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Hiring Unranked Faculty

The hiring of unranked faculty (Adjunct I and Adjunct II faculty) is initiated by the program chair, with the approval of the dean and Provost. Formal offers of employment are made by the Provost. All unranked faculty must be eligible for work in the US. CCA does not sponsor visas or cover any visa-related expenses or legal fees for unranked faculty.

In order to recommend a candidate for hire, the chair must complete and submit the following paperwork to the dean by the deadlines indicated in the Schedule Building Timeline:

Use this form to submit these materials to Academic Affairs.
Academic Affairs will review all of the materials, and correspond with chairs if necessary regarding any questions or revisions. Academic Affairs will then submit the materials to the dean, and then the Provost for approval. Once approved by the dean and Provost, and processed by HR, notifications will be sent to the new faculty, chair, Director of Academic Administration, and Program Manager that the hire is completed. After receiving this notification, the course assignment(s) for the new hire must be submitted by the program manager or chair for approval by the Director, Academic Affairs, Student Records, and Scheduling.

When this process is completed and the faculty is added to the course schedule, a faculty contract will be issued in accordance with the contracting schedule determined by the Collective Bargaining Agreement.


Hiring Ranked Faculty

Chairs are required to submit a multi-year hiring plan to their dean for ranked faculty positions. Deans review these plans across the division, and then make a consolidated request for searches to the Provost. These include searches for tenure track and ranked non-tenure positions.

Timeline

Dates are approximate and may be adjusted for weekends/holidays.

Due April 1

Requests for ranked position searches to be conducted in the following academic year are submitted by chairs to the dean.

May 30

Provost approves tenure track searches for upcoming academic year. Search committee chairs and dean meet in consultation to plan for the search the upcoming year.

Due September 1

Dean identifies committee for approval by Provost. Dean and committee chair (if not dean) create job description and position announcement and submit to Provost for approval. Committee chair completes position requisition form, and identifies external advertising venues. Job description, position requisition, and collateral for external advertisements (abbreviated or revised copy, images, etc.) are delivered to Academic Affairs.

September 15

Academic Affairs forwards approved description, requisition, and advertising resources to Human Resources.


September 30

Initial search committee meeting with Provost, Associate Provost, or Dean by to review the following information and answer any outstanding committee questions:

  • Confidentiality: The committee should hold all candidates, interviews, and committee discussions in confidence.
  • Timeline for search process: Hand out the suggested timeline with search ending by March 30 and tentative interview days in mid-March.
  • Once application deadline has passed, provost and/or associate provost, dean, and chair will discuss the pool of applicants and make a final decision about whether the search should proceed based on the viability of the pool (i.e., quantity, quality, diversity).
  • Assistant-level positions: Remember that we are looking for assistant-level faculty members. Viable candidates will be at the beginning of their professional and/or teaching career.
  • Internal candidates: (a) should be granted a first round interview if they meet the minimum qualifications for the job (even if they are unlikely finalists); and (b) should not attend the public presentations of other final candidates if they are finalists.
  • Final pool should be three candidates who are diverse. (Although the college supports a broad definition of diversity and understands how different forms of diversity may be prioritized based on the specific nature and make-up of a program, CCA is particularly interested in increasing the racial diversity of its faculty body.)
  • Interviews: (a) can not be recorded; (b) should be equivalent in length and nature, though you need not ask the exact same questions of each candidate; (c) first-round interviews are typically done by phone, though they may also take place at CAA or other professional conferences. Typically, in order to maintain as much equivalence as possible, even local candidates are interviewed by phone. (Not all committee members need to participate in every first-round interview if breaking it up works best for the committee.); and (d) all committee members must be at all three final interviews and all three public presentations. If a committee member misses one, he or she should not cast a final vote.
  • The committee makes a recommendation to the provost. Ideally, all three candidates would be acceptable faculty members, and the recommendation should be a ranking of the finalists. A brief explanation of ranking should be included, and the final recommendation may be sent by email to the Provost.


October 1

Human Resources posts position announcement on CCA website, College Art Association*, HigherEd Jobs, and NorCal HERC. These postings are paid for by the Academic Affairs budget. The position will be posted on auxiliary online publications between two to four weeks after submission to Academic Affairs, depending on submission timeline of publication. The program or division are responsible for the fees associated with all other posting locations.

*The College makes a single combined posting with CAA that includes all ranked faculty searches for a given academic year. If the position description or advertising material is not received by the deadline communicated to the committee chair by Academic Affairs, the program may be responsible for funding its own separate posting with CAA.

January 5 - 10

Deadline for applications: applications must be submitted by early January.


By February 1

Search committee members review all files by two weeks after deadline.

Search committee evaluates viability of search with regard to strength and diversity. Committee chair consults with Dean. Dean makes recommendation to Provost to (a) move forward, (b) cancel search, or (c) take necessary steps to cast a wider net and reopen search by two weeks after deadline.


By February 21

Search committee meeting to identify pool of initial interviewees by three weeks after deadline.

Initial interviews take place (contact Human Resources so they’re aware interviews are being conducted.) Initial interviews may be by phone, at CCA, or at a national conference such as CAA or MLA. All interviews must be equal in length and format. All qualified CCA affiliated applicants should be granted initial interviews. The committee should hold all candidate interviews and committee discussions in confidence.

March 1

Staff liaison communicates with candidates not chosen for initial interviews (or those in bottom half of pool). Staff liaison contacts these candidates and returns materials (for those who included a SASE). Variations in this step up to individual committees.

