4.10 Administrative Hiring

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Chapter 4: Human Resources


Related MnSCU Board Policy: 1B.1 Nondiscrimination in Employment and Education Opportunity
Related MnSCU Board Procedure: None.

Purpose:  This policy addresses the selection and appointment of permanent excluded administrators whose employment conditions are covered by the Personnel Plan for Minnesota State Colleges and Universities Administrators. 

Part 1: Goal
 

Integrity in the search process and effective multicultural recruitment of quality administrators is the goal of Normandale.  The college is committed to the principle of excellence in education and in all functions and activities that support services to our college community. 

The college has pledged to the principle of valuing diversity as an essential characteristic of administrators and will act in accordance with the principles of recruitment and hiring practices as outline in the MnSCU System and Normandale affirmative action plan. 

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Part 2: Search Process
 

Subpart A:  Position Description. The position description for administrative positions shall be developed by the immediate supervisor in consultation with the Chief Human Resources Officer.  Input to the position description will be obtained through consultation with administrators, Shared Governance Council, staff, faculty, students or others, as appropriate.  The President shall approve the position description. 

 

Subpart B: Posting. The vacancy notice will be posted in accordance with the current MnSCU Board Policy.  Concentrated efforts will be made to recruit a well qualified pool of diverse applicants. 

 

Subpart C:  Timing. Normally, administrator searches will be conducted during the times when the majority of faculty, staff, and students are on campus.  However, when necessary and in the best interests of the college, the President may need to authorize administrative searches at other times. 

 

Subpart D:  Recommendation of Candidates. Through the appropriate Vice President or committee chair, the search committee will make a recommendation to the President.  The recommendation will include three or more acceptable candidates (unranked) and will note the strength and weaknesses of each. 

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Part 3: Appointment of Search Committees
 

Subpart A:  The search committee for Vice President of Academic Affairs will be established by the President and the chair will be appointed by the President.   Representation on the committee should include faculty, administrators, staff, students and others as determined necessary by the President. The President has the option of choosing faculty members from recommendations made by the Faculty Executive Committee after their open call for participation.   A list of all committee volunteers will be provided to the President.  The committee’s names will be announced to the campus. 

The President will generally appoint no more than one faculty member from a division.   

 

Subpart B:  Search committees for other administrative positions will be established by the President or his/her designee and should include representation from administrators, staff, students, faculty and others as determined necessary by the President or his/her designee.   Academic departments that are assigned to a dean position being searched will normally have the majority of faculty serving on the committee.  The President has the option of choosing faculty members from recommendations made by the Faculty Executive Committee after their open call for participation.   A list of all committee volunteers will be provided to the President.  The committee’s names will be announced to the campus. 

 

Subpart C:  In recognizing the primary role of the faculty in the academic and curricular areas of the college, the President will generally give faculty a greater proportion of the membership of search committees for Academic Affairs positions than other administrative positions. 

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Part 4: Data Practices
 

Subpart A:  Identity of applicants is permanently protected, except for those that become finalists  .Under the Minnesota Government Data Practices Act (MGDP), “finalist” means an individual who is to be interviewed prior to the final selection (M.S. 1343, Subd. 3). 

 

Subpart B:  All search materials and data will be returned to Human Resources and maintained under the MGDP. 

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  Policy History:
Date of Adoption:  04/12/2008
Date of Implementation:
Date and Subject of Revisions:
Next Review Date:  2014-15
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