DOCSLIB.ORG

Diverse Search Committee Elected

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Diverse Search Committee Elected VOLUME 102 OBERLIN OHIO FRIDAY DECEMBER 14 1973 NUMBER 23 Seniors to be appointed Vssrr Z T WW V j 4 1 Diverse search committee elected By C S HEINBOCKEL move to expand the number of under straight balloting proce- With a light turnout students seniors to three at a meeting dures elected four women four blacks today Out of a student body of ap- two Hispanic Americans and one Seniors were excluded from run- proximately 2700 there were 916 Asian American along with three ning in Wednesdays election due valid ballots and 87 invalid ba- white males to ten the member to a mix- up between the students llotsand overflowing wastepaper student presidential com- search and the Trustees on the Trustee- baskets mittee in the weighted ballot elec- Student Conference Committee Committee members are Der- last Wednesday During meeting the speculation ek Longmire Carol Izumi Mike The newly elected committee from a Trustee indicating that Brooks Leslie Clapp Matt Weiss- met yesterday to determine seniors should not serve because man Cesar Roy Rich Hayden whether seniors should be added it was going to be a long drawn- Miriam Velez Marlene Gilles and to the committee and decided to out search going beyond com- two com- Ken Reisenfeld Review Photo by Leslie Seldon appoint seniors to the mencement was taken to be an mittee in February However official directive f The Oberlin Orchestra warmns up their kazoos in preparation for Derek Longmire search com- John Brown chairman of the a boffo endofthese- mester performance tonight at 830 in Finney mittee member said he would Trustee Search Committee later clarified the misunderstanding and emphasized the need for sen- EPPC ranks position priorities ior involvement because of their lengthier experience with the College Although the memo from the Spanish major given top billing Trustees setting up guidelines for the selection of the student search By MARTHA DAVIS ulty Council who can rearrange in this ranking would maintain committee expressed concern a- bout representing Conservatory Priority was given to the Ro the ranking before final authoriza- the facultys present size There V tions to in Jan- will be no students as well as minorities mance Languages Human De- hire are made more than four filled uary The past two years and it is possible none were elected i velopment and Psychology De- rank that fewer will ings have been followed by the be filled if the budget demands it Richard Hayden member of the t 4 K partments in Wednesdays rank- 1 CFC No i i g ing of college staff position re- The ranking procedure followed search committee explained t quests by the Educational Plans This does represent the Co- in this executive session of EPPC Conservatory students ran and and Policies Committee The high lleges best informed most care- which lasted until 100 am were oddly enough none of them got ranking given to Romance Lan- fully considered ranking of prior- worked out in the preceding weeks elected He did mention that the guages will probably prevent the ities among departments which and reworked until the commit- committee could appoint a Con- elimination of the Spanish major requested new staff according to tee was satisfied it had the fairest servatory senior in February but which was possible because of EPPC chairman Jim Powell ground rules possible that Con students would have to After it becomes which apply for search committee posi- two vacancies in the department Since there were four replace clear positions will be filled EPPC may tions before they could he con- 41 This ranking is not binding on ment positions up for eonsidcra advise departments on how the sidered the President or the College Fac tion filling the top four positions Review Photo by Leslie Seldon positions may be filled for ex- Commenting on the use of a ample making sure the Romance weighted ballot Hayden said Odd sights like this lamp Language slots were filled by The purpose was to ensure di- planted in Tappan Square have Last gala issue of the semester Spanish teachers The committee versity and it certainly is a di- been appearing throughout the may also give advice on how verse group He added But week as students do their final Ho IIo Ho Chesnuts roasting on an open lire Tinsel in those departments denied new the conjecture from those count projects for a course in guerrilla your hair The Review proudly presents its holiday and final staff should adjust their offerings ing was that the results would art Shades of light humor root- and arent you glad issue of this semester as the claque to compensate not have been much different ed in down to earth esthetics throws away the books bundles up and prepares for the festivities of the oncoming holiday season The Review bids you joyous tidings a nip here and there Dean Wilkenfeld tenders resignation get high and the magic and wonder of Santa We