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GuidetoFacultySearchesandHiring
August21,2019
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TABLEOFCONTENTS
Introduction:WeareBetterTogether 3
BeforetheSearchBegins:TheSearchProcessintheCollegeofCommunication 4
FormingtheSearchCommittee 4
DutiesofSearchCommitteeMembers 5
DescribingthePosition 6
PostingtheJobAdvertisement 7
Dual-CareerConsiderations 7
ActiveRecruiting 7
EvaluatingApplicants 8
NarrowingtheApplicantPool 8
OnCampusVisitsandInterviews 9
CampusSelectionandJobOffer 11
AftertheSearch 11
SearchEvaluation 11
Appendix:SearchDocuments 12
SampleJobAdvertisement 12
SampleApplicantEvaluationTool 14
GuidelinesforAssessingCandidate’sAbilitytoWorkinaDiverseEnvironment 15
WorkCited/UsedtoInformthisGuide 15
NoticeofNondiscriminationandContactInformationforTitleIX,TitleVIIandADAAACoordinators 16
3WeAreBETTERTOGETHER
TexasChristianUniversity(TCU)aimstoimproveinallitdoes.ChancellorVictorJ.BoschiniJrrecentlyexpressedthiscommitmentinhisresponsetotherecognitionthatTCUisagreatcollegeforwhichtowork.Havingadiversefacultyrichwithvariationsinracial/ethnicandgenderrepresentation,amongotherthings,canencouragebetterco-workerrelationships,productivityandequitableperceptionsofunder-representedgroups.Forexample,theseclaimsaresupportedbyrecentresearchfromClaypool&Mershon(2016)forpoliticalscience.TCU’sdefinitionofdiversityanditscommitmenttodiversity,equity,andinclusionaredescribedonitswebsite(https://inclusion.tcu.edu/about/).
TCUfacultymemberscontributetotheeffortstobemoreinclusivethroughteaching,researchandservice.FacultyarealsoimportantforcultivatinganenvironmentthatsupportsthegoalsandmissionofTCUthroughfacultysearchesandhiring.Since1987,TCUhasencouragedfacultytoengageinextraordinaryeffortstorecruitadiversefaculty.Thepolicy,whichremainsineffect,canbefoundintheAcademicAffairsAdministrativeHandbooklocatedonthewebsiteoftheOfficeoftheProvost(https://provost.tcu.edu/faculty-resources/handbooks-manuals/academic-affairs-administrative-handbook/).Itaffirmstheviewthat“thefacultyofamajor,comprehensiveuniversityshouldreflectacompositionsimilartothatofthelargersocietyinwhichitexistsandproviderolemodelsforstudentsinunder-representedgroups.”
Becomingbettertogethertakestime,andprogresscanbeslow.
AccordingtotheTCU2018FactBook,75%offull-timefacultyintheBobSchiefferCollegeofCommunicationarewhite.In2011,95%offull-timeCollegefacultywerewhite,sothesenumbersindicateourCollegeismovingintherightdirectiontodiversifyourfaculty,althoughimprovementsarestillneeded.Asof2018,57%ofSchiefferfacultyhaveearnedtenureandpromotionfromassistanttoassociateprofessor.Onehundredpercentoffullprofessorsarewhite.Intermsoftheethnicityofassociateprofessors,81%arewhite,10%areblack/ofAfricanoriginand5%areHispanic/Latino.Thecompositionofassistantprofessorsincludes:39%white,31%non-resident,15%black/ofAfricanoriginand15%Asian.Clearly,ourCollegeneedstoincludegreaternumbersofunder-representedracial/ethnicgroupsatboththeassociateandprofessorlevels.OurCollegehasequalrepresentation(50%each)ofmenandwomenfull-timefacultymembers.However,in2018,only18%ofourCollege’sfullprofessorswerewomen.Conversely,52%ofSchiefferassociateprofessorsand69%ofassistantprofessorswerewomenin2018.ThesenumbersindicatetheopportunityforhelpingmorewomenfacultyachievefullprofessorrankinourCollege.Insummary,whileourCollegehasmademodestimprovementstodiversifyitsfacultyinrecentyears,ourCollegemustremaincommittedtofurtherstrengtheningthediversityandinclusionofourfaculty.
TCU’sMISSION:Toeducateindividualstothinkandactasethicalleadersandresponsiblecitizensintheglobalcommunity.
4BeforetheSEARCHBEGINS
TheSearchProcessintheCollegeofCommunication
Schools,colleges,anddepartmentsatTexasChristianUniversityhavediscretioninsearchingandhiring.Nevertheless,allareexpectedtocomplywiththeUniversity’sstandardsasarticulatedbyHumanResources.
AllsearchesandhiringatTexasChristianUniversitymustcomplywithstandardsoftheOfficeofEqualOpportunityandAffirmativeAction(EOAA).TheOfficeofEOAAhasdevelopedpoliciesandprocedurestoensurethatsearchesandhiringatTexasChristianUniversitycomplywithfederalEOAAregulations.InformationonthesepoliciescanbeobtainedfromHumanResources(http://hr.tcu.edu/wp-content/uploads/Policy-1.001-AA_EEO-Updated-4.8.19.pdf)
FormingtheSearchCommittee
Thecompositionofthesearchcommittee,therolesanddutiesofitsmembers,andthedefining,writingandpostingofthefacultyjobopeningareimportantbecauseoftheinfluenceeachstephasontheoutcomeofthesearch.Eachfactorshouldbeaddresseddeliberatelyandearlyinthesearchandhiringprocess.
Forsomedepartments,searchcommitteeformationwilltakeplacepriortodefining/describingtheposition.Forothers,itoccursafterthedepartmentasawholeagreesonthepositiondefinition/description.Howeveritoccurs,buildingdepartmentalconsensusaroundhiringadiversefacultyandtheprocessforsearchingandhiringareimportant.
Considerappointingcommitteememberswithexperiencesindiversity,equity,andinclusion,suchasdiversity,inclusivity,andorintentionaldialoguetraining,membershipondiversityandinclusivitytaskforcesorcommittees,andresearchand/orteachingexperiencesrelatedtodiversityandinclusivity.Memberswhohavedemonstratedsoundjudgmentondepartment-relatedbusinessalsoshouldbeconsidered,alongwiththosewhohaveexpressedandordisplayedawillingnesstoworktoreducehiringbiasesthatcanbeconstruedasdecisionsthatprioritizeonepersonorgroupoveranother,eitherconsciouslyorunconsciously.
