Faculty Hiring OverviewFaculty Hiring OverviewTenure/ Tenure Track HiresTenure/ Tenure Track Hires

Presented by William A. Presented by William A. Smith Smith

Associate Dean for Diversity, Access, & Associate Dean for Diversity, Access, & EquityEquity

COE Diversity MissionCOE Diversity Mission

The University of Utah/College of Education/ is an Equal Opportunity / Affirmative Action employer, encourages applications form women and minorities, and provides reasonable accommodation to the known disabilities of applicants and employees.

Office for Diversity, Access, Office for Diversity, Access, & Equity Mission& Equity Mission

The Office for Diversity, Access, and Equity provides leadership, information, consultation, coordination, and assistance to the various departments and units within the College of Education in an effort to embrace diversity and equity as pillars of excellence, synergize actions at all levels within the College, and cultivate inclusiveness and mutual respect throughout the community. We also reach beyond the College to establish beneficial relationships with individual, organization, and institutional partners who share mutual goals and interests.

Tenure / Tenure Track Tenure / Tenure Track Faculty Hiring StagesFaculty Hiring Stages

1.1. Approval to Approval to RecruitRecruit

2.2. Approval to Approval to OfferOffer3.3. Approval to Approval to HireHire

RecruitmentRecruitment

Approval to Recruit StagesApproval to Recruit Stages1.1. OEO Meeting with Search CommitteesOEO Meeting with Search Committees2.2. Approval to Recruit Submission ProcessApproval to Recruit Submission Process3.3. FARRPFARRP4.4. OEO & Values Diversity StatementsOEO & Values Diversity Statements5.5. NMFIP & Additional Diversity AdvertisingNMFIP & Additional Diversity Advertising6.6. OEO Web PostcardsOEO Web Postcards

Search Committee / OEO Search Committee / OEO MeetingMeeting

In an effort to ensure the University of Utah’s compliance with federal In an effort to ensure the University of Utah’s compliance with federal guidelines…guidelines…

• Require all tenure / tenure-track faculty search committees Require all tenure / tenure-track faculty search committees to meet with OEO at the start of the search processto meet with OEO at the start of the search process

• Meetings can be scheduled as part of normal search Meetings can be scheduled as part of normal search committee or faculty meetingscommittee or faculty meetings

• Generally take 20-30 minutesGenerally take 20-30 minutes• Multiple searches may schedule a single meeting with OEO Multiple searches may schedule a single meeting with OEO

for all search committeesfor all search committees• OEO representative present important information on OEO representative present important information on

compliance with federal requirements and lawscompliance with federal requirements and laws• Contact OEO to setup meetsContact OEO to setup meets

– OEO Associate Director, 581-8365OEO Associate Director, 581-8365

July 14, 2005 memorandum from Associate Vice President for July 14, 2005 memorandum from Associate Vice President for DiversityDiversity

Approval to Recruit StagesApproval to Recruit Stages

Approval to Recruit Approval to Recruit RequirementsRequirements

Need for Approval to RecruitNeed for Approval to Recruit• Faculty Appointment Request & Recruitment Plan (FAARP)Faculty Appointment Request & Recruitment Plan (FAARP)

– Temporary Log Number assignment (from Assoc. Dean for Diversity)Temporary Log Number assignment (from Assoc. Dean for Diversity)– RankRank– Affirmative Action Recruitment Plan / Activities (see checklist for examples)Affirmative Action Recruitment Plan / Activities (see checklist for examples)– Chair and Assoc. Dean for Diversity SignaturesChair and Assoc. Dean for Diversity Signatures

• Letter to Assoc. Dean for Diversity IdentifyingLetter to Assoc. Dean for Diversity Identifying– Need for recruitmentNeed for recruitment– How hire supports strategic plan of dept./college/universityHow hire supports strategic plan of dept./college/university– Finding informationFinding information– Tentative on campus interview schedule (see checklist for details)Tentative on campus interview schedule (see checklist for details)

• Search Committee and OEO Meeting (confirmation)Search Committee and OEO Meeting (confirmation)• Job Advertisement Job Advertisement

– Includes OEO statement and COE / U of U values diversity statementIncludes OEO statement and COE / U of U values diversity statement• Job DescriptionJob Description

– Provides thorough description of dutiesProvides thorough description of duties– Connects to COE strategic plan for diversityConnects to COE strategic plan for diversity– Meets expectations for an underrepresented pool of candidatesMeets expectations for an underrepresented pool of candidates

• Requisition FormsRequisition Forms– Log number assignment (from AVP for Diversity)Log number assignment (from AVP for Diversity)– Signed, stamped, and ready for purchasing officeSigned, stamped, and ready for purchasing office

OEO StatementOEO Statementfor Advertisementfor Advertisement

The University of Utah is an Equal Opportunity / Affirmative Action employer, encourages applications form women and minorities, and provides reasonable accommodation to the known disabilities of applicants and employees.

UU Values Diversity StatementUU Values Diversity Statement

The University of Utah / College of Education / [YOUR DEPARTMENT] value candidates who have experience working in settings with students from diverse backgrounds, and possess a [strong or demonstrated] commitment to improving access to higher education for historically underrepresented students.

