University of Connecticut University of UC Title Fallback Connecticut

Faculty Search and Hire

 

Wilbur Cross

 

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Plan

A faculty search that is deliberate and well planned will maximize the opportunity to recruit a talented and diverse applicant pool, and ultimately select the most qualified candidate. The planning phase includes identifying a diverse search committee; developing a comprehensive recruitment plan; and writing a position announcement(s) that promotes the position, department, and University. Planning Toolkit

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Recruit

One of the most important functions of the recruitment process is identifying a broad and diverse pool of talented candidates. Hiring administrators and other members of the hiring team including search committees should be active and creative in their recruitment efforts. Recruitment Toolkit

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Select

Hiring the best candidate who demonstrates their interest and commitment to the hiring department, the university and the academic mission is essential to the success of the institution. A strong selection process significantly improves the likelihood that you will the find best candidate to join the University’s faculty. Selection Toolkit

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Hire

The University competes with the top public and private research institutions to attract and hire the best faculty candidates, therefore it is essential that once the top candidate(s) has been identified the Dean and/or Department Head extend a conditional job offer and initiate discussions regarding the terms and conditions prior to final administrative approval of the official written offer letters. Hiring Toolkit

Faculty Search Process Flow

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Applicant Evaluation

  • Applicants can only be evaluated on the qualifications that were published in the job advertisement/description.
  • The minimum and preferred qualifications in the job advertisement/description cannot be changed based on the applicants. If the qualifications change, the position will be re-advertised.
  • Duties and responsibilities should have a corresponding qualification for evaluation. Ex. If a candidate will be evaluated on teaching experience, it should be listed as a minimum qualification and not just a duty/responsibility.
  • A matrix is an excellent tool to help determine the qualifications an applicant has met. See sample matrix.
  • During the initial stages of recruitment and selection for interview, applicants are evaluated against the qualifications, not against each other.
  • Some qualifications such as “interpersonal skills”, “oral communication skills”, and other similar “soft” qualifications can be determined during the interview and can allow committees greater flexibility in making final decisions.
  • Qualifications can be weighted based on the importance of that qualification to the position.

Disposition Codes and Definitions

A (Interview):

  • Applicants meet minimum and all or most preferred qualifications.
  • Do not need a disposition entered into RSA prior to interview certification.
  • No limit or rule on the number of “A” ranked applicants. If the applicant merits an “A” ranking, the applicant should be ranked “A” and offered an interview.
  • Must be invited for an interview. Initial interviews can be held via phone, Skype, or other electronic communication medium, or in person. Top candidates can be invited for on campus interviews without a subsequent interview certification from ODE.
  • Additional “A” applicants will require an updated interview certification from ODE; this is if your “A” applicants do not produce a finalist and a tentative agreement on an offer, you will need ODE approval to change a “Q” to an “A”.

Q (qualified): 

  • Combination of previous “B” and “C” group.
  • Applicants meet minimum and possibly some preferred qualifications.
  • Disposition needs to indicate which preferred qualifications are lacking.
  • If interview pool is exhausted, applicants from this group may be moved to “A” and interviewed.
  • If applicants are moved to “A” group, a new interview certification must be obtained. (See moving “Q” to “A”).

U (unqualified): 

  • Applicants do not meet minimum qualifications.
  • Applicants cannot be interviewed or hired.

Writing a Disposition

For Interview Approval

  • For each “Q” and “U” applicant, the qualifications that the applicant is lacking can be chosen from the drop down menu in RSA. (These qualifications correspond to those in the job description/advertisement).
  • “U” applicants lack minimum qualifications.
  • “Q” applicants lack preferred qualifications (but meet all minimum qualifications).
  • To enter additional comments, use the text box provided. Additional comments are not required.
  • Disposition comments should:
    • Correspond to qualifications in RSA and the job description/advertisement.
    • Be specific, detailed, concrete, and objective. No feelings, emotions or broad, general statements.
    • Not include second-hand knowledge.
    • Not include language referencing a protected class.

Temporary Employee Benefits Rates

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Waiver of Retirement Plan Participation

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COBRA Continuation of Health Insurance

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