Tips on Forming a Search Committee
- Committee chairpersons should hold positions at the same level as or higher than the vacant position.
- Exceptions are often made for professors, who may be asked to chair faculty search committees, regardless of their rank or tenure status.
- The size of the committee should reflect the importance of the vacant position (the more important the position, the greater the number of committee members).
- Attempt to form a committee diverse in terms of gender and race.
- Attempt to appoint as a committee member an individual who has performed the vacant position or a similar position.
- Attempt to appoint as a committee member an individual who has supervised the vacant position or a similar position.
- Appoint ex-officio members from the HR department, the Affirmative Action office or both.
- Determine whether each potential appointee has sufficient time to devote to each committee duties.
- Ensure that the committee possesses technical expertise sufficient to make astute comparisons among applicants.
- Ensure that the committee represents a variety of perspectives on the role and function of the vacant position.
- Appoint stakeholders – for example, students in a search for a Director of Student Activities, Faculty in search for a Librarian, or members of the President’s Cabinet in a search for a Vice President.
- Committee chairpersons should hold positions at the same level as or higher than the vacant position.
- Exceptions are often made for professors, who may be asked to chair faculty search committees, regardless of their rank or tenure status.
- The size of the committee should reflect the importance of the vacant position (the more important the position, the greater the number of committee members).
- Attempt to form a committee diverse in terms of gender and race.
- Attempt to appoint as a committee member an individual who has performed the vacant position or a similar position.
- Attempt to appoint as a committee member an individual who has supervised the vacant position or a similar position.
- Appoint ex-officio members from the HR department, the Affirmative Action office or both.
- Determine whether each potential appointee has sufficient time to devote to each committee duties.
- Ensure that the committee possesses technical expertise sufficient to make astute comparisons among applicants.
- Ensure that the committee represents a variety of perspectives on the role and function of the vacant position.
- Appoint stakeholders – for example, students in a search for a Director of Student Activities, Faculty in search for a Librarian, or members of the President’s Cabinet in a search for a Vice President.