Faculty Search Reports and Budgets

Search Reports

Faculty Search Report 1

POMONA COLLEGE
Faculty Search Report I
2022-2023 Revision

This report must be submitted to and approved by the Dean of the College and the Associate Dean for Diversity, Equity, and Inclusion/Diversity Officer before a search for filling a tenure-track or a three-year position can officially begin. The job ad may be submitted and approved before SRI, but no candidate files can be evaluated until this form is submitted and approved. All candidates should submit dossiers through Academic Jobs Online.

This report asks for the following 8 items:

  1. Ground rules
  2. Search timetable
  3. Text of job advertisement
  4. Constitution of the search committee
  5. Outreach and advertising plan
  6. Description of the screening process
  7. Format for campus visits
  8. Space needs

Please fill out this form and email it, from the department chair’s email account, to the Associate Dean for DEI at april.mayes@pomona.edu as an attachment.

Please click here to download the Search Report 1 Word document.

 

Department:

Date of this report:

Position:

1. Ground Rules for your search procedure. Please read 1. Moody: GROUND RULES for search committees.doc. 2. Prohibited Employment Policies/Practices. Please discuss the ground rules suggested by Moody with members of the search committee, and review Prohibited Employment Policies/Practices.

If you choose to modify these ground rules, please provide that modification with Faculty Search Report I. Also, please provide a statement confirming that your proposed ground rules have been discussed with and agreed to by the full department. If there are any challenges to full agreement, please state them as well.

You might say: “We are using the ground rules suggested by Moody. We have discussed these ground rules as a department, and all parties have agreed to abide by them. We have also reviewed Prohibited Employment Policies/Practices and all parties have agreed to abide by them.”

2. Search Timetable. Estimate the important dates—e.g., the dates for advertising, receiving applications, screening, and on-campus interviewing—for the search.

3. Text of Job Advertisement. All ads must ask for a dossier, including (a) letter of application, (b) curriculum vitae, (c) transcripts, (d) three brief statements – one addressing teaching philosophy and experience, one addressing scholarship and including future research directions, and one addressing demonstrated ability to mentor a diverse student body, and (e) three letters of recommendation.

Departments may choose to ask for additional materials.

This job ad should be the product of a consultative process with the Dean’s Office, once the search is authorized, ideally soon after authorization for the search has been given. There is good evidence to suggest that the diversity of the candidate pool is highly dependent on a broadly worded job description. Therefore, we want to assure that the ads are written in such a way as to best meet the needs of the department and to “cast as wide a net” as possible.

Job ads should also explicitly state the college’s commitment to diversity. We recommend the following statement.

“The successful candidate will have experience working with students from diverse backgrounds and a demonstrated commitment to improving higher education for underrepresented students.”

To ensure that you review all candidates fairly, the following statement should be included in the job ad:

“Review of applications will begin on XXX, and will continue until the position is filled.”

Sample job ad:

Tenure-track appointment, Assistant Professor in the Department of Mathematics, with a focus on discrete mathematics or related fields. Teaching load: 2/2. Ph.D. in hand or expected by July 2023. Send a dossier, including (a) letter of application, (b) curriculum vitae, (c) transcripts, (d) three brief statements – one addressing teaching philosophy, one addressing scholarship, and one addressing demonstrated ability to mentor a diverse student body, and (e) three letters of recommendation.

Please upload electronic copies of all materials no later than DATE to: https://academicjobsonline.org/ajo/jobs/12345

Review of applications will begin on DATE, and will continue until the position is filled. The Department of XXX supports equal access to higher education, and values working in a richly diverse environment. The successful candidate will have experience working with students from diverse backgrounds and a demonstrated commitment to improving higher education for underrepresented students.

Pomona College is a highly selective liberal arts college. We seek to attract, develop, and retain the highest quality faculty and are committed to building a culturally diverse workplace. We value candidates who have experience working with students from diverse backgrounds and who are able to demonstrate a commitment to improving higher education for underrepresented students through their teaching, scholarship, or service.

