Converse University is an Equal Opportunity Employer. The University adheres to a policy of making all employment decisions without regard to race, color, religion, genetic information, sex, sexual orientation, pregnancy, national origin, citizenship, disability, veteran status, age, or any other characteristic protected by law. To this end, the University policy is to recruit, employ, and promote the best possible talent in all positions without regard to any of the protected categories listed above. The guidelines are as follows:
Positions will be advertised in appropriate print or online publications and on the Converse website. Applicants will be given a reasonable time in which to submit letters, resumes and letters of recommendation. In most cases, the advertisement will request that all credentials, including letters of recommendation, be sent by the application deadline to the Director of Human Resources. The advertisement must include the following: “Converse University’s mission commits us to seek academic excellence in all that we do. We believe that a diverse faculty (staff) is essential to achieving excellence; thus, we strongly encourage applications from candidates from all racial, ethnic, and cultural backgrounds. Converse University is an equal opportunity employer.”
Human Resources, in coordination with the Chair of the Search Committee, must acknowledge, by letter/email, receipt of application letters. The Search Committee advises the applicant of the next step in the process.
Applicants invited for interviews will be told that the University pays their travel expenses, will be given some choice as to the date of the interview, and will receive prior to the interview as much information as possible concerning the process and the people whom they will meet.
In addition to appointments with all members of the department and with the President, Provost, and the Dean, each candidate for a faculty position will meet with some of the department’s majors and with at least a few faculty from other departments. The Chair of the Search Committee will solicit evaluations of each candidate from these students and faculty.
When considering a candidate for appointment to the faculty at one of the senior ranks (associate professor or professor), the administration will submit the candidate’s qualifications to the Senate Committee on Tenure and Promotions, or, if the full Committee cannot be convened, to such members as are available, and seek the Committee’s recommendation before making the appointment.
When a candidate visits the University, the Chair of the Search Committee will remind them to submit their travel expenses as soon as possible.
The Chair of the Search Committee will tell each candidate who is interviewed approximately when the decision will be made concerning an appointment.
As soon as a person has accepted a position, the Chair of the Search Committee must notify all applicants. Candidates who are interviewed will receive a notification different from other applicants.
The Committee will notify applicants immediately should the decision be made not to fill the position after it has been advertised, and the candidates should be notified of any unexpected delay in the final decision.
Reasonable expenses incurred by the Search Committee in the search for faculty and academic staff may be charged to the Provost’s budget for faculty recruitment.
Conducting a search is a very important process which must include certain things. The procedures are as follows:
- The Search Committee should be interdisciplinary with at least one person from outside the department.
- The Search Committee must meet with the Director of Human Resources before they convene their first meeting. It is absolutely necessary that a search be conducted in a legally appropriate manner.
- All applications, letters of reference, and official correspondence from candidates should be directed to Human Resources. Human Resources will keep a record of applications. The Chair of the Search Committee will also be responsible for keeping a record of any application materials that are sent to the Chair from Human Resources. Files that are developed for each applicant should be kept in a secure location that can be made accessible to all members of the Search Committee.
- Minutes of Search Committee meetings should be recorded.
- The Search Committee should recommend to the appropriate Dean up to three applicants they wish to interview. After consultation with the Dean, the Chair of the Search Committee will arrange for video interviews for candidates whose travel would be costly for the College, and for candidates who will visit campus for their interview.
- When arranging for the candidates’ visit to campus, please keep in mind they should be brought to campus in a timely manner with limited time between interviews.
- The candidates’ itinerary should be arranged to allow interviews with the following: the Search Committee, the Provost, the respective academic dean, and when possible, the President.
- The Chair of the Search Committee is responsible for providing the Dean and the Provost’s Office a copy of each candidate’s curriculum vitae prior to their interview.
- Candidates should prepare to teach a class as part of their interview process.
- Students majoring in the respective discipline should be invited to eat lunch with the candidate in the dining hall. Lunch for the candidate may be charged to the Office of the Provost. Lunch for Converse II, Commuter, and Graduate Students may be charged to the Office of the Provost.
- If the search is conducted during the academic year and not during a holiday time, a reception inviting all faculty, administration, and staff should be arranged for by the Chair of the Search Committee for members to meet the candidate.
- Expenses involved in the search process must be approved by the Dean. Reimbursements require itemized receipts. Please work to minimize expenses. If extraordinary circumstances require additional support, approval of the relevant academic Dean is necessary.
- Off-campus meals with each candidate should involve no more than two members of the Search Committee. Spouses or other parties are not included in these dinners. Modest restaurants should be used; if you are uncertain about the choice of restaurant, please consult your Dean.
- Once the search process is complete, all materials relating to the search process should be sent to Human Resources.