Faculty recruitment and appointment

Purpose

The purpose of this Policy is to provide uniformity in the selection and appointment process for faculty members.

Policy

The University has an orderly process for recruiting and appointing faculty. It offers faculty appointments on the basis of educational qualifications, experience, teaching ability, scholarship, and personal and professional integrity. Only candidates who meet the minimum standards as specified by SACSCOC will be considered.

Each academic year, projected faculty needs are established and communicated by the College Deans to the Vice President for Academic Affairs and the President.

Lynn University is an Equal Employment Opportunity institution, and as such, encourages applications from all qualified candidates, regardless of race, color, religion, sex, sexual orientation, sexual identity, gender, gender expression, or gender identity, age, national origin, ancestry, citizenship, disability, gender related status, pregnancy, genetic disposition, veteran or military status, marital status, familial status or any other protected characteristic as established by law.

Definitions

Faculty Recruitment—includes the advertisement, receipt of responses, selection of candidates for interview, issuing offers and hiring all new part-time, special appointment, and full-time faculty members.

Procedures/Guidelines

I. Full-Time Faculty Recruitment and Appointment Procedures

The following is intended to provide standard procedures for the recruitment and appointment of faculty. This process should be followed for the hiring of all full-time faculty members.

A. General Guidelines

The recruitment process begins after approval for the faculty position has been obtained from the President by the Vice President for Academic Affairs and is premised on the following assumptions:

  1. The President reserves the right to authorize the utilization of outside search firms or consultants.
  2. Hiring decisions should reflect student needs, College and academic program development, and fiscal responsibility.
  3. The process should be completed in an expeditious manner.
  4. Confidentiality is essential at all phases of the search process and after the search is completed.

B. Identifying and Interviewing Candidates

  1. The applicable search committee, in consultation with the applicable College Dean, will evaluate applicants and determine those who will be invited for an interview.
  2. References and background checks will be completed for all candidates selected for a formal interview.
  3. As appropriate, candidates for faculty appointments will be asked to teach, demonstrate clinical procedures, etc.
  4. During the interview process, the candidate will be notified that any job offer is contingent upon successful completion of background and reference checks, as well as verification and approval of academic or alternative qualification credentials. Moreover, notice of the availability of the Lynn University annual security report will be provided to the interviewee if the position was advertised.

C. Final Decision Making and Hiring

  1. After all the final candidates are interviewed and evaluated, the College Dean and search committee will meet to make recommendations to the Vice President for Academic Affairs. The Vice President for Academic Affairs will share these recommendations with the President.
  2. The College Dean will offer the position to the agreed upon candidate. Before the position is offered to the candidate, references and background checks are conducted; and official transcripts, a current vita or resume, and three letters of recommendation justifying the faculty member’s ability to teach and/or perform research in the assigned discipline must be presented.
  3. The College Dean will negotiate the final salary and other job-related issues with the candidate. The Office of Employee Services will draft the contract. Employee Services, the College Dean, and the Vice President for Academic Affairs will receive copies of the signed contract.
  4. Employee Services or the applicable College Dean should contact those who have been interviewed, but who were not selected, within two weeks after the selected candidate accepts the position. All materials related to the search, including personal notes, must be sent to Employee Services within two weeks after formal acceptance of the position.

II. Part-Time & Special Appointment Faculty Recruitment and Appointment Procedures

A less thorough search may be conducted for part-time and special appointment faculty. The applicable College Dean and the Vice President for Academic Affairs should interview part-time and special appointment faculty candidates. During the interview process, the candidate will be notified that any job offer is contingent upon successful completion of background check, as well as verification and approval of academic or alternative qualification credentials. Moreover, notice of the availability of the Lynn University annual security report will be provided to the interviewee if the position was advertised.

To learn more about this policy or the supporting procedures, please contact Employee Services.

Policy updated on: Oct. 24, 2018