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Overview of Faculty Search Process. Employment & Equal Opportunity Services Staff. Eddie Freeman, Executive Director Jessica Kulkarni, International Employment Coordinator Linda Olson, Administrative Assistant. Contact Us: (817) 272-2106.
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Employment & Equal Opportunity Services Staff • Eddie Freeman, Executive Director • Jessica Kulkarni, International Employment Coordinator • Linda Olson, Administrative Assistant • Contact Us: • (817) 272-2106 Please email all faculty documentation, questions and concerns to: eoaa@uta.edu
The Employment & Equal Opportunity Services Review: • Does not interfere in your standard-setting or selection process • You set the standard, fill the pool and make the selection • We look only at the equity and diversity principles in each hire process • Faculty Search Manual (http://www.uta.edu/eos/faculty-search/search-committee-manual/search-committee-manual.php)
Large, diverse pool of qualified applicants • All have completed applications • All have been equitably treated • All have been assessed using the same standard • Extend the same opportunities to all
Consistency between the job description and the actual assessment criteria applied • Consistency with which all applicants receive the same treatment Equity is determined by two factors:
Recruitment phase • How it enhances student learning outcomes? Two legitimate places to consider diversity:
Plan the Search Blueprints: consider the strategic direction of the department - Dept Chair and Dean Diversity: consider the department’s current profile Equity: what are complementary Knowledge Skills and Abilities (KSAs)that are valuable? Recruitment strategy: where will you find a large, diverse, qualified applicant pool?
What makes a search inclusive? Hearing and leveraging diverse perspectives A broad distribution of the position announcement The diversity of the applicant pool
What makes a search inclusive? The willingness to expand accepted backgrounds as proof of qualifications A conscious commitment to focus the assessment of each candidate against the posted qualifications Minimizing the occasion to make/add assumptions
equity • Consistency between the job description and the actual assessment criteria applied • Consistency with which all applicants receive the same treatment What are complementary KSAs that will add value and diversity to achieve the standard?
Actively recruit for diversity and inclusion Target recruiting approach to reach a large, diverse, qualified pool of applicants Apply appropriate recruiting efforts to offset challenges presented by position Align search process with targeted recruitment plan and intended outcomes
Actively recruit for diversity and inclusion Letter campaigns Request for nominations (Minority and Women committee, African-American Faculty) Intersection between universities with great doctoral production and universities with success at graduating high numbers of minorities
What does the department really, really want? • Distinguish between required selection criteria and preferred “add-ons” or “plus-factors” and make these distinctions prior to reviewing any applications. • Determine the relative importance of each of your required and preferred criteria (i.e. the weight to be given to research versus teaching experience).
Preparing for the Search - (Initial Phase) • The Search begins with evaluating the position, staffing and Affirmative action needs prior to preparing a Position Description. Appropriate advertising for the position can help ensure a sufficient and diverse pool of applicants. Each of these stages, as well as the remainder of the process, must be documented. • Action Items: Approval to recruit, Search Committee ID Form, Position Description, Advertisement Authorization. • Gathering and Reviewing Information from Candidates • Once applications are received, the committee must respond to all applicants and review their materials. (Note that applicants may not be considered as bona fide candidates until all required documents are submitted to the search committee). References should be checked as needed. • Action Items: Applicant Acknowledgement Letter, refer candidate to on-line Self ID Form Faculty Search Overview
Vetting the Candidates • The Committee may decide to use a rating form to evaluate each applicant in terms of education, work experience, research, scholarship, teaching experience and other job-related criteria. • Prepare interview questions that directly relate to the skills, abilities and experience that are required of the position—develop these questions with the position description and selection criteria in mind. Plan assessment steps before vetting candidates
Vetting the Candidates • All participants should study candidates’ dossiers and prepare questions focusing on their professional experience rather than on personal demographics. • Acknowledge that interviewers may feel less comfortable interviewing candidates they perceive as different from themselves in comparison to candidates who are perceived as similar. • Acknowledging it may prevent interviewers from allowing this discomfort to bias their evaluation of excellent candidates. Plan assessment steps before vetting candidates
On-Campus Interviews • A request for On-Campus Interview form must be completed before a candidate can be brought to campus.
On-Campus Interviews • Legal questions only • Use of minority faculty • Equitable treatment • EOS Consultation and assistance
