New Mexico State University is dedicated to providing equal employment opportunities in all areas of occupation without regard to age, ancestry, color, mental or physical disability, gender, serious medical condition, national origin, race, religion, sexual identity, sexual orientation, spousal affiliation, or veteran status, according to state and federal laws. NMSU’s Strategic Directions and Targets identify the following specific Mission-
Supporting Goals:
- Attract, develop, reward, and retain a high-quality faculty and staff.
- Increase the diversity of NMSU’s faculty and staff with the goal of having NMSU’s employee profile represent the appropriate market pool in terms of race/ethnicity, gender, and people with disabilities.
Purpose of a Search Committee: to ensure that the search process is fair and equitable to all and leads to the recruitment and selection of the best qualified candidate.
Faculty
The Office of the Executive Vice President and Provost and Human Resource Services has developed the following web resources for faculty:
- Academic Personnel (HR resources for faculty)
- Search Committee Advisory Guidelines (faculty recruitment)
Staff
Selection Committee Recommendations: In an effort to maintain efficiency and effectiveness of resources at New Mexico State University, Human Resource Services and the Office of Institutional Equity recommend the following processes be adopted as the standard for establishing a Selection committee involving and including the selection process. However, NMSU Management should evaluate each vacancy separately based on uniqueness of the position; and for factors as cross-departmental relationships, external university interactions, or underutilization to determine if a different selection process is needed. Please keep in mind, that Central Administrative approval is required prior to extending any offer of employment.
Entry Level Positions (Pay Grade Levels 1 – 6)
Selection Committee size: No more than two (2) employees involved in selection
Selection Committee members: Immediate supervisor (IS) and if needed, next level supervisor (NLS) approval
Process and Roles:
- IS works with Department HR Liaison on all aspects of selection including E-hire, position announcement and posting
- IS reviews and ranks qualified applicant resumes/applications*
- IS conducts reference checks on applicants to be interviewed
- IS conducts candidate interviews
- IS makes finalist recommendation to NLS
- NLS reviews recommendation then approves or denies hire
- If denied, IS submits another recommendation or conducts second round of interviews, until NLS approves hire
- IS makes employment offer to finalist
*HR Services is responsible for screening all non-exempt applications for minimum qualifications
Mid Level Positions (Pay Grade 7 – 15)
Selection Committee size: two to five (2-5) members
Selection Committee members: Selection Committee (SC) may include immediate supervisor, departmental colleague(s), or other campus employees who has expertise in the related field or work directly with selected candidate.
Process and Roles:
- IS works with Department HR Liaison on all aspects of selection including E-hire, position announcement and posting
- IS reviews, screens and ranks applicant resumes and determine interview candidates
- IS and SC conduct reference checks on finalists
- IS and SC conduct candidate interviews
- IS and SC makes finalist recommendation to NLS
- NLS reviews finalist recommendation then approves or denies hire
- If denied, IS submits another recommendation or IS conducts second round of interviews with the committee, until NLS approves hire
- IS makes employment offer to finalist
Senior Level Positions- (Pay level 16 and above) Executive Staff
Committee size: Three to seven (3-7) members
Committee members: For non-academic administrative positions, persons who will be subordinates, peers, and/or superiors of the person selected may serve on the Selection Committee (SC). When a Dean/Executive/Vice President/Vice Provost/Campus Executive Officer of a university is sought, it is customary to include subject matter specialists as well as prospective peers and supervisors. Every effort will be made to balance the SC with members of underrepresented groups.
Process and Roles:
- IS works with Department HR Liaison on all aspects of selection including E-hire, position announcement and posting
- Establish diverse committee: members and chair
- SC determines position authorization and position announcement
- SC develops timetable
- SC selects diverse advertising to recruit qualified candidates
- SC conducts review, screening and ranking of candidates
- SC conducts reference checks
- SC prepare and conduct round of informal/formal interviews
- SC makes recommendation of top three candidates to final hiring authority
- Hiring authority conducts second round of interviews
- Hiring authority selects finalist and makes offer