| |
|
|
UMD
Faculty Handbook
Supplement 2002
ACADEMIC
AFFAIRS DIVERSITY STATEMENT AND GUIDELINES FOR FACULTY SEARCHES
The
rich diversity of contemporary society and southeastern Michigan has
not been fully reflected in the composition of our faculty. The Office
of the Provost will therefore move aggressively to actualize our commitment
to multiculturalism and diversity within the faculty ranks as anticipated
in UM-Dearborn's 1990 Diversity Plan and the Michigan Mandate. The
goal of academic affairs is to proactively identify, recruit, and
hire talented and qualified historically under-represented minorities,
especially African Americans, and women.
To accomplish this goal, it is important that consistent strategies
are incorporated to insure inclusion and fairness at every level of
the search process. Position descriptions, desirable qualifications,
requirements, ads, and selection criteria should not be so narrowly
defined as to exclude qualified candidates from related fields.
A. Degree Requirements
For
the rank of associate professor or above): Ph.D. or other appropriate
terminal degree required in (cite discipline (s)).
(For the rank of assistant professor): Ph.D. or other appropriate
terminal degree in (cite discipline (s)), or evidence of impending
completion.NB: It is recognized that individuals lacking the doctorate
can only be hired at the lecturer rank. However, to insure the broadest
possible candidate pool, applicants should not be excluded at the
time they apply for the position if it is likely the degree will be
completed prior to the starting date.
B. Selection Criteria
All searches must include, but are not limited to, the selection criteria
listed below. These criteria should be appropriately phrased for inclusion
in the position description and/or the ad(s).
1.
Demonstrated potential for and commitment to teaching and learning.
2. Demonstrated potential for and commitment to research and scholarship
(and for some positions) supported by extramural funding.
3. Extent of interest and experience in working with talented and
diverse students at the undergraduate (and graduate level).
4.
(For some positions:) Ability to bring multicultural perspectives
to the instructional program and interface with the diverse community
of southeastern Michigan.
C. Recruitment and Advertising Procedures
1.
Each search committee will be oriented to the issues of recruitment,
advertising, and expectations prior to starting the search. This will
be coordinated/facilitated by the Dean and Affirmative Action Coordinator.
2.
Each ad will be reviewed by the Dean and the Affirmative Action Coordinator
prior to posting. Each ad must include the following statement in
addition to the University's official Affirmative Action Statement:
The
University of Michigan-Dearborn is dedicated to the goal of building
a culturally diverse and pluralistic faculty committed to teaching
and working in a multicultural environment, and strongly encourages
applications from minorities and women.
University's official statement at the end of the ad:
The
University of Michigan-Dearborn is an equal opportunity/affirmative
action employer.
D.
Concluding Procedure
1. The applicant pool will be reviewed by the Dean prior to inviting
candidates to campus. Failure to comply with this expectation may
result in aborting a search.
2. A clear rationale must be provided for selections at every level
of the search process. Offers must not be made to candidates until
clearance has been granted by the Dean and the Appointment Activity
Record has been signed by the Affirmative Action Coordinator.
Approved
by Council of Deans, November 24, 1993
|
|
|
|
Table of Contents for Supplement
Provost Office Initiatives
|