Departments or programs that would like to request a tenure track and/or continuing non-tenure track position should consult the Committee on Academic Priorities (CAP) web page for the Guidelines.
CAP must approve tenure track and continuing non-tenure track positions.
After receiving approval, departments and programs must follow the College's faculty search procedures. These procedures are recommended by the Committee on Appointments and approved by the President.
In addition, all search chairs and search coordinators must attend a mandatory search chairs meeting scheduled in early September.
Search Committees using Interfolio ByCommittee to manage a faculty search can find additional information and support here. A Bryn Mawr Committee Manager Guide and Evaluator Quick Start Guide are also available, click on the title to view or download these guides.
After receiving authorization for a new tenure-track or continuing non-tenure track (CNTT) faculty position, departments are expected to follow these search procedures.
After a search has been authorized, the search committee will be formed. The Provost, in consultation with the Committee on Appointments, will appoint all members of search committees. In searches for departmental positions, typically all ranked and continuing non-tenure track members of a department are part of a search committee. Large departments may, in consultation with the Provost, wish to ask three or four of their members to serve on the search committee. In addition to the department members, a member of the Committee on Appointments, a Haverford faculty member (usually from the counterpart department), one or more Bryn Mawr faculty members from an allied department or departments, and a diversity representative will be asked to serve. Student representatives will serve on every committee and will also be responsible for encouraging student participation and collecting students’ feedback on the candidates after their campus visits. It is critical to a successful search that all search committee members are present at all meetings, and that the decision to select candidates at each stage of a search involves all members of the search committee once a pool of candidates who meet the advertised criteria has been established.
Student representatives, the Committee on Appointments representative and the faculty diversity representative are all non-voting members of the search committee. The chair of the search committee should inform all members when applications are ready for reading, when meetings are scheduled to make initial cuts, to select candidates to interview in person and to invite for on-campus interviews, and to rank the final candidates after the campus visits have been completed. The chair is also responsible for distributing the schedule for each on-campus visit, specifying participants, dates, times, and places for the activities of each invited candidate (e.g., interviews, talks, classes, etc.). As many search committee members as possible should participate in the on-campus interviews.
The Committee on Appointments and faculty diversity representatives who serve on a search committee have special responsibility for communicating institutional policies to the committee and for monitoring its adherence to those policies. Their views of the search process should be given careful consideration.
Search committees must adhere to the language of the advertisement in selecting candidates to consider at each stage of the search process.
In the process of approval of a tenure-track position by the Committee on Academic Priorities and the President, the department will have submitted a draft advertisement for review. The Provost, the Committee on Academic Priorities, and the Committee on Appointments will review and approve the language of that ad. Ads will be posted on the Provost's Office web page.
Advertisements should contain the name of the department, field, rank and/or special qualifications, criteria (e.g., Ph.D. in hand, prior teaching experience), materials to be submitted (e.g., curriculum vitae and three current letters of reference are standard; some departments ask for full career placement dossiers, some ask for writing samples), the person to whom materials should be sent, the College's full street address (101 N. Merion Avenue), the date on which review of applications will begin, and the following wording:
Located in metropolitan Philadelphia, Bryn Mawr College is a distinguished liberal arts college for women and has strong consortial relationships with Haverford College, Swarthmore College, and the University of Pennsylvania. Bryn Mawr has a student body of 1,300 undergraduates, as well as 350 graduate students in coeducational graduate programs in social work, humanities and science. We are a diverse and international community of faculty, students and staff who share an intense commitment to intellectual inquiry and a desire to make meaningful contributions to the world. The College supports faculty excellence in both research and teaching and is committed to social justice and inclusion in the classroom and in the community at large.
Bryn Mawr College is an equal-opportunity employer; candidates from underrepresented groups and women are especially encouraged to apply.
After the expense for the ad(s) has been approved by the Provost, the search chair may place the ad in one or two professional newsletters. A single appearance of an ad in two or three publications can be covered by the Faculty Search budget. The Provost's Office will place a composite ad in the Chronicle of Higher Education, advertise in HigherEdJobs.com, Higher Ed Recruitment Consortium (HERC), and will enroll the College in The Registry - National Registry of Diverse and Strategic Faculty. Special attention should be given to advertising in publications reaching minority candidates. However, it is important not to rely on advertisements alone in recruiting candidates. Special efforts are needed if the College is to succeed in hiring outstanding new faculty in a highly competitive market. Faculty members on the committee should use their respective professional networks to seek out strong candidates and contact graduate departments noted for training scholars in the field. Such personal contacts are particularly important in recruiting minority candidates..