DepartmentchairsareencouragedtoensurethatSearchCommitteemembers:
• Participateinbiasawarenessconversationsandortraining.Todothisasadepartmentoncethesearchcommitteehasbeenformedisuseful.
• ConsiderusingHarvard’sProjectImplicitorUCLA’sImplicitBiasVideoSeries.• IncludetheCollegeofCommunicationDiversityAdvocateinthesearchprocessandconsultifneededwiththe
TCUChiefInclusionOfficer,theTitleIXCoordinatorandStaffandHumanResources.
NosearchcanproceeduntiltheDeanhasapprovedthecompositionofthesearchcommittee.
BestPracticesforFormingaSearchCommittee
• Createadiversesearchcommittee,including,wherepossible,women,racialandethnicminorities,andmembersofotherunder-representedgroups.Striveforvariationsintheprofessionalinterestsoffacultyincludingintra-disciplinarydiversitysuchasfields,methodologiesandperspectives.
• InviteafacultycolleagueoutsidethehiringdepartmentbutwithintheCollegetoserve.Allfacultysearchesinourcollegemustincludethisexternalfacultymember.
• Externalmembersandlecturersmayserveasnon-votingparticipants.Encouragethemtoreviewfiles,meetwithcandidates,attendjobtalksandsocialeventswithcandidatesandinvitethemtoparticipateingroup-leveldeliberationsregardinghiring.
• Studentsmaybenon-votingparticipantsinthesearchprocess,eitherthroughhostingorattendingmealswithcandidates,viewingapresentation,orothersuitableactivities.Establishadepartmentpolicyonstudentparticipationpriortothestartofthesearchthatconsidersstudentrank,suchasundergraduateandgraduate.
5DutiesofSearchCommitteeMembers
Membersofthesearchcommitteeservetheinterestsofthedepartmentand,morebroadly,theCollegeandUniversity.Departmentswilldetermineifthesearchcommitteereliesonachairandhowtodefinetheirrole,andiftheprocessinvolvesallmembersofthecommittee.Whichevermethodischosen,searchcommitteemembersgenerallyaretaskedwithevaluatingapplicantfiles,documentingandnarrowingtheapplicantpoolusingastandardizedapplicantevaluationmethodinformedbythejobdescriptionaspublicized.Searchcommitteememberswhoconductinterviewsareobligedtoactasrepresentativesofthedepartment.Asaresult,expectationsregardingbiastrainingandthesearchprocessalsoapply.Thefollowingcanhelpdepartmentmembersprepareasearchcommittee.
SupportDiversity,EquityandInclusion
Committeememberswhosupportdiversity,equity,andinclusion,whodonotreadilyignoreandordismississuesrelatedtothemand/orwhoareateasediscussingtheseissuesaremorelikelytocontributepositivelytoasearchandhiringprocessthatvaluesallthreeandactsonthatvaluation.
PowerDynamicsofCommittees
Theprofessionalrankandpersonalrelationshipsofcommitteememberscanimpacttheeffectivenessofthesearchcommittee.Rulesonequalparticipationandvotingforeligiblevoters(seetheBestPracticesforFormingaSearchCommitteebox)canhelpensureequitableparticipation.Departmentchairsareencouragedtoconsiderrankandtenurestatuswhenformulatingthesearchcommitteetohelpestablishpowerbalancesandimprovepowerdynamics.Committeemembersareexpectedtolisten,actrespectfullyandrefrainfrombehaviorsthatcannegativelyimpactthesearch,suchasbeingdefensiveandreactiveratherthanopenandreflective.
AvoidConflictsofInterest
AlthoughTCU’sConflictofInterestDisclosureGuidelinesandProceduresdonotaddressfacultysearches,theyindicateapreferenceforallfacultiestodesistfrombehaviorsthatmightpresentaconflictofinterestfortheuniversity,realorperceived.TheUniversityofWashingtondefinesasearchcommitteeconflictasexistingwhenamemberofthecommitteeislikelytobenefitmateriallyorinotherwaysincludingprestigeandorstatus.Potentialsforconflictsusingthisperspectiveincludebutarenotlimitedtocandidateswhoareco-authorsorcollaboratorsand/orhaveaclosepersonalrelationshipwithasearchcommitteemember.Departmentsshoulddeviseaplanfordefiningtheirownperspectivesonconflictsandhowtodealwithanybeforethesearchbegins.Optionsincludeexpectationsoffulldisclosurebyfacultymemberswithorwithoutvoluntaryrecusal(fromallorspecifiedaspectsofthesearch).
StudentInvolvement
Considerpathwaysforstudentinvolvementsuchasjobtalkorteachingdemonstrationparticipationwithopportunitiesforstudentfeedback.Forgraduatestudents,determinethelevelanddegreeoftheirinvolvement.Determinestudentinvolvementatthedepartmentlevelpriortothestartofasearch.
AvoidCommonBiasesorErrors:Beattentivetobeststandardpractices.
Departmentsshouldstrivetoensurethateachfull-timepermanentmemberofthefacultyhasaclearpathwayforbeingincludedinthesearch.Departmentchairsshouldremindeachfacultymemberoftheirdutytoreportevidenceofbehaviorsthatmightcorrupttheprocessandoutcomesandthatsuchreporting,whichcanbedoneanonymouslytotheOfficeoftheTitleIXCoordinatorortoHumanResources,isprotectedfromreprisals.
DocumenttheSearchProcess
6Searchcommitteemembersshouldidentifyaminutes-takerearlyinthesearchprocess.Theminutes-takerisencouragedtokeepdetailednotesofallcommitteediscussions,nominations,recruitingefforts,interviews(candidates,references,andothercolleagues)andrationaleforselectingorrefusingcandidates.
EstablishEvaluationCriteria
Searchmembersshoulddecidecriteriabeforeevaluatingapplicantfiles.Doingsocanhelpavoiderrorsandreducebiasessuchasthoserelatedtothefollowing:
• elitism–assumingindividualsfromparticularinstitutions/intellectualtraditionsarebest.• varyingstandards–holdingdifferentcandidatestodifferentstandards.Thismightberelatedtostereotypes,
unjustifiedassumptions/reasonstodisqualifyacandidate,designatingsomecandidatesprematurely,ordifferencesintimespentevaluatingeachfile.
DescribingthePosition
1. OncetheDean/Provostapprovestheposition,specifycriteriathatareconsistentwithDepartment,CollegeandUniversitylevelexpectations.
