Appointment and Orientation of New Faculty
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Document Number: FacHR--107
Revision #: 2.0
Document Owner: Director of Human Resources
Date Last Updated: 07/11/2018
Primary Author: VP for Academic Affairs
Status: Approved
Date Originally Created: 01/18/2012
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General Description
Description:
Information about appointment and orientation of new faculty relative to HR policy.
Purpose:
Delineation of faculty HR policy.
Scope:
Faculty
Responsibility:
Academic Affairs
VP for Academic Affairs
Human Resources
VP for Academic Affairs
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Requirements
Relevant Knowledge:
Current University policy
Standards of good practice
Standard company policies
Terms and Definitions:
Additional training
Corrective Action
Loss of privilege, general
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Policy Provisions
1. Appointment and Orientation of New Faculty
1.1 Selection of New Faculty
Before a formal search to fill a faculty position can begin, authorization must be obtained from the President of the University. The responsibility for initiation of formal search procedures rests with the School Dean. The position to be filled will be appropriately advertised. The School Dean and the Vice President for Academic Affairs will appoint a Search Committee.
The Search Committee must follow policy with regard to “Non-Discrimination and Affirmative Action Policy.” Two basic considerations when searching for highly qualified candidates are the strong academic credentials, experience, evidence of continued scholarships and outstanding teaching ability.
The rudimentary guideline, when assessing appropriate academic credentials for full-time and adjunct faculty in the bachelor’s degree level, is completion of 18 graduate semester hours in the teaching fields and a master’s degree. Every effort, however, is made to employ those holding doctorate or recognized terminal degree. Exemplary experience in the given teaching field may also be allowed with appropriate documentation. Faculty teaching graduate courses are expected to hold a terminal degree.
The Human Resources Director will receive applications, send acknowledgments, and provide the Search Committee access to the resumes. When the pool of candidates is narrowed by the Search Committee, a recommendation to invite and interview the qualified finalists will be made. They will interview with the Search Committee, School Dean, Vice President for Academic Affairs, and President. The candidate preferred for the position will be recommended to the Vice President for Academic Affairs and the President. The President of the University, after consultation with School Dean and Vice President for Academic Affairs, will extend an offer of employment to the selected candidate or will request a continued search.
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Performance Evaluation
Performance Metrics:
Compliance with standard policy and procedure
Consequences:
Further training
Loss of privileges
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Subject Experts
The following may be consulted for additional information.
Academic Affairs Support Staff
VP for Academic Affairs
Director of Human Resources