RESOURCES for Search Committees

Below, you will find a plethora of resources that will be invaluable in all stages of your search for a new faculty member – from writing the advertisment, to evaluating the candidates.

BEFORE YOU START THE SEARCH PROCESS

Check out the UNC CHARLOTTE Employment of Full Time Faculty Checklist.

This document contains ALL THE INFORMATION associated with a search process at UNC Charlotte, from preparation to appointment.

STARTEGIES TO FACILITATE AN ONGOING, ACTIVE FACULTY RECRUITMENT PROCESS IN YOUR DEPARTMENT

Departments should be having ongoing discussions around the direction the department is moving towards, and what this means for potential faculty hires in the future.

Make a copy of this Google Form and circulate to departmental faculty so they can identlfy potential faculty candidates through interactions with post docs, late-stage graduate students or faculty they were impressed with at conferences or workshops they attended.

THE NUTS AND BOLTS OF THE SEARCH PROCESS

• How to Review the Departmental EEO Report and Compare the Information with the Labor Market Data
• UNC Charlotte Office of Legal Affairs Interview and Search Committee Guidelines
• The Faculty Recruitment Process

RESOURCES TO HELP ENSURE YOUR FACULTY CANDIDATE POOLS ARE INCLUSIVE

• HERC of the Carolinas: The Higher Education Recruitment Consortium of the Carolinas – an excellent resource for dual-career hires. HERC of the Carolinas connects talented professionals with the best higher education employers in the East, listing hundreds of jobs from our member colleges and universities, community colleges, teaching hospitals, and research institutes.
• List of places your job advertisement will appear because of UNC Charlotte’s membership in HERC of the Carolinas

CANDIDATE EVALUATION

• A clear and consistent assessment rubric (i.e., the criteria by which committees and other decision-makers evaluate applicants’ qualifications and potential), and assessment plan (i.e., the process by which committees evaluate applicants, make selections at each stage of evaluation, and ultimately make recommendations to the voting faculty and/or to leadership with hiring authority) facilitates an efficient and effective assessment of job applicants
• Furthermore assessment rubrics and assessment plans assist in mitigating the impact of personal and collective biases in the evaluation process.
• Tenure-Track Rubric Examples:

• Example 1
• Example 2
• Lecturer Rubric Examples:
• Example 1
• Example 2
• Example 3
• Example 4

LANGUAGE IN JOB ADS

Language is one element that can contribute to attracting a broadly qualified group of qualified candidates. Such language can include:

• Experience with a variety of teaching methods and/or curricular perspectives
• Previous experience or interest in interacting with students like those at UNC Charlotte, including transfer and rural students and veterans
• Interest in developing and implementing curricula that address topics relevant to students at UNC Charlotte

Strategic Interview Questions

• Examples of Questions that Focus on Job-Related Behaviors
• Strategic Interview Questions for Department Chair/Administrative Searches
• UNC Charlotte is committed to building an environment that aligns with UNC Charlotte’s Guiding Principles and the Noble Niner values. How would you further this goal?
• How have your lived experiences influenced and /or been a part of your teaching, research and outreach/service?
• What do you see as the most challenging aspects of a changing academic community?
• Follow up question….
• What initiatives or strategies have you taken in your previous capacities to meet such challenges?
• Describe strategies (that you have used or considered) for creating a supportive learning environment for your students?
• Provide us with examples of how you have managed to successfully engage all students in your classroom setting.