Policy 1444 – Search Policies and Procedures for Positions of Dean or Higher
Revision Date: 1/7/2011
Responsible Office: Office of the President
Reference: University of Louisiana System, Policy FS-III.II.B-1a
In an effort to attract qualified and diverse applicants, a variety of recruiting
and selection actions may be employed when seeking individuals to fill campus positions
at the level of vice presidents, deans or athletic directors. Regardless of the actions
taken, all state and federal affirmative action and non-discrimination laws shall
be followed. In addition to the guidelines provided herein, search processes should
reflect campus practice and policy, be conducted in a timely and professional manner,
and respect the individual’s rights to confidentiality to the extent permitted by
The university President is charged with the responsibility for ensuring oversight
and implementation of this policy.
Applicant: an individual who has applied for a position or a nominee who has agreed
to be considered for the position.
Candidate: an individual who has been invited and has agreed to a formal interview.
Nominee: an individual whose name has been submitted for consideration by a third
Search Committee Composition and Charge
A search committee shall be appointed by the President or his designee and contain
an appropriate mix of faculty, students, staff and others relevant to the position
of interest. Every effort shall be made to secure diversity in the composition of
the search committee.
The committee shall be responsible for recruiting a qualified applicant pool, reviewing
resumes, selecting candidates to interview, interviewing candidates, and recommending
and/or ranking candidates for hire for a specific position.
The search process shall commence as quickly as is reasonably possible after it becomes
known that an administrative vacancy will occur.
The President or his designee shall define a charge to the search committee and outline
The President or his designee, working with the search committee, shall develop a
position description that includes minimum qualifications and any prerequisites of
the position, position responsibilities and any special criteria, circumstances or
issues regarding the position. Preferred qualifications of the person to be chosen
will also be determined.
Search Committee Chair
The President or his designee may appoint the search committee chair or may request
the committee to select its own chair.
The chair shall ensure that minutes of each meeting are taken and distributed to committee
members and the President or his designee and will liaise with applicants and candidates
Search Committee Process
The President or his designee in consultation with the search committee shall develop
a national recruitment plan that is appropriate to the search of interest. Various
search tools may be employed, including but not limited to advertisements in state,
local and national newspapers, higher education publications and other appropriate
media. The use of technology may be utilized when feasible to facilitate the search
in a cost efficient manner. External consulting firms may also be employed to help
with the recruiting efforts.
The President or his designee shall work with the EEO or appropriate campus officer
to ensure that effective recruitment mechanisms for women and minority candidates
exist and that the search committee is provided relevant instruction on these matters.
A documented search process shall be required for the review and evaluation of all
applicant materials. The search committee shall develop objective measurement tools
and selection criteria, as well as the evaluation process which shall be consistently
applied to all applicants.
When the search committee has completed its vetting of the applicant pool, it shall
work with the President or his designee to determine the candidate(s) to be invited
to interview. The decision to include an individual as a candidate should be based
upon judgment of their comparative professional merit relative to the requirements
specified in the job description.
The committee shall be charged with interviewing the candidate(s) in an open forum.
Candidates shall also be available for additional public meetings with other groups
as deemed appropriate by the committee.
The final candidate recommendations, signed by each of the committee members confirming
the committee’s choice(s), shall be submitted to the President or his designee. The
President or his designee shall be responsible for discussions with the candidate
concerning conditions and prerequisites of employment in accordance with applicable
Release of Candidate Information
The university administration shall make it clear to all applicants that the university
may make public certain information; consistent with State open records laws.
The university administration shall provide the search committee with adequate resources
and assistance to carry out the committee’s responsibilities; and shall designate
a sole spokesperson to report on committee activities and the status of the search
Central Repository of Search Information
Final search committee records and reports shall be kept in the personnel/human resources
office (or EEO office) and be designated as personnel files, consistent with the open
records rules and regulations
III. BOARD ACTION
The Campus President shall submit his recommendation as an agenda item for Board approval
along with an outline of the process used in the search.
Additionally, Board staff will be provided with: search committee minutes (for each
meeting indicate meeting date, members in attendance, applicants/applications reviewed,
and actions taken); the number of applications received; the number of candidates
interviewed; and the makeup of the search committee. The Board staff shall focus on
reviewing the selection process rather than the credentials of individual candidates.
When necessary, the institution may be requested to submit the entire search committee
files for Board staff review prior to Board approval.