Handbook of Best Practices for Faculty Searches
This web site serves as a concise Handbook of Best Practices for hiring and retaining a diverse and inclusive faculty across the three campuses of the University of Washington. It will assist the university in meeting its goals of promoting equal opportunity and of enhancing excellence through diversity.
FACULTY HANDBOOK TABLE OF CONTENTS
- Reimagining hiring as an ongoing activity
- Important questions and cautions
- Effective habits for scouting
- Multi-year planning for hiring
- Potential for cluster hires
- Forming search committees
- Informing search committees
- Enlisting the support of the whole unit
- Enlisting the support of key allies across campus
- Legal and policy aspects of outreach
- Writing the job ad to enlarge the pool of applicants
- Creating and implementing an assessment rubric
- Creating and implementing an assessment plan to work against bias
- Preliminary interviews
- Hosting the campus visit
- Outlining a recruitment strategy
- Making an offer
- After the search
Individual units will necessarily tailor the Handbook’s suggestions to their specific needs, and units should develop conventions and tools relevant to their particular disciplines and to their particular profiles in relation to diversity, inclusion, and equity. For the purposes of this document, the concepts of equal opportunity and diversity are understood as the right of all faculty job candidates and all hired faculty to be treated with equal fairness and to have the opportunity to excel without bias due to their race, ethnicity, color, religion, sex, sexual orientation, gender expression, national origin, age, disability, or veteran status.
In addition to promoting equal opportunity and enhancing excellence through diversity, one of the broad goals of the Handbook is to encourage the university community to reimagine faculty hiring and retention as ongoing activities—as regular components of academic and professional life, rather than as special occasions or as reactions to particular circumstances. Another broad goal is to encourage units to work closely with campus allies to coordinate hiring and retention efforts across boundaries of departments, schools, colleges, and campuses.
The Office for Faculty Advancement invites units to share their successful tools with us, so that we can share these with others and so that we can facilitate an ongoing conversation about best practices.
Please contact the Associate Vice Provost for Faculty Advancement, Professor Chadwick Allen (email@example.com), and/or the Director of the Office for Faculty Advancement, Norma Rodriguez (firstname.lastname@example.org).