- Sponsoring Department: In some cases (e.g., searches with support through a cluster mechanism or through centers such as Norris Cotton Cancer Center) multiple departments may be potential homes for a hire. However, one academic department must be identified initially as the sponsor for that search since neither clusters nor centers can grant faculty appointments. Communication on the search will be managed through that department until the time that a different department is identified as the primary affiliation for the hire.
- Point person for search procedures: Typically, the Operations Director (Ops Director, or their delegate) within the department seeking approval for a new faculty position is responsible for the input of the search request and any supplementary materials, including a preliminary business plan, into Dashboard. All Ops Directors have full access to their department searches in Dashboard and are on the notifications list.
- Chair approval: Department Chair reviews/approves search request (electronically). If a co-sponsoring institute (e.g., NCCC) will be making a substantive contribution to the planned hire, the sponsoring department and co-sponsor should review and coordinate all material before submission to Dashboard.
- Approval of preliminary business plan: Fiscal Office and Senior Deans review/approve business plan. Components of business plan may derive from multiple sources/organizations, but communication on the business plan will occur through the Chair/Ops Director of department that is sponsoring the hire.
- Dean’s Office approval to implement search: Geisel Dean’s Office reviews submitted material and approves initiation of the search.
- Search number assigned: Administrative Coordinator in Dean of Faculty Affairs Office assigns search number and opens search.
- Search committee composition reviewed and approved: Search committee constitution is approved by the Dean of Faculty Affairs and the Director of Institutional Diversity & Equity (IDE) on Dashboard (see Subappendix A for protocols on selecting search committee membership).
- Ad(s) is/are prepared and reviewed in conjunction with the Dean of Faculty Affairs at Geisel and Director of IDE to ensure language meets fair hiring standards and promotes diversity and inclusivity. See Subappendix A below for information on advertisements. Assessment (ranking) of candidates needs to conform to criteria set out in the ad.
- Dean’s Office provides funding to support advertisements with organizations/societies dedicated to under-represented minorities in academia: list of approved venues can be obtained through IDE.
- Unless otherwise approved by the Dean, all searches will require submission of
- Cover letter (which should provide)
- a summary of the impact and importance of their past work;
- a statement on how their efforts in all areas (research, teaching, engagement) will be of benefit to the Geisel/Dartmouth academic community;
- a statement of how Dartmouth/Geisel/the Department or Center will be of benefit to their academic program/aspirations;
- statement of how their teaching, research, service, and/or life experiences prepare them to advance Dartmouth’s commitments to diversity, equity, and inclusion.
- Candidate’s CV
- Research statement
- Teaching statement
- At least 3 letters of recommendation. For senior candidates, especially those recruited for identified leadership positions, letters of recommendation may be requested following review of other materials and the candidate’s visit, but they must be received and reviewed prior to an offer being extended.
- Cover letter (which should provide)
- Once search is opened, all candidate information is submitted and reviewed by the search committee through Interfolio Faculty Search (i.e., this stage of the search process occurs outside of Dashboard; please see Subappendix A below for search process). Ops Director or their designee will coordinate search on Interfolio.
- Once search committee has completed its review of candidates, Ops Director inputs information, according to IDE protocol, on the short list of candidates and all new candidate information/updates on Dashboard. See document library (information for search committees).
- Dean of Faculty Affairs and Director of IDE review and approve of candidate short list. At this time, search committee chair may contact candidates to arrange interviews.
- Final candidate(s) is/are selected by the Chair (vide infra) and the name(s) of the preferred candidate(s) is/are entered onto Dashboard by the Ops Director.
- When the Chair reaches out to candidate(s), they must inform potential candidates that an offer will be contingent upon candidate(s)’ consent to a pre-employment background check with results acceptable under the Dartmouth Background Check Policy.
- The business plan is updated (if necessary) and the revised plan approved by the Fiscal Office and the appropriate Senior Deans.
- Ops Director submits a formal “Request to Hire” on Dashboard and includes a comment on why the preferred candidate(s) is/are best qualified with respect to the criteria identified by the search committee and enumerated in the ad.
- Department Chair reviews/approves request to hire.
- IDE reviews/approves request to hire.
- Geisel Dean’s Office reviews request to hire, inclusive of the revised business plan, and approval is registered on Dashboard by the Dean of Faculty Affairs.
- Dean’s office will initiate the sequence required for the pre-employment background check.
- Administrative Coordinator of Faculty Affairs alerts IDE and sponsoring department of approval, and alerts department Chair to prepare draft of the offer letter for Dean’s Office review.
Final approval to send an official offer (i.e., letter) must have approval by HR/Dean that the candidate has successfully cleared pre-employment background check.