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Conducting Effective Faculty Searches

Conducting Effective Faculty Searches. Charlie Beckenhauer, General Counsel Naymond Keathley, Senior Vice Provost Tiffany Hogue, Assistant Provost. Faith and Fit. Understanding the importance of a candidate’s faith

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Conducting Effective Faculty Searches

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  1. Conducting Effective Faculty Searches Charlie Beckenhauer, General Counsel Naymond Keathley, Senior Vice Provost Tiffany Hogue, Assistant Provost

  2. Faith and Fit • Understanding the importance of a candidate’s faith • Selecting the right individual – worthy of becoming a member of the Baylor faculty

  3. The Search Process • Advertise. • See attached templates. • diverse and discipline-specific mediums • Collect candidate information. • Employ consistent and objective procedures for review. • Conduct preliminary interviews.

  4. Scheduling the interviews • Must bring two candidates to campus. • Interviews must be scheduled through the dean’s office. • Try to schedule them in the fall.

  5. Before the campus interview, provide the provost with: • Faculty prospect interview form • Statement of faith and/or active church membership (information can be on the prospect interview form) • Curriculum vitae

  6. Before the interview (cont)… • Transcript showing highest degree earned. If doctoral work is in progress, the transcript needs to reflect hours completed. • Three letters of reference (some depts. require more)

  7. During the campus interviews • The search chair provides background check consent form to candidates. (form available at: www.baylor.edu/content/services/document.php/46221.pdf) • Deliver completed forms in a sealed confidential envelope to Human Resources. • Results expected in 24 to 48 business hours

  8. After the campus interview • Dept. confers and selects candidate. • Start BearQuest request. • Print signature form and circulate to T/T fac. • Send form to dean and provost. • Dean requests permission to begin negotiation. • Once negotiation is complete, submit BearQuest request (attach exact language for addendum).

  9. Select request type: Faculty Hire Request

  10. Go to EMS and complete the EMS questionnaire – this creates the contract.

  11. When you get to the end of EMS – click on “Printable Tenured Signatures”

  12. This brings up the form – print using the “print” button on your browser. Then click “Go back” in the bottom left corner of the screen.

  13. After the Campus Interviews • Upon notice of approved project, HRS will draft contract for review and approval by the dean and chair. • With dean’s approval, HRS sends contract to the candidate. • Upon receipt of signed contract, HRS notifies appropriate dean and department of the acceptance.

  14. Remember… • We must have the final transcript. • Letters from dissertation advisors aren’t sufficient. • If new hire hasn’t finished the Ph.D., s/he will be a lecturer. • 90% salary for that semester • should teach four courses

  15. Welcoming New Faculty • New faculty should report first to Human Resources. • Federal law requires completion of Form I-9 (Employment Eligibility and Verification Form) within 3 days of employment. • All other appropriate employment/payroll forms will also be completed.

  16. Legal Considerations • Strategies to help ensure that each search is conducted according to Baylor policy and the law • Learn to avoid legal traps that are often prevalent during an open competitive search

  17. Questions? • Chair Resources Website: www.baylor.edu/crc • Legal issues: Office of General Counsel (x3821) • Decision-making authority: deans’ offices and provost’s office (x3601) • Contracts: Shirl Brown(x8563) • Bearquest: Stephanie Kilgore (x8462)

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