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B. The dean appoints and chairs a (school wide) search committee in consultation with the program director. Inclusion of students and a faculty member from outside the department program is at the discretion of the program. The committee and HR reviews Interview Dos and Don’ts together.
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While on campus, each candidate will participate in both formal and informal interviews with faculty, students, the search committee, the provost, and the president. Each candidate’s CV and faith statement should be shared with the president, provost, and search committee members, if not done so already. The candidate’s CV (but not the faith statement) may be shared upon request with interested EMU community members. Providing opportunity for input from faculty outside the department program is encouraged.
Candidates should teach a class period and conduct a scholarly presentation, both of which are open to anyone on campus. Candidates are evaluated not only on potential teaching and academic strength but also on their commitment to the mission and philosophy of the institution. The materials sent earlier (see D) are reviewed with the candidate at the interviews.
While on campus, the candidate should complete and sign the Faculty Application (see myEMU > Employee tab > New Hire Forms; minus the references’ information) in anticipation of the background check HR will conduct if an offer is made. The candidate will not meet with HR; instead, the current year’s benefit summary will be provided. Each candidate will meet with the respective dean who will share the salary range for the position.
EF. After the campus visit, the search committee evaluates the relative strengths and weaknesses of the candidates. Information gained from the references (either by letter or phone) should be included in the evaluation. The committee conveys a ranked order of the candidates, with rationale, to the respective dean. Final salary and academic rank are determined by the respective dean in consultation with the provost according to the Faculty Compensation and Contract policy published in the Employee Handbook and are conveyed by the dean to the candidate. The program director or seminary dean defines the load. If a candidate is recommended for hiring, the respective dean consults with the provost for agreement to hire. The provost may consult with the president if needed. The respective dean extends the invitation in writing to the candidate.
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E. Short-term and Adjunct faculty: The university also employs adjunct and short-term faculty. Appointment of adjunct and short-term faculty is made by the respective dean, with recommendation by the program faculty as appropriate. Short-term and adjunct faculty are a valuable resource and are encouraged to participate as fully as possible in departmental/ program activities in addition to their primary teaching responsibility. They are also invited to participate in broader university life, such as chapel and assemblies, monthly faculty meetings and public events, as schedules permit. Short-term and adjunct faculty appointments are made on a year-by-year basis and are not subject to the procedures outlined above. Individuals hired for adjunct or short-term teaching assignment are responsible to furnish the office of the respective dean with an up-to-date curriculum vitae and official transcripts for all graduate work.
EMU offers a variety of short-term faculty titles to provide departments and programs flexibility in meeting their teaching, research and program needs. Alternative titles may be offered as appointments at the discretion of the deans, with authorization by the provost.
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