Timeline

April

Requests for ranked position searches to be conducted in the following academic year are submitted by chairs to director by April 1.

May

Provost approves tenure track searches for upcoming academic year by May 30.

Search committee chairs and director in consultation by May 30.

September

Director and committee chair (if not director) create job description and position announcement and submit to Provost for approval. Staff liaison forwards approved announcement and Personnel Requisition Form to Human Resources by September 15.

Staff liaison with committee chair and Provost identifies committee by September 15.

Initial search committee meeting with Provost, associate provost, or director by September 30 to review the following information and answer any outstanding committee questions:

• About confidentiality. The committee should hold all candidates, interviews, and committee discussions in confidence.

• The Timeline for search process (hand out the suggested timeline with search ending by March 30 and tentative interview days in March.)

• Once deadline has passed, provost and/or associate provost, director, and chair will discuss the pool of applicants and make a final decision about whether the search should proceed based on the viability of the pool (i.e., quantity, quality, diversity)

• Finalize advertising venues

• The Assistant-level positions. Remember that we are looking for assistant-level faculty members. Viable candidates will be at the beginning of their professional and/or teaching career.

• The Internal candidates: (a) should be granted a first round interview if they meet the minimum qualifications for the job (even if they are unlikely finalists); and (b) should not attend the public presentations of other final candidates if they are finalists.

• Final pool should be three candidates who are diverse. (Although the college supports a broad definition of diversity and understands how different forms of diversity may be prioritized based on the specific nature and make-up of a program, CCA is particularly interested in increasing the racial diversity of its faculty body.)

• The interviews: (a) should not be recorded; (b) should be equivalent in length and nature, though you need not ask the exact same questions of each candidate; (c) first-round interviews are typically done by phone, though they may also take place at CAA or other professional conferences. Typically, in order to maintain as much equivalence as possible, even local candidates are interviewed by phone. (Not all committee members need to participate in every first-round interview if breaking it up works best for the committee.); and (d) all committee members must be at all three final interviews and all three public presentations. If a committee member misses one, he or she should cast a final vote.

• The committee makes a recommendation to the provost. Ideally, all three candidates would be acceptable faculty members, and the recommendation should be a ranking of the finalists. A brief explanation of ranking should be included, and the final recommendation may be sent by email.

October

Human Resources posts position announcement on CCA website, Craigslist, and HERC by October 1. Position will be posted on auxiliary online publications between two to four weeks after submission to Human Resources, depending on submission timeline of publication.

Human Resources delivers on a weekly basis files and applicant database to staff liaison. (Staff liaison attaches form to each file for committee members to take notes on and check off after review.) Files are kept in a lock library file cabinet and must stay in library at all times.

January

Deadline for applications: applications must be postmarked by early to mid-January.

February

Search committee members review all files by two weeks after deadline.

Academic Cabinet reviews applicant pool and evaluates viability of search with regard to strength and diversity. Academic Cabinet chooses to (a) move forward, (b) cancel search, or (c) take necessary steps to cast a wider net and reopen search by two weeks after deadline.

Search committee meeting to identify pool of initial interviewees by three weeks after deadline.

Initial interviews take place (contact Human Resources so they’re aware interviews are being conducted.) Initial interviews may be by phone, at CCA, or at a national conference such as CAA or MLA. All interviews must be equal in length and format. All qualified CCA affiliated applicants should be granted initial interviews. The committee should hold all candidate interviews and committee discussions in confidence.

March

Staff liaison communicates to Human Resources the list of candidates not chosen for initial interviews (or those in bottom half of pool). Human Resources contacts these candidates and returns materials (for those who included a SASE) by March 1. Variations in this step up to individual committees.

Final interviews take place (committee should choose three final candidates). CCA pays for interview trips (accommodations, transportation, etc.). Campus interview includes public presentation, meetings with students and faculty, interview with committee at which candidates are given a benefits summary, meetings with Provost and president, campus tours, and social dinner. (Staff liaison and chair work with Reuben Kuszel on interview logistics.)

Committee chair or staff liaison checks references for final three candidates. Committee meets and makes recommendation of ranking for final three candidates, including their reasoning for ranks. Chair submits letter to Provost by March 30.

April / May

Provost makes offer to selected candidate. When candidate accepts and signs letter of appointment, staff liaison returns remaining candidate materials to Human Resources. Human Resources receives signed copy of appointment letter, removes job postings, and sends interviewees “non-selection” letters/materials. Search committee chair calls rejected final interviewees.

Additional notes

• Human Resources sends out three “non-selection” letters to: (a) non interviewed applicants,
  (b) initial interviewees, and (c) two final finalists.
• Dee-Dee Molina will serve as contact for questions related to resumes/materials and advertising/guideline questions.
• Committee members must be at all final search committee interviews and presentations or they may not vote on candidates.
• Note: No recording of interviews.
• Committee may divide up reading and/or screening of applicants (at least two members must be part of any interview).
• Provost generates letter of appointment.
• Jodi Redmon generates contract.