Faculty Search Planning Template - Full-Time Faculty & Part-Time Instructors

Sep 12, 2026

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Planning template for conducting faculty searches under the Centenary College of Louisiana faculty handbook, outlining how faculty recruitment needs are identified, approved, and executed. Specifies the composition and election process for search committees, the role of a diversity advocate, and how committee voting strength is maintained through supplemental members. Covers advertising and timeline expectations, selection of finalists, reference checks, interview arrangements, and campus procedures, including teaching and scholarly presentations. Also begins defining recruitment steps for part-time instructors.

LanguageEnglish

CategoryForms

FormatPDF

Pages4

Reading Time2 min

AccessFree to download

Faculty Recruitment Planning

Search Committee Structure and Roles

Recruitment Timeline and Applicant Pool Building

Candidate Screening, References, and Interviews

Part-Time Instructor Recruitment

Planning Template for Conducting Faculty Searches Centenary College of Louisiana Per the Faculty Handbook: Faculty Recruitment The need for each position, whether a new or a replacement position, shall be established by the Vice President for Academic Affairs and Provost in consultation with the appropriate departments and the Faculty Personnel Committee. After the need for the position has been established and approved by the President, the search will proceed as follows: Full-time Faculty 1. Search Committee: Committee membership: With the exception provided for in the case of endowed chairs (see Section 8), the recruitment of faculty will be conducted by a search committee composed of (a) all tenured and tenure-track members of the department; and (b) one supplemental tenured faculty member from outside the department recommended by the department to the Vice President for Academic Affairs and Provost. The committee will elect its own chair. Diversity advocate: This committee will include a diversity advocate selected by the FCC in consultation with the Diversity Committee. The Diversity Committee will compile and maintain a list of faculty who are trained and willing to serve in this role for the FCC to use in making their choice. The diversity advocate will serve as a non-voting member of the search committee and will assist the search committee by actively recruiting minority applicants, contacting organizations geared toward minority applicants, and contacting graduate programs to seek out applicants pursuing advanced degrees. Supplemental members: If the resulting search committee would be composed of fewer than three voting members, their numbers will be supplemented by other tenured faculty to form a committee of at least three members. All supplemental member(s) will be selected by the department chair in consultation with the other members of the Centenary College Faculty Handbook department and the Vice President for Academic Affairs and Provost (who may consult the Faculty Personnel Committee and who possesses the authority to make the final decision) . In some cases, it may be useful for the search committee to include untenured faculty, non tenure-track faculty, or staff members as non-voting supplemental consultantson a search committee. In these cases, the chair of the search committee is encouraged to limit the workload of these consulting committee members. The final makeup of the search committee will be sent to the Vice President for Academic Affairs and Provost and FPC for approval with the text of the job advertisement. 2. The search for new faculty members should begin as soon as possible in order to maintain the best pool of applicants from which to choose. Except in extraordinary cases, the search should begin no later than October 1. 3. With the help of the diversity advocate, the search committee should obtain a large and diverse pool of applicants in a variety of ways, using the following phrase in all of its advertisements: “Centenary recognizes that diversity is essential to its goal of providing an educational environment where students explore the unfamiliar, invent new approaches to understanding, and connect their work and lives to the world at large. We thus encourage applicants who would add to the College's diversity of ideas, beliefs, experiences, and cultural backgrounds. Women, minorities, veterans, and people with disabilities are especially encouraged to apply. EOE.” Potential recruiting activities include, but are not limited to the following: advertising in professional publications (e.g. the Chronicle of Higher Education, Journal of Blacks in Higher Education, Hispanic Outlook) and appropriate e-mail lists, contacting a variety of graduate schools and deans, and publicizing vacancies at conventions and professional meetings. Vacancies for full-time faculty will be advertised nationally. Advertisements for positions will be drafted by the chair of the sear

FAQs

How is the need for a faculty position established and approved?

The Vice President for Academic Affairs and Provost establishes the need in consultation with the appropriate departments and the Faculty Personnel Committee. After the position need is approved by the President, the search proceeds following the outlined steps.

What is the role of the diversity advocate in the faculty search?

The search committee includes a diversity advocate selected by the FCC in consultation with the Diversity Committee. The diversity advocate serves as a non-voting member and helps recruit minority applicants by actively reaching out to relevant organizations and graduate programs.

When should the search begin, and how are applicants selected for interviews?

The search should begin as soon as possible and, except in extraordinary cases, no later than October 1. After securing a pool, the committee selects the best qualified applicants, contacts references, and normally invites the top three for interviews.

Sep 12, 2026

Upload by Tawan