Contact persons: Oliver Walter, Dean (owalter@uwyo.edu) or Merrie McElreath, Business Manager, (merrie@uwyo.edu)
Hiring academic personnel within the college is a multi-level process. General Principles below explains position reallocation and the process for proposing positions. General Principles below lists college policies, while Spousal Support outlines the considerations for this situation. See Academic Affairs hiring guidelines for important reminders including the university's Principles for the Scholarly Study of World Religions. Additionally, details on the entire college process, from the presentation to the Central Committee to making the offer, are contained in the document Steps in Recruiting Academic Personnel (Note-This document was revised 7-21-06.).
All vacant positions revert to Academic Affairs, and university-wide reallocation is a possibility. Accordingly, each college submits a prioritized list of proposed academic searches to Academic Affairs each spring for approval. Normally, approvals will be announced during summer, and searches can begin in early fall. If you are the chair of a search committee, follow this process:
A&S STEPS IN RECRUITING ACADEMIC PERSONNEL
1. ____ Submit to the Centralized Position Management (CPM) process the request to hire form and associated A&S job description form.
2. ____ Do not go on until you have authorization for the search in writing.
3. ____ Form a search committee and obtain dean/associate dean approval of search committee. The search committee should be chaired by a tenured faculty member, if possible. It is recommended that a faculty member or AP outside the department also be a member of the search committee.
4. ____ Search committee meets with the cognizant associate dean to go over search details, including the draft of the advertisement.
5. ____ Meet with cognizant associate dean to discuss start-up funding and sources of those funds.
6. ____ Obtain approval of advertisement through the International Programs office.
7. ____ Prepare Employment Practices/Affirmative Action Search Plan: University of Wyoming SEARCH PLAN FOR FACULTY, ADMINISTRATORS AND AT-WILL EMPLOYEES http://uwadmnweb.uwyo.edu/EmploymentPractices/files/SearchPlan.doc
Required approvals -- allow at least 3 days from the time you submit the completed form to the Dean’s Office. We will send it to the EP/AA office. The Employment Practices Officer /Affirmative Action Director will determine the recruitment start date. You may not begin recruitment until the EP/AA director has assigned you a posting date.
8. ____ After approval of Search Plan and advertisement(s), publish the advertisements.
· Complete and e-mail a PS-13, Job Requisition http://uwadmnweb.uwyo.edu/hremployment/PS-13.doc to Greg Brown and Merrie McElreath who will forward the appointing authority approved document to EPO for your position to be advertised on the website.
· Positions will be advertised for 30 days from the date of posting, at which time they will be removed.
· It is the department’s responsibility to contact HR if they would like the position to be advertised past that date. HR will then notify EPO of the advertising extension.
· You can visit Human Resources’ website at http://uwadmnweb.uwyo.edu/hremployment/UW%20Personnel%20Tools.asp to view a checklist designed to help you fill out the Job Requisition.
9. ____ Acknowledge each application with the “Dear Applicant” letter http://uwadmnweb.uwyo.edu/EmploymentPractices/forms.asp. You may write a letter of your own, if you wish, to include with this letter.
10. ____ At the “start reviewing” or “closing” date, determine the candidates who meet the minimum qualifications. This can be done by the search committee or in a department meeting discussion.
11. ____ After you have determined the group of candidates meeting minimum qualifications, decide on your process for selection of final candidates. You may conduct (a.) phone interviews and/or (b.) conference meeting interviews and/or (c.) on-campus interviews. On-campus interviews are required. For information about how to complete these steps, see a., b., and c. below.
a. select those you wish to interview by telephone. Fill out the “Telephone Interview Compliance Report” http://uwadmnweb.uwyo.edu/EmploymentPractices/Telephone%20Interview%20form.xls.
