Committee chairpersons should hold positions at the same level as or higher than the vacant position.
Exceptions are often made for professors, who may be asked to chair faculty search committees, regardless of their rank or tenure status.
The size of the committee should reflect the importance of the vacant position (the more important the position, the greater the number of committee members).
Attempt to form a committee diverse in terms of gender and race.
Attempt to appoint as a committee member an individual who has performed the vacant position or a similar position.
Attempt to appoint as a committee member an individual who has supervised the vacant position or a similar position.
Appoint ex-officio members from the HR department, the Affirmative Action office or both.
Determine whether each potential appointee has sufficient time to devote to each committee duties.
Ensure that the committee possesses technical expertise sufficient to make astute comparisons among applicants.
Ensure that the committee represents a variety of perspectives on the role and function of the vacant position.
Appoint stakeholders – for example, students in a search for a Director of Student Activities, Faculty in search for a Librarian, or members of the President’s Cabinet in a search for a Vice President.
Committee chairpersons should hold positions at the same level as or higher than the vacant position.
Exceptions are often made for professors, who may be asked to chair faculty search committees, regardless of their rank or tenure status.
The size of the committee should reflect the importance of the vacant position (the more important the position, the greater the number of committee members).
Attempt to form a committee diverse in terms of gender and race.
Attempt to appoint as a committee member an individual who has performed the vacant position or a similar position.
Attempt to appoint as a committee member an individual who has supervised the vacant position or a similar position.
Appoint ex-officio members from the HR department, the Affirmative Action office or both.
Determine whether each potential appointee has sufficient time to devote to each committee duties.
Ensure that the committee possesses technical expertise sufficient to make astute comparisons among applicants.
Ensure that the committee represents a variety of perspectives on the role and function of the vacant position.
Appoint stakeholders – for example, students in a search for a Director of Student Activities, Faculty in search for a Librarian, or members of the President’s Cabinet in a search for a Vice President.
