Transcript Slide 1

Faculty Hiring
Overview
Tenure/ Tenure Track Hires
Presented by William A. Smith
Associate Dean for Diversity, Access, & Equity
COE Diversity Mission
The University of Utah/College of
Education/ is an Equal Opportunity /
Affirmative Action employer,
encourages applications form women
and minorities, and provides
reasonable accommodation to the
known disabilities of applicants and
employees.
Office for Diversity,
Access, & Equity Mission
The Office for Diversity, Access, and Equity
provides leadership, information,
consultation, coordination, and assistance to
the various departments and units within the
College of Education in an effort to embrace
diversity and equity as pillars of excellence,
synergize actions at all levels within the
College, and cultivate inclusiveness and
mutual respect throughout the community. We
also reach beyond the College to establish
beneficial relationships with individual,
organization, and institutional partners who
share mutual goals and interests.
Tenure / Tenure Track
Faculty Hiring Stages
1. Approval to Recruit
2. Approval to Offer
3. Approval to Hire
Recr uitment
Approval to Recruit Stages
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OEO Meeting with Search Committees
Approval to Recruit Submission Process
FARRP
OEO & Values Diversity Statements
NMFIP & Additional Diversity
Advertising
OEO Web Postcards
Search Committee /
OEO Meeting
In an effort to ensure the University of Utah’s compliance with federal
guidelines…
Require all tenure / tenure-track faculty search committees to
meet with OEO at the start of the search process
Meetings can be scheduled as part of normal search committee
or faculty meetings
Generally take 20-30 minutes
Multiple searches may schedule a single meeting with OEO for
all search committees
OEO representative present important information on
compliance with federal requirements and laws
Contact OEO to setup meets
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OEO Associate Director, 581-8365
July 14, 2005 memorandum from Associate Vice President for Diversity
Approval to Recruit Stages
1. Dept. to Assoc. Dean for Diversity
- Assoc. Dean’s Signature /
Approval on FAARP
2. Assoc. Dean for Diversity to AVP for
Diversity
• Temporary log number assigned
• AVP for budget signature
• AVP for Diversity Signature / Approval on FARRP
Requisition Forms
3. AVP for Diversity back to Dept. and
Associate Dean for Diversity
Approval to Recr uit
Requirements
Need for Approval to Recruit
Faculty Appointment Request & Recruitment Plan (FAARP)
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Temporary Log Number assignment (from Assoc. Dean for Diversity)
Rank
Affirmative Action Recruitment Plan / Activities (see checklist for examples)
Chair and Assoc. Dean for Diversity Signatures
Letter to Assoc. Dean for Diversity Identifying
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Need for recruitment
How hire supports strategic plan of dept./college/university
Finding information
Tentative on campus interview schedule (see checklist for details)
Search Committee and OEO Meeting (confirmation)
Job Advertisement
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Includes OEO statement and COE / U of U values diversity statement
Job Description
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Provides thorough description of duties
Connects to COE strategic plan for diversity
Meets expectations for an underrepresented pool of candidates
Requisition Forms
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Log number assignment (from AVP for Diversity)
Signed, stamped, and ready for purchasing office
OEO Statement
for Advertisement
The University of Utah is an Equal
Opportunity / Affirmative Action
employer, encourages applications form
women and minorities, and provides
reasonable accommodation to the known
disabilities of applicants and employees.
UU Values Diversity Statement
The University of Utah / College of
Education / [YOUR DEPARTMENT] value
candidates who have experience working
in settings with students from diverse
backgrounds, and possess a [strong or
demonstrated] commitment to improving
access to higher education for historically
underrepresented students.
Be sure to select wither “strong” or “demonstrated”
Diversity Adver tising
Options
National
Chronicle of Higher Education – http://chronicle.com/jobs/ &
http://careers.chronicle.com/
Diverse Issues in Higher Education – www.diverseeducation.com
DiversityInc Careers – www.diversityinc.com
Hispanic Outlook in Higher Education – www.hispanicoutlook.com
Jobs4Education – www.jobkite.com
NMFIP (National Minority Faculty Identification Program) –
www.southwestern.edu/natfacid/
Local
Diversity Times – email Albert Jones, editor, at [email protected]
These advertising options, along with the “values diversity” statement
and an expanded advertising list, will be emailed to recruiting offices.
