Tenured and Tenure-Track Recruitment - Liberal Arts Resource Center (2024)

High-Level Overview:

FACULTY RECRUITMENT

• All jobs must be posted, at a minimum, on https://www.interfolio.com/. (COLA Faculty Posting Process)
• Required Faculty Recruiting and Hiring Processes 2023

FACULTY CANDIDATE INTERVIEWS

• All T/TT candidates meet with one of the deans (meetings may be conducted via Zoom). Information on faculty candidate meetings with the Deans was sent via separate email and is posted on theList of Deanssection of the COLA website.

CAMPUS VISITS

• Departments may invite finalists to campus for in-person visits or conduct interviews virtually. Faculty candidates who visit campus must adhere to allUniversity Travel Guidelines and are asked to follow guidance of the Centers for Disease Control and Prevention.
• Departments may request funding support from the Dean’s Office for faculty candidate visits. Submit a Special Funding Request (SFR) for reasonable expenses* in advance of the visits:
• Submit via theSFR system
• Use commitment typeADMN – Administrative Commitments
• In the description field inputFaculty Recruitment
• Attach a detailed budget (*reasonable expenses may include: airfare/transportation, hotel costs, limited meals/entertainment expenses adhering to UT and COLAentertainment policy)

HIRING PROCEDURES OVERVIEW

• NOTE: For full step-by-step details of this process and its requirements, please see the TTT PAR wiki.

• Once all interviews are complete and a final candidate has been selected:
  • Departments should begin negotiating terms of the offer with Associate DeanSteve Hoelscher and begin preparing materials for the PAR.
  • Sr. Staff will inputapproved offer termsinto theFaculty Offers Database.
  • Once negotiations are complete and offer terms are finalized, submit the Offers DB record, APP the PAR in DEFINE, andupload the PAR packet and draft offer letterto COLA HR for review and approval.
• Whenhiring faculty with tenure:
  • NOTE: Full details of this process and its requirements can be found on our Hiring Faculty with Tenure wiki.
  • As soon as a successful candidate is identified, departments must submit preliminarymaterialsvia Associate DeanSteve Hoelscherfor Tenured Candidate Pre-Review process.
  • Once pre-review is approved from the Provost’s Office, COLA HR will notify the department and provide instructions to upload materials for the New Hire Tenure Review file. When all of the materials are assembled, COLA HR will arrange the ad hoc tenure review and will notify the department of the result.

• Upon final approval of the PAR, the official job offer can be extended to the candidate.

CONTACTS

• General questions:COLA HR
• Meetings to discuss recruitment/hiring terms: Steve Hoelscher; schedule viaHannah Young

Purpose

To provide policies and procedures for posting faculty search advertisem*nts onInterfolio.

Relevant Definitions:

Interfolio:https://www.interfolio.com. The approved university platform for advertising open faculty searches.

• For new users: To request access to Interfolio, please send name, EID, department, and reason needing access to cola_hr@austin.utexas.edu.

Job ID:5-digit number tied to every posting created throughInterfolio

FRD ID: 4-digitFaculty Recruitment Databasenumber recording approval to conduct a faculty search

• For new users: To request access to the Faculty Recruitment Database, please send name, EID, department, and reason needing access tocola_hr@austin.utexas.edu.

Process:

1. Dean determines faculty lines for which departments have permission to recruit and notifies chairs; specifies materials to be submitted for each search:
   1. Hiring Summary - the department's plan for the recruitment
   2. Draft job advertisem*nt (ad)
2. Department chair submits requested materials to the Associate Dean for Academic Affairs.
3. Deansreview submitted materials and inform department chair the search is authorized to proceed, or request more information.
4. Upon dean’s approval, COLA HR reviews draft job ad.
5. COLA HR returns draft advertisem*nt to department with any recommended revisions, repeating until all parties agree on language. Minimum job posting expectations include:
   1. Brief but descriptive title capturing the essence of the search
   2. Precise contours of the search relevant to rank and title
   3. Clear statement delimiting areas of expertise under consideration
   4. Clear statement of position expectations and duties to be performed
   5. Clear statement of degree requirement
   6. Statement of criteria on which the hire will be made
   7. Clear statement of materials required for a complete application. If additional materials might be requested of finalists or a short-list, this must be stated.
   8. Clear statement as to whether there is a firm application deadline or whether applications will be accepted until the position is filled and, if so, when review of applications will begin.
   9. Statement that salary iscompetitive andcommensurate with experienceand qualifications.
   10. Statement that position funding is subject to budget availability
6. Department submits job posting for review in Interfolio. (For Interfolio help, see Provost's help page.)
7. COLA HR double-checks job ad, approvesInterfolioposting, and sets status to “accepting applications.”
8. COLA HR creates an FRD record documenting approval of the search in the database.

COLA Faculty Recruitment Database

Note: To access web- or FileMaker Pro-version of the database off-campus, you must be logged into VPN.

COLA HR Faculty Recruitment Training Materials:https://utexas.box.com/s/fnkoinh8f5xvrvqq2nxq6q8ahfeyxqne

Interfolio Faculty Search Guide:https://product-help.interfolio.com/m/27443

Provost resources forInterfolio:https://support.faculty.utexas.edu/category/d85tg2p7iu-interfolio