Hiring Procedures - Colorado College

SEARCH AND HIRING POLICIES AND STEPS FOR 2009-2010

September, 2009

Dear Colleagues,

This is a revised summary of the search and hiring policies and the steps outlined in the Faculty Handbook concerning tenure track (TT) searches and hires. Please see page C-4, recruitment, for more information.

Securing approval for a TT search.

Proposals for new tenure track positions or for the reauthorization of a position vacated by retirement or resignation are due on the third Friday of Block 7, April 9, 2010. (Authorized searches will take place during the following academic year). They should include a brief description of the position, the explanation for the need to fill the position, a statement of how the position fits into the long-term goals of the department or program and, how it contributes to general education requirements. Please include an initial draft of a job announcement. You should also explain how the position might contribute to the diversity of the curriculum, pedagogies, and/or the community.

New positions funded by Vision 2010 contribute to the reduction of the College's reliance on block visitors. The case for adding a new tenure-track line should detail how the addition will achieve that goal. In developing the proposal, you are welcome to consult with me. You can find the guidelines on the Chair website.

NOTE: All departments and programs must seek approval for any tenure track search by submitting a proposal by April 9, 2010, to the Dean of the College, who will discuss it with the chair or director and the FEC, then make a recommendation to the President who gives final approval.

Diversity Goals

We need to strengthen our collective efforts to diversify the faculty and the curriculum. Our experience has shown that advertising is not enough. Every effort must be made to recruit highly qualified candidates and to ensure that they are represented in the final round. Search committees should know that failure to do so could lead to the cancellation of the search by the President.

The diversity of the candidate pool can be enhanced by contacting relevant universities and various professional associations, which often have Web pages. Victor Nelson-Cisneros, Barbara Wilson, Rochelle Mason, Mike Edmonds, and Chris Melcher, among others, may be able to offer help and suggestions. Feel free to contact Victor or me if you have questions or if you need help identifying potential candidates. Please keep us up to date on diversity efforts during your search.

Starting the search

After your department secures final approval to conduct the search, the search committee needs to be set in place. We are trying to complete the process by Commencement of the year before the hiring. Jeff Noblett supervises this part of the process. Appointment of the two voting members from outside the department is quite simple: the Minority Concerns Committee appoints one person directly - please contact the committee chair to secure the appointment. The Dean appoints the cognate faculty member, with advice from the appropriate divisional executive committee and the Women's Concerns Committee. Each department should submit two or three names to Jeff as candidates for the cognate representative. After consulting with the divisional executive committee and the Women's Concerns Committee, he will contact the department to discuss a final appointment. Following this, the department should contact the colleague to ask if he or she is willing to serve.

The final draft job announcement from the department must be agreed upon by the entire search committee, which includes the two members from outside the department. The final draft must also be approved by the Women’s Concerns Committee, Minority Concerns Committee, legal counsel and finally me before it is placed in the appropriate publications by the Department Chair. If you are willing to consider a split appointment, you should include that on the job announcement. I'll be glad to look at a draft at any time.

You may want to contact the Human Resources office for guidelines concerning interviews, including what you can ask, what you cannot ask and what you should ask candidates.

For expenses, please call Pam Leutz at x6682 to receive budgets, charge codes and spending guidelines. You and the candidates must keep all receipts for the charges made to the College for the search.

Meetings and communication with the Dean's Office

Jeff or I need to meet for a few minutes with your search committee sometime between the time you place the job announcement and when you begin to read applications. You should also ask the chair of the Women’s Concerns Committee or a representative to attend that meeting. We will discuss procedures and our common goals, and I will answer questions that may arise.

Before interviews begin, we should have:
• The names of the cognate and MCC representatives as voting members of your search committee (Jeff).

• A copy of your final job announcement, telling me where you have posted/published it.

• An updated estimate of start-up funds you may request for the new person. I know this can be somewhat difficult, but it will help me as we work on the budget for the upcoming year. Our current policy is to provide new tenure track faculty with $6000 in start-up funds. From this, the new colleague can purchase a computer system (in consultation with Dean Nelson-Cisneros). The balance constitutes a discretionary fund to support professional development.

• Departments often interview a short list of candidates at professional meetings. We can support expenses for one or two faculty members from the recruiting budget, or departments move from the short list to on campus interviews through telephone interviews.

• Before you select the final three candidates to interview, please send me the names and the CVs of the candidates on your short list. I would also like to know the total number of applicants and the number of identifiable women and minority candidates. Be sure to call me before you arrange the final on-campus interviews.

Interviews and recommendations

For interviews, we should hold with the long-time college target of inviting three candidates, usually for two or three nights, and three days (staying over a Saturday night can save in airfare, but please check on that). Please call me if you need to interview more than three candidates. Only in very exceptional circumstances do departments receive authorization to interview a fourth candidate.

