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Revised: September 2026

The University adheres to all federal and state laws and NSHE Code, and it is our policy to hire the most qualified candidate.  If a search firm is used, they are required to adhere to these Faculty Search rules in addition to federal and state laws and NSHE Code. The following policies have been established to ensure a fair and equitable search process that conforms to applicable laws, regulations and policies.

Search Models

Faculty Search with a Search Committee

This search is characterized by the use of a search committee to attract the strongest possible candidates. The search committee will be selected by the appointing authority. This model is typically used for Academic and Administrative Faculty searches.

1. Search committees are expected to reflect the breadth of our campus community and bring varied perspectives to evaluating candidates. For example, faculty of different ranks with diverse backgrounds and perspectives, representation from different disciplines or thoughtful representation across identities and lived experiences (veterans, employees with disabilities, etc.). This can include peers, staff, leadership, students, constituents, employees outside of the department/college, community members, and other stakeholders as relevant to the search and in accordance with University policies and Bylaws. An inclusive search committee ensures that we are evaluating candidates through multiple perspectives, applying criteria consistently, and upholding the institutional mission, academic excellence, shared governance, and legal compliance.
2. Search committee members and search coordinator must disclose any relationship with candidates to the search chair. This includes, but is not limited to teacher/student, research collaboration, professional association or personal relationship.
3. All state-funded searches must be open for a minimum of four weeks.
4. All University search committee members must complete required University training.
5. University search chairs, hiring managers, and search coordinators are required to attend the University training specific to their role on the committee. All other search committee members are encouraged to attend the Implicit Bias/Search Committee training.
6. The following Recruitment/Outreach Guidelines must be met by the search committee:

• • Advertisement/posting in at least two external platforms.
  • Committee members should conduct additional outreach in support of the search process:
    1. Individuals (professional contacts)
    2. Institutions of higher education
    3. Listservs
    4. Discipline publications (journals, newsletters)

7. For administrative positions, minimum qualifications must match the Administrative Faculty Job Description for the specified position.
8. The screening process (including interview questions) must be job related and standardized for all candidates.
9. Human Resources review is required at the following stages of the process:

• • Job Posting
  • Screening (requesting interview)
  • Offer (requesting approval to make an offer)
  • Pre-employment checks

10. The search coordinator must disposition the candidate(s) in Workday whenever a candidate is declined or declines an interview or a job offer.
11. Campus interviews must be conducted with at least two finalists unless waived by Human Resources.
12. For academic faculty searches, prior to inviting final candidates for an on-campus visit, committee members with expertise in the candidates’ discipline of study (or closely related discipline) shall be responsible for vetting the authenticity of a candidates’ scholarship or creative activities. The vetting process must honor the confidentiality requirements of a search. A summary of the faculty reviewers’ findings should be provided to and reviewed with the appointing authority prior to inviting the final candidates for an on-campus visit. The written summary that the subject matter expert(s) on the committee writes about the authenticity of the candidate’s scholarship shall be retained in the candidates’ files.
13. References must be verified/checked by the search firm, hiring manager or search chair, as appropriate, prior to making an offer for the position. The hiring manager is required to request approval for a salary offer over Q2 for new or existing employees by initiating a request in the Knowledge Base (“HR Services”) through Human Resources to the appropriate vice president or Executive Vice President & Provost designee (Vice Provost, Faculty Affairs).
14. Required documents must be uploaded to Workday, before the search is completed. Any documents that are not able to be uploaded to Workday must be retained by the department for three years.

Exceptions to these policies must be approved by the Office of the Provost.

Administrative Faculty Search Process without a Search Committee:

The search is characterized by the hiring manager assuming the responsibility for all aspects of the search. The dean, associate vice president, or vice president for the open administrative faculty position must approve this type of search model for the recruitment.

Below are the minimum requirements for administrative searches.  The hiring manager or dean, associate vice president, or vice president may provide additional input at any point during the process.

1. The Workday system is used for all searches.
2. The hiring manager may independently decide on the appropriate recruitment plan which must include:

• • Advertisement/posting in at least two external platforms.
  • The hiring manager is encouraged to engage department faculty/staff and human resources in the sourcing of candidates.
  • All state funded positions must remain open for a minimum of 4 weeks.

3. The hiring manager reviews all applications and decides which candidates are selected for first interviews. Interviews must be approved by Human Resources.
4. The hiring manager completes the first interviews and selects candidates for campus interviews, which must include a minimum of two candidates unless waived by Human Resources.
5. The campus interview process must include the opportunity for a representative group of peers and/or constituents to meet with the candidates and provide feedback to the hiring manager.
6. References must be verified/checked for the candidate selected for the position. The hiring manager is required to request approval for a salary offer over Q2 for new or existing employees by initiating a request in the Knowledge Base (“HR Services”) through Human Resources to the appropriate vice president or Executive Vice President & Provost designee (Vice Provost, Faculty Affairs).
7. The search coordinator must upload the required documents to Workday before the search is completed. Any documents that are not able to be uploaded to Workday must be retained by the department for three years.

Internal Searches

Academic Faculty

In general, academic faculty may not be promoted or hired through an internal search process. In certain situations, an internal search may be conducted for academic faculty if approved by the Office of the Provost.

1. The dean may request approval through the Executive Vice President & Provost for an internal search for an assistant or associate dean within the college.
2. All eligible faculty (as defined by minimum requirements included in the job description) may apply and will be notified through internal communication.
3. The search will be posted internally with no less than two weeks allowed for faculty to apply.
4. Successful candidates must meet the minimum qualifications and possess the required credentials for the position.
5. The dean will make a recommendation to the Executive Vice President & Provost.

Administrative Faculty

An internal search for an administrative faculty position may be conducted for Compensation A-D (external competitive searches are required for compensation grade E). The following process will be used for internal administrative faculty searches.

1. A dean or vice president may request to conduct an internal search. The request must be sent to the Associate Vice President, Human Resources outlining the rationale for an internal search and how outreach will be conducted.
2. Administrative and academic faculty who have held their current appointment for one year and classified employees are eligible to apply and will be notified through internal communication. Temporary faculty, letter of appointment faculty, graduate assistants and temporary classified employees are not eligible to compete in an internal search.
3. The search will be open for no less than two weeks before a review of candidates begins.
4. Successful candidates must meet the minimum qualifications and possess the required credentials for the position.
5. The department manager/director/dean will make a recommendation to the hiring authority.
6. The hiring manager is required to request approval for a salary offer over Q2 for new or existing employees by initiating a request in the Knowledge Base (“HR Services”) through Human Resources to the appropriate vice president or Executive Vice President & Provost designee (Vice Provost, Faculty Affairs).
7. If warranted, a salary increase may be approved to a maximum of 10% or to the minimum of the compensation grade. All salary considerations should be reviewed in the context of equity with similar positions in the immediate unit and across the University.

*A promotion to a higher administrative faculty grade (even with a change in title) for a qualified individual, when based on supervisor, hiring authority and Human Resources review and approval, is exempt from standard search procedures. Additionally, positions may be filled internally, for a qualified candidate, based on the following policies and appropriate approvals: 2,515: Guidelines for Faculty, Postdoctoral Fellow, and Medical Resident Promotion and 2,720: Transfer, Reassignment, Reorganization.