11.0 Faculty Recruitment Policies and Procedures

11.1 Introduction

Gallaudet University is an equal opportunity employer/educational institution and does not discriminate on the basis of race, hearing status, disability, religion, color, national origin, age, sex, covered veteran status, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, political affiliation, source of income, place of business or residence, pregnancy, childbirth, or any other unlawful basis. This policy is in compliance with Title VII of the Civil Rights Act, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the District of Columbia Human Rights Act, and other applicable laws and applies to all procedures affecting applicants and employees including, but not necessarily limited to: recruitment, hiring, placement, promotion, transfer, reassignment, reappointment, tenure, demotion, selection for training (including apprenticeships), layoff and termination, compensation, and all other conditions or privileges of employment. Notices of non‑discrimination are posted in conspicuous places to be viewed by both employees and applicants.

11.2 Recruitment of Regular Status Faculty

11.2.1 Departments of instruction are expected to recruit for applicants in a manner that will promote a qualified and diverse workforce. This includes, but is not necessarily limited to, recruiting on the University's web site for a minimum of five business days, and placing advertisements in newspapers, journals, and other publications as appropriate.

11.2.2 The Department will initiate recruitment by preparing a position announcement acceptable to the Dean of the appropriate school. The Department must consult the University EEO/AA Officer on the following points: (1) consistency between announcements that may appear in different places and that may not be identical in wording; (2) the appropriateness of the announcement according to equal employment opportunity and affirmative action guidelines; (3) recruiting sources; (4) diversity in the composition of the Department search committee; and (5) interview questions.

11.2.3 Recruitment materials should include a description of position qualifications, a summary of the responsibilities, and notice regarding the deadline for applying for the position. If no deadline is indicated, the position is open until filled or until closed by the Department. 

11.2.4 The Department shall establish an advisory screening committee for the purpose of nominating an individual for appointment. The committee shall include Department representatives and may include the Chairperson and others as appropriate. Screening committees should include deaf individuals, hard of hearing individuals, disabled individuals, women, members of traditionally under-represented groups, and/or veterans whenever possible.

11.2.5 Following the deliberations of the screening committee, the Department Chairperson shall recommend the nomination of a candidate to the Faculty Welfare Committee. The Chairperson's recommendation need not represent the majority view of the committee. Form A1:01, a description of the search history, and a copy of the selected applicant's vita are forwarded to the Faculty Welfare Committee. The Faculty Welfare Committee is responsible for determining whether or not the proposed appointee meets the specified qualifications. The Faculty Welfare Committee also has the responsibility to determine whether or not the Faculty Guidelines have been followed. If the proposed appointment is approved by the Faculty Welfare Committee, the Committee will forward the relevant forms to the Dean of the School for approval.

11.2.6 All selection decisions must also be approved by the EEO/AA Officer. The EEO/AA Officer has the authority to investigate and disapprove a selection decision if appropriate efforts have not been made to attract a qualified and diverse applicant pool or if any evidence of discrimination or procedural violation exists. If the EEO/AA Officer determines that it cannot support the candidate vetted by the Faculty Welfare Committee due to procedural or policy violations, the EEO/AA office will notify the Faculty Welfare Committee promptly.

11.3 Recruitment of Part-time Temporary Faculty

11.3.1 The Department Chairperson shall prepare a memorandum that describes the proposed responsibilities for a part-time appointee. This memorandum and a copy of this individual's vita shall be routed to the members of the Department.

11.3.2 No screening committee or formal search procedure is required.

11.3.3 If any members of the Department have reason to believe that an appointment should not be made, they are to put comments and reasons in writing and present copies to the Chairperson and to the Dean of the School.

11.3.4 The Faculty Welfare Committee will receive a copy of the proposed appointee's file, along with a completed Form A1:01, in order to certify the nominee's eligibility for the appointment.

11.4 Recruitment of Full-time Temporary Faculty

11.4.1 Full-time faculty whose projected appointment is for one semester or less shall follow the search procedures outlined above for part-time faculty (Section 11.3); for an appointment of one year, the procedures outlined for regular status faculty (Section 11.2) shall be followed. Search procedures outlined in Section 11.3 for part-time faculty shall be followed to fill a full-time faculty position of one semester or less. The procedures for regular status faculty outlined in 11.2 shall be followed for an appointment of one year.

11.4.2 Full-time temporary faculty who have gone through the search procedures outlined for regular status faculty may, at the discretion of the University, be converted to regular status. Additional recruitment is not required, provided that the conversion process is approved by the EEO/AA Officer.

11.5 Record Keeping

All applications are kept in the Department for one year after a position is closed. There is no requirement to consider unsolicited applications.

11.6 International Faculty

By law, Gallaudet may make offers of employment only to those individuals who have a lawful right to work in the United States. The University may petition for authorization to employ an otherwise ineligible foreign national if the candidate and position meet specific employment criteria. In most cases, the University does not petition for positions of less than one year's duration. In no instance can an unauthorized alien be employed until the University has successfully petitioned for and received the appropriate work authorization.

For regular status international faculty, the University applies for temporary work authorization for the first three years of employment. If the faculty member has been notified of reappointment for a fourth year, immediately following the conclusion of the faculty member's third full year of service, the University will initiate the process to file for permanent work authorization in accordance with laws governing employment of foreign nationals. Until a decision has been rendered by the Bureau of Citizenship and Immigration Services, the University will continue to file for an extension of the temporary work authorization. Any legal fees incurred by the faculty member are the responsibility of the faculty member. Legal fees incurred on behalf of the University are the responsibility of the Department.

While the University makes every effort to obtain permanent work authorization, there is no assurance that the University will be successful. At all times during the process, the University will adhere to the laws and regulations regarding the employment of foreign nationals. This could include withdrawing support if the faculty member is notified of non-reappointment or non-tenure. Under no circumstances will the University continue to employ any individual who does not have lawful permission to work in the United States.

The Administration may, at its discretion, initiate the process to file for permanent work authorization prior to the faculty member's third-year reappointment.