Uc San Diego Best-Practice Strategies

BEST-PRACTICE STRATEGIES FOR FACULTY RECRUITMENT To help fulfill UC’s mission of academic excellence, diversity, and inclusiveness, utilize the best-practice recruitment strategies below

Recruitment . Draft the position announcement as broadly as possible to attract the largest available pool of Preparation — potential applicants. Job Announcement, . Include the department Internet address in the job announcement so applicants may easily see the Search Committee academic excellence of the department. . Include in ad text: “Applicants are welcome to include in their cover letters a personal statement summarizing their contributions to diversity.” . Replace “EO/AA” in the announcement with “UCSD is an Equal Opportunity/Affirmative Action Employer with a strong institutional commitment to excellence through diversity.” . Make an effort to appoint a search committee that represents a diverse cross section of the faculty. Look beyond your department to avoid overworking members of less represented groups. . Encourage all search committee members to utilize the resource “Achieving a Culture of Inclusion: A Self-Assessment Tool.” (see: http://www.universityofcalifornia.edu/facultydiversity/report.html) . Attend SVCAA orientation sessions for department chairs that include guidance on administering searches.

Widespread and . Adopt an advertising strategy that includes announcements to a broad audience, augmented by Targeted postings targeted at women and minority groups. Utilize these resources: Advertising, ○ National journals Proactive Outreach ○ Departments at other campuses ○ Academic and professional associations (including committees within these associations) ○ Listservs ○ Web sites

. Consult with colleagues and/or make personal contact with faculty, academic administrators, members of the California Universities Consortium, etc., at other UC and non-UC campuses to identify potential applicants, including those from diverse backgrounds. . Utilize directories and rosters of prestigious fellowship programs at both pre- and post-doctoral levels, including those that support individuals from diverse backgrounds. For example, UC President’s Postdoctoral Fellowship Program, Ford Foundation Fellowship Program. . Attend conferences that provide opportunities to recruit applicants. . Identify individuals who have achieved excellence outside academe. . Market the department and the campus — showcase UCSD as an “employer of choice” offering academic excellence, diversity, and family accommodation programs. . Ensure that search committees document outreach efforts. For example, committee members should cc: key department support staff on e-mails to solicit applicants. Such documentation will be included in recruitment reports prepared by staff.

Assessment and . Review the applicant pool prior to beginning the selection process to determine whether women and Screening of minority applicants are represented in the pool. If women and minority applicants are not present in Applicant Pool, the pool at about the rate of their estimated availability in the field, determine whether recruitment Utilization of and outreach efforts were sufficiently broad. If not, consider reopening the search with expanded, Campus Resources inclusive recruitment efforts. . Have at least two search committee members review all initial application materials. Ensure fair evaluation of all applicants. . Use the SVCAA mentoring program to welcome top candidates. . Use the SVCAA Partner Opportunities Program to inform top candidates of employment resources for spouses/ partners. . At the close of a recruitment, the search committee chair should prepare a written document describing the reasons for proposing or not proposing short-listed candidates for the position.

Office of Academic Diversity and Equal Opportunity, UCSD. Rev 5/12/10