III. Faculty Screening Process

There are generally four times in the search and screening process when decisions are made about which applicants will receive further consideration. Throughout the screening process, it is imperative that the reviewers apply the advertised expectations and/or qualifications for the position to all applicants in the same way; i.e., if an applicant is excluded from consideration for lack of a credential identified as a requirement for the position, all applicants who lack that credential must be excluded.

A. Initial Screening

The initial screening separates ineligible applicants from eligible candidates by eliminating applicants who do not meet the minimum criteria advertised for the position. It may be done as applications are received, after the announced date for screening to begin, or after the announced date for applications to be received. The task is sometimes delegated to a subcommittee of the search and screening committee. A list of all applicants is compiled automatically with the on-line process as applications are received. Applicants determined to be ineligible will be coded using the on-line application software as "Not Selected as Finalist". An email is automatically generated once their status is changed in the system to inform them they are no longer being considered for the position (if they provided an email address on their EPA Faculty Profile). The candidates determined to be eligible for further consideration are subject to a second, more detailed screening.

B. Evaluating the Qualifications of Eligible Candidates

The second screening is the major review to determine how well the candidates meet the job qualifications and criteria for the position. It is conducted after the announced date for screening to begin or for applications to be received. Search and screening committees sometimes develop checklists to assist members of the committee in their review of the materials for each applicant. The screening criteria presented in the checklist may be more detailed than the advertised expectations and qualifications but they cannot be contradictory to them. This screening identifies the candidates for whom complete application files, including reference letters, will be compiled. The list of applicants is updated to indicate the candidates for whom complete files will be compiled.

C. Selecting Candidates for Interview

The third screening takes place after complete application files of candidates are compiled. It produces a short list of the top candidates which is rank ordered and from which the candidates to be invited to campus for interview are selected. The list of applicants is upated for submission as part of the Report of Recruitment Results and Request to Interview (Form AA-04).

D. Selecting the Finalist(s)

The fourth screening identifies the finalist(s) to be recommended to the department chair or dean. This selection is made after taking into consideration the opinions of the participants in the interview process.

E. Considering Applicants From Other UNC Campuses

If the finalist is currently employed at another campus within the University of North Carolina system, the following procedure must be followed.

The Provost at UNC Charlotte must notify the Provost from the other campus when the selection is made.

The current campus of the employee may request the terms of the offer within 5 days to make an equivalent offer.

No offers of an academic appointment can be made within 90 days of the start of a semester unless mutually agreed upon by authorized campus officials.

Upon hiring an employee from another campus, any transfer of a contract or grant or equipment can only be accomplished with the approval of both Chancellors.

The full text of this regulation can be viewed at
http://www.northcarolina.edu/content.php/legal/policymanual/300.2.7[r].pdf