Selecting Candidate and Initiating Faculty Hiring Proposal

Selection of the Faculty Member

Step 1. After the conclusion of interviews, the search committee will meet to determine which candidates, if any, are deemed acceptable to recommend for hire. Feedback from all participants in the interview process will be considered by the search committee in making its recommendation. The search committee chair will forward the recommendation and hiring matrix to the chair or director.

Step 2. The chair or director will secure the advice of the personnel committee regarding the search committee’s recommendation. The chair or director may also consult with other faculty in the department. After consultations, the chair or director will forward the recommendations of the search committee, the personnel committee, and the chair or director to the dean.

Step 3. After discussion with the chair or director, the dean will review the recommendations. If the dean does not concur with the recommendations, they will consult with the chair or director and personnel committee. If the dean concurs with the recommendations, the dean, or designee, will submit the salary recommendation to the senior vice provost for approval, as needed. If salary is within 10 percent of the available CUPA median for the rank/discipline, salary negotiations may move forward without senior vice provost approval. Guidelines for salary offers are available on the Faculty Searches and Negotiations website. Requests for start-up funds are made via the process outlined in AA/PPS No. 03.01.10, Start-Up Funds.

Step 4. The search committee chair is responsible for moving applicants to the appropriate state in the online system (e.g., Recommended for Hire, Interviewed Not Selected, Not Hired). The search committee chair should consult with the chair or director before moving candidates to Recommended for Hire or Interviewed Not Selected.

Step 5. Once the search committee chair moves the selected applicant into the Recommended for Hire state, a link to begin the hiring proposal will be available at the chair or director level.

Hiring Proposal and Contract Procedures

Step 6. Once the informal offer is accepted, the chair or director user group will initiate the hiring proposal by selecting the “Start Hiring Proposal” link located on the applicant’s job application.

Step 7. The department will collect the required new hire documents, as required by the Faculty Packet Checklist, from the selected candidate. The hiring proposal will be submitted through the online system with the required new hire documents attached within 15 days of a candidate’s acceptance.

Step 8. After receipt of all required documents, Faculty and Academic Resources will prepare a contract for signature. Any special conditions of employment, including hire with tenure, are subject to the final approval of the provost and EVPAA, the president, the chancellor, and the TSUS Board of Regents.

Step 9. Following approval and signature by the provost and EVPAA, the contract will be emailed by Faculty and Academic Resources to the candidate, unless directed otherwise. The contract will be subject to the stated deadline for acceptance.

When a Position is Accepted

Step 10. Each chair or director is responsible for:

a. communicating start dates, teaching schedules, office and classroom assignments, computer access, provisions for start-up accounts, pre-semester orientation, and events;

b. setting expectations for teaching, research, scholarly, and creative activities, and service responsibilities and workload;

c. explaining policies and procedures and mandatory training;

d. providing guidance on faculty development, Division of Research, support services, affinity groups, and opportunities related to the successful integration of the new faculty member in the university, college, and department; and

e. as applicable, ensuring affected faculty seek formal guidance from International Affairs on immigration-related matters as soon as the selection process concludes. Timely communication with International Affairs is critical to effective and efficient faculty onboarding.

Step 11. Each chair or director is also responsible for notifying new faculty members that they are expected to attend New Faculty Orientation sessions at the beginning of the fall or spring semester based on date of hire. If the benefits eligible faculty member will begin employment out-of-cycle (i.e., other than the 9/1 or 1/16 semester hire dates), they should attend New Employee Welcome (N.E.W.) to enroll in benefits.