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Phase 1:  Prior to

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search

1. Department chair submits a search request to the Dean for approval, with a cc to the department Administrative Manager, including the position title and rank and draft job description.

2. If the Dean approves the search request, the department chair submits a proposed search committee and search chair (include at least one T/TT faculty member from outside of the department)

3. Once the search committee is approved, the department chair appoints the search committee, and the department chair and/or search committee creates a job posting.

4. Search committee chair submits posting for approval by Senior Associate Dean. Include the following:

   1. Boilerplate language about the college, signature impact areas, and funding

      1. For an example of boilerplate language, go to: Box (access restricted) > COE HR - Faculty HR > All Departments Faculty Recruiting XX-XY > Job posting template and example

      2. Box folder access requests can be sent to COE-FacultyAffairs@austin.utexas.edu

   2. List of required and preferred qualifications for junior and senior level positions 

5. If the Senior Associate Dean approves, the department Administrative Manager submits the posting in Interfolio. See COE: Interfolio > Posting a position in Interfolio for instructions.

6. Dean's Office Faculty Affairs will receive a notification requesting approval of the Interfolio posting and will forward a copy of the posting to the Senior Associate Dean for approval. If approved by the Senior Associate Dean, Dean's Office Faculty Affairs will approve the posting in Interfolio.

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• Professional networks

• LinkedIn

• Job Elephant

• American Educational Research Association (AERA) Jobs

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Phase 2:  After

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position is

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posted

Department/Search Committee Chairs should ensure that all candidates within each search are treated the same. For example, if interviews are conducted virtually, all interviews in that round should be conducted virtually, or if delays arise in the interview schedule, all interviews should be postponed to fall within the same timeframe. Per HR guidance, virtual interviews should not be recorded, unless all candidates are asked in advance of the interview and each is given the option to opt out of recording.

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• Search committee chairs should plan a schedule that ensures the candidates will have broad exposure to departments where there might be a fit.

• Job talks should be widely advertised across all departments.

• Include departmental representation for dinners/slate of appointments.

• Candidate should meet with department chairs representing potential affiliations and have conversations about what those potential affiliations might be.

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Phase 3:  After

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campus interviews with

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finalists

1. Evaluations are collected by the search committee from faculty and students: evaluation forms, written or verbal feedback to committee members, search chair, department chair; or any other evaluative information.

2. Search committee deliberates and makes a hiring recommendation.  Based on their review, they may recommend: (a) one candidate, (b) more than one candidate (rank-ordered), or (c) no candidate.

3. Search committee chair writes Hire Recommendation Summary Report and submits to the department chair. The report should include the following information:

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