1. FULL-TIME FACULTY RECRUITMENT WORKSHOP SPRING 2005

2. 2 AGENDA Overview Legal Update Vacancy Announcement Recruitment Screening Special Issues

3. 3 OVERVIEW General Info Searches authorized 34 searches 76% success rate 45 hires last year AA/EEO Reps UARTP 6.06  tenured  full member Department policy  voting

4. 4 LEGAL UPDATE Federal/State Standards Proposition 209 Hiring Recruitment

5. 5 VACANCY ANNOUNCEMENTS Request to advertise form  Appendix 1, Guidelines  on HR website Sample announcement  Appendix 2 Guidelines Closing deadlines  “hard” deadlines & pool size  examples and meaning (sec II.b. Guidelines)

6. 6 VACANCY ANNOUNCEMENT Academic rank and salary Deans determine in consult with VPAA Appointment recommendation must conform Advertising salary range not required Past practice v. current market

7. 7 VACANCY ANNOUNCEMENT Degree Statement Conforms with dept. ARTP policy Anticipate screening process Clarity of language critical Examples and definitions (sec II.A Guidelines)

8. 8 VACANCY ANNOUNCEMENT Other Quals and Assignment Other qualification examples (sec II. C Guidelines) Tip: don’t describe ideal candidate Use “preferences” for most flexibility Assignments more than instruction (sec II.E Guidelines) Note full range of duties or special duties

9. 9 VACANCY ANNOUNCEMENT AA/EEO Reps Special attention to impact of language Qualification statements

10. 10 RECRUITMENT University Level Chronicle of Higher Ed Other national publications Sac State web CSU web Sac State faculty/staff organizations Sac State Bulletin CSU Forgivable Loan Program participant list

11. 11 RECRUITMENT Open Recruitment University-posted announcement Send to colleges Fold into searches Follow hiring procedure (UARTP Section 6.10.E)

12. 12 RECRUITMENT Department Ads in discipline journals E-mail announcements/ads Conferences Letters

13. 13 RECRUITMENT Resources CSU Forgivable Loan list Women & Minorities Doctoral Degree Recipients Campus-based associations

14. 14 RECRUITMENT AA/EEO REPS Leadership in designing recruitment strategies Network

15. 15 SCREENING All members present- deliberations/interviews (6.06.B.2 UARTP) Vacancy announcement “controls” 3 stages:  paper screening  reference checks  on-campus interviews

16. 16 PAPER SCREENING “Operationalize” criteria Committee agrees on meaning “Required” v. “preferred” Tip: groupings on screening form Doctorate/terminal degree

17. 17 PAPER SCREENING Keep it simple Weights v. “3 piles” system All members screen individually Consult with Dean at decision points

18. 18 SCREENING AA/EEO Reps Special attention to:  “operationalizing” criteria  leadership on no discrimination  leadership on no preference

19. 19 REFERENCE CHECKS Solicited letters do not substitute for reference checks Take charge of the process General guidelines (sec. X, Guidelines) Step-by-step protocol (Appendix 6)

20. 20 REFERENCE CHECKS Documentation on status of doctorate for ABD’s If checks reveal sensitive info, call HR before sharing with committee

21. 21 INTERVIEWS General comments (sec. XIII Guidelines) Additional Interview Questions Information (appendix X, Guidelines) All members present Schedule time for Dean’s interview

22. 22 INTERVIEWS Questions Cluster questions OK to provide prior to interview  not before arrival on campus  consistent for all candidates Standard questions  follow-up questions ok

23. 23 INTERVIEWS No “courtesy” interviews Check interview time against number of questions Copies of RTP criteria  give during visit  RTP criteria section only  dept., college & university  required (sec. 6.10.E UARTP) Include others (majors, faculty, others)

24. 24 REFERENCE CHECKS AND INTERVIEWS AA/EEO REPS Special attention to:  language used in questions (Fall 04 Guideline App. 10)  linking candidates to campus/community resources  Disability issues, refer to Fall 04 Guideline, sec XIII D  making all candidates feel welcome

25. 25 SPECIAL ISSUES Foreign nationals Timeliness Read most recent guidelines Dept./college appointment policies Waivers for FT lecturers