Academic Affairs

Open Recruitment Process

For Ladder-Rank Faculty Positions

IV. Selection of final candidate(s)

IV.2  Preparing the Selection Statement

At the beginning of the recruitment process, a Search Chair Evaluation Criteria and Process Statement will have been developed to:

  1. Establish criteria by which applicants will be uniformly evaluated
  2. Establish a ‘road map” by which the search committee can move from the initial stage of reviewing applications to stage of identifying and proposing candidates for interviews

Once candidates have been interviewed and a selection has been made to fill the position, the search chair should complete a final Search Chair Selection Statement form.

The intent of this selection statement is to:

  1. Confirm that the selection criteria and process provided in the Search Chair Evaluation Criteria and Process Statement were indeed implemented
  2. Note any changes that might have been made to the selection criteria and process
  3. Describe the selection process that occurred after the search committee identified candidates for interviews (for example, faculty voted on which candidates to invite to campus, interviews were conducted, seminars were presented, faculty voted on candidates, how the Faculty Applicant Evaluation Form was used, etc.)
  4. State the reasons why each person interviewed was either selected or de-selected for the position

This Search Chair Selection Statement should be forwarded to department staff, who will attach it to the Selection Report.


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IV.3 Preparing and Submitting the Selection Report (SR)

The Recruitment Selection Report is prepared by department staff and includes the Search Chair Selection Statement.

  1. The department chair signs the report and submits the report to OADEO.
  2. OADEO takes action:
    1. OADEO reviews the report and may contact the department with questions.
    2. OADEO shares the report with the Faculty Equity Advisor (FEA endorsement is not required, but the FEA may confer with the department and/or dean).
    3. OADEO endorses the report and forwards it to the dean's office
  3. The dean takes action:
    1. The dean reviews the report and may consult with the FEA.
    2. The dean may direct questions/suggestions for modification to the department.
    3. The dean approves/disapproves the report.
    4. The dean's office notifies the department of the decision.
  4. The department takes action:
    1. The department staff inserts a copy of the approved report into the appointment file. This verifies that equal opportunity/affirmative action has been addressed in this proposed appointment.

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