Procedures for Full-time Appointments to the Faculty
Hiring Procedures for Full-Time Regular and Special Appointments to the Faculty
When a new full-time appointment to the Faculty is approved by the President, the Dean of the College shall appoint a special search committee of at least five faculty members. This committee shall normally include the Division Chair or Library Director, two to three members of the appointee’s program or campus section, and at least one member from outside. At least one member of the committee must be a trained Diversity Advocate, and all Committee members must complete anti-bias training. These trainings are provided by the Office of Diversity and Inclusion. Recruitment guidelines provided to the Search Committee by the Dean provide additional, detailed guidance in ensuring a robust and equitable search process for securing the best possible hire for the College.
The selection process for all full-time faculty appointments includes: (1) search (recruitment) (2) screening, (3) on-campus interview, (4) summary evaluation of finalists, and (5) an offer letter, which serves as a contract of appointment once signed by the appointee. Candidates shall be informed of the status of their application and of decisions that affect their candidacy. All newly appointed members of the faculty shall engage in an orientation, which will begin prior to the start of the fall term. All tenured or tenure-track appointees are communicated to the Academic Success Committee of the Board of Trustees at their next meeting. These appointees are then presented to the full Board of Trustees for final approval. When considered for movement from one appointment type to another, faculty must go through regular hiring processes.
1. Search (Recruitment)
Normally, each search shall include a formal announcement of the position in major publications and appropriate web-based job sites, along with notice to graduate programs and to networks of colleagues. The announcement shall be prepared by the search committee in consultation with the Dean of the College and Vice President for Diversity and Inclusion. The ad includes information about the College along with the position’s rank, responsibilities, deadlines, and list of materials to be submitted.
2. Screening
An initial screening is based upon a review of all required documents submitted by the applicant, which typically includes a cover letter, Curriculum Vita, letters of recommendation and/or list of references, along with statements of teaching, research, and diversity. The Search Committee identifies strong candidates (typically 8 – 12) to invite for preliminary interviews. Information from these preliminary interviews will be used to identify which candidates will be invited for a campus interview. Throughout the search process, the Chair of the Search Committee submits to the Dean of the College (via a secure on-line tool) reports indicating how the position was advertised, the total number of applicants, the list of finalists to for the preliminary interviews, their demographics, and their strengths as identified by the Committee.
3. On-Campus Interview
Candidates to be invited to campus (typically three) are approved by the Dean of the College before an invitation is extended. After these campus interviews, the Committee may seek permission from the Dean to invite additional candidates from the pool, if deemed necessary. Phone calls with references are made prior to inviting candidates to campus. The Committee Chair’s final report to the Dean details the strengths of the top candidates and summarizes the results of the on-campus interviews.
The College shall reimburse invited candidates for travel expenses incurred and shall provide meals and lodging throughout the scheduled interview period. Normally, each candidate meets with the Dean of the College, faculty members of the appointee’s program, students, and such other members of the campus community as may be helpful to the candidate’s recruitment. These meetings are arranged in advance by the Search Committee Chair and the Senior Administrative Assistant in the Dean’s Office. Each candidate normally leads a sample class to provide evidence of teaching potential. A separate or integrated research/creative practice presentation may also be warranted. Friendly interactions and care of the candidates’ wellbeing should be the hallmark of the entire Centre interview process.
4. Summary Evaluation of Finalists and Recommendations
The Search Committee shall maintain strict confidentiality of all candidates and upload all reports, culminating in a summary of deliberations and findings of the strongest candidates, to our secure on-line recruitment portal. Care should be taken to avoid using email to share reports, as email messaging is not a secure form of communication and risks violations of confidentiality. The Committee’s summary report should detail the perceived strengths of the finalists, along with a recommendation of which candidates are acceptable for the position. These recommendations should include rank (assistant, associate, or full) and other terms of the appointment. If a recommendation includes hiring the candidate with tenure and/or a rank above Assistant, approval from the Tenure and Reappointment Committee should be sought immediately.
5. Offer Letter/Appointment
The Dean of the College shall make the offer of appointment to the appointee via a letter of appointment, which once signed serves as a contract for employment contingent upon a successful background check and, if not a U.S. citizen, legal authorization to work in the United States (see Centre College Policy on Visa Sponsorship for Employees). The offer letter shall specify rank, salary, and other conditions of appointment. Where appropriate, the individual shall be advised of the dates of their probationary or midpoint review and criteria for reappointment, tenure, and/or promotion.