Unit Standard
Title
School of Nursing: Standard On Faculty Recruitment
Introduction
Purpose
The purpose of this document is to clarify the principles and guidelines that inform priorities for hiring of all faculty in the School of Nursing. Actual procedures are driven by current HR and EEO requirements and are not covered in this document.
Scope
Provides guidance to the Senior Associate Dean for Academic Affairs and the Academic Programs
Standard
Principles
- Recruitment priorities are established annually to assure availability of the expertise needed to accomplish the School's strategic goals in support of the teaching, research, and service/practice missions.
- All ranked faculty, regardless of track, are responsible for fulfilling the SON mission related to teaching, scholarship, and service.
- Faculty and administration share responsibility for recruitment.
- The need for broad input must be balanced with the ability to be nimble when an immediate need or opportunity emerges.
- It is preferable to hire for stability of programs versus episodic hiring of individuals to cover sporadic needs.
Guidelines
Proactively set recruitment priorities.
- The Senior Associate Deans for Academic Affairs and Research meet with relevant work groups (Program Assistant Deans, BBL Advisory Committee, Research Advisory Committee, etc) to prioritize faculty needs to meet the mission of the school.
- The Senior Associate Deans for Academic Affairs and Research collect and present the information to the Dean's Leadership Team for endorsement and recommendations.
- The priorities from the Dean's Leadership Team are presented to the Dean and Associate Dean for Finance where budgetary concerns will be considered in the final prioritization of positions for recruitment.
Recruitment and Hiring
- Hiring follows University and State hiring practices. Current HR and EEO requirements drive hiring practices. HR will supply staff support (e.g., scheduling candidate visits) for all tenure track, fixed term and administrative searches.
- HR will be responsible for supporting best-practice guidelines for implementing search committee processes.
- Temporary part-time fixed term hires may be 'just-in-time' (eg, emergent need for coverage of a clinical section). The Senior Associate Dean for Academic Affairs, in consultation with the Academic Assistant Deans, must have the capacity to act quickly, within current HR requirements, and with input of faculty. Every attempt should be made to enable three faculty members to participate in the interviewing process. At least one faculty member with relevant expertise will participate in interviewing the 'just-in-time' candidate.
- Tenure track and fixed term faculty recruitment for ranked positions at the Assistant Professor and above requires a search committee appointed by the Dean. The Dean will ask for volunteers to serve. The dean will appoint an individual to chair the committee. Together the dean and appointed chair will select members of the search committee from the list of volunteers (and, as needed, ask others to join the search).
- From time to time – special opportunities will come along (eg, joint hiring opportunities, trailing spouse hires, minority opportunity hires, provost matches, etc.). In these circumstances, the principles and guidelines outlined above should be followed to the extent practicable.
Unsolicited inquiries
Persons seeking faculty employment who contact the SON staff or faculty will be directed to the relevant Associate Dean who, in concert with the Dean's Office, will assure an appropriate response is made (for example a formal written letter of interest shall receive a written response).
Exceptions
N/A
Contact Information
Primary Contact
Valerie Howard, Dean
Other Contact
Cheryl Giscombe, Interim Associate Dean for Academic Affairs
Important Dates
- Effective Date and title of Approver: 3/17/2014 approved by Dean's Cabinet and 4/7/2014 by FEC
Approved by:
Valerie Howard, Dean
Cheryl Giscombe, Interim Associate Dean for Academic Affairs