SON Faculty Recruitment Committee (FRC) Procedures

The basics (for senate positions):

Note: a new search process was approved December 2023 (link to subpage). The pages here were written 2021- through 2023 and may include outofdate information.

Dean establishes committee

• The Dean convenes a search committee, and a chair is nominated (can be by the dean or by the committee)

• For each position, the dean explains the charge to the committee, giving context

Consultation with faculty

• As of December 2023, a number of steps are taken to obtain input from faculty.

  • Example: Feb 2024 survey for teaching professor

Responsibilities

• See updates as of December 2023.

• The formal responsibility is to approve the search plan and candidates eligible for interview. Specifically, as of July 2023, each member of the search committee is required to approve the Search Plan, Applicant Pool Report, Shortlist, and Search Report. Other roles are advisory, and typically include making recommendations to the dean on hiring, including prioritizing candidates. The search committee has access to all the APO recruitment materials such as reference letters, and may reach out for references. Typically, the search committee will collate feedback from faculty after interviews and use all information to make recommendations. The Chair may also communicate with candidates.

Members trained

• The members take trainings and then get access view the applications on the recruitment site (https://recruit.apo.ucla.edu/analyst/recruitments)

Each position is evaluated independently for the next steps.

One person may apply for more than one position.

Seach plan

As of July 2023, each member of the search committee is required to approve the Search Plan. As of July 2023, UC Recruit does not allow for search committee members to individually approve items. Therefore, each search committee member emails the APC (me, Libby) to confirm approval of the search plan. once emails are received, Libby will upload each email into the "supporting documents" section of the documentations Tab in UC Recruit.

Declare pool (details)

• Members review applicants and when ready declare a “pool”, which must be approved

Create short list

• Once the pool is approved, the committee reviews candidates to come up with a short list of people to interview; the short list must be also approved.

Interview candidates

• The committee refers people on the short list for full faculty interviews; they have the option of interviewing candidates as a committee or they can pass them directly to full interview

• During the full interview, the committee meets with the candidate

Collate feedback and synthesize for dean

• Qualtrics survey sent to faculty

• 1 week later, data collated and set to search committee, AD for DEI and dean

• Search committee synthesizes feedback and assessment, and presents to dean

• In some cases, the dean may ask for a second interview, or request the candidate interviews with additional people

The offer, and follow-up

• The dean makes offers and fills the position

• If the dean does not follow the search committee recommendation, they will meet with the committee to exlpain the reasoning

Additional candidates in pool

If there are still candidates who we want to hire, we can do so from the existing pool without opening up a new search.

• Dean asks EVF for approval for another position

• If candidates have already interviewed, dean makes offer

• If candidates have not interviewed and are not on shortlist

  • New candidates added to shortlist, when is sent for approval (this can happen before dean gets additional position approved)

  • Additional interviews scheduled

  • Same process for synthesis and hiring

Adjunct

Adjunct faculty follow a similar, with the exceptions that they do not need upper campus approval of the pool or shortlist, and they do not need a full day interview. Typically they would interview with the search committee and people from the program they will mostly teach in.

Subpages

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