finalists, and the voting
faculty decide who is/are acceptable, and rank orders them.
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10.
11.
12.
13.
The Chair of the Search Committee drafts and submits the Search Summary and
Recommendation for Hire to the Dean and HR.
The Department Chair communicates a verbal offer to hire to the approved candidate.
The Department Chair receives and communicates the candidate’s decision to the Dean and HR.
In the event the candidate declines, the Chair communicates a second verbal offer to the next
most qualified candidate.
Once a candidate has accepted the offer, the Search Committee Chair communicates to candidates
who are not extended an offer.
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