Faculty Search Committee Manual

Section 2: Search Committee

Search Committee Composition

The unit or department in which the position exists or is to be created will establish the composition of the search membership. The committee will be composed of a diverse group of individuals to include minorities, women, and other under-represented groups. See The Search Committee Identification Form (Appendix L). The committee may include individuals from outside the unit or the department. The size of the search committee will vary depending on the position to be filled, but in no circumstances are there to be less than three members. Search committee members cannot serve if one of the following applies:

• A family member, spouse or significant other, etc. is applying for the position
• A committee member is applying for the position

Role of the Search Committee Chair

The Search Committee Chair is elected with the approval of the department chair, dean, or provost. The committee chair provides leadership to the committee members and manages the search process to ensure it is efficient, effective, and accountable. The Department Chair cannot be the Committee Chair or a member of the search committee.

The committee chair will be responsible for conducting the search committee process by:

• Meeting with EOS Representative to ensure all applicable regulation, guidelines, and deadlines are observed
• Being familiar with information contained in the Search Committee Guidelines
• Arranging and conducting all committee meetings
• Establishing a qualification matrix and a rating form to be used in screening all applications received within the time frame specified in the advertisement
• Ensuring all applications are reviewed by the committee using the qualification matrix and rating form
• Conducting the meeting according to established standards of impartiality and professional conduct
• Having the committee establish one standard set of questions to be asked of each applicant interviewed in person or by phone (Appendix M and Appendix N)
• Familiarizing the committee with Interview Questions Do's & Don'ts (Appendix M) and ADA Interview Questions Do's & Don'ts (Appendix N)
• Acting as the official spokesperson for the committee

Information for Committee Chair

Non-Compliance of Faculty Search occurs (not all inclusive):

• If a faculty position is advertised for publication without EOS approval
• If a position is advertised without funding approval by the Provost's Office. For example, if the position is pending funding approval, the advertisement must include a disclaimer "pending budgetary approval..." (if applicable)
• If the EOS office is not notified of the status of the search; for example, is the position Filled, Closed, on Hold, or Canceled, etc.
• If EOS is not notified that the Committee Chair or members have changed at any time during the search
• If the Applicant Data Flow letters are not sent to each applicant that submits an application via mail or email

Role of the Search Committee Member

The search committee member must devote the time necessary to study each candidate's file, fully participate in all committee activities, and meet established deadlines for the selection process.

Each committee member must make a commitment to fully understand and follow UT Arlington's selection procedures and the Equal Opportunity & Affirmative Action policy.

Confidentiality

All committee discussion is privileged information. Each member assumes a responsibility not to discuss any candidate's name, status, or the content of any committee conversation to any non-committee person within or outside the institution. Only the committee chair should make all public comments about the search.

Screening of Applicants

The search committee will receive its charge from the committee chair.

• The EOS Officer will orient the committee regarding the institutional Equal Employment Opportunity compliance and legal requirements.
• Each committee member will be provided with a copy of the job description and the advertisement. The committee chair must ensure that committee members fully understand the responsibilities and requirements of the position and the qualifications required.
• The search committee will evaluate each candidate based on job-related criteria. Selection processes may involve more than one screening.
• The initial screening determines if candidates meet the minimum criteria for the position; subsequent screenings become increasingly qualitative and increasingly difficult (Appendix E).
• Careful record keeping of the reason(s) for rejection for each candidate must be kept by the committee for later reporting to the EOS Office.
• Professional letters of rejection should be sent to all candidates after the selected candidate has signed and accepted the job offer. Refer to (Appendix K) for suggested letter of rejection.
• The EOS office will notify the hiring department of any applicants that qualify for veterans' employment preference.
  
  § 657.003. Veterans' Employment Preference
  
  1. An individual who qualifies for a veteran's employment preference is entitled to a preference in employment with or appointment to a public entity or for a public work of this state over other applicants for the same position who do not have a greater qualification.
  2. An individual who has an established service-connected disability and is entitled to a veteran's employment preference is entitled to preference for employment or appointment in a position for which a competitive examination is not held over all other applicants for the same position without a service-connected disability and who do not have a greater qualification.
  3. If a public entity or public work of this state requires a competitive examination under a merit system or civil service plan for selecting or promoting employees, an individual entitled to a veteran's employment preference who otherwise is qualified for that position and who has received at least the minimum required score for the test is entitled to have a service credit of 10 points added to the test score. An individual who has an established service-connected disability is entitled to have a service credit of five additional points added to the individual's test score.
  4. An individual entitled to a veteran's employment preference is not disqualified from holding a position with a public entity or public work of this state because of age or an established service-connected disability if the age or disability does not make the individual incompetent to perform the duties of the position.
  Source: Chapter 657.003. Veterans' Employment Preference

Matrix & Rating

• The search committee should formulate and design a matrix for evaluation of the qualifications based on required criteria for the continued review of candidates (Appendix E).
• The committee may use a rating form to judge research/scholarship, teaching, and other job-related criteria for the evaluation of each candidate (Appendix F); add additional columns or criteria as needed for disciplines.
• All qualified applicants must receive full consideration by the search committee.