Sample Telephone Interview Questions Page 3
ADVERTISEMENT
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31SEARCH COMMITTEE POLICY
Search Committee Process
The University has adopted a policy that requires the formation of search committees to screen,
interview, and recommend to the Dean of the employing academic unit qualified candidates for
vacant faculty positions. An Affirmative Action Representative will serve on the search committee.
Each Search Committee, in cooperation with the Office of Human Resources, will arrange for
appropriate publication of notices concerning open and approved position openings.
Full-time Faculty Appointments
Applicants for faculty positions are required to submit curriculum vitae, working academic
transcripts of graduate degrees, abstracts of recent publications, and three letters of recommendation
from professionals who are knowledgeable about their academic/employment performance on-line.
The head of the employing academic unit selects the chairperson and several faculty members from
within the academic unit. This committee is knowledgeable about the requirements of the vacant
position and serves as the formal search committee with the Affirmative Action Representative.
The Search Committee screens the faculty application packet, selects those who meet the academic
and experiential requirements, interviews the top-ranked candidates, and checks references. During
the applicants’ visits to the campus, other faculty members will have the opportunity to meet with
the candidates. In many instances, candidates are invited to present a lecture to the faculty and
students. The Search Committee recommends one or more of the most highly qualified candidates
to the Dean. The Dean of the employing academic unit selects the finalist and takes the
recommendation letter to the Vice President of Academic Affairs or the Chancellor of the Health
Professions, as appropriate, who will present the recommendation to the President, who makes the
final decision.
Where it is required or recommended by an accrediting body, individual centers may establish
procedures, which provide a greater faculty role in the selection process.
Once the finalist has been offered and has accepted the position calls will be made to candidates that
were interviewed and regret letters will be sent by the chair of the search committee to those
applicants not selected. If reference checks are requested in addition to the three letters of
recommendation required, it will be the responsibility of the search committee chair to conduct the
reference checks on the final candidate(s) prior to the Dean extending an offer.
3
ADVERTISEMENT
0 votes
Related Articles
Related forms
Related Categories
Parent category: Business