ask you to read this holiday issue with eagerness though we will publish once a week during Winter Term and in third gear second semester the promise of our satisfying as Colleges first feminist administrator your is as chimerical as a Hollywood marriage desires and By EILEEN YACKNIN she was charged with helping Colleges support of the new role the anticipation of excitement on par with a widow ex- Finding no time as an admin build the womens studies pro- of feminist dean because it af- plaining her newly acquired inheritance gram firms the Colleges legitimate Oh we forgot Merry Holidays istrator for her own personal almost and Happy New The swamp and important concern with wo- Year growth the Colleges first fern inist academic dean will follow As a member of the Committee men Wilkenfeld nonetheless the example of her boss and on the Status of Women and lamented the increasingly strain- leave her year and a half job next authoring part of the report the ed administrationfaculty rela- Student Finance Committee March to explore and discover Womens Studies Committee and tions Im frustrated with the Zara Wilkenfeld while noting the Academic Standing Commit- way in which administrators are Oberlin antagon- she has no regrets about taking tee Wilkenfeld worked to clean viewed at This distributes activity monies the job admitted that the work ism between faculty and admin 1 istration takes its toll on people By PAM HOOPES liance asked for 5400 and Hi O isnt stimulating to me anymore after working in the Womens J Prone After reopening requests for Hi which got 5000 asked for Movement since 1969 not a few weeks ago the Stu- 5500 Im In a sense she added the funds finding political organizing satis- Finance Committee has an- WOBC came away with an ad administration is in a feminine dent fying for myself at this time of nounced its new allocations to ditional 6500 In order to cover role vis a vis the faculty Just my life campus organizations the costs of such a large alloca- as women are expected to wield tion the Finance Committee is Fuller precipitate their influence behind the scenes the Most organizations received borrowing 5000 from the College Wilkenfeld acknowledged that so are the administrators of money they requested amount the rest of the funds come out Fullers decision precipitated her Before departing to California Summergrad according to Eric of the student activities fee own although she had been think- Wilkenfeld hopes to complete The groups assistant treasurer New requests for money came ing about it for a long while some of the projects shes been that asked for and received the from the United Farm Workers Fullers resigning says his needs involved with including the year were draft same amount as last which got 250 and requested are out of phase with the aca- of a proposal for a Womens Folk Music Club with 450 the 280 the Friends with 70 the demic year hes putting his own Studies program a conference on 400 the Undergraduate Pseuky Student Trustee Conference Com- education first It makes you ask womans self image and the cur- of Philosophy 100 Mum- Journal mittee with 50 and the Political the question of whether what riculum scheduled for Febru- 495 Interabang 550 mers and Caucus with 790 youre doing is really fulfilling ary and working with Dean Organizations that were Strang Funds for dorms came to 4500 your own needs Reich on the elimination of sal- led by the Student Life Commi- Barrows and North were the only Originally brought here to iiiirtu ii nn t n r nni iimi m J ary inequities ttees initial allocation of last two that did not ask for funds broaden the concept of student Zara Wilkenfeld Wilkenfeld expressed an inter- years amount of money got a Other Finance Committee monies advising in view of the Colleges est in aiding the search for her better deal this time around were spent on honorariums for new curricular flexibility Wi- up the clogged situation I found replacement explaining that with Amnesty International received the treasurer Pat Rennet and lkenfeld immediately set out to when I got here with respect the budgetary crunch it is im- 280 Film Series 1000 Native assistant treasurer Summergrad redefine the structure and re- to her two fold feministacademic portant for the new dean to be American 1500 and the Asian of 1100 The Committee also sponsibilities of associate dean- advisor duties I tried to lay the concerned with the status of wo American Alliance received 5000 spent 250 for an operating ac- ship Last April unreluctantly re- foundations over the swamp she men in the College and have the The Alliance and Hi O Hi were count for the treasurer 1300 for linquishing her academic advis- said but I dont have the energy
Load more

Recommended publications
  • Eric Lindey Appointed As New President/CEO Step by Step, Inc
