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Home About SVPAA Guidelines Search Process for Career-line Positions (.5 FTE and Above)

Search Process for Career-line Positions (.5 FTE and Above)

Consistent with University Policy and best practices, the University of Utah has an open and transparent process for selecting those who will serve in career-line (lecturing, research, or clinical) faculty positions for at least 50% of their time (.5 FTE). This document serves as guidance for the search process for those positions. No search process is required for faculty positions that fall below .5 FTE although we encourage you to employ appropriate measures to ensure the best candidates are selected for all faculty positions.

Appointments for career-line positions will follow a typical search and hiring process, including posting and tracking the position in PeopleAdmin, unless a waiver from the Senior Vice President is sought and approved (see Waiver of Tenure-Line Search Procedure).

The usual search process includes the person to whom the person would report (“appointing officer”) consulting with the faculty appointments committee to assemble a representative and diverse search committee to recruit, screen, interview, and recommend final candidates. The search committee will include, to the maximum extent possible, other career-line faculty members in the unit. The recruitment process will be consistent with the University’s strong commitment to equal opportunity and diversity and like recruitment of tenure-line faculty, must follow the required steps in PeopleAdmin. Briefly, the process is as follows:

1. The search committee is responsible for drafting the job posting to be included on PeopleAdmin. It must also agree on the appropriate candidate materials to collect for the position as well as the advertising that will be done for the search, which may be either local or national in scope.

2. When reviewing candidates for a position, the search committee sets the appropriate process for screening and interviewing stages, which will vary based on the position. For example, if one is being hired for a lecturing position, a committee might ask for a sample teaching video in the candidate materials, and ask finalists to teach a sample class in lieu of a presentation.

3. Before inviting final candidates to campus, a Search Update must be approved through PeopleAdmin.

4. Once a candidate is selected, the appointing officer should seek the relevant approvals as required by University Policy through PeopleAdmin.