The following is an index of toolkit documents
to guide you through a successful faculty recruitment.
Index to the subsections of the
toolkit
Campus
Interview Visits: Best Practices Web Site
Ladder Rank Recruitment Flow Charts
Hiring Nonimmigrant Faculty to
Tenure-Track or Tenured Positions
Diversity Fund Program
Dual Career Service/Faculty Relocation
Assistance Program
Higher Education Recruitment Consortium (HERC)
Interview/Campus Visit
Job Description/Announcement
Job Offers
Ladder
Rank Searches and Indefinite Closing Dates
Outreach
Policy Restrictions
on Making Offers
Preventing
Problems with Advertising for Recruitments
Recruiting
Outreach Strategies
Required Documentation
Resources
for Recruitment
Sample Applicant and Interviewee
Screening Criteria
To Prevent
Complaints
UC President's
Postdoctoral Fellowship Program
UCSC Affirmative Action Update
I.
Policy
1) Criteria for Appointment,
Promotion and Appraisal
The Academic Personnel Manual includes
"Criteria
for Appointment, Promotion and Appraisal". A 2005 revision
added language on how
diversity should be considered in personnel actions.
2) UCSC
Affirmative Action Update
This
update explains the campus' affirmative action requirements
as a federal contractor and has data on UCSC faculty availability
and underutilization. Additional faculty data is available at
both the APO site as well as the
Equal Employment Opportunity/Affirmative
Action Office.
II. Required Documentation:
1) Recruitment Record consists of 3 parts:
A, B and C [pdf]
These documents serve as the official
record of the recruitment process used by the search committee.
Parts A, B and C document the committee's outreach and affirmative
action efforts, an assessment of each applicant's materials
and identification of serious candidates and interviewees.
The Dean must approve the committee's decisions at various
stages of the process.
2)
Sample Applicant and Interviewee Screening Criteria
These
sheets provide sample criteria for rating applicants and
interviewees [pdf]
3) A
flow chart
of the ladder rank recruitment process can be found in the
toolkit.
III. Job
Description/Announcement
1) Preventing Problems with Advertising
for Recruitments
This
document offers some helpful tips when composing the job
description/announcement.
2)
Ladder Rank Searches and Indefinite Closing Dates
Search committees have the option of
choosing a fixed deadline date for receipt of applications
or an indefinite closing date ("open until filled") process.
This document
explains the indefinite closing date process.
IV. Outreach
1) University
of California Affirmative Action Guidelines for Recruitment
and Retention of Faculty (2002)
This publication gives a concise explanation
of what campuses must do as a federal contractor within the
parameters of Proposition 209. Its focus is how to maximize
faculty diversity efforts applying federal and state regulations.
2) UC
President's Postdoctoral Fellowship Program
The Office of the President will continue
to provide a five-year advance on a faculty FTE to campuses
that hire current or former President's Postdoctoral Fellows
into ladder-rank faculty positions for hires effective July
1, 2007. Information
about PPFP is available on the web.
A
complete list of former and current fellows since 1996 is
available.
All of these scholars are eligible for
the hiring incentive, except those with current UC faculty
appointments.
3) Resources
for Recruitment
This
document gives sample web sites of faculty recruitment
sources.
4)
Recruiting Outreach Strategies
Included in this
document are best practices for ensuring a successful
search including ongoing recruitment strategies
V.
Interview/Campus Visit
1) Inappropriate/Illegal Questions
This
document explains the areas of inquiry that are illegal
for search committees and others to ask candidates.
2)
Campus Interview Visits: Best Practices Web Site
This
site is a work-in-progress handbook of best practices
for hosting candidates for academic positions during their
interview visit to campus.
3) To
Prevent Complaints
This
document gives helpful suggestions and reminders about
procedural and behavioral pitfalls that can be avoided to
prevent problems during a recruitment.
4) Federal Americans with Disabilities
Act ( ADA ) and California Fair Employment and Housing (FEHA)-what
it Means for Faculty
Applicants for faculty positions are
entitled to accommodations for their disability at any point
during the recruitment process. This
document gives contact information for assistance.
VI. Job Offers
1) Policy Restrictions on Making Offers
There are distinct guidelines for making
offers to candidates depending on their current status. This
document outlines the different categories and their respective
restrictions.
2) Guidelines
for Intercampus Recruiting (APM 510 Appendix A)
These Academic Personnel Manual guidelines
pertain to job offers made to faculty at other UC campuses.
This
link provides information on notification, salary and start-up
costs.
3) Hiring
Nonimmigrant Faculty to Tenure-Track or Tenured Positions:
Considerations for Search Committees
The process for hiring nonimmigrant faculty
is becoming more complex. This
document explains issues for search committees to be aware
of.
VII. Support Services
1) Dual Career
Service/Faculty Relocation Assistance Program
These Academic HR services provide
critical services to potential and newly-hired faculty.
The Dual
Career Service offers advice to partners of faculty
candidates who are seeking employment and the Faculty
Relocation Assistance Program (FRAP) provides extensive
information on the campus and surrounding community to make
the new faculty's transition easier.
2) Higher Education
Recruitment Consortium (HERC)
This is a consortium of California
universities and colleges that has a joint web site that
links employment opportunities for academic and staff positions.
Its purpose it to provide a one-stop site for faculty partners
who are seeking employment. http://www.norcalherc.org/
3) Diversity
Fund Program
This program provides mini-grants to
current UCSC faculty for programs that enhance faculty diversity
and promotes the pipeline of future faculty. The program
description and application can be found on the Academic
Senate Office's web site.
