The earlier the recruiting process can begin, the better
the possibility of recruiting an outstanding
person. Therefore, at the beginning of each academic
year each department with an actual or anticipated vacancy
will meet with its dean to discuss the rationale for filling
the position and the desired qualifications for the person
who would fill it. Subsequently, the departmental
chairperson will submit in writing to the academic dean
a request for approval to fill the position, along with
the rationale and qualifications for the position. The
dean will promptly review this statement with the Provost
so that the department has a response within four weeks
of the beginning of the academic year. The Provost will
review all requests with the President.
Possible responses include a decision to proceed to recruit,
a decision not to fill the position, a decision to advertise
but wait for final decision on hiring or a decision to hold
for further information on such matters as the specific requirements
of the position, enrollment, or finances. A decision to defer
action will be discussed with the department and plans developed
for arriving at a decision.
When a position becomes vacant during the year, the department will submit a statement of rationale and desired qualifications to the dean. A response as outlined above, including the projected time schedule, will be given to the department within three weeks after its statement of rationale
and position description has been submitted.
In certain special cases, a limited search may be authorized. For example, a candidate with extraordinary qualifications may come to the attention of the department or administration outside the ordinary recruitment process. After the special circumstances have been fully discussed by the department and the administration, a limited search will be conducted, provided that the department and the administration are in agreement. The department will initiate the search, following the established procedures as closely as possible.
