Role of the Role of the Department Head

Introduction to the Search Process

Search Process

Roles in Search Process

After the Search

Recruitment Resources

Appendices

Office of the Provost

Hiring & Recruitment Toolkit

For the specific details regarding the actual hiring procedure, please visit the Regular Faculty toolkit.

Faculty Hiring Policies

When hiring new faculty, all involved personnel, including administrators and search advisory committee members, must comply with University policies and procedures, as well as college specific guidelines.

Retention of Records

Retain all applications and records of employment decisions within the employing unit for a period of three (3) years from the date of the decision.

  

Deans, department heads, search advisory committee members, and other department members play an integral role in the recruitment and retention of new faculty so it is imperative that they are aware of specific assignments that need to be completed. In the following table, the search process is explained per role in three phases: before the search, during the search, and after the search.

Before the Search: During the Search: After the Search:
Review NMSU procedures for searches and hiring Participate in the on-campus interview of all finalists. In conjunction with the chair of the Search Advisory Committee, conduct an assessment of each faculty hire to ensure that the proper steps were followed in the process.
Construct a diverse Search Advisory Committee that has representatives from the campus community (i.e. students, staff, internal and external faculty members).
Appoint the chair of the committee, the chair will play a significant role in the process, and sets the tone and pace of the committee work. Ensure that the chair meets the requirements needed to serve as a chairperson. Chairperson must be a tenured faculty in order to serve as the chairperson for any tenure track faculty position.		 Meet with the chair of the Search Advisory Committee (and with the committee, if necessary) to monitor the search process. Summarize the reasons why the job offer was accepted (or not accepted) by the selected candidate(s); share this information with the dean.
Provide an overview of the mission and vision of the department to the Search Advisory Committee. Share department and university policies with each candidate (e.g., P&T document, mentoring program, work/life issues). Create a welcoming environment for the new faculty member.
Construct the job description, that provides the candidate with the duties and responsibilities that will be expected. Keep the dean of the college abreast of the current status for searches. Periodically meet with the new faculty member to assess the adjustment process.
Meet with the Search Advisory Committee to discuss the goals, objectives, timeline, budget, expectations, and proper procedures of the search and hiring process.