The College is committed to hiring a faculty diverse in racial and ethnic backgrounds, as well as to having a strong contingent of women scholars. When a search committee solicits the initial pool of candidates, chooses candidates to interview and to invite to campus, and makes its final choice, it should strive to fulfill the College's goal of fostering and maintaining a diverse faculty. In particular, search committees can work with the Faculty Diversity Liaison and the committee’s faculty diversity representative to recruit applicants into the candidate pool from underrepresented groups and to insure that these candidates are carefully considered during the search process.
Early in the process, the search committee will meet with the Faculty Diversity Liaison, and/or the faculty diversity representative to the search committee to discuss strategies for effective minority recruitment and issues of multiculturalism. Specific recruitment plans should be developed at the outset of the search and checked as the search progresses. For additional strategies to increase minority recruitment, see Attention in Searches to Minority Recruitment and Multicultural Issues. The Equal Opportunity Employer Compliance for the Recruitment of New Faculty form should be used during various stages of the search. The form is divided into sections which correspond to the steps in the search procedure. The appropriate section of the form should be submitted, as indicated in the instructions on the form, at each stage in the process. The College keeps a file of EEOC forms from all searches.
The Committee on Appointments, having reviewed the procedure for gathering statistics on gender, racial, and ethnic groups search pools, has requested that letters to candidates acknowledging receipt of their applications include the following statements:
Bryn Mawr College is an equal opportunity employer. The College values diversity of racial and ethnic background, and actively seeks women as well as men, when filling faculty positions. In order to keep track of the diversity represented by applicants in the search, we request that you fill out and return the enclosed postcard. The postcard is designed to protect your anonymity. Your response is entirely voluntary.
Return postcards, available from Linda Butler Livesay, should be enclosed with the committee's letters to applicants. The cards request the following information:
These postcards are pre-addressed to the Office of the Provost. For the purpose of compiling EEOC information for the search committee's report on compliance, the search chair or departmental administrative assistant may obtain returned postcards from Linda Butler Livesay. When the report is complete, the postcards should be returned to Linda Butler Livesay.
The search committee chair is responsible for maintaining application files and organizing their review by committee members. The Committee on Appointments representative to the search committee can provide advice about organizing the process of review.
Applications should be acknowledged by a card or letter sent to the candidate's home address whenever possible. A postcard requesting information related to the College's interest in recruiting minority candidates should be included.
Search committee chairs should consult with the Provost as they plan to have committee members travel to professional meetings for the purpose of interviewing candidates. Typically no more than three committee members’ travel expenses to a professional meeting will be covered by the Provost's Office Faculty Search budget. Additional faculty members may find support from the Faculty Travel Fund, if they are presenting papers at that meeting.
Travel plans for both search committee members and candidates must be approved by the Provost and made in accordance with the College's Travel Expense Policy. The travel expenses for the Faculty Diversity Representative to the search committee will be paid by the Provost Office in accordance with the College's Travel Expense Policy.
A search committee may invite up to three candidates to campus for interviews. Before inviting candidates for campus visits, the search chair should bring the following to the Provost for review and approval:
Candidates may be invited to the campus only after the search committee has had approval from the Provost. As soon as the candidates are invited to the campus for interviews, the search committee chair should send the candidates' names and the proposed dates of travel to the Provost's Office and to the deans. Arrangements for the visits are made by the search committee in coordination with the Provost's Office.
Candidates' travel must comply with the College's Travel Expense Policy. Travel arrangements should be made as far in advance as possible in order to get the best fares. Reimbursement for travel is for economy airfare or unreserved coach rail fare. If a candidate is combining the visit to Bryn Mawr with other travel, personal or professional, the candidate should pay the extra fare and submit receipts for reimbursement of Bryn Mawr's share to the search committee chair, who will forward it to the Provost's Office.
During the campus visit, the candidate should meet with all members of the search committee, including the Committee on Appointments and the Faculty Diversity representatives, as well as meet with the Provost and the appropriate deans. All Arts and Sciences candidates meet with the Undergraduate Dean. Candidates for positions in Arts and Sciences departments with graduate programs also meet with the Dean of Graduate Studies. Copies of the candidate's curriculum vitae, letter of application, letters of recommendation, and a schedule of the candidate's visit should be sent to these administrators prior to the visit.
