Faculty Appointments - Search Process

The following was originally located in the 2023-2024 version of the Faculty Handbook. Due to the procedural nature of these provisions, they have been located to the Academic Affairs website. 

3.4.2 Appointments of Full-Time Faculty and Professional Librarians

3.4.2.1 Vacancy

When there is a vacancy, the position may be continued, discontinued, reallocated, or redefined, as determined by current and

foreseeable institutional priorities. Positions shall be reviewed under the direction of the CAO. When a vacancy occurs or

is anticipated, or a new position proposed, the school dean shall provide a written rationale outlining the reasons for the

position as defined or redefined in the context of institutional and school mission, current and projected enrollments, concern

for quality, comparative advantages, and other priorities identified in the planning process. The resulting advisory

recommendation shall be forwarded to the President for final approval. Should a vacancy occur with limited notice, every

reasonable effort will be made to follow the outlined procedure.

3.4.2.2 Search Committee Selection

The school to which a position is allocated shall form a Search Committee consisting of at least two other faculty from the

academic area and one faculty from the faculty-at-large, as well as an Equity Advocate from the Office of Equity and

Inclusion (voting).

3.4.2.3 Advertisement of Position

The Search Committee shall prepare a position description, clearly setting forth the term (tenure-track/non-tenure track) of

the position and specific qualifications and requirements for the position for approval by the CAO. References to potential

for graduate teaching, involvement in LCSR and the University commitment to the use of information technology should be

included where applicable. Appropriate announcement or advertisement of the position should come from the Human

Resources Office following approval of the CAO. Approval and announcement of positions should be timely and align

with the position disciplines hiring cycle. Such advertisement should request a letter of application; names, addresses and

telephone numbers for at least three references; and current curriculum vitae. The Search Committee shall contact other

universities, colleges, and appropriate colleagues to request names and nominations for possible candidates. The following

statement should appear in all advertisements for faculty positions: The University of Lynchburg is committed to diversity

within its community and especially welcomes applications from persons of color, women, Indigenous/Aboriginal People of

North America, persons with disabilities, the LGBTQIA+ community, and others who may contribute to the further

diversification of the University of Lynchburg community.

3.4.2.4 Review of Candidates

After preliminary screening by the search committee, the school dean shall review the files of the best-qualified (6-10)

candidates and will consult with the committee about any need for preliminary off-campus interviews at professional

meetings or other convenient locations. Search Committee telephone inquiries about the candidates and to the candidates

should be preliminary to personal interviews.f

3.4.2.5 Number of Candidates

A maximum of three candidates should normally be selected for on-campus interviews. Such candidates shall be requested to

have an official transcript or transcripts sent to the CAO prior to the campus visit.

3.4.2.6 Interviews

A set of details for the search process will be distributed by the CAO, the Dean/Associate Dean, and Human Resources

offices prior to the beginning of the search. It is the responsibility of the chairperson of the Search Committee to make

arrangements for interviews. Interviews of the candidates shall be conducted by the school dean, other members of the

school, other faculty as appropriate, the Director of Human Resources, a member of the Equity & Inclusion Office

and the CAO. Newer faculty members should be encouraged to sit on search committees. Students should be invited to

formal or informal presentations or discussions.

Search Committees should follow these guidelines for on-campus interviews:

1. Deans shall ensure all references are contacted prior to campus visits. In order to gain multiple

perspectives, reference checks should be made by many members of the search committee.

2. The search committee will conduct interviews with all candidates. Additionally, candidates may be asked

to meet with all program faculty either individually or in a group, as desired..

3. All faculty colleagues (including those at large) who are asked to meet with candidates should have prior

access to the candidate’s cv.

4. Search committees must ensure that every potential faculty member is proficient in oral and written

communication in the language in which assigned courses will be taught.

5. All candidates should provide written samples of scholarly work or publications prior to any on-campus

interview.

6. All candidates should give a lecture to a class, appropriate to the candidate’s position, to which students

and faculty should attend.

7. All candidates should provide a written statement commenting on their approach to inclusive curriculum

and diversity in higher education. This requirement should be included in all faculty search advertisements.

8. All candidates should have appropriate materials about University of Lynchburg sufficient to engage

actively with appropriate questions and should leave with enough information about the position to make an

informed decision should an offer be forthcoming.

An initial and exit interview will be held with the school or associate school dean. A formal interview can be arranged with

the CAO or their designee.

3.4.2.7 Recommendation for Appointment

The recommendation of the Search Committee, including advice as to the length and rank of the appointment, shall be

forwarded to the appropriate school dean. If supported by the dean, the dean will forward their recommendation and

the recommendation of the Search Committee to the CAO. The CAO shall be responsible for making the appointment,

setting the salary, and concluding the appointment procedures. The CAO shall provide details of the appointment to the

school dean. Full-time faculty appointments are confirmed by the Board of Trustees.

In the event that the dean or CAO does not support the search committee candidate choice, the dissenting opinion(s) shall

be communicated to the search committee. In circumstances where the dissenting opinion(s) does/do not involve confidential

personnel information, a rationale will be provided.

3.4.3 Regular Part-Time Faculty Appointments

3.4.3.2 Search Committee Selection

An appropriate Search Committee shall be determined by the CAO and the school dean following the allocation of the

part-time position.

3.4.3.3 Advertisement of Position

An appropriate announcement of the position shall be made by the CAO and the Search Committee. The Search

Committee may also contact appropriate colleagues to request the names of possible candidates. In few cases shall the search

be as extensive as that for a regular full-time position, but should include, at the very least, an internal posting of the position

by the Human Resources Office including the specific qualifications expected of applicants.

3.4.3.4 Review Credentials with Dean

Following a preliminary screening of all candidates, the chairperson of the Search Committee and the school dean shall

review the qualifications for the top three candidates and determine which to invite to campus for interviews. In all cases

qualifications for part-time faculty must meet the same standard as for full-time faculty.

3.4.3.5 Interviews

Interviews shall be conducted by the Search Committee, the CAO, and others deemed appropriate by the Search

Committee and the CAO. All efforts will be made to follow the interview guidelines set forth in 3.4.2.6 above.

3.4.3.6 Recommendation for Appointment

Recommendations of the Search Committee shall be forwarded to the CAO, who will make an offer of appointment,

contingent upon adequate enrollment.

3.4.4 Adjunct Faculty Appointments 

3.4.4.1 Allocation of Position

The allocation of adjunct positions shall be made by the CAO in consultation with the Associate CAO. Adjuncts may

teach up to 12 contact hours per calendar year (January – December) in keeping with Human Resources policy.

Appointments should be made considering a diverse range of candidates as appropriate and keeping in mind the University’s

desire to have a faculty that reflects the diversity present in the student body and in the community.

3.4.4.2 Qualifications and Guidelines

School Deans shall limit requests for adjuncts to those courses essential to the curriculum and for which a minimum

enrollment of ten students is normally expected. (Exceptions may be allowed for certain clinical and supervisory

responsibilities.) In all cases qualifications for adjunct faculty should meet the same standard as for full-time and regular part-

time faculty. Specific written qualifications for instructors for each individual course shall be required for adjunct

appointments.

3.4.4.3 Recommendation for Appointment

The school dean is responsible for recommending candidates to the CAO who issues the letter of appointment. Offers to

adjuncts are contingent upon adequate enrollment as already noted above. No adjunct shall be listed on the course offering

list without written approval from the Office of the CAO. Adjunct faculty must submit an updated resume to the CAO

before a contract letter will be issued.