2. Considerbroadeningthepositiondescriptiontoattractawiderrangeofcandidates.3. Foreachrelevantarea(teaching,researchandservice),considerifthepositiondescriptionislikelytoappealto
individualswithexperiencementoringandcollaboratinginadiverseenvironment.4. Forevidenceofcompetence(inteaching,researchandservice,)considerincludingsomeofthefollowing:
diversitystatements;lettersofreferencesfromstudents;portfolioofsamplesyllabiandsampleassignments;experience/interestinmentoringindividualstudentsanddiversesetsofstudents;developmentofparticularlyeffectivestrategiesfortheeducationaladvancementofstudentsingeneralandforvariousunder-representedgroups;evidenceofachievementandorleadershipinareasrelatedtoone’sdiscipline,college,universityorcommunity,includingthosethatimproveoutcomesforunder-representedgroups.
5. Decideonconfidentialityguidelines.Off-recordreferencechecksofcandidatesarediscouraged.6. Thewordingofajobadvertisementcanbeinvitingoroff-putting.Whilealwaysmakingsurethatthelawis
followed,considerusinglanguagethatcansignalthatTexasChristianUniversityandtheCollegeofCommunicationisaninstitutionwherediversityisvalued.Languagerelatedtoexperiencerequirementsthatprioritizesrankoveryearsofexperiencesmightbehelpfulforthosewhoembarkedonnon-traditionalpathways.(SeethesamplejobadvertisementintheAppendix.)
7. IncludethemandatoryTCUAA/EEOstatementattheendofthead.ThestatementcanbefoundintheSearchProceduresForFull-TimeFacultyPositionsandreadsasfollows:“AsanAA/EEOemployer,TCUrecruits,hires,andpromotesqualifiedpersonsinalljobclassificationswithoutregardtoage,race,color,religion,sex,sexualorientation,gender,genderidentity,genderexpression,nationalorigin,ethnicorigin,disability,geneticinformation,coveredveteranstatusoranyotherbasisprotectedbylaw.”SeetheAppendixforaSampleJobAdvertisement.
8. IncludeastatementonTCUthatemphasizestheinstitution’ssecularnature,commitmenttoacademicfreedom,andlocationinalarge,diversecityandmetroplexandasummary(iflengthy)oftheCollegedepartmentstatementonDiversity,EquityandInclusion.AlwaysfollowtheguidelinesintheTCUFacultyHiringHandbook.ConsultthesaidHandbookregardingthecreationandsubmissionofthelongandshortversionsoftheadtotheDeanforapproval.
BestPracticesforWelcomingUnder-representedApplicants
Signal,usingappropriatelanguage,interestincandidateswhoarelikelytocontributetothedepartment’sdiversitypriorities.Forexample:“TheDepartmentofXXXXisinterestedincandidatesattherankofXXXXwho,throughtheirresearch,teaching,and/orservice,willcontributetothediversityandexcellenceoftheacademiccommunity.”
7InadditiontotheTCUFacultyHiringHandbook,HiringmanagersandsearchcommitteescanalsoconsulttheTCUInstructionsforHiringManagerandSearchCommitteesandtheaforementionedSearchProceduresforFull-TimeFacultyPositions.Full-TimepositionsmustbeadvertisedinonenationalsitesuchastheChronicleofHigherEducation,twominoritysitessuchasAAHHEandDiverseIssuesinHigherEducation,onewomen’ssitesuchasWIHEandtheTCUHumanResourceswebsite.Lecturerpositions(ataminimum)mustbepostedontheTCUwebsite,theAAHHEsiteandDiverseIssuesinHigherEducationsite.Foradditionalsearchoutlets,consulttheFacultySearchAdvertisingWebsitesPageintheTCUSearchProcedures.
BestPracticesforPostingJobAds
Usemultiplevenuesevenindisciplinessuchaseconomicsinwhichthedominanceofonejob-listingsiteseemstodiscountthisstrategy.
DualCareerConsiderations
WeintheCollegeofCommunicationrealizethatdualcareerjobsearchesareontherise.Wealsorecognizethatthesesearchesfrequentlyimpactwomenandpersonsfromotherunder-representedgroupsnegativelycomparedtowhite,heterosexualmales(Wolf-Wendel,Twombly&SuzanneRice,2000;Zhang&Kmec,2018).Ifadualcareerpossibilityemergesinasearchforfull-timefacultythesearchcommitteeshouldconsultwiththeDepartmentchairandDeanoftheCollegeofCommunication.
DuringtheSearchandBefore
CAMPUSVISITSANDINTERVIEWS
ActiveRecruiting
1. Contactleadersofdiscipline-specificaffinitygroupstargetingunder-representedgroupssuchasBlackGraduateStudentAssociation,InstitutionsofHigherLearningthatserveunder-representedgroups,orconsultwithHumanResourcesforhelpidentifyingotherJobAdresources.Discusstheposition,identifyspecifictargetswhomyoucaninvitetoapplyandsendouttheadtotheirmailinglists.Alwaysdocumenttheseefforts,forexample,thelistoforganizationsthatreceivedthejobadvertisementinthisrecruitingstep.
2. Searchcommittee/departmentmembersshouldreachouttopersonalnetworks,formercolleagues,mentors,orstudentstoinvitethemtonominatewell-qualifiedcandidatesandsharethejobadwiththeirnetworks.
3. Identifypre-andpost-doctoralpipelinestargetingunder-representedfacultysuchastheFordFoundationFellowshipProgramandtheUniversityofCalifornia’sPresident’sPostdoctoralFellowshipProgram.
4. RememberthatTCUencouragessubmittinglettersto“minority,women’sandprofessionalorganizationsnotifyingthemoffacultyvacanciesandrequestingnamesofqualifiedapplicants.Facultyinthehiringunitshouldcontactcolleaguesforassistanceinidentifyingwomenandminoritiesandotherunder-representedgroupswhomaybepotentialapplicantsandshoulduseallavailablesourcestoensurethattheunderrepresentedgroupslistedabovearerepresentedintheapplicantpooledapplicants.”TCURecruitmentProcedures,no.5.
BestPracticesforActiveRecruiting
• Advertisebroadlytoreachunder-representedgroupsincludingthoselivingwithdisabilitieswhoareinvitedtomakeaccommodationrequestsknowntothehiringmanager/searchcommitteeinaccordancetoTCUPolicy1.005.
