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A. Gaining Approval to Fill a New Faculty Position
1. The faculty, department chair, or dean may initiate discussions
regarding a new faculty position consistent with the CB's mission and
departmental needs.
2. The department chair and dean discuss the proposal and negotiate
rank and salary range/step for the position announcement. These issues
will be finalized after candidate selection. Other issues such as credit
towards tenure and other special provisions will also be negotiated
at that time. (see E-6)
3. The dean, provost, and affirmative action officer approve the search
for a new faculty position.
4. Approved University forms are completed primarily by the department
chair (unless otherwise noted) at the appropriate times.
Form 1--Request to Fill Vacancy (see B and G)
Form 2--Faculty Recruitment Approval Form (see C and D)
Form 3--Post-Recruitment Form (see D)
Form 4--Interview Approval Form (see C and E)
Form 5--Request to Offer Faculty Appointment (see F)
B. A department screening committee consistent with affirmative action
guidelines is appointed by the department chair. (Currently, the screening
committee must include one woman and one minority.) For appointments in
Ellensburg, at least one department member from a Westside campus must
be a member of the screening committee. For appointments on the Westside,
at least one department member from the Ellensburg campus must be a member
of the screening committee. (Screening committee members are listed on
Form 2.)
1. Committee members may be selected from CWU faculty outside the hiring
department.
2. The department chair may elect to be a member of the screening committee.
3. The department chair may appoint the chair of the screening committee
or may allow the committee to elect its own chair.
4. Screening committees should be composed of no fewer than three members
and no more than seven, each a member of the CWU faculty. A majority
must be from the CB.
C. The screening committee drafts the position announcement and gains
approval from the department chair, dean, and affirmative action officer
on Form 2. The position announcement will identify the screening criteria
in its identification of minimum qualifications and desired characteristics.
The department chair and the chair of the screening committee work together
in publicizing the position opening.
D. The screening committee compiles a list of acceptable candidates by
comparing candidate files to established criteria.
1. A log is kept by date of completed application files by the department
secretary.
2. The affirmative action log is filled out during this process.
3. The screening committee is responsible for reporting activities
to the Office for Equal Opportunity and for completing Form 3.
4. References are assembled and checked by the department chair and/or
members of the screening committee prior to an interview. (Form 3 is
completed and submitted to the Office for Equal Opportunity.) Faculty
involvement is encouraged in the process.
E. Interview
1. After reviewing the applicants' files and discussing the candidates'
qualifications, the screening committee ranks prospective faculty candidates
to interview from the screening committee's list. Form 4 is completed--the
department chair and dean sign.
2. The number of candidates interviewed and process to be used in inviting
candidates are determined by the dean and department chair based on
the candidates' qualifications, the recommendation of the screening
committee, and available funds.
3. The department chair is responsible for coordinating campus visits,
including presenting itineraries for candidates to faculty and providing
access to the candidates' files. The interview should include questions
based on the screening criteria and the required qualifications and
desired characteristics stated in the job announcement. Faculty interviews
will be conducted in Ellensburg and at least one westside location.
4. Faculty comments regarding interviewed candidates are solicited
by the department chair and/or the screening committee.
5. The screening committee presents its ranking of all interviewed
candidates to the department chair. The chair forwards in memo form
the screening committee's ranking and the chair's ranking to the dean.
The chair also recommends rank, salary, and other negotiable items.
6. The dean and department chair discuss and determine the parameters
governing the negotiation process. Negotiations with the selected candidate
are conducted by the department chair in consultation with the dean
and require the dean's approval. Granting of tenure requires a vote
of the department's tenured faculty.
F. Form 5 is prepared by the department chair and is signed by the dean.
The affirmative action officer must verify that the selection process
conforms to affirmative action guidelines. The affirmative action officer
is notified of the selection and signs Form 5.
G. The provost must approve of the selection. (Form 1 must be signed
by the provost.)
H. The provost presents the selected candidate to the Board of Trustees.
The Board of Trustees approves or disapproves the appointment.
I. The candidates are notified of the hiring decision by the dean.
Approved: May 1994
Updated Name Change: Fall 2001
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