TABLE OF CONTENTS

 

 

SECTION I : STEP-BY-STEP PROCESS

Position Request and Approval

Search Preparation/Posting/Advertising

Candidate Selection

Interview

Final Steps

 

 

SECTION II: FORMS AND SAMPLES

Personnel Requisition

Job Bulletin

Advertisement

Time Line

Interview Schedule

 

 

SECTION III: GUIDELINES TO EFFECTIVE SEARCH

General Guidelines For Faculty Search

Conducting a Professional, Non-discriminatory Interview

Topics to Avoid During the Interview

Phone Interview Guide

 

 

SECTION IV: INTERVIEW QUESTIONS

Written Interview Questions-Mission

Sample Committee Interview Questions

 

 

SECTION V: DOCUMENTING THE PROCESS

Required Documentation

 

 

 

 

 

 

 

 

 

 

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                                                                 Page

 

 

Position Request and Approval………………………………………. 3

 

Search Preparation/Posting/Advertising……………………………. 4 – 5

 

Candidate Selection…………………………………………………… 6 – 7

 

On-Campus Interview………………………………………………… 8 – 9

 

Final Steps……………………………………………………………... 10

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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The search process begins early fall to allow sufficient time for the committee to conduct a thorough search and to arrive at a final decision while the best candidates are available. Except in unusual circumstances, like late resignations, interviews should not be conducted after April 1.

 

 

1)             Department proposes future plans for department program development and curriculum including faculty member requirements and qualifications most desirable to accomplish departmental plans.

 

2)             Department prepares a rationale statement for the hiring process including position description, draft job bulletin, list of desired ad placements, a plan for reaching historically under-represented or under-served groups, and a master schedule for the hiring process from ad placement to approximate interview dates.

 

·      Master schedule includes tentative time-frame for advertising, resume deadline, written and on-campus interviews.

 

3)             The department chair presents the completed documentation to the Dean of the College along with the personnel requisition form available in the Human Resources Department or in the Human Resources public folder on Augnet.

 

4)             The Dean decides if the information will be presented to Council for further discussion.

 

5)             The Dean notifies the department chair of Council’s decision.

 

6)             The department chair assigns a member of the department as search committee chair (may be the department chair or another member of the department) and a *search committee is formed.

 

*The department chair assigns individuals to participate on the search committee and appoints a chair of the committee. Members of the committee generally include some or all faculty members of the department, however, it is recommended that non-departmental faculty be considered as well.

 

 

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1)             Chair of the search committee arranges a meeting with Human Resources to discuss:

a)    Information on Personnel Requisition form

b)    Search process/responsibilities

c)    Search time line

d)    Contents of the ad and job bulletin, including application deadline

e)    Advertising resources

·      Most tenure track positions are advertised on a national basis and in discipline-specific publications. Non-tenure track positions may be advertised locally only. With few exceptions, positions will be posted internally.

 

2)             Human Resources refines the draft job bulletin (if necessary) and drafts the ad, both of which are forwarded to the search committee Chair for final approval.

 

The job bulletin includes a detailed description of the job and is posted on internal bulletin boards, posted on the Augsburg web site, and placed with free or flat-fee based dot coms and publications.

 

The ad is an abbreviated version of the job bulletin and is placed in resources that charge by the word or line. The ad refers candidates to the Augsburg web site where the more detailed job bulletin can be viewed.

 

3)             Human Resources drafts a detailed search time line based on the discussion with the Chair of the search committee. The time line is forwarded to the Chair for review. The Chair immediately notifies Human Resources of suggested revisions.

 

·      If the Chair of the search committee chooses to develop the time line instead of Human Resources a copy is forwarded to Human Resources when completed.

 

4)             Committee Chair notifies Human Resources of final approval of the ad and job bulletin within the time frame established in the search time line.

 

 

 

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5)             Human Resources places the ad and job bulletin in the agreed upon publications, web sites, Augsburg web site and bulletin boards and notifies the Chair of the search committee when completed.

