Inclusive Excellence in Faculty Search and Hiring was developed as part of UMBC’s ADVANCE Program and institutionalized in 2011 by the Office of the Provost for all faculty searches at UMBC. Search committees develop Faculty Search and Hiring Plans to guide the planning and execution of faculty searches in ways that align with UMBC’s core value of inclusive excellence.
Below are the Provost Office’s expectations for Faculty Search and Hiring Plans. Please consult with your Dean’s Office for additional college- or school- based requirements.
Plan Components:
1. Cover Sheet
2. Search Committee Composition, Rationale, and Roles
The plan should include a section that details the members of the search committee, a rationale for the inclusion of each member, and a description of each member’s role(s) on the committee.
3. Active Recruitment Strategy
The plan should specifically outline how departments will actively recruit for the open position, with the primary aim of assembling a broad, diverse, and well-qualified applicant pool. This may include:
- Where the position will be advertisement (e.g., disciplinary outlets, listservs, social media);
- Conferences (discipline-specific and/or diversity-focused) where recruitment will occur;
- Individuals, colleagues, programs, universities, scholar programs, and award databases (e.g., Southern Regional Education Board, Ford Fellows, NSF Graduate Research Fellowship) that will be contacted to publicize the position or encourage applications.
4. Draft Job Advertisement
The plan should include a draft job advertisement that is welcoming and uses inclusive language. Please request that all applicants submit a statement addressing their commitment to inclusive excellence in faculty teaching, research, and/or service as part of the application.
5. Initial Evaluation Strategy
The plan should describe how the search committee will review applications and assemble long lists, short lists, and interview lists. Please include a draft rubric, if available.
6. Initial Interview Strategy
The plan should describe how the search committee, department, program, or center will conduct interviews in ways that support inclusive and equitable evaluation. Please include draft interview questions, if available.
Stages of Plan Review:
- Upon completion, the search committee chair should submit the plan and its cover sheet to their department/program chair/director for review.
- Department/Program Chairs/Directors should review the plan and submit to the Dean’s Office.
- The Dean’s Office should review the plan and submit it to the Provost’s Office.
- The Provost Office will review and provide feedback and/or approval to the Dean’s Office.