Procedures for Faculty Recruitment and Hiring
 

2. The department chair/program director completes either a Request for Tenure Track Faculty Position or a Request for Non-Tenure Track Faculty Position form. The completed request should be returned to the program area Dean by December 1.

3. The Academic Dean is responsible for adding the signed form to the materials awaiting review by the Position Allocation Committee (PAC). The VC for Academic Affairs is responsible for notifying the chair/director of the outcome of the Committee review. PAC typically meets one or more times early in Spring semester.
 

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Conducting the search (See also Faculty Handbook information on Search Procedures and Academic Affairs information on Types of Lecturers)
 

1. Temporary lecturers or part-time positions

2. Tenure track and continuing lecturer positions

1. The department chair/program director writes a position advertisement in consultation with department/program faculty. Please remember to consult with the Affirmative Action Officer on diversity matters and University Counsel on legal matters.

2. The chair/director establishes a Search Committee in accordance with the procedures outlined in the Faculty Handbook (Composition of the Search Committee). The chair/director either suggests a member from outside the department/program or requests that a member be appointed by their Academic Dean.

3. The chair/director completes a Request to Initiate a Faculty Search form, attaching a copy of the proposed ad as indicated.

4. The form is submitted for approvals to the University's Affirmative Action officer and routed as indicated. At each point, the chair/director may be asked to meet with an approving party for discussion of the position ad or search plan.

   1. University's Affirmative Action Officer

   2. Appropriate Academic Dean

   3. Provost and Vice Chancellor for Academic Affairs

5. Upon approval by the VC for Academic Affairs, the chair/director submits the position ad for publication and for posting on the UNC Asheville web site. Ads should be routed through So Yung Wilson, Provost's Office. The Provost's Office will submit ads to the Chronicle of Higher Education, Diverse Issues in Higher Education, HigherEdJobs.com, Latpro.com, Journal of Blacks in Higher Education, and Hispanic Outlook in Higher Education. Departments should submit additional advertisements to appropriate professional outlets and submit payment requests to So Yung Wilson.

6. As applications arrive, the chair/director ensures that Affirmative Action Forms are sent to candidates along with acknowledgment of receipt of their applications. Business Reply Envelopes for teh Affirmative Action Forms are available from So Yung Wilson, Provost's Office. Data from the returned forms will be compiled by the Provost's Office and made available to the University's Affirmative Action Officer.

7. After applications are reviewed, the chair/director brings at least six completed applications to the Academic Dean and the VC for Academic Affairs for interview approval.

8. Upon approval, the chair/director schedules at least two candidates for on-campus interviews.

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On-campus interviews

1. Arrangements for on-campus interviews typically are made by the department/program. Departments/programs should contact the Provost's Office to ensure the Provost will be available during the visit before finalizing travel arrangements with the candidate. Expenses are reimbursed from appropriate accounts in Academic Affairs. Reimbursements should not exceed either actual costs or the maximum in-state subsistence allowance, whichever is less, for a period of time not to exceed three days (see website for the Controller’s Office and the Faculty Handbook section on Search Reimbursement for more information on reimbursement).

1. Travel

   1. Air travel: Departments are encouraged to arrange interview schedules as far in advance as possible, e.g., one month prior, in order to receive the lowest possible airfare. Candidates who make their own flight reservations must keep all original receipts showing actual payment of airfare (e.g. an email confirmation for online reservations) and all boarding passes. Receipts and appropriate travel reimbursement paperwork should be submitted to So Yung Wilson, Provost's Office. Please note that there is no reimbursement for air travel by spouses/partners.

   2. Driving: Candidates should complete travel reimbursement forms indicating mileage for reimbursement. Please note that faculty are not reimbursed for transporting a candidate to/from the airport, hotel, or meals.

2. Lodging: The University has agreements each year with several local hotels that offer UNC Asheville preferred/corporate rates and may bill UNC Asheville directly. Click here for the current list.

3. Meals: Expenses are paid from the Provost and VC for Academic Affairs' discretionary account. Receipts should be submitted to So Yung Wilson, Provost's Office. Meals should be in line with in-state subsistence rates. Alcohol or tax associated with alcohol will not be reimbursed. Gratuity up to 20% of allowable expenses, i.e., food and non-alcoholic beverages for candidate, candidate’s partner/spouse and one faculty member, will be reimbursed (gratuity over 20% will not be reimbursed). The University will pay for the candidate, an accompanying spouse or partner if present, and one faculty member for each meal.

2. On-campus interviews should include at minimum one class presentation and meetings with each of the following individuals.

1. Faculty in the department

2. Member of the Faculty Senate (contact the Faculty Senate Secretary for the list)

3. Recent member of the Tenure Committee (contact the Faculty Senate Secretary for the list)

4. HR benefits representative (Lisa Honeycutt)

5. Academic Dean

6. Provost and VC for Academic Affairs

3. Departments may find the following HR resources to be useful for candidate interviews (located at www.unca.edu/hr/forms.html).

1. Interview Questions Guide: This chart lists permissible questions and questions that must be avoided to comply with federal and state legislation.

2. Behavioral Interview Guidelines: This packet provides a variety of introductory materials, including a chart on permissible questions, to help plan for and execute effective interviews.

3. Telephone Reference Check: This form is designed to record information during telephone calls to candidate references.

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Completing the hire

1. Once the Search Committee has decided on a candidate, the chair/director should arrange a meeting with the VC for Academic Affairs to discuss salary and, if relevant, anticipated start-up needs.
 

2. The Provost and VC for Academic Affairs will contact the candidate to offer the position. When the offer is made, a candidate who needs start-up funds will be asked to work with the chair/director and Academic Dean to delineate start-up needs. When completed, the candidate should send a detailed start-up request to the Provost and VC for Academic Affairs, copied to the chair/director and Academic Dean. The Provost and VC for Academic Affairs makes the final decision regarding start-up funds.

3. Once the candidate accepts the offer, the chair/director completes a Request to Appoint New Faculty form and submits it to So Yung Wilson, Provost's Office.

4. After receipt of the completed Request to Appoint form, the prospective faculty member receives a Letter of Intent from the Office of Academic Affairs and a cover letter which includes the details of any start-up package. The prospective faculty member is encouraged to sign and return the Letter of Intent in a timely manner so that it can be presented to the Board of Trustees at its May meeting.

5. After the Board of Trustees approves the hire, the prospective faculty member receives a formal contract from the Office of Academic Affairs. Returning the signed contract completes the formal process of faculty hiring. The new faculty member receives a New Employee Information Packet from the Office of Academic Affairs with information about payroll, directory, email accounts, etc. Please note that state funds cannot be used to pay moving expenses.

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