Minnesota West Policies

Chapter 4 - Human Resources

4.10 Faculty Hiring

 

Minnesota West Community & Technical College will adhere to the procedure for hiring faculty as defined in the May, 2001, procedure below. All faculty positions will be filled with qualified faculty.

 

  1. Requests to fill permanent full-time and permanent part-time instructional positions will be brought forth by the College Provost for approval by the College President.
  2. A committee chair will be appointed by the College Provost. The committee chair will facilitate the formation of a search committee. The Chair will contact bargaining unit representatives for their committee selection, but may also solicit committee members if necessary. The Human Resources office is available to help in the committee formation if requested. All members of the committee will be voting members. The committee membership should reflect the diversity of the College community. The committee will include a minimum of five to seven members and whenever possible should be comprised of:
    1. College Provost/Designee.
    2. Campus Administrator or Appropriate Administrator.
    3. Three faculty – with at least one being from the same assigned field or area of licensure.
    4. Constituents (one student and one non-faculty staff).
  3. The committee chair will work with the Director of Human Resources/designee to prepare the vacancy notice and advertisement. The Director of Human Resources/designee will send the advertisement to local and national publications, appropriate individuals, protected group agencies/publications, college graduate placement offices and/or other places as needed or requested.
  4. The Director of Human Resources/designee will submit the vacancy notice to MnSCU for posting in the MnSCU bulletin. Vacancy notices will be sent to laid off faculty in the area of licensure or assigned field for possible claiming within the posting period. All applicants for full-time and part-time positions will be required to submit copies of their transcripts and work experience with their application materials. Official transcripts will be required for all new permanent full-time or part-time hires.
  5. The Human Resources office will maintain a log of all applications received and develop a file of all applications for search committee review.
  6. The Human Resources office will send the Supplemental Data Form (used to identify protected class applicants) to each applicant. The form will be returned to the Affirmative Action Officer. The Affirmative Action Officer will maintain a confidential log of all protected class applicants. The Affirmative Action Officer will review the applicant pool to determine whether the pool contains sufficient diversity. If the Affirmative Action Officer determines that the applicant pool is sufficiently diverse, he/she authorizes the continuation of the hiring process. If the Affirmative Action Officer determines that the pool is not sufficiently diverse, he/she discusses it with the President.
  7. The Affirmative Action Officer will make a determination of whether to continue with the hiring process or suspend it while attempts are made to enhance the diversity of the applicant pool.
  8. The Director of Human Resources will alert the committee to any internal unlimited part-time or unlimited full-time applicants. In accordance with the faculty contracts, all such applicants must be interviewed and considered.
  9. Once the Affirmative Action Officer approves the applicant pool, the search committee will review all applications and select applicants to be interviewed. No arrangements to interview any applicant will be made until the Affirmative Action Officer has approved the list of applicants to be interviewed.
  10. Human Resources staff will communicate with the semi-finalists to set up an interview date and time. The Human Resource Office will provide notification to committee members of interview dates and times, and will assist in facilitating the interview process.
  11. If an applicant with a disability inquires about reasonable accommodation, the Human Resources Office should be notified immediately. The Director of Human Resources will work to provide necessary accommodations.
  12. The committee will develop job related interview questions to learn about necessary abilities and job related factors. These questions may concern the applicant’s previous education and work experience, interest in the job duties and willingness to accept the working conditions, or they may be based on hypothetical situations where the applicant is asked to tell how they might handle a particular problem. The Human Resources Director is available to help the committee with creating the questions, if requested.
  13. Interviewing Guidelines: Federal and state laws, regulations and court decisions in the area of equal opportunity all support the necessity for employment interviews which are job related, standardized, and objective.
    1. The search committee will develop criteria, procedures and interview questions for the evaluation of applicants. The Affirmative Action Officer will review this material to protect against possible bias. The Director of Human Resources will review the questions for appropriateness. It is important to remember that everything should be the same, as much as possible, for each candidate. Applicants could perceive differences in the interview setting as unfair. Enough time should be scheduled so that each candidate can provide complete answers to all of the interview questions and to allow time to review prior to the next interview. Begin the interview by trying to put each candidate at ease and introduce all of the committee members. Using the interview question documents, ask the same job related questions of all candidates and record the major points of their answers.
    2. The committee may also incorporate additional components into the interview process that will provide a demonstration of the applicant’s abilities, skills and/or knowledge. For example, it is common for applicants for faculty positions to perform a teaching demonstration.
    3. The committee chair/designee will conduct reference checks on each of the finalists after the submission of the committee’s recommendation. The committee chair/designee will communicate strengths and weaknesses of the selected candidates and should submit written assessments of the candidates along with the results of reference checks when a hiring recommendation is made.
    4. The College Provost/designee will submit the recommendations of the search committee to the President and Director of Human Resources. A minimum of two final candidates should be recommended.
    5. The President will select the person to fill the position. The Human Resource Director/Designee will extend the offer.
    6. After the employment offer has been accepted, the Human Resources Office will be responsible for notifying all other applicants.
    7. All search committee materials, i.e. ratings, any other notes, and all applicant files will be returned immediately to the Director of Human Resources after the employment offer has been accepted.
    8. The Human Resources Office will maintain records/documents of the search process for a minimum of three years.

 

Approved by: Ron Wood, President
Date: July 1, 2003
History & Revision: