SEARCH AND SCREEN

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(No Transcript)
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What are you searching for?

• FACULTY POSITION Click here
• STAFF POSITION Click here (AFSCME, SPFPA,
  PNA, All Managers below 170)
• MANAGEMENT POSITION Click here
• (All Managers 170 and above, SCUPA, SUA and
  GFPC)

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Flow Chart Faculty Search Screen Process

• A flow chart of the entire faculty search and
  screen process
• (Click below)

Search Screen Flow Chart
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Important Definitions

• National Search
• Conducted for all permanent tenure-track
  positions as well as full-time, academic year,
  temporary positions whenever more than five
  months remain from the issue of the position
  control form to the time the vacancy must be
  filled. Publication in a nationally recognized
  journal is required (e.g. Chronicle of Higher
  Education). The detailed position announcement
  will be placed on the BU Homepage under
  Employment Opportunities and on the web site
  http//higheredjobs.com.

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Definitions

• Regional/Local Searches
• Are conducted when a department has, from the
  date the Position Control Form is issued, between
  six weeks and five months available to search to
  fill a temporary (part-time or full-time) vacancy
  (generally six months or less). Regional
  searches permit the publication of position
  advertisements in the states of Pennsylvania, New
  York, New Jersey and Delaware. Local searches
  are advertised in such newspapers as Allentown,
  Williamsport, Sunbury, Harrisburg, and
  Wilkes-Barre/Scranton. These searches are also
  placaed on the University Web Site under
  employment opportunities and on
  http//www.higheredjobs.com.

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Definitions

• Emergency Searches
• Are conducted for temporary positions when fewer
  than six weeks remain from the date the position
  control form is issued to the time the vacancy
  must be filled. Depending upon the length of
  time available, the position may or may not be
  advertised. A department committee will be
  formed to review the applications, and take a
  vote of the department faculty. The recommended
  candidate and application materials are then
  forwarded to the Dean.

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Definitions

• Preliminary Candidates
• The top candidates identified at the mid-search
  check with the Director of Social Equity and the
  Dean. At this stage, the list of candidates
  should reflect as diverse a pool as possible.
• Pre-Finalists
• Those individuals invited to campus for an
  interview.
• Finalists
• Those individuals who remain under
  consideration in the pool after successfully
  completing an interview.

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Faculty Search Process
Justification for Teaching Faculty

• Department requests position with Justification
• for Teaching Faculty form (click above)
• Contact Planning, Institutional Research and
  Information Management Office for data related to
  items 2 through 6 of the above form.
• Information provided includes
• Course history of proposed courses to be taught
  by the faculty replacement
• Courses taught by all faculty in the department
  over the past 6 semesters
• Course enrollment history for all courses in the
  department for the past six semesters
• Productivity Report

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FacultySearch Process
Position Control Form

• Request sent to Deans Council for recommendation
  (Deans Council meets
• every second and fourth Thursday of the
  month.)
• Provost approves PCF (Position Control Form) and
  it is sent to the Budget Office for PCN and
  budgeting of the position. (Click above for
  form)
• Position Control Form is issued to the Dean
  (within 2 business days of the Deans Council
  meeting)

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FacultySearch Process

• The Department Chairperson, in consultation with
  the Search Committee and faculty, prepares the
  job description, including qualifications.
• The Position Announcement and advertisement are
  Prepared (Click on Boxes)

Position Announcement Process
Guidelines Position Announce
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Faculty SearchProcess

• What are you searching for
• Full/Time or Part/Time tenure track National
  Search
• Full-Time, Full-Year Temporary (when 5 months
  remain from the issuance date to the time the
  position is to be filled) Regional or Local
  Search
• Full-Time One Semester, Part-Time One semester or
  Full Year Part-Time
• Do you have an established temporary pool?
• If Yes, click here. If No, continue to next
  slide.

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Faculty Search Process

• Briefing Meeting is scheduled (within 20 business
  days of the issuance date of the position control
  form)
• With Dean
• Department
• Director of Social Equity
• Director of SE reviews procedures to be followed
  for the search and answers questions from the
  Search Committee.
• Dean/Director presents the charge, discusses the
  job description and reviews the search budget,
  and reviews the advertisement.

