University of Vermont

College of Arts and Sciences

Resources for Chairs & Administrators

Recruitment Procedures

  1. Obtain a confirmation of the proposed recruitment from the Dean. Discuss special needs/circumstances at this time (space, start-up, etc.).
  2. Review the Guidelines for Recruiting Candidates for Tenured and Tenure-Track Faculty Positions issued by the Provost's Office and AA/EO. Review the Guidelines for Interviewing at Professional Meetings issued by the Provost's Office.
  3. Obtain approval of the search committee. The Department Chair will designate a committee to conduct the search for the position. When constituting the search committee, attention should be given to the composition of the membership with respect to academic discipline, rank, and diversity. Extra-departmental membership is often desirable or required. The membership of the search committee must be approved by the Dean and reviewed by the Vice Provost for Faculty & Academic Affairs.
  4. Prepare and forward advertisement to the Dean's Office.
    Your ad must include:
    1. the effective date of position;
    2. position rank;
    3. field in which Ph.D. is required;
    4. NO deadline for filing materials (you may indicate the date review of applicationss will begin, but applications must be considered until the position is filled);
    5. College statement of research expectations: The successful candidate will be expected to undertake an active program of research or creative activity that leads to publication and presentation in peer-reviewed scholarly outlets and, where available, to seek extramural funding for that research.
    6. College diversity statement: The University is especially interested in candidates who can contribute to the diversity and excellence of the academic community through their research, teaching, and/or service. Applicants are requested to include in their cover letter information about how they will further this goal.
    7. College AAEO statement: The University of Vermont is an Affirmative Action/Equal Opportunity employer. The Department is committed to increasing faculty diversity and welcomes applications from women and underrepresented ethnic, racial and cultural groups and from people with disabilities.
  5. The Dean's Office will prepare the balance of the recruitment packet (the recruitment form and other necessary materials) with input from the Department, and forward it to the Office of the Provost for approval.
  6. The Department will receive notification of approval to proceed with the recruitment from the Office of the Provost and/or the Office of the Dean. Take no external recruiting action before completing steps 7 and 8.
  7. Prepare a Diversity Recruitment Plan.
  8. Schedule a meeting of the search committee, the Department Chair, the Dean or Associate Dean, the Vice Provost for Faculty & Academic Affairs, and the Executive Director of AAEO to discuss: recruitment procedures and strategies, the position advertisement, and the Diversity Recruitment Plan. You may take no further recruitment action until your advertisement and Diversity Recruitment Plan are approved by the Dean or Associate Dean.
  9. Place advertisements and proceed with other recruiting strategies. Note: the College will place a "group ad" in the Chronicle of Higher Education.
  10. Collect applications. Screen applicants. Select proposed on-campus interviewees.
  11. Submit "Campus Visit Approval Request" (this written request replaces the need for units to complete the Interview Authorization Form EO-2) to the Dean. The Dean will review and approve the request and forward it to the Office of the Provost for approval. This written request should include:
    • Position title and number.
    • A description of the search process.
    • Where ads appeared, including electronic placements, with a copy of the print ad.
    • Specific actions the department took to widen its pool of applicants, with supporting evidence (e.g., a telephone log, copies of emails, etc.).
    • Justification for all applicants not selected for a campus visit.
    • The names of candidates who included a diversity statement in their cover letters and were not selected for a campus visit.
    • If candidates were interviewed by telephone or at professional meetings in the first phase of the search and are not selected for the "short list," submit their names, with institutional affiliation and a brief explanation.
    • Supporting materials (e.g., c.v.) for each candidate invited to campus.
    • A brief synopsis of the short-listed candidates' accomplishments and/or potential as scholars/teachers.
  12. After the Department has received approval from the Office of the Provost, bring candidates to campus. Review Section 10: "Whom the Candidates Meet" of the Guidelines for Recruiting Candidates for Tenured and Tenure-Track Faculty Positions. Hold campus visits. Identify candidates to whom an offer may be extended.
  13. Submit "Approval to Make an Offer Request" (this written request replaces the need for units to complete the Appointment Authorization Form EO-3) and the "CAS Addendum to the Approval to Make an Offer Request" to the Dean. The Dean will review and approve the request and forward it to the Office of the Provost for approval. This written request should include:
    • -A discussion of the strengths and weaknesses of the candidate in comparison to the other finalists.
    • -A discussion of the other candidates to whom an offer might be made should the preferred candidate decline.
  14. Departments may not extend an offer of any kind (verbal or otherwise) until this request has been approved by the Office of the Provost. Have concurrent discussions with the Dean regarding the "package" that will be offered. Confirm moving expense resources, start-up resources and starting salary. A new computer will be purchased for the new hire; a dollar amount is not provided. If the new hire receives a substantial start-up package, the new computer is considered to be contained within the start-up funds.
  15. After the "Approval to Make an Offer Request" has been approved by the Office of the Provost, in cases where appropriate, contact the Vice Provost for Multicultural Affairs regarding the possibility of Strategic Curriculum Diversity Funding. Note: the Department may not make this contact until after the request to make an offer has been approved by the Office of the Provost.
  16. The Dean's Office will extend all offers, conduct ensuing negotiations, and prepare the appointment letters.

Last modified September 23 2014 03:48 PM

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