You may not conduct telephone interviews until you have received approval from the EPO office.
b. If you are going to interview at a national meeting etc., indicate that on the EP/AA Form 2 (Part I): Equal Employment Opportunity Compliance Report for Faculty form. You may not conduct interviews at a national meeting until you have received approval from the Dean’s office and the EPO office.
c. Prepare another EP/AA Form 2 (Part I): Equal Employment Opportunity Compliance Report for Faculty, Administrators, At-Will Employees --- Part I (see below) to indicate those you wish to interview before inviting candidates to be interviewed to campus. You may not invite candidates to be interviewed until you have received approval from the Dean’s office and the EPO office (See 14 below).
12. ____ Check references of those you plan to interview on campus. Get candidates’ permissions to contact people not on their reference lists, and then contact some, if necessary.
13. ____ For on-campus interviews, bring the candidates’ folders to the Dean’s Office, and make an appointment to meet with the Dean. The Dean’s office pays a maximum of $700 per candidate; limited to TWO on-campus interviews per search.
14.
____ Take EP/AA Form 2 (Part I): Equal Employment Opportunity
Compliance Report for Faculty, Administrators, At-Will Employees --- Part I
with you to your meeting with the Dean.
Required approvals -- allow at least 3 days from the time you submit the
completed form to the Dean’s Office. We will send it to the EP/AA office.
The EPO/AA Director must approve this form. You may not invite
candidates for interviews until you have received that approval.
15. ____ Conduct the on-campus interviews using comparable schedules for each candidate.
a. Candidate must demonstrate teaching proficiency.
b. Candidate meets with Dean.
c. If a large start-up package is contemplated, candidate meets with Vice President for Research.
16. ____ Determine details of the start-up package from and itemized list obtained from the candidate and provided to the cognizant associate dean.
17. ____ Prepare EPO/AA Form 3 (Part II): Equal Employment Opportunity Compliance Report for Faculty, Administrators, At-Will Employees – Part II http://uwadmnweb.uwyo.edu/EmploymentPractices/forms.asp Required approvals -- allow at least 3 days from the time you submit the completed form to the Dean’s Office. We will send it to the EP/AA office. No offer of employment can be made until all the required signatures on Part II have been obtained.
18. ____ Discuss the terms of the offer with the Dean.
19. ____ Make the agreed upon offer to the candidate verbally. Negotiations need to include the Dean to modify the offer.
20. ____ When the candidate appears to be ready to consider the offer, inform the Dean, who will have a formal offer letter prepared for your review. Correct the letter as needed, in consultation with the Dean. Once the letter is approved by you, it will be sent.
21. ____ If your first candidate declines, fax or phone the EPO office and tell them that you are going to make an offer to the next candidate on your list (include details of the offer).
Increasingly, prospective faculty, as
well as existing faculty, request assistance in locating employment for a
spouse. If we are to retain productive faculty and attract the best available
faculty, we must be sensitive to these requests. When spousal support appears to
be an issue, the head should contact the dean immediately. (http://uwadmnweb.uwyo.edu/acadaffairs/PolicyStatements/guide_dom_part_0506.doc)
To accommodate those seeking spousal support the college may: 1) split
tenure-track lines giving one-half of the line to each party and 2) provide
part-time teaching for a specified time. Please see point number 2 in the
Exceptions to Advertising Policy. (exceptions
to advertising memo.doc)
The degree to which requests for spousal support can be satisfied is dependent upon resources and the willingness of academic units to cooperate. Please see Rules on spousal hires. As we are all well aware, personnel funds are very limited. Moreover, faculty are protective of their hiring prerogatives and, on occasion, our desire to hire a spouse may conflict with affirmative action guidelines. Finding positions outside the college has proven exceedingly difficult. Thus, spousal support requires complex negotiation and, unfortunately, success cannot be guaranteed. However, the dean will assist departments in seeking solutions to the spousal support problem. Requests must be made in writing with appropriate supporting materials such as a vita, teaching evaluations, letters of recommendation, etc. In all cases, the spouse must be deemed academically qualified by the "receiving" department. In no case will the dean impose a spouse on a department.
We all should recognize that a responsive spousal accommodation policy is in the best interest of the university if we are to attract and retain the highest quality faculty. But if such a policy is to work successfully, parochial interests must sometimes succumb to the greater university interests. If departments expect their spousal request to be honored, they must be willing to honor requests from other units.