ºÚÁÏÉçÇø

6.1.1 General

The Office of the Provost has established search procedures for recruiting and appointing tenured and tenure-eligible faculty, lecturers, and clinical/professionally licensed instructional staff. All faculty and staff are responsible for compliance with all of the following search procedures (MUPIM Section 6).

6.1.2 Selection Requirements

6.1.2.a A Position Announcement Authorization (PAA), completed in its entirety, must be submitted when seeking approval to fill a vacant or new position. Essential responsibilities, the date application screening will begin, and the required and desired qualifications must be specified separately. The PAA must be forwarded to Academic Personnel Services with the signatures of the department chair, the Office of Equity and Equal Opportunity (OEEO), and the academic dean. The Office of the Provost must approve all PAAs prior to any advertisement or job posting.

6.1.2.b When a search committee is to be used, it must be appointed with as diverse a composition as practicable and should include gender as well as ethnic diversity, even if members are drawn from cognate departments. The Associate Vice President for Institutional Diversity must be consulted regarding composition of search committees.

6.1.2.c The entire search committee or department chair (if there is no search committee) must meet with the Office of Equity and Equal Opportunity to review and obtain OEEO approval of:

• the recruitment plan, which shall be designed to attract a highly qualified and diverse pool of applicants;
• the advertisement;
• the selection process, including any ratings instruments; and the applicant data collection process.

This meeting should take place during the first meeting of the search committee. Upon OEEO approval, the recruitment plan and advertisement are then forwarded with the PAA for approval by the academic dean.

6.1.2.d All advertisements must include the date that screening of applicants will begin and the position’s responsibilities and required qualifications as specified in the Position Announcement Authorization and according to University requirements.

6.1.2.e Prior to the selection of candidates for interview, it is the responsibility of the search committee chair or department chair (if there is no search committee) to obtain from OEEO an Applicant Flow Data Report indicating the composition of the pool of applicants. OEEO must approve the composition of the applicant pool before candidates are invited to interview. If OEEO finds the candidate pool to be unacceptable, OEEO in consultation with the Office of the Provost will make a determination whether to conduct additional recruitment or to close the search.

6.1.2.f After receipt of the approved Applicant Flow Data Report, candidates selected for inclusion in the final interview pool must be approved by the academic dean and the Office of the Provost before being invited to campus to interview.

6.1.2.g Once interviews have been completed, reference checks have been conducted, and a candidate is identified for final consideration, the department must complete an Employment Recommendation form. A hiring department may not recommend an applicant who does not meet the required qualifications for the position. The Employment Recommendation form, the original letter of application, the candidate’s vita, and copies of any correspondence that include desired terms of employment, e.g., chair’s letters, must be sent to Academic Personnel Services. This package is submitted by Academic Personnel Services to the Office of Equity and Equal Opportunity for hiring approval. Academic Personnel Services will issue a letter of offer after approval from the Office of Equity and Equal Opportunity and the Provost and with receipt of an acceptable background check.

6.1.2.h The department does not have appointing authority. Only the President and Provost have appointing authority. A letter of offer may be sent to the candidate by Academic Personnel Services only after approval by the Provost.

6.1.2.i Records, written or electronic, of the recruitment and selection process must be kept by the hiring department for six years. Records maintained should include information on advertising, recruitment letters, telephone calls or other contacts, interview notes, applications received, letters of appointment or rejection, ratings instruments, and specific steps taken to recruit women and minorities.