This outline lists the actions involved in an open recruitment for a ladder-rank faculty position. The actions have been clustered into four major groups. More detailed information is available via highlighted steps (links) within each group. This outline also serves as a checklist to ensure that all actions have been completed.
| Outline of Actions | Person(s) to Take Action | Date | ||
| I |
Develop recruiting plan and outreach efforts (Take affirmative action: build a broad and diverse applicant pool) |
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| I.1 | Recruitment plans for academic year discussed | Faculty Equity Advisor (FEA) and dept chair | ||
| I.2 | Search chair and committee appointed | Dept chair | ||
| I.3 | Position Announcement drafted | Dept chair and/or search committee | ||
| I.4 | Outreach plan defined | Dept chair and/or search committee | ||
| I.5 | Outreach plan, selection criteria & process, and applicant evaluation template discussed | FEA and search committee | ||
| I.6 | Recruitment Plan electronic form prepared | Prepared by dept staff; signed by dept chair | ||
| I.7 | Recruitment Plan electronic form submitted and approved | OADEO and FEA review; dean approves | ||
| I.8 | Recruitment info/guidelines sent to search committee, dept. | OADEO sends info | ||
| I.9 | Evaluation Criteria and Process Statement: search committee determines criteria and methodology | Search committee | ||
| II |
Implement the outreach effort per the recruitment plan For the AY 2010-11, a seminar will be held in the fall for search committees and a summer workshop on the recruitment process will be offered for staff. (Take affirmative action: build a broad and diverse applicant pool) |
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| II.1 | Position posted in journals, Web sites, etc. | Dept staff | ||
| II.2 | Entry created in the Recruit application management system. | Dept staff | ||
| II.3 | Outreach conducted | Search committee, dept faculty | ||
| II.4 | CVs received; applicant demographic data solicited | Dept staff | ||
| II.5 | Applicant pool reviewed for size and diversity, and additional outreach conducted if necessary | Dept chair and/or search committee | ||
| III |
Implement the screening and selection process (Proposition 209: consider only skills and qualifications of applicants; no consideration of gender, race, ethnicity, color, or national origin) |
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| III.1 | Establishing evaluation criteria and the review process | Search committee | ||
| III.2 | Evaluating contributions to diversity | Search committee | ||
| III.3 | Submitting the Search Chair Evaluation Criteria and Process Statement (proposed short list) | Search Chair prepares, submits | ||
| III.4 | Interim Report (short list) submitted. Reviewed by FEA, OADEO. Discussed with dean. Approved by dean. | Dean and dept chair, search chair and/or FEA | ||
| III.5 | Candidates invited to UCSD | Dept | ||
| III.6 | Candidates interviewed during campus visit (Faculty Applicant Evaluation Template) | Search committee, dept faculty, students | ||
| IV |
Select final candidate(s) (Proposition 209: consider only skills and qualifications of candidates; no consideration of gender, race, ethnicity, color, or national origin) |
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| IV.1 | Top candidate(s) selected to be proposed for position | Dept faculty | ||
| IV.2 | Selection Statement prepared | Search chair | ||
| IV.3 | Selection Report prepared | Dept staff | ||
| IV.4 | Selection Report, including Selection Statement, submitted and approved | Dept staff submit; OADEO and FEA review; dean approves | ||
| IV.5 | Appointment file prepared | Dept staff | ||
| IV.6 | Appointment file reviewed and approved | Dean, CAP review; SVCAA approves | ||
| IV.7 | Offer letter sent to candidate | Academic Personnel | ||
| IV.8 | Multiple offers may be made until a candidate accepts job offer | |||