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Faculty Search Process

• Screening Criteria and Rating Sheet are completed
  and reviewed (can be reviewed via email) (within
  2 weeks of the briefing meeting)
• By Dean
• By Director of Social Equity
• PLEASE NOTE The advertisement, position
  announcement, criteria or rating sheet, must be
  uniform to reflect consistency. No advertisement
  or position announcement will be accepted without
  the criteria or rating sheet.
• Sample Screening Criteria
• Sample Rating Sheet

Sample
Sample
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Faculty Search Process

• Approval of the advertisement can be accomplished
  via email
• The search committee prepares and forwards the ad
  to the department chairperson for approval
• The department chairperson reviews and approves
  and forwards the ad to the dean and director of
  social equity
• The dean reviews and approves and forwards it via
  email to the Provost (w/copy to Social Equity)
• The Office of the Provost places the
  advertisement.

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Faculty Search Process

• Advertisement is submitted to the Office of the
  Provost for placement in selected media (send
  hard copy with approvals and via email)
  (Completed in one day)
• The advertisement will automatically be placed
  on
• the BU Web Page under Employment Opportunities
• in HighEd Job.Com

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Faculty Search Process

• All advertisements must contain the following
• Recommendation for hiring is needed by the
  majority of the regular, full-time department
  faculty.
• Finalists for the position must communicate well
  and successfully complete an interview and/or
  teaching demonstration as judged by the
  department faculty.
• Demonstrated ability to work with diverse
  populations is preferred.
• BU of PA encourages applications from
  historically under-represented individuals,
  women, veterans, and persons with disabilities.
  AA/EEO Employer.
• Send 17 copies of t position announcement to
  Social Equity
• One Copy to Human Resources
• One Copy to the Presidents Office

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Faculty Search Process

• Interview questions for pre-finalists are
  developed by the Search Committee and reviewed
  (can be done via email) by
• Director of Social Equity
• SAMPLE QUESTIONS (Click on Box)

Sample Interview Questions
Inappropriate Questions
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Faculty Search Process

• Applications are received and letters sent
  acknowledging receipt
• (30 days minimum)
• Letters to applicants will include
• Pre-employment identification card (available
  from the Office of Social Equity. (Remember to
  fill in the AA and department before sending to
  applicants.)
• Copy of BU Campus Guide
• List of any missing items from the application
  packet
• SAMPLE LETTER (Click here)

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Faculty Search Process

• Search and Screen Committee reviews applications
  and prepares a list of preliminary candidates for
  the mid-search check.
• International/Non U.S. citizens must have a valid
  visa prior to being interviewed.
• It is not the responsibility of Bloomsburg
  University to secure this status. BU will help
  non U.S. citizens who have been offered
  employment with the H-1-b process. Contact Dr.
  Sharma, Director of International Education at
  extension 4199. At the time of appointment, the
  successful applicant, if not a U.S. citizen must
  have authorization from Immigration and
  Naturalization Services to work within the United
  States.
• Prelimary candidates are advised that the
  committee will be contacting work-related
  references.

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Faculty Search Process

• Mid-Search Check Meeting is scheduled with
  Director of Social Equity (to be scheduled within
  1o to 20 business days after the initial deadline
  for receipt of applications)
• Copies of advertisement, position announcement,
  minutes of meetings, documentation of screening
  and documentation of search, and criteria must be
  on file with Social Equity prior to this meeting.
  Copies of the top candidates files should also
  be brought to this meeting.
• INTERVIEWS CANNOT BE SCHEDULED PRIOR TO THE
  MID-SEARCH CHECK

Doc Screen
Doc Search
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Faculty Search Process

• Telephone reference contacts for the purpose of
  further screening preliminary candidates are
  conducted by the Search and Screen Committee
  members.
• Candidates should be advised that the Search
  Committee will be contacting the work-related
  references.
• Specific questions should be developed and
  consistently asked.

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Faculty Search Process

• Interviews are scheduled with pre-finalists
• Reimbursement of Applicant Travel Forms MUST be
  submitted to the Office of the Provost 7 days
  prior to the interview.

