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III. Faculty Employment Policies and Procedures

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III. Faculty Employment Policies and Procedures

III.C. Search and Appointment Procedures

III.C.1. General Procedures for Faculty and Administrative Appointments

III.C.2. Appointment of Faculty Members

III.C.3. Appointment of Academic Unit Heads III.C.4. Appointment of Assistant and Associate Deans of Academic Colleges
III.C.5. Appointment of Assistant and Associate Deans of University-wide Programs III.C.6. Appointment of Deans of Academic Colleges
III.C.7. Appointment of A&P Positions in the Office of the Provost and of Deans of University-wide Programs III.C.8. Appointment of Vice Provosts
III.C.9. Appointment of the Provost III.C.10. Additional Policies on Searches and Appointments


III.C.1. General Procedures for Faculty and Administrative Appointments

The Office of Equal Opportunity's Faculty Recruitment Handbook shall guide all faculty searches conducted at the university. These procedures apply to full-time faculty positions, including instructional and A&P faculty positions. For details see Manual of Policies and Procedures, Policy 2101, Faculty Hiring Procedures. Full searches are not required for part-time appointments, interim or acting appointments, or full-time appointments of less than one year. An interim or acting appointment is normally limited to a maximum of two years, but in exceptional circumstances, it may be extended for additional time.

III.C.2. Appointment of Faculty Members

The academic unit or administrative unit in which the faculty member will report shall determine the composition of the search committee for a new faculty member, in conformance with the Faculty Recruitment Handbook guidelines.

Prior to recommending candidates for interview, the search committee chair shall review the strength of the candidate pool with the AUH or hiring authority, who shall make a judgment as to whether additional recruitment efforts should be made. After the search, the AUH or hiring authority shall make the offer of appointment, subject to approval by the dean, the appropriate vice president, the president and the BOV. All offers are contingent upon references and background verification.

When a candidate is hired in anticipation of, but prior to having fulfilled all requirements for a particular degree, such as a Ph.D., the hiring authority is responsible for obtaining from the candidate the official transcript of the highest degree attained at the time of the offer. The candidate is responsible for obtaining the pending degree by the deadline specified in the offer letter, and for delivering the official transcript of the degree to Office of Human Resources within 15 days after the candidate is awarded the degree.

III.C.3. Appointment of Academic Unit Heads

When a vacancy occurs in a position of an AUH, the dean shall request the academic unit to nominate members of its faculty for service on a search committee, unless the dean determines that the position should be considered a promotional opportunity restricted to candidates from the current employees of the university, and the majority of the academic unit's full-time faculty members vote to approve the dean's decision not to have an external search. Additionally, any such decision not to hold an external search must include prior consultation with the equal opportunity officer, and must have the prior approval of the provost. An interim or acting AUH may be appointed by the dean until the position is filled.

The dean shall appoint the search committee from among those nominated and may appoint additional members who shall constitute a minority of the committee. The dean shall appoint the chair of the committee, who may come from another unit within the university.

The committee will meet with the dean to determine appropriate conditions of the position, such as rank and available resources. The dean should share with the committee an assessment of the college and university commitment to the department and its programs.

Prior to recommending candidates for interview, the search committee chair shall review the strength of the candidate pool with the dean, who shall make a judgment as to whether additional recruitment efforts should be made. After the search, the dean will make the offer of appointment subject to the approval of the provost, the president and the BOV. All offers are contingent upon references and background verification.

For more details concerning AUHs, see Academic Affairs Policy #2: Academic Unit Heads.

III.C.4. Appointment of Assistant and Associate Deans of Academic Colleges

When a vacancy occurs in the position of associate dean, assistant dean, or other administrative and professional positions reporting to the dean of an academic college, it will be filled on recommendation by the dean to the provost.

Academic unit heads, representative faculty members, and the equal opportunity officer must be consulted on whether a search should be conducted. A formal search committee shall be used if the appointment is not limited to internal candidates. If a formal search is used, the search and selection procedures will be similar to those used for deans, but the dean shall appoint the chairperson of the search committee. If no formal search committee is used, the dean shall consult with AUHs and the college personnel committee. See Faculty Handbook, Section IV.A.3.