    Newsletter - Fall 2020 Eric Lindey Appointed as New President/CEO Step By Step, Inc. We’re confident that Eric is that per- ies. is pleased to wel- son who will leverage the leadership Eric Lindey received an honorable come Eric Lindey, examples set by Jim Bobeck and Mike discharge from the United States Ar- who has joined Bernatovich, while taking us to the my Reserve, serving an 8-year com- the Agency as next level of success for our consum- mitment. He is a past recipient of the President/CEO. ers and employees.” Linda Rosen Memorial Award for He succeeds Mike Bernatovich, Interim President/ “Outstanding Direct Care Staff” given James Bobeck, CEO stated, “We look forward to Eric by the Allegheny County Department who retired after joining the Step By Step Team. His of Human Services. In 2017, he was 42 years with wealth of experience in the Human named a Wishart Fellow by The Step By Step. Eric Lindey most recent- Service field is impressive and will help Forbes Funds and attended the Car- ly served as Executive Vice President Step By Step strengthen its reputation negie Bosch Institute at Carnegie PA Adult IDD services at Inperium, Mellon University. In addition, he is a Inc. and President/CEO of Supportive as a quality-driven agency.” member of The National Association Concepts For Families, Inc. Throughout his 30-year career in hu- of QMRP’s, American Association of man services, Eric Lindey has worked George Rable, Chairperson of Step By Developmental Disabilities, the Na- in a management capacity with coun- Step’s Board of Directors, shared: “On tional Association of Direct Support ty government, supports coordina- behalf of the Search Committee and Professionals, and the American Col- tion, and provider organizations.
    [Show full text]
  • Helpful Guidance for an Effective Search Process September 17, 2015
    Helpful Guidance for an Effective Search Process September 17, 2015 [Opening Remarks and Introductions] JUDY SINGER: Good afternoon, everyone. I'm Judy Singer. I'm the senior Vice Provost for Faculty Development and Diversity. And I want to thank you all for joining us this afternoon for this event on the faculty search process. I think we have a very interesting panel of experienced search committee members and chairs. We have a lot of people in the room who, themselves, have been on many search committees, are department chairs, deans, a lot of people in positions of responsibility. And I just want to start out with my first introduction to the importance of faculty searches. So in the mid '80s, I met Derek Bok for the first time. I was a junior faculty member, I was an assistant professor. And I think I might have been half an inch taller than I am now, but for those of you who remember Derek Bok, in his heyday he was like 6'6". And there was easily a foot and a half between us, as well as other power differentials. And I met him at a cocktail party, and where-- and I'm not even sure what the purpose of the party was. I was just totally tongue tied. Here I am with the president of Harvard University, and my research collaborator, John Willett, was with me. And he came up with a question to ask Derek Bok. He said, Mr. President-- which is what you would call Derek Bok-- is it true that you review every tenure case at Harvard University? And he looked down-- John wasn't much taller than I am-- looked down the two of us, and he said-- I can't imitate his voice-- in a very low base, well yes.
    [Show full text]
  • Academic Year 2020-21 Recruiting Handbook
    Updated 07/08/20 Academic Year 2020-21 Recruiting Handbook This packet includes basic guidelines for conducting searches and hires for tenure track faculty and visiting faculty as well as material that may be useful to departments and programs during their recruitment process. Recruitment procedures are also described in Section IV. A. in the Faculty Handbook. Any questions about the contents of this document or any part of the faculty recruitment process should be directed to the Dean of the Faculty. 1 Updated 07/08/20 Contents I. Securing Approval for a Tenure-Track Search ........................................................................................ 4 II. Starting the Search: Search Committee .................................................................................................. 5 III. Job Advertisements for Faculty Hires ................................................................................................... 6 IV. Diversity, Equity and Inclusion Goals .................................................................................................. 7 V. Evaluating Applications ......................................................................................................................... 7 VI. Candidate Interviews and Communication with the Dean's Office ........................................................ 8 a) Materials to submit to the Dean’s Office ..................................................................................... 8 b) Arranging and Conducting Interviews........................................................................................
