Southern Connecticut State UniversityANNUAL FACULTY RECRUITMENT WORKSHOP

Fall 2014

IMPORTANCE OF RECRUITMENT

People are our most valuable resource!!!

SCSU Mission: Academic Excellence, Access, Social

Justice…

SCSU Core Values Excellence, Access, Diversity…..

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FACULTY PROFILE Fall 2014

438 = number of FT faculty; 84 (19.2%) are minority faculty 403 = number of tenure track faculty 35 = special appointments

50 = faculty hires; 12 (24%) are minority faculty 32 = tenure track; 8 minority faculty hire (25%) 18 = special appointments; 4 minority faculty hire

(22%)

(27.9% = minority students)3

FACULTY PROFILE

Fall 2015 29 = tenure track searches 29/438 = 6.62% of FT faculty will be

new TT

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ROLES AND RESPONSIBILITIES

PRESIDENT

Only person with the authority to appoint long-term employees

Resolves any disputes involving faculty appointments, after consultation with Provost, Human Resources, and Office of Diversity and Equity

Signs all faculty appointment letters

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ROLES AND RESPONSIBILITIES - 2

PROVOST

Upon approval from President, authorizes searches, after consultation with appropriate dean/library director

Consults with Office of Diversity and Equity on all matters related to affirmative action procedures and practices

Reviews candidate pools with appropriate dean

Authorizes interviews after approval of process by ODE

Reviews finalist recommendations from dean

Recommends conditions of appointment and salary, after consultation with HR

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ROLES AND RESPONSIBILITIES - 3

OFFICE OF DIVERSITY AND EQUITYhttp://www.southernct.edu/offices/diversity/searchprocesses/

procedures.html

Reviews essential search documents for compliance with affirmative action procedures and mission of the university

Verifies the diversity of the applicant and interview pool

Approves documents and procedures at various stages of search

Serves as custodian of final search file

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ROLES AND RESPONSIBILITIES - 4

OFFICE OF HUMAN RESOURCES

Responsible for overseeing all recruitment and employment to ensure compliance with university, state, and federal laws and regulations

Places advertisements in appropriate publications

Reviews appointment package for consistency and equitability

Conducts background checks

Approves salary recommendations

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ROLES AND RESPONSIBILITIES - 5

ACADEMIC DEAN /DIRECTOR OF LIBRARY SERVICES

Works with department to constitute a Search Committee and Chair

Conducts first review of Search Plan, Position Description, and Position Announcement

Consults with search committee/chair at major stages of search

Reviews applications of “top-ten” candidates prior to interviews

Makes interviewee recommendations to Provost

Interviews all finalists

Discusses finalists with Search Committee/Chair

Makes decision as to which candidate is recommended to Provost

Presents terms of appointment to be recommended to President with finalist

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ROLES AND RESPONSIBILITIES - 6

SEARCH COMMITTEE AND COMMITTEE CHAIR

Develops the Search Plan, Position Description, and Position Announcement

Aggressively recruits the most highly qualified and most diverse pool of applicants possible

Creates the screening criteria, interview questions, and reference check questions

Screens the applicant pool and recommend interviewees to Dean

Sets up interviews and organize itineraries

Recommends at least 3 finalists to Dean with strengths and weaknesses

Completes Search Report except for finalist recommended to Dean

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ROLES AND RESPONSIBILITIES - 7

DEPARTMENT OFFICE

Creates file for each applicant

Notifies applicant of receipt of application and any missing items within week of receipt of application

Emails acknowledgment letter to applicants with link to electronic affirmative action cardhttps://www.southernct.edu/offices/diversity/searchprocesses/aa-response.html

Retains applicant files for two years after completion of search

MRRC

Minority Recruitment and Retention Committee CBA 3.4.2: “…assist search committees to

recruit members of minority and other protected groups….

Mentoring, support Consider MRRC member to serve on search

committee Moving expenses fund – up to $2000 http://www.southernct.edu/faculty-staff/faculty-

development/mrrcindex/internalresources.html12

SEARCH PLANS

Position announcementsRead carefully – may have been modified

Use only approved position posting

Required vs. preferred qualifications

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SEARCH PLAN

Advertising HR responsibility:

Chronicle of Higher EducationDiverse Issues in Higher EdHispanic OutlookHigher Ed Jobs.comMinority Faculty Applicant DatabaseOne additional publication

Follow process $500 per department

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SEARCH PLAN

Advertising

Department responsibility:Use free online servicesNetwork with colleaguesTake advantage of conference travelHBCUs, HSIs, Tribal CollegesMinority & Women Doctoral Directory

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DOCUMENTATION

Document all decisions made about applicant pool

Be consistent in your application of criteria

Essential documents Applicant files Screening criteria (grid, typically numerical, minimum

qualifications) Advanced criteria (may differ from grid, but must relate to job) Questions for interviews and reference checks Criteria for evaluating classroom lecture or scholarly report Recommendations to Dean and Search Report

Disposition of “Notes to Self”

SEARCH REPORT / HIRING PAPERWORK

**** Complete search report Audit by ODE Explain why candidates were not considered

****Include documentation of additional advertising Have top finalists complete background

authorization form and hold. Once hiring decision is made, immediately forward signed form of individual to H.R. so they can begin the background check process.

Complete Personnel Action Form with CV attached of new faculty member and obtain approvals.

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NEPOTISM AND CONFLICT OF INTEREST

Avoid even the perception of conflict of interest and nepotism

University policy on nepotism

Definition of conflict of interest

Investigation may delay a search or lead to its termination

Composition of search committee is key

Relationship between applicants and those who influence decisions

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2014-2015 TIME TABLE

Sept - Oct Positions requested w/appropriate docs

Authorization to recruit Position Announcements sent to Dean Faculty Search Plans completed and sent to Dean

October Advertisement of positions placed Nov - Jan Screening of applications begins Feb - MarchSchedule interviews By March 31 All interviews completed By April 30 Offers made