Applicant Travel Form
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Faculty Search Process

• All pre-finalists MUST have on file, or bring
  with them to the interview, the following
• Official transcripts of all coursework (REQUIRED)
• 3 Letters of Recommendation (if
• required by dean/director)
• BU Application Form (click on form)
• Payroll Statement and Reference
• Authorization Form (click on form)

BU Application Form
Payroll Statement and Reference Authorization
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Faculty Search Process

• Pre-Finalists should be scheduled to meet with at
  least the following
• The College Dean/Director
• (The Chair of the Search Committee
  should send to the Dean/Director prior to the
  Deans interview, a copy of the pre-finalists
  complete file)
• Director of HR Benefit Specialist
• APSCUF Office Manager
• Dept. Search and Screen Committee
• Chairperson of the Department
• Department Faculty
• Please note Contact the Director
  of Social Equity for details of the Veterans
  Preference Act if any pre-finalists have Veteran
  status.

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Faculty Search Process

• Reference checks are conducted via telephone on
  finalist
• Specific questions should be developed and
  consistently asked for the telephone reference
  checks and the telephone interviews with
  preliminary canidates.

Reference Check Form
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Faculty Search Process

• Department votes on the finalist to be
  recommended to the Dean/Director
• (Vote will take place within 5 days of the
  completion of interviews depending upon schedule
  of department faculty)
• Majority of regular full-time faculty must agree.
• Recommendation should be forwarded to the
  dean/director within 2 business days of the
  departmental vote
• NOTE See CBA Article 11a.2

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Faculty Search Process

• Part II of the Position Control is to be
  completely filled out and all required
  information attached and is sent to the
  dean/director.
• Required information includes
• Position control form with Part II Completed
• BU Application Form
• Official copies of all coursework
• 3 Letters of recommendation (if required)
• Detailed Resume of the Applicant
• Telephone Reference Checklist
• Documentation of Search Form (appointment)
• Documentation of Screening Form (appointment)
• Copy of the advertisement and/or position
  announcement initialed and dated by the
  Dean/Director.

Documentation of Search Appointment (Click for
Form)
Documentation of Screening Appointment (Click
for Form)
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Faculty Search Process

• Dean/Director consults with Provost/VP to confirm
  the offer (if above Step 1 of current salary
  scale) and then contacts the finalist to extend
  an offer and negotiate rank and step.
• The Search Packet is signed by the dean/director
  and hand carried to the Office of the Provost or
  VP
• The Deans office is responsible to see that all
  required information is attached prior to
  submission to the Provost.
• PLEASE NOTE If this is a temporary position and
  the individual recommended for hiring has been
  employed previously at BU, you must fill out the
  McGuire Approval Form and submit it with all
  paperwork. The Office of the Provost will then
  seek McGuire Reappointment approval from APSCUF
  Meet and Discuss.
• CLICK FOR FORM

McGuire Reappointment Form
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Faculty Search Process

• The Search Packet is reviewed and signed by the
  Provost/VP and hand carried to the Office of
  Social Equity for affirmative action review.
• The Provosts Office is responsible for
  verification of salary.

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Faculty Search Process

• The search packet is signed by the Director of
  Social Equity (or his/her designee) and hand
  carried to Human Resources for preparation of the
  letter of appointment.

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Faculty Search Process

• The letter of appointment is sent to the finalist
  for signature
• The letter will be prepared within 10 business
  days of the dean/directors signature

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Faculty Search Process

• The signed letter of appointment is received back
  from the candidate.

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Faculty Search Process

• The Department sends a thank you letter to all
  applicants notifying them that the position has
  been filled.
• SAMPLE LETTER (Click below)

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Faculty Search Process
Archive Files

• What do we do with all the files??
• The Department prepares the Search Materials for
  Archiving.
• (For process click above)

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Important Contacts

• Regarding Advertising Travel
• Sherri Valencik, Office of the Provost, 4308
• Marlyse Heaps, Office of the Provost, 4670
• Regarding Search Process
• Ms. Margaret Manning, Inerim Director, Social
  Equity, 4528
• Academic Deans
• Regarding Immigration Issues
• Dr. Madhav Sharma, Director, Intl Education,
  4199
• Regarding Veterans Preference
• Mr. Jerry Reed, Office of Human Resources, 4151
• Ms. Lisa Scott, Director, Social Equity, 4528

