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 B. below).
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:
- 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.
- 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.
- Before inviting final candidates to campus, a Search Update must be approved through PeopleAdmin.
- Once a candidate is selected, the appointing officer should seek the relevant approvals as required by University Policy through PeopleAdmin.
A waiver of the search process may be requested in four situations:
- an outstanding candidate who is a unique fit for the position is identified;
- a unit would like to transfer an outstanding adjunct faculty member with a strong record of service to a career-line position;
- as part of a new hire or as part of a retention package for an existing faculty member, a unit is asked to consider the partner or spouse of that individual; and
- there are exigent circumstances that require an immediate hire of a well-qualified candidate.
Please send the request via email email@example.com. The request will be reviewed and approved through the appropriate personnel in the Senior Vice President’s office.
The request must include:
- Candidate CV;
- Letter from the Department Chair to the College Dean requesting waiver; and
- Approval indicating support of requested waiver from the College Dean.
The letter should indicate the reasons for the request to waive a search including:
- the benefit to the department, college and university of the proposed hire;
- the potential contribution to campus equity and diversity of the potential hire;
- the likelihood of finding a better or similarly-qualified candidate if a search was conducted; and
- the funding sources for the hire
Once approved, the Office for Faculty will create a posting to which the candidate will apply and then the department/college will submit a hiring proposal with all of the required documentation including:
- Candidate’s current CV;
- Draft of the offer letter to the candidate; and
- Three letters of recommendation
 Single-department colleges may simply submit a letter from the College Dean to the Senior Vice President.