We ask you to schedule an interview for each candidate with President Celeste for 30 minutes and with me for 60 minutes. Please be sure that each office has a copy of the candidate's CV and application letter. I appreciate seeing reference letters as well. Some departments have found it useful to have candidates visit the Crown Faculty Center and the Learning Commons when they are in the library. You may also want to arrange for candidates to meet briefly with Tess Powers, Director of Faculty Research Support. Candidates find it very useful to visit classes as well as meet departmental majors.

Treat your candidates well, but please remember that with so many candidates on campus, costly meals have contributed to running our recruiting budget into the red in recent years. Spouses do not attend working interviews at meals. We encourage you to arrange for an interview and/or dinner with the department or search committee at the former President's house (1210 Wood Avenue. Contact Kim Peterson at x6174 to reserve it). Departments have found the venue conducive to both formal and informal conversations.

You may give candidates the salary brackets for the current year as a guideline, and of course discuss fringe benefits as requested (HR can give detailed answers). If the question of start-up funds come up, you should refer the candidate to me for needs beyond the normal. Please don't make a commitment beyond the $6000. I will discuss salaries, tenure clocks and moving expenses with candidates also.

When your search committee has met and decided (strongly) on a candidate to recommend, do not make an offer, but please call me and we'll talk about your choice. I'll ask you about diversity within your applicant pool and interviewees, and about the level of support within the department for your candidate. We can discuss specifics of salary, start up, moving expenses and (if warranted) an accelerated tenure clock then. When we agree on these things, I will contact the President about the recommended candidate and get back to you right away. Official offers cannot be made without the approval of the President. You will then make an offer to your candidate. I will be happy to speak with candidates directly and to work with you on any necessary negotiations. Often my talking directly with the candidate facilitates discussion about the conditions of the appointments.

In today's world almost all candidates want to negotiate. Often candidates receive advice from their current institution that they must get everything now and in writing. We have no problem working with them to satisfy these requests. It is difficult to predict what will be most important and what will be less important in an offer. In our experience, spousal employment has increasingly become a barrier to hiring our best candidates. We will try to help with that, but the candidate must volunteer (without us asking) any information about such personal issues.

We share a common goal in this increasingly challenging process - hiring the best candidate - and will work together to reach it. There is nothing more important the Dean's Office does than help departments and programs hire and support excellent new faculty. Best wishes for a good and productive search. Please call or email me with questions and concerns.

Sincerely,

Susan Ashley
Dean of the College and Faculty

Odds and Ends Regarding Searches for Tenure Track and One-Year Replacement Faculty

You may be asking some of these questions:

1. Where should the candidates stay? The Antlers is convenient and gives the College a corporate rate; just be sure to identify yourself as being from the College. Some departments have also used a bed and breakfast within walking distance of the campus (The St. Mary’s Inn, Bed and Breakfast; The Lennox House Bed and Breakfast).

2. Where should the department take the candidate to dinner? Department chairs should choose nice but not lavish restaurants, and limit expenses for alcohol. Please note that spouses do not attend these working dinners.

3. What budget account should all these expenses be charged? Call Pam Leutz in the Dean's office for details on charging expenses. All expenses, whether food, lodging or airfare, should be charged to the department code of 110002-140007 along with the appropriate object code (e.g., 730001 for airfare and 730041 for meals and incidentals and 730031 for lodging).

4. How do I go about making airline reservations? In general, the College (usually the department's staff assistant) should make travel reservations for candidates using a PCARD (reconcile charges to the recruiting budget, as outlined in #3 above). We pay for one roundtrip coach airfare for the candidate (not the spouse). If possible, schedule in advance and balance reasonable itineraries with lower-cost options, as this can achieve considerable savings.

5. Does the candidate need to see the Dean and the President? Yes, if it is a tenure track candidate; you will need to schedule thirty minutes with the President and sixty minutes with the Dean. Call Pam Leutz (x6682) for appointments in the Dean's Office, Linda Petro (x6748) for appointments in the President's Office. Please send each office the candidate's vita and application letter in advance. Add the recommendation letters, if possible, for the Dean. An appointment does not need to be made with the dean or the president for one-year replacement candidates, but please schedule some time with the Associate Dean of the Faculty to meet the one-year candidates. You will, of course, need to make arrangements for the candidate to meet with other appropriate people on campus, including your divisional executive committee.

If you have questions other than the above, please call Pam Leutz in the Dean's Office (x6682).

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Appendix I - Sample Job Announcements 

Remember ads are expensive; please be concise and precise in your statements.

Most job announcements include some version of this statement suggested by the Minority Concerns Committee: "The College is committed to increasing the diversity of the college community. Candidates who can contribute to that goal are particularly encouraged to apply."

And this: "Equal Opportunity Employeer: The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, national origin, disability or sexual orientation in its educational programs, activities, and employment practices."

