|
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 made be
added to the selection statement.
Return to Table of Contents
|
