Southern Connecticut State University ANNUAL FACULTY
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Transcript Southern Connecticut State University ANNUAL FACULTY
Southern Connecticut State University
ANNUAL FACULTY RECRUITMENT WORKSHOP
Fall 2013
IMPORTANCE OF RECRUITMENT
People are our most valuable resource!!!
SCSU Mission:
Academic Excellence, Access, Social Justice…
SCSU Core Values
Excellence, Access, Diversity…..
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FACULT Y PROFILE Fall 2013
421 = number of FT faculty; 78 (18.5%) are
minority faculty
46 = faculty hires; 2 (4.34%) are minority faculty
384 = number of tenure track faculty
37 = special appointments
9 = tenure track; 1 minority faculty hire (11%)
37 = special appointments; 1 minority faculty hire (2.7%)
(27.9% = minority students)
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FACULTY PROFILE
Fall 2014
28 = tenure track searches
28/421 = 6.62% of FT faculty will be new TT
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ROLES AND RESPONSIBILITIES
PRESIDENT
Only person with the authority to appoint long-term employees
Resolves any disputes involving faculty appointments, after
consultation with Provost, Human Resources, and Office of Diversity
and Equity
Signs all faculty appointment letters
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ROLES AND RESPONSIBILITIES - 2
PROVOST
Upon approval from President, authorizes searches, after consultation
with appropriate dean/library director
Consults with Office of Diversity and Equity on all matters related to
affirmative action procedures and practices
Reviews candidate pools with appropriate dean
Authorizes interviews after approval of process by ODE
Reviews finalist recommendations from dean
Recommends conditions of appointment and salary, after consultation
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with HR
ROLES AND RESPONSIBILITIES - 3
OFFICE OF DIVERSITY AND EQUITY
http://www.southernct.edu/offices/diversity/searchprocesses/procedures.html
Reviews essential search documents for compliance with affirmative
action procedures and mission of the university
Verifies the diversity of the applicant and interview pool
Approves documents and procedures at various stages of search
Serves as custodian of final search file
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ROLES AND RESPONSIBILITIES - 4
OFFICE OF HUMAN RESOURCES
Responsible for overseeing all recruitment and employment to ensure
compliance with university, state, and federal laws and regulations
Places advertisements in appropriate publications
Reviews appointment package for consistency and equitability
Conducts background checks
Approves salary recommendations
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ROLES AND RESPONSIBILITIES - 5
ACADEMIC DEAN /DIRECTOR OF LIBRARY SERVICES
Works with department to constitute a Search Committee and Chair
Conducts first review of Search Plan, Position Description, and Position Announcement
Consults with search committee/chair at major stages of search
Reviews applications of “top-ten” candidates prior to interviews
Makes interviewee recommendations to Provost
Interviews all finalists
Discusses finalists with Search Committee/Chair
Makes decision as to which candidate is recommended to Provost
Presents terms of appointment to be recommended to President with finalist
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ROLES AND RESPONSIBILITIES - 6
SEARCH COMMITTEE AND COMMITTEE CHAIR
Develops the Search Plan, Position Description, and Position Announcement
Aggressively recruits the most highly qualified and most diverse pool of
applicants possible
Creates the screening criteria, interview questions, and reference check
questions
Screens the applicant pool and recommend interviewees to Dean
Sets up interviews and organize itineraries
Recommends at least 3 finalists to Dean with strengths and weaknesses
Completes Search Report except for finalist recommended to Dean
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ROLES AND RESPONSIBILITIES - 7
DEPARTMENT OFFICE
Creates file for each applicant
Notifies applicant of receipt of application and any missing items
within week of receipt of application
Emails acknowledgment letter to applicants with link to electronic
affirmative action card
http://www.southernct.edu/diversityequity/uploads/textWidget/wysiw
yg/documents/AffirmativeActionResponse.pdf
Retains applicant files for two years after completion of search
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MRRC
Minority Recruitment and Retention Committee
CBA 3.4.2: “…assist search committees to recruit
members of minority and other protected groups….
Mentoring, support
Consider MRRC member to serve on search
committee
Moving expenses fund – up to $2000
http://www.southernct.edu/faculty-staff/facultydevelopment/mrrcindex/internalresources.html
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SEARCH PLANS
Position announcements
Read carefully – may have been
modified
Use only approved position posting
Required vs. preferred qualifications
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SEARCH PLAN
Advertising
HR
responsibility:
Chronicle, Diversity Issues, Hispanic Outlook
Higher Ed Jobs.com
Minority Faculty Applicant Database
Higher Education Recruitment Consortium
One additional publication
Follow process
$500 per department
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SEARCH PLAN
Advertising
Department
responsibility:
Use free online services
Network with colleagues
Take advantage of conference travel
HBCUs, HSIs, Tribal Colleges
Minority & Women Doctoral Directory
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DOCUMENTATION
Document all decisions made about applicant pool
Be consistent in your application of criteria
Essential documents
Applicant files
Screening criteria (grid, typically numerical, minimum qualifications)
Advanced criteria (may differ from grid, but must relate to job)
Questions for interviews and reference checks
Criteria for evaluating classroom lecture or scholarly report
Recommendations to Dean and Search Report
Disposition of “Notes to Self”
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SEARCH REPORT
**** Complete search report
Audit by ODE
Explain why candidates were not considered
****Include documentation of additional
advertising
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NEPOTISM AND CONFLICT OF INTEREST
Avoid even the perception of conflict of interest and nepotism
University policy on nepotism
Definition of conflict of interest
Investigation may delay a search or lead to its termination
Composition of search committee is key
Relationship between applicants and those who influence
decisions
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2013-2014 TIME TABLE
Sept - Oct
October
Nov - Jan
Feb - March
By March 31
By April 30
Positions requested w/appropriate docs
Authorization to recruit
Position Announcements sent to Dean
Faculty Search Plans completed and sent
to Dean
Advertisement of positions placed
Screening of applications begins
Schedule interviews
All interviews completed
Offers made
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