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Frequently Asked Questions

• How much money do we have for advertising?
• Tenure track searches have 600 for advertising.
• Temporary searches have 300 for advertising.
• How much money do we have to bring candidates to
  campus?
• Tenure track searches have 1,000 available.
  Additional funds are available for minority
  candidates (generally 500)
• There are no funds available for travel for
  temporary searches.
• Do we have any money for temporary searches?
• No there is no money available for temporary
  searches. Some funding is available for bringing
  minorities for an interview. Contact Sherri
  Valencik, Extension 4308.

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Frequently Asked Questions (continued)

• Do I have to obtain all of the additional
  information requested on the Justification for
  Teaching Faculty form for emergency and
  temporary positions?
• All of the additional information is needed for
  all searches whether they are tenure track,
  temporary or emergency. The only exception is
  for those requests for additional sections for
  enrollment needs.
• How many candidates can we bring to campus for an
  interview?
• Generally, three candidates are brought to
  campus. However, if you have funding for more,
  it is allowable.

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Faculty Search Process

• You have completed the search process for faculty
  searches.
• CLICK BELOW TO EXIT

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Temporary Pool Process

• If a department has a temporary pool and a
  position control form is issued by the Office of
  the Provost/VP for a temporary full-time one
  semester or part-time one semester or full-year
  part-time position, the following process will be
  used.
• Click to see flow-chart detail of process.

Temporary Pool Process (CLICK)
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Temporary Pool Process

• Department Chairperson contacts the Deans office
  or Social Equity to obtain Pool Approval form
• Form is completed and sent to the Dean for
  approval
• Form is sent to the Provost/VPAA for approval
• Form is sent to the Office of Social Equity

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Temporary Pool Process

• The Department develops an advertisement and
  sends it to the Dean/Director for approval with a
  copy to the Director of Social Equity.
• Once approved, the ad is sent to the Office of
  the Provost for placement in regional newspapers.
• Pools are valid for a two-year period and
  applicants can respond anytime within that
  two-year period of time.

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Temporary Pool Process

• Applicants who have submitted their application
  for the pool are not considered candidates at
  this point in time, and therefore, cannot be
  voted on by the faculty.

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Temporary Pool Process

• If the department has a temporary pool and a
  position control form is issued by the Office of
  the Provost/Vice President for a temporary
  full-time one semester or a part-time one
  semester or full year, the following process can
  be used

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Temporary Pool Process

• Search and Screen Committee reviews
• candidates in the existing pool
• A criteria rating sheet are developed by the
  Search Committee and Chairperson of the
  Department.
• The search committee selects candidates based on
  the criteria
• If unsuccessful in creating a pool, or if the
  current pool does not meet the requirements of
  the temporary position, the department will
  follow the regular search and screen process.

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Temporary Pool Process

• The Department Chair and Faculty interview
  candidates from the pool (if necessary)
• The Dean interviews candidates from the pool (if
  necessary)
• A candidate, from the pool, is recommended and
  voted on by faculty (majority needed)
• Part II of the Position Control Form is completed
  by the Department and all required
  information is attached to the position
  control form.

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Temporary Pool Process

• Items to be included with the position control
  form include
• Copy of Blank Criteria Rating Sheet
• Minutes of Search Meetings
• 3 Letters of Recommendation (if required by
  dean/director)
• Completed BU Job Application
• Official Transcripts of all coursework (required)
• Telephone Reference Checklist
• Vita
• Documentation of Screening Process (appointment)
• Documentation fo Search Process (appointment)

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Temporary Pool Process

• If the candidate has been employed at Bloomsburg
  University in the past, you will need to obtain
  and fill out a McGuire Approval Form and submit
  it along with other required materials. The
  Office of the Provost will seek approval from
  Meet and Discuss for this reappointment.
• NOTE If previously employed, the documents on
  the previous slide will not be needed because all
  documents will already be on file in the Office
  of Human Resources.
• Click for Form

McGuire Reappointment Form
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Temporary Pool Process

• Once all documents are attached and part II is
  completed, the materials are sent to the
  Dean/Director for approval.
• The Dean/Director extends an offer of appointment
  and handcarries the employment package to the
  Provost
• The Provost reviews and the materiasl are
  handcarried to Social Equity for approval.

