Guide to Faculty Searches

Table of Contents

1. Message From The Vice Dean And Senior Associate Dean For Academic Affairs
2. Expanded Table of Contents
3. University Policy Statements
4. Current School Demographics
5. School and University Resources for Faculty Recruitment
6. Things to Know Before Initiating a Search
   1. Overview
   2. Conditions
   3. Special Circumstances
7. The Search Initiation Process
   1. Components of the Search Request
   2. Transmittal Memorandum
   3. Source of Salary and Resources
   4. Search Committee
   5. Advertising
   6. Outreach Efforts
8. Managing the Search
9. Reviewing Applications
10. Interviewing Candidates
11. Post-Interview Deliberations and Outcome

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II. Expanded Table of Contents

1. Message From The Vice Dean And Senior Associate Dean For Academic Affairs
2. Expanded Table of Contents
3. University Policy Statements
1. Equal Employment Opportunity Statement Reaffirmation of Policy by President John Hennessy
2. Stanford's Commitment to Faculty Diversity by President John Hennessy and Provost John Etchemendy
4. Current School Demographics
   1. About the Data
   2. Distribution by Faculty Line
   3. Distribution by Rank and Faculty Line
   4. Medical School Professoriate by Race/Ethnicity
   5. Medical School Professoriate by Gender
5. School and University Resources for Faculty Recruitment
6. Things to Know Before Initiating a Search
1. Overview
   1. Departmental Searches
   2. Institutes of Medicine Searches
   3. Search Process Flow Chart
   4. Search Process Time Line
2. Conditions
   1. Length of Initial Search Authorization
   2. Extension of a Search
   3. Search Terminations and Reinitiations
   4. Change of Rank, Line or Field Specified in the Search
3. Special Circumstances
   1. Identification of Known Candidates
   2. Waivers of Search
   3. Transition between Faculty Lines
   4. Reinstating a Tenured Appointment Following Resignation
7. The Search Initiation Process
1. Components of the Search Request
2. Transmittal Memorandum
   1. Position Type
   2. Programmatic Need and Definition of Field
   3. Relationship to Departmental Academic Plan
   4. Justification for Faculty Line
   5. Justification for Rank and Term of Appointment
3. Source of Salary and Resources
   1. Source of Salary Support Form
   2. Support Memo from Outside Institution
   3. Business Plan
   4. Source of Space
   5. Animal Care
4. Search Committee
   1. Membership Composition
   2. Diversity Officer
   3. Approval of Committee Membership
   4. Committee Charge
   5. Confidentiality
   6. Conflicts of Interest
   7. Meeting with the Senior Associate Dean for Diversity and Leadership
   8. Guarding Against Unconscious Bias
5. Advertising
   1. Advertisement Text
   2. Advertisement Approval
   3. Advertisement Placement
   4. Timeframe
6. Outreach Efforts
   1. Solicitation Letter to Institutions and Individuals
   2. Search Committee Networking
   3. Professional Meetings and Conferences
   4. Office of Diversity and Leadership Resources
8. Managing the Search
1. Process Management
   1. Staff Assistance
   2. Process Tracking
2. Application Management
   1. Acknowledgment of Applications
   2. Applicant Information Form
   3. Applicant Pool Information Form
   4. Recordkeeping beyond the Search
9. Reviewing Applications
1. Comparing Pool Against Availability Data
2. Maintaining Diversity throughout the Review Period
3. Screening Applications and Narrowing the Field of Candidates
4. Small Applicant Pools and Permission to Proceed
10. Interviewing Candidates
1. Format
2. Candidate Information Packet
3. Dual Career Considerations
11. Post-Interview Deliberations and Outcome
1. Feedback from Interviews
2. Solicitation of External or Internal Letters
3. Ranking of Candidates
4. Communication with the Candidates not Selected
5. Communication with the Candidate of Choice
6. Submission of the Search Report
7. Draft Offer Letter Package

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