Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP
- Ability to enhance services to meet the needs of previously unserved or underserved populations.
- Ability to diversify curriculum and pedagogy to meet multiple or different interest.
- Ability to be a role model or mentor to majority as well as minority students.
- Ability to extend the boundaries of current research by directing or supervising in non-traditional areas.
- Ability to attract targeted external funds.
Where an affirmative action candidate is not included among the finalists, the committee should be prepared to discuss, with the Equity Administrator and the hiring official, how the qualifications of the candidate(s) recommended exceed those of the affir mative action candidates.
Upon conclusion of the evaluation process the search committee must forward its recommendations and the Affirmative Action Employment Report (AAER) to the department unit head. Search committee minutes must be attached to the AAER and may include meet ing dates, attendance and votes of the committee (see appendix D).
The unit head should review the documents and then forward them to the appropriate Equity Administrator, who will then conduct a review and advise the Major Unit Head (Dean, V.P. or President) as to whether the search was bona fide, i.e. conformed to camp us guidelines and other relevant laws, statues, etc. At this point the Major Unit Head signs the AAER and forwards it to the department unit head. The unit head may then initiate the employment process. Following the selection of a recommended candidat e, the department unit head attaches a signed copy of the AAER with the All Academic Appointment form and distributes copies of the AAER to the appropriate officials. For those departments processing appointments via the Academic Resource System (ARS), s end the signed copy of the AAER which normally accompanies the All Academic Appointment form directly to Jan Andrews, Academic Affairs, and include the authorized search number on the electronic appointment form. The All Academic Appointment form should also be reviewed by the Equity Administrator for the appropriateness of the initial salary.
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CHAPTER 5
SELECTING FINALISTS
MYTH:
AFFIRMATIVE ACTION MEANS SETTLING FOR SECOND BEST
REALITY
Affirmative action is not synonymous with mediocrity or second best. In the evaluation process, however, the most qualified candidate may not necessarily be the individual with the most traditional publication record, academic or administrative experi ence. The criteria for selection should therefore include the ability of a candidate to enhance the quality and/or scope of services offered, or in the case of faculty, to enlarge research and pedagogical interest and to contribute to the life and cultur al diversity of a department.
The committee should identify at least two finalists, and preferably three, whom they will recommend to the hiring official. They should identify, in writing, each candidate’s relative strengths and weaknesses, and indicate in which ways the candidate co uld contribute to the unit. Again the commitment to diversity must be an essential factor in this decision making process. Therefore assessing a potential hire’s contributions might include consideration of one or more of the following:
