Effective Full-time Faculty Hiring and Orientation Process 2022

Hiring and Orienting Full-time Faculty 2022 1

Hiring matters Costs to recruit, screen, interview, hire, background check, and on- board/orient good people Full-time faculty can stay at CUWAA for 40 years Faculty are the core of the university 2

Hire Well

Full-time faculty: hiring steps 1. Position approval 2. Recruiting qualified applicants 3. Screening and interviewing 4. Hiring the one 5. Orientation and on-boarding 6. Supporting and mentoring 4

Documents Portal forms repository Supervisor HR Information Guides Hiring process documents Campus visit schedules Sample interview questions 5

Position approval New positions are approved annually by Academic Council and CFO Dean must propose & justify position Annual new personnel request process (November/December) Replacement positions are approved by dean and Provost s office Dean must propose and justify position VP Faculty Affairs and CFO must approve 6

How do I justify the position? # credits sold in the discipline per campus divided by # full-time faculty teaching that discipline (approx. 450-500 per position is minimum) % credits sold taught by adjuncts/overloads (approx. 30%) # students enrolled; enrollment projections and trends Department/program net profit or loss Accreditation requirements University strategic priorities 7

Recruiting Appoint search committee (5 members, one from a different school) Choose a chair (or serve as chair yourself) Develop position description; send to HR (Brent Fassbender) Post approved position description (HR) CUWAA website HigherEdJobs.com Professional publications and websites Make a specific effort to recruit a diverse applicant pool, and LCMS applicants 8

Screening Search committee reviews all applicants; decide which to interview in first round (HR will notify those not selected) Develop phone interview questions and plan; suggested questions are provided Do phone or short (30-45 minute) zoom interviews Determine which applicants are finalists to interview on-campus (or via zoom); search committee chair notifies those not selected Ideally 2-3 finalists Search committee chair manages and coordinates this process 9

On-campus interview (see schedule) Teaching presentation (assign a topic) Campus tour Meetings with: Students if possible Search committee Dean VP Faculty Affairs HR Department chair/program director Search committee chair is responsible for coordinating the whole day, sharing materials with relevant parties, ensuring candidate has a positive, well-organized experience. Candidates normally make their own travel arrangements; CUWAA will pay reasonable travel expenses Search committee chair should gather feedback from everyone with whom the candidate interacts, AND MUST CALL REFERENCES FOR EACH APPLICANT 10

Interview questions OK to ask: What church do you attend? What role does your Christian faith play in your life? How will you connect Christian faith with (discipline)? What books are you currently reading? What do you do for fun? Not OK to ask: Are you married? What does your spouse think about you working at CUWAA? Do you have children? How many? What race/ethnicity are you? How old are you? Have you ever been arrested? 11

Some dos and donts: DO: Be prompt and communicate frequently with applicants Be friendly, welcoming and professional Assign candidates a buddy to walk them around campus, ensure they know where to go, etc. Communicate after the visit to make sure that their expenses are reimbursed promptly PLEASE DON T: Hug the applicants Promise anything to the applicants (rank, salary, etc.) Tell the applicants everything that s wrong at CUWAA Forget bathroom, water and meal breaks 12

Make a decision! Search committee meets to determine which applicant to hire; communicate to dean Search committee chair or dean contacts President s Office (CUW) or VP of Administration Office (CUAA) for mission-fit interview Mission-fit interview: President or VP of Administration BOR member Representative from Provost s office Focus is on applicant s faith and understanding of CUWAA s Lutheran Christian mission 13

Board of Regents After a successful mission-fit interview, the VP Faculty Affairs makes a formal request to the BOR to hire, via the President s office After BOR approves, the President s office notifies VP Faculty Affairs, who notifies the dean Dean can now make a formal offer to the candidate Deans receive a salary range for the academic discipline and rank and can negotiate within that range. 14

Making an offer Dean calls applicant to make the formal offer; if accepted, Dean notifies HR HR does background check HR sends contract (faculty agreement) NOBODY OTHER THAN THE DEAN SHOULD DISCUSS SALARY, RANK, OR OTHER COMPENSATION RELATED TO THE OFFER WITH THE APPLICANT 15

Orientation and mentoring: university Concordia Cares: new employee orientation; normally in August and January (HR) General orientation to the university New Full-time Faculty Orientation in August and January (Erin Laverick) Focus on role and responsibilities of faculty members & LCMS doctrine New faculty mentors (assigned by Erin Laverick) 16

New Faculty Development Program Year 1: Becoming an effective teacher (pedagogy/andragogy) (Provost office/Erin Laverick) Year 2: Understanding LCMS doctrine and practice; connecting Christian faith with your discipline (Theology faculty) Year 3: Reflect on your teaching and connect it to effective curriculum & program-level assessments; build your research and scholarship goals (CELT team)

Orientation and mentoring: school and department Each school and department may determine how to on-board their new full-time faculty 18

Questions? 19