• Reachouttopersonalandprofessionalnetworksaswellasinstitutionswithareputationforservingand/orhavingestablishedrelationshipswithmembersofunder-representedpopulations.
• Beawareofbiases,includingimplicitonesthatcaninfluencebehaviorswithoutdeliberatethought.
8EvaluatingApplicants
1. Departmentsshouldcreateasetofevaluationcriteriaconsistentwiththepositiondescription.Attheirdiscretion,theyshouldjointlydecideiftheywanttoleavethistaskuptothesearchcommittee.Theevaluationcriteriamustbeconsistentwiththepositiondescription.Foreachmajorcategory(research,teachingandservice),includemultipledimensionsincludingthoserelatedtodiversity,equityandinclusion.SomeexamplesforconsiderationadaptedfromHarvardUniversityBestPracticesforConductingFacultySearches,Version1.2include:
• Originalityandcontribution• Fundingrecord• Abilitytoattractandmentorgraduatestudents• Abilitytoteachandsuperviseundergraduates• Abilitytoattract,workwithandteachdiversestudentsandcommitmenttocollaboratingwith
colleagues• Relationshiptodepartmentpriorities• Abilitytomakeapositivecontributiontothedepartment’sclimate• Abilitytobeaconscientiousdepartmentcitizen
2. Decide,beforeevaluatingapplicants,howincompletefileswillbeevaluatedandifatall.3. Trytoevaluateeachcandidateinanopen-mindedandholisticmannertoavoidanchoringandconfirmation
bias.UCLAoffersthefollowingtips:• “Insteadofreviewingeachcandidate’sapplicationinisolationandmakinganimmediatethumbs-upor
thumbs-downdetermination,reviewasetofapplicationsside-by-sideandthendeterminewhoshouldproceedtothenextstageofconsideration.”
• “Insteadofrankingcandidateonasinglescale,summarizeeachcandidate’sstrengths,weaknessesandlikelycontributions.Alternatively,createmultipleliststhatrankcandidatesbasedonthevariousjob-specificcriteria.”
4. Giveyourselfandallcommitteememberssufficienttimetoreadalltheapplications.Revieweachapplicant’sdossierthoroughly.Avoidcreatinglistsofpersonalfavoritesratherthanlistsofqualifiedcandidates.
5. Trytobuildacasetoadvanceeachqualifiedcandidatebeforeidentifyingdeficitsorfaultsintheirapplicationpackage.Alsoaskyourselfwhichfactssupportyourdecisionstoincludeorexcludeacandidateorwhereyoumightbespeculating.
6. Refrainfromcollectinginformationaboutapplicantsfromsocialmediaorotheronlinesites,especiallywhereverification(includingfromapplicant)isnotassured.
BestPracticesforEvaluatingApplicants
NarrowingtheApplicantPoolforPreliminaryInterviews
Priortomeeting,membersofthesearchcommitteeshouldforwardtothechairofthesearchcommitteetheirrankingsofapplicants.Thesearchcommitteeshouldmeettocreateacomprehensiverankingofcandidatesandfromthisranking,createapreliminaryoff-siteinterviewlistusingapredeterminednumberestablishedbythedepartment.Searchcommitteemembersareexpectedtomonitorthecompositionofalllistsfordiversity,ensuringthelistreflectsthecompositionoftheapplicantpoolandavoidsbiasesthathaveunintentionallycreptintothelist.
1. Thesearchcommitteemaycirculateboththecollectiverankingofcandidatesandpreliminaryinterviewlisttoallfaculty(possiblyatadepartmentmeetingorpriorto).Facultyshouldbegivensufficienttimetoreviewthelistandtheapplicantfilesforcarefulconsideration.Allfacultyshouldmonitorthecompositionofalllistsfordiversity.Facultyatadepartmentmeetingshouldfinalizetheinterviewlist.
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2. Beforepreliminaryinterviewsofsomesixtoeightcandidatesareauthorized,thesearchcommitteechairandthedepartmentchairwillmeetwiththeDeantodiscussthefaculty’sproposedcandidatesforthoseinterviews.
3. Thesearchcommitteemembersshoulddevelopinterviewquestionsthatarevettedbythedepartment.Thequestionsshouldreflectcandidate-specificneedsbasedontheapplicationportfolio.Itshouldalsoincludesomestandardquestionsthatwillbeaskedofeachcandidate.Ifthecompositionofthesearchcommitteeandinterviewteamisnotthesame,specialeffortshouldbemadetoincludethelatterinthisprocess.
4. Thesearchcommitteemembersshoulddevelopaninformationpacket,alongandshortversion.ConsiderdistributingtheshortversionwhichmightincludebasicinformationonTCU,thehiringdepartmentandFortWorthincaseswhereinterviewsarein-person.Thelongversionshouldbedistributedtothosecandidateswhoareinvitedforacampusvisit.
5. Interviewteammembersareexpectedtoconductthepreliminaryinterviewsusingthesameprocessforeachcandidate.Typically,preliminaryinterviewsareconductedviaphone,Skype,orZoom.Ininstanceswheretheinterviewteamisthesameasthesearchcommittee,considerincludingthedepartmentchairoranotherfacultymemberwhocanserveasanobserverandperhapsanotetaker.Activenote-takingoftheinterviewsisimportantforinformingdiscussionsandasameansofdocumentingthesearchandshouldbeencouraged.
6. UpdatesearchresultsintheRequisitionSummaryiniGreentree(orrelevantsoftwareatthetime).Enterareasoninthecommentsfieldforrejectingeachpersonwhowasnotselectedasafinalistforacampusinterview.Reasonsshouldbeconciseandverifiable:theyshouldreferencethewrittencriteria,jobadandtheevaluationcriteria.
BestPracticesforConductingPreliminaryInterviews
• Developandincludeinterviewquestionsthatfocusonanapplicant’sportfolioandstandardquestionstobeaskedofeachperson.
• Structureinterviewsthesame.Forexample,ifthequestionswillbeaskedbymajorcategory(teaching,research,andservice),dothesameforeach.Ifcandidate-specificquestions(withinthemajorcategory)aretobefollowedbystandardizedones,includingthoserelatedtodiversity,equityandinclusion,dothesameforeach.
• ReviewtheSampleGuidelinestoInterviewingQuestionsandtheSampleGuidelinestoAssessingCandidate’sAbilitytoWorkinaDiverseEnvironmentintheAppendix.
