A Campus search is conducted when the Executive Vice Chancellor & Provost determines a position will be designated as a campus position.
The Executive Vice Chancellor & Provost appoints the chair and members of the search committee after consultation with the Academic Senate. The members of the committee will be from the pertinent disciplinary areas being recruited and will include members from potential departments, in which tenure will be held.
The chair of the search committee, in consultation with the entire search committee, will develop or expand on an existing, approved position description, a cover letter, and an advertisement plan.
Once the application files, which are housed in a location designated by the Executive Vice Chancellor & Provost, are complete, the committee meets to develop the short list.
The short list of candidates, as determined by the search committee, is sent to the Executive Vice Chancellor & Provost who approves it and sends it to the relevant deans, the Associate Vice Provost for Faculty Equity and Diversity and the Office of Faculty and Staff Affirmative Action for approval, consistent with normal search guidelines. If the list of candidates is changed, it must be re-reviewed by all. When the short list is approved, relevant departments are encouraged to review these files.
The search committee is then responsible for inviting the short list of candidates to campus for their first interview, coordinating their visit, and securing references and all relevant information about these candidates.
The search committee provides the Executive Vice Chancellor & Provost with a list of acceptable candidates after the initial interviews are completed, having taken into consideration any comments from the faculty at large.
The Executive Vice Chancellor & Provost notifies the relevant dean, department chairs and the chair of the search committee which candidate will be invited to the campus for a second visit. The candidate will indicate a preference for a home department and that department conducts the second interview with the assistance of the Executive Vice Chancellor & Provost. At this stage a pre-review occurs by the Committee on Academic Personnel to establish a preliminary rank and step in the professoriate.
The Executive Vice Chancellor & Provost will conduct negotiations with the candidate, in consultation with the relevant Dean and Department Chair, and get agreement on a tentative offer including space, initial complement, administrative stipend, and clarification of the administrative duties.
When a tentative offer has been developed, the Dean drafts and sends it to the Executive Vice Chancellor & Provost for approval. The Dean sends the finalized offer letter to the candidate. This letter must include sample language that is standard across the campus.
The practice varies, but some colleges require that the candidate sign off on the tentative offer. In all cases, the candidate should agree, at least verbally to the tentative conditions of employment before an appointment file leaves the department.
In the case of a senior appointment, agreement to terms are typically obtained before a complete and balanced set of extramural letters are solicited by the Department Chair for the file.
Once the outside letters come in, the appointment file is prepared at the department level and Bylaw 55 must be adhered to (a yes/no vote on the appointment by eligible faculty)
The appointment file is forwarded to the dean, who then forwards it to the Vice Provost for Academic Personnel for Committee on Academic Personnel review.
Final decision on the appointment rests with the Chancellor.
