Procedure for Bringing in Additional Candidates for Enhancing Faculty Diversity
January 9, 2006 (revised November 2006)
- If a search has identified a group of candidates to interview that contains one woman or underrepresented minority candidate, the committee chair may apply for support to bring in an additional woman or underrepresented minority candidate. No more than one additional candidate may be brought in for a single search.
- The additional candidate must have been on the long list developed by the search committee, and must meet with the approval of the search committee as a viable candidate. When the Dean’s office and the Faculty and Staff Affirmative Action Office are reviewing the files and approving the short list, this candidate is introduced as an addition to that list, contingent on funding.
- The search committee chair provides the name and current position and location of the candidate, as well as a justification for adding the candidate, to the Associate Vice Provost for Faculty Equity and Diversity. The AVP reviews the list of candidates slated for interview, including the additional candidate.
- The AVP submits a request for the additional interview funds to the Vice Provost for Academic Personnel, with copies to the Vice Chancellor for Academic Planning and Budget and the Executive Vice Chancellor and Provost. The amount recommended for funding is determined by the AVP, based on consultation with staff and faculty involved in recruitment.
- If the Vice Provost for Academic Personnel approves the request, funds are allocated to the Dean for disbursement to the appropriate department.
- The AVP notifies the search committee chair, the Dean, and the department chair of the decision.
Office of Academic Personnel