|Current Status: Active PolicyStat ID: 1578627|
Procedure for Faculty Searches
Claremont Graduate Universit y Procedure for Faculty Searche s
Office of the Provost and Vice President for Academic Affairs
January 23, 2007/November 15, 2007/May 4, 2015
Note : These procedures are to be followed for all faculty searches at CGU. Deans and Search Committees shall also comply with the "Guidelines for Diversity Procedures in the Faculty Search Process" and submit the appropriate forms contained in that document (attached or available in the CGU Handbook, www.cgu.edu/handbook ).
A copy of the following publications will be given to each search committee chair and the chair of the AADC. These publications will be returned to the Office of the Provost upon completion of the search: (Publications Distributed November 2007: Diversifying the Faculty: A Guidebook for Search Committees , Caroline Sotello Viernes Turner, Association of American Colleges and Universities, 2002; "Solo" Faculty: Improving Retention & Reducing Stress , Jo Ann Moody, www.DiversityOnCampus.com , August 2007; Demystifying The Profession: Helping Junior Faculty Succeed , JoAnn Moody, Faculty Diversity: Problems and Solutions, Revised 2007; Rising Above Cognitive Errors: Guidelines for Search, Tenure Review, and Other Evaluation Committees , JoAnn Moody, www.DiversityOnCampus.com , Revised 2007.
(all correspondence by (e)mail should be copied to Carol Suter, Assistant to Provost)
CLAREMONT GRADUATE UNIVERSITY
STRATEGIES TO INCREASE DIVERSITY
IN FACULTY APPLICANT POOLS
Updated May 2015
Challenge: create the largest possible pool of high-quality and diverse candidates, including scholars whose research, background, ethnicity, or gender takes the university or an individual school, department, or discipline out of the "status quo."
These suggestions supplement the "Guidelines for Faculty Diversity Procedures in the Faculty Search Process" in the CGU Institutional Handbook ( www.cgu.edu/handbook).
It is often the case that more "diverse" candidates may be found at the junior level.
Therefore search committees should consider rank issues very carefully when constructing the position description.
The position announcement will include not only "CGU's approved affirmative action/equal opportunity employer," statement, but also a statement that the school and department is interested in scholars and teachers whose work will enhance the diversity goals of the institution. The current statements that must be included in all position advertisements are in the Appendix. These statements are regularly reviewed and modified as appropriate by the AADC, the Provost's Office, and legal counsel.
Search committees should keep a record of where advertisements were placed, and this should be submitted to the AADC chair along with Form B1. Candidates who would contribute to the diversity of the university should be invited in writing to apply. A list of such individuals should be turned into the AADC as an attachment to Form B1.
Advertise not only in the Chronicle for Higher Education and other publications reaching large audiences, but also in publications directed specifically toward one discipline or toward female and minority candidates. Possible resources include:
The Chronicle of Higher Education - Considered the number one job-information source for college and university faculty. $132 per inch for column ads, $215 plus $1.35 per word for line ads.
Southern California HERC (higher education recruitment consortium) - CGU is a member. Members advertise free.
INSIGHT into Diversity - INSIGHT into Diversity is the oldest and largest diversity magazine and website in higher education today. The site serves as a comprehensive recruiting vehicle, connecting employers to highly qualified individuals regardless of demographics. $9.95 for one year subscription. Advertising specs posted on website.
Diverse - (formerly Black Issues in Higher Education) - Comprehensive directory of all higher education job vacancies. $225 for 2" wide ad, $2260 for a full-page ad.
The Journal of Blacks in Higher Education - See current listings and advertising. $195 for 2" wide ad, $1275 for a full-page ad.
The Hispanic Outlook in Higher Education - Considered the number one job-information source for Hispanic applicants. $405 for 2" wide ad, $3600 for a full-page ad.
Society for Advancement of Chicanos and Native Americans in Science - Website lists employment opportunities. $300 for basic 30-day 500 word ad, $3000 for a full page ad.
Women in Higher Education - Suggested 12,000 readers each month.$559 for 1/6 page ad, $1499 for a full-page ad.
Association for Women in Science - founded to expand educational and employment opportunities for women in sciences. 30-day single listing: $300; 5 pack of 30-day single listings $1,350.
IMDiversity Career Center - African-American, Asian- American, Hispanic-American, Native-American, Women, and Minorities job opportunities. $200 for 90-day job post.
Composition of Search Committee
As each school or department prepares to search for a new faculty colleague, the current faculty needs to have a conversation about the academic and cultural value of diversity to the university and to the specific school, department, and discipline.
Deans and department chairs should make every effort to nominate a search committee that is broadly representative and diverse.
In cases where the hiring school or department does not have a sufficiently diverse faculty itself, the chair or dean should consider adding faculty members from other CGU fields or from the other Claremont institutions.
The Affirmative Action and Diversity Committee representative should not only monitor the process for compliance with current procedures and expectations, but also to ensure that the academic and cultural value of faculty diversity is considered and discussed.
Work of the Search Committee: Recruiting Applicants
Networking to identify diverse candidates: Individual contacts through individual networks and academic connections. Search committee members should be aware that their own networks may not be sufficient for identifying and encouraging applicants of color. Upon request, AADC will assist the chair in identifying applicants of color who can be invited to apply. Broad representation on search committees, as well as efforts to "get the word out" beyond personal networks are important.
Each member place phone calls, send e-mails to individuals and lists, make follow- up contacts in order to identify promising scholars.
Consult with members of the CGU and Claremont Colleges' faculties.
Search committee members make direct contact with potential applicants.
Conferences and professional meetings: Attend papers by minority and female scholars, talk to individuals about CGU and your position.
Follow-up in writing and/or a telephone call.
Tracking applicants: Information card sent to each applicant, and AADC data sheet completed.
Directory Resources and Mailings: The Provost's office will make available the Minority and Women Doctoral Directory for discipline-specific information on female and minority Ph.D.s by field. See sample page attached.
New Scholarship: Search committee members should make every effort to familiarize themselves with new scholarship and new directions in research within their fields, in order to help identify promising new Ph.D.s and junior or associate-level faculty.
During the Campus Visit
Arrange for conversations with other faculty of similar background, interests, if possible.
Organize on-campus interviews so that the African-American, Latino/a, and Asian candidates meet with groups of professors involved in the intercollegiate ethnic studies departments. In this way the candidates have a sense of the larger community of scholars of color in Claremont.
After the Hire
In addition to developing strategies for recruiting diverse faculty members, the university commits to mentoring junior faculty, ensuring that they have a good experience at CGU, and working toward their successful tenure and promotion.
Statements that must appear in faculty position announcements