Ground Rules for the Search (to be approved as part of the Faculty Search Report I)
Each department will be asked to provide ground rules by which the search will be administered. We recommend the use of those provided at the Dean’s website at “DEAN OF COLLEGE: Resources: Diversity in Faculty Hires: Moody: GROUND RULES for search committees”. However, modification to these can also be submitted.
Search Timetable (to be approved as part of the Faculty Search Report I)
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 your future directions, and one addressing demonstrated ability to mentor a diverse student body, and (e) three letters of recommendation.
In order to explicitly reflect the College’s commitment to diversity, Ads should also include a sentence such as: “The successful candidate will have experience working with students from diverse backgrounds and a demonstrated commitment to improving higher education for underrepresented students.”
Ads should also include a sentence such as “Review of applications will begin on XXX.”
Please mention that Pomona is one of The Claremont Colleges. There is no need to mention graduate teaching. It leads to unrealistic expectations and a misplacement of effort.
The Dean's Office will need an abbreviated version of your ad by the end of August in order to place it in the Chronicle of Higher Education as part of a joint Claremont Colleges listing. If your ad is too late for the Chronicle listing, you must place it in at least one venue that will come out in print as opposed to electronic-publication.
Search Committee (to be approved as part of the Faculty Search Report I)
The department selects a search committee, including a chair, student representatives, and an external faculty member. Normally at least two students will sit on a search committee for a tenure-track position. However, if there are three or fewer faculty members on the committee, then just one student may be selected. The process for selecting students is to be developed by the faculty and liaisons in the department. The process for selecting the external faculty member will occur in consultation with the Dean and Diversity Officer.
Faculty and student members will discuss departmental concerns and needs relevant to the search, as well as standards of confidentiality to be maintained for the search. Members of the Search Committee are not to discuss the contents of confidential letters in the candidates' files with anyone other than faculty members in the department.
Outreach and Advertising Plan and Budget (to be approved as part of the Faculty Search Report I)
Every search prepares an outreach and advertising plan with the aim of ensuring as large and diverse a candidate pool as possible. This may involve special efforts to attract qualified candidates who can provide diversity, such as placing advertisements in national publications and in some cases in publications directed to members of underrepresented groups; sending personal letters to department chairs, mentors of graduate students, and potential candidates of color; and making telephone calls to elicit responses from these letters. Whenever possible, personal connections are used to identify and recruit excellent prospects. To help recruit diverse candidates, members of The President's Advisory Committee on Diversity may be contacted through the committee members. The Dean's Office may send names of additional possibilities.
Advertising Budget (to be approved as part of the Faculty Search Report I)
The advertising plan is accompanied by a budget in order to provide one checkpoint for making sure that the whole search process will stay within budget.
Screening Process (to be approved as part of the Faculty Search Report I)
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. Also describe how candidates will be contacted and interviewed. Will search members attend a specific set of professional conferences? Identify professional conferences that will specifically attract candidates of color. Will candidates who meet a specific cut-off be phone or Skype-interviewed?
Format of Campus Visits (to be approved as part of the Faculty Search Report I)
Departments will be asked to describe the format of the on-campus visit for those candidates who make it to the short list (2-4 candidates). These candidates will meet with the President and the Dean of the College. It is assumed that candidates will both demonstrate classroom teaching and present their research. It is also assumed that candidates will meet individually with search committee members. Please address these recommendations, and describe what other activities are planned. For example, what will be the involvement of students in the on-campus process?
Collecting Diversity Data (to be approved as part of the Faculty Search Report II)
Faculty Search Report Part II asks for data on the composition of the candidate pool in terms of gender and ethnicity. This data is easily complied via Academicjobsonline and should be submitted with the Search Report II.
Narrowing the Pool
One or more search committee members interview candidates by phone, by Skype, by videoconferencing, (to reserve a speaker phone or video conferencing, contact Joe Brennan at ext. 77355) or at professional conferences; the committee should be the only group to interview candidates prior to the selection of finalists. Student members of the search committee will become involved in the search at a point determined by the committee, but no later than the point at which the applicant pool has been narrowed to about 20 files. Student members will read files and be expected to consult with other students to gain a broad student perspective.
Campus Visits by Candidate
The department should first make certain that the President and the Dean are available for interviews. (For three-year positions, only an interview with Associate Dean of the College/Diversity Officer). The department should also arrange for Division II candidates-and Division I and III candidates as appropriate-to meet with Associate Dean Mary Paster about obtaining start-up funds. Start-up funds are normally allocated to tenure-track faculty only.
