303.0 Recruiting and Selecting Full-Time Faculty
Each opening, resulting from either a resignation, creation of a new position, or change from non-tenure track to tenure track, is an opportunity for the Institution to enhance its stature or broaden its educational resources in concert with its traditional and changing roles in both teaching and research. In choosing a permanent faculty member, a thorough search, as outlined below, shall be conducted. The Department Head and faculty of the department where the new faculty member will reside shall have primary responsibility for the search. The Department Head shall consult with the Dean or MBMG Director to establish the Search Committee.
a. In recruiting faculty, it is the primary responsibility of the Department Head and the faculty of the department where the new faculty member will reside to describe the academic and professional qualifications of the position to be filled. Although the ultimate responsibility for the position lies with the Chancellor, this description shall be the product of an informative and participative dialogue among the relevant instructional or research faculty, Dean, and Provost/VCAA or MBMG Director.
b. The formal Search Committee selects final candidates from which the position shall be filled. The Search Committee shall normally consist of three faculty members representing the academic department and one faculty member from outside the department. Student involvement is encouraged and may include a student member appointed by the Department Head to the Search Committee. The Department Head may serve on the committee as one of the department members or serve as chair of the committee.
c. A terminal degree shall be the normal minimal requirement for faculty rank above instructor at Montana Tech. Exceptions to this, including either additional or lesser requirements, shall be determined by the departmental standards of the department affected in consultation with the Department Head, Dean and Provost/VCAA or MBMG Director.
d. The Department Head, Dean, Provost/VCAA or MBMG Director shall assist the Search Committee in filling out required paperwork, providing salary guidelines, recommending advertisements in appropriate journals, interviewing candidates, and insuring compliance with the Institution's responsibilities for AA/EEO and proper search and selection procedures. (See Section III of this Handbook.)
e. The chair of the Search Committee is responsible for ensuring that everyone on the committee has received training on the search procedures that comply with the EEO/AA requirements and campus policies.
f. The Search Committee is responsible for screening applicants, contacting references, interviewing candidates, and selecting final candidates for the position. The committee may, if it wishes, prioritize the finalists and recommend a top candidate to the Department Head, Dean and Provost/VCAA or MBMG Director. The Chancellor, in conjunction with the Provost/VCAA or MBMG Director, Department Head and Dean, approves the formal written offer. The verbal offer can be made by the Search Chair, the Department Head, the Dean, Vice Chancellor 19 | Page or the Chancellor. Human Resources should be informed when an offer has been accepted by completing a Personnel Action Form (PAF).
g. The Human Resources Office will notify all unsuccessful candidates when the position has been filled. All search materials such as interview notes, reference checks and the search memo shall be transferred to the Human Resources Office within ten days upon completion of the search.
h. The appointing authority, or as delegated by the Provost/VCAA or MBMG Director, informs all final candidates of their rights as a prospective faculty member and negotiates specific contract terms such as credit toward promotion and tenure, faculty rank, and salary in accord with the Personnel Requisition and Authorization (PRA). During the pre-employment interview with the prospective faculty member, the Provost/VCAA or MBMG Director shall discuss tenure and promotion procedures and criteria.
i. In cases where it is not possible to employ a qualified person with terminal degree (or other appropriate certification), a person with a Master's degree may be hired. If hired, the contract must spell out the specific terms under which the person is expected to earn a terminal degree or other appropriate certification.
j. After selection and hiring, the probationary faculty member shall be made aware of the location of the Faculty/Staff Handbook on the Tech website. A contract letter explaining any time given toward tenure or promotion, and stating any other special criteria mutually agreed upon will be provided to the probationary faculty member. After arrival on campus, the new faculty member shall meet with the Provost/VCAA or MBMG Director to again review the tenure and promotion process.
k. The Provost/VCAA or MBMG Director shall establish and maintain an orientation process for new faculty and ensure that new faculty participate in said program.
l. The Chancellor is the ultimate appointing authority for all positions at Montana Tech.
203.2 Recruiting and Selecting Part-Time Faculty
In recruiting and selecting part-time faculty, it is the primary responsibility of the Department Head, in consultation with the faculty of the department where the part-time faculty member shall teach, to describe the academic and professional qualifications of the position to be filled. Adjunct faculty shall complete the application process including criminal background checks and credential verification. Criminal background checks and credential verification will be completed. After selection and hiring, the probationary faculty member shall be directed to where a copy of the Faculty/Staff Handbook is located on Montana Tech’s website.