Departments must ALWAYS begin by completing a Request to Hire form and send it to the hiring manager's (dean/associate provost/athletic director) office for approval. Hiring Manager will then enter a NEOGOV Requisition for approval routing for all requests to fill or rehire faculty on a temporary basis. You must have NEOGOV user access and permissions in order to enter a requisition. Contact Human Resources x83203 or email: firstname.lastname@example.org if you have questions and to request a Requisition User Guide.
FACULTY/COACHES - FIXED-TERM, NON PROBATIONARY (FTNP)
For replacement or recruitment of temporary faculty, identify the type of search necessary based on the need for temporary faculty as defined below:
(for faculty/coach hired to fill in for faculty on leave of absence or sabbatical or for fixed-term faculty who have completed fourth year as an FTNP and a rollover is not permitted per IFO contract)
- In the recruitment of fixed-term, non-probationary positions, follow the steps established for a regular Full-Time, Probationary/Tenure-Track Faculty Search Process with the following three exceptions:
- Recruitment need only be at the regional level with an advertisement placed on the web (SCSU & MnSCU Employment Opportunities) and if desired, in a major regional newspaper; and
- A two- to three-week time frame is sufficient for regional advertising.
- Except for local candidates, only telephone interviews shall be conducted for fixed-term positions.
(for faculty/coach hired in the case of illness, death, sudden resignation with less than 30 days notice, failed search or need to additional class sections or other circumstances where time precludes either a regular or abbreviated search. Note: Sabbatical leave is not an acceptable reason to do an emergency search.)
- Requests for an emergency search must be accompanied with reason. The department chair will request (in writing via the Faculty Request to Hire form) to their hiring manager (assoc. provost/dean/athletic director) and include a request for waiver of affirmative action policies with the Equity & Affirmative Action Officer (EAAO) and provide the EAAO with an explanation of what recruitment strategies the department/unit will make.
- The request should include:
- reasons for the waiver request;
- what recruitment strategies the department/unit will make;
- in what publications they will advertise,
- what organizations they will contact,
- what other attempts the department/unit will make to ensure a successful search process, etc.
- The dean's office will prepare a NEOGOV Requisition and route it for approval.
- Where possible, candidates will be selected from an available pool of applicants (i.e. recent FTNP search within last six months or adjunct pool).
- Emergency search appointments are not renewable and a regular FTNP or tenure-track search must be organized for a normal appointment.
PART-TIME FACULTY - ADJUNCT INSTRUCTOR POOL (rev. 6-2015)
Creation of Adjunct Pool (for part-time faculty teaching 10 credits or less per academic year)
- At least every 24 months, each department must create a viable adjunct pool. Departments will submit to the Dean/Hiring Manager their department ad based on the adjunct needs for the next two academic years. The Dean or hiring official should review the qualifications that have been identified for each adjunct position as part of having the search approved. The Dean must be satisfied that the credentials match the needs for the work. For example, if the phrase ‘related degree’ is used and the Dean thinks more precision is required, then specificity should be added.
- The Dean will compile information from the departments into one advertisement for the college/school and forward to Institutional Equity & Access (IEA) director for approval. Once approved:
- Human Resources (HR) will post the ad on SCSU/NEOGOV and MnSCU Employment Opportunities websites.
- The department may also place an ad in a regional newspaper or online source. HR will assist in the placement of the ad, but the college/school or department is responsible for the cost of the newspaper or other online ads.
- Applicants will apply ONLINE in NEOGOV via the St. Cloud State University Employment site http://agency.governmentjobs.com/stcloudstate/default.cfm and provide the required components for a complete application: cover letter indicating area of interest, curriculum vitae, copies of transcript(s), and contact information for three current, professional references. Applications are pre-screened by HR Staff and only complete applications will be considered. Applicants will be notified by HR Staff if application is incomplete. HR Staff will then grant the Dean and IEA director access to the complete application. Deans and academic hiring officials may discuss removing a candidate from the pool with Institutional Equity & Access Director, Human Resources Director, or Special Advisor to the President. The Dean will remove individuals from the pool when they do not meet announced qualifications by entering a
a candidate disposition of “Other” in the application as well as add Comments in the Candidate Disposition area in NEOGOV that says “Does not meet qualifications for [department and/or course number_____ ], initials and date”. HR will notify them that they are no longer in the pool for this opportunity.
- A screening committee will be established by the department(s) and names of committee members forwarded to IEA and HR.
- IEA will provide screening committee members instructions, confidentiality form and information. Members must maintain confidentiality of deliberations, records and applicant information as per Minnesota State Data Practices Act. Click on this link to a short video from MnSCU regarding the law and confidentiality issues in searches. Please forward the link to all screening committee members and have them review it. This will provide some basic concepts and fundamental law.
- The screening committee will create a screening tool/form and send it to IEA for approval, with a cc: to their dean. Applicants for the pool must be screened using the approved screening form at a pre-determined cut-off date or as each adjunct position presents itself. Adjuncts who have taught in the past should also be invited to apply and will be screened and listed on the Applicant Flow Analysis (see Step 7) along with any new applicants. NOTE: NO ENTRIES REGARDING CANDIDATE DISPOSITION SHOULD BE ENTERED IN NEOGOV since applicants often apply for multiple disciplines and multiple screening committees review each application.
- HR will set up and grant access to NEOGOV to the members of the screening committee(s) for online application screening AFTER a screening tool is created and approved by IEA.
- A listing of all applications received should be forwarded to IEA using the Applicant Flow Analysis for Adjuncts (AFAA) form. Specific reasons for non-selection must be included for those not chosen. Only after the AFAA is reviewed and approved by the dean and IEA may an offer of employment be extended.
- Following approvals, a Faculty Unclassified Employment Request Form must be submitted to Human Resources for each adjunct hire (along with the completed copies of official transcripts for Master’s level positions and original transcript for PhD level positions) PRIOR TO THE EMPLOYMENT START DATE. This form must be complete and must include all of the appropriate information and department chair signature for an adjunct hire (including account to be charged, appointment dates, course number(s), number of credits, appointment percentage of FTE, and any special considerations). The form and attachments (printed by dean's office staff) is routed for signatures by the Dean, IEA and Provost and then to HR who will then process the contract for the adjunct.
- If a new adjunct is chosen (never worked at SCSU prior), the department office manager should email Jean Sandquist (email@example.com) in Human Resources with the name and contact information of the new hire. She will contact the new hire to schedule I-9 completion and orientation. Federal law requires that an I-9 is completed within three days of the employee’s start date.