GUIDELINES FOR THE SEARCH CHAIR’S SELECTION STATEMENT
In preparing the selection statement, the search chair
should address the three items below. The statement should be signed by the
search chair and attached to the Selection or Compliance Report.
1. Identify the selection criteria.
What were the criteria used to screen and select applicants? For example,
qualified applicants must have a Ph.D., publications, demonstrated teaching
experience, expertise in the specific field of “X”, etc. Anything else?
2. Describe the selection process.
This process can vary among departments, but the selection statement should
describe the process or steps that occurred from the initial review of
application materials to proposing the best candidate. The following bullets may
be considered for comment:
- How many search committee members reviewed each application? (Due to a
state audit, at least two are highly recommended, and it is necessary to
address this in the statement.)
- Were there several “cuts” made in screening applications?
- Of the total number of those applicants who reached the “seriously
considered” category, how many were invited for interviews?
- Did the interview process involve a seminar presentation?
- Did department faculty meet to discuss and vote on the top candidate(s)?
3. State how each seriously considered applicant met or did not meet the
selection criteria.
The paragraph should provide objective comments about the strengths and
weaknesses of the seriously considered applicants based on the established
selection criteria. The selection statement must explain why some seriously
considered applicants were de-selected, not just positive comments about the
proposed candidate. It is also acceptable to state, for example, that two
candidates were highly competitive, and that should the proposed candidate
decline the job offer, an immediate offer would be made to the other candidate.
A subsequent selection statement may then state that the first choice candidate
declined, and the second candidate is now being proposed. It is also acceptable
to note if candidates withdrew or accepted a competing offer, and thus are no
longer being considered.
Please note:
It is not necessary to provide information about the following:
- Search committee membership (that has been documented on the Recruitment
Plan)
- Applicant pool (numerical data about the pool are provided on the
Selection Report).
No comments should be made about the gender or
ethnicity of any applicant or the applicant pool in general. Such
comments may be purely factual, but they can raise suspicion that sex and/or
ethnicity became factors in the selection process, which would be a violation of
University policy. If further information is requested by OADEO or the dean's
office, an addendum may be added to the selection statement.
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