It is therefore crucial for us to act positively, pro-actively, affirmatively, to find outstanding faculty. Teachers and scholars who contribute to our campus’ diversity are in especially short supply and, further, may not normally apply for a position at a college like Kalamazoo without special encouragement. The very best potential candidates will have to be discovered and courted if the quality of our faculty is to be maintained. Our common interest in both the fairness of the search and in the wellbeing of the institution is advanced by the care to which the Provost and each member of the search committee adhere to these best practices. This document presents best practices for a process that allows the Search Committee to make recommendations based upon a clear understanding of search criteria and a thorough understanding of applicant qualifications. A faculty search may determine the curricular future of programs for the next 30 or more years. How will the committee’s recommendation advance the strategic goals of your program or school?ī.Finding outstanding new colleagues is among the most important things we can do for the future of Kalamazoo College. For all finalist candidates, include materials pertaining to their application and review (CV and cover letter, reference letters, evaluation materials, etc.)Ī. List their accomplishments as relative to your top candidate(s) of choice ii. Include materials pertaining to their application and review (CV and cover letter, reference letters, evaluation materials, etc.) List their accomplishments with respect to your criteria for the position, as described in your position ad ii. Including but not limited to any job talk, student input, record of scholarship or creative work, teaching record, reference letters, etc. Candidate evaluation, materials, and recommendation May include summary of committee evaluation forms if used during your deliberationsĬ. Include the overall, anonymized count of any committee or faculty vote ii. Outcome of your committee deliberations i.At what stage in the search process was faculty input sought? How did the committee gather input on your candidate pool from other faculty either within or outside of your department? ii. Were you satisfied with the size and composition of your candidate pool? Include description of creative or proactive efforts utilized to broaden your outreach. Outreach, advertising and search execution Describe the search and summarize the committee’s recommendationī. XXXXX Position DATE XXXXX, Chair XXXXX, Equity Representative List of Committee Members I. Search SummaryĪ. Award for Exemplary Faculty Service Overview.Award for Excellence in Diversity and Equity Overview.Award for Excellence in Diversity and Equity.Award for Curriculum Innovation Overview.Resources for Pandemic Impact and Recovery.Getting Started: New Faculty Onboarding Checklist.Four Foundational Principles of Mentoring Practice.
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