Pomona College, located 35 miles east of downtown Los Angeles, is a member of the Claremont Colleges, which also include Claremont McKenna, Scripps, Pitzer, Harvey Mudd, Keck Graduate Institute and Claremont Graduate University. Collectively, the Claremont Colleges constitute an academic community of 9,000 students and close to 4,000 faculty and staff. In collaboration with the Claremont University Consortium (CUC), Pomona College offers a variety of professional development, mentorship, and networking opportunities for faculty at all stages of their careers.

Once your job ad has been approved by the Dean’s Office, you will log onto Academic Jobs Online to create and place your job ad in a central location for all candidates to upload their files. The Dean’s Office will post ads on the Dean of the College faculty jobs page.

Immigration law requires one of the advertisements you place must appear in a print journal. This requirement will be met by a joint ad in The Chronicle of Higher Education. Here the advertised position information will include only (i) department, (ii) subfield and (iii) position rank. We will be contacting you to approve these very brief ads early in the search process.

4. Constitution of Search Committee. The Search committee must include two students, selected from among the department’s student liaisons or chosen in collaboration with the liaisons (one student in small departments) and one faculty member who is external to your department or program.

In order to assign the external member of your search, the department will be asked to recommend 3 potential external members of the Search Committee to the Dean’s Office (april.mayes@pomona.edu ), and will authorize your invitation to one of these in conjunction with your recommendations. The external member may be a member of the Pomona faculty or a faculty member from one of the other Claremont Colleges. The appointee will be a full voting member of the Search Committee.

Finally, all members of the Search Committee are asked to review “Moody’s Cognitive Errors” and “Rising above Cognitive Errors” and other documents found on the Dean of the College website under the “Searches and Recruiting” navigation bar, under “Search Reports and Resources.”

Please provide a statement in your report affirming that each member of your search has reviewed the 2 documents.

You might say: “All currently known members of the search committee have reviewed the two documents pertaining to cognitive errors in searches. These members include [Name search members].”

5. Outreach and Advertising Plan

  1. List of publications in which you plan to advertise, with dates:
  2. Cost of each advertisement
  3. List of other outreach plans and recruitment sources describing the kinds of networking your search committee intends to do in order to create a diverse applicant pool: calls placed to whom; letters to chairs at which graduate programs; minority organizations and women’s organizations to be contacted. The Dean’s Office will also be able to place your ad in selected minority recruiting forums.

Please be aware that you will be asked to report on the effectiveness of this outreach in Faculty Search Report II.

6. Description of anticipated screening process that will lead to ranking the top ten candidates. All departments are expected to include (i) Intellectual Leadership and Teaching Effectiveness, (ii) Professional Achievement in Scholarship, (iii) Service, and (iv) Ability to mentor a diverse undergraduate student body in their search criteria. We ask that each department discuss in their Search Report I how it will address each of these four criteria. We recommend that you provide a numeric weighting for each of the four categories, and that you provide a detailed description of the evidence to be used for each of the four criteria.

We also expect you to describe how candidates will be contacted and interviewed (e.g., travel to professional meetings, remote interviews, departmental deliberations).

7. Anticipated format for campus visits: Describe the format of the on-campus visit for those candidates who make it to the short list (2-4 candidates). All candidates who make it to the on-campus stage of the search will meet with the President, the Dean of the College, and the Associate Dean/Diversity Officer. It is assumed that candidates will both demonstrate classroom teaching and present their research. It is also assumed that candidates will meet with search committee members, and other constituencies at the colleges as deemed pertinent. It is also assumed that the candidates will meet with students. Please address these recommendations and describe what other activities are planned.

8. Anticipated space needs: what are the anticipated needs in terms of office, lab, or studio space? What are your recommendations for such space?

