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The following guidelines are used when recruiting faculty for tenure-track positions:

A.     Together      Together the department chair or program director and the respective dean , in consultation with the provost respective dean, identify a faculty position and agree request to initiate recruitment. B.     The faculty position is posted on the EMU website and employment bulletin board as well as other appropriate academic and disciplinary venues for a minimum of one month before the position is filled. Applicants are requested All tenure-track position requests are sent to the respective dean by May 31 and provost’s council grants recruitment approval by June 30. Recruitment includes advertising in disciplinary venues, the Chronicle and Inside Higher Ed, Mennonite periodicals, and other outlets as appropriate. Applicants are asked to submit a cover letter, vita, and official graduate transcripts and three letters of reference. 

C.     All tenure-track faculty positions require a national search.  A national search process includes advertising in Mennonite periodicals, and on occasion in other journals as selected by the department chair or program director and the respective dean.

D.     The dean B.     The dean and the department chair or program director appoint a search committee which identifies potential candidates (considering academic credentials, experience, fit with the institution, etc.). Departments/units are encouraged to include   Inclusion of students and a faculty member from outside the department on the search committee are at the discretion of the department. As applications are submitted, the dean sends a letter acknowledging receipt and indicating the planned timeline.

E.     The C.     The department chair or program director , or the respective dean initiates further contact with identifies a select number of applicants for the respective dean’s office to contact for further information. Documents sent to this select group of applicants include the appropriate catalog; general information brochures; the EMU Philosophy; the EMU Mission Statement; a link to the Confession of Faith in a Mennonite Perspective; the Community Lifestyle Commitment; Life Together statement; and the Personal Statement of Faith and Life form; and a copy of the Faculty Recruitment process. Initial . At this time, applicants are also asked to submit three letters of reference.  Initial screening of prospective candidates occurs by conducting a phone or Zoom interview between the search committee and the candidate; the dean may choose to participate in these interviews. Prior to the phone or Zoom interview, the candidate is instructed advised to be prepared to discuss responses to the questions on the Personal Statement of Faith and Life, as well as to converse generally about other any of the materials sent.

F.     One D.     One or more candidates are invited to campus for an interview when the respective dean and the department search chair or program director agree that the applicant is to be given serious consideration.   Written agree on a short list of finalists. Normally, two to three finalists are invited for campus visits. Written candidate responses to the Personal Statement of Faith and Life should be on file prior to arranging the interview. Candidates are hosted by the department or program. Opportunity is provided for both formal and informal interviews with faculty, students, the respective dean, the provost, and the president. Provision of opportunity for input from faculty outside the department is encouraged. Customarily, candidates present a class lecture or seminar presentation arranged by the department.G.     Candidates should do a classroom teaching presentation and a scholarly presentation 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 are reviewed with the candidate at the interview.

H.    At the time of the campus interview, candidates are required to fill out the “Authorization for Release of Information” form for criminal background screen.   The department is responsible to return the completed form to the human resources office, which handles the request and will respond back to the department.   Candidates must be reviewed in this manner before the offer of employment is made.

I.      After E.     After the campus visit, the search committee evaluates the relative strengths and weaknesses of the candidate(s). Information gained by speaking to candidate references by phone should be included in the evaluation. The committee conveys a recommendation ranked order of the candidates, with rationale, to the respective dean. 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. J.      Salary The respective dean extends the invitation in writing to the candidate.

F.     Salary and academic rank are determined by the respective dean in consultation with the provost according to policy published in the Faculty/Staff Handbook and are conveyed by the dean to the candidate. The department chair, program director, or seminary dean defines loads.

K.      Upon invitation to accept a faculty appointment at EMU, the candidate is informed that the faculty appointment is contingent on Board of Trustee action and receipt of official transcripts if these have not been obtained.

Academic vitae and faith statements are provided to the Trustees along with the administration’s recommendation for appointment of a new faculty person. The Board takes formal action at their regular meeting, with the understanding that the administration is authorized to employ a faculty member for a one-year initial appointment when the vacancy must be filled between Board meetingsG.     Upon acceptance of an offer, the hiring recommendation is taken to the Board of Trustees for final approval, and the candidate is informed in writing of the trustee action. The provost approves non-tenure track employment offers and Board of Trustee action is not necessary.

Approved by Academic Cabinet, January 12, 2005

Updated and approved  by Provost Council, February 25, 2019

Faculty Appointment

A.  All new tenure-track faculty members are appointed initially for one year. Pending satisfactory performance, two succeeding one-year contracts are issued prior to the offer of a three-year contract. New tenure-track faculty appointments are made by the Board of Trustees upon recommendation of the president, following review of the prospective faculty member’s vita by the Academics or Seminary Committee of the Board of Trustees and faith statement by the Faith and Student Life Committee of the Board.

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