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Procedure For Hiring Full-Time Classroom and Non-Classroom Faculty

The following guidelines, policies and procedures for recruiting and hiring full-time classroom and non-classroom faculty (faculty) have been developed to:

• Create a vehicle for attracting and recruiting a strong, diverse pool of candidates;
• Ensure compliance with equal opportunity and affirmative action regulations; and
• Provide a streamlined hiring process that will result in a positive interview experience for the applicants and a clear understanding of hiring expectations for faculty, chairs and administrators.

Distribution of Lines

Faculty lines may not be filled without authorization from the President.

Replacement Lines - When a faculty member separates from the College, the position reverts to a general pool of unfilled faculty lines. The President, in consultation with the Vice President for Academic Affairs or the Vice President for Enrollment Management and Student Success and the Deans, analyzes the overall distribution of faculty lines and department need. This results in one of the following actions by the President:

Faculty lines may not be filled without authorization from the President. Replacement Lines - When a faculty member separates from the College, the position reverts to a general pool of unfilled faculty lines. The President, in consultation with the Vice President for Academic Affairs or the Vice President for Enrollment Management and Student Success and the Deans*, analyzes the overall distribution of faculty lines and department need. This results in one of the following actions by the President:

• Authorization to fill the line in the same department
• Reallocation of the line to another department
• Temporary freezing of the line
• Elimination of the line

New Lines - In general, new lines are distributed during the annual budget development process. The President, in consultation with the area Vice President and Dean, allocates a determined number of new faculty lines and authorizes the search process to begin.

Beginning the Search/Recruitment Process

Step 1 – The Department, Dean* and respective Vice President will forward to the President the Request to Initiate a Faculty Search (see form below).

Step 2 –The President will review the request and, if in agreement, will authorize the faculty position to be filled and inform the respective Vice President of Enrollment Management Student Success that a search may begin.

Step 3 – The Vice President for Academic Affairs or the Vice President for Enrollment Management and Student Success will:

• Informs the Dean(s)* that a position(s) has been authorized to be filled and that a search may begin;
• Informs the Office of Human Resources that a search will begin and provides preliminary position details (e.g., title and date to be filled);
• Human Resources will then inform the Affirmative Action Officer (“AAO”) that a search will begin and provides position details.

Step 4 –The Dean informs the Department Chair/Director that a position may be filled and authorizes the formation of a Search Committee.

• After the Department Chair/Director is notified by the Dean, Human Resources will reach out to the department to determine search committee membership and schedule a charge meeting.  Human Resources will notify the Affirmative Action Officer of the search committee details and invite both the AAO and the Dean to be present at the charge meeting.

Step 5 – The charge meeting with the search committee, HR, the AAO, and the Dean will be held to discuss the Dean’s expectations for qualified candidates, the diversity goals of the search, and the recruitment process details.  HR will create a written record of the search committee members and the diversity efforts in the recruitment, and request signed approval of such from the Dean, the Vice President of the area, the AAO, and the Vice President for Human Resource Management and Labor Relations (see form below).

The Search Committee

All efforts should be made to form a diverse Search Committee. It is the Dean’s responsibility to share the search guidelines with Search Committee members and ensure that they are being followed.

Search Committee members must acknowledge the need for confidentiality in the search process. The discussions, ratings, and even who has applied for the position and who has written letters of recommendation are confidential. When local or internal candidates are involved in the search, there is a tendency for persons outside of the search committee to make inquiries about the search, its progress, etc. for the benefit of a candidate. Such requests cannot be complied with. All members of the search committee should be aware of the need for confidentiality by signing the Acknowledgment of Confidentiality (see form below) and forwarding the original to Human Resources. An additional copy of the Acknowledgment of Confidentiality should be retained by the Search Committee Chair for inclusion in the search file.

The Search Plan

The search plan should be developed making all efforts to attract a diverse pool of qualified candidates giving particular attention to underutilized areas. Outreach may be done in a variety of ways. This includes:

• Postings and advertisements using standard publications, journals, websites and other electronic resources
• Postings and advertisements using printed and electronic resources specific to a department
• Department Advisory Boards
• Industry contacts
• Alumni
• Other resources identified by the Department and/or Dean

The Office of Human Resources is available to assist departments and Search Committees with their recruitment efforts. Please call your HR Generalist at x7-3650 for assistance.

* Within these guidelines, where appropriate, Directors will follow the steps pertaining to Deans.

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