- 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 firstname.lastname@example.org.
- All applicants should include in their letters of interest a statement on their contributions to diversity in climate and programs.
- 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 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 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. Short lists are expected to include, relative to the department or school demographics, one candidate of gender under-represented in the department and one candidate of a race or ethnicity underrepresented in the department. 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: 11/20/2020