Recruitment and Appointment

Policy Number: 8.3.1.1
Effective Date: January 31, 2025
Revision History: Reviewed May 26, 2016
Policy Contact: Senior Vice President for Academic and Student Affairs/Provost

I. Purpose and Policy Statement

GGC has established effective processes for the recruitment of high-quality prospective faculty members that are in accordance with BOR Policy Manual 8.3.1.1 Recruitment and Appointment. The search process shall be in complete accordance with affirmative action and non-discrimination policies. All searches shall be conducted in a timely and professional manner that respects the right to confidentiality, to the extent permitted by state law, of prospects and candidates.

II. Scope

This policy applies to all GGC faculty.

III. Roles and Responsibilities

1. The Deans will determine the need for full-time and/or visiting faculty for their respective schools and communicate the request to the Senior Vice President for Academic and Student Affairs/Provost.
2. The Deans will notify the Office of Human Resources (“HR”) of position openings and the Faculty Search Committee within each school (“FSC”) of any impending full-time faculty need that has been approved by the Provost.
3. The FSC membership will be appointed by the Dean and/or supervisory authority. The membership of the committee will reflect the constituencies of the appropriate school and must include at least one faculty member from other schools or disciplines. The number of members will be determined by the supervisory authority.

IV. Recruitment Period

1. The FSC will coordinate with HR in recruitment efforts for full-time faculty. Recruitment efforts will include, but not be limited to, placement of classified advertisements in general academic outlets (for example, Chronicle of Higher Education), faculty referrals, placement of advertisements in specific discipline outlets, and recruitment at conferences, as deemed necessary.
2. At the close of the recruitment period, all members of the Committee will individually review applications.  The FSC will meet to discuss applicants and develop an ordered ranking of up to ten candidates.
3. In the process to identify applicants who will be invited for campus interviews the FSC can choose to do preliminary telephone or virtual interviews.

V. On Campus Interview and Hiring Process

1. Once the top candidates have been determined the FSC will coordinate the scheduling of campus interviews, make candidate CV’s available for faculty review, and publish a candidate interview schedule. The candidate interview process will generally include the following activities: interviews with individual faculty, interview with the appropriate Dean, interview with the faculty of the relevant school and other interested faculty and administrative officers of the College as appropriate. A formal presentation to the faculty may be included in the interview.
2. The FSC will review the Candidate Evaluation forms for each candidate. Using this and other data, the FSC will identify acceptable candidates in no ranked order and communicate the results to the Dean. Depending upon the preference of the individual Dean, the FSC may or may not rank-order or provide a specific recommendation for hire to that Dean. The Dean will review the files of acceptable candidates and select a candidate(s) for hire. The Dean will then send that/those file(s) to the Promotion and Credentialing Committee (“P&C”) for determination of initial appointment academic rank in accordance with their published policies and procedures. The P&C will notify, in writing, the Dean and the Provost of their decisions.
3. The Provost will review the candidate evaluation forms; the Dean’s recommendation for hire and initial appointment rank; and the P&C’s recommendation before individually approving or denying the right to proffer a position to the selected candidate.
4. After receiving approval from the Provost, the Dean may extend an informal offer to one or more of the acceptable candidates. This will be followed by a binding formal offer that may only be made by the HR office in writing. In the event that the candidate does not accept the offer, the Dean will either extend an offer to another FSC acceptable candidate or reopen the recruitment process.
5. The Dean will communicate the hiring decision to the FSC. Those candidates accepting offers of employment in writing will then be issued an appropriate length faculty appointment by HR. 

VI. Related Regulations, Statutes, Policies, and Procedures

Board of Regents Policy Manual 8.3.1.1 Recruitment and Appointment