Faculty Hiring Procedures and Resources Academic Hiring Procedures for Tenure-Track, Librarian, and Full-Time, Ranked, Non-Tenure Track Faculty Members These guidelines are applicable to the recruitment of tenured and tenure-track faculty members, librarians, and full-time (75% FTE and higher) ranked, non tenure-track faculty members. These guidelines do not apply to other academic positions.  Information on recruiting part-time, non-tenure track and other teaching and research positions is available below. Process Overview Objectives To ensure a fair and appropriate process is used To advance hiring of faculty from diverse and under-represented groups To advance the strategic goals of the academic unit and UMKC To protect the integrity of academic titles Steps: 1. Approval to initiate recruitment. The academic unit should request approval from the Provost’s Office to initiate recruitment for tenure, tenure-track, or librarian positions. A Request to Recruit form is available for this purpose, and requests information about the type of position, funding source, and how the position will advance the unit’s strategic goals. The form must be signed by the dean of the academic unit. The academic unit should also provide a draft advertisement for the position. The Provost’s Office will usually provide a response to a Request to Recruit within 2 business days of submission. A copy of the approved Request to Recruit form will be sent by the Provost’s Office to the Affirmative Action Office and the academic unit will be notified of the approval by email. Note: If the Request to Recruit form is approved by the deadline for inclusion in the fall UMKC academic openings, and the Affirmative Action Office has approved the advertisement, the position will be included in the unified advertisement developed and funded by the provost’s office.  If the deadline has passed, the academic unit will bear the responsibility and cost for advertising. 2. Recruitment Plan and Affirmative Action. The search committee should work with the Affirmative Action Office to develop the recruitment plan to assure that an appropriate pool of candidates is developed and that the recruitment process complies with the Faculty Recruitment Guidelines.  Note that recruitment of non-tenure track positions does not require training for the search committees, nor does it require meeting with the Deputy Chancellor for Diversity, Access and Equity. 3. Job offer. Once a top finalist is identified, the dean should send a draft letter of offer to the provost’s office for approval.  A criminal background check may also be initiated at this time.  See Human Resources website for more information on procedures for criminal background checks.  If the criminal background check is satisfactory and the provost approves the draft letter of offer, the dean may send the formal letter of offer (signed by the dean) to the candidate.  If the offer is accepted by the candidate, a copy of the final letter with the candidate’s signature should be sent to the provost’s office.  A copy of this letter signed by the candidate also should be included in the new hire packet sent to Human Resources. Note: The department chairs must certify English proficiency for all regular faculty members prior to assignment to teach an undergraduate course (See CRR 330.090 for details).  All non-regular faculty members must provide evidence of English proficiency before teaching an undergraduate course.  Additional information: Academic Titles Academic Listings Office of Diversity and Equity Recruiting Part-Time, Non-Tenure Track Faculty Forms: Request to Recruit