 

6)             Chair determines the times on each interview day to include the following elements of the interview process. The Chair must notify Human Resources of these times at least three weeks before the invitation is extended to the candidates to come for an on-campus interview:

·      Availability of search committee for interview               

·      Class presentations

·      Other unique scheduling details

 

7)             For each interview date Human Resources will:

·      schedule the Mission Committee

·      schedule the Dean’s interview

·      schedule rooms (Chair must notify HR prior to this scheduling if specific rooms are required for any portion of the interview)

·      schedule campus tour

·      arrange lunch

·      draft the full-day interview schedule

·      forward the draft schedule to the Chair for final approval

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Important: Documentation of each step of the entire recruitment and hiring process begins at this point.

 

Resume Review Process:

1)             Human Resources collects resumes and other documentation requested in the advertisement. The original resumes and documents are forwarded to the Chair of the search committee upon request. The search committee may wish to have additional copies of resumes made.

 

Note: Human Resources does not acknowledge receipt of resumes from candidates, however, the search committee may choose to send acknowledgements from their department.

 

2)             Search committee is responsible for requesting missing but required documentation from the candidates.

 

3)             Search committee selects candidates to participate in the written interview process (generally 10 – 12 candidates).

 

Note: Along with the regularly established recruitment and search procedures, some departments may take advantage of national conferences to interview prospective candidates. The collection of candidate materials and documentation of this process are essential.

 

Written and Phone Interview Process:

1)             Chair of the search committee informs Human Resources of the names of candidates chosen to participate in the written interview process, and supplies Human Resources with a list of questions to which each candidate will be asked to respond in writing. Original resumes are returned to HR at this time. The Chair must inform HR of special instructions to be included in the cover letter, if applicable.

 

Note: The search committee may wish to invite, by e-mail, the selected candidates to participate in the written interview process. The e-mail may include special instructions and attachments of the written interview questions and mission questions. Copies of the e-mails are forwarded to Human Resources to provide notification that written interview packets should be mailed by the HR office, and to whom.

 

 

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2)             Human Resources sends a packet to each of the candidates including:

·      Cover letter (indicates deadline for responses and other special instructions)

·      Committee and mission questions

·      Augsburg 2004

·      Faculty pay schedule (including contact information in the Dean’s office to address salary questions)

·      Faculty benefits summary

·      Benefits cost sheet

 

3)             After reviewing the candidates’ written responses, the committee may determine that phone interviews are necessary in order to narrow the candidate pool.

 

4)             Based on the written responses and phone interviews, the search committee selects two candidates per open position to invite for an on-campus interview. Alternate candidates should be selected in the event one or both of the top choices withdraw from the process.

 

5)             Search committee Chair presents the list of proposed interviewees and the documentation supporting the committee’s choices to the Dean of the College for final approval.

 

 

Guidelines for internal candidates:

 

Augsburg faculty or staff who apply for the position must be treated in exactly the same way as external applicants throughout the entire process from review of applicant materials through the on-campus interview process. To participate in the written interview process, internal candidates must meet the minimum qualifications for the position as outlined in the position description and/or job bulletin, and they will be subject to the same scrutiny as external candidates. Internal candidates must be contacted by the search committee at the point their candidacy is no longer considered by the committee.

 

 

 

 

 

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1)    Chair contacts the selected candidates to

a.     invite them for the on-campus interview

b.    schedule each of them on one of the pre-arranged interview dates

c.     inform them that the Search Committee will begin contacting their references (if applicable)

d.    provide clear and detailed instructions regarding the type of presentation to prepare for the interview and who the assumed audience will be

e.     inform out-of-town candidates that Human Resources will contact them to make travel arrangements

f.      inform all candidates to expect a packet of additional information from Human Resources

 

2)    Chair e-mails Human Resources with the names of the final candidates and their corresponding interview dates.