    [Show full text]
  • Presidential Search Committee Set for Action the Univ Nil)• Ommuni Made An· Ri Hardy
    ester DECEMBER 5, 2002 volume 2'9 numlbe r 7 NEWS 1 WW\V. ~o.vmich.edu /wmu/new United Way campaig1n tops $2'35,000 goal in finall hours Presidential search committee set for action The Univ nil)• ommuni made an· Ri hardY. t. John, ch kpcrson ohhc WMU Bo rd o T m t ·-· ·, ofthe reel eFt undatit n of Grand R9pidJ, Mich.; oth r r~ord howing thi y I to h •lp willllead a 14-member Pre idemial earch Ad i ry Commirree • l.ind M. Del ne, vi · prm'O t for c de mi. planning and the Greater K lama zoo Un ired Way raise ch:ngcd with id ·ntifying candidate f. th · po~'l' th" t "'ill he asse 1111enr; mo · th n $9 million. vacated in Janual)' by unen:t Pre id nt Elson . Ro d. • Atlrktn "Ed" Edwanls, ®lrpc n ffi11<1no: arul com_mt:Iei I law; Faculty nd taff m m rs raU1 d to 1:. John o K- lama roo and board ice· chairperson Bi rgh M. • G rg: A. Fr nklin, WMU ttu te m ritus ncl "''ice pr L· le-dge 2.36,202, mppin~ lh ~a[ o I< I h ufGr:mtl Rapids, Mi h., whu L will s.e~c on rh ommir­ denr o · £he Kellogg Co. of B ule Cre k, Mich.; 135,000. Thar arnoum i .6 pe em te ·, w1U br'ng the complet ommitte · r ter t h 'r fellow • P• ~t[er W . Kra u hk:e,forei langua and lirerarur·e, nd bov · · · · r'ue ord•,!; ·rfingtoral con· tTI.I tees for approv I t the full booed' next meeting, Dec.
    [Show full text]
  • From the Arbor
    Volume 11, Issue 6 From the Arbor June/July, 2013 @ Baker University… Numbers of Importance: • Admissions 785.594.8325 Monthly news from Jerry Weakley, VP for Endowment and Planned Giving ecial Interest : • Alumni• Recommend Office- a student 888-781-2586 800- 873-4282 Work Under way on Phase I of Union Renovation… • Make a donation- 800-726-1554 • Create• Contact a planned Alumni gift or Office create Right outside my office windows on the “garden level” of Par- an endowed888-781-2586 scholarship- 785-594-8332 menter Hall there has been lots of activity recently. Con- or 913-449-9540• Make a Donation (Jerry Weakley) struction vehicles removing walls and debris from the demoli- tion going on inside the Union has been ongoing for much of • Baker 800-725-1554 Orange www.thebakerorange.com the month of June. • Create a planned gift or Inside This Issue: Create an En . Gone now are the interior walls that used to separate the main dining room from the private dining room and kitchen/buffet Phase I of Union Project Under way… 1 line. The entire space now opened seems quite expansive! Dining Facility Moves for Summer… 1 In case you missed it, Baker is in the process of renovating and enlarging the Union to bring it up to a standard now ex- Wandering Wildcats…2014… 2 pected by our student population. It is envisioned that phase I (essentially the dining area) will be completed just in time Athletic Hall of Fame Class Named… 2 for the arrival of students in mid-August. In place of the for- mer cafeteria style buffet line, the new dining room will fea- Trivia Answer for May… 3 ture a number of food/cooking stations that will feature a greater variety of food choices and options (almost like a food New Masters Program Initiated..
