Western Nevada CollegeWestern Nevada College Policies

Policy 4-5-1-2: Hiring Academic and Administrative Faculty

WNC Policy 4-5-1-2
Procedure: Hiring Academic and Administrative Faculty
Policy No.: 4-5-1-2
Department: Human Resources
Contact: Vice President for Human Resources and General Counsel

This policy sets forth the method by which academic and administrative faculty (.50 FTE and above) at Western Nevada College are selected for employment. All searches will be conducted in accordance with the NSHE Board of Regents Handbook provisions, WNC Bylaws and the policies and procedures of Affirmative Action.

  • Section 1: Notification
    • A. The hiring department submits a request to initiate the search process in the applicant tracking system.
    • B. The president will offer the opportunity to nominate members to the screening committee (herein referred to as the committee) from Academic and Administrative faculty senates. The composition of the committee should include no less than five members with the majority representing the area where the position reports, but with at least one other WNC faculty and staff member, and may include community and other NSHE staff.
    • C. The president appoints all committee members and designates a temporary chair to call the first meeting. The chair should be the appropriate supervisor in the area of the vacancy, such as Academic Director, dean, or vice president, if possible. The president notifies the committee members in writing of their appointment.
    • D. The hiring department is notified of the approval to begin the search process.
    • E. A copy of the letters is sent to the Human Resources (HR) office.
  • Section 2: Recruitment and Screening
    • A. Academic Faculty
      • 1. The Academic Director will instruct the division/department members to develop position requirements consistent with the qualifications, experience, and duties that are required for the position.
    • B. Administrative Faculty
      • 1. The president and/or appropriate vice president will develop, with the assistance of the department, the position requirements consistent with the qualifications, experience, and duties that are required for this position.
    • C. The chair is responsible for having each screening committee member complete a confidentiality/nondisclosure form and send the originals to the HR office.
    • D. The committee shall meet and review the position requirements in accordance with the qualifications, experience, and duties that are required for this position. The hiring department submits the approved job announcement to the appropriate dean, vice president or president, depending on the position, for approval via the applicant tracking system.
    • E. Upon approval, HR reviews and opens the position.
    • F. All positions will be open for a minimum of 30 calendar days.
      • 1. The committee may approve a longer search period.
      • 2. The position announcement will state the date that the committee will begin reviewing applications (the 30 day minimum date or longer), and those applicants who have submitted an application by that date will receive full consideration.
      • 3. The Recruitment and Interview Expense Policy in the WNC Policy and Procedures Manual will be followed for mailing and advertising procedures and expenses.
    • G. At the end of the 30-day search period, the HR Office will grant search committee members access to view applications in the applicant tracking system.
    • H. The chair shall establish a reasonable date for committee members to review the applications. The committee will then meet to decide on the finalists for telephone interviews.
    • I. Telephone interviews are required before bringing any finalists to campus for interviews. As a courtesy during the telephone interview, the candidate should be informed that, if they are recommended to be brought to campus for inperson interviews, reference checks will be completed before they are scheduled for interview.
    • J. After telephone interviews are completed, reference checking on those candidates who are being considered for in-person interviews will be completed. Reference checking must be completed before interviews are scheduled. The chair should assure that applicants have signed the Reference Release Form for Professional Positions. The committee will complete "three-deep" reference checks. Three-deep checks mean that at least two committee members will speak with references for each candidate at least three levels including the first reference they contact.
    • K. The hiring department will contact and arrange to bring the candidates to campus for in-person interviews.
      • 1. This will include scheduling meeting times for the college president and vice president(s) to meet with the candidates.
      • 2. Interviewees should be given a reasonable amount of time to make travel arrangements for the interview.
      • 3. Travel reimbursement will conform to Recruitment and Interview Expense Policy in the WNC Policy and Procedures Manual.
      • 4. The Recruitment and Interview Expense Policy will be provided to candidates prior to scheduling their on-campus interviews.
    • L. Interview questions shall be prepared in writing by the committee prior to the interview.
    • M. Once interviews are completed, the committee may choose to do further reference checks on the finalists. This would be in addition to the previous reference check done before the interview process.
  • Section 3: Recommendation
    • A. Immediately after the interview process is completed, the committee will invite the appropriate dean, vice president and the president to the committee meeting for the committee's discussion concerning the qualifications, strengths, and weaknesses of the final candidates and the committee's recommendations. The vice president will make a recommendation to the president for final approval and signature.
    • B. Upon approval by the president, the appropriate vice president shall contact the selected person and confirm acceptance.
    • C. The vice president will complete the hiring proposal in the applicant tracking system.
    • D. After the person has accepted the position, the chair will call those persons interviewed and inform them of the decision. The HR office will follow-up the phone calls with letters, informing all applicants that the position has been filled.
    • E. For each applicant, the chair completes an Application Review/Interview Record.
    • F. It is the responsibility of the chair to follow-up to make sure all search requirements are completed including all written approvals before the process is deemed completed.
  • Section 4: Irregularities
    • A. The Affirmative Action officer or chair shall report any problems during the search and selection process to the college president.
  • Section 5: Exceptions
    • A. If at any time during the search process, there is a consensus; either by the committee and/or vice president/president that the applicant pool is insufficient, a decision will be made on how to proceed with the search. The administration agrees to support this decision as long as the reasons are not discriminatory.
    • B. It is understood that the terms of this policy can be changed or altered only with the written approval of the college president.
    • C. In accordance with Board of Regents Handbook, Title 4, Chapter 8, Section 7.2, the institutional president or chancellor may waive the search requirement where he or she determines the waiver to be in the best interests of the institution or System unit.
Date Adopted and Dates Revised
Date Adopted November 26, 1998 Dates Revised June 20, 2013; September 2, 2008; September 18, 2007; May 8, 2007; December 20, 2005; May 11, 2004; November 19, 2002; January 29, 2002; January 25, 2000
NSHE and NRS Codes
NSHE Code Reference NSHE Board of Regents Handbook

WNC Bylaws

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URL: http://www.wnc.edu/policymanual/4-5-1-2.php
Date Printed: October 6, 2015