Resource Guide for Recruiting Excellent and Diverse Faculty
| I. |
INTRODUCTION TO THE SEARCH PROCESS |
|
Goals and Procedures for Recruiting Excellent and Diverse Faculty Faculty Hiring Policies and Procedures |
Goals and Procedures for Recruiting Excellent and Diverse Faculty
This handbook is created in keeping with the Iowa State University Strategic Plan for 2005-2010 goals to "Recruit and retain outstanding faculty who are or will be leaders in their fields"; to "Recruit and retain faculty, staff, and students who are dedicated to individual and organizational excellence and achievement"; to "Expand the diversity of people, ideas, and cultures, and nurture an environment in which diversity can thrive", and "To foster an environment in which all members of the university community can contribute their fullest while pursuing satisfying personal lives."
The search for a new faculty member is both structured by policies and unique, since each opportunity varies. We have the assignment of finding the best candidates while the candidates are determining if they want Iowa State University to be their institutional home. It is important that the search and recruitment process be a positive one, since the candidates are evaluating the position, department, and university during all stages of the hiring process. Focusing on diversity and looking for more ways to be truly inclusive and making full use of the contributions of all are best practices and an avenue to becoming the best land grant university in the nation. This focus will result in having a dynamic intellectual community that will meet the needs of our students, university community members, and our varied stakeholders. Success in our diversity efforts can be demonstrated when each person comes to terms with his or her attitudes, beliefs, and expectations of others; gaining comfort with differences; and developing awareness and understanding. Building a diverse culture and community by recruiting the best candidates from a diverse pool is the avenue to competitive excellence in becoming the best, and will be a necessity for institutional success. Iowa State University has a focus on excellence that facilitates the achievement of career and personal goals. Excellence and a strong commitment to diversity will create a vibrant work environment with a dynamic exchange of ideas and scholarship that will prepare our students to enter a global community and be lifelong productive citizens.
Faculty Hiring Policies and Procedures
Iowa State University is committed to develop and implement effective affirmative action and equal opportunity programs with respect to employment, and to comply with all applicable federal, state, and Board of Regents' rules, regulations and policies relative to nondiscrimination. While this commitment encompasses and governs employment decisions of all university employing units, it does not obviate the responsibilities and prerogatives of each unit to develop appropriate job descriptions where warranted; to utilize existing job descriptions that have already been modified; to recruit, screen applications, interview applicants and select personnel deemed most suitable for the positions to be filled. Adherence to the outlined procedures will assure compliance with the institution's affirmative action commitment that will result in a diverse university community.
When hiring new faculty, all involved personnel, including administrators and search committee members, must comply with University policies and procedures, as well as college specific guidelines. The recruitment and hiring procedures from the Human Resource Office are found at http://www.hrs.iastate.edu/r&e/homepage.shtml.
The University policies are specified in the University Policy
Manual, Chapter 4 - Personnel — Faculty and professional
staff and the website provides the complete information,
http://www.ats.iastate.edu/vpbf/prod/docs/upm/chap4.htm
and on the policy library
www.policy.iastate.edu.
Appointments
| 4.1(1) |
Faculty and Professional Staff, including Affirmative Action and Open Search Policies http://www.hrs.iastate.edu/r&e/faculty_recruitment.shtml |
| 4.1(2) | Description of Appointment Bases |
| 4.1(3) | Appointment Periods |
Establishing a Position
| 4.2(1) | Establishing a Position |
| 4.2(2) |
Required Paperwork and Processes http://www.hrs.iastate.edu/r&e/faculty_paperprocess.shtml |
The Search Process
| 4.3(1) | Search Process |
| 4.3(2) | Advertising Procedures |
| 4.3(4) | Contract Compliance in Employment |
| 4.3(5) | Voluntary Applicant Statistical Data Form |
| 4.3(6) | Screening Applications and Interviewing |
Selection and Appointment Process
| 4.4(1) | Pre-Employment Monitoring Form |
| 4.4(2) | Invitation to Voluntarily Self-Identify for Individuals with Disabilities, Special Disabled Veterans and Vietnam-Era Veterans (2/98) |
| 4.4 (3) | NA |
| 4.4(4) | Offering the Position - Letter of Intent (LOI) |
| 4.4(5) | Determining Employment Eligibility for Non-U.S. Citizens |
| 4.4(6) | Retention of Applications |
| 4.4(7) | Electronic Personnel Action |
| 4.4(8) | The Sign-In Process |
Faculty Appointments
| 4.6 | Faculty Appointments (A and B base) |
