Alert: GSU HR
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Following need assessment and budgetary review with the Dean and Assistant Dean for Administration and Finance, the College of Law Faculty Search Committee determines the need for a new, replacement or visiting faculty appointment.
The College HR Officer will assist the search committee with the completion of a Faculty Position Vacancy Form which will be forwarded to the Provost Office for approval and assignment of a vacancy log number.
The Provost Office notifies the College HR Officer of the assigned Log number and returns the approved Faculty Position Vacancy form to the College. The College HR Officer sends a copy of the approved form to the Search Committee Chair and retains the original on file in the College HR Office.
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It is the primary responsibility of the Search Committee Chair to ensure the search is conducted according to University guidelines and procedures.
It is the responsibility of the Dean/Chair to obtain at least 3-5 members for the search committee.
The Search Committee may, if it chooses, have a representative from outside of the College. The College should establish a search committee with diverse membership, which includes, if possible, members of an underrepresented group and/or protected class. All committee members are responsible for promotion of diversity within the department. The search committee will keep records on the search committee, including the chair of the committee, and the race and gender of each member.
The Search Committee Chair will complete the Affirmative Action Recruitment and Selection Report for each Faculty Search and forward it to the College’s HR Office.
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The Search Committee Chair will work with the College’s HR Office to develop a written vacancy announcement and complete a University System of Georgia Applicant Clearinghouse Form to have the position advertised in the Clearinghouse. A PVA # will be assigned at the same time as the Log #.
The College HR Office will forward the documents to the Office of Opportunity Development to advertise the position within the University System of Georgia.
The Search Committee Chair must send all applicants the link to the Confidential Applicant Flow Information Form (CAFIF). The CAFIF can now be completed online. All applicants should be directed to the following page to complete the CAFIF.
The purpose of this form is to allow applicants to self-identify by race/ethnicity and gender per OFCCP regulations.
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All faculty positions must be advertised in at least one national source. The national source can be print or online. Ads are the responsibility of the recruiting department (the College does not run ads for regular faculty positions.) NOTE: Local ads (AJC, Fulton County Daily Report, etc.) do not meet the national ad requirement.
There must be at least one advertisement in a print publication. Print ads should run for a minimum of 5 days.
An ad targeting minorities and/or women is required if your department is underutilized as identified by the University’s Affirmative Action Plan.
GSU Office of Underrepresented Faculty
Make sure all ads contain the required language:
Background contingency statement: "An offer of employment will be conditional on background verification."
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The Search Committee should design a recruitment plan and select appropriate advertisement sources for the position. The College Human Resources Office is available to assist with recommended advertising sources.
After reviewing the position for underutilization of minorities and women, the Committee should incorporate a recruitment plan to specifically target underutilized groups. To determine if your job group is underutilized for minorities and/or women, refer to the Underutilization & Employment Goals Chart.
All materials received related to the search must be retained for at least 3 years after the search has ended.
Faculty applications are processed only through the College and not through Human Resources. Application materials will be received by the search committee or the College HR Office.
It is recommended that an itemized list of the materials received from each candidate be kept. Each candidate is required to submit a letter of application and vita. Other information may be requested at the discretion of the College.
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To interview candidates, the department completes and submits an Affirmative Action Checklist and Approval of Pool (AOP) form. The AOP is submitted after the closing date for applications has passed and prior to the first set of interviews. The name, race and gender of each candidate (if known) to be interviewed must be listed on the AOP.
Forward AOP to the College HR Office along with:
A copy of the print ad and targeted recruitment ad
A copy of the completed Committee Selection Report
The vita of each candidate listed on the Approval of Pool Form
The HR Officer reviews the form and submits it to the Dean and ODDEP for review and approval. Once ODDEP approves the AOP, the candidates can be interviewed.
Amended Approval of Pool:
If the search committee wishes to interview additional candidates, the department should submit an amended AOP form to the HR Officer for processing.
