Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP
- A position description.
- The rationale for making an appointment which will extend beyond one academic year and reasons why a search for a permanent appointment cannot be made within a year.
- The procedures to be used for insuring that a diverse pool of candidates are considered for the appointment.
- A list of participants in the decision-making process.
Following consideration of prospective candidates, the Authorizing Official should forward to the Major Unit Head via the Equity Administrator the recommendation for appointment. Included in this recommendation should be a rationale supporting the select ion of the person chosen, and a list of other persons who were considered, including racial or ethnic origin and gender.
CHAPTER 8
ACTING APPOINTMENTS
On occasion, units on the campus have a need to make temporary or acting appointments, in order to fill important positions quickly and with minimal disruption. Such appointments may, with permission of the Major Unit Head in consultation with the Equity
Administrator, be made on a short-term basis without benefit of a regular search and selection process. These appointments, however, have the potential to provide invaluable training and exposure for those persons appointed, enhancing their credentials
as candidates for future permanent appointments. As such, they provide unique opportunities for preparing individuals for roles of greater scope and responsibility. Given this potential, the campus is fully committed to identifying and appointing women
and minorities in temporary or acting capacities, as well as in permanent appointments. The following procedures have been developed to insure that affirmative action considerations are an integral part of the decision making process for acting and tempo
rary appointments.
Units wishing to make acting appointments must first request approval from the Major Unit Head to fill the position on a temporary basis. Upon approval, the unit head should meet with the Equity Administrator regarding the qualifications necessary to fulfill the responsibilities for the position and to develop a diverse pool of persons to be considered for the acting appointment. Following consideration of prospective candidates, the unit should forward to the Major Unit Head the recommendation for a ppointment. Included in this recommendation should be a rationale supporting the selection of the person chosen, and a list of others persons who were considered, including racial or ethnic origin and gender.
For appointments of persons who will report to Directors or Department Heads, the request must be forwarded to the appropriate Dean or Vice President via the Equity Administrator for review and approval.
For appointments of persons who will report to Deans or Vice Presidents, the request must be forwarded to the appropriate Provost or President via the Equity Administrator for review and approval.
Units wishing to make appointments that would extend beyond one year must make a request to the Major Unit Head via the Equity Administrator for review and approval to fill the position for an extended period. The request should include:
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