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  1. Center directors interested in applying to this initiative should first follow the instructions at COE Faculty Research Initiative > Applications and review process.

  2. If the proposed search is approved by the Associate Dean for Research and Graduate Studies (ADRGS), the center director requests a copy of the COE Research Faculty Job Posting Template from their academic department Administrative Manager.

  3. Center Director drafts a job posting based on the COE template and shares with the ADRGS and Senior Associate Dean for review.

  4. If the ADRGS and Senior Associate Dean approve, the center director sends the posting to the academic department Administrative Manager. The Administrative Manager submits the posting in Interfolio and assigns appropriate Interfolio roles to search committee members. For instructions, see:

    1. COE: Interfolio for Administrative Staff > COE posting process

    2. COE: Interfolio for Administrative Staff > Assign appropriate Assigning Interfolio roles to search committee members

  5. Dean's Office Faculty Affairs will receive a notification requesting approval of the Interfolio posting and will forward a copy of the posting to the Senior Associate Dean for approval. If approved by the Senior Associate Dean, Dean's Office Faculty Affairs will approve the posting in Interfolio.

  6. Administrative Manager submits the job posting and assigns appropriate roles to search committee chair and members in Interfolio.

  7. Job posting routes to COE Faculty Affairs for review and College-level approval. It then routes to APS for final approval.

  8. Once approved by APS, Administrative Manager publishes the posting and makes it available to applicants. See COE: Interfolio > COE posting process.

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Phase 2:  After position is posted

Info

See COE: Evaluating Candidates in Faculty Searches for guidance on creating and using a selection matrix, interviewing, and checking references.

Search Committee Chairs should ensure that all candidates within each search are treated the same. For example, if interviews are conducted virtually, all interviews in that round should be conducted virtually, or if delays arise in the interview schedule, all interviews should be postponed to fall within the same timeframe. Per HR guidance, virtual interviews should not be recorded, unless all candidates are asked in advance of the interview and each is given the option to opt out of recording.

Steps:

  1. Search committee chair seeks ongoing consultation with ADRGS and Senior Associate Dean regarding applicant pool and recruitment efforts.

  2. Search committee narrows the pool of candidates.

    1. The committee may wish to use a selection matrix. See COE: Evaluating Candidates in Faculty Searches > Selection Matrix.

    2. Training on evaluating applications in Interfolio is available at Interfolio: Evaluating Applications.

  3. If more than three semifinalists are identified, the search committee may wish to conduct initial semifinalist interviews via Zoom or equivalent, before further narrowing the list to two or three potential on-campus interview candidates.

    1. See COE: Evaluating Candidates in Faculty Searches > Interviewing.

    2. If any of the finalists are non-U.S. citizens, the department should schedule a meeting for the candidate with Texas Global - International Student and Scholar Services during their on-campus visit. See COE: International Hiring.

Phase 3: After campus interviews with finalists

  1. Evaluations are collected by the search committee from faculty and students: evaluation forms, written or verbal feedback to committee members, search chair, department chair; or any other evaluative information.

  2. Search committee deliberates and makes a hiring recommendation.  Based on their review, they may recommend: (a) one candidate, (b) more than one candidate (rank-ordered), or (c) no candidate.

  3. Search committee chair prepares a written summary of the search committee’s recommendation and submits to the center director and academic department chair. The report should include the following information:

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A. Search committee’s assessment of each finalist’s strengths and weaknesses, including:

  • how each candidate would add to program area(s), department(s) and College

  • how well each candidate fits the criteria for selection

  • how the final selection was made

  • final vote

B. Summary of faculty and student feedback for each candidate including more specifically:

  • a paragraph for each candidate describing faculty feedback

  • a paragraph for each candidate summarizing student feedback

  • any evaluation forms, written or verbal feedback to committee members, search chair, department chair(s), or any other evaluative information

C. Final hiring recommendation of the search committee which must include a rationale for the decision and can include the recommendation to hire:

  • one candidate or

  • more than one candidate with the list rank-ordered, or

  • no candidate

  1. Department chair and center direct review the search committee chair’s report and discuss.

  2. Search committee members should perform reference checks of each finalist, asking the same questions to each reference about each candidate.

    1. See HR: Check References for guidance.

    2. For example reference check questions, see COE: Evaluating Candidates in Faculty Searches > Reference checks.