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Basic Principles
To foster academic excellence and shared governance, the
faculty (tenured and tenure-track) shall participate fully in
the selection of all academic administrators. The process of searching
for and appointing persons to academic administrative positions
must conform to the Affirmative Action Plan of the University
and all prevailing governmental regulations. Appointments will
be made only after (1) the evaluation by and advice of the faculty
and (2) the advice of a search committee as described below. The
primary objective of every search will be to employ the best available
person. Therefore, in searches for deans and academic officers
at the level of vice chancellor, qualified individuals will be
sought from both inside and outside the University
Deans and Vice Chancellors
When a vacancy occurs or is impending, the Provost will consult
with the faculty of the relevant unit and with the Executive Committee
of the Faculty Senate to determine the conditions of the search.
The faculty of the relevant unit shall by secret ballot nominate
individuals to serve on the search committee. The Executive Committee
will conduct the ballot and will select from the nominees six
faculty to serve on the search committee. When appropriate, faculty
or non-faculty members representing other University constituencies
will be selected by the Provost in consultation with the Executive
Committee of the Faculty Senate. The selection process will conform
to the Affirmative Action Plan of the University and all prevailing
governmental regulations. All search committees will be limited
to no more than ten members, and faculty members will constitute
a majority. As soon as the search committee is formed, the Provost
will announce the membership of the committee to the university
faculty.
In consultation with the Provost, the search committee will select a chair, establish the criteria for the position, appropriately announce and advertise the opening, coordinate the review and evaluation of candidates, reduce the applicants to a short list of the better qualified, arrange campus visits, consult with the faculty in the relevant unit about the candidates, and report its recommendations to the Provost in whatever order or ranking it deems appropriate.
Appointment
The Provost will meet the candidates brought for campus interviews,
consult widely with the faculty in the relevant unit, and meet
with the search committee to discuss its assessments of the candidates
before making a hiring decision. Except in extraordinary circumstances,
the Provost will recommend only a candidate or candidates who
have the support of the faculty of the relevant unit; and the
Chancellor, upon the recommendation of the Provost, will approve
a candidate who has the support of the faculty of the relevant
unit. Faculty support shall be determined in a manner specified
by the faculty of the relevant unit, or by the search committee
in the absence of a faculty policy. If at any stage of the process,
between the search committee's recommendation and the Chancellor's
decision, either the Provost or Chancellor rejects any of the
candidates previously approved, that officer will meet with the
search committee to discuss the candidate and explain the reasons
for rejection. If reopening the search should be necessary, the
supervisory officer will confer with the Executive Committee of
the Faculty Senate and the search committee to decide how to proceed.
Searches for permanent appointees to vacant positions will begin as soon as practicable. Only when unavoidable, and only after consultation with the faculty of the relevant unit and the Executive Committee of the Faculty Senate, an interim or acting appointment may be made to fill the position until the normal search process is completed. Such interim or acting appointments will not last more than one year without the concurrence of the faculty of the relevant unit and the Executive Committee of the Faculty Senate.