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Faculty Personnel Policies
B1: Procedures to be Followed in the Recruitment of Persons to the Hope College Faculty
b. Procedures
- Conclusion of the Search
- After
the candidates have been on campus, it is the responsibility of
the department chairperson, the dean, and the Provost to evaluate
the candidates. The chairperson collects evaluations and
opinions from the department, from other faculty, and from students,
and the Provost solicits the view of the President and identifies any
college-wide concerns. Every
effort will be made to come to unanimous agreement on which candidate
(if any) should be invited to join the faculty. If necessary
the dean will bring the chairperson and the Provost together to explore
the matter in detail. If questions arise during the evaluation
process, these will be clarified through communication with the
candidate
or references. A decision should normally be arrived at no later
than one week after all the candidates have been brought to campus
for their interviews. While the Provost and President have final
authority in matters of appointment, every effort will be made to reach
a decision by mutual agreement and thus ensure that each person hired
has the full support of the department, the dean, and the Provost.
- It is the policy of Hope College to conduct a background check before making an offer of employment. This will be limited to checking criminal convictions, felony charges, state and national sex offender lists, and terrorist watch lists. In the event a particular position involves access to large sums of money, a credit check will also be required. The background check information will be ordered and reviewed by only one person designated at the College. The designee will share this information with the hiring supervisor only when it is relevant to the job performance. All candidates will be informed of their right to review the check for accuracy. If the background check uncovers information that is potentially disqualifying, the candidate will be informed and given the opportunity to respond. Results of this check will remain confidential unless essential for the College’s legal defense in a lawsuit involving the candidate.
- The
department chairperson, dean, and Provost will decide on the terms
of the contract, including any incentives to encourage the candidate
to join the College. An oral offer may be made pending the results of the background check. A written contract will be
mailed after the background check is complete and cleared through Human Resources. Issuing
the actual contract is the responsibility of the Provost in consultation
with the President.
- In
accord with current budgeting conventions, recruitment expenses
come from the office of the Provost. At the conclusion of the
interview, the dean and/or chairperson will submit to the Provost a
statement of expenses incurred.
- All
materials, including the position announcement(s) and dossiers of all
candidates, shall be retained by the department. For candidates
who were given serious consideration for a position, i.e. interviewed
at a national convention or on a short list of a dozen or so, complete
files must be retained for three years. For those who were eliminated
early in the screening process, files should be retained for one year.
- When
a position has been filled, the chairperson will communicate this fact
to candidates who visited the campus and other candidates whose applications
are pending.
- If
a candidate is hired with the understanding that he or she will receive
a particular degree (e.g. Ph.D.), it is the candidate’s responsibility
to forward official transcripts verifying that the degree has in fact
been awarded
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