Diversity Adver tising
Options
Free Advertisement in…
National Minority Faculty Identification Program
NMFIP (www.southwestern.edu/natfacid)
• Largest program of its kind in United States. Twenty plus
years identifying underrepresented candidates
seeking faculty positions in higher education. Four
advertisements placed in The Chronicle of Higher
Education each academic year, listing all participating
institutions.
• When your recruitment is approved, email Daryl
Dowdell at [email protected] for NMFIP user ID,
password & posting instructions.
Offer
Approval to Offer Stages
1.
2.
3.
4.
Approval to Offer Submission Process
FARRP
Faculty Recruitment Compliance Memo
Faculty Recruitment Compliance Form
Approval to Offer Cycle
1. Dept. to Assoc. Dean for Diversity
- Assoc. Dean’s Signature /
Approval on FAARP
2. Assoc. Dean for Diversity to AVP for
Diversity
• ADD signature / Approval on FAARP
• AVP for Diversity Signature / Approval on FARRP
3. AVP for Diversity back to Dept. and
Associate Dean for Diversity
Approval to Offer
Requirements
Needed for Approval to Offer
Faculty Appointment Request & Recruitment Plan
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FAARP
Faculty Recruitment Compliance Form
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Include all on-campus interviews, their gender & ethnicity
Report detailed results of faculty interviews
Selected Candidate’s File
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Offer letter (includes salary, teaching info, starting date, moving money,
course reduction, research account, and etc.)
Vita
Letters of recommendation (three, on original letterhead)
Any other information requested of applicants on advertisement
Letter to Assoc. Dean for Diversity (identifying)
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Selection process description
Basis for selection
Statement indicating salary level
Faculty Application Flow Record
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FAFR
Identify “offer made” candidate”
Include log number, department and position title
Faculty Recr uitment
Compliance Memo
Form
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Form available on Assoc. Dean for Diversity webpage.
Report detailed results of faculty interviews, prior to securing approval to make offer.
Submit data on gender & ethnicity (and contact information) for every faculty applicant invited
for formal on-campus interview.
Submit form at time FARRP submitted to secure permission to make offer.
Associate Dean Smith & Associate Vice Presidents Villalpando review for appropriate
inclusiveness & diversity.
Smith for College
Compliance Form signature by Smith must be secured.
Future Use
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Should list appear too homogenous, a “justification discussion” will take place between
Department Chair, Assoc. Dean for Diversity, Associate Vice President for Diversity.
If determined that search has been biased or candidate pool not sufficiently diverse, or prior
approval of interview list not secured, then permission to make an offer may be denied.
No offers may be forwarded to selected candidate without formal approval.
Oversight committee will review aggregate demographic information annually.
Oversight committee will make recommendations on faculty interviews and hirings, and
departmental progress towards those goals.
Departments showing “progress” will receive additional incentive funds as appropriate.
Study group will retrospectively interview candidates on interview processes & experiences.
Identifying & eliminating practices of bias is essential.
September 20 2004 Memorandum from Senior Vice Presidents Lorris Betz & David Pershing
Approval to Hire Cycle
1. Dept. to Assoc. Dean for Diversity
-Assoc. Dean’s Signature /
Approval on Academic PAN
2. Assoc. Dean for Diversity to AVP for
Diversity
-Assoc. Dean for Diversity Signature / Approval
on Academic PAN FAFR columns filled in
3. AVP for Diversity back to Dept. and
Associate Dean for Diversity
-Prepares for PAN on payroll
Approval to Hire
Requirements
Needed for Approval to Hire
Academic PAN form
Signed Letter of Acceptance
Offer Letter
Letter to Assoc. Dean for Diversity (identifying)
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Selection process description (including faculty vote)
Selected Candidate’s File
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Vita (original)
Letters of recommendation (three, on original letterhead)
Any other information requested of applicants on advertisement
Faculty Recruitment Compliance Form
Faculty Application Flow Record
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FAFR (must agree with Compliance Form)
Identify “selected candidate”
Did note leave “Minority Status” or any other column blank