Be sure to select wither “strong” or “demonstrated”

Diversity Advertising Diversity Advertising OptionsOptions

NationalNationalChronicle of Higher Education – http://chronicle.com/jobs/ & http://careers.chronicle.com/

Diverse Issues in Higher Education – www.diverseeducation.com

DiversityInc Careers – www.diversityinc.com

Hispanic Outlook in Higher Education – www.hispanicoutlook.com

Jobs4Education – www.jobkite.com

NMFIP (National Minority Faculty Identification Program) – www.southwestern.edu/natfacid/

LocalLocal

Diversity Times – email Albert Jones, editor, at utahdiversity@aol.com

These advertising options, along with the “values diversity” statement and an expanded advertising list, will be emailed to recruiting offices.

Diversity Advertising Diversity Advertising OptionsOptions

Free Advertisement in…National Minority Faculty Identification ProgramNMFIP (www.southwestern.edu/natfacid)

• Largest program of its kind in United States. Twenty plus years identifying underrepresented candidates seeking faculty positions in higher education. Four advertisements placed in The Chronicle of Higher Education each academic year, listing all participating institutions.

• When your recruitment is approved, email Daryl Dowdell at daryl.dowdell@utah.edu for NMFIP user ID, password & posting instructions.

OfferOffer

Approval to Offer StagesApproval to Offer Stages1.1. Approval to Offer Submission ProcessApproval to Offer Submission Process2.2. FARRPFARRP3.3. Faculty Recruitment Compliance Faculty Recruitment Compliance

MemoMemo4.4. Faculty Recruitment Compliance Faculty Recruitment Compliance

FormForm

Approval to Offer CycleApproval to Offer Cycle

Approval to Offer Approval to Offer RequirementsRequirements

Needed for Approval to OfferNeeded for Approval to Offer• Faculty Appointment Request & Recruitment Plan Faculty Appointment Request & Recruitment Plan

– FAARPFAARP• Faculty Recruitment Compliance FormFaculty Recruitment Compliance Form

– Include all on-campus interviews, their gender & ethnicityInclude all on-campus interviews, their gender & ethnicity– Report detailed results of faculty interviewsReport detailed results of faculty interviews

• Selected Candidate’s FileSelected Candidate’s File– Offer letter (Offer letter (includes salary, teaching info, starting date, moving includes salary, teaching info, starting date, moving

money, course reduction, research account, and etcmoney, course reduction, research account, and etc.).)– VitaVita– Letters of recommendation (three, on original letterhead)Letters of recommendation (three, on original letterhead)– Any other information requested of applicants on advertisementAny other information requested of applicants on advertisement

• Letter to Assoc. Dean for Diversity Letter to Assoc. Dean for Diversity (identifying)(identifying)– Selection process descriptionSelection process description– Basis for selectionBasis for selection– Statement indicating salary levelStatement indicating salary level

• Faculty Application Flow RecordFaculty Application Flow Record– FAFRFAFR– Identify “offer made” candidate”Identify “offer made” candidate”– Include log number, department and position titleInclude log number, department and position title

Faculty Recruitment Faculty Recruitment Compliance Memo Compliance Memo

Form

• Form available on Assoc. Dean for Diversity webpage. • Report detailed results of faculty interviews, prior to securing approval to make offer.  • Submit data on gender & ethnicity (and contact information) for every faculty applicant invited for formal

on-campus interview. • Submit form at time FARRP submitted to secure permission to make offer. • Associate Dean Smith & Associate Vice Presidents Villalpando review for appropriate inclusiveness &

diversity. • Smith for College• Compliance Form signature by Smith must be secured.

Future Use

• Should list appear too homogenous, a “justification discussion” will take place between Department Chair, Assoc. Dean for Diversity, Associate Vice President for Diversity.

• If determined that search has been biased or candidate pool not sufficiently diverse, or prior approval of interview list not secured, then permission to make an offer may be denied.

• No offers may be forwarded to selected candidate without formal approval. • Oversight committee will review aggregate demographic information annually. • Oversight committee will make recommendations on faculty interviews and hirings, and departmental

progress towards those goals. • Departments showing “progress” will receive additional incentive funds as appropriate. • Study group will retrospectively interview candidates on interview processes & experiences. • Identifying & eliminating practices of bias is essential.

September 20 2004 Memorandum from Senior Vice Presidents Lorris Betz & David Pershing

Approval to Hire CycleApproval to Hire Cycle

Approval to Hire Approval to Hire RequirementsRequirements

Needed for Approval to HireNeeded for Approval to Hire

• Academic PAN formAcademic PAN form• Signed Letter of AcceptanceSigned Letter of Acceptance• Offer LetterOffer Letter• Letter to Assoc. Dean for Diversity Letter to Assoc. Dean for Diversity (identifying)(identifying)

– Selection process description (including faculty vote)Selection process description (including faculty vote)• Selected Candidate’s FileSelected Candidate’s File

– Vita (original)Vita (original)– Letters of recommendation (three, on original letterhead)Letters of recommendation (three, on original letterhead)– Any other information requested of applicants on advertisementAny other information requested of applicants on advertisement

• Faculty Recruitment Compliance FormFaculty Recruitment Compliance Form• Faculty Application Flow RecordFaculty Application Flow Record

– FAFR (must agree with Compliance Form)FAFR (must agree with Compliance Form)– Identify “selected candidate”Identify “selected candidate”– Did note leave “Minority Status” or any other column blankDid note leave “Minority Status” or any other column blank