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Temporary Pool Process

• Social Equity hand carries the materials to the
  Office of Human Resources for preparation of the
  letter of appointment.
• The letter of appointment is sent within 10 days
  of the deans signature (this may take longer if
  the applicant needs to have McGuire approval)

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Important Contacts

• Regarding Faculty Justification for Teaching Form
  
• Hugh McFadden, Institutional Research, 4054
• Karen Slusser, Institutional Research, 4055
• Regarding Advertising Travel
• Sherri Valencik, Office of the Provost, 4308
• Marlyse Heaps, Office of the Provost, 4670
• Regarding Search Process
• Ms. Margaret Manning, Interim Director, Social
  Equity, 4528
• Academic Deans
• Regarding Immigration Issues
• Dr. Madhav Sharma, Director, Intl Education,
  4199
• Regarding Veterans Preference
• Mr. Jerry Reed, Office of Human Resources, 4151
• Ms. Margaret Manning, Interim Director, Social
  Equity, 4528

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Temporary Pool Process

• You have completed the temporary pool process.
• CLICK BELOW TO EXIT

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• Requesting supervisor requests a replacement from
  the appropriate Vice Presidential area and
  receives Position Control Number from the Budget
  Office to ensure funds are available.
• Requesting supervisor receives a signed Position
  Control Form from the appropriate VP, Provost or
  the President authorizing the filling of a
  position.
• Click here for form

Merit Application Form
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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• Human Resources receives a signed Position
  Control Form, verifies the position is funded,
  prepares job postings, and advertisements if
  necessary.
• Postings and advertisements
• are electronically routed to the
• affected department head for review.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• The job is posted internally, and if necessary,
  posted externally and advertised.
• Positions are posted Mondays and Thursdays on
  designated bulletin boards, the university
  website and the job hotline.
• The S drive is used for internal bid only
  postings.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• The minimum period for posting announcements will
  be in accordance with the appropriate collective
  bargaining agreement. Postings may extend beyond
  the minimum at the request of the supervisor or
  Human Resources in order to ensure a sufficient
  applicant pool.
• Applications must be received in the office by
  430 p.m. on the closing date of the announcement
  in order to be considered. Applicant supply
  files will be used as appropriate to augment the
  pool.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• The supervisor and HRM must be in agreement to
  utilize the internal bid only posting method.
  However, those with seniority rights will be
  treated appropriately, no matter how the job is
  advertised.

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Staff Hiring (AFSCME, SPFPA, PNA and
Managerial below 170)

• Human Resources will assemble those who bid or,
  applied for a posting or were retrieved from an
  applicant supply file.
• All applicants for clerk typist positions must
  have completed the university typing test in
  Human Resources. The applicant must demonstrate
  a minimum competency (net 40 words/minute) to be
  considered.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• Human Resources will screen applicants for
  minimum qualifications prior to releasing the
  folder to the supervisor. This will include
  identifying those eligible for Veterans
  Preference.
• Internal applications will be ranked
• according to Collective
  Bargaining
• guidelines. HR will forward
  the list of qualified names with a copy of the
  applications to the hiring supervisor.

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• Prior to releasing the pool the supervisor will
  meet with HR to be briefed on the requirements of
  the selection process as monitored by HR. The
  hiring supervisor will be required to acknowledge
  receipt of the applications, and an understanding
  of the staffing procedures and Veterans
  Preference Rules.
• Please note A veteran is considered eligible
  when he/she has reached the level of the finalist
• pool. See HR for additional information on
  Veterans Preference.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• The Manager/Supervisor of the position will be
  required to acknowledge receipt of the
  applicants, the staffing procedures and Veterans
  Preference Rules.
• The interviewing supervisor or panel should have
  HR review the proposed interview questions prior
  to the interview. HR will
• have a number of sample questions
• available for review/use by the interviewers.
  

Sample Interview Questions
Inappropriate Interview Questions
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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• Managers will be responsible for reviewing
  applications to identify those best suited to be
  interviewed for the position announced.
• The supervisor will schedule a mid-search check
  with HR. At this meeting HR will notify the
  supervvisor of the pre-employment cards received
  and the race and gender composition of the pool.
  
