Hiring Faculty
Efficient faculty hiring is crucial for maintaining a thriving university. This involves position approval, recruiting, screening, interviewing, hiring, orientation, on-boarding, and ongoing support. The process includes justifying positions, forming search committees, developing job descriptions, recruiting a diverse pool of applicants, and selecting the best candidates. Proper hiring ensures long-term faculty retention and contributes to the core strength of the university.
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Presentation Transcript
Hiring Faculty 2021 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 Hiring well is the most important thing we do to keep CUWAA a thriving university A bad hire is expensive and demoralizing It is hard to improve a poor hire, and even harder to remove one 2
Full-time faculty: hiring steps Position approval Recruiting qualified applicants Screening and interviewing Hiring the one Orientation and on-boarding Supporting and mentoring 3
Documents Portal forms repository Supervisor HR Information Guides Hiring process documents Campus visit schedules Sample interview questions 4
Position approval New positions are approved annually by Academic Council Dean must propose & justify position Annual new personnel request process (spring) Replacement positions are approved by dean and Provost s office Dean must propose and justify position VP Faculty Affairs and Al Prochnow must approve 5
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. 33%) # students enrolled; enrollment projections and trends Department/program net profit or loss Accreditation requirements University strategic priorities 6
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 Post approved position description (HR) CUWAA webpage HigherEdJobs.com Professional publications and websites Make a specific effort to recruit a diverse applicant pool, and LCMS applicants 7
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 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 8
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 9
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? 10
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 11
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 Administration s Office (CUAA) for mission-fit interview Mission-fit interview: President or VP Administration BOR member Representative from Provost s office Focus is on applicant s faith and understanding of CUWAA s Lutheran Christian mission 12
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. 13
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 14
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 book/discussion group meets monthly in first full year (Erin Laverick) Focus on teaching and LCMS doctrine New faculty mentors (assigned by Provost office/Erin) 15
Orientation and mentoring: school and department Each school and department may determine how to on-board their new full-time faculty 16
Adjunct faculty hiring process Post position (CUWAA website) Must hold minimum of Master s degree and belong to a Christian church Interview applicants Interview form is on portal If you decide to hire, ask applicant to send you an official transcript and authorize a background check If you decide not to hire, send interview form to Provost office (we keep a list) 17
Adjunct faculty hiring process, continued Adjunct Instructor Approval Form Must indicate each course the adjunct instructor is approved to teach List course by prefix, number and name HIST 123 History of Wisconsin EDU 567 Introduction to Higher Education Faculty handbook lists required qualifications for adjunct faculty When adjunct is approved, fill out the Adjunct Instructor Agreement (contract) After approval, instructor will be official and can get paid 18
Adjunct hiring Your school/department administrative assistant knows the process If an adjunct faculty member does not do well, do not hire again 19
Questions? 20