 

3)    Chair is responsible for notifying all other written interview candidates who will not be called to campus for an interview. The search committee may choose to contact all other candidates as well. Human Resources does not contact any candidates.

 

4)    Search committee may begin reference checking (if applicable) at this point; however, it is oftentimes beneficial to call references after the on-campus interview in order to address questions or concerns that are raised about the candidate during the interview.

 

5)    Human Resources finalizes interview arrangements:

·      Travel, hotel, if necessary

·      Personalizes interview schedules

·      Mails packets to candidates

Cover letter

Viewbook

Course catalog

Map of campus/Parking pass (if required)

EEO Policy Statement

Diversity brochure

Application/Voluntary Disclosure Form

Interview schedule

Travel itineraries/Hotel information

        

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6)    Human Resources distributes interviewee packets to mission committee, search committee and other interviewees:

Copy of cover letter to the candidate and travel information (to Chair only)

Interview Schedules

Resumes

Written interview responses

 

7)    Chair and search committee meet to:

·      Review/discuss the General Hiring Guidelines included in this manual

·      Establish the committee’s structured interview questions

·      Establish individual responsibilities for each interview, such as

o     picking up/dropping off candidates from airport/hotel

o     escorts during day of interview

o     meals with candidates

 

8)    IMPORTANT: Chair contacts out-of-town candidate to confirm final arrangements (airport pick-up, etc.) well before the day of the interview.

 

9)    Chair will:

·      notify the Augsburg community of open meeting times for faculty and staff (if this is on the interview schedules)

·      notify students of times during the interview where their participation is requested

·      invite individuals to attend the lunch and confirm the number with Human Resources

 

10) On-campus interviews take place

 

11) Chair collects feedback from all non-committee interviewees, the mission committee chair, other faculty and staff from open meeting times, and students.

 

12) Chair collects all receipts for expenditures during the on-campus interview process and forwards to Human Resources. HR submits them to the business office for reimbursement to appropriate parties.

 

 

 

 

 

 

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1)             Chair or committee members call references if not done previously (if applicable)

 

2)             Committee meets to discuss interviews, review other interviewee feedback, and determine final candidate recommendation for presentation to the Dean of the College.

 

3)             Chair presents committee’s recommendation to the Dean of the College along with supporting documentation

 

4)             Dean of the College extends the offer of employment to the final candidate.

 

5)             Chair notifies Human Resources when a verbal offer has been accepted.

 

6)             Chair notifies remaining candidates who participated in the on-campus interviews that the position has been filled (preferably a phone call).

 

7)             Chair returns all resumes and complete set of documentation regarding the search to Human Resources. (See Required Documentation in Section V of this manual)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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                                                                                      Page

 

Personnel Requisition………………………………………….. 12

 

Sample Job Bulletin……………………………………………. 13

 

Sample Advertisement…………………………………………. 14

 

Sample Search Time Line……………………………………… 15

 

Sample Interview Schedule…………………………………….. 16

 

 

 

 

 

 

 

 

 

 

 

 

(Samples or blank forms are on Augnet in the Human Resources public folder in the Faculty Search file)

 

 

 

 

 

 

 

 

 

 

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AUGSBURG COLLEGE

PERSONNEL REQUISITION

                                                                                                           

Position Title
Division
Department		Budget Number
Position Reports To		Anticipated Start Date
Reason Position is Open	□ Replacement For_________________________________________________________ Why________________________________________________________   □ New Position Estimated Salary $_________________ per _______ (yr/mo/hr) □ Budgeted □ Non-budgeted
Staff Position (Check one)	□ Regular Full-time □ Stipend   □ Regular Part-time _______hours/week ________mos/year   □ Temporary: Beginning date __________ Ending date______________ (not to exceed 900 hours)
Faculty Position	Check one: Check one: □ Tenure Track □ Regular □ Non-tenure Track □ Visiting (1 yr. replacement)   Paid on Scale: □ Full-time (_____/6) □ Part-time (_____/6) or Paid per Course: □ Full-time (_____courses) □ Part-time (_____courses)
Application Deadline
Preferred Advertising Resources and Dates
Required Attachments	Staff: Updated position description   Faculty: Job bulletin and/or position description and rationale statement

