The Office of Equal Opportunity Programs coordinates the listings for all Full-time FACULTY positions at FAU. Adjunct Instructor/Part-time teaching positions are coordinated by each respective College. Each college web site link, and telephone number follows. The procedures for conducting a faculty search can be found after the college listings.

Colleges
Dorothy F. Schmidt College of Arts & Letters (561) 297-3803	Honors College (561) 799-8579
College of Business (561) 297-3631	College of Nursing (561) 297-3206
College of Education (561) 297-3564	Charles E. Schmidt College of Science  (561) 297-3035
College of Engineering (561) 297-3400	College of Architecture, Urban and Public Affairs (954) 236-5640

REVISED NOVEMBER 2004
Office of the Provost
Faculty Search Checklist

 

1. Dean secures approval to recruit from the Office of the Provost.

 

2. Chairperson secures approval to recruit from the Dean.

 

3. At a department faculty meeting:

a. Select a Search Committee and Search Committee Chairperson, assuring minority and female representation
b. Agree upon a position description and job qualification requirements for the position.

4. Obtain the EEO Search and Screen packet/manual from the Equal Opportunity Programs (EOP) Office.

5. Complete Part A of the Position Vacancy Announcement (PVA) and route for the following signatures:

Chair of the Search Committee
Dean
Office of the Provost, Associate Provost/Academic Personnel
Director of EOP

6. Develop an ad appropriate for the position, in keeping with EOP guidelines, and the PVA:

a. Contact appropriate external advertisers and secure price quotes for intended ads
b. Prepare a purchase requisition for each ad

7. Route PVA, Part I of the Equal Opportunity Compliance Report (blue form), and purchase requisitions as follows:

a. College Business Manager
b. EOP Office

8. When routing Part I of the Equal Opportunity Compliance Report, complete item #’s 13 through 15. Designate the search committee chairperson along with each search committee member, inclusive of their race and sex.

a. Seven business days after the closing date of the position, a copy of the Equal Opportunity Compliance Report will be returned to the recruiting official, certifying the adequacy of the applicant pool.

b. If the EOP Director does not approve the applicant pool, suggestions will be indicated for pool certification.

9. The EOP office will maintain the original PVA and will forward a copy to the Search Committee Chairperson for retention until the search is completed. (Please note: Search materials must be retained for two years, see #28).

10. Forward copies of advertisement(s)/purchase requisition(s), as they appear in print, to EOP and retain originals for your search files.

11. a. If letter of interest and vitae are sent to Chair of the Search Committee, acknowledge receipt and send a voluntary self-identification card to each applicant. Please put the title and number of the position on the card before sending to the candidate.

b. If letter of interest and vitae are sent to EOP, candidate’s materials will be sent to the Chair of the Search Committee and voluntary self-identification cards will be sent to applicants.

12. Develop a qualifications grid for applicants for the position.

13. Within seven (7) days following the recruitment deadline, Part 1 of the Equal Opportunity Compliance Report must be completed and processed as follows:

a. The Office of EOP will contact the hiring authority for the total number of applicants the college has received. The adequacy of the applicant pool grid is then reviewed and signed by the Director of EOP. A copy is returned to the hiring authority indicating approval to proceed with interview and selection.
b. If the EOP Director does not approve the applicant pool, suggestions will be made for pool certification.

14. Once pool has been certified as adequate, the Search Committee:

a. Completes remainder of Applicant Pool Grid, where possible
b. Selects candidates for interviews

15. Arrange for campus visits of candidates:

a. Travel arrangements
b. Colloquium with faculty
c. Meetings with individual faculty
d. Classroom teaching
e. Meetings with constituent student/community groups
f. Travel to appropriate campus sites
g. Meetings with appropriate campus representatives.

16. Search committee recommends qualified candidates:

a. Presentation to and approval by department faculty and chair
b. Completion of Initial Appointment Report for Tenure-Track Faculty or Faculty being considered for Tenure Upon Appointment
c. Presentation to and approval by Dean

17. Chair of Search Committee completes Part II of the EEO form; secures signature of the Dean; and forwards to the office of EOP for approval by the Director.

