Instructional Hiring Guidelines

• Discuss opening the position with your Dean and send the Dean the rationale for hiring the position. The Dean will review the hiring rationale and provide feedback. Once approved, the hiring manager will send the rationale to the Human Resources Employment Recruiter to be shared with Executive Council (President, Provost, and VP of Finance).
• If EC approves the position, the Division Chair will work with HR to proceed with the search process and follow the guidelines for conducting an effective search.
• Per policy 3.02.08, the committee for full-time faculty searches should include, the Division Chair or Director, and at least two other members of faculty. Part-time searches must include the Division Chair or Director.
• Note: Faculty will be compensated for participating on hiring committees when they are off contract. The use of more than two faculty to serve on a search when faculty are not on contract will require approval of the Dean.
• Interviews for finalists should be conducted on campus. HR has funds to cover travel expenses for full-time faculty hires.
• The Dean will interview all finalists for full-time faculty positions. For example, if you bring three candidates to campus for final interviews, the Dean will meet with all three candidates. Dean interviews are typically 30 minutes long. Send the Dean the resume and cover letters prior to the interviews.
• At the conclusion of the search process, the Division Chair or Director will discuss the committee’s views on the strengths and weaknesses of each candidate with the Dean.
• With Dean approval, the hiring manager will notify HR of the candidate of choice.
• Human Resources will determine salary placement for the hire. The Division Chair or Director may proceed with making an offer to the candidate contingent on the candidate passing a background check.
• Any concerns related to the salary placement should be directed to Human Resources and the Dean. After consultation, Human Resources may request consideration from the President for a different placement on the salary schedule.
• When the offer is accepted, the Division Chair/Director will complete the Confirmation of Job Offer and forward for signatures.
• After receiving the COJO form, HR will launch the background check.