Southern Connecticut State University ANNUAL FACULTY RECRUITMENT WORKSHOP Fall 2013

1. Southern Connecticut State UniversityANNUAL FACULTY RECRUITMENT WORKSHOPFall 2013

2. IMPORTANCE OF RECRUITMENT People are our most valuable resource!!! • SCSU Mission: • Academic Excellence, Access, Social Justice… • SCSU Core Values • Excellence, Access, Diversity…..

3. FACULT Y PROFILE Fall 2013 • 421 = number of FT faculty; 78 (18.5%) are minority faculty • 384 = number of tenure track faculty • 37 = special appointments • 46 = faculty hires; 2 (4.34%) are minority faculty • 9 = tenure track; 1 minority faculty hire (11%) • 37 = special appointments; 1 minority faculty hire (2.7%) • (27.9% = minority students)

4. FACULTY PROFILE Fall 2014 • 28 = tenure track searches • 28/421 = 6.62% of FT faculty will be new TT

5. ROLES AND RESPONSIBILITIES • PRESIDENT • Only person with the authority to appoint long-term employees • Resolves any disputes involving faculty appointments, after consultation with Provost, Human Resources, and Office of Diversity and Equity • Signs all faculty appointment letters

6. ROLES AND RESPONSIBILITIES - 2 • PROVOST • Upon approval from President, authorizes searches, after consultation with appropriate dean/library director • Consults with Office of Diversity and Equity on all matters related to affirmative action procedures and practices • Reviews candidate pools with appropriate dean • Authorizes interviews after approval of process by ODE • Reviews finalist recommendations from dean • Recommends conditions of appointment and salary, after consultation with HR

7. ROLES AND RESPONSIBILITIES - 3 OFFICE OF DIVERSITY AND EQUITY http://www.southernct.edu/offices/diversity/searchprocesses/procedures.html • Reviews essential search documents for compliance with affirmative action procedures and mission of the university • Verifies the diversity of the applicant and interview pool • Approves documents and procedures at various stages of search • Serves as custodian of final search file

8. ROLES AND RESPONSIBILITIES - 4 • OFFICE OF HUMAN RESOURCES • Responsible for overseeing all recruitment and employment to ensure compliance with university, state, and federal laws and regulations • Places advertisements in appropriate publications • Reviews appointment package for consistency and equitability • Conducts background checks • Approves salary recommendations

9. ROLES AND RESPONSIBILITIES - 5 • ACADEMIC DEAN /DIRECTOR OF LIBRARY SERVICES • Works with department to constitute a Search Committee and Chair • Conducts first review of Search Plan, Position Description, and Position Announcement • Consults with search committee/chair at major stages of search • Reviews applications of “top-ten” candidates prior to interviews • Makes interviewee recommendations to Provost • Interviews all finalists • Discusses finalists with Search Committee/Chair • Makes decision as to which candidate is recommended to Provost • Presents terms of appointment to be recommended to President with finalist

10. ROLES AND RESPONSIBILITIES - 6 • SEARCH COMMITTEE AND COMMITTEE CHAIR • Develops the Search Plan, Position Description, and Position Announcement • Aggressively recruits the most highly qualified and most diverse pool of applicants possible • Creates the screening criteria, interview questions, and reference check questions • Screens the applicant pool and recommend interviewees to Dean • Sets up interviews and organize itineraries • Recommends at least 3 finalists to Dean with strengths and weaknesses • Completes Search Report except for finalist recommended to Dean

11. ROLES AND RESPONSIBILITIES - 7 • DEPARTMENT OFFICE • Creates file for each applicant • Notifies applicant of receipt of application and any missing items within week of receipt of application • Emails acknowledgment letter to applicants with link to electronic affirmative action card http://www.southernct.edu/diversityequity/uploads/textWidget/wysiwyg/documents/AffirmativeActionResponse.pdf • Retains applicant files for two years after completion of search

12. MRRC • Minority Recruitment and Retention Committee • CBA 3.4.2: “…assist search committees to recruit members of minority and other protected groups…. • Mentoring, support • Consider MRRC member to serve on search committee • Moving expenses fund – up to $2000 • http://www.southernct.edu/faculty-staff/faculty-development/mrrcindex/internalresources.html

13. SEARCH PLANS Position announcements • Read carefully – may have been modified • Use only approved position posting • Required vs. preferred qualifications

14. SEARCH PLAN • Advertising • HR responsibility: • Chronicle, Diversity Issues, Hispanic Outlook • Higher Ed Jobs.com • Minority Faculty Applicant Database • Higher Education Recruitment Consortium • One additional publication • Follow process • $500 per department

15. SEARCH PLAN Advertising • Department responsibility: • Use free online services • Network with colleagues • Take advantage of conference travel • HBCUs, HSIs, Tribal Colleges • Minority & Women Doctoral Directory

16. DOCUMENTATION • Document all decisions made about applicant pool • Be consistent in your application of criteria • Essential documents • Applicant files • Screening criteria (grid, typically numerical, minimum qualifications) • Advanced criteria (may differ from grid, but must relate to job) • Questions for interviews and reference checks • Criteria for evaluating classroom lecture or scholarly report • Recommendations to Dean and Search Report • Disposition of “Notes to Self”

17. SEARCH REPORT • **** Complete search report • Audit by ODE • Explain why candidates were not considered • ****Include documentation of additional advertising

18. NEPOTISM AND CONFLICT OF INTEREST • Avoid even the perception of conflict of interest and nepotism • University policy on nepotism • Definition of conflict of interest • Investigation may delay a search or lead to its termination • Composition of search committee is key • Relationship between applicants and those who influence decisions

19. 2013-2014 TIME TABLE • Sept - Oct Positions requested w/appropriate docs Authorization to recruit Position Announcements sent to Dean Faculty Search Plans completed and sent to Dean • October Advertisement of positions placed • Nov - Jan Screening of applications begins • Feb - March Schedule interviews • By March 31 All interviews completed • By April 30 Offers made