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GUIDELINES FOR RECRUITING CANDIDATES
FOR TENURED & TENURE-TRACK FACULTY POSITIONS

1. Search Requests. Requests to begin a search process must be sent to the Dean in writing, specifying the field and rank, and a brief rationale for the position. This request must be approved by the Dean, reviewed by FAB, and authorized by the Provost (or designee) before any further action is taken. The Office of the Provost will inform the Office of Affirmative Action/Equal Opportunity and the department when the search is approved.

2. Search Committees. The Department Chair (or Dean in units without departments) 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 Provost (or designee).

3. Search Plan.At the start of each search, the Department Chair (or Search Committee Chair in units without departments) will call a meeting of the search committee to meet with the Dean (or designee), and the Executive Director of Affirmative Action/Equal Opportunity, to discuss the position announcement and the recruitment procedures and strategies for recruitment.  This discussion will develop search tactics to recruit candidates and to explore measures for bringing the position to the attention of a diverse population of scholars. This meeting replaces the need to file an EO-1 form.

4. Advertisements. In the event that an international candidate is hired, in order to obtain a visa, federal law requires that the hiring unit have published one print advertisement in a publication with broad national circulation (e.g., the Chronicle of Higher Education). This is in addition to any print ads that would appear in more narrowly professional publications (e.g., Marketing News). In certain circumstances, it may also be advisable to run a print advertisement in a regional or local newspaper (like the Boston Globe or the Burlington Free Press). The purpose behind this regulation is to ensure that U.S. citizens or permanent residents had ample opportunity to apply for the job. For additional information, contact the Director of the Office of International Education.

5. First Phase of the Search. The dossiers of candidates should contain at minimum their letter of application and vita.  Other required items—letters of recommendation, graduate transcripts, teaching materials, and samples of scholarship*—may vary by unit. Candidates in creative or performing arts should send other appropriate evidence of their work. Whenever possible, search committees may use telephone or teleconferencing interviewing and opportunities at professional meetings to help screen applicants. 

*Some departments will narrow the candidate pool prior to requesting samples of scholarship because of the volume of applications.

6. Interviewing at Professional Meetings. There are protocols for interviewing at professional meetings. Prior to interviewing at a professional meeting, the Search Committee Chair should obtain a copy of the protocols from the web site http://www.uvm.edu/~facrsrcs/?Page=ProfMeetings.html to share with the search committee.

7. Campus Visit Approval. The Department Chair (or Search Committee Chair in units without departments) must have approval from the Dean, the Provost (or designee), and the Executive Director of Affirmative Action/Equal Opportunity, before inviting candidates to visit campus.

In order to gain approval for a campus visit by the candidates, departments or programs should send a written request to their Dean describing the merits of the candidates they would like to bring to campus. This written request replaces the need for units to complete the Interview Authorization Form EO-2. The written requests should include:

• A description of the search process
• Where the ads appeared, including electronic placements, with a copy of the print ad
• Specific actions the department took to widen its pool of applicants (copies of emails, phone log, etc.) - a minimum of 5 contacts from each department faculty member
• A list of all candidates who were interviewed by telephone or at professional meetings in the first phase of the search, including their institutional affiliation with a brief indication of why they were or were not invited for a campus visit
• Supporting materials (e.g., c.v.) for each candidate invited to campus

The Dean will provide a copy of the report to the Provost (or designee) and the Executive Director of Affirmative Action/Equal Opportunity. The Department Chair (or Search Committee Chair in units without departments) will be notified of the approval or disapproval to continue the search by the Dean. Please note: under normal circumstances, requests for interview authorization should not be submitted one candidate at a time, but when the complete “short list” has been developed.

8. International/Non-American Citizen Candidates. If the department is aware (on the basis of the candidate's self-identification), that any of the candidates to be invited to campus for an interview not a U.S. citizen or permanent resident, the Department Chair (or Search Committee Chair in units without departments) should inform the Office of International Education.