FACULTY HIRING PROCESS
I.
Lines are assigned to Schools and Search Committees are formed
A. The Dean will submit requests for faculty lines to the Provost in the Spring
B. Determination of available positions (Associate Vice President for Budget and Personnel
with confirmation from Budget) with notification of the Provost.
Provost will inform the Deans of positions available for search.
C. Deans request lines based on input from convening group, enrollment data, and
planning goals
1. The requested position title must reflect existing majors at the College
2.
Number of courses offered by the program across the past three years, current
number of full-time faculty, adjunct rate, and number of majors should be included
within the enrollment data.
D. Lines assigned to Schools by Provost
1. The Dean will inform the convening group that a line has been assigned and ask for
recommendations for search committee membership
2. The ad copy, organized according to the provided template, originates from the
convening group and is submitted to the Dean for approval
3. The Dean appoints the search committee. With regard to the role of students:
a. Students may serve on search committees but their service is not required;
b. Students may not vote and may not attend meetings where final decisions
are sent forward*;
c. Students are expected to represent the student perspective and not
individual/major views
4. The Dean informs the Provost’s Office in writing of the membership of the search
committee
5. A search may be vacated upon the recommendation of the Dean and/or at the
discretion of the Provost
II. Dean Prepares and Submits the Staffing Requisition Form (SRF)
A. Dean submits written rationale and consults with the Provost regarding rationale for
academic rank, range within rank, and step within range
1. Assistant Professor is the expected rank. Rank higher than Assistant (is the
exception) needs to be justified by the Dean and approved by the Provost
2. Assistant/Associate posting must be justified by the Dean and approved by the
Provost
3. Guidelines re range: Per Salary Range Adjustment Program
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4. Guidelines regarding salary:
a. Tenure track Assistant Professor is usually hired at U22 step 3 to 7
b. Associate Professor or higher than U22 step 7, must be justified by the Dean and
approved by the Provost in writing
c. Temporary full-time is usually hired at U22, step 1 to 3
B. The Provost approves, in writing, the title, academic rank, range within rank, and step
within range
C. Dean submits the completed Staffing Requisition Form to Provost for signature
III. SRF Moved to Human Resources (HR), to Affirmative Action (AA), and to Budget
A. The Provost’s Office submits the signed SRF to HR with a copy of:
1. The Provost’s approval of the title, academic rank, range within rank, and step within
range
B. HR fills in rank and range, and signs form
C. HR sends electronic copy of SRF to Dean and Provost’s Office
D. HR sends SRF to AA for review
E. AA signs the SRF and forwards to Budget
F. Budget completes and signs SRF and returns to AA.
IV. Ad Placement and Affirmative Action (AA) Training
A. AA works with the Dean on ad content and placement
1. Ads must be approved by the Dean after review by Search Committee Chair
2. The ad must express what the individual’s teaching responsibilities will be
3. Dean has final approval of posting/ad (which must state “pending budget approval”)
4. AA works with ad agency for ad placements
B. AA trains Search Committee Chairs, one-on-one
1. Search Committee Chair serves as the AA monitor. All members are responsible for
equitable treatment of candidates and for following policies and procedures
2. Training addresses questions that cannot be asked
3. Training stresses: Salary and benefits are not to be discussed by Search Committee
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V. Search Process
A. Search proceeds per procedure, including:
1. Dean charges the Search Committee
a. Reviews ad and expectations for the position;
b. Reviews allowable interview expenses;
c. Reviews search procedures including the submission of the names of three
unranked finalists
2. Search Committee preparation:
a. Search Committee reviews and agrees upon criteria for selecting candidates
b. Search Committee develops questions for phone interviews
3. Search Committee reviews applications based on advertised qualifications, selection
criteria and selects candidates for telephone interviews
4. Search Committee conducts telephone interviews and determines which candidates
will be invited to campus. Normally three (3) finalists will be invited to campus.
5. Search Committee consults with AA regarding candidates to be brought to campus
a. Search Committee Chair forwards credentials of proposed finalists to AA
b. AA reviews pool, checks diversity, consistency with ads, etc.
c. AA sends email to Search Committee Chair regarding bringing candidates to
campus
6. Dean consults with Provost regarding “interview expenses” (norm is <$800)
7. Search Committee Chair consults with Dean on the three finalists to be invited to
campus
a. Must justify expensive travel
b. Must justify invitation to foreign national, sends vita to Director of International
Student and Scholar Services of Center for International Education.
8. Finalists are brought to campus
a. Candidates are interviewed and teach or make a research presentation
b. Candidates’ agenda must include:
1. Opportunity to meet with the Search Committee
2. Opportunity to meet with the Dean
3. Opportunity to meet unit faculty
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4. Opportunity to present lecture
5. If known to be a foreign national, meet with Director of International Student
and Scholar Services of International Education
c. Search Committee seeks written feedback on each candidate
9. Search Committee Chair forwards written recommendation to Dean with at least
three (3) unranked candidates, listing strengths and weaknesses for each candidate
B. Dean selects candidate and forwards information to Provost via e-mail, including title,
rank, range, step, salary and start date. If the Dean does not find a viable finalist, the
Dean may recommend search extension or that the search be vacated
D. Provost approves hire offer via e-mail and copies Human Resources, Affirmative Action,
Employee Relations
E. Dean makes offer to candidate pending final approval by the President,
F. Search/hire packed, including the Dean’s letter to the candidate which will accompany
the President’s appointment letter, is sent to ER, ER reviews packet for completeness
and prepares Provost recommendation to President
G. Provost reviews and signs recommendation and forwards packet to AA
H. AA reviews packet:
1. Conducts degree verification;
2. Prepares concurrence letter;
3. Forwards packet to HR
I.
HR reviews packet for completeness and prepares appointment letter for President’s
signature, HR advises Director of International Student and Scholar Services if finalist is
international candidate.
* With regard to the issue of students voting, the Attorney General’s Office was consulted and pointed to NJSA
18A:64-3.1. This statute precludes student trustees from participating in any matters involving the “employment,
appointment, termination of employment, terms and conditions of employment, evaluation of the performance or,
promotion or disciplining of any specific prospective officer or employee or current officer or employee employed or
appointed by the Board, unless all the individual employees or appointees whose rights could be adversely affected
request in writing that the matter or matters be discussed at a public meeting.” While this statute refers to students
serving on the Board of Trustees, it would be peculiar to provide more authority to students not serving on the Board.
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