(please also see http://provost.lafayette.edu/faculty-recruitment/)

From Section 4.5 of the Faculty Handbook

4.5.1 Principles: Faculty recruitment is undertaken to meet established institutional and department programmatic needs (see Section 4.1.4.1) and should occur only when administrative, departmental, and faculty consensus has been reached on the terms and conditions by which that need will be met. A proper search and selection process should be directed toward achieving the goals of the institution and except as specified in Section 4.5.3 should at the same time assure each potential candidate the opportunity for a full, fair, and equitable consideration. The objectives are normally met by: (1) proper professional representation in the search and selection process; (2) an explicit description of the position to be filled; (3) appropriate publicity concerning the vacancy including meaningful communication directed toward female and minority candidates; (4) adequate evidence of candidate qualifications; (5) fair, comprehensive, and prompt evaluation of all candidates. [Added 1983; 07-41]

*4.5.2 Search Committee: For positions which are to be filled by appointment at the rank of Instructor, Assistant Professor, Associate Professor, or Professor, a search committee shall be appointed by the Dean of the Faculty in consultation with the Department Head. This committee shall include the Department Head, a senior member of the department, a senior member of a related department, and other faculty members as deemed appropriate. Where possible, a junior faculty member will be included on the search committee, as will women and minority faculty members. Departures from this pattern shall occur only with the approval of the Provost. [Added 1983, 92-25, 07-41] [Revised per Provost]

4.5.2.1 The Search Committee will:

4.5.2.1.1 Recruit candidates by notifying professional societies and graduate placement offices of the vacancy using the job description referred to in Section 4.3.7.1; the Department Head and the Committee are responsible for making sure that minority and female candidates are sought actively through advertising and other recruiting; the Vice President for Human Resources should be consulted as to appropriate advertising and other means by which the requirements of the Equal Employment Opportunity program may be met. [Added 1983]

4.5.2.1.2 Review applications and select the best qualified candidates for interviews on campus, interview candidates, and, where possible, arrange for presentations by them in a teaching situation to which students and faculty are invited. [Added 1983]

4.5.3 Target of Opportunity searches. In exceptional cases, a “target of opportunity” recruitment program will facilitate the recruitment of candidates whose potential interest in the College is identified outside a normal search process. [Rev. 07-41, 11-19]

*4.5.3.1 A department or program may, at any time, propose an individual’s candidacy. After considering the candidate’s merits, particularly his/her potential for contributions to teaching, scholarship, and service, and after determining that there is strong support for the candidate, the department/program will forward a written proposal to the Dean of the Faculty. The proposal shall include evidence of the strength of the department/program’s support of the candidate and, if applicable, commentary offered by department/program members who do not support the decision to recruit the candidate. The proposal must include the signatures of all members of the department/program that is submitting it. Any member of the department/program may write an individual letter for inclusion in the proposal; all such letters will be made available to all members of the department/program prior to submission of the proposal to the Dean of the Faculty. [Rev. 07-41, 21-21] [Revised per Provost]

4.5.3.2 The proposal must demonstrate that the candidate is exceptional in his/her field and/or that he/she is likely to have an exceptional impact on the strategic goals of the College; these goals may include, but are not limited to, diversifying the Faculty. The proposal must justify the need to hire the candidate outside of a normal search process and must provide all reasons underlying the department/program’s decision to utilize the Target of Opportunity recruitment program.  [Rev. 07-41, 12-21]

4.5.3.3 The proposal must include the candidate’s curriculum vitae and an assessment of his/her professional accomplishments. The proposal must also include an explanation of the teaching and scholarly contributions that the candidate can offer to the College, and an explanation of how hiring the candidate will advance the College’s strategic initiatives. [Rev. 07-41, 12-21]

*4.5.3.4 The Dean of the Faculty and the Provost will solicit the Faculty Academic Policy Committee’s advice on a proposal. [Rev. 07-41] [Revised per Provost]

*4.5.3.5 The Dean of the Faculty and the Provost, if they authorize recruiting the candidate, will constitute a recruitment committee, which will include the head of the department with which the candidate will affiliate, at least two additional members of the department, and a senior member of another department. If the candidate is expected to offer courses in a program, the Dean of the Faculty will appoint a member of that program to the recruitment committee. [Rev. 07-41] [Revised per Provost]

4.5.3.6. The Recruitment Committee will gather additional evidence of the candidate’s qualifications, will interview the candidate and, where possible, will arrange for a presentation by him/her in a teaching situation to which students and faculty are invited. [Rev. 07-41]

4.5.4 Procedures. The Search (or Recruitment) Committee will [Rev. 07-41]

*4.5.4.1 Schedule private interviews for candidates with other members of the department, the Dean of the Faculty, and the Provost; for those candidates being considered for the ranks of Associate Professor and Professor without immediate tenure, an interview with the President also shall be arranged; and in the case of a Professor, the Committee should provide interviews with senior members of related departments/programs. [Added 1983, Rev. 1991, 07-41] [Revised per Provost]

*In addition, a candidate for the rank of full professor with immediate tenure will be interviewed by the full professors of the department; a candidate for the rank of associate professor with immediate tenure will be interviewed by the tenured members of the department. As appropriate, all candidates will be interviewed by the senior members of related departments/programs. Following the interview, the participating members of the department will convene to discuss the candidate’s suitability for the awarding of tenure. Subsequently, the Department Head will submit a letter to the Dean of the Faculty summarizing the departmental discussion; department members also provide the Dean of the Faculty and the Provost with individual letters of evaluation and recommendation. Likewise, the members of programs to which the candidate would contribute will convene to discuss the candidate’s suitability for the awarding of tenure. A summary of their discussion as well as individual letters of evaluation and recommendation will be submitted to the Dean of the Faculty and the Provost. [Rev. 07-41] [Revised per Provost]

*4.5.4.2 Report in writing to the Dean of the Faculty and the Provost; this report will include: (a) the Committee’s evaluation of the primary candidates; (b) the Committee’s recommendation. In recommending candidates who have not completed the terminal degree, search committees normally should recommend only candidates who have an excellent chance of completing all final degree requirements by the end of their second year of employment at Lafayette College. [Added 1983, 88-14] [Revised per Provost]

4.5.4.3 Through the Provost’s Office, provide the Vice President for Human Resources, as the Equal Employment Opportunity Officer, with the necessary documentation concerning the recruitment and selection of the candidate. [Added 1983, Rev. 1991]

4.5.4.4 Make provision for the permanent retention of records of the process. [Added 1983]

4.5.4.5 If the candidate is being considered for the rank of Associate Professor or Professor and if tenure is to be considered within three years, the Provost shall bring the Committee’s recommendation to the Promotion, Tenure, and Review Committee for review and recommendation to the President. If tenure is to be awarded immediately upon appointment, the Provost shall bring the recommendations of the department and related departments/programs to the Promotion, Tenure, and review Committee for review and recommendation to the President. [Added 1983, Rev. 1991, 07-41]

*4.5.5 The appointments of short-term and part-time personnel are made by the Dean of the Faculty upon recommendation of the Department Head. [Added 1983] [Revised per Provost]