5.6 - Faculty Searches and Appointments
The Dean, in consultation with faculty, writes a position advertisement for a national search to attract a diverse and qualified applicant pool, specifying the terminal degree in the academic discipline. Terminal degrees in current UHV disciplines are listed below.
College of Business Programs and Terminal Degrees
Accounting, BBA
PhD in Business Administration or DBA with Accounting concentration, PhD in Accounting
Finance, BBA
PhD Business Administration or related field or DBA with Finance concentration, PhD in Finance
Health Care Administration, BBA
PhD in Business Administration or DBA
General Business, BBA
PhD in Business Administration or DBA
Management, BBA
PhD in Business Administration or DBA with Management concentration, PhD in Management
Marketing, BBA
PhD in Business Administration or DBA with Marketing concentration, PhD in Marketing
Strategic MBA
PhD in Business Administration or DBA with Management concentration, PhD in Management
Global MBA
PhD in Business Administration or DBA, PhD in International Business
MS in Economic Development and Entrepreneurship
DBA, PhD in Business Administration, Economics, Economic Geography, Urban Sociology, Urban Regional Planning, Rural Sociology, Political Science with International Development concentration
College of Education and Health Professions Programs and Terminal Degrees
Adult and Higher Education, MEd
PhD or EdD in Adult and/or Higher Education or related field
Bachelor of Science in Interdisciplinary Studies
PhD or EdD in Teacher Education or related field
Counselor Education, MEd
PhD in Counselor Education
Curriculum & Instruction, MEd
PhD or EdD in Curriculum and Instruction or related field
Educational Leadership and Supervision, MEd
PhD or EdD in Educational Leadership
Special Education, MEd
PhD or EdD in Special Education or related field
College of Liberal Arts and Social Sciences Programs and Terminal Degree
Communication, BA/BS
PhD in Communication (except for the journalism related areas of communication where it is an MA or MS degree)
Communication Design, BA
MFA in Communication Design or related field
Creative Writing, BA
MFA or PhD in Creative Writing
Criminal Justice, BS
PhD in Criminal Justice or related field
English, BA
PhD in English
Humanities, BA
PhD in Humanities or related field
Psychology BA/BS
Doctorate in Psychology (PsyD, PhD, & EdD)
Spanish, BA
PhD in Spanish or related field
Counseling Psychology, MA
Doctorate in Psychology (PsyD, PhD, & EdD)
Forensic Psychology, MA
Doctorate in Psychology (PsyD, PhD, & EdD)
Interdisciplinary Studies, MA
PhD in Humanities or related field
School Psychology, Specialist in school psychology
Doctorate in Psychology (PsyD, PhD, & EdD)
Publishing, MS
MA/MS in Publishing or Journalism
College of Natural and Applied Science Programs and Terminal Degree
Biology, BS
PhD in Biology or related field
Computer Science, BS
PhD in Computer Science or related field
Math BA/BS
PhD in Mathematics
Computer Information Systems, MS
PhD in Computer Science or related field
The dean proposes new or replacement faculty positions to the Provost, following consultation with the college's faculty. The dean completes a Request to Fill Vacant Faculty Position form found in DocuSign, indicating field, rank, salary range, effective date, and suggestions for advertising publications. The dean bases the request on the credentialing guidelines for faculty as outlined by the Southern Association of Colleges and Schools Commission on Colleges.
If the position is approved by the Executive Committee, the dean appoints a faculty search committee which may include three members from the hiring college or two members from the hiring college and one from a college other than that in which the search is located. The dean shall appoint the search committee, with consideration for diversity in terms of both gender and ethnicity. When possible, the chair of the search committee should be tenured in the program or department advertising the position.
The dean, in consultation with faculty, writes a position advertisement for a national search to attract a diverse and qualified applicant pool. The provost and the director of Human Resources approve the advertisement. The director HR then places the ad in publications recommended by the college and informs the dean and chair that the ad was posted. The following may be requested in the advertisement:
- Letter of application
- Resume
- Current teaching evaluations
- Copies of unofficial transcripts. Official transcripts will be required before employment begins, if offer is made.
- List of references and/or reference letters
A standard format with succinct phrasing shall be used for each advertisement, which is to include the basic job requirements for the position. Additional information about the job, college, institution, or location may be provided on request, with the acknowledgment, or on the web. The university AA/EEO statement shall be included in all advertisements: “The University of Houston-Victoria is an affirmative action/equal opportunity employer committed to cultural diversity.”
Electronic documents will ordinarily be used for advertising. The director HR may also advertise using a print ad in the Chronicle of Higher Education.
The chair of the search committee consults with the director of HR to review search guidelines. Guidelines include provision of stated criteria for evaluating applicants and common interview questions to be asked of all candidates. Refer to Guidelines for interviewing found in UHV Policy C-07. The search committee will provide the ranking and screening procedures to the director of HR prior to screening applications. Interview questions will be provided to the director of HR prior to the interview process.
Faculty applications will be available online through Taleo for the search committee to review. Search committee members will be given a “guest user” account to access the applications online. Hiring managers and search committee members will only be able to access applicant data for assigned search.
Applications completed by closing date or commencement of screening are evaluated and ranked by committee members. Written evaluations of all candidates are kept and filed with the Human Resources office on appropriate forms after completion of the search process.
The search committee determines a short list of potential candidates to be interviewed by telephone or video conference, which is recommended prior to campus interviews. References are also checked prior to setting up campus interviews.
The search committee generally recommends two to five candidates for potential campus interviews to the dean.
The college dean communicates to the provost the candidates proposed for campus interviews. Candidates to be interviewed may be narrowed to an initial three or fewer. Depending on the strength of the pool, that number may be expanded.
The dean invites candidates and sets dates for visits and, with the help of the college administrative assistant, plans the campus interview schedule taking into consideration cost effectiveness.
After all candidates have been interviewed, the search committee recommends a ranking of candidates to the dean. The dean, after consultation with the search committee and faculty, makes a recommendation to the provost. The Office of the Provost confirms with the director HR that the search process has been duly followed before an offer is extended.
The college dean is then authorized to extend an offer by telephone. The college dean notifies the provost in writing if a candidate accepts an offer in order for an appointment letter to be prepared.
The terms and conditions of every faculty appointment will be stated or confirmed in writing, and a copy of the appointment document will be supplied to the faculty member. If the appointment is to be considered a tenure-track position, it must be so stated in the letter of appointment. “Tenure track” does not imply award of tenure or promotion. The university promotion and tenure process must be followed before an employment offer with a commitment of tenure and rank is made. Any subsequent extensions or modifications of an appointment and any special understanding, or any notices incumbent upon either party to provide, will be stated in writing with a copy provided to the faculty member.
Human Resources will notify candidates via email as to the final status of their application. This email is through the applicant tracking system.
5.6.1 General Hiring Procedures
Faculty searches commence as early as possible once the position is approved. Salary range should be competitive for all positions.
If the candidate lacks terminal qualifications, the dean and provost must agree on the appropriate rank, salary, and conditions.