College of Liberal Arts

Faculty Appointment Process Summary and Applicant Pool Statistics Table

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The Appointment Process Summary and the Applicant Pool Statistics Table are submitted in the PAR packet.

Tenured hire: Submit both documents.

Tenure-track hire: Submit both documents.

Non-tenured hire: Submit applicant pool statistics table only.

Courtesy/0% appointment: Submit neither. The appointment process summary form and applicant pool statistics table are not required.


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Follow the field-by-field instructions below to complete the Appointment Process Summary and the Applicant Pool Statistics Table.

APPOINTMENT PROCESS SUMMARY

DEPARTMENT - Give the official, budget designated name of department or center named on the PAR.

TITLE OF POSITION - Give proposed academic rank as it appears on the PAR.

RECRUITMENT PERIOD - Give the academic year during which recruitment was conducted, not the proposed date of hire.

  1. SUMMARY OF NON-DISCRIMINATORY CRITERIA FOR THIS POSITION:

    Use this space to describe the qualifications you are seeking in the applicants. For instance, a junior faculty position might require a Ph.D. in a certain field to be awarded prior to the beginning date of employment. You might also require a publications record, demonstrated potential for research productivity, strong recommendations from colleagues, teaching experience, and/or some other criteria unique to the particular field. A senior position might require an international reputation, extensive publications record, administrative experience, excellent teaching evaluations, as well as other criteria unique to the field or position. State what specific qualities you are looking for to fill this position. All criteria must have been mentioned in all ads.

    Citing AA/EEO employer is not necessary here; it is understood.

  2. PLEASE PROVIDE AN EXPLANATION OF WHERE DEPARTMENTAL RESPONSIBILITY FOR THE RECRUITING OF APPLICANTS FOR THIS POSITION WAS PLACED. IF A SELECTION COMMITTEE WAS INVOLVED, SUPPLY THE NAMES OF ITS MEMBERS. SPECIFICALLY, LIST ANY WOMEN/AND OR MINORITIES INVOLVED IN THE RECRUITING OF APPLICANTS.

    If the recruiting committee is the Budget Council or Executive Committee of the department, so state and list all members. If a separate selection committee has been given this responsibility, so state and list all members. In either case, please specifically note which members on the committee are female and which are minorities. Please use standard UT-Austin ethnic descriptions in determining if a person is a minority. If there are no women or minorities on the committee, so state.

    You can view standard UT-Austin ethnic descriptions in the Employee Information Form (PDF).

    Note: PDF files require Adobe Acrobat Reader to view.

  3. PLEASE PROVIDE AN EXPLANATION OF METHODS AND TECHNIQUES UTILIZED IN ASSURING THAT A REPRESENTATIVE APPLICANT POOL WAS COLLECTED. (A) LIST THE NAMES OF ALL JOURNALS, PERIODICALS, WEB SITES, ETC., WHERE JOB VACANCY NOTICE WAS PLACED.

    List each journal or periodical in which an ad was placed along with reference to the specific issue (i.e., Chronicle of Higher Education, March 14, 2009). You should also list “University of Texas-Faculty Recruitment Web.”

    (B) ATTACH A COPY OF JOB VACANCY ANNOUNCEMENT AS IT APPEARED IN EACH OF THE POSTINGS.

    Attach a copy of each announcement cited above.

    (C) CITE ANY OTHER RECRUITING CHANNELS UTILIZED, i.e., PERSONAL CONTACTS, LETTERS TO OTHER DEPARTMENTS, PROFESSIONAL MEETINGS, ETC.

    Specifically list names of individuals contacted, that person's position, the institution that individual is affiliated with, and the method of contact. Describe in detail any other method used to obtain an applicant pool, including attendance at professional meetings where recruiting discussion took place. Give names of any in your department who participated in a recruitment discussion.

  4. PLEASE DESCRIBE THE INTERVIEWING PROCESS CARRIED OUT FOR THIS POSITION. HOW, WHERE, WHEN, AND BY WHOM WERE CANDIDATES INTERVIEWED FOR THIS POSITION?

    This question refers not only to the applicant for whom the PAR is submitted, but for all candidates who were interviewed. All tenured/tenure-track candidates must be interviewed by the dean or associate dean in addition to the various departmental interviews. Please also include information about any other interviews conducted.

    FOR EXAMPLE, WERE SECOND INTERVIEWS CONDUCTED?

    State any instances where second interviews were conducted. If no second interviews took place, so state.

    WERE CANDIDATES INVITED TO THIS CAMPUS?

    If so, give names of those who were invited to this campus. If not, so state, and explain how the required interviews took place. If a candidate was invited but declined the invitation, please also note the individual’s name and that he/she declined to interview.

    WAS THE DECISION TO EXTEND A JOB OFFER MADE AFTER EACH INTERVIEW OR AFTER ALL SCREENED APPLICANTS WERE INTERVIEWED?

    State which of the above options is appropriate.

    LIST ANY WOMEN AND/OR MINORITIES INVOLVED IN THE HIRING DECISION FOR THIS POSITION.

    Those authorized to make the hiring decision may or may not be the same as the recruitment committee. State what group is authorized to make the hiring decision for the department (recruitment committee, the Budget Council, or the Executive Committee) and then specifically note which members on that committee are female and which are minorities. Please use standard UT-Austin ethnic descriptions.

  5. PLEASE INDICATE THE BASIS USED FOR THE EVALUATION OF CANDIDATES.

    Describe the specific aspects of the applicant’s qualifications that were evaluated. Such things as evaluation of applicants' curriculum vitae, research record and potential, publications, verbal presentation, dialogue with colleagues, comments by colleagues, teaching evaluations, etc. might be mentioned as well as specific qualifications relevant to the field. Evaluation must be based upon the criteria set forth in the ads.

    LIST THE SPECIFIC REASONS WHY THE SUCCESSFUL APPLICANT WAS SELECTED.

    Mention specific qualifications of the successful applicant for this specific position.

    This might include excellence in a particular type of research, an international reputation in the field, outstanding publications record, etc. It must include statements about the successful applicant's record. The successful applicant must fulfill ALL the qualifications set forth in the ads placed.

TABLE: APPLICANT POOL STATISTICS

Fill in Department, Position, and Recruitment Period exactly as it appears on the first page. Statistics should include the entire applicant pool from the beginning of the process to the end. If sex and/or ethnicity is not known, use category on the far right called "Unknown."

When submitting a PAR, fill out only the first two rows of statistics: "Composition of Applicant Pool" and "Composition of Applicants Interviewed." Do not fill out any other part of this page.

The form will later be completed and submitted as a part of your annual Affirmative Action Report.

This form is available online at: www.utexas.edu/provost/policies/applicant.


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Please direct comments on the Procedures Guide to cola_comments@utlists.utexas.edu.

Tips or FAQs

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  • Be sure that you list which women and/or minorities were involved in the search process for BOTH questions 2 and 4 in the Appointment Process Summary, whether or not these are the same individuals.


Last Modified: 31 July 2009