OnCampusVisitsandInterviews
1. Beforeproposingthreecandidatestoinviteforcampusinterviews,thesearchcommitteechairandthedepartmentchairwillmeetwiththeDeantodisucusstheresultsofthepreliminaryinterviews.
2. BeforeinvitingcandidatestotheTCUcampus,completethestepswhichareoutlinedinthesectionBeforeCandidatesAreInvitedtoCampusforInterviewsintheTCUSearchGuideforFacultyHires.TheseincludethecompletionandapprovaloftheEEO-AffirmativeAction-FormI.Donotethatthedocuments(RequisitionSummaryfromiGreentreeandcopiesofalladstoDean’soffice)mustbecompiledandsubmittedtotheDeanforapproval.(Note:EEO-FormIIorEEO-FormIIIdocumentsarenolongeremployed.)TheDean’sofficewillsubmitthedocumentstotheProvost’soffice.Ifthedocumentsareapproved,theProvostwillissueanapprovalmemofortheEEOI,whichwillbesenttotheDeanandthedepartmentchair.
3. Searchcommitteesshouldgiveeachcandidateaninformationpacketthatshouldcoversuchissuesastenureandpromotioncriteria,teachingandserviceexpectations,University,college,anddepartmentalfactsandfiguresandsoon.Thispacketwillensurethateachcandidateispresentedwiththesamepictureofthejobandinstitutionandthatinterviewersdonotsubconsciouslyintroducebiasesintowhatinformationissharedandwhatisnot.Alsoincludeintheinformationpacketadetailedscheduleforthecampusvisit,includingnamesandaffiliationsofthepeoplewhowillattendeachmeetingorsocialfunction.Thescheduleforeachcandidatemustthesame.Provideguidanceonwhatisexpectedofthecandidateduringthisvisit.Forexample,isthejobtalkexpectedtobearesearchtalkoronethatdisplaysteachingstrengths;willthetalkbeopentostudentsandat
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whatlevelandhowshouldthecandidate,ifatall,adjusttheirpresentationbasedonthecompositionofpeopleattendingthepresentation.Theinformationpacketshouldbevettedbythedepartmentandifthecompositionofthesearchcommitteeandinterviewteamisnotthesame,specialeffortshouldbemadetoincludethelatterinthisprocess.
4. AllwhowillmeetthecandidateareexpectedtocompleteImplicitBiasTraining,suchastheaforementionedProjectImplicitandorImplicitBiasVideoSeriesfromHarvardandUCLArespectively,andreviewtheSampleGuidelinestoInterviewingQuestionsintheAppendix.Inparticular,donotaskaboutprotectedstatuscategoriessuchasrace,religiouscreed,color,nationalorigin,ancestry,physicaldisability,mentaldisability,medicalcondition,maritalstatus,sex,age,orsexualorientation.Youmayrespondtoquestionsrelatedtothesecategories—e.g.,childcareorschools—butyoucannotevaluatecandidatesbasedonthem.Considerationofapossibletrailingspouseorchildrenasafactorinthehiringdecisionissimplyillegal.ToborrowagainfromUCLA’sguide,“Beyondabidingbythelaw,it’simportanttoavoidthesequestionsbecausetheycanunintentionallysignalthat[TCU]isnotwelcomingtoall.”
5. Providefacultyandotherswhoareexpectedtoevaluatethecandidateformallywiththeagreed-uponjob-specificcriteriaandcandidateevaluationform.Semi-structuredinterviewsareimportantformaintainingprofessionaletiquette.
6. Ifthecandidatewillmeetwithstudents,rememberthatimplicitbiasesmightexistinstudentevaluations.7. InadditiontothestandardmeetingswiththeDean,chairandfacultycolleagues,considerschedulingameeting
forallcandidateswithatleastonepersonwhoisindependentofthesearchprocessandcangiveabroadersenseoftheCollegeofCommunication/TCUexperience.ThisindividualcouldbetheCollege’sDiversityAdvocate,thedirectorofComparativeRaceandEthnicStudies,thedirectorofInterculturalandInclusivenessServices,etc.Ifpossible,schedulethesamepersonforeachcandidate,andbeopentohearingfromthepersontheircomparativeimpressionsofthecandidates.Thispersonisnotthesameastheexternalmemberofthesearchcommittee,andsheorhewouldnothaveinfluenceonthehiringprocess.Rather,sheorhewouldbethesamepersonwhocansharewitheachcandidateaboutthestateofdiversity,equity,andinclusionatTCU,inFortWorthandTexas.
8. Offerequalaccommodationstoallcandidates,andofferthesamekindofairporttransportationtoall.9. Whenplanningmealsandothersocialfunctions,askeachcandidateaboutdietaryrestrictionsandrestaurant
preferences.Trytobeasconsistentaspossible,givencandidates’varyingpreferencesandrestrictions.10. If,priortothecampusvisit,acandidateaskstobringaspouseorpartner,requestschildcareassistanceor
family-friendlyscheduling,oraccommodationforadisability,dowhateveryoucantoabidebythoserequests.11. Makesurethateachcandidatereceivesclearinstructionsaboutpost-visitprocedures,timelineforadecision,
etc.Considersharingthisinformationintheformofashortformalexitmeetingwitheitherthedepartmentchairorthesearchcommitteechair.Exitmeetingscanalsohelp,accordingtoUCLA,to“sendafinalmessageaboutthedepartmentbeforethecandidateleavesandtotakethecandidate’stemperatureabouthowsheexperiencedtheday.”
BestPracticesforEffectiveInterviewing
• Developanduseacommonsetofquestionsforeachcandidate.• Askquestionsinthesameorder.• Includequestionsthatdemonstratefamiliaritywiththeapplicant’sportfolioandwork.• Inadditiontotraditionaldomains(teaching,research,andservice-currentandfuture),includequestionsthat
encourageconversationoninterestsinandorexperiencesinworkingwithcolleaguesandstudentsfromdiversebackgrounds.
• Avoidpersonalquestionsastheycanbiastheinterviewer’sopinionofthecandidate.• ReviewtheSampleGuidelinestoInterviewingQuestionsandtheSampleGuidelinestoAssessingCandidate’s
AbilitytoWorkinaDiverseEnvironmentintheAppendix.
11CandidateSelectionandJobOffer
1. Facultymembersshouldrefertothejob-specificcriteriaandwrittennotesandrecommendationsfromthesearchprocessandcampusvisitandinterviewstomakeacaseforandagainsteachandallofthefinalistsusingastandardcandidateapplicationtool.SeetheSampleCandidateEvaluationToolintheAppendix.