    [Show full text]
  • Dill ----POLICE EXECUTIVE RESEARCH FORUM SELECTING a POLICE CHIEF
    SELECTING A POLICE CHIEF: A HANDBOOK FOR LOCAL GOVERNMENT dill ----POLICE EXECUTIVE RESEARCH FORUM SELECTING A POLICE CHIEF: A HANDBOOK FOR LOCAL GOVERNMENT Published by International City/County Management Association Police Executive Research Forum International lA\ City/County '!::Y~~!A ----POLICE EXECUTIVE Association '"'RESEARCH FORUM ICMA is the professional and educational organi­ The Police Executive Research Forum (PERF) is a zation for chief appointed management executives national professional association of chief execu­ in local government. The purposes of ICMA are tives oflarge city, county, and state law enforce­ to strengthen the quality of local government ment agencies. PERF's objective is to improve the through professional management and to develop delivery of police services and the effectiveness of and disseminate new approaches to management crime control through: through training programs, information services, and publications. • The exercise of strong national leadership • The public debate of police and criminal justice Other recent ICMA guidebooks include: issues Human Resource Management in Local • The development of research and policy Government: An Essential Guide (42372) • The provision of vital management and leader- Telecommunications: Local Options, Local Action ship services to police agencies. (42369) Beyond Maps: GIS and Decision Making in Local PERF members are selected on the basis of their Government (42202) commitment to PERF's objectives and principles. Records Management: A Practical Guide for Cities PERF operates under the following tenets: and Counties (42087) Manager's Guide to Purchasing an Information 1. Research, experimentation, and exchange of System (42112) ideas through public discussion and debate are paths for the development of a comprehensive For further information about the publications or body of knowledge about policing.
    [Show full text]
  • 1 Human Resources Faculty Search Policy
    Human Resources Faculty Search Policy Applies to: (examples; Faculty,Staff, Students, etc) Faculty , Staff Policy Overview: Issued: 07-01-2013 Next Review Date: 04-30-2022 Frequency of Review: Annually The policy on Faculty Searches provides a consistent approach to ensure that the recruitment of full-time and part-time faculty is conducted in a manner that meets compliance needs, consistent with our values (diversity, growth, inclusion, integrity, positivity, professionalism, respect) STLCOP’s strategic priorities and goals, as well as following best practice to ensure for selection of the best possible faculty members. Applies to faculty, staff or administrators authorizing, managing or participating in faculty searches. Table of Contents: 1. Introduction 2. The Importance of a "Search Committee" 3. Culture of Searching 4. Defining the Search a. Determine position specifics and job description b. Develop a realistic timeline c. Determine if sponsorship is available for the position 5. Approval to Fill a Position a. Requisitioning the position b. Review for Affirmative Action Goals c. Freezing a search 6. The Search Committee Makeup and Guidelines a. Search Committee structure b. Appointment of search committee chair c. Appointment of the rest of the committee d. Goal for the committee e. Committee Training f. Confidentiality g. Communication with applicants and candidates h. Search Committee Records i. Search Committee Materials 7. Advertising and Sourcing Candidates a. Print/Online advertising b. Broadening the Applicant Pool c. Networking d. Affirmative Action Outreach e. Written advertising plan 8. Applications 9. Evaluation and Interviewing a. Selection criteria b. Prohibited selection criteria c. Applicant pool demographics d. Narrowing the candidate pool - Minimum qualifications e.