The Provost will discuss with the candidate faculty research support programs and practices, the salary range, and College benefits.
The search committee chair should ensure that candidates have clear and complete information about what is expected of them during the campus visit. The chair will want to invite colleagues from other departments to hear a candidate's talk. It is also desirable to list such talks on the Campus Events Calendar to attract a wider range of interested colleagues and students.
Campus visit costs need to meet the requirements of the College's Reimbursement and Expense Policy. The Provost's Office has a budget for Faculty Searches of $X,000 for tenure-track searches and $X,000 for CNTT searches. Departments must obtain advance approval for expenditures, as noted in the various sections above. Bills and journal entries for approved expenses should be sent to the Provost's Office. All travel expense forms and request for payment forms should be completed and forwarded to the Provost's Office for processing. Items not covered by the Faculty Search budget include office supplies, stationery, postage, and duplication costs.
The Provost's Office requests that per candidate on-campus visit costs not exceed $500. This includes the candidate's lodging and meals; and any meals, dinners, and snacks provided for the search committee and students.
Candidate travel is dependent upon point of origination. Travel must comply with the College's Travel Expense Policy.
To keep costs under control, lunch meetings with candidates should take place on campus in small groups. Students may take the candidate to one of the dining halls. Meal tickets for candidates eating with students may be obtained from Linda Butler Livesay in the Provost's Office.
Dinners in restaurants with candidates should be limited to small groups and to $30-$40 per person. Requests for reimbursement for dinner should include the names of those who attended the dinner.
Questions about policies regarding on-campus visits, the payments of bills, and the reimbursement of expenses should be directed to Linda Butler Livesay (5169).
When all campus visits have been completed and a search committee ranks the final candidates, the search committee chair should forward their recommendation of the top ranked candidate to the Provost, along with Section III of the EEOC form.
The Provost will forward the committee's recommendation to the President and the Committee on Appointments for their approval.
N.B. Any and all negotiations take place between the candidate and the Provost.
During the crucial period after a final candidate has been chosen for the position, it is appropriate for the search committee chair to contact the candidate for the purposes of recruitment and to discuss curriculum. Other specific aspects of the appointment (including salary ranges, initial research grants, moving expenses, sabbatical eligibility, or spousal employment) should not be discussed. Following one or more telephone conversations with the candidate, the Provost will write a letter offering the candidate the position and specifying the terms of the appointment. After the candidate returns a signed copy of the offer letter, the President will send a letter of appointment.
Search procedures revised in concert with the Committee on Appointments, November 2005, August 2007, September 2008, September 2009 and October 2012.
The term "interim faculty members" covers those positions often referred to as "temporary," or "adjunct," or "visiting." It covers all faculty who are not in tenured, tenure track or in continuing non tenure track positions.
After receiving authorization for a new tenure-track or continuing non-tenure track (CNTT) faculty position, departments are expected to follow these search procedures. After receiving authorization for an interim appointments, departments are expected to follow these search procedures.
Department chairs are expected to request approval for interim slots during the annual prospective review of department's staffing and curriculum plan, which takes place in the fall of the year preceding the academic year in which the interim appointments are needed.
Once the Provost has reviewed the staffing and curriculum plans and the departmental budget requests, the Provost or the Assistant Provost will notify each chair in writing of the position(s) which have been funded. Chairs are advised to discuss search procedures with the Provost or the Assistant Provost and to submit drafts of their advertisements before posting the latter with professional organizations. Unlike searches for tenure track and continuing non-tenure track positions, neither the Committee on Appointments nor the faculty diversity liaison need be involved. Chairs might, however, want to contact the latter for advice on best practices.
The Faculty Search budget has modest amounts available for interim searches. Departments must obtain advance approval for expenditures, as noted in the section on campus visits, below. Bills and journal entries for approved expenses should be sent to the Provost's Office, in care of the Assistant Provost. The Faculty Search budget will not cover the cost of office supplies, stationery, stamps, and duplication costs; these should be borne by the department.
Departments are urged to consider using their professional networks to locate candidates, given the cost of placing advertisements in professional journals. For one-year positions, full and particularly part-time, should ideally be confined to the region. Chairs should confer with the Provost about any advertising they may consider it advisable to undertake. Expenses for any ads, which must be approved by the Provost in advance, are covered by the Faculty Search budget.