The dean will make the offer of appointment, subject to approval of the provost, the president and the BOV. All offers are contingent upon references and background verification. An interim or acting assistant or associate dean may be appointed by the dean until the position is filled.

III.C.5. Appointment of Assistant and Associate Deans of University-wide Programs

When a vacancy occurs in the position of associate dean, assistant dean or other administrative and professional positions reporting to the dean of a university-wide program (e.g., the library, University Studies, The Graduate School), it will be filled on recommendation by the dean to the provost. Appropriate individuals, including the equal opportunity officer, must be consulted on whether a search should be conducted. If a formal search is used, the dean shall appoint a search committee consisting of appropriate faculty and members of the administration. If no formal search committee is used, the dean shall consult with appropriate individuals, including members of the faculty, before making the recommendation to the provost. The dean will make the offer of appointment, subject to approval of the provost, the president and the BOV. All offers are contingent upon references and background verification. An interim or acting assistant or associate dean may be appointed by the dean until the position is filled.

III.C.6. Appointment of Deans of Academic Colleges

When a vacancy occurs in the position of dean, the provost shall request nominations for membership on a search committee from the appropriate faculty and academic administration. When a vacancy occurs in an academic deanship that has university responsibility across college lines, the search committee shall include faculty representatives from all appropriate colleges. The provost shall appoint this search committee from the list of nominees and may appoint additional members who shall constitute a minority of the committee. The provost will appoint a dean from another college to chair the search committee. A national search shall be conducted.

Prior to recommending candidates for interview, the search committee chair shall review the strength of the candidate pool with the provost, who shall make a judgment as to whether additional recruitment efforts should be made. After the search, the provost shall make the offer of appointment, subject to the approval of the the president and the BOV. All offers are contingent upon references and background verification.

An interim or acting dean may be appointed by the provost until the position is filled.

III.C.7. Appointment of A&P Positions in the Office of the Provost and of Deans of University-wide Programs

When a vacancy occurs in an administrative or professional faculty position in the office of the provost, or in the position of dean of a university-wide program (e.g., the library, University Studies, The Graduate School), the provost, in consultation with the Academic Council, the speaker, and the equal opportunity officer, will decide whether a search committee is required to fill the position. If a search committee is used, the search and selection procedures will be similar to those used for deans of academic colleges, but the chair of the search committee need not be a dean. If a search committee is not used, the provost shall consult with the Academic Council and the speaker and shall recommend to the president a candidate to fill the position. The provost shall make the offer, subject to the approval of the president and the BOV. All offers are contingent upon references and background verification. An interim or acting A&P faculty member or dean may be appointed by the provost until the position is filled.

III.C.8. Appointment of Vice Provosts

When a vacancy occurs in the position of vice provost, the provost shall request nominations for membership on a search committee from the appropriate faculty and academic administration.

The search committee shall include faculty representatives from all appropriate colleges. The provost shall appoint this search committee from the list of nominees and may appoint additional members who shall constitute a minority of the committee. The provost will appoint a dean or another vice provost to chair the search committee. A national search shall be conducted.

Prior to recommending candidates for interview, the search committee chair shall review the strength of the candidate pool with the provost, who shall make a judgment as to whether additional recruitment efforts should be made. After the search, the provost shall make the offer of appointment, subject to the approval of the president and the BOV. All offers are contingent upon references and background verification. An interim or acting vice provost may be appointed by the provost until the position is filled.

III.C.9. Appointment of the Provost

When a vacancy occurs in the position of the provost, a national search shall be conducted. The president shall request nominations for membership on a search committee from the faculty and the administration. The president shall appoint the search committee from the list of nominees and may appoint additional members. The president shall appoint the chair of the search committee.

Prior to recommending candidates for interview, the search committee chair shall review the strength of the candidate pool with the president or his or her designee, who shall make a judgment as to whether additional recruitment efforts should be made. After the search, the president shall make the offer or give further instruction to the committee. Final approval for the appointment rests with the BOV. All offers are contingent upon references and background verification. An interim or acting provost may be appointed by the president until the position is filled.

III.C.10. Additional Policies on Searches and Appointments

In addition to the guidelines above and the procedures detailed in the Faculty Recruitment Handbook, the following policies from the Manual of Policies and Procedures apply to faculty searches.