Samples of position announcements (mostly fictional but helpful examples)-- 

Tenure-track position. The English Department at Colorado College seeks an Assistant Professor of English in English Renaissance and Shakespeare beginning fall, 2000. We are particularly interested in candidates with demonstrable additional interests in Gay and Lesbian Studies/Queer Theory and/or Milton. Opportunity to teach courses in broad undergraduate liberal arts curriculum. PhD required. Commitment to undergraduate teaching and an active program of scholarship essential. Colorado College is a distinguished liberal arts college with a history of innovative and interdisciplinary teaching. Send letter of application, curriculum vitae, statement of teaching experience and philosophy, summary of scholarly goals, copies of college transcripts and four letters of recommendation by Nov. 15 to Professor xxxxxx, Department of English, Colorado College, 14 E. Cache La Poudre, Colorado Springs, CO 80903. Colorado College is committed to increasing the diversity of the College community and curriculum; candidates who can contribute to that goal are particularly encouraged to apply and to identity themselves and their relevant experience. EQUAL OPPORTUNITY EMPLOYER: The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, national origin, sexual orientation or disability in its educational programs, activities, and employment practices. For more information about Colorado College, see http://www.coloradocollege.edu. 

The Department of Philosophy at The Colorado College, Colorado Springs, CO has a tenure track position as an Assistant Professor, beginning August 2001. We are a five-person department in a distinguished liberal arts college, with a thriving undergraduate program in philosophy. An active program of scholarship is expected. (For more information about Colorado College, see http://www.coloradocollege.edu.) AOS: Social and Political Philosophy, Ethics. AOC: History of Philosophy, with a strong interest in feminist, comparative, or cross-cultural traditions and methods. Ph.D. required and teaching experience preferred. The Department of Philosophy is committed to increasing the diversity of the College community and curriculum; candidates who can contribute to that goal are particularly encouraged to apply and to identify themselves and their relevant experience. The Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, national origin, sexual orientation, or disability in its educational programs, activities, and employment practices. Send complete dossier (including CV, copies of transcripts, at least three letters of recommendation, relevant syllabi of courses taught, and a writing sample) to Professor xxxx, Chair, Department of Philosophy, The Colorado College, 14 East Cache La Poudre, Colorado Springs, CO 80903. (For more information, contact jlee@coloradocollege.edu.) Deadline for applications is November 15, 2001. Interviews will be conducted at the Eastern Division Meetings of the APA in December 2001.

The Department of Political Science at Colorado College invites applications for a tenure-track appointment at the assistant professor level beginning semester I, 200x. The successful candidate will teach departmental offerings in International Relations, American Foreign Policy, and International Political Economy. The occupant will be expected to teach the introductory course to the Political Science major and to teach in, and contribute to, one or more of the following interdisciplinary programs: International Political Economy, Environmental Sciences, History/Political Science, and Women’s Studies. Expertise in International Political Economy is particularly desirable, but we are seeking the best candidate and can accommodate a variety of specializations and perspectives. The crucial factors are the candidate's commitment to and potential for excellence in teaching and scholarly research. All requirements for the Ph.D. should be completed by the starting date. The Department is committed to increasing the diversity of the College community and curriculum; candidates who can contribute to that goal are particularly encouraged to apply and to identify themselves and their relevant experience. Along with an introductory letter of application, candidates should submit a curriculum vitae, a statement of research and teaching interests, transcripts from college and graduate school, and three letters of recommendation to International Relations Search Committee, Department of Political Science, 14 E. Cache la Poudre Avenue, Colorado College, Colorado Springs, CO 80903. The application deadline is November 15, 200x. Colorado College welcomes members of all groups and reaffirms its commitment not to discriminate on the basis of race, color, age, religion, sex, national origin, disability or sexual orientation in its education programs, activities, and employment practices. Additional information about the college is available at http://www.coloradocollege.edu 

Appendix II. Sites for Improving Diversity in Recruitment (courtesy of Human Resources)

DIVERSITY RECRUITMENT RESOURCES

For Colorado College  

(be sure to check on current prices)

SCIENCE SEARCHES:

SITES FOR SEARCHES UPDATED 2007 by Minority Concerns Committee

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Appendix III. Comments from new faculty.

When we met with new tenure-track faculty in the spring semester of 2001, they had some good suggestions about the on-campus interview process.

On-campus candidates may welcome:

1) More information about travel opportunities, funding within the department and division, all-College release blocks and summer awards for research and student-faculty collaboration;

2) More information about teaching and what is expected within the department or program, how faculty within the department manage their time, and whether or not teaching every day of the week is expected;

3) More information about class size: 'average' class size may not be typical; some classes may have 30 students, others 20-25;

4) A tour of the TLC and the Library (and other relevant facilities on campus);

5) Good (non-breakfast) contact with students; lunch is best; open-ended is good;

6) Mention of the high number of tenure-track faculty joining the college; a large cohort of fellow rookies sounds welcoming;

7) Mention of the importance of student majors to the search process; be clear about the importance of student perspectives upon the candidates;

8) Opportunities to interact with faculty outside the discipline and to make non-discipline-specific connections.

PERMCORR/search guidelines 2003_04 final.l

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