full-time faculty recruitment workshop spring 2005
Post on 22-Dec-2015
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TRANSCRIPT
2
AGENDA
• Overview
• Legal Update
• Vacancy Announcement
• Recruitment
• Screening
• Special Issues
3
OVERVIEW
General Info• Searches authorized• 34 searches• 76% success rate• 45 hires last year
AA/EEO Reps• UARTP 6.06
tenured full member
• Department policy voting
5
VACANCY ANNOUNCEMENTS
• Request to advertise formAppendix 1, Guidelineson HR website
• Sample announcementAppendix 2 Guidelines
• Closing deadlines“hard” deadlines & pool sizeexamples and meaning (sec II.b. Guidelines)
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VACANCY ANNOUNCEMENT
Academic rank and salary
Deans determine in consult with VPAA
• Appointment recommendation must conform
• Advertising salary range not required
• Past practice v. current market
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VACANCY ANNOUNCEMENT
Degree Statement
Conforms with dept. ARTP policy
• Anticipate screening process
• Clarity of language critical
• Examples and definitions (sec II.A Guidelines)
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VACANCY ANNOUNCEMENTOther Quals and Assignment
• Other qualification examples (sec II. C Guidelines)
• Tip: don’t describe ideal candidate
• Use “preferences” for most flexibility
• Assignments more than instruction (sec II.E Guidelines)
• Note full range of duties or special duties
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VACANCY ANNOUNCEMENT
AA/EEO Reps
• Special attention to impact of language
• Qualification statements
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RECRUITMENTUniversity Level
• Chronicle of Higher Ed• Other national publications• Sac State web• CSU web• Sac State faculty/staff organizations• Sac State Bulletin• CSU Forgivable Loan Program participant list
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RECRUITMENTOpen Recruitment
• University-posted announcement
• Send to colleges
• Fold into searches
• Follow hiring procedure (UARTP Section 6.10.E)
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RECRUITMENTDepartment
• Ads in discipline journals
• E-mail announcements/ads
• Conferences
• Letters
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RECRUITMENTResources
• CSU Forgivable Loan list
• Women & Minorities Doctoral Degree Recipients
• Campus-based associations
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SCREENING
• All members present- deliberations/interviews (6.06.B.2 UARTP)
• Vacancy announcement “controls”
• 3 stages:paper screeningreference checkson-campus interviews
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PAPER SCREENING
• “Operationalize” criteria
• Committee agrees on meaning
• “Required” v. “preferred”
• Tip: groupings on screening form
• Doctorate/terminal degree
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PAPER SCREENING
• Keep it simple
• Weights v. “3 piles” system
• All members screen individually
• Consult with Dean at decision points
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SCREENINGAA/EEO Reps
• Special attention to: “operationalizing” criteria leadership on no discrimination leadership on no preference
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REFERENCE CHECKS
• Solicited letters do not substitute for reference checks
• Take charge of the process
• General guidelines (sec. X, Guidelines)
• Step-by-step protocol (Appendix 6)
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REFERENCE CHECKS
• Documentation on status of doctorate for ABD’s
• If checks reveal sensitive info, call HR before sharing with committee
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INTERVIEWS
• General comments (sec. XIII Guidelines)
• Additional Interview Questions Information (appendix X, Guidelines)
• All members present
• Schedule time for Dean’s interview
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INTERVIEWSQuestions
• Cluster questions
• OK to provide prior to interview not before arrival on campus consistent for all candidates
• Standard questions follow-up questions ok
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INTERVIEWS
• No “courtesy” interviews• Check interview time against number of questions• Copies of RTP criteria
give during visit RTP criteria section only dept., college & university required (sec. 6.10.E UARTP)
• Include others (majors, faculty, others)
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REFERENCE CHECKS AND INTERVIEWS
AA/EEO REPS• Special attention to:
language used in questions (Fall 04 Guideline App. 10)
linking candidates to campus/community resources
Disability issues, refer to Fall 04 Guideline, sec XIII D
making all candidates feel welcome
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