Common use of Search Process Clause in Contracts

Search Process. 1. The search committee shall execute the approved search plan in conformity with legal requirements and academic unit guidelines. Applications, held as confidential by the committee, shall be screened and those that do not meet the minimum criteria stated on the search plan shall be eliminated from the pool. The final pool of candidates meeting the minimum criteria may, if the number of applications is large, be reduced to a short list. This reduction process results in a smaller pool of candidates who will be part of phone or virtual interviews before on-campus visits. Following the phone or virtual interviews the committee shall recommend a final list. 2. The final list, with a rationale as to why some candidates may have met the minimum criteria but are not being selected for on-campus interviews, shall be submitted to the academic unit chair/director and forwarded to the ▇▇▇▇. If the chair/director and ▇▇▇▇ approve, the proposed final list shall be forwarded to the ▇▇▇▇▇▇▇. Should the chair/director or ▇▇▇▇ not approve, they shall confer immediately with the search committee to achieve a resolution. If the ▇▇▇▇▇▇▇ approves, he/she shall forward the final list and rationale to Human Resources for review of equal employment opportunity and other legal requirements. 3. In the event that the Office of Human Resources determines that equal employment opportunity or other legal requirements have not been met, it shall inform the academic unit chair/director and the search committee chair immediately, and the search committee and a designee from Human Resources shall work jointly to resolve the issue as quickly as possible so that the search process may resume. 4. During the search process, the search committee may discuss current working conditions and reasonable expectations for applicants, but the search committee has no authority to make guarantees to applicants about future terms of employment, including workload and salary.