OVERVIEW OF THE EVALUATION PROCESS - award of a position - appointment of the search committee - vetting and placing the advertisement -initial screening.

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Presentation transcript:

OVERVIEW OF THE EVALUATION PROCESS - award of a position - appointment of the search committee - vetting and placing the advertisement -initial screening of applicants -creating the “short list” -phone interviews -contacting references -selection of candidates for on-campus interview -committee recommendation -approval by department chair and AA/EO - ranking the top candidates - negotiation and hire

Award of a position what type of position is it? Assistant/Associate/Full Professor Instructor/Lecturer Research Faculty focus on process for Assistant Professor- tenure track Appointment of the search committee appointment by department chair 3 or 4 faculty faculty with expertise in the sub-discipline diversity (junior and senior faculty representation?) committee members meet with AA/EO

Vetting and placing the advertisement committee drafts an ad and circulates to the department. final ad must be approved by AA/EO where are ads placed? Science, Chronicle of Higher Ed, web sites like Higher Education Jobs, Jobs in Higher Education - HigherEdJobs.com discipline specific association sites or publications Initial screening of applicants criteria tied to ad content (example spreadsheet)

Ph.D. Postdoc. Exper. Evolution ary Ecology Molecul ar Skills Theoretic al Skills Research Funding Publi catio ns Prese ntatio ns Communica tion Skills Teaching Experience Georgia, employedyes 117, yes Penn, 1998no, teachingyesnoyes94, yes UC-Santa Cruz, 1998yes no?8? yes Duke, 1991yes 295, yes Ohio St., 2000yes no 92, yes Michigan State, yearsyes no67, yes Michigan St., ?yes? ?73, yes Florida, 1994no 274, yes Texas, yearyes no2,00045 yes NYU, 2002I year??no01213 no Washington St., yearsyesnoyes0158 yes N. Arizona, 1998yes?no 31,00038 yes Columbia, 1987MIT lecturerno 1,000, ? yes Michigan, yearsyes?no?1114 yes Virginia, years Michiganyes no0313 yes UC-Davis, 2003 expectednoyes ?28 Florida St., 2001yes no55,00011 yes 2003 ODU Biology Assistant Prof. Search, 102 applicants Initial Applicant Screening

Creating the “long short list” usually about 10 candidates committee ranking individual scores averaged and/or decisions made by committee discussion Phone interviews optional standard question set pre-interviews may also occur at conferences Contacting references normally occurs at this stage initially by phone or

Selection of candidates for on-campus interview the “short short list” based on recommendations and pre-interviews Committee recommendation generally the committee will solicit input from faculty and students who met the candidates & attended their seminars. a list of acceptable candidates is forwarded to the chair Approval by dept. chair and AA/EO demographic data forms submitted by applicants (voluntary) AA/EO may require a justification for non-selection of minority candidates

Ranking the top candidates done by the chair in consultation with the committee Negotiation chair in consultation with the folks who control the $$. salary, space, start-up funds And in the end...

A new faculty member is hired! Might be you !

Serendipity is involved in the search process. It is not entirely objective or predictable. It is highly competitive. Don’t get discouraged by rejection! You could well be on top of the heap on your next try.