NHS Faculty Search Workshop October 21, 2009 Initiating a Faculty Search 1. Position Authorization Form (PAF) 2.
Download ReportTranscript NHS Faculty Search Workshop October 21, 2009 Initiating a Faculty Search 1. Position Authorization Form (PAF) 2.
NHS Faculty Search Workshop
October 21, 2009
Initiating a Faculty Search
1.
Position Authorization Form (PAF) 2.
Vacancy Announcement 3.
Short Vacancy Announcement 4.
Charge to Search Committee 5.
Screening Criteria 6.
Candidate Ranking Form
Initiating a Non-Faculty Search
Also need: 7.
Position Description Questionnaire (PDQ) and Organizational Chart 8.
Exemption Request Form
Initiating a Search Ads
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Get them published ASAP
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Use outlets other than print media
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Listservs
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Electronic news boards
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Personal contacts via phone and email
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Professional meetings
Initiating a Search Files
Search File – contains all documents related to the search Applicant Files contain – one for each candidate, should
• • •
Applicant checklist form Submitted candidate materials All written correspondence with candidates including email messages
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All screening materials – committee screening forms, response to interview questions
Ensuring a Diverse Pool
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Current & former faculty recommendations
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Major players in the field – publishers, speakers
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Professional associations – journals, meetings
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Relevant professional community organizations
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Strong university programs
Conflict of Interest
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A situation when one has competing professional or personal interests. Such competing interests can make it difficult to fulfill his or her duties impartially
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May not be unethical, illegal, or improper
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Nepotism – showing favoritism toward relatives and friends, based upon that relationship, rather than on an objective evaluation of ability, merit, or suitability
COI Examples
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A search committee member who is a candidate
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A search committee member who provides a letter of reference
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A search committee member who has a relative or close associate as a candidate
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A search committee member who has a financial interest/stake in a candidate
COI Examples
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A search committee member who discriminates based on: race national origin color ancestry marital status medical condition gender creed sexual orientation political affiliation pregnancy disability age religion veteran status
COI Examples
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Candidates should not be advantaged or disadvantaged by association with a search committee member
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If you have a known COI you should not serve on the search committee
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If a COI occurs during the search process you are obligated to discuss the situation with the School Director
Hiring Authority/AAEO Responsibilities
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Examine size, quality, and diversity of pool immediately before initiating screening process using PeopleAdmin data
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Share result of this analysis with the Dean to determine if pool is sufficient to proceed
Reviewing Applications
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Use your screening criteria
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Always conduct phone interviews of short list candidates
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Always use a script of approved questions
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Take notes of candidate responses – retain in candidate file
Candidate Courtesy
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Correspondence is the first impression candidates have of the university, so be polite and timely
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Always acknowledge receipt of candidate materials with a quick email
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Let candidates know if their application is incomplete
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When the search is completed please send a thank you note announcing that the position has been filled
Interview Protocol
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Candidate travel - in consultation with the hiring authority to ensure cost control
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Unit makes lodging reservation
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Meet the candidate at the airport and transport to Greeley
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You may use a shuttle service to return the candidate to the airport, but it is preferred to transport directly
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Always designate a host for transport to/from campus
Don’t Ask
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Race, ethnic, national origin – do ask candidates you wish to interview whether they are legally authorized to work in the U.S.
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Social, political, union, and religious affiliation
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Disability, how many sick days have you used, drug use, etc.
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Age
Don’t Ask
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Gender, sexual orientation, or marital status – includes spouse, children, pregnancy, childcare needs, etc.
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Military status, financial status
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Arrest or criminal record – HR will conduct a background check
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Legal off-duty activities – such as smoking, drinking, etc.
Don’t Ask
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Salary – don’t ask the candidate and refer candidate questions about salary to your school director
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Start up – this will be negotiated with the school director in consultation with the Dean
Search Chair/AAEO Responsibilities
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Candidate files
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Copy of published ads
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List of candidates
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Applicant question responses from each committee member
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Minutes from all committee meetings
Search Chair/AAEO Responsibilities
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Provide evidence for why underrepresented candidates (gender, minorities, etc.) were not interviewed
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Provide evidence for why the candidate of choice is superior to all other applicants
Closing a Search
• •
AAEO Rep - send to HR Candidate Exit Interview Questions – AAEO rep AAEO Closing Sheet Search Chair/Hiring Authority – send to Dean’s
• • • •
Office Search Chair Closing Sheet Position Finalists Form Hard copies of finalists files All items on Closing Sheet