 

REQUIRED SIGNATURES:

Direct Supervisor	Date:
Department Manager	Date:
Division V.P.	Date:

 

HUMAN RESOURCES:

Req. Code:	Desc:	□ Exempt □ Non-Exempt
$ Range:	Approval: Date:

 

Hired:

Start Date:

Salary (per yr/mo/hr):

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SAMPLE JOB BULLETIN

 

 

 

JOB BULLETIN

 

FACULTY-INSTRUCTOR

PHYSICIAN ASSISTANT (PA) PROGRAM

 

Augsburg, a private co-educational college of the liberal and professional arts affiliated with the ELCA, offers an education grounded in Christian values, a diverse campus community, and an exciting metropolitan setting in the heart of the Twin Cities.

 

POSITION STATUS: Full-time (6/6), 12-month, Non-Tenure Track

 

RESPONSIBILITIES:

Primary responsibilities include: teaching courses in the PA Program, including the development of course descriptions, learning objectives and required evaluation activities for academic and clinical phase; lecturing on selected topics in clinical medicine and history and physical exam course sequences, PA professional development and preparation for the clinical phase; developing the schedule for clinical phase end-of-rotation testing; and functioning as academic advisor and thesis advisor.

 

QUALIFICATIONS:

The preferred candidate will be experienced in primary care and medical education, and should be a certified physician assistant or other appropriate health care provider. Preference will be given to those individuals who have a demonstrated understanding of the unique needs within medically underserved communities. A terminal degree in the chosen medical field is required. For physician assistants, the terminal degree is a master of science degree in physician assistant studies. Preference will be given to individuals who have obtained a doctoral level degree. Candidates must have: good interpersonal skills; an interest in, and knowledge of, educational activities necessary for the acquisition and maintenance of current standard of care required for optimal patient care; experience working with and teaching physician assistant students and/or other health care providers. Preference will be given to individuals who have an interest in primary care medicine.

 

TO START:    May, 2003 (if possible) APPLICATION DEADLINE: Feb. 3, 2003

 

HOW TO APPLY:

E-mail or mail a resume and cover letter including salary requirements to jobs@augsburg.edu (Word or text only format) or to Human Resources, Augsburg College, C.B. 79, 2211 Riverside Ave., Minneapolis, MN 55454

 

ADDITIONAL INFORMATION:

Visit the College’s web site for further information regarding the College and its mission at http://www.augsburg.edu/hr/facultypositions.htm.

 

Augsburg is an equal opportunity employer Posted: 12/20/02

 

 

 

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SAMPLE ADVERTISEMENT

 

 

 

 

FACULTY INSTRUCTOR

PHYSICIAN ASSISTANT (PA) PROGRAM

 

Augsburg, a private co-educational college of the liberal and professional arts affiliated with the ELCA, offers an education grounded in Christian values, a diverse campus community, and an exciting metropolitan setting in the heart of the Twin Cities. This full-time, 12-month position has primary responsibility for teaching courses, including the development of course descriptions, learning objectives and required evaluation activities; lecturing; development of the schedule for clinical phase end-of-rotation testing; functioning as an academic and thesis advisor.

 

Must have experience in primary care and medical education, and should be a certified physician assistant or other appropriate health care provider. Must have earned a terminal degree in chosen medical field. Preference will be given to individuals who have a demonstrated understanding of the unique needs within medically underserved communities.