Faculty Search Report 2

Download the Faculty Search Report 2

POMONA COLLEGE
Faculty Search Report II
2022-2023 Revision

This report is to be submitted to the Dean of the College and the Associate Dean for Diversity, Equity, and Inclusion/Diversity Officer at the conclusion of the screening process prior to inviting candidates for on-campus visits. The Dean and the Diversity Officer should be given access to all files via Academic Jobs Online at this point. The office will need four to five business days to review the report and the dossiers. The department representative(s) will meet with the Dean and the Diversity Officer to discuss the long list if needed.

At the time that Faculty Search Report II is submitted, the chair or academic coordinator should also schedule meetings for each of the Top 3 candidates (even though their names will not yet be known) with the Diversity Officer, the Dean, and the President, given that all their schedules tend to be impacted far in advance. Should Zoom links be required, the academic coordinator should schedule these and share these with the coordinators for the President, the Dean, and Diversity Officer.

The short list of the top 3 candidates should be sent via e-mail to the Dean and Diversity Officer, who must approve it in writing before candidates can be invited for campus interviews.

Please fill out this form and email it, from the department chair’s email account, to the Diversity Officer at april.mayes@pomona.edu and to sabina.klemm@pomona.edu as an attachment.

 

Please click here to download the Search Report 2 Word document.

 

Department:

Date of this report:

Position:

  1. Number of applications received: information from academicjobsonline.org will provide you with demographic information including gender, race and ethnicity.
  2. Please describe for us the kinds of efforts you made to create a diverse applicant pool. How do these differ from the efforts you laid out in Faculty Search Report I? We recommend using the “Candidate Evaluation Rubric” pdf found on the Dean of the College website under “Reports and Resources” to help narrow the applicant pool.

    In keeping with the College’s diversity initiatives (see Lighting the Path) to develop a diverse applicant pool, please look at demographic data collected on candidates. To access this information on Academic Jobs Online, you will need to login and click on the "Admin" tab on the upper right-hand side of the webpage. A drop-down menu will appear and you will select "EEO/EOE" from the list of options.
  3. List the top 10 candidates. You need not rank them (1-10) at this point. For each candidate, list his/her name, degree(s) with granting institution(s) and dates, present position, years of prior experience, and reasons for inclusion in the list (based on the screening process suggested here). Please make the documents for these candidates available to us through academicjobsonline.org or through the Sakai website.

Faculty Search Report 3

POMONA COLLEGE
Faculty Search Report III
2022-2023 Revision

This report must be submitted to and approved by the Dean of the College and the Diversity Officer before any offers can be made and as soon as possible after the conclusion of on-campus/Zoom interviews and adequate discussion among participants in the search process.

It is anticipated that the department will gather all relevant feedback from students, faculty and both the Dean of the College and the President before ranking the candidates. We recommend using the “Candidate Evaluation Template” found on the Dean of the College website under “Faculty Search and Hire Resources” for an in-depth assessment of your top candidates.

After the approval of this report and if an offer is authorized, the Dean, in consultation with the department chair, will make an offer to the successful candidate, and negotiate the terms of the appointment.

This report asks for a two-part recommendation, (i) indicating which of the candidates who have visited campus are acceptable and (ii) how the department ranks the acceptable candidates.

Please fill out this form and email it as an attachment, from the department chair’s email account, to:

The Dean: melanie.wu@pomona.edu
Executive Assistant to the Dean: kerry.roccia@pomona.edu

The Diversity Officer: april.mayes@pomona.edu
Contracts and Hiring Specialist: sabina.klemm@pomona.edu

 

Please click here to download the Search Report 3 Word document.

 

Department:

Date of this report:

Position:

  1. List all candidates who visited the campus/Zoomed for a complete interview.
  2. From the candidates who had a complete interview, list all the candidates that the department found unacceptable for the position, briefly indicating the basis for the decision.
  3. Rank all the candidates that the department found acceptable. Briefly indicate the basis for your decision, including reference to teaching and scholarly, artistic, or coaching capabilities, mentoring of diverse students, student evaluations, and other relevant considerations.

Search Budget Worksheets I & II

Search Budget Worksheets [xlsx]
(please note that there are two worksheets/tabs within this document)