    [Show full text]
  • Regents Announce Search Committee
    what’s BASKETBALL BONANZA: WHO WILL WATCH ON CHECK OUT LARIAT COVERAGE NEXT WEEK The ‘WAtchmen’? DURING the big 12 men’s WEB? AND Women’s TOURNAMENTS PAGE 4 www.baylor.edu/lariat WWW.BAYLOR.EDU/LARIAT ROUNDING UP CAMPUS NEWS SINCE 1900 THE BAYLOR LARIAT FRIDAY, MARCH 6, 2009 Regents announce search committee Regent Tommy Bowman members from Baylor’s various Committee.” F a c u l t y Committee. By Ashley Corinne Killough declined the invitation because constituencies. Several Baylor constituen- S e n a t e , Green said that while there Staff writer he believed his work schedule The Baylor Alumni Associa- cies passed resolutions in the said Bat- are many different ways top would not permit the time need- tion, Faculty Senate, Staff Coun- fall requesting voting rights in son’s deci- tier universities have conducted Dr. Howard K. Batson, chair ed to participate in the effort. As cil and Student Government the search process. Batson was sion is not presidential searches, the one of Baylor’s Board of Regents, a board member, Bowman will each will be represented by at clear, however, that the insti- the senate’s thing consistent with most is a announced Thursday the two still have a vote on the final can- least one member who Batson tution’s governing documents preferred strong faculty voice. committees that will participate didate. chose after soliciting recom- state the voting power rests with model, but “No matter who the next in the presidential search pro- “I couldn’t think of a more mendations from each group.
    [Show full text]
  • Search Committee Chair Guide
    System Office Search Committee Chair Guide Updated: Q4 2017 1 Table of Contents Introduction Page 3 Search Committee Page 4 Search Process Page 5 Search Committee Charge and Confidentiality Statement Page 8 Interview Suggestions Page 9 Sample Candidate Evaluation Form Page 10 Reasons for Non-Selection Page 11 Pre-Employment Inquiries Page 12 Sample Interview Questions Page 15 Sample Interview Rating Forms Page 16 Reference Check Form Page 17 Background Check Form Page 19 2 Introduction This guide is a supplemental orientation to the TBR System Office recruitment process and is not all inclusive. This guide should be used in conjunction with the System Office Hiring Procedures online at https://www.tbr.edu/hr/system-office-recruitment-procedures. For specific questions, please contact the Office of Human Resources at 615-366-4450 or [email protected]. 3 Search Committee The Search Committee is usually composed of three to seven members to assist in the selection of candidates. Committee members may be involved in any or all the following ways: reviewing candidate application materials, interviewing (phone, WebEx, or in-person), and checking references. Choosing Search Committee Members Identify individuals who bring expertise in the area in which the position is or from other areas if they can accurately assess the level of skill required for the position. Search committee members can be from the TBR System Office, a TBR institution, or, if appropriate, outside of TBR. Collectively, committee members should represent the diverse nature of the TBR. Committee members must be able to maintain confidentiality. In addition, they must remain professional and objective.
    [Show full text]
  • FALL 2021 University Week - Full Schedule
    FALL 2021 University Week - Full Schedule Monday, August 9, 2021 University Address, Class Prep Time, & Training Sessions Welcome to Fall Semester 2021! 9:30 AM – 12:00 PM New Faculty Orientation Melissa Ducote, Director of Human Resources SAND 236 Orientation required for all new faculty 9:30 AM – 10:30 AM Endowed Professorship/Chair Mandatory Meeting Susan Chappell, Ex. Director of ULM Advancement, Foundation & Alumni Relations SAND 238 Only new recipients of an endowed professorship or chair appointment need to attend 10:00 AM – 10:50 PM Work Study Supervisors Training Alicia Rollins, Student Employment Coordinator University Library 3-A A vital session for faculty or staff who supervise student workers. This session will cover student worker authorization process, requirements for 04 workers, paperwork changes, and budget tracking system. University Week Fall 2021 • Contact: Rebecca Yantis • [email protected] Monday, August 9, 2021 - Continued 1:00 PM – 2:30 PM Introduction to Escape Rooms Dr. Stacie Austin, School of Education Walker 3-62 Participants will learn how to use virtual escape rooms to reinforce concepts while participating in a virtual escape room based on University trivia. Participants will learn basic skills using Google Slides, Docs, and Forms to create and implement an interactive virtual escape room experience. Seating is limited to 25; first come, first serve! 3:00 PM – 4:30 PM University Address Dr. Ron Berry, President Bayou Pointe/Streaming President Berry will open the 2021-2022 Academic Year, present the ULM