 

Application deadline: Feb. 3, 2003. To apply e-mail a resume and cover letter including salary requirements to jobs@augsburg.edu (Word or text only format) or mail to Human Resources, Augsburg College, 2211 Riverside Ave., Box 79, Minneapolis, MN 55454. For additional info about this position and the College visit http://www.augsburg.edu/hr/facultypositions.htm. EOE

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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SAMPLE:

FACULTY SEARCH TIME LINE

 

11/1 – 12/15	Advertise open position
12/31	Application deadline
1/3	Chair notifies Human Resources of: Established interview dates Committee preferred interview times for each date Preferred time of presentations on each date Preferred meals with candidates on each date Other interview schedule guidelines or preferences
1/2 – 1/20	Committee determines short list for written interviews
1/21	Committee confirms the chosen candidates for written interviews to HR along with the departmental list of written questions. Committee choices: E-mail an invitation to each candidate to continue in the process, and include the written interview questions and mission questions. Copy HR on e-mail so HR can follow up with the packet. Give names, addresses, salutations, phone numbers, and e-mail addresses (or the resumes) to HR. Hr will make the initial contact.
1/22	HR sends written interview packets to candidates
2/12	Deadline for receipt of written interview responses
2/24	HR forwards drafts of full-day interview schedules to Chair
2/25	Chair contacts HR with approval of interview drafts or suggestions for changes
2/12 – 2/28	Committee reviews written interviews and conducts phone interviews, if necessary
3/3	Chair contacts final candidates to confirm dates for on-campus interviews
3/4	Chair notifies HR of final candidates’ names and the date each candidate agreed upon for his/her interview
3/4 – 3/7	HR makes final interview arrangements with candidates, including travel/hotel, finalizes interview schedules, and mails packets to the interviewees
3/10 – 3/12	HR distributes interviewer packets internally
3/23 – 3/28	On-campus interviews
4/1 – 4/4	References contacted by the committee (may wait until final candidates is chosen or may be done for all on-campus interviewees)
4/7 -	Discussion with the Dean and offer

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SAMPLE INTERVIEW SCHEDULE

(Note: Elements of the interview marked with ** are required)

 

(DEPARTMENT)

Faculty Interview Schedule

 

(CANDIDATE NAME)

 

 

Interview Date

 

 

 

*Search Committee:    Names, Titles

 

 

 

 

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                                                                                      Page

 

General Search Guidelines…………………………………… 18 – 20

 

Conducting a Non-Discriminatory Interview………………. 21

 

Topics to Avoid During the Interview………………………. 22

 

Phone Interview Guide………………………………………. 23

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Diversity

Diversity is more than implementing an Affirmative Action Plan or meeting Equal Opportunity Employment regulations. Assuring a diverse workforce is no longer a project about which there are options. Effective diversity recruitment will identify, recruit and hire diverse employees. Clearly, if the College expects that it’s graduates will be successful in a worldly environment free from such things as sexism, racism, or homophobia, then the setting in which students acquire their ability must also be worldly in the same way.

 

 

Discretion

·      The use of discretion and confidentiality in working with resumes is a key component to a credible and professional search.

·      Names of candidates are privileged information for search committee review and comment during the selection process.

·      Never discuss candidates with anyone other than designated search committee members and others who have a need to know.

·      Always use established procedures to communicate with candidates and references.

 

 

Assessment of Position Requirements

·      The entire search committee should be familiar with the required and preferred knowledge, skills, abilities, education, experience, and other necessary credentials which are identified as key components of the faculty position.

 

 

Preparing Interview Questions

·      Consider these guidelines:

o     Ask only for information that will serve as a basis for the hiring process, and be prepared to demonstrate the necessity of each question

o     Know how the information will be used to make the decision, and have expectations for appropriate answers to each question

o     Do not ask for information that will not or should not be used to make hiring decisions

 

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·      Questions should be formulated to help reveal those areas of knowledge, skills, abilities, education, and experience required for a new faculty member to be successful on the job.

·      Questions should elicit more than a “yes” or “no” response, and should not be worded so as to lead the candidate (“we prefer”, “don’t you think”).

·      Allow for time to ask other probing and clarifying questions that may come up in the normal course of the interview.

