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Immediately upon agreeing to the individuals serving on the
committee, the chairperson of the search committee is responsible
for creating a complete position description and working with the
Affirmative Action Office to complete all required paperwork. In addition, the search committee chair should assure that budgetary approval has been received by the division or department to either create or fill the position and that the appropriate paperwork has been completed with Human Resources.
As referenced in management procedure 602, there is an on-campus
agreement with UUP regarding the posting of positions and consideration
of internal, eligible staff at the University prior to the consideration
of external candidates. Posting
of the position on the Human Resources website should be coordinated
through the Human Resources Office, contacts listed at the end of
this procedure. In no case
may external advertising occur prior to the position being listed
internally. In addition, it is the responsibility of the
search committee chair to communicate directly with all eligible,
internal candidates regarding their status in the search prior to
the consideration of any external candidates.
See the internal agreement as an addendum to management procedure
602 for more specific information. When feasible, the person or committee conducting the search
should screen for more than a single candidate so that two or three
acceptable candidates are interviewed.
The top candidates should be brought to campus for interview,
preferably within a one-two week timeframe.
Often the Affirmative Action Office meets with search committees
to review a variety of things, including what kinds of questions are
and are not appropriate. It is often recommended that the same “core”
of questions should be posed to all candidates in an effort to make
a reasonable comparative analysis of response.
Fiscal constraints should be kept in mind when planning advertising,
determining the number of candidates brought to the university and
when hosting candidates. The
Human Resources Office posts all professional vacancies on the national
website of higher education jobs.com with much success.
Also, the use of the Graystone Group Advertising is considered
a viable option when posting advertisements in external newspapers
and other publications, since they are often able to garner more reasonable,
group rates than individual departments.
Information regarding advertising options can be received from
discussions with the Affirmative Action Office on campus. This group is also adept at professionally
organizing and placing ads to enhance the professionalism with which
we present ourselves as a university.
Prior to interviews, the search committee chairperson must
complete Affirmative Action part II, which outlines the potential
candidates to be interviewed for a given search.
Once approved, he/she is responsible for arranging for candidate
visits, travel arrangements and interview schedules as needed. The chair should talk with appropriate persons in the Business Office
to assure that any required paperwork is filed with the Business Office
to assure that reimbursement to the candidate is orchestrated in a
timely fashion. All applicants to searches at the University should receive
appropriate and timely responses from the search committee regarding
their status in the search. As
a courtesy to individuals who apply to positions at the University,
they should receive either a letter or an e-mail indicating if they
have or have not been selected for an interview.
For individuals interviewed, this is especially important and
they should be told in writing the outcome of the interview.
The chair of the search committee is responsible for assuring
that claimed highest credentials (minimally) are genuine prior to
final interviews, but absolutely, prior to any job offers. Also, prior to any job offer, Affirmative Action
form III must be completed by the search committee chair and signed
off by the Affirmative Action Officer on campus. Contacts: Employment Team, 7-6625 |
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