1. Faculty Hiring Overview Tenure/ Tenure Track Hires Presented by William A. Smith Associate Dean for Diversity, Access, & Equity

2. COE Diversity Mission The University of Utah/College of Education/ is an Equal Opportunity / Affirmative Action employer, encourages applications form women and minorities, and provides reasonable accommodation to the known disabilities of applicants and employees.

3. Office for Diversity, Access, & Equity Mission The Office for Diversity, Access, and Equity provides leadership, information, consultation, coordination, and assistance to the various departments and units within the College of Education in an effort to embrace diversity and equity as pillars of excellence, synergize actions at all levels within the College, and cultivate inclusiveness and mutual respect throughout the community. We also reach beyond the College to establish beneficial relationships with individual, organization, and institutional partners who share mutual goals and interests.

4. Tenure / Tenure Track Faculty Hiring Stages 1.Approval to Recruit 2.Approval to Offer 3.Approval to Hire

5. Recruitment Approval to Recruit Stages 1.OEO Meeting with Search Committees 2.Approval to Recruit Submission Process 3.FARRP 4.OEO & Values Diversity Statements 5.NMFIP & Additional Diversity Advertising 6.OEO Web Postcards

6. Search Committee / OEO Meeting In an effort to ensure the University of Utah’s compliance with federal guidelines… Require all tenure / tenure-track faculty search committees to meet with OEO at the start of the search process Require all tenure / tenure-track faculty search committees to meet with OEO at the start of the search process Meetings can be scheduled as part of normal search committee or faculty meetings Meetings can be scheduled as part of normal search committee or faculty meetings Generally take 20-30 minutes Generally take 20-30 minutes Multiple searches may schedule a single meeting with OEO for all search committees Multiple searches may schedule a single meeting with OEO for all search committees OEO representative present important information on compliance with federal requirements and laws OEO representative present important information on compliance with federal requirements and laws Contact OEO to setup meets Contact OEO to setup meets – OEO Associate Director, 581-8365 July 14, 2005 memorandum from Associate Vice President for Diversity

7. Approval to Recruit Stages 1. Dept. to Assoc. Dean for Diversity - Assoc. Dean’s Signature / Approval on FAARP 2. Assoc. Dean for Diversity to AVP for Diversity Temporary log number assigned AVP for budget signature AVP for Diversity Signature / Approval on FARRP Requisition Forms 3. AVP for Diversity back to Dept. and Associate Dean for Diversity

8. Approval to Recruit Requirements Need for Approval to Recruit Faculty Appointment Request & Recruitment Plan (FAARP) Faculty Appointment Request & Recruitment Plan (FAARP) – Temporary Log Number assignment (from Assoc. Dean for Diversity) – Rank – Affirmative Action Recruitment Plan / Activities (see checklist for examples) – Chair and Assoc. Dean for Diversity Signatures Letter to Assoc. Dean for Diversity Identifying Letter to Assoc. Dean for Diversity Identifying – Need for recruitment – How hire supports strategic plan of dept./college/university – Finding information – Tentative on campus interview schedule (see checklist for details) Search Committee and OEO Meeting (confirmation) Search Committee and OEO Meeting (confirmation) Job Advertisement Job Advertisement – Includes OEO statement and COE / U of U values diversity statement Job Description Job Description – Provides thorough description of duties – Connects to COE strategic plan for diversity – Meets expectations for an underrepresented pool of candidates Requisition Forms Requisition Forms – Log number assignment (from AVP for Diversity) – Signed, stamped, and ready for purchasing office

9. OEO Statement for Advertisement The University of Utah is an Equal Opportunity / Affirmative Action employer, encourages applications form women and minorities, and provides reasonable accommodation to the known disabilities of applicants and employees.

10. UU Values Diversity Statement The University of Utah / College of Education / [YOUR DEPARTMENT] value candidates who have experience working in settings with students from diverse backgrounds, and possess a [strong or demonstrated] commitment to improving access to higher education for historically underrepresented students. Be sure to select wither “strong” or “demonstrated”

11. Diversity Advertising Options National Chronicle of Higher Education – http://chronicle.com/jobs/ & http://careers.chronicle.com/http://chronicle.com/jobs/ http://careers.chronicle.com/ Diverse Issues in Higher Education – www.diverseeducation.comwww.diverseeducation.com DiversityInc Careers – www.diversityinc.comwww.diversityinc.com Hispanic Outlook in Higher Education – www.hispanicoutlook.comwww.hispanicoutlook.com Jobs4Education – www.jobkite.comwww.jobkite.com NMFIP (National Minority Faculty Identification Program) – www.southwestern.edu/natfacid/ www.southwestern.edu/natfacid/ Local Local Diversity Times – email Albert Jones, editor, at utahdiversity@aol.comutahdiversity@aol.com These advertising options, along with the “values diversity” statement and an expanded advertising list, will be emailed to recruiting offices.