 

 

Resume and Application Review Prior to Interview

·      Review application, resume, transcripts, references and any correspondence that would be useful in understanding the applicant’s background.

·      Take particular note of unusual information such as gaps in work history.

·      Do not interview from the resume which will produce information that is already a matter of record, however, verification or confirmation of information on the resume is important.

 

 

Conducting the Interview

1.             Establish rapport: research has shown that rapport between the interviewers and the applicant contributes substantially to the effectiveness of the interview.

·      Applicant is given undivided attention

·      Give warm greeting and suitable introduction using both names and titles

·      “Small talk” serves to relax all parties and helps establish mutual confidence. (Be careful not to ask for information that is inappropriate to consider in the decision process).

 

2.             Explain purpose; set agenda

·      Puts interviewer in control by providing a “road map” to be followed

·      Helps relax applicant

 

3.             Gather predictive information

·      Listen, probe, reflect, summarize, and evaluate carefully

·      Allow the candidate to talk 75-80% of the time to create an opportunity for the search committee to learn as much as possible about the candidate

·      Give nonverbal signals of listening (head nodding, eye contact, leaning forward), but avoid telling facial expressions, gestures, or words.

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·      Avoid giving personal opinions

·      Ask follow-up questions that encourage further conversation and specific details (“expand on that”, “give more details”, “give me an example”)

·      Do not be apprehensive about silences.

·      Take notes to help ensure accuracy—explain ahead of time that note-taking will occur

 

4.             Answer the applicant’s questions and allow the applicant to add information.

·      Discussion of salary, promotional opportunities, and tenure or other job security must be carefully worded to avoid interpretation by the candidate of an implied employment contract.

 

5.             Conclude the interview

·      Outline the remaining steps in the search process and the anticipated time line

·      Thank the applicant for his/her time

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Discriminatory behavior and speech is inappropriate and illegal, even when it is not intended. Further, it is counter to the proposition held out in Vision 2004. The appearance can be as important as the reality. To ensure an unbiased, non-discriminatory interview is conducted, remember to:

 

·      Ask the same general questions and require the same standards for all applicants

 

·      Treat all applicants with fairness, equality, and consistency

 

·      Follow a structured interview plan that will help achieve fairness in interviewing

 

·      Ask questions that are relevant to the faculty position

 

·      Do not make assumptions about any candidate

 

·      Be professional and consistent in addressing men and women

 

·      Do not flirt, patronize, or make sexual jokes during the interview

 

·      Do not discuss stereotyped prejudices about men or women

 

·      Do not exaggerate conditions of employment in the hope of discouraging the candidate. It is for the applicant, not the employer, to decide whether he/she wants the position

 

·      If asked, give accurate information about the workforce attributes of the College.

 

·      Avoid references to a candidate’s personal happiness (e.g., don’t assume that your city is not the place for a single person or for minorities).

 

·      Do not indicate that you are interested in hiring a woman or minority person as a statistic to improve your department’s EEO profile.

 

 

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Arrest record	Less-than-honorable military discharge
Gender and marital status	Maiden name
Number or ages of children	Spouse’s name, education, income
Form of birth control/family plans	Child care arrangements
Conviction record	Car accidents
Lawsuits or legal complaints	Ownership of home or rental status
Length of residence	Ownership of vehicle
Form of transportation to work	Loans/credit cards
Wage assignments, garnishments, judgments	Bankruptcy
Insurance claims	Citizenship or national origin
Mother’s maiden name	Place or date of birth
Other languages spoken (unless job-related)	Church affiliation
Disabilities	Current/prior illnesses or accidents
Hospitalizations	Current/prior medication or treatment
Workers’ compensation claims	Weight, height
Date of graduation	Sexual activity or preference
Social organizations

 

It is particularly important to keep this in mind when entertaining out-of-town candidates during meals, city tours, etc. These activities must be considered part of the interview process.