18. Department chair notifies and enters into negotiations with selected candidate. Negotiated terms are subject to the approval of the Dean. If candidate verbally accepts:

a. Department Chair requests candidate provide transcript. A copy is acceptable at this point in the process; an official transcript will be required prior to employment.
b. Department Chair verifies employment of selected candidate, if applicable. The Verification of Employment Form for Faculty is available in the Search and Screen Packet/Manual.
c. Department Chair sends letter of recommendation, completion of Initial Appointment Report for Tenure-Track Faculty or Faculty being considered for Tenure Upon Appointment, completed Part II of the Equal Opportunity Compliance Report, PVA and candidate’s vitae to the Dean.

19. The Dean sends an offer letter to the candidate with a copy to the Chair.

20. When the candidate returns the letter, signifying his/her acceptance of the position, the signed original letter, signed Faculty Tenure Agreement, an official transcript, vitae, and Employment Verification Form (if applicable), go to the office of the Associate Provost of Academic Personnel for inclusion in the faculty members’ personnel/credential file.

21. Copies of signed acceptance letters need to be distributed by the Dean’s office to Personnel Services, Processing and Records.

22. Completed Part B of the PVA, completed Equal Opportunity Compliance Report, and copy of offer letter, signed and accepted, are sent to EOP.

23. Submit a contract for new faculty member prior to effective date of new employment.

24. The new faculty member must visit Personnel Services with the following documentation (originals) prior to the first day of their contract. See Attached list.

25. If the search does not end in the selection and acceptance of a suitable candidate for the position, the Search needs to be closed and the future of the position must be decided upon by the Dean. A completed Position Vacancy Announcement Change Request Form needs to be sent to the Associate Provost/Academic Personnel for signature and subsequent routing to EOP.

26. The search committee chairperson may send letters to all candidates who were not hired.

27. A file containing all pertinent materials related to the search (ad, EEO forms, qualifications grid, vitae) must be kept in the files of the department for two years.

 

LIST OF ACCEPTABLE DOCUMENTS FOR EMPLOYMENT IN THE UNITED STATES

Please provide one (1) item from List A or one (1) from List B and List C

LIST A OR LIST B AND LIST C


List A: Documents that Establish Both Identity and Employment Eligibility

1. U.S. Passport (unexpired or expired)

2. Certificate of U.S. Citizenship (INS Form N–560 or N–561)

3. Certificate of Naturalization (INS Form N–550 or –570)

4. Unexpired foreign passport, with I-551 stamp or attached INS Form I-94 indicating unexpired employment authorization

5. Alien Registration Receipt Card with photograph (INS Form I-688A)

6. Unexpired Temporary Resident Card (INS Form I-688)

7. Unexpired Employment Authorization Card (INS Form I-688A)

8. Unexpired Reentry Permit (INS Form I-327)

9. Unexpired Refugee Travel Document (INS Form I-571)

10. Unexpired Employment Authorization Document issued by the INS which contains a photograph (INS Form I-688B)

List B: Documents that Establish Identity

1. Driver’s license or ID card issued by a state or outlying possession of the United States provided it contains a photograph or information such as name, date of birth, sex, height, eye color, and address

2. ID card issued by federal, state, or local government agencies of entities provided it contains a photograph or information such as name, date of birth, sex, height, eye color, and address

3. School ID card with a photograph

4. Voter’s registration card

5. U.S. Military Card of draft record

6. Military dependent’s ID card

7. U.S. Coast Guard Merchant Mariner Card8. Native American tribal document

9. Driver’s license issued by a Canadian government authority

FOR PERSONS UNDER AGE 18 WHO ARE UNABLE TO PRESENT A DOCUMENT LISTED ABOVE:

10. School record or report card

11. Clinic, doctor, or hospital record

12. Day-care or nursery school record

List C: Documents that Establish Employment Eligibility

1. U.S. social security card issued by the Social Security Administration (other than a card stating it is not valid for employment)

2. Certification of Birth Abroad issued by the Department of State (Form FS0545 or Form DS-1350)

3. Original or certified copy of a birth certificate issued by a state, county, municipal authority or outlying possession of the United States bearing an official seal

4. Native American tribal document

5. U.S. Citizen ID Card (INS Form I-197)

6. ID Card for use of Resident Citizen in the United States (INS Form I-179)

7. Unexpired employment authorization document issued by the INS (other than those listed under List A)