2.02 Instructional personnel are defined to include those persons who are employed principally to perform instructional duties, i.e., classroom teaching and the directing of research.
 
 

3.02 For purposes of clarification, the term "academic administrative unit" and herein also referred to as "academic unit" and "hiring unit" is:

n an academic department, the administrator of which is a chair; or

n the Newton Gresham Library, the administrator of which is a director.

A chair reports to the Vice President for Academic Affairs through the appropriate academic dean; the Library Director reports directly to the Vice President for Academic Affairs.

3.03 Sam Houston State University, as part of its Affirmative Action Plan, is committed to a vigorous recruitment and selection system to ensure the consideration of minority candidates for each vacant faculty, assistant instructor, and laboratory assistant position. It is expected that the recruitment and selection system will be rigorously followed at all levels of employment.

3.04 Notices of faculty vacancies are to be sent to predominantly minority institutions. Whenever possible, recruiting visits are to be made to such minority institutions by the appropriate academic personnel. Minority news media and minority publications are to be notified of the faculty vacancy to the fullest extent possible. It is expected that every possible consideration will be given to attracting and selecting qualified minority candidates.
 
 

5.02 A tenured position is one in which the occupant holds tenure as a member of the faculty of the University in accord with established tenure policy.

5.03 A tenure track position is one in which the occupant is expected to progress toward a tenure decision in accord with established University policy.

5.04 A term position is one which is allocated to an instructional program on a term basis, i.e., for one or more semesters or during a summer on either a part or full-time basis. The University makes no commitment to either a faculty member or to an administrative unit regarding the future of a term position allowance beyond the specified period.
 
 

6.03 The President of the University shall make the final decision regarding the allocation of position allowances and shall inform the VPAA as early as possible in the spring semester so that a maximum amount of time can be utilized for program planning and the associated recruitment of personnel.

6.04 Generally, it may be assumed that the number of position allowances for tenured and tenure track positions shall be reaffirmed annually, provided that the occupants of these positions do not change. However, the number of tenured or tenure track positions assigned to an academic unit may be subject to a review at any time.

6.05 As a matter of policy, at any time a tenured or tenure track position is vacated, it ceases to exist. It may not be recruited for or filled until the status of the position is confirmed to the appropriate academic dean/director by the VPAA.

6.06 A term position is authorized for a specific period of time only, not to exceed one academic year. It is subject to reallocation.
 
 

8.02 Complete Personnel Requisition Form SHSU P-001F (see Attachment 1).

In Section A, complete appropriate items.

In Section B, indicate the lowest educational and experience levels to be considered, followed by the preferred levels.

In Section C, information should include the proposed number of semester credit hours to be taught, course title(s), and a short description of the course(s).

Section D requires the signature of the chair, the appropriate dean/director, and the Vice President for Academic Affairs.

8.03 The personnel representative will secure AA/EEO compliance approval of the University Affirmative Action Officer in order to ensure that the faculty job vacancy is posted and publicized in accordance with University policy.

It is the responsibility of the administrator of the hiring unit to ensure that, as a minimum, all faculty vacancies are posted in the Chronicle of Higher Education or a comparable professional journal (see Section 10).

A Purchase Requisition is required for each publication in which the ad will appear and must be approved before the ad is placed. A copy of the ad will be attached for approval. A requisition is not necessary if the ad is run at "no charge." In addition, if an announcement is to be sent to other colleges, universities, or agencies for posting, a copy of the announcement should be included. If Sam Houston University Press is to print an announcement for posting, an Interdepartmental Order must be included as part of the necessary paperwork. A University Publication Approval Form also must be completed and accompany requests for all work to be done on Purchase Requisitions or Interdepartmental Orders.

8.04 When the administrator of the hiring unit has forwarded the Personnel Requisition, professional journal listing, Purchase Requisition, and University Publication Approval Form, a copy of the posting will be returned to the hiring unit indicating that the requisition process has been initiated. All job announcements will request that applications be sent to the hiring unit.

8.05 All full-time and part-time faculty vacancies will also be posted in a designated area in each department for at least five working days prior to filling a faculty vacancy. During this five-day period, any interim faculty member may apply (see Section 10.)

8.06 To encourage and facilitate upward movement of faculty, when an opening occurs and a current interim faculty member within the hiring department is imminently qualified by virtue of experience, education, and other established criteria, the posting period may be waived with the joint approval of the Vice President for Academic Affairs and the University Affirmative Action Officer.

8.07 Except in cases of bona fide emergency a faculty position vacancy will be advertised locally, statewide, and nationally for a period of forty-five (45) days. Advertisement takes place throughout the appropriate media. It is policy to advertise the position through professional journals, through professional organizations, and through notices to graduate schools producing specialties in the area of the vacancy (see Section 10).

