Search Procedures for Tenure-Line and Teaching-Track Faculty: Weinberg College

Search Procedures for Tenure-Line and Teaching-Track Faculty

VIEW THE MOST CURRENT INFORMATION ON THE WEINBERG COMMONS (NETID REQUIRED).

During the spring quarter, the Dean’s Office contacts department chair/program director for faculty hire requests, including rationale, strategic priorities for the department/program, available space, and a draft of search committee members and advertisement. Once hiring plan requests are approved, the department/program will receive a search authorization letter (late summer) with specific search procedures and instructions.

Committee must adhere to Chapters 2 and 6 in the Chairperson's Handbook and the Provost's resources for Faculty Search Committees.

SEARCH APPROVAL AND PRE-SEARCH PROCESS

Dean's Office sends department chair/program director and department administrator a search authorization letter via email with approved search(es) and search budget. The budget aims to account for up to four short-listed candidates to visit campus for assistant professorships or teaching-track positions and up to three candidates for senior positions. Should you wish to invite more candidates to campus, you may supplement these funds with department resources. Expenses must stay within University and College guidelines for travel and entertainment.
Dean's Office contacts department/program to finalize the following info for the search:
1. Final version of the search advertisement
2. Search committee members: Chair, Equity Representative, and all other members
3. Recruitment advertisement sources and their estimated cost
4. Assigned search administrator (who will be responsible for configuring FRS)
5. Special considerations for women and minority candidates
Dean's Office obtains approval from Provost's Office for details above.
Dean's Office contacts department/program with approval of search committee, search number (Job Opening ID), and advertisement text and budget.
Search (departmental) administrator oversees search system administration, including configuration of application page in the Faculty Recruitment System (FRS), collection of applications, and the eventual assignment of disposition codes.
Search administrator contacts Dean’s Office to review FRS configuration and activate application page.
Department places advertisement in agreed-upon outlets.
All search committee members are strongly encouraged to watch the UCLA video series on implicit bias in hiring, either as a group or individually. Please share your thoughts on this effort via this web form. The seven YouTube videos can be found at the following links:
- Preface: Biases and Heuristics (5:12)
- Lesson 1: Schemas (3:12)
- Lesson 2: Attitudes and Stereotypes (4:13)
- Lesson 3: Real World Consequences (3:45)
- Lesson 4: Explicit v. Implicit Bias (2:49)
- Lesson 5: The IAT (5:14)
- Lesson 6: Countermeasures (5:23)
Search Committee evaluates candidates and sends a short list (names and CVs) to Felicia Dominguez. The Dean's Office will notify the department once the short list has been reviewed and approved.
Upon approval of the Dean's Office, the department may invite the candidates to campus for interviews/job talks. Based on the need of the department, these interviews/talks may take place remotely. The department should invite four finalists for teaching-track and assistant professor searches and three finalists for tenured faculty searches.
As finalists are identified, the department should be in touch with Associate Dean Joel Trammell to review space plans and discuss in advance any unanticipated space or facility concerns.
Finalists for tenured positions (Associate Professor or Full) should meet with Dean Randolph. Finalists for searches at the rank of Assistant Professor have the option to meet with an Associate Dean during their visit. Contact Quinn Leach for scheduling.
Department then votes on candidates and a final candidate is put forward for recommendation.

SUBMITTING FINALIST REQUESTS

Finalists are identified within the Faculty Recruitment System (FRS). To submit finalist requests to the Dean’s Office, the department administrator works with the search committee to assign a disposition code to each applicant and identifies any candidates who advance to the finalist stage.

For assistant professor appointments and all teaching-track appointments, department administrator sends electronic file of materials to Felicia Dominguez, including a departmental/program recommendation letter, CV, and letters of reference.
For tenured appointments at the rank of associate professor and professor, department administrator should send the Dean’s Office a set of electronic copies of the department letter, the external referee letters collected by the department, a list of proposed external reviewers, a list of suggested benchmarks (normally three or four), a current CV and statement, student evaluations and other materials bearing on the candidate's record of teaching and mentoring, and a set of representative publications to be sent to external reviewers in the College-level review, including especially recently published articles and works in progress. Where applicable, the most recent book – either published, in proofs, or in manuscript – should also be provided. The required set of electronic copies may be delivered via email, uploaded to Sharepoint, or attached to an email.
For junior hires and teaching-track hires, Dean's Office forwards approved materials to Provost's Office for approval. For senior hires, Dean's Office initiates ad hoc review of candidate. Upon successful review, candidate is forwarded to Provost's Office for approval. Upon approval, Dean's Office sends offer letter to candidate.
Candidate accepts and Dean's Office informs pertinent departments and units, or, candidate declines and backup candidate is forwarded and the above steps are repeated.

May 1

All offers must be extended to tenure-line candidates or special steps must be taken by Dean's Office to make late-season offers

SeaRch resources

Faculty Recruitment System Login
Summary: Search TOO/TOE Process
Provost Office Resources:
- Office of the Provost: Guidance on Faculty Searches
- Faculty Search Guidance PDF
- The Role of the Equity Representative
- The Strategies for Minimizing the Impact of Bias in Recruitment provides resources and training in equal opportunity, diversity, and other topics relating to workplace equality.