Searching for Faculty Members

The Search Committee

Succession Planning

Objectives

To describe present faculty composition To indicate “best practices” for increasing faculty

diversity To increase awareness of required paperwork

associated with searches To identify issues that might impede success of a

search and potential solutions To discuss issues related to succession

management/planning

Faculty UABSOM 2008

Basic Sciences (JHS) Full Time 247 Part Time 4

Clinical Sciences (SOM) Full Time 908 Part Time 37

TOTAL 1196

Faculty by Gender and Rank

050

100150200250300350400450500

FullProfessor

AssociateProfessor

AssistantProfessor

Instructor

Female

Male

Total

Faculty by Race

0

100

200

300

400

500

600

700

800

900

1000

ASIAN BLACK WHITE OTHER

Search Committee

Appointed by Dean or Department Chair Includes persons with expertise in area of search;

different perspectives; committed to diversity Has designated support staff Per Knight ruling, searches for Chairs, tenured

senior faculty must have AA representation May include alumni, clinicians, students, persons

from other Departments or Schools

Role of Search Committee

Recruit, review, interview and recommend Understand requirements for final

recommendation to Dean or Dept. Chair Chair of Committee schedules meeting,

responds to applicants, informs faculty in department about progress, communicates with Dean/Dept Chair re: progress

Why Join A Faculty Anyway?

Interest in Discovery Interest In Teaching Less Overhead Ego/Prestige “Path of least resistance” Residents available to assist Enjoy intellectual atmosphere Inability to commit long-term

Why Is A Fellow NOT Interested in an Academic Career?

Salary Lack of autonomy Less flexibility No interest in research/teaching Academic politics Negative models

Challenges to Hiring and Advancing a Diverse Workforce

Institutional History Current faculty composition Opportunity to hire Opportunity to advance

Specific Challenges

Small numbers Dual careers Location Salary Competition Inadequate pipeline

Pipeline-2004

AA Doctorates in Chemistry 2004 – 46 AA Doctorates in Biology 2004- 148 Pool for new hires:

Chemistry 2000 32% female; 2.3% AA

Biology 6000 46% female; 2.5% AA

First Committee Meeting

Charge to the Committee includes: qualifications of person to be hired

Develop criteria for evaluating candidates Develop recruitment strategy e.g. ad placement,

active solicitation, use of search firm Discuss confidentiality-”Vegas” Rule Discuss communication policy with applicants,

media-Chair of Committee should do all official communication

Develop minority recruitment strategy

AA Language for Ads

Must say: “UAB is an affirmative action/equal opportunity employer”

Better: “Women, minorities, individuals with disabilities and veterans are encouraged to apply”

May want to include: “UAB is especially interested in candidates who contribute to the diversity and excellence of our academic community through their research, teaching and/or service.” or “UAB is committed to building a culturally diverse educational environment.”

Language for Ads

Faculty can only be hired at the ranks and tenure status (or lower) described in the ad

For maximum flexibility, state: “Rank and tenure status commensurate with qualifications.”

Attracting a Diverse Pool of Applicants

Advertise in publications/websites with diverse readership

Obtain lists of alumni by discipline, gender and race/ethnicity

Ask contacts for recommendations of women, minority candidates

Make personal phone calls to potential candidates

Recruitment Strategy

Cultivate and maintain relations with former students, residents, post-docs, faculty members and use them as resources for future searches.

Develop relationships with HBCU’s Increase internal pool of future faculty

Successful Recruitment and Retention

Value the investment and show a welcoming climate

Professional growth opportunities Expectation for success-clear path to top Collegial atmosphere

Minimizing Biases

Work to increase numbers of underrepresented minorities and women in the applicant pool

Raise consciousness about potential biases Develop evaluation criteria before soliciting

applications and apply consistently Evaluate entire application Be accountable

What Are Faculty Seeking?

Title Space Staff Colleagues Salary/Benefits Mentors Start-Up Package with Protected Time Opportunity for Advancement Lifestyle

UAB Recruitment Resources

Spouse/Partner relocation program Family-friendly policies Faculty development opportunities

After the Search

Evaluate strategies used to recruit especially minority and women candidates

Document process on appropriate forms How could process be improved? Query those who did not accept offer for

feedback

Succession Management

Identifying and developing those who will assume leadership positions within the company/institution

Developing your “bench”

Managing your talent pool

5 “Simple Rules”

Focus on development and use their training Identify linchpin positions—those essential to

long-term health of organization Be transparent Measure progress regularly Be flexible

How Do You Identify Potential Leaders?

How do you keep them invested in the Department/Division?

How do you develop their potential as future leaders?