12. Diversity Advertising Options Free Advertisement in… National Minority Faculty Identification Program NMFIP (www.southwestern.edu/natfacid) Largest program of its kind in United States. Twenty plus years identifying underrepresented candidates seeking faculty positions in higher education. Four advertisements placed in The Chronicle of Higher Education each academic year, listing all participating institutions.The Chronicle of Higher Education When your recruitment is approved, email Daryl Dowdell at daryl.dowdell@utah.edu for NMFIP user ID, password & posting instructions.daryl.dowdell@utah.edu

13. Offer Approval to Offer Stages 1.Approval to Offer Submission Process 2.FARRP 3.Faculty Recruitment Compliance Memo 4.Faculty Recruitment Compliance Form

14. Approval to Offer Cycle 1. Dept. to Assoc. Dean for Diversity - Assoc. Dean’s Signature / Approval on FAARP 2. Assoc. Dean for Diversity to AVP for Diversity ADD signature / Approval on FAARP AVP for Diversity Signature / Approval on FARRP 3. AVP for Diversity back to Dept. and Associate Dean for Diversity

15. Approval to Offer Requirements Needed for Approval to Offer Faculty Appointment Request & Recruitment Plan Faculty Appointment Request & Recruitment Plan – FAARP Faculty Recruitment Compliance Form Faculty Recruitment Compliance Form – Include all on-campus interviews, their gender & ethnicity – Report detailed results of faculty interviews Selected Candidate’s File Selected Candidate’s File – Offer letter (includes salary, teaching info, starting date, moving money, course reduction, research account, and etc.) – Vita – Letters of recommendation (three, on original letterhead) – Any other information requested of applicants on advertisement Letter to Assoc. Dean for Diversity (identifying) Letter to Assoc. Dean for Diversity (identifying) – Selection process description – Basis for selection – Statement indicating salary level Faculty Application Flow Record Faculty Application Flow Record – FAFR – Identify “offer made” candidate” – Include log number, department and position title

16. Faculty Recruitment Compliance Memo Form Form available on Assoc. Dean for Diversity webpage. Report detailed results of faculty interviews, prior to securing approval to make offer. Submit data on gender & ethnicity (and contact information) for every faculty applicant invited for formal on-campus interview. Submit form at time FARRP submitted to secure permission to make offer. Associate Dean Smith & Associate Vice Presidents Villalpando review for appropriate inclusiveness & diversity. Smith for College Compliance Form signature by Smith must be secured. Future Use Should list appear too homogenous, a “justification discussion” will take place between Department Chair, Assoc. Dean for Diversity, Associate Vice President for Diversity. If determined that search has been biased or candidate pool not sufficiently diverse, or prior approval of interview list not secured, then permission to make an offer may be denied. No offers may be forwarded to selected candidate without formal approval. Oversight committee will review aggregate demographic information annually. Oversight committee will make recommendations on faculty interviews and hirings, and departmental progress towards those goals. Departments showing “progress” will receive additional incentive funds as appropriate. Study group will retrospectively interview candidates on interview processes & experiences. Identifying & eliminating practices of bias is essential. September 20 2004 Memorandum from Senior Vice Presidents Lorris Betz & David Pershing

17. Approval to Hire Cycle 1. Dept. to Assoc. Dean for Diversity -Assoc. Dean’s Signature / Approval on Academic PAN 2. Assoc. Dean for Diversity to AVP for Diversity -Assoc. Dean for Diversity Signature / Approval on Academic PAN FAFR columns filled in 3. AVP for Diversity back to Dept. and Associate Dean for Diversity -Prepares for PAN on payroll

18. Approval to Hire Requirements Needed for Approval to Hire Academic PAN form Academic PAN form Signed Letter of Acceptance Signed Letter of Acceptance Offer Letter Offer Letter Letter to Assoc. Dean for Diversity (identifying) Letter to Assoc. Dean for Diversity (identifying) – Selection process description (including faculty vote) Selected Candidate’s File Selected Candidate’s File – Vita (original) – Letters of recommendation (three, on original letterhead) – Any other information requested of applicants on advertisement Faculty Recruitment Compliance Form Faculty Recruitment Compliance Form Faculty Application Flow Record Faculty Application Flow Record – FAFR (must agree with Compliance Form) – Identify “selected candidate” – Did note leave “Minority Status” or any other column blank