Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP
CHAPTER 2
THE SEARCH COMMITTEE
MYTH:
AFFIRMATIVE ACTION IS THE RESPONSIBILITY OF THE OFFICE OF HUMAN RELATIONS AND/OR CAMPUS EQUITY ADMINISTRATORS
REALITY:
This is true as far as it goes; it does not, however, go far enough. Affirmative action is everyone’s responsibility. Since hiring is generally a "bottom up" process, with the members of a unit defining the pool of candidates and assessing their qual ifications, affirmative action goals will never be achieved without the commitment and involvement of campus faculty and staff.
All searches for permanent appointments, except for circumstances noted in Chapter 11, require the appointment of a search committee or screening committee. Search Committee lists must be submitted to the Major Unit Head via the Equity A dministrator for review and approval prior to initiating the search.
Typically the committee will range in size from five to nine members, although in some instances, departmental by-laws may dictate larger committees. Ideally, the committee should be appointed before a position description has been finalized and members should have the opportunity to review it before it is submitted for approval, in order to insure a range of input and perspectives.
Because search committees play pivotal roles in diversifying campus faculty and staff, it is important that they include representation from underrepresented groups. Such persons can provide diverse perspectives and access to non-traditional networks and contact, as well as lending general expertise and credibility to the work of the committee. It is important that committee members from underrepresented groups be of the same general rank or status as other members of the committee and have general fami liarity with the position and with the unit doing the hiring. Ideally, such representation can come from within the staff in the unit; if no one is available, every effort should be made to identify persons from other units who have the expertise and time to serve on the committee. While student representation on committees may be required or desired, students should not be expected to serve as the lone representatives of diversity on campus search committees. Such a practice inherently p laces the students at a distinct disadvantage, whether undergraduate or graduate, and serves neither the interests of the hiring unit nor the campus affirmative action goals.
| Previous Chapter | Table of Contents | Next Chapter |
