- Chair/director and department/school faculty should collaborate on strategic priorities for faculty hiring each year.
- Chair/director has informal discussions with the dean about proposed hires. They should be familiar with demographic and equity data pertaining to a search.
- Typically a search committee is assembled and drafts the job posting. The search committee must run the draft job posting by the Fine Arts Diversity Committee for their comment by e-mailing Melva Matthew at email@example.com.
- All applicants should be required to write about their diversity-related skills and contributions in teaching, service, and/or research in their letters of interest.
- Then a Request to Search form* is submitted to the dean’s office. It must include an advertising and outreach plan that describes how the committee will encourage a diverse applicant pool.
- Search committee chairs and department chairs/directors should familiarize themselves with appointment process summary requirements before beginning recruitment process and review the Inclusive Search and Recruitment Toolkit.
- All search committee members are required to attend a Faculty Search Committee Workshop.
- If permission to recruit is granted by the dean, post and advertise the position on UT FacultyJobs and discipline-specific journals or websites, following their advertising and outreach plan.
- Prior to the first Search Committee meeting, chair of the search committee will meet with the chair/director to
- review protocol and best practices,
- discuss dean’s charge to actively recruit members of underrepresented and/or underserved communities, and
- review materials to support that effort, such as those found on our faculty search committee guidelines and resources page
- Prior to reviewing applicants, search committees are required to have an informed discussion about implicit bias and the criteria that they will use to evaluate applicants, then submit a written report to their chair/director, and a copy to the dean’s office, that summarizes their discussion of implicit bias, including materials presented and non-discriminatory evaluation criteria chosen.
- Prior to any candidate interviews, chair/director will review proposed candidate “short list” with the dean, including assessment of whether the applicant pool is sufficiently diverse. After the dean approves the short list, interviews will be scheduled.
- The dean or dean’s designate will interview every candidate for all tenure track and tenured appointments.
- Chair/director will discuss compensation goals and other considerations with the dean when ready to enter negotiations. Note: the faculty search committee recommendation is advisory to the chair/director and the department/school executive committee or budget council.
- If chair/director expects to be offering a tenured appointment, provide the dean with a copy of the candidate’s CV to be vetted by the Provost’s office.
- Upon successful negotiation, chair/director will provide successful candidate with a provisional offer letter.
- Appointment paperwork is finalized.
- Tenure-track appointment: Submit prior approval request packet per provost’s guidelines to dean’s office for review and approval.
- Tenured appointment: Submit ad hoc promotion and tenure packet per provost’s guidelines to dean’s office for review and approval.
- Career non-tenure track appointment: Submit prior approval request packet per provost’s guidelines to dean’s office for review and approval.
*Download Request to Search form (422kb pdf)
- This fillable PDF works best in Adobe Reader, Adobe Acrobat DC or as a download on Chrome
This policy was last reviewed and accepted by the department chairs and school directors on November 18, 2020.
Page last updated: 8/26/2021