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These procedures are available online in . 

Position announcement authorizations and employment recommendations are now both handled via  (Miami’s online application system). Please contact Academic Personnel Services (513) 529-6724 for more information.

Academic Personnel will contact the department when all approvals have been obtained. If Academic Personnel, Office of Equity and Equal Opportunity (OEEO) or any other approver has questions or concerns, they will contact the department chair and/or chair of the search committee.

The Vice President for the Office of Transformation and Inclusive Excellence must approve the composition of search committees for tenured, tenure-eligible, clinical/professionally licensed faculty and lecturers. Please email a list of proposed search committee members to the Vice President for Institutional Diversity and Inclusion. Please designate the proposed search committee chair.

Please refer to  (Employment of Members of the Same Family.)

The recruitment plan should include the list of search committee members, all advertising that will be conducted, specific resources that will be used to attract a highly qualified and diverse pool of applicants, who will be responsible for each part of the advertising, and a timeline for the search. Please note that the search committee must make every effort to establish a pool of qualified applicants that reflects the race and sex composition of the national pool of professionals qualified to fill the vacancy. To the extent possible within established recruitment budgets, advertisements should be placed strategically to attract the greatest diversity of applicants.

Please contact Denise Ison in OEEO at 513-529-3232 for assistance.

Please call 513-529-1715 to schedule this meeting. The search committee chair is responsible for scheduling this meeting.

During this meeting the collection of Applicant Flow Data, interview guidelines, recruitment and job advertisement requirements will be discussed.

Please email a copy of the recruitment plan and position description/announcement to OEEO after or concurrent with obtaining the Vice President for the Office of Transformation and Inclusive Excellence's approval of the search committee membership. (This can help expedite the approval process in PageUp.)

Academic Personnel will contact your department when the position announcement authorization has been completely approved. Ads may only be placed after this has been completely approved.

There is no longer a requirement to advertise in printed publications. Please contact Academic Personnel with any questions or concerns.

Please refer to ¾Ã¾ÃÈÈÊÓƵ Required Statements for all Academic Affairs and Unclassified Searches located on the  webpage.

Please review the  webpage. It is discouraged for members of the search committee to try to narrow the view of the applicant pool for non-search committee members with voting privileges. Please encourage your non-search committee colleagues with voting privileges to review the files for all candidates.

The following materials should be sent to the Provost’s office through the Divisional Dean’s office:

• The complete file of each candidate recommended for an on-campus interview (including letter of application, CV and three letters of recommendation/reference)
• Confirmation of complete position approval
• Copy of the Applicant Flow Data report signed by an OEEO staff member
• Confirmation of where the position was advertised and efforts that were made to be proactive in recruiting female, protected veteran, individuals with disabilities and minority candidates

Please note that these materials must be forwarded and approval obtained before candidates are contacted. The Provost’s office will notify the Dean and Department Chair when the candidates have been approved for interviewing.

This information is available in  (Search and Appointment.) Please note that applicants should be informed of the background check requirement when the on-campus interviews are scheduled or before. The background check requirement must be included in the job ad text.

No. The hiring department cannot offer the position to the candidate, but only state the candidate is being recommended to the Provost for the position. All discussed terms of employment should be in writing and must be forwarded with the employment recommendation form, as they may be incorporated into the contract offer by the Provost’s office.

A ratings instrument is anything used to evaluate a candidate. Examples include evaluation forms and ratings sheets.