• The supervisor will conduct the interviews and
  conduct the reference checks for those deemed
  acceptable.
• The supervisor will confer with Human Resources
  to ensure the selection of the candidate is in
  accordance with the Pennsylvania Veterans
  Preference Act.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• The supervisor will obtain the necessary
  approvals (i.e. department head, dean, VP, etc.)
• The supervisor will inform HR of the selection
  and return the applicants to HR indicating who
  was interviewed and had reference checks
  completed. The supervisor will then notify the
  successful candidate. HR will initiate the
  appropriate appointment letter and corresponding
  processes.
• HR will notify the non-selected applicants or
  bidders as appropriate.

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Staff Hiring (AFSCME, SPFPA, PNA and Managerial
below 170)

• You have completed the staff hiring process.
• CLICK BELOW TO EXIT

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC)

• When a vacancy occurs, the president or vice
  president authorizes the search and determines
  the type of search.

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Hiring Procedures Management (170 and above)
SCUPA, SUA, GFPC)

• The secretary (to the president or the vice
  president in whose area the search is to be
  conducted) contacts the Social Equity Office to
  obtain an affirmative action number and completes
  the Position Control Form and contacts the Budget
  Office of the PCN (positon control number).
  Copies are sent to Social Equity, Human Resources
  and APSCUF Office.

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Hiring Procedures- Management (170 and above)
SCUPA, SUA GFPC

• The Vice President provides information regarding
  recruitment, advertising, and travel funds.
• The director in whose area the search is being
  conducted prepares a position description,
  defines the qualifications, and verifies the
  classification and salary range. Searches should
  not be started until the position is classified.
  
• If the position being searched is a replacement
  position, the administrative unit should use this
  opportunity to reassess its needs

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Recruitment funds are generally available for
  committees across campus which interview
  candidates of color or women in under-represented
  departments for a permanent position.
• Contact the executive assistant to the provost
  for details at extension 4670.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Contact the appropriate vice presidents office
  for information about the advertisement and
  travel budgets.
• If travel expenses for interviews are to be paid
  by the university, the search and screen
  committee chairperson should contact the
  appropriate vice president at this time to
  clarify the procedures regarding payment of
  expenses.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• The director responsible for the search
  identifies a search and screen committee.
• Search committees should reflect the group
  representation (including women and racial/ethnic
  minority group members, even if they are not
  members of the office/unit). The committee chair
  and clerical support staff are appointed by the
  director.
• APSCUF representation will be requested to serve
  on search and screen committees for filling
  positions that are related to or impact on
  faculty interests. (See APSCUF Memorandum of
  Understanding 11-13-86).

Memo of Understanding
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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• First Search and Screen Meeting the
  VP/supervisor
• gives the charge to the committee and discusses
  job description elements.
• informs the committee of the salary and the exact
  title of the position.
• provides the cost center code from which search
  expenses will be paid and the amount of money
  that will be available to conduct the search.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• During the first search and screen committee
• A committee chair and secretary are selected.
• Secretary will be responsible for taking minutes
  of all meetings and forwarding them to Social
  Equity.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• The search committee chair contacts the social
  equity office and invites the director to conduct
  a briefing of the search and screen process as
  monitored by the social equity office.
• Briefings are required of all searches. Briefing
  meetings may be waived upon request or conducted
  as deemed necessary by the Director of Social
  Equity.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Briefing Meeting
• Search Committee presents a draft of the position
  announcement, job ad and initial rating/criteria
  sheet
• Director of Social Equity must approve the
  position announcement and job advertisement prior
  to their submission for publication (See
  guidelines for preparing the Position
  Announcement and Advertisement).

Ad Placement
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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Each search will carry the following statements
  as final qualifications
• Demonstrated ability to work with diverse
  populations required
• Finalists for this position must communicate well
  and successfully complete an interview.
• Bloomsburg University of PA is an AA/EOE.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• The position announcement and advertisement are
  forwarded to the appropriate vice president for
  approval and to the director of social equity for
  approval.
• The position announcement is submitted to
  newspapers and/or professional journals.
• A purchase request to pay for the ad should be
  submitted to the senior manager in whose area the
  search is being conducted.

