2,520: Faculty Search Rules
Revised: March 2015
The University of Nevada, Reno is committed to Equal Opportunity/Affirmative Action in recruitment of its faculty. The university adheres to all federal and state laws and regulations and our policy is to hire the most qualified applicant. The following policies have been established to ensure a fair and equitable search process that conforms to applicable laws, regulations and policies.
- Search committees should be diverse (representation from under-represented groups).
- Search committee members, chair and coordinator must disclose any relationship with candidates to the search chair. This includes, but is not limited to teacher/student, research collaboration, professional association or personal relationship.
- All searches must be open for a minimum of four weeks.
- The following Recruitment/Outreach Guidelines must be met by the search committee:
- Advertisement/posting in two sites, with at least one diversity publication/website.
- Fifteen additional contacts by the committee to include:
- Individuals (professional contacts)
- Institutions of higher education
- List serves
- Discipline publications (journals, newsletters)
- For administrative positions, minimum qualifications must match the Administrative Faculty Job Description Form for the specified position.
- The EEO Summary Report must be distributed to the search committee by the search coordinator when the search closes to applicants or before interviews are conducted.
- The screening process (including interview questions) must be job related and standardized for all candidates.
- Human Resources approval is required at the following stages of the process:
- Initial requisition (request for fill)
- Applicant pool
- First interview
- Second interview
- Request to offer/compliance form
- The search coordinator must update the status in e-SEARCH whenever a candidate declines an interview or a job offer.
- The search coordinator is required to submit justification on the compliance form in e-SEARCH for salary offers over Q2.
- The signed preemployment certification must be submitted with the new hire paperwork for the successful candidate.
- Campus interviews must be conducted with at least two finalists unless waived by Human Resources department.
- References must be verified/checked in at least the candidate(s) selected for the position.
- Documents that are specified in the Recruitment Manual must be uploaded to the e-SEARCH system at the conclusion of the search. Any documents that are not able to be uploaded to e-SEARCH must be retained by the department for three years.
Exceptions to these policies must be approved by the Provost's Office.
Administrative Search Process:
The hiring cycle, reporting structure, and hierarchical relationships are very different for academic and administrative faculty. The traditional search and recruitment process for administrative faculty is grounded in the academic model of shared governance and peer evaluation. The responsibilities of positions in administrative departments can be varied, and administrative departments do not have the same shared governance. Therefore, the process for recruiting and hiring administrative faculty may be different than for academic faculty. The appointing authority for the open administrative faculty position approves the type of search model for the recruitment.
Search Committee - This search is characterized by the use of a search committee of peers and constituents. The search committee will be selected by the appointing authority. This model is typically used for Academic Faculty searches; however, it is also an option for Administrative Faculty searches.
Administrative Search - This search is characterized by the hiring manager assuming the responsibility for all aspects of the search.
Rules for Use of the Administrative Search Model
Below are the minimum requirements for administrative searches. The hiring manager or appointing authority may involve additional input at any point during the process.
1. The e-search system is used for all levels of approval.
2. Hiring authority/search chair must attend search chair training.
3. The hiring manager may independently decide on the appropriate recruitment plan which must include:
a. Posting the position on at least two advertising outlets in addition to the outlets provided by Human Resources. At least one of these sites must be diversity targeted.
b. Consultation and/or discussion with the hiring authority, department and/or Human Resources regarding diversity recruitment and how to attract diverse candidates.
c. The hiring manager is encouraged to engage department faculty/staff and human resources in the sourcing of candidates. d. All state funded positions must remain open for a minimum of 4 weeks.
4. The hiring manager may independently review all applications and decide which candidates are selected for first (telephone) interviews. Interviews must be approved by Human Resources.
5. The hiring manager may independently complete the telephone interviews and select candidates for campus interviews, which must include a minimum of two candidates, unless waived by Human Resources.
6. The campus interview process must include the opportunity for a representative group of peers and/or constituents to meet with the candidates and provide feedback to the hiring manager.
7. Once the hiring manager has made a selection, a "Request to Offer" must be routed through e-search before an offer can be made.