Deans

1
Deans Chairs Workshop on Academic Personnel
(1/29/04) FACULTY SEARCHES OVERVIEW
TOPICS

• Brief Items of Interest
• Request for Faculty Search
• Waivers of Search
• Application of Affirmative Action and Proposition
  209 to Faculty Search Process
• Tightening Up the Search Process/Data Needs

2
BRIEF ITEMS

• -Faculty Career Development Awards
• -Regents Professors and Lecturers Visas
  other info. Go to (www.faculty.diversity.ucla.ed
  u)
• Spousal/Partner Employment (Generally
  nonAcademic)
• -Higher Education Resource Consortium
• -UCLA Alumni Association
• Data Requests No historical data.
• 4. Availability Data-See website

3
Request for Regular Rank Faculty Search

• OP requests campuses to implement process
  requiring Deans to obtain EVC approval for each
  faculty search.
• From chair to Dean who approves and submits to
  EVC.
• Form (JUSTIFICATION TO OPEN LADDER FACULTY
  SEARCH) for request, but an accompanying letter
  covering information okay (form includes
  instructional need, research need, related o
  multi-disciplinary objectives, and information
  regarding school/division, department, field,
  rank, and start date.) Each search will be given
  a unique ID .

4

• Benefits Greater control on FTE campuswide,
  greater budgetary control, improves centralized
  knowledge of ongoing faculty searches (rank/areas
  etc.) IDs will assist in tracking each search
  until its completion.

5
Waivers of Search
Search Approved
National Search
Waiver of Search Request

• Why? Have identified candidate want to appoint.
• What Criteria? 1) Excellencecandidate would
  emerge as (or one of) the top candidate in
  national search. 2) nondiscriminationmeets
  federal affirmative action guidelines.
• How? Submit request to AVC-FD through APO.
• Request why waiver to appoint a particular
  candidate.
• Rationale for particular candidate Include vita
  of individual, supporting documentation, 1-2
  outside letters to support excellence, address
  affirmative action.
• If approved, prepare dossier for CAP approval.
  If not approved, full search required.

6
REVIEWING THE SEARCH PROCESS
Application of Affirmative Action
(Nondiscrimination), and Proposition 209 (no
preferential treatment/gender URM)

• AFFIRMATIVE ACTION PROPOSITION 209
• (Recruitment)
  (Selection)
• Faculty Committee 1. Approved
  applicant pool
• Broad Advertisement 2.
  Rationale/nonselection
• Note Availability Data 3. Selection
  Pool
• Has outreach been broad 4. Offer and
  follow-up
• and inclusive?
  

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Tightening Up the Search Process

• Responsibilities of Deans/Chairs
• Recruitment
• Insure inclusiveness of search committee (may
  include faculty from other departments,
  professional schools or when appropriate
  corporate/professional world).
• Approve ad.
• Committee/Staff Seek out ad placements that
  will draw the broadest/inclusive pool (keep list
  of all places ads placed and/or special contacts
  made) review availability or placement goal
  data (see www.faculty.diversity.ucla.edu).

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• Before selection begins, Deans/Chairs must insure
  outreach has been broad and inclusive, (i.e.
  availability data used as guideline to applicant
  pool composition).
• SIGNED COMPLIANCE FORM BY DEAN/CHAIR SIGNIFIES
  APPROVAL TO MOVE TO NEXT STEP
• Note This part of the compliance form should
  provide information on who made up the committee,
  where the ads were placed and other outreach
  efforts, and the characteristics of the pool to
  the extent possible.
• Each approved search will be have an
  identification number, please indicate the search
  ID so the we can track the full process.

9
After Approved Applicant Pool Selection Process
Begins (Proposition 209 implemented)

NEW ADDITION For the Selection Pool Only (short
list), need name, gender, URM if known, and
outcome.
Dean approves final faculty selection and signs
second part of compliance form, assuring that the
above data is completed. (Forwards w/dossier
compliance form (both recruitment and selection)
with copy of ad..