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Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Search Committee should provide 20 copies of the
  position announcement to Social Equity Office.
  An electronic copy should also be submitted to
  HR.
• For SCUPA A copy of the posted notice shall be
  sent to the designated campus representative of
  SCUPA where the vacancy occurs and to the
  President of SCUPA. In addition, notice of the
  vacancy shall be sent to each university by email
  for positing until the regular posting notice is
  received.

77
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Upon receipt of applications, each applicant is
  sent
• a letter of acknowledgement,
• a Pre-employment Identification card
• a copy of the current BU information sheet
• any other supplementary information describing
  the administrative unit.

78
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• The committee reviews applications and prepares a
  list of Pre-Finalist candidates (approximately
  6-8) for the affirmative action mid-search check
  with the Director of Social Equity. This list
  will include the committees top four (4) choices
  plus two (2) alternates. In addition, the search
  chair will prepare the Mid Search Documentation
  of Search and Screening Form for the mid-search
  check.
• CLICK FOR FORMS

Documentation of Search Mid-Search (Click for
Form)
Documentation of Screening Mid-Search (Click for
Form)
79
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Mid-Search meeting is scheduled with the Director
  of Social Equity (done before any candidates are
  invited to campus)
• Director will notify the chair of the number of
  pre-employment cards received and the race and
  gender composition of the pool.
• Applications may be reviewed by the Director of
  Social Equity and Vice President/President if
  deemed necessary.

80
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Telephone reference checks are conducted on
  pre-finalists by the search
• committee chair and/or committee members.
  Finalist candidates may
• also be further screened by a brief telephone
  interview with the search committee and/or
  members before the determination is made to
  invite candidates to campus.

81
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC
Interview Questions

• Interview Questions
• Set questions should be developed and
  consistently followed for the telephone reference
  checks and the telephone interviews with finalist
  candidates. (A different set of questions will
  be developed for the on-campus interview.)
  Questions should be reviewed by the Director of
  Social Equity and/or Human Resources.
• Candidates should be advised that the committee
  will be contacting the work-related references.

Inappropriate Questions
82
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC
BU Application FormS

• The BU Application Form and
• reference check list are sent to pre-finalist
  candidates invited to campus with instructions to
  bring the completed
• forms to the interview.
• Interviews are conducted.
• Requests for proof of reimbursement of travel
  expenses for the candidates should be made while
  they are on campus.

Reference Authorization
Travel Reimburse Form
83
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Contacts are made with the three individual names
  by the candidate on the reference authorization
  form. Additional calls should be made following
  the interview to the candidates current and/or
  previous supervisors or other persons who can
  offer evaluative comment.
• Candidates must be informed that other persons,
  beyond the references provided, may be contacted.
  
• Along with the written recommendations, the
  committee should submit the reference
  authorization form returned by the candidate to
  the dean/supervisor.

84
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• Following interviews, the name(s) of finalist
  candidate(s), receiving a favorable
  recommendation by the search committee, are
  forwarded to the supervisor/vice president, in
  writing, who makes the final reference calls
• Please NOTE Veterans must receive special
  consideration. Contact the Office of Social
  Equity for details at extension 4528.

85
Hiring Procedures Management (170 and above)
SCUPA, SUA GFPC

• The supervisor responsible for the search informs
  the chosen finalist candidate that he/she is
  being considered and contact as the candidate to
  ascertain his/her continued interest in the
  position. The supervisor extends the offer to
  the candidate and negotiates both rank and salary.

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Important Contacts

• Regarding Advertising Travel
• Sherri Valencik, Office of the Provost, 4308
• Marlyse Heaps, Office of the Provost, 4670
• Regarding Search Process
• Ms. Margaret Manning, Interim Director, Social
  Equity, 4528
• Academic Deans
• Regarding Immigration Issues
• Dr. Madhav Sharma, Director, Intl Education,
  4199
• Regarding Veterans Preference
• Mr. Jerry Reed, Office of Human Resources, 4151
• Ms. Margaret Manning, Interim Director, Social
  Equity, 4528

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• THE END