Guidelines for Completing Recruitment Forms - Office of the Provost ...

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GUIDELINES FOR COMPLETING RECRUITMENT FORMS Office of Faculty Recruitment and Personnel Relations I. POSITION • Rank/Title, Field/Specialty. Specify the rank/title of the eventual nominee (i.e., Assistant Professor of English, Professor of Medicine, Librarian III, etc.). If the position can be filled at more than one rank, specify the range and indicate in any position announcement that the decision will depend on the final candidate’s qualifications. Include any modifications of title, such as Visiting, etc. If the person will also have administrative responsibilities, such as director of an institute/center, include that title as well. Specify the proposed field/specialty (i.e., Playwriting, Geriatrics/Aging, Reference Librarian, etc.) • New or existing position. Indicate whether the search is to fill a new or an existing position. If it is an existing position, provide the incumbent’s name, gender, race and his/her reason for leaving. • Previous recruitment activity. If the department/library searched for the same position during the previous academic/fiscal year, indicate the Position Tracking Number (PTN – see page 4) and explain why the previous search was closed without hire. • Contract type. Indicate the contract type. • Time-limited appointments. Indicate the appointment period. • Renewable appointments. Indicate the initial appointment period. • Proposed hire date. Specify the beginning date of the appointment. • Recommended salary/salary range. Specify the anticipated salary for the position. In the case of an open rank position, specify a salary range. • Multiple, but similar positions. Multiple positions may be filled from a single applicant pool if recruiting for similar positions (i.e., same rank, contract status and field/specialty). Indicate here the number of similar positions to be filled from the applicant pool generated. In this instance, complete only one Recruitment Plan, and FRPR will create separate files for compliance and record-keeping, in part by copying the Recruitment Plan for each position to be filled and assigning an appropriate PTN to each. (See page 4). Multiple, but dissimilar positions. If the recruitment is for several but different positions (i.e., different rank, contract status, or field/specialty – different in terms of any significant aspect), complete a Recruitment Plan for each position. II. SEARCH COMMITTEE INFORMATION Search Committee Members. Enter the name, rank/title, gender, and race of each search committee member. This information is necessary to track committee diversity. When possible, search committees should include women, people of color, and faculty/librarians with disabilities. Departments/Libraries without representatives from these groups are strongly encouraged to invite those from the faculty/librarian ranks in other departments/libraries or academic administration. Please promptly notify FRPR of any changes in search committee membership. • Search Chair’s Contact Information. Provide the telephone number and e-mail address of the search committee chair. Revised February 2011 Page 2 of 9
GUIDELINES FOR COMPLETING RECRUITMENT FORMS Office of Faculty Recruitment and Personnel Relations • Administrative Contact. Provide the name, telephone number and e-mail address of the person who is responsible for the search committee’s administrative/clerical functions (such as collecting and completing forms, mailings, etc.). III. RECRUITMENT AND OUTREACH ACTIVITIES To ensure as broad a search as possible, the University requires public announcement of all full-time faculty and librarian vacancies, including faculty positions carrying Visiting and Research titles, as well as those which are primarily administrative but involve appointment to full-time faculty rank. FRPR must provide EEO approval for exceptions to this policy. 1 • Publications and Publication Dates. Outline the media that will be used to announce the vacancy. Include the names of journals, electronic bulletin boards, listservs, etc. that will receive the announcement and the dates it will appear in each. Position announcement, electronic postings, and announcements must appear at least one month before the screening of applications begins. • Position Announcements. Include a draft of the proposed position announcement and position notices. All announcements, including fliers and letters, must contain the following statements: Review of applications will begin on (date) and will continue until the position is filled. (This date must be at least 30 days after the printed publication date of an appropriate academic journal.) 2 Only complete applications will be considered. The George Washington University is an Equal Opportunity/Affirmative Action Employer. In some instances, it may be necessary to place additional position announcements in order to expand the applicant pool well after the initial position announcements have been placed. FRPR must also review and approve these position announcements prior to submitting them for publication. Please remember to retain and submit to FRPR the “tear sheets” of position announcements as they appear in journals, periodicals, other print publications, etc., and dated screen shots of all web announcements at the time of posting. 1 It is University policy to use print advertising as the primary means for public announcement of faculty and librarian positions. The goal is “affirmative” outreach to all prospective, interested, and available applicants, including those individuals who do not have access or who have limited access to electronic and listserv announcements. The U.S. Department of Labor (DOL) also requires print advertising for all labor certifications. In the case of academic positions, there must be at least one position announcement in a national professional journal appropriate to the profession that is most likely to bring responses from well-qualified U.S. workers. The DOL considers supplemental advertising as part of a "competitive recruitment and selection process;" as a result, electronic advertising can be used as part of the supplemental advertising. 2 The University established the 30-day time period for faculty positions in order to comply with federal guidelines which allow a “reasonable time” for any interested and available prospective applicant to respond to position announcements and to accumulate an adequate applicant pool. Research indicates that 30 days is the norm for position openings in higher education institutions. In the event of an emergency, FRPR will work with the department chair to establish an appropriate time period to accumulate an applicant pool. Revised February 2011 Page 3 of 9
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