2. Afterthedepartmentalvoteanddecisiononthecandidateisfinalized,thedepartmentchairisencouragedtowritedownwhythedecisiontoextendanoffertoone(ormore)candidateswasmadeandwriteaseparatejustificationstatingwhytheothersweredeterminedtobeunabletomeetthejobrequirements.ThisrationalewillbepresentedtotheDeaninameetingwiththedepartmentchairandsearchcommitteechair,andultimatelybeenterediniGreentreeorsimilarsoftware.
3. AfterthedecisionismadeandapprovedbytheDean,thedepartmentchairwillinformthechosencandidate.Informthecandidatethatnegotiationsarenotunexpected.Untilaformalofferismadeandaccepted,allcommunicationwiththecandidatefromthispointonistobelimitedtothedepartmentchair.Thiswilleliminatepossibilitiesoferrorthatcanoccurwhenmultiplepeoplearecommunicating.
4. TheCouncilofCollegesofArtsandSciencesandtheAmericanAssociationofUniversityProfessorswhichendorsestheirEthicsofFacultyRecruitmentandAppointmentindicatethatwrittenoffers,theonlynon-bindingoffer,shouldfollowwithintendaysofaninformal,oralonewithfulldetailsincluding:startingrank;lengthoftheappointment;conditionsofrenewal;salaryandbenefits;dutiesoftheposition;iftenure-track,theamountofcredittowardtenureforpriorservice;institution’s“startup”commitments(forexample,equipmentandlaboratoryspace);datewhentheappointmentbeginsandwhenthecandidateisexpectedtoreport;datebywhichthecandidate’sresponseisexpected,whichshouldnotbelessthantwoweeksfromreceiptoftheoffer;detailsofinstitutionalpoliciesandregulationsthatbearupontheappointment;andinformationonotherrelevantmatters.ExtensionsbeyondthistimeareatthediscretionoftheDeananddepartmentchair.
5. Considerpreparingalistofresourcesoncampus(otherswithsimilarresearch,teaching,andserviceinterestsfromacrosstheuniversity)andoffcampus(schools,daycares,neighborhoods,religiouscommunities)andsharethelistwiththeprospectivehire.
6. Oncetheofferisformallyissuedinwritingandacceptedinwriting,besurethatthenewcolleaguegetstimelyupdatesaboutthepersonsnewofficeandcourses,howtoplacebookorders,etc.,andputthemintouchwithadepartmentadministrativeassistant.Thedepartmentchairshouldensurethatallspecialrequestssuchasdataorcomputingneedsaresubmittedinatimelymannersoastoensureasmoothtransition.
7. Welcomeyournewcolleagueenthusiastically.ProvideyournewcolleaguewithassistanceasneededtoensureasmoothtransitiontoTCU.
AfterTHESEARCH
Revisitthesearchprocessandoutcomesinadepartmentmeetingfollowingtheacceptanceofthejobofferbythecandidate.Considermakingoneperson(potentiallybutnotnecessarilyamemberofthesearchcommitteeorinterviewteam)responsibleformakingareporttoincludelessonslearned.ExtendsuggestionstoDean’sOfficeand/orupdatedepartmentlevelsearchdocumentsregardingsearchandhiring.
Examplesofquestionstoconsiderinclude:
1. Didthecommitteeusetheguideinfacultyrecruiting?2. Wastheapplicantpooldiverse?Couldthediversityoftheapplicantpoolbeareflectionofthejobdescription
andortherecruitingcommitmentandprocess?3. Wasthecandidatelistdiverse?Didthediversityinthecandidatelistreflectthatintheapplicantpool?4. Whatpartsofthesearchprocessworkedwellandwhatpartsdidnotworkwell?Howcouldtheybeimproved?5. Didcandidates,especiallywomenand/orunder-representedminoritycandidates,refuseanoffer?Consider
interviewingthesecandidatesandaskingthemtheirreasonsforrefusal.
12Appendix:SEARCHDOCUMENTS
SampleJobAdvertisement
BobSchiefferCollegeofCommunicationJobAdExampleEachjobadshouldincludethefollowingsections:
• positiontitle,nameofourcollege,andnameofdepartment;• positiondescriptionwithrequirementsandpreferredqualifications(somepreferredqualificationscould
referenceaspectsofDEIifappropriate);• alinktothelistinginiGreentreewithadatewhenapplicationreviewwillbegin;• adescriptionoftheBobSchiefferCollegeofCommunicationandthedepartment;• adescriptionofTCU;• informationaboutFortWorth,Texas;• andtheAA/EEOstatement.