    [Show full text]
  • The Selection of College and University Presidents. INSTITUTION Association of American Colleges, Washington, D.C
    DOCUUIT R118111111 80 098 855 12 006 032 AUTHOR Kauffman, Joseph F. TITLE The Selection of College and University Presidents. INSTITUTION Association of American Colleges, Washington, D.C. PUB DATE 74 VOTE 78p. AVAILABLE FROMAssociation of American Colleges, 1818 R Street N.V., Washington 1.C. 20009 (82.00) EDRS PRICE HF-80.75 HC Not Available from EDRS. PLUS POSTAGE DESCRIPTORS *Administrator Characteristics; *Colleges; Governing Boards; *Higher Education; Personnel Selection; *Presidents; *Selection; Universities ABSTRACT This publicttion is meant to be a guide for governing boards, search committees, tnd presidential aspirants. It describes the main ingredients in the process of selecting the chief executive of a college or university :ampus. It is meant to be instructiveto all the participants. Following a brief commenton higher education in the 1970's, the topics covered include: the governing board, the nature of the college presidency today, characteristics of present college and university presidents, organizaing the searchprocess, the search committee, candidate qualifications and criteria, obtaining nominations and candidates, Affirmative Action, screening and assessing candidates, making the final decision, the appointment, board-president expectations and relationships. Evaluation of presidents and career development concerns of presidentsare also treated. (Author/HJH) LrN a.) 3- JEJ THE SELECTION OF COLLEGE AND UNIVERSITY PRESIDENTS By Joseph F. Kauffman PERMISSION 10 ItT'PRODUCETHIS S DE. A RTIAt *ITO. RE M TFI COPYRIGHT, D MATE InAl BY MICRO lOur:.r. N,, 8, 4vELFARL FICK% ONLY HAS RE I N GRANT'1" HY YATICAA, INSTITUT! UI AS X() C 7 EOut.A7.0N 9 'e/Celis 'CS TO ER1 AND ORGANIZATION OpRAT INGUNDER AGREEMENTS WITHTHE NA TIONAt INSTITUTE OT EDUCATION , Vhi FURTHER REPRODUCTIONOUTSIDE THE ERIC SYSTEM REQUIRESPERMIS Psi SION Of THE COPYRIGHT OWNER O kt) ASSOCIATION OF AMERICAN COLLEGES WASHINGTON, D.C.
    [Show full text]
  • Search Committee Handbook
    Search Committee Handbook Confidentiality Faculty Hiring Plan Non Faculty Hiring Plan Application Screening Form Faculty Application Screening Form General (can be modified by each committee) Sample Interview Questions Note Taking Do’s and Don’ts The Interview – Pitfills to Avoid Interview Evaluation Form (can be modified by each committee) Reference Checks Tips and Forms Sample Search Committee Recommendation Letter Closing the Search NeoGov Instructions CONFIDENTIALITY IN THE SEARCH COMMITTEE PROCESS Congratulations on your role as a member of the College search committee! One of the critical aspects of the search process is ensuring confidentiality to applicants as provided under the law. This memo is intended to assist in understanding your responsibility in maintaining confidentiality. Any questions about this issue should be directed to the search committee chair. 1. Complete confidentiality in the search process, in accordance with the law, is essential in order to attract qualified candidates who trust that their information will not be prematurely disclosed, and to ensure compliance with applicable laws. 2. Search committee members will have access to private personnel data, and each search committee member must take all necessary precautions to safeguard the information received. 3. The Minnesota Government Data Practices Act (MGDPA) governs “personnel data” collected, created, received, maintained or disseminated by a governmental entity such as MnSCU. Personnel data includes information on both applicants for positions and employees. Minnesota Statutes sections 13.03, 13.43. 4. Under the MGDPA, certain personnel data are private, other information is public. Determination of what is public data will be made by the Search Chair in coordination with college and system office officials.
    [Show full text]