A list of steps and strategies used to recruit and hire full-time faculty members
*The more thoroughly a department examines the external and internal environments, before it presents a request to fill a position, the better the case it can make for launching a search.
*Though often overlooked, the existence of a published strategy can spell the difference between success and failure. The search strategy weaves together all the succeeding steps in the process, linking them to a specific timetable. While schedule adjustments are inevitable as the process unfolds, an explicit written schedule will make it easier for adjustments to be made in ways that will keep the overall process on track.
*Once the offer is made, you may contact and sound out the candidate. A call from the chair can impress upon the candidate that the department really wants him/her to come. After all, it is the department that will be the person’s future “intellectual home.”
An overview or preface to the job analysis process - why it's important and so helpful
An outline of a proposed set of HR related "tools" that flow from the job analysis
Each department is responsible for evaluating the performance of all adjunct faculty. This document summarizes how each department handles evaluations. Please direct questions to the appropriate department chair.