TENURETRACKAssistantProfessorin[nameofdepartmentorsub-discipline]School/College:BobSchiefferCollegeofCommunicationDepartmentof[name]Positiondescription:TheDepartmentof[name]intheBobSchiefferCollegeofCommunicationatTexasChristianUniversity(TCU)inFortWorth,Texas,invitesapplicationsforafull-time,tenure-trackpositionattheassistantprofessorlevelintheareaof[discipline/sub-discipline],beginningin[term].Secondaryareaofspecializationmightinclude[discipline(s)].Primarydutiesincludeteachinguptothreecoursespersemester,conductingandpublishingacademicresearch,andparticipatinginuniversityservice,includingundergraduatestudentadvising.Positionrequirements:APh.D.in[communicationand/orothertype]isrequired[and/orpreferredbutABDwillbeconsidered].Asuccessfulcandidatewilldemonstratesuccessinundergraduateteaching,andcoursestobetaughtmayinclude[disciplines]andothersbasedondepartmentalneed.Candidatesmustshowpromiseofanactiveresearchprogramin[discipline(s)]anddisplayawillingnesstoparticipatein[disciplinaryareas].PPPorINSTRUCTORTheDepartmentof[name]intheBobSchiefferCollegeofCommunicationatTexasChristianUniversity(TCU)inFortWorth,Texas,invitesapplicationsforafull-time(non-tenure-track)[instructororassistantprofessorofprofessionalpractice]in[discipline]beginningin[term].Candidatesmustpossessatleastamaster'sdegreein[typeofcommunication]orarelatedfield.Strongrelationshipswiththeprofessionalcommunityisdesirable.Experienceinworkingwithdiversecommunitiesisaplus.Thesuccessfulcandidatewillteachfourregularcoursespersemester.Theseincludeintroductoryandupperlevelcoursesin[types].Thispositionrequiresdemonstratedskillin[competencies].Expertiseandabilitytoteachwith[technologytypes].Thecandidatewillalsoberesponsibleforsupervisingtheworkofstudent[typesofcurricularandco-curricularactivities].Weseekacandidatewhoiscommittedtoprovidingstudentswithhands-onexperience,fosteringinnovationinstudent-produced[contenttype],sharinginacademicadvisinganddepartmentalandcollegecommitteeservice,andcontributingtothediversitiyandexcellenceoftheacademiccommunity.Evidenceofastrongteachingrecordattheundergraduatelevelispreferred,inadditionto[levelornumberofyearsofprofessionalexperience]andevidenceofeffectivementoringand/ortrainingofentry-level[communicators].FORANYPOSITIONTYPE
13Formoreinformation,pleasegotothefollowingwebsite:Fromthere,clickon“findopenings”andthenselect[checkproperlinknamesandnavigation].Initialscreeningofapplicationswillbeginimmediatelyandcontinueuntilthepositionisfilled.Uploadaletterofapplicationandcurriculumvitae.Alsoincludealistofthreetofiveacademicreferenceswithcurrentcontactinformationincluded.AllquestionsregardingtheapplicationprocessshouldbedirectedtoHumanResourcesat817.257.7790(confirmphonenumber).TheBobSchiefferCollegeofCommunicationThecollege,whichisnamedforTCUalumnusandlongtimeCBSnetworkTVcorrespondentBobSchieffer,istheacademichomeforabout1,200undergraduatestudentsmajoringinfourdepartments:CommunicationStudies;Film,TelevisionandDigitalMedia;Journalism;andStrategicCommunication.Morethan30graduatestudentspursuemaster’sdegreesinCommunicationStudiesandStrategicCommunication,andabout60full-timeand25part-timefacultyteachinthecollege.Thecollege’saward-winningstudentactivitiesincludeprint,videoanddigitalnewsmedia,aforensicsanddebateteam,anadvertisingandpublicrelationsagency,aradiostation,andsportsbroadcastingproductions.Thecollegealsooffersavibrantarrayofstudyabroadcoursestaughtbyitsfaculty.TexasChristianUniversityFoundedin1873andcurrentlyenrollingmorethan10,000students,TCUdeliversaworld-classuniversityexperience,consistentlyrankinginthetop5percentofthenation’s3,500universitiesandcolleges.Theuniversityranksinthetop100nationaluniversitiesinU.S.News&WorldReport’srankingsandisnamedbyForbesasa“RisingStar”onthemagazine’s“10TopCollegestoWatch”list.TCUhasbeennameda“GreatCollegetoWorkFor”bytheChronicleofHigherEducationforeightconsecutiveyears,anditsendowmentisamongthetop60collegeanduniversityendowmentsnationwide.Inrecentyears,theuniversityatlargehasinvestedmorethan$200millionintop-of-the-linefacilities,includinganewintellectualcommons,libraryexpansion,andnewacademicbuildingsinfinearts,musicandbusiness.Morethan71countriesand60religiousfaithtraditionsarerepresentedbyTCU’sstudents.Witha13:1student/facultyratioandateacher-scholarmodelthatresultsinclose,mentoringrelationships,TCUoffersmanyoftheadvantagesofsmallerliberalartscolleges.FortWorth,TexasFortWorthisthenation’s13thlargestcity.TheDallas/FortWorthmetroareaisthefourthlargestinthenationandishometo22Fortune500companies.ThemetroareahasbeennamedNo.2inthecountryforjobgrowthbytheBureauofLaborStatisticsandnamedfifthbestcityinthecountrytobuyahome.FortWorthboasts“thebestdowntowninAmerica,”accordingtoLiveability.com,andishometothreeworld-classartmuseums,apremierperformancefacility,greenspacesandpublicart.TCUwelcomesemployeesfromawidevarietyofbackgrounds,traditions,andexperiences.WeareanEqualOpportunity/AffirmativeActionemployerandwillnotdiscriminateinanyemploymentpracticeonthebasisofage,race,color,religion,sex,sexualorientation,gender,genderidentity,genderexpression,nationalorigin,ethnicorigin,disability,geneticinformation,coveredveteranstatus,oranyotherbasisprotectedbylaw.TCUstrivestocreateandpreservearespectfulcultureandencouragealltoapply.
14
Tenure Track Search
Job Candidate Review Sheet
Candidate Name: _______________________________________ Date: _________________
Criteria for evaluating applicants during campus visits
Minimum qualifications (customize to fit job ad)
1) Earned doctorate (or ABD finishing before DATE) in a field related to communication/discipline 2) Record of teaching and scholarship sufficient for an appointment as tenure-track assistant professor 3) Record of (blank) years of (discipline) related industry experience
Beyond the minimum:
1) Teacher-Scholar Model a. Focus on (types of disciplinary/courses) b. Shows promise as a researcher AND teacher c. Ability to synthesize industry best practices and academic research d. Ability to teach a variety of required courses in our curriculum
2) Professional Record a. Graduate school record of teaching and research b. Evidence of good fit with the teacher-scholar model c. Scope of responsibilities (i.e. teaching load, service requirements) d. Diverse work experience (i.e., international focus, non-profit, global agency)
Please answer the following questions based on your interactions with the candidate.
1) Based on the criteria above and the job description, I found this candidate to be qualified for the position. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 2) I thought this candidate would be a good fit for the curriculum needs in our program. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 3) This candidate has strong research promise and would excel in a tenure track position. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 4) This candidate has strong teaching skills and would excel in the teacher-scholar model at TCU. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 5) This candidate demonstrated a clear focus on (particular aspect of teaching/disciplinary needs). Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree General Comments:
15
SampleGuidelinesforAssessingCandidate’sAbilitytoWorkinaDiverseEnvironment
OpenEndedQuestions
1. Suggestedopeningremarks:“Ourcollege(divisionordepartment)valuesdiversityamongitsstudents,faculty,andstaff,andwehavemadeacommitmenttopromotingandincreasingdiversity.Webelievethatissuesaboutteachingandleadershipwithinadiverseenvironmentareimportant,andwe’dliketodiscussyourexperiencewithandviewsaboutdiversity.”
