Searching for Faculty Members The Search Committee Succession Planning

Objectives To describe present faculty composition To indicate “best practices” for increasing faculty diversity To increase awareness of required paperwork associated with searches To identify issues that might impede success of a search and potential solutions To discuss issues related to succession management/planning

Faculty UABSOM 2008 Basic Sciences (JHS) Full Time 247 Part Time 4 Clinical Sciences (SOM) Full Time 908 Part Time 37 TOTAL 1196

Faculty by Gender and Rank

Faculty by Race

Search Committee Appointed by Dean or Department Chair Includes persons with expertise in area of search; different perspectives; committed to diversity Has designated support staff Per Knight ruling, searches for Chairs, tenured senior faculty must have AA representation May include alumni, clinicians, students, persons from other Departments or Schools

Role of Search Committee Recruit, review, interview and recommend Understand requirements for final recommendation to Dean or Dept. Chair Chair of Committee schedules meeting, responds to applicants, informs faculty in department about progress, communicates with Dean/Dept Chair re: progress

Why Join A Faculty Anyway? Interest in Discovery Interest In Teaching Less Overhead Ego/Prestige “Path of least resistance” Residents available to assist Enjoy intellectual atmosphere Inability to commit long-term

Why Is A Fellow NOT Interested in an Academic Career? Salary Lack of autonomy Less flexibility No interest in research/teaching Academic politics Negative models

Challenges to Hiring and Advancing a Diverse Workforce Institutional History Current faculty composition Opportunity to hire Opportunity to advance

Specific Challenges Small numbers Dual careers Location Salary Competition Inadequate pipeline

Pipeline-2004 AA Doctorates in Chemistry 2004 – 46 AA Doctorates in Biology Pool for new hires: Chemistry % female; 2.3% AA Biology % female; 2.5% AA

First Committee Meeting Charge to the Committee includes: qualifications of person to be hired Develop criteria for evaluating candidates Develop recruitment strategy e.g. ad placement, active solicitation, use of search firm Discuss confidentiality-”Vegas” Rule Discuss communication policy with applicants, media-Chair of Committee should do all official communication Develop minority recruitment strategy

AA Language for Ads Must say: “UAB is an affirmative action/equal opportunity employer” Better: “Women, minorities, individuals with disabilities and veterans are encouraged to apply” May want to include: “UAB is especially interested in candidates who contribute to the diversity and excellence of our academic community through their research, teaching and/or service.” or “UAB is committed to building a culturally diverse educational environment.”

Language for Ads Faculty can only be hired at the ranks and tenure status (or lower) described in the ad For maximum flexibility, state: “Rank and tenure status commensurate with qualifications.”

Attracting a Diverse Pool of Applicants Advertise in publications/websites with diverse readership Obtain lists of alumni by discipline, gender and race/ethnicity Ask contacts for recommendations of women, minority candidates Make personal phone calls to potential candidates

Recruitment Strategy Cultivate and maintain relations with former students, residents, post-docs, faculty members and use them as resources for future searches. Develop relationships with HBCU’s Increase internal pool of future faculty

Successful Recruitment and Retention Value the investment and show a welcoming climate Professional growth opportunities Expectation for success-clear path to top Collegial atmosphere

Minimizing Biases Work to increase numbers of underrepresented minorities and women in the applicant pool Raise consciousness about potential biases Develop evaluation criteria before soliciting applications and apply consistently Evaluate entire application Be accountable

What Are Faculty Seeking? Title Space Staff Colleagues Salary/Benefits Mentors Start-Up Package with Protected Time Opportunity for Advancement Lifestyle

UAB Recruitment Resources Spouse/Partner relocation program Family-friendly policies Faculty development opportunities

After the Search Evaluate strategies used to recruit especially minority and women candidates Document process on appropriate forms How could process be improved? Query those who did not accept offer for feedback

Succession Management Identifying and developing those who will assume leadership positions within the company/institution Developing your “bench” Managing your talent pool

5 “Simple Rules” Focus on development and use their training Identify linchpin positions—those essential to long-term health of organization Be transparent Measure progress regularly Be flexible

How Do You Identify Potential Leaders? How do you keep them invested in the Department/Division? How do you develop their potential as future leaders?