The department should give the Dean and Associate Dean permission to view ALL files available on academicjobsonline.org and provide those that were submitted via other formats via a sakai site. The President should be provided with hard copies of the Top 10 candidates’ files. The President and the Dean (for three-year positions, the Associate Dean/Diversity Officer) must each be given a hard copy of the (2-4) interviewing candidate's complete 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 your future directions, and one addressing demonstrated ability to mentor a diverse student body, and (e) three letters of recommendation.
The department should bring these two copies of the candidate's complete dossier to Alexander Hall at least two days before the candidate meets with the President and the Dean or the Associate Dean.
Student members of the search committee should meet all candidates brought to campus. The candidate should be given the opportunity to meet with the Work-Family Commission.
We recommend that all candidates meet with a member of the President's Advisory Committee on Diversity. The chairs of Asian American Studies, Black Studies, and Chicano Studies, and Queer Resource Center should also be contacted as appropriate to arrange meetings with candidates.
The department should make sure that all other interested parties are aware of the campus visit schedules and have an opportunity to see the candidates. This is especially important in the case of candidates with interdisciplinary interests. Please advertise your candidate lectures in The Claremont Colleges events calendar (http://www.calendar.claremont.edu).
All candidates who make it to the on-campus stage of the search will meet with the President and the Dean of the College. It is assumed that candidates will both demonstrate classroom teaching and present their research. It is also assumed that candidates will meet individually with search committee members.
Pomona College adheres to all federal guidelines regarding recruitment and interviewing. We are currently in the process of updating our interview guidelines, and are referring to pp. 18-19 of Dartmouth's recruitment manual [pdf] as a model. These pages, which list acceptable and unacceptable areas of inquiry, are posted for your reference.
At the end of the visit, the department/search committee chair gathers opinions from those who interacted with the candidate.
It is important to maintain consistency across candidates throughout the search process. Each candidate who comes to campus should be asked the same questions and required to perform the same tasks. However, minor variations based on the candidates described interests are acceptable. Please refer to the Dean of the College's sakai site for interview guidelines to ensure that none of the questions posed to candidates constitutes discrimination according to fair employment laws.
Recommendation to the Dean (to be approved as part of the Faculty Search Report III)
After all campus visits have been completed, the department meets and arrives at a recommendation. Student members of the search committee will participate in the meeting at which the final candidate is selected; they may be included in voting, depending on the style of the department, and in the proportion or percentage they and the faculty members of the search committee have determined in advance. As part of Faculty Search Report III the department should prepare a two-part recommendation, indicating,
1. which of the candidates who have visited campus are acceptable, how the department ranks them, and,
2. who is unacceptable and why.
As noted above, it is important to determine in advance of an invitation to a campus visit if the candidate will be able to provide the necessary documentation regarding employability. During the search, the search committee is allowed by law to ask candidates if they will be able to prove eligibility to work upon commencement of employment should an offer of employment be made. If the successful candidate is not a citizen or permanent resident and does not have a permit allowing him or her to work legally in this country, or has only a temporary permit and is filling a permanent position, the college will assist the candidate in obtaining employment authorization. The successful candidate may, however, face serious immigration difficulties in the long term if the position was not advertised in a print publication (see p. 4, above).
The College will not provide such assistance for candidates filling two- or three-year positions. These candidates need to arrive with papers in hand.
In order to make sure that such work papers can be acquired by the beginning of the academic year, the department must immediately notify the Dean's Office once the candidate accepts the offer. The department needs to be aware that contingency plans may be required should such papers not be obtainable by the beginning of the school year.
After the Dean and the Associate Dean/Diversity Officer have approved Part III of the Faculty Search Report, the Dean discusses the recommendation with the President. 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.
After the Search
Once the department has hired a candidate, please supply the Dean's Office with the person's address(es) and phone number(s) for the period extending until his/her move to Claremont.
If the department has hired a tenure-track candidate, please send a copy of the full page on which the position advertisement appeared. Please highlight the ad in yellow. For all others, we suggest that you observe the following schedule:
- Keep all search applications/dossiers for at least one year.
- Keep the applications/dossiers of finalists for tenure-track positions (i.e., the two to four candidates who visited campus) for at least four years.
Keep the applications/dossiers of successful candidates for non-tenure-track positions (e.g., one-, two-, or three-year contracts) for at least four years.