The department chair is responsible for maintaining application files and organizing their review by colleagues. Applications should be acknowledged by a card or letter sent to the candidate's home address whenever possible; include in the letter a request for information related to the College's goal in recruiting minority candidates. Applicants should be kept informed about the status of their candidacy as the search proceeds.
Campus visits are required for candidates for positions involving more than three courses. They are not necessary for part-time interim appointments. The general practice is to invite two or three candidates to campus for interviews. Before inviting candidates for campus visits, however, chairs should seek the Provost's approval for the candidates' visits. The Provost will review the dossiers of candidates and then send written approval for the specific visits.
In the event that the Provost authorizes bringing candidate(s) in from a distance, chairs are urged to make travel arrangements as far in advance as possible in order to get the best fares and insure timely delivery of the tickets to the candidate(s). As soon as chairs invite candidates to the campus for interviews, they should send their names and the proposed dates of their travel to the Provost's Office and the deans' offices. Please note that reimbursement is for economy air fare or unreserved coach rail fare, as is the case with all college travel. If the candidate is combining the visit at Bryn Mawr with other travel, personal or professional, the candidate should pay the extra fare and then submit receipts for reimbursement of Bryn Mawr's share to the College (care of the search committee chair).
While on the campus visit the candidate should meet all members of the department or program. Candidates for full-time positions should also meet the Provost or Assistant Provost and the appropriate Deans. All Arts and Sciences candidates meet with the Undergraduate Dean or her designee. Candidates for positions in Arts and Sciences departments with graduate programs also meet with the Dean of Graduate Studies. Copies of the candidate's resume, letter of application, letters of recommendation, and a schedule of the candidate's visit should be sent to these administrators prior to the campus visit.
Chairs should be sure that candidates have clear and complete information in advance about what is expected of them and whom they will meet during the campus visit. If a lecture is scheduled, chairs are advised to invite colleagues from other departments to hear the lecture and meet the candidate; to make posters and to use the Campus Events Calendar.
Campus visit costs need to meet the requirements of the College's Reimbursement and Expense Policy. The College will only reimburse for reasonable entertainment costs and not more than $300 per candidate visit. That $300 includes the candidate's lodging and meals, and any meals and snacks involving members of the search committee, department, and students. To keep costs under control, lunch meetings with candidates should take place on campus and involve small groups. Students may take the candidate to one of the dining halls. Meal tickets for dining with students may be obtained from the Provost's Office (care of Linda Butler Livesay). Dinners in restaurants with candidates should be limited to small groups and to $30-$40 per person. If chairs have any questions about policies regarding on-campus visits, about the payments of bills, and the reimbursement of expenses, they should call Linda Butler Livesay (5169) or write to her.
The Provost or Assistant Provost will provide candidates with information about faculty benefits and research support programs during their interview with candidates.
Before requesting the reappointment of an interim faculty member, the chair should review that individual's teaching evaluations and apprise the Undergraduate Dean of the intention to request reappointment of the Provost. When the chair is ready to recommend that a specific individual be appointed or reappointed to fill the approved slot, the chair should make that recommendation in writing to the Provost or Assistant Provost, including in the recommendation the information noted below. The recommendation should state clearly and/or include:
N.B. The chair is responsible for seeing that new courses proposed by interim faculty members are taken to the Curriculum Committee in a timely manner for review and approval.
On behalf of the Provost, the Assistant Provost will send an offer letter to the potential interim faculty member, spelling out the terms of the appointment and requesting that within a stated period of time the individual endorse a copy of the letter and return it to the Provost's Office to signify acceptance of the offer. Once this acceptance is in hand, the Provost will send an official appointment letter.
NB. No offer letters will be prepared without a written formal recommendation from the chair.
If, in the course of the academic year, the department wishes to add to or change the nature of the interim faculty member's appointment, a written request for that change must be addressed to the Provost.
NB. Department chairs are reminded that because an interim faculty member's course(s) should be listed in the Tri-College Course Guide, they will need to move expeditiously to have the course(s) approved by the Curriculum Committee.
These deadlines are generally by the Registrar's Office in late February or early March.
September 16, 2015, 4:00 pm
October 21, 2015, 4:00 pm
November 18, 2015, 4:00 pm
December 9, 2015, 4:00 pm
January 20, 2016, 4:00 pm
February 17, 2016, 4:00 pm
March 16, 2016, 4:00 pm
April 20, 2016, 4:00 pm
May 13, 2016, 9:00 am