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Faculty Search Committees and
the Search Process
Introduction
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This information is provided to briefly inform participants on
faculty search committees of the phases of the search process for
tenure-track and temporary, fulltime faculty positions. Please
refer to the PeopleAdmin Hiring Department's
User Manual for detailed instructions about how to navigate through the
PeopleAdmin user site.
· Determination of positions
· Submission of personnel requisitions
via PeopleAdmin
· Job
Announcements
· Recruitment plans
·
Approval and posting of positions
· Affirmative Action Certification
·
The interview process / selection of interviewees (initial
list and short-list)
·
Interview notes and reference checks
· Final candidate recommendation
· Closing faculty search
Determination of
positions necessary and the budget available for the upcoming
fiscal year is accomplished through a collaboration of the
department chair/director, college dean, provost and budgeting
director.
Submission of
personnel requisitions for each position must be
completed and submitted via
PeopleAdmin for approval by the
various approving authorities before job announcements are posted.
Job Announcements
Development of well-defined job announcements must be included with the
submission of personnel requisitions.
All
job announcements must include the following
statement: Austin
Peay State University is an Affirmative Action/Equal
Opportunity Employer. Women, minorities and members
of other protected groups are encouraged to apply.
Click
here for a job
announcement template which could be used by your department for
discipline-specific, advertising sources.
Recruitment plans
are also to be completed and included with the submission of
personnel requisitions. All members of the search committees should
be listed, with the chair listed first. Please refer to the
user manual for more information about the
duties and responsibilities of search committees. All
advertising sources that departments intend on using must be stated in
the recruitment plan section of the job details.
Approval
and posting of advertisements After approval of personnel requisitions,
including job announcements and recruitments plans by the various
approving authorities, the Office of Human Resources will post job
announcements to APSU/HR webpage, PeopleAdmin, HigherEdJobs.com, the
Chronicle of Higher Education, Diverse Issues of Higher Education,
Latinos in Higher Education and Women in Higher Education.*
The search committee may then begin placing job announcements in
discipline-specific, professional journals, publications or websites
and making personal contacts.
Please note that paper applications are no longer being accepted. All applications must be submitted via the
PeopleAdmin applicant site; therefore; it is recommended that departments not
advertise positions until job announcements are posted to APSU/HR webpage and
PeopleAdmin.
*Departments are responsible for the
cost and placing of job announcements using any other adverting sources other than those
previously mentioned.
Affirmative
Action certification Applicant pools must be certified
for diversity by the Director of Affirmative Action before
applications are released to search committees. If initial
advertising efforts do not generate diverse applicant pools, search
committees will be asked to use additional sources to prevent delays in Affirmative Action's approval of the
applicant pool. Click
here for
additional higher education advertising sources.
The interview process
The initial list of qualified applicants identified by the search
committee for telephone interviews must be certified by the Director of
Affirmative Action before applicants and their references are
contacted and telephone interviews conducted. The shortlist of
final candidates must also be certified by the Director of
Affirmative Action before candidates are invited to APSU for
on-campus interviews. Click
here
for more information about travel arrangements for on-campus
interviews. Please note that candidates who are recommended
for on-campus interviews must provide a
copy of their unofficial transcripts before or at the time of their on-campus
interviews.
Interview notes of all telephone and on-campus
interviews and reference checks conducted by search committees are to be
properly recorded.
Final candidate recommendation
When a final
candidate has been recommended for hire, the hiring proposal and all interview notes and reference checks,
including criteria evaluations (via PeopleAdmin), and faculty appointment
recommendation and communication proficiency forms (hard copy) must be initiated
and submitted to the Director of Affirmative Action and Provost,
respectively, for final
certification that Affirmative Action procedures have been properly followed.
Salary
is then calculated by the Director of Human Resources.
The recommended candidate must submit official transcripts
before his/her contract could be signed.
Closing the faculty
search Once the position has been successfully filled,
applicants status' are changed via PeopleAdmin resulting in them being notified that
the position has been filled.
Successful searches begin early in the selection process. It
is particularly important that the Office Human Resources and
Affirmative Action processes are followed and documented to reduce
the potential for third party (state/federal agency or individual
legal) intervention.
Please visit the Office of Affirmative Action's website for more
AA/EEO information
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(go back to PeopleAdmin homepage) |
Contact Information:
Office of Human Resources
Austin Peay State University
Browning Building, 7C
PO Box 4698
Clarksville, TN 37044
Tele: (931) 221-6295
Fax: (931) 221-7105
Email:
facultyapplications@apsu.edu |
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Faculty
APSU