Once the search committee has completed all final interviews and updated Application Rubric & Applicant Flow Analysis forms for each candidate, the committee must meet to develop a final recommendation.
No candidate may be contacted or offered a position until the recommendation, salary and related expenses are approved, as described below.
Once a final recommendation is selected, the search committee must send the following to the dean:
The name of the candidate to whom the committee recommends extending an offer
A summary of each candidate's strengths and weaknesses, based on the job description and the Application Rubric & Applicant Flow Analysis
Final Application Rubric & Applicant Flow Analysis forms for each candidate
Itemized summary of search expenses to date
Once the Dean approves the items listed above, their office will forward all information to the Provost's Office ([email protected] and [email protected]) and the Office of Diversity and Inclusion ([email protected]) for their review and approval.
When a final candidate has been approved by the dean, the Office of the Provost and Office of Diversity and Inclusion, the dean and department chair must recommend a salary, as well as any estimated start-up and moving expenses.
Using data from BI, the dean and department chair must also create a full salary analysis that includes the current salaries, dates of hire and date in rank for all department faculty.
The Dean's Office must then submit that salary request, estimated expenses and salary analysis to the Provost's Office for their review and approval.
Only when all the above information has approved by the listed entities may the department chair call the candidate to make a verbal offer. The Provost's Office must be consulted on any requested changes to the salary or other conditions, or if the candidate declines.