6.01 Faculty Appointments

The Dean, Provost’s Office, and Office of Human Resource Services (HRS) are responsible for reviewing all faculty search requisitions and position advertisements to ensure that listed degree requirements are consistent with the position. Faculty Search Committees and department heads vet each applicant for proper degrees upon application and before official invitations are determined for interviewing finalists. When a faculty member is offered a position, the letter of offer must state that official transcripts for all degrees must be submitted to the Provost’s Office. 

HRS is responsible for conducting a background check and degree verification as final steps in the hiring process for all non-temporary and temporary positions. The Office of the Provost and Institutional Research and Effectiveness reviews annually all faculty teaching graduate courses to verify that the appropriate graduate degree has been earned. The Graduate College will also track faculty members who have applied for graduate faculty status. 

While the following procedures are standard for all faculty hires, in special circumstances such as the need to replace a faculty member who suddenly goes on leave, the Provost and Executive Vice President for Academic Affairs may approve temporary hires of faculty using a modified search process; any such approval must include a consultation with HRS.

Procedure

1. A faculty search requisition and position announcement are developed by the dean and department head in consultation with the faculty that includes the degree requirements and other qualifications for the position.
2. Candidates will be interviewed by the search committee and members of the department and the dean or designee, and the department head will consult with the search committee and appropriate faculty, and others as determined appropriate by the head, before providing a list of candidates with strengths and weaknesses to the dean for employment. Degree qualifications are reviewed before and during the interview process. Exceptions may apply pursuant to other policies, as appropriate (e.g., see Policy 4.29 Opportunity Hire Policy).
3. The department head, the head’s designee, or members of the committee as assigned by the head may contact references identified by the candidate. Additionally, the department head will seek information regarding the candidate directly from the candidate’s last employer or other relevant references.  UNI policy 4.30 Background Checks for Employees Checks [https://policies.uni.edu/430] shall be followed, as appropriate. 
4. For tenure track, term, and renewable term appointments, Deans will consult with the Office of the Provost and Executive Vice President for Academic Affairs on salary, years towards rank, and other relevant matters to maintain equity within the department. The Office of the Provost will formally approve the salary in order to maintain salary equity within the department.  Variations from a standard appointment will be reviewed by the Office of the Provost and Executive Vice President for Academic Affairs.
5. HRS will conduct a background check and degree verification as final steps in the hiring process for all non-temporary & temporary positions.
6. The official offer letter is initiated and offered by the dean of the college. Offer letters must state that official transcripts for all degrees must be submitted to the Provost’s Office.
7. All recommendations for employment are subject to approval by the President or designee.

Deans’ Council, approved October 2020 
University Council, approved November 9, 2020 
President and President’s Cabinet, approved November 30, 2020  
[Last reviewed and/or updated 7/2024, 11/2020, 6/2015]