Additional Information Regarding the Approval of Pool:
To assist in identifying the pool of candidates, it is important to contact ODDEP to request responses/tallies from the CAFIF sent out earlier. All CAFIF information is maintained by ODDEP and logged according to Log number and PVA number.
Interviews should be conducted after the interivew pool is approved by ODDEP and with every assurance that the University is complying with State, Federal and its own policies on AA/EEO.
The Search Committee Chair will be responsible for providing the committee members with an overview of appropriate and inappropriate search procedures. Faculty Search Committees at the College of Law may engage in the practice of prescreening applicants for formal interview selection through Skype; at professional association conferences such as with the American Bar Association and Association of American Law Schools; and through airport meetings. When engaging in prescreening reviews, it is the responsibility of the Search Committee Chair to maintain accurate candidate records to include meeting dates and locations, number of applicants reviewed, gender and race, and reasons for rejection from further consideration. It is also important to maintain consistency with screening questions and disqualifying factors.
Applicant Pre-Screening: Skype Interviews, Conference and Airport Interviews
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Faculty Search Committees at the College of Law may engage in the practice of prescreening applicants for formal interview selection through Skype; at professional association conferences such as with the American Bar Association and Association of American Law Schools; and through airport meetings. When engaging in prescreening reviews, it is the responsibility of the Search Committee Chair to maintain accurate candidate records to include meeting dates and locations, number of applicants reviewed, gender and race, and reasons for rejection from further consideration. It is also important to maintain consistency with screening questions and disqualifying factors.
A For the Record packet (FTR) must be completed after all candidates from the approved pool have been interviewed, or have withdrawn their candidacy, and the department has decided on a recommended candidate.
A For the Record packet must be submitted for each candidate the College wishes to hire.
For the Record Packet:
• A completed For the Record form.
• A Recommended Applicant/Candidate form.
• A letter of recommendation from the Dean to the Provost supporting the selection of the candidate, based upon a review of credentials (Support is required for Probationary Credit and Tenure upon Appointment Candidates only).
• A letter of recommendation from the Chair to the Dean supporting the selection of the candidate based upon a review of credentials, fit within the college.
• The original approved Approval of Pool form (for additional hires under the same log #, submit a copy of the approved AOP)
• A completed Affirmative Action Recruitment and Selection Report .
• A copy of the official position advertisement.
• A copy of the CV of all candidates listed on the Approval of Pool form.
The College HR Office submits the For the Record packet to the Provost’s office. The Provost’s office forwards the approved For the Record packet to ODDEP for review and approval.
ODDEP contacts the Provost and the HR Officer regarding approval. The HR Officer notifies the Dean and Search Committee of Approval. The Provost’s office forwards the For the Record packet to the College’s HR Officer.
To recommend an alternate candidate when the first recommended candidate declines the initial offer, submit a complete FTR packet for the alternate candidate, using the same Log Number. Write the name, gender and race of the candidate who declined the initial offer on the Recommended Applicant Form under the section entitled "If Offered and Declined".
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After the employment offer has been accepted by the candidate, the Search Committee Chair will notify all other candidates in writing, that a selection has been made.
The candidate will be required to return the following to the College HR Office:
The following documents must be completed and submitted to the HR Officer before a candidate can be activated as a GSU employee:
Faculty Hire Packet. This is sent to the Candidate from the College HR Officer after the candidate accepts the position, written or verbally. The Candidate should complete the packet, sign it and mail it to the College HR Officer at the address listed on the hire packet. Please do not have the candidate submit hire packets directly to University HR as this will only further delay new hire processing.
Identification and Proof of Authorization to Work in the United States (provided by Candidate). I 9 is required and can be notarized outside of the University.
New Hire ePAF will be initiated by the department.
New visiting faculty positions require a Faculty Position Vacancy Form and job description. Departments are not required to advertise for these positions unless they are underutilized. Other faculty positions have special recruitment and palcement procedures. Please see the Forms and Resources section for additional information.
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