 

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·      Introduce yourself

 

·      Explain that this call is a follow up to a resume sent to Augsburg for ____position

 

·      Ask her/him if they have a continued interested in the position

 

·      If applicant is still interested, explain that the purpose of the call is to schedule a brief phone interview which will assist in the candidate assessment process and ask when it would be convenient for him/her to participate in such an interview (they may want to do it right away, or they may want to schedule it at another time)

 

·      During the interview be prepared to give the same amount of information about the position and Augsburg to each applicant to ensure fairness in the interview process.

 

·      Any questions that are related to the faculty position are appropriate. Ask all candidates the same questions, unless specific clarification regarding the candidate’s cv is necessary.

 

·      Explain the search time line, when they can expect a follow-up call or letter, and thank them for their interest and time.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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                                                                                               Page

 

Written Interview Questions Based on

Augsburg Mission………………………………………………… 25

 

Sample Committee Interview Questions……………………….. 26 – 28

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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WRITTEN INTERVIEW QUESTIONS

BASED ON: AUGSBURG COLLEGE MISSION

 

 

Augsburg College Mission:

 

To nurture future leaders in service to the world by providing high quality educational opportunities, which are based in the liberal arts and shaped by the faith and values of the Christian church, by the context of a vital metropolitan setting, and by an intentionally diverse campus community.

 

Please respond in writing to the following questions regarding the Augsburg mission. Limit response to a total of 2-4 pages.

 

1.    Augsburg understands itself to be a comprehensive college that seeks to integrate traditional liberal arts and professional/technical studies programs. What do you think are the one or two most significant challenges to integrating these two dimensions in the classroom, your discipline, or the institution, and what steps have you taken or would you take to succeed in these challenges?

 

2.    Augsburg, as a college affiliated with the Evangelical Lutheran Church in America, defines part of its mission as providing “an education shaped by the faith and values of the Christian Church.” In what two or three ways would our commitment to this mission influence your teaching or participation in the life of the college?

 

3.    Augsburg is committed to intentionally fostering diversity on campus. What two or three steps have you taken at your institution, or would you take at Augsburg, to address the challenges and opportunities that arise from this commitment?

 

4.    Augsburg’s vision document, 2004, stresses experiential learning, interdisciplinary learning, excellence in majors, and learning by the use of information technology. Tell us about what you have accomplished or would like to accomplish at Augsburg in two of these areas.

 

 

 

 

 

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It is not mandatory that the search committee use the following sample questions. These questions are examples to give guidance in the development of a set of structured interview questions.

 

 

Opening/Work History

How has your teaching background and experience prepared you for this faculty position at Augsburg?

 

Why did you leave your previous positions, and why are you interested in leaving your current position?

 

What are your ultimate career goals and how will this faculty position at Augsburg assist you in those goals?

 

Relevant Knowledge and Ability

Scenario: Describe a situation in which __________________________. How did you handle it, and what was the final outcome?

 

What did your past students reveal about your teaching skills and techniques in their evaluations of you?

 

What __________ classes have you taught? What other courses are you able to teach?

 

What are your most significant developments in (discipline) in recent years?

 

What books did you read in grad school that influenced you the most, and why?

 

How would you describe your teaching style?

 

What is your philosophy of (discipline)?

 

 

 

 

 

 

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What trends are you anticipating will occur within the next few years in (discipline), and how do you think those trends will affect your teaching and scholarship?

 

Describe a situation where you have taught a class with a wide range of intellectual ability and age. How did you deal with this range of students?

 

Ethical Standards

What standard of conduct do you expect from your students?

 

How have you dealt with students who have come late to class or __________ or __________________?

 

Organization/Leadership

Tell us about a new course you developed. How did you do it, and what was the result?

 

Tell us about particular techniques you used to lead and motivate your students.

 

How have you contributed to the overall development of the students you advised?

 

Give an example or two of your disappointment with a student’s lack of accomplishment or a student’s unacceptable attitude, and what you did about it.

