NUMBER:   ACAF 1.00

SECTION:  Academic Affairs                   



SUBJECT:  Recruitment of Academic Personnel                       

               



DATE:     February 1, 1995

                                             

Policy for:     All Campuses            

Procedure for:  All Campuses            

Authorized by:  James C. Moeser

Issued by:      Provost's Office



________________________________________________________________



I.   Policy



A.   No vacant academic position or anticipated vacancy or new

     position may be advertised or offered without the approval

     of the Provost.  (See ACAF 1.03)



B.   The University of South Carolina provides affirmative action

     and equal opportunity in education and employment for all

     qualified persons regardless of race, color, religion, sex,

     national origin, age, handicap or veteran status.



C.   Primary responsibility for implementing the affirmative

     action policy in recruiting academic personnel rests with

     each dean and department chair.  





II.  Procedure



After approval to fill a new position or vacancy has been

received from the Provost, deans and department heads should be

in contact with the Office of Equal Opportunity Programs when

they begin the search process to determine the exact process to

be followed and the reporting mechanisms that will be required. 

Typically, hiring departments seek qualified applicants through

traditional means such as The Chronicle of Higher Education ,

professional journals, graduate schools, professional societies,

etc.  Qualified applicants might also be located through

appropriate publications and programs which are concerned

primarily with issues of minorities and women.  Assistance in

locating these sources is available from the Office of Equal

Opportunity Programs.

  

A.   Advertisements  -- Any listing of an academic position

     (other than  temporary or reappointments as specified in

     ACAF 1.03) must limit the qualifications to those

     appropriate to the position to be filled.  



1.   As a guide, the following items should be considered for

     inclusion in the ad:  



     a.   name of the University;

     b.   title of position;

     c.   responsibilities/duties of the position;

     d.   minimum and preferred skills, experience and education;

     e.   rank and salary range;

     f.   description of materials to be submitted as

          application, i.e., curriculum vita, references, etc.;  

     g.   whom to contact;

     h.    application deadline.

     i.   Additionally, all ads must indicate "The University of

          South Carolina is an affirmative action/equal

          opportunity employer."  



2.   Send an information copy of the ad or position vacancy

     notice to the Office of Equal Opportunity Programs and a

     second copy to Job Service, P.O. Box 567, Columbia, SC

     29208.  



B.   Applicant Screening Committee  -- An applicant screening

     committee should be constituted according to

     departmental/college procedures.  



1.   Applicant screening committees should include:



     a.   appointing to the committee at least three faculty

          members of the department where the vacancy is to be

          filled;

     b.   appointing both tenured and nontenured faculty members

          to the committee;

     c.   appointing, if possible, women and minority faculty

          members to the committee;

     d.   making applications received available for review and

          comment by all full-time faculty in the department at

          the rank of assistant professor or above.  



2.   The functions of the screening committee are:



     a.   to screen all applicants according to advertised

          position qualifications, 

     b.   determine which applicants are to be interviewed,

     c.   arrange and conduct the interviews,

     d.   make recommendations for the appointment to the

          department chair, program director and/or dean as

          appropriate.  







C.   Unsuccessful Candidates  -- All unsuccessful candidates who

     sent in applications for a specific position should be

     informed that they were not selected for the position.  



D.   Documentation  -- All documentation pertaining to

     recruitment,  including advertisements, resumes, interview

     notes, applications  and EEO forms, must be retained by the

     appointing department for at least five years.  



E.   Candidate Travel and Interview Expenses  -- all candidate

     travel and interview expenses are borne by the hiring

     department in accordance with standard University

     procedures.





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