PRESENTATION TITLE Tenure-Track Faculty Recruitment Training

Human Resources, Diversity & Inclusion Employment Services Fall 2014

Reaching Higher... we begin and end with Human Relationships

UPS 210.001

Recruitment and Appointment of Tenure Track Faculty Faculty Recruitment Process Aligned with CSUF Strategic Plan Goal # 3  Recruit and retain a high quality and diverse faculty and staff

Reaching Higher... we begin and end with Human Relationships

Search Committee

Strive to elect a diverse search committee • • • Possible bases: Gender Ethnicity National Origin • Consider human tendency for unconscious bias to influence the deliberations Consider inviting faculty from other departments in the College to achieve greater diversity

Reaching Higher... we begin and end with Human Relationships

Recruitment & Advertising Plan

Strengthen the R&A Plan to achieve highly qualified and diverse applicant pool Submit for approval to Dean and VP of HRDI • Send announcement to: professional association list-servs • the various associations’ caucuses e.g., gender, ethnicity, sexual orientation • strong and diverse R1 graduate programs

Reaching Higher... we begin and end with Human Relationships

Underutilization & Placement Goals

• • • Upon submission of the R&A Plan, HRDI provides department’s placement goals – Based upon utilization data derived from the federally mandated Affirmative Action Plan Search committee should be apprised of department’s placement goals R&A Plan must be completed and signed by Dean & HRDI Vice President before the posting

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Applicant Pool Review

DSC completes Group Matrix / Search Statement Then DSC forwards to Diversity, Inclusion & Equity Programs (DIEP) after closing date DIEP prepares Applicant Pool Review Form, based on Group Matrix, and provides to VP of HRDI for approval  (Recruitment process may be extended to ensure that applicant pool reflects the level of diversity represented in the discipline)

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Applicant Pool Review continued

After approval, communicated to DSC, Dept. Chair and Dean sign Part 1 of Applicant Pool Review Form DSC notifies DIEP of actual date to close position and have it pulled from website --unless open until filled

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Screening of Applicants

• DSC establishes screening criteria based on the position announcement (e.g., minimum and preferred qualifications) • Attempts to achieve diversity during selection of the semi-finalists – as reflected in national availability data

Reaching Higher... we begin and end with Human Relationships

Screening continued

• DSC develops interview questions for telephone or conference interviews (semi finalists) • Indicates justifiable reasons for rejection on Group Matrix / Search Statement Form

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Screening Continued

• DSC and DC submit names and applicant files of finalists to Dean, Vice President of HRDI and appropriate Vice President (electronic) – • DSC attempts to achieve diversity among finalists with goal of selecting the best candidates

Reaching Higher... we begin and end with Human Relationships

Screening Continued

• Dept. Chair and Dean review and sign Part 2 of Applicant Pool Review Form • Submit to Diversity, Inclusion & Equity Programs

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Finalists’ Interviews on Campus

Develop interview questions and feedback form(s) for department faculty and students • Conduct on-campus interviews with finalists • Schedule reference calls (minimum of 2 DSC members per call) and keep notes • (Search documents retained for three years)

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Final Recommendation / Verbal Offer

• DSC makes recommendation to the Dean • DSC identifies all finalists’ strengths and weaknesses in a narrative – – ranking permissible (input from Dept. T &TT faculty) • After clearing terms of offer with the Provost, Dean makes verbal offer

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Final Stages

• Process Summary & Appointment File Documents  DSC completes Interview Summary Form and submits it and CVs to DIEP  DSC completes first page of Process Summary Form (provided by DIEP once Interview Summary is submitted) and forwards to the DC and DIEP for signatures

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Documents for Appointment Packet

• DSC provides recommendation letter and recommended candidate’s documents (CV, reference letters, etc.) to the DC • DC obtains remaining documents for appointment packet and forwards to the Dean

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Documents for Appointment Packet

• After candidate’s verbal acceptance, Dean prepares recommendation memo to Provost and addendum letter (citing terms of offer) • Informal e-mails are permitted from the Dean to the successful candidate, confirming terms of offer

Reaching Higher... we begin and end with Human Relationships

Appointment Letter and Notifications

• Appointment offer letter is generated by HRDI and routed for approval to Provost and Vice President of HRDI. • Dean ‘on-boards’ new hire once HRDI notifies that signed letter of acceptance is received

Reaching Higher... we begin and end with Human Relationships

Appointment Letter and Notifications

• DSC calls candidates/interviewees who visited campus and were not selected for hire • DSC sends notification letter/e-mail to candidates who were not selected for an interview • Please do not communicate specifics pertaining to non-selection to candidates

Reaching Higher... we begin and end with Human Relationships