Mid-March

Final interviews take place (committee should choose three final candidates). CCA pays for interview trips (accommodations, transportation, etc.).

Campus interview includes public presentation, meetings with students and faculty, interview with committee at which candidates are given a benefits summary, meetings with Provost and president, campus tours, and social dinner. (Staff liaison and chair work with John Jenkins on interview logistics.)


March 30

Committee chair or staff liaison checks references for final three candidates. Committee meets and makes recommendation of ranking for final three candidates, including their reasoning for ranks. Chair submits letter to Provost.


April/May

Provost makes offer to selected candidate. When candidate accepts and signs letter of appointment, staff liaison returns remaining candidate materials to Human Resources. Human Resources receives signed copy of appointment letter, removes job postings, and sends interviewees “nonselection” letters/materials. Search committee chair calls rejected final interviewees.



Additional notes

  • Committee chair is responsible for all "non-selection" communications with: (a) non-interviewed applicants, (b) initial interviewees, and (c) two final finalists.
  • HR will serve as contact for questions related to advertising.
  • Each search will identify a program or division administrator to serve as a contact for questions related to the application form, application materials, and guidelines.
  • Committee members must be at all final search committee interviews and presentations or they may not vote on candidates.
  • Note: No recording of interviews.
  • Committee may divide up reading or screening, or both, of applicants (at least two members must be part of any interview).
  • Provost generates letter of appointment.
  • Academic Affairs generates contract.

Hiring Visiting Faculty

The hiring of Visiting Faculty is initiated by the program chair, with the approval of the dean and Provost. Formal offers of employment are made by the Provost. In order to recommend a candidate for hire, the chair must complete and submit the following paperwork to the dean by the deadlines indicated in the Schedule Building Timeline:

  • A current résumé or CV that specifically includes venues and dates for education, degrees, teaching and professional activity
  • A Faculty Candidate Form, completed by the candidate and reviewed by the hiring chair
  • A Visiting Faculty Hire Proposal completed and signed by the program chair

Use this form to submit these materials to Academic Affairs.

Academic Affairs will review all of the materials, and correspond with chairs if necessary regarding any questions or revisions. Academic Affairs will then submit the materials to the dean, and then the Provost for approval. Once approved by the dean and Provost, and processed by HR, notifications will be sent to the new faculty, chair, Director of Academic Administration, and Program Manager that the hire is completed. Academic Affairs will then send an appointment letter outlining the terms of the appointment to the candidate. After receiving this notification, the course assignment(s) for the new hire must be submitted by the program manager or chair for approval by the Director, Academic Affairs, Student Records, and Scheduling. When this process is completed and the faculty is added to the course schedule, a faculty contract will be issued.


Hiring Mentored Teaching Fellows

Some undergraduate programs offer Mentored Teaching Fellowship opportunities for recent alumni. CCA graduate program alumni may participate in a competitive application process established by the undergraduate program in order to be selected as a Mentored Fellow. Mentored Fellows are eligible to team teach an introductory level undergraduate class with another Fellow, and are also paired with a ranked faculty member who serves as their mentor. Undergraduate programs are responsible for their own application and selection processes.

Once the program identifies its final candidate(s) for the Fellowship, the chair initiates the hiring process, with the approval of the dean and Provost. Formal offers of employment are made by the Provost. In order to recommend a candidate for hire, the chair must complete and submit the following paperwork to the dean by the deadlines indicated in the Schedule Building Timeline:

  • A current résumé or CV that specifically includes venues and dates for education, degrees, teaching and professional activity
  • A Faculty Candidate Form, completed by the candidate and reviewed by the hiring chair.
  • A brief narrative outlining the candidate's qualifications, and why they were selected for the Fellowship (sent via email to the dean)

Once the dean has reviewed and approved these documents, they must be submitted to Academic Affairs. Academic Affairs will review all of the materials, and correspond with deans and chairs if necessary regarding any questions. Academic Affairs will then submit the materials to the Provost for approval. Once approved by the Provost, Academic Affairs will initiate the hiring process. Notifications will be sent to the new faculty, chair, Director of Academic Administration, and Program Manager when this is completed. After receiving this notification, the course assignment(s) for the new hire must be submitted by the program manager or chair for approval by the Director, Academic Affairs, Student Records, and Scheduling. When this process is completed and the faculty is added to the course schedule, a faculty contract will be issued.

Mentored Teaching Fellows may teach for a total of two semesters within a two year period after their graduation. In order to be eligible to teach beyond this time period, three calendar years must elapse after their last teaching semester at CCA. They would then need to be reconsidered for hire as unranked faculty.


Hiring International Faculty

On occasion, the College may hire ranked or visiting faculty who are nonresident aliens.

International Hires at CCA

From Human Resources:

It is vital that CCA follow the outlines set by the government in order to hire noncitizens. If we fail to do so, we could lose our ability to hire as well as lose our Exchange Visitor program altogether.

It is of utmost importance that when you do complete the checklist, it is truly completed, for each person coming to the United States. HR cannot assume that because someone was born in one country that person is a permanent resident of that country.

This process must happen well in advance of someone needing to come to CCA as it can take several weeks or even months to process the proper documentation to allow them to obtain a visa to work for us.

You may not make a hiring assumption regarding someone who is not a citizen, but currently working at another institution or organization, because the visa they have obtained to work there might not always allow them to also work for us or another employer.

If you have any questions about hiring a non-US citizen to work at CCA please contact Human Resources in advance of any actions.

Leslie Gray

Vice President of Human Resources

Phone: 510.594.3705
Fax: 510.594.3681

lgray@cca.edu