 

What achievements in your career have given you the greatest sense of accomplishment?

 

Interpersonal/Communication

Here’s the dilemma__________________. How have you handled this type of situation in the past? If you don’t have a particular experience, tell us how you think you would handle it.

 

Describe a time in which you were able to use recognition to create positive energy in another person.

 

Fit For Augsburg

Describe what a liberal arts education means to you.

 

What one or two major contributions could you make to Augsburg, based on your unique gifts and interests?

 

 

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What would you hope to have in a faculty position at Augsburg that you are not getting in your current position?

 

What is unique to Augsburg that makes it an interesting and inviting place to teach?

 

Augsburg is committed to providing a high quality educational opportunity based in the liberal arts and professional studies. Describe what this means to you and how you would contribute to this commitment.

 

Augsburg is committed to serving students in a vital metropolitan setting. Describe how this will impact your teaching style and philosophy.

 

Augsburg is committed to intentionally fostering diversity on campus. Describe what you have done in your previous jobs, or what you would do at Augsburg, to address the challenges and opportunities that this commitment brings.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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                                                                                               Page

 

Required Documentation………………………………………. 30 – 31

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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The search committee will provide thorough documentation of the entire search process to Human Resources in a timely manner after the search is completed. The documentation is necessary to provide proof of a fair, unbiased, non-discriminatory process in the event of a claim of unfair hiring practices against the College.

 

IMPORTANT: Do not make notes or write on the original application materials. Applicant evaluations/assessments should be balanced (positives and negatives), factual, and job-related. Opinions and conclusions should be supported by notes taken during the interviews or other documented data sources. Documentation should not contain any references to generic descriptors, such as “old”, disabled”, “pregnant”; personal data volunteered by the applicant; comments regarding personality traits/characteristics irrelevant to the job; judgmental comments regarding age, gender, race, religion, marital status, disability, sexual preference, national origin, color, creed, or status with regard to public assistance.

 

Required documentation compiled in an organized manner:

·      List of search committee Chair and members

 

·      All resumes and other application material

 

·      A list of all candidates whose application materials revealed that the candidate lacked the minimum qualifications as outlined in the position description and/or job bulletin. (Be prepared to justify the reasons why these candidates were added to this list in the event of an audit).

 

·      Committee summary (may be grid form)of the remaining candidates and any documentation used to determine which candidates were chosen to participate in the interview process.

 

·      Committee summary (may be grid form) of interviewed candidates establishing criteria and logic behind the decision of the final candidate to whom an offer is extended.

 

 

 

 

 

 

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·      Phone interview notes

 

·      Mission Committee evaluation

 

·      Student and other non-committee evaluations or feedback

 

·      Reference check notes, if phone references were conducted

 

·      Set of written and committee’s on-campus interview questions

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

-31-

 

CANDIDATE EVALUATION

(POSITION)

 

 

Comments based on these required qualifications:

Qualification

Qualification

Qualification

Qualification

Etc.

 

Candidate Name	Strengths	Limitations

 

 

Comments:

 

 

 

Note: This type of grid can be used by each individual search committee member, and/or as a summary by the whole committee.

 

 

 

 

 

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CANDIDATE EVALUATIONS

(Name of Faculty Position)

 

 

Committee Member Name:_______________________________________                                                      Date:___________

 

Grading:

Score each of the required qualifications named below using a 1 – 5 scoring system: 1 = lowest score, 5 = highest score. A weighting system may be built in, if desired.

 

(Examples of qualifications may include: education, experience in discipline, teaching experience, teaching ability, student rapport, fit with Augsburg mission, etc. These must align with the responsibilities and qualifications outlined in the position description, job bulletin and ad).

 

 

CANDIDATE NAME		REQUIRED QUALIFICATIONS
	Qualification		Qualification	Qualification	Qualification	Qualification	Qualification	Total
NAME
Comments:
NAME
Comments:
NAME
Comments:

 

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