Faculty Hiring Overview Tenure/ Tenure Track Hires

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Faculty Hiring OverviewTenure/ Tenure Track Hires

• Presented by William A. Smith
• Associate Dean for Diversity, Access, Equity

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COE Diversity Mission

• The University of Utah/College of Education/ is
  an Equal Opportunity / Affirmative Action
  employer, encourages applications form women and
  minorities, and provides reasonable accommodation
  to the known disabilities of applicants and
  employees.

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Office for Diversity, Access, Equity Mission

• The Office for Diversity, Access, and Equity
  provides leadership, information, consultation,
  coordination, and assistance to the various
  departments and units within the College of
  Education in an effort to embrace diversity and
  equity as pillars of excellence, synergize
  actions at all levels within the College, and
  cultivate inclusiveness and mutual respect
  throughout the community. We also reach beyond
  the College to establish beneficial relationships
  with individual, organization, and institutional
  partners who share mutual goals and interests.

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Tenure / Tenure Track Faculty Hiring Stages

• Approval to Recruit
• Approval to Offer
• Approval to Hire

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Recruitment

• Approval to Recruit Stages
• OEO Meeting with Search Committees
• Approval to Recruit Submission Process
• FARRP
• OEO Values Diversity Statements
• NMFIP Additional Diversity Advertising
• OEO Web Postcards

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Search Committee / OEO Meeting

• In an effort to ensure the University of Utahs
  compliance with federal guidelines
• Require all tenure / tenure-track faculty search
  committees to meet with OEO at the start of the
  search process
• Meetings can be scheduled as part of normal
  search committee or faculty meetings
• Generally take 20-30 minutes
• Multiple searches may schedule a single meeting
  with OEO for all search committees
• OEO representative present important information
  on compliance with federal requirements and laws
• Contact OEO to setup meets
• OEO Associate Director, 581-8365
• July 14, 2005 memorandum from Associate Vice
  President for Diversity

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Approval to Recruit Stages
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Approval to Recruit Requirements

• Need for Approval to Recruit
• Faculty Appointment Request Recruitment Plan
  (FAARP)
• Temporary Log Number assignment (from Assoc. Dean
  for Diversity)
• Rank
• Affirmative Action Recruitment Plan / Activities
  (see checklist for examples)
• Chair and Assoc. Dean for Diversity Signatures
• Letter to Assoc. Dean for Diversity Identifying
• Need for recruitment
• How hire supports strategic plan of
  dept./college/university
• Finding information
• Tentative on campus interview schedule (see
  checklist for details)
• Search Committee and OEO Meeting (confirmation)
• Job Advertisement
• Includes OEO statement and COE / U of U values
  diversity statement
• Job Description
• Provides thorough description of duties
• Connects to COE strategic plan for diversity
• Meets expectations for an underrepresented pool
  of candidates

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OEO Statementfor Advertisement

• The University of Utah is an Equal Opportunity /
  Affirmative Action employer, encourages
  applications form women and minorities, and
  provides reasonable accommodation to the known
  disabilities of applicants and employees.

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UU Values Diversity Statement

• The University of Utah / College of Education /
  YOUR DEPARTMENT value candidates who have
  experience working in settings with students from
  diverse backgrounds, and possess a strong or
  demonstrated commitment to improving access to
  higher education for historically
  underrepresented students.
• Be sure to select wither strong or
  demonstrated

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Diversity Advertising Options

• National
• Chronicle of Higher Education
  http//chronicle.com/jobs/ http//careers.chroni
  cle.com/
• Diverse Issues in Higher Education
  www.diverseeducation.com
• DiversityInc Careers www.diversityinc.com
• Hispanic Outlook in Higher Education
  www.hispanicoutlook.com
• Jobs4Education www.jobkite.com
• NMFIP (National Minority Faculty Identification
  Program) www.southwestern.edu/natfacid/
• Local
• Diversity Times email Albert Jones, editor,
  at utahdiversity_at_aol.com
• These advertising options, along with the
  values diversity statement

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Diversity Advertising Options

• Free Advertisement in
• National Minority Faculty Identification
  ProgramNMFIP (www.southwestern.edu/natfacid)
• Largest program of its kind in United States.
  Twenty plus years identifying underrepresented
  candidates seeking faculty positions in higher
  education. Four advertisements placed in The
  Chronicle of Higher Education each academic year,
  listing all participating institutions.
• When your recruitment is approved, email Daryl
  Dowdell at daryl.dowdell_at_utah.edu for NMFIP user
  ID, password posting instructions.

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Offer

• Approval to Offer Stages
• Approval to Offer Submission Process
• FARRP
• Faculty Recruitment Compliance Memo
• Faculty Recruitment Compliance Form

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Approval to Offer Cycle
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Approval to Offer Requirements

• Needed for Approval to Offer
• Faculty Appointment Request Recruitment Plan
• FAARP
• Faculty Recruitment Compliance Form
• Include all on-campus interviews, their gender
  ethnicity
• Report detailed results of faculty interviews
• Selected Candidates File
• Offer letter (includes salary, teaching info,
  starting date, moving money, course reduction,
  research account, and etc.)
• Vita
• Letters of recommendation (three, on original
  letterhead)
• Any other information requested of applicants on
  advertisement
• Letter to Assoc. Dean for Diversity (identifying)
• Selection process description
• Basis for selection
• Statement indicating salary level
• Faculty Application Flow Record
• FAFR
• Identify offer made candidate

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Faculty Recruitment Compliance Memo

• Form
• Form available on Assoc. Dean for Diversity
  webpage.
• Report detailed results of faculty interviews,
  prior to securing approval to make offer. 
• Submit data on gender ethnicity (and contact
  information) for every faculty applicant invited
  for formal on-campus interview.
• Submit form at time FARRP submitted to secure
  permission to make offer.
• Associate Dean Smith Associate Vice Presidents
  Villalpando review for appropriate inclusiveness
  diversity.
• Smith for College
• Compliance Form signature by Smith must be
  secured.
• Future Use
• Should list appear too homogenous, a
  justification discussion will take place
  between Department Chair, Assoc. Dean for
  Diversity, Associate Vice President for
  Diversity.
• If determined that search has been biased or
  candidate pool not sufficiently diverse, or prior
  approval of interview list not secured, then
  permission to make an offer may be denied.
• No offers may be forwarded to selected candidate
  without formal approval.
• Oversight committee will review aggregate
  demographic information annually.
• Oversight committee will make recommendations on
  faculty interviews and hirings, and departmental
  progress towards those goals.
• Departments showing progress will receive
  additional incentive funds as appropriate.
• Study group will retrospectively interview
  candidates on interview processes experiences.

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Approval to Hire Cycle
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Approval to Hire Requirements

• Needed for Approval to Hire
• Academic PAN form
• Signed Letter of Acceptance
• Offer Letter
• Letter to Assoc. Dean for Diversity (identifying)
• Selection process description (including faculty
  vote)
• Selected Candidates File
• Vita (original)
• Letters of recommendation (three, on original
  letterhead)
• Any other information requested of applicants on
  advertisement
• Faculty Recruitment Compliance Form
• Faculty Application Flow Record
• FAFR (must agree with Compliance Form)
• Identify selected candidate
• Did note leave Minority Status or any other
  column blank