8.08 An individual expressing an interest in employment is expected to complete an application form and to furnish official transcript(s) of all academic work. An Applicant Statistical Data Sheet (Attachment 2) should also be submitted (see paragraph 11.03). Applicants deemed to be best qualified for the position are to be interviewed by the administrator of the Sam Houston State University hiring unit and, ordinarily, by senior faculty members within the hiring unit. Utilization of search and screen committees in the selection process of new faculty appointments is encouraged. It is the responsibility of the administrator of the hiring unit to recommend through channels the priority list of the candidates deemed to be best qualified. It is expected that every possible consideration is to be given to attracting and selecting qualified minority candidates.

8.09 Criteria for selection from among the applicants include: competitive quality of academic transcripts; recommendations from prior employers; the caliber of previous academic and nonacademic work experience; established record of or potential for research publications or creative activity; and the alignment of the expertise possessed by the applicant with that required of the position.
 
 

9.02 Once a priority list has been established, the administrator of the hiring unit presents a written recommendation through channels for the employment of the preferred candidate. Along with a proposed rank, salary level, and recommendation for years transferred for tenure purposes, the file will contain an SHSU faculty application, SHSU Compliance Form B (Attachment 3), official transcripts, and at least three letters of recommendation. If the dean concurs, his/her written recommendation, along with the entire file is forwarded to the Vice President for Academic Affairs.

The Vice President for Academic Affairs will ensure AA/EEO compliance in the hiring procedure. Upon favorable recommendation of the Vice President for Academic Affairs and the subsequent concurrence of the President, a letter of offer for the position will be issued to the successful candidate by the President with appropriate notification to the administrators involved.

9.03 When a signed response from the potential faculty member accepting the employment offer is received by the President, the position is considered to be filled.

Appointments to the faculty must be approved by the Board of Regents, The Texas State University System.

9.04 Each office within the recruiting/hiring function is expected to be prepared to offer cogent reasons with appropriate documentation for the endorsement or nonendorsement of preferred candidates.

9.05 Upon request, all applications for a faculty position may be examined by the appropriate academic dean, the Vice President for Academic Affairs, or the President.

9.06 It is the prerogative of the academic dean, the Vice President for Academic Affairs, or the President to request a reconsideration of the recommendation for employment if it is judged that a well-qualified minority candidate may have been omitted.
 
 

11.02 An individual is considered to be an "official applicant" only when an official University faculty application is received in the hiring unit.

11.03 The information requested on the Applicant Statistical Data Sheet Form E (see Attachment 2) should be submitted by the applicant directly to the Personnel Department. When this form is received in the Department of Human Resources, the data is input by the terminal operator; the data sheet is then filed in the appropriate job file if an opening exists. If there is no current opening, a departmental number is assigned for the particular discipline and it becomes a part of the faculty applicant pool.
 
 

13.02 Position vacancies for Assistant Instructors are usually advertised through fliers and handbills widely distributed to other colleges and universities. Sam Houston State University, as part of its Affirmative Action Plan, vigorously advertises and seeks qualified minority applicants for Assistant Instructor positions.

13.03 Assistant Instructor positions are allocated by the appropriate academic dean based upon available funding. Once a preferred candidate has been selected by the hiring unit, it is the responsibility of the dean to make a written offer to the candidate. If the position is accepted, the dean will forward the entire personnel file to the Vice President for Academic Affairs. The file should contain an Application for Assistant Instructorship, official transcript(s), at least three letters of recommendation, a Payroll Action Form, and other pertinent sign-up papers as required by the Department of Human Resources..

13.04 The appointment of an Assistant Instructor must be approved by the Board of Regents, The Texas State University system.

13.05 Criteria for selection of Assistant Instructors include: undergraduate grade point average; experience; performance on the Graduate Record Examination; and letters of recommendation.

13.06 Assistant Instructors at Sam Houston State University are expected to be enrolled in a graduate program and must maintain a minimum 3.0 grade point average.
 
 

14.02 Laboratory Assistants may be employed by the hiring unit by submitting a Personnel Action Form and required sign-up papers through channels to the Vice President for Academic Affairs. Stringent efforts must continue to attract and select qualified minority students for these positions.

14.03 Important criteria for selection of Laboratory Assistants are grade point average and academic performance.
 
 

15.02 It is the responsibility of the hiring unit to inform a new employee that this is to be accomplished as early as possible.
 
 

16.02 It is the responsibility of the hiring unit to inform each employee of this procedure and to ascertain that the new employee is in prompt compliance.