2. Whatdoyouseeasthemostchallengingaspectsofanincreasinglydiverseacademiccommunity?3. Whathaveyoudone,formallyorinformally,tomeetsuchchallenges?4. Howdoyouviewdiversitycourserequirementsforstudents?5. Howhaveyouworkedwithstudentsandotherstofosterthecreationofanenvironmentthat’sreceptiveto
diversityintheclassroom,inthecurriculumandinthedepartment?6. Howhaveyoumentored,supported,orencouragedstudentsonyourcampus?Whataboutunder-represented
minoritystudents,womenorinternationalstudents?7. Inwhatwayshaveyouintegrateddiversityaspartofyourprofessionaldevelopment?
WorksCited/Used
Claypool,Vicki,Hesli&CarolMershon(2016).Doesdiversitymatter?Evidencefromasurveyofpoliticalsciencefaculty.Politics,GroupsandIdentitiesVol.4,No.3,pp.483-498.
Gillies,Anne.“QuestionstoAsktoHelpCreateaDiverseApplicantPool.”ChronicleofHigherEducation.September11,2016.http://www.chronicle.com/article/Questions-to-Ask-to-Help/237747(AccessedApril26,2017).
TexasChristianUniversity,Provost’sOffice.“POSITIONSTATEMENT:MINORITYFACULTYRECRUITMENT.”AcademicAffairsAdministrativeHandbook,2015-16.FortWorth:1987.http://provost.tcu.edu/AcademicAffairsAdministrativeHandbook/POSITION%20STATEMENT%20MINORITY%20FACULTY%20RECRUITMENT.htm(AccessedApril26,2017).
UniversityofMichigan,“HandbookforFacultySearchandHiring.”http://advance.umich.edu/strideResources.php(AccessedJuly27th,2018).
ColumbiaUniversity,“GuidetoBestPracticesinFacultySearchandHiring.”https://provost.columbia.edu/content/office-vice-provost-faculty-diversity-and-inclusion(AccessedJuly27th,2018)
HarvardUniversity,“BestPracticesforConductingFacultysearches.”https://faculty.harvard.edu/resources-conducting-faculty-search(AccessedJuly27th,2018)
UCLAEquity,DiversityandInclusion.“ImplicitBiasVideoSeries.”ImplicitBiasResources.https://equity.ucla.edu/programs-resources/educational-materials/implicit-bias-resources/(AccessedMay24,2017).
UCLAEquity,DiversityandInclusion.SearchingforExcellenceEvidence-BasedStrategiesforEquitableandInclusiveFacultyHiring,Version1.0.LosAngeles:UCLA,2016.https://equity.ucla.edu/wp-content/uploads/2016/09/searching-for-excellence-v1_0-2016_09_29.pdf(AccessedApril26,2017).
Wolf-Wendel,LisaE.,SusanTwombly&SuzanneRiceDual-CareerCouples(2000).KeepingThemTogether.TheJournalofHigherEducation,Vol.71,No.3(May-Jun.,2000),pp.291-321.
16Zhang,Hong.&JulieA.Kmec(2018).Non-normativeConnectionsbetweenWorkandFamily:TheGenderedCareerConsequencesofBeingaDual-careerAcademic.SociologicalPerspectives2018,Vol.61(5)766–786.
WebResourcesandDirectories
FordFoundationFellowshipProgram.DirectoryofFordFoundationFellows.http://nrc58.nas.edu/FordFellowDirect/Main/Main.aspx(AccessedMay24,2017).
UCLAEquity,DiversityandInclusion.EducationalMaterials.https://equity.ucla.edu/programs-resources/educational-materials/
UniversityofCalifornia.President’sPostdoctoralFellowshipProgram.Fellows2016.http://ppfp.ucop.edu/info/fellowship-recipients/fellows-2016/fellows-2016-name/index.html(AccessedMay24,2017).
NorthCarolinaStateUniversity:OfficeforInstitutionalEquityandDiversity,NorthGuidelinesforRecruitingaDiverseFaculty.http://catalog.ncsu.edu/undergraduate/admission/oied/(AccessedJuly27th,2018).
HarvardUniversityProjectImplicit,https://implicit.harvard.edu/implicit/(AccessedJuly27th,2018)
TCUNewsandEvents,https://newsevents.tcu.edu/stories/tcu-repeats-as-one-of-the-great-colleges-to-work-for/
NoticeofNondiscriminationandContactInformationforTitleIX,TitleVIIandADAAACoordinators(Teaching-focused)
TCUiscommittedtoprovidingapositivelearningandworkingenvironmentfreefromdiscriminationandharassment.TCUprohibitsdiscriminationandharassmentonthebasisofage,race,color,religion,sex(includingsexualharassmentandsexualviolence),sexualorientation,gender,genderidentity,genderexpression,nationalorigin,ethnicorigin,disability,geneticinformation,coveredveteranstatusandanyotherbasisprotectedbylaw,intheUniversity’sprogramsandactivitiesasrequiredbyTitleIX,TitleVII,TheAgeDiscriminationActof1975,theAmericanswithDisabilitiesAct,Section504oftheRehabilitationActof1973,andotherapplicablelawsandregulations.
ForinquiriesaboutTCU’spoliciesandcompliancewithTitleIXandnondiscriminationpoliciesorinquiriesonhowtofileacomplaintofdiscriminationcontact:
ChiefInclusionOfficer&TitleIXCoordinator
TCUBox297090
JarvisHall228
FortWorth,TX76129817-257-8228
titleix@tcu.edu
ForinquiriesaboutTCU’spoliciesandcompliancewithTitleVII,TheAgeDiscriminationActof1975,orotheraspectsofTCU’sequalopportunityoraffirmativeactionprogramscontact:
ViceChancellorforHumanResources
TCUBox298200
3100W.BerrySt.817-257-5103
askhr@tcu.edu
17
Forindividualsseekinganaccommodationforadocumenteddisability,thoseseekinganaccommodationfortheemploymentintervieworselectionprocessorthosewithinquiriesorcomplaintsregardingcampusaccessibilityortheaccessibilityoftheTCUwebsite,asrequiredbytheAmericanswithDisabilitiesAct,Section504oftheRehabilitationActandrelatedregulationsandstatutescontact:
Students
StudentDisabilitiesServices
TCUBox297710
SadlerHall1010
FortWorth,TX76129817-257-6567
academic_services@tcu.edu
ApplicantsforEmployment
ViceChancellorforHumanResources
TCUBox298200
3100WestBerrySt.FortWorth,TX76129817-257-7790
askhr@tcu.edu
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