Procedures for Faculty Recruiting and Hiring

Requesting Adjunct Positions

  1. After discussing the need for an adjunct faculty member with their Dean, the chair/program director should complete the Adjunct Request Form and submit it for evaluation by Academic Affairs. If the department does not already have an open posting for adjunct instructors in PeopleAdmin, it should submit the Request to Create an Adjunct Faculty Posting to Alicia Henry in the Office of the Deans. Interested candidates may submit applications through that posting.

  2. After receiving approval for the adjunct position, the chair/program director should identify the person to be hired (either an adjunct previously hired or a new adjunct from the PeopleAdmin posting), ensuring that that individual is qualified and credentialed to teach courses for college credit (an appropriate graduate degree OR at least 18 hours of graduate credit in the appropriate area OR experience that the chair can describe in a compelling way to justify the hire).

  3. The chair/program director should request transcripts (both graduate and undergraduate) and a C.V. from the candidate to evaluate academic qualifications, unless these materials are already on file, and send these materials to the Dean for hiring approval.

  4. Academic Affairs will carry out a background check and then issue a formal contract to the adjunct instructor.

  5. Signed contracts should be returned to the Office of the Deans. Individuals who are being hired for the first time or hired again after an extended absence should arrange to meet with Alicia Henry in the Office of the Deans (PHI 218) to complete paperwork necessary for employment, including a valid driver’s license, a social security card or valid passport, and a voided blank check for establishing direct deposit of pay.

Requesting Full-time Faculty Positions

This section applies to both new positions and to the offering of new contracts to Lecturers whose contract has expired.

  1. The department chair/program director should discuss the proposed position request with their Dean to understand this request in the context of institutional priorities and initiatives. This includes the offering of a new contract to an existing Lecturer. Note that it is not necessary to submit a request to replace a tenure-track faculty member who leaves the university before tenure; ordinarily, a search to replace is automatically authorized in these circumstances.

  2. The department chair/program director completes either a Request for Tenure Track Faculty Position or a Request for Lecturer Position (as appropriate). The completed request should be returned to the program area Dean by February 1.

  3. Lecturer requests (both new positions and new contracts) are reviewed and considered together by the Provost and Deans, who will make a collective decision before the Position Allocation Committee considers requests for tenure-track faculty positions.

  4. Tenure-track requests are forwarded by the Dean to Alicia Henry in the Office of the Deans who will add the signed form to the materials awaiting review by the Position Allocation Committee (PAC), which typically meets several times to consider these requests. The Chair will be invited to meet with the committee to explain the request and answer any questions.  PAC makes recommendations to the Provost, who in consultation with the Chancellor, will make the final decision on approved positions.

Conducting the Search (See also Faculty Handbook information on Search Procedures)

For lecturers who will be employed for one year only (e.g., placeholder lecturers), a formal search is not required.  However, a new contract to the same lecturer is not allowed without a formal search.

While ordinarily, lecturer searches are local or regional, a department may request a national search for a lecturer position; if approved, the search should follow procedures for a national search, described below. In all other cases:

Lecturer Searches which are local or regional

  1. The department chair/program director will establish a Search Committee in accordance with the procedures outlined in Section 2.4 of the Faculty Handbook. The Search Committee must include two faculty members (preferably tenured) who are Diversity Advocates, one internal to the department and one external. The department chair/program director may ask the Dean to appoint the external Diversity Advocate.

  2. The Search Committee Chair should complete a Request to Initiate a Faculty Search form, including language describing preferred expertise, fields, and responsibilities unique to the position. The Dean will incorporate this language into a position advertisement which will also include more general content, including a description of the university and its priorities in all faculty hiring decisions.

  3. Upon approval by the Affirmative Action Officer, the Dean, and the Provost, the position will be posted on PeopleAdmin on the UNC Asheville web site. Candidates may be identified through advertisements on the UNC Asheville website, in local or regional media, or through personal contacts. Please note that acceptable candidates must have an appropriate graduate degree OR at least 18 hours of graduate credit in the appropriate area OR experience that the chair can describe in a compelling way to justify the hire.

  4. Any search expenses for local or regional searches, such as advertising, are the responsibility of the department. Travel expenses are ordinarily covered by the candidate unless the Provost approves otherwise in advance.

Tenure-track Searches (and national Lecturer Searches)

  1. The department chair/program director will establish a Search Committee in accordance with the procedures outlined in Section 2.4 of the Faculty Handbook. The Search Committee must include two faculty members (preferably tenured) who are Diversity Advocates, one internal to the department and one external. The department chair/program director may ask the Dean to appoint the external Diversity Advocate.

  2. The Search Committee Chair should complete a Request to Initiate a Faculty Search form, including language describing preferred expertise, fields, and responsibilities unique to the position. The Dean will incorporate this language into a position advertisement which will also include more general content, including a description of the university and its priorities in all faculty hiring decisions.

  3. Upon approval by the Affirmative Action Officer, the Dean, and the Provost, the position will be posted on PeopleAdmin on the UNC Asheville web site. All postings are automatically sent to the Chronicle of Higher Education, HigherEdJobs.com, Inside Higher Ed, and Diverse Issues in Higher Education. Departments are responsible for posting advertisements to other approved professional outlets and submit payment requests to Alicia Henry in the Office of the Deans.

  4. After applications are reviewed, the Search Committee Chair will forward at least six completed applications to the Dean and the Provost for interview approval, indicating their top three choices (unranked) and providing rationale for those choices based on applicant’s potential contributions to teaching, scholarship, and service, as well as to university objectives in diversity, undergraduate research, and interdisciplinarity.

  5. Upon approval, the Chair will schedule three candidates for on-campus interviews. The Search Committee must meet with Human Resources to discuss search protocols and policies before campus interviews take place.

On-campus Interviews

  1. Arrangements for on-campus interviews are made by the department/program assistant. Interview schedules should be arranged as far in advance as possible in order to receive the lowest possible airfare. Departments/programs should contact the Provost's Office to ensure the Provost will be available during the visit before finalizing the time for campus interviews with the candidate. Without prior approval from the Provost, expenses for lecturer searches are ordinarily covered by the candidate.

  2. For tenure-track searches, expenses are reimbursed from appropriate accounts in Academic Affairs. Reimbursements should not exceed either actual costs or the maximum in-state subsistence allowance, whichever is less, for a period of time not to exceed three days (see website for the Controller’s Office for more information on reimbursement policies). No reimbursement is provided for travel expenses for spouses/partners of candidates. Please note that faculty are not reimbursed for transporting a candidate to/from the airport, hotel, or meals.

  3. Candidates should make their own flight reservations, to be reimbursed after the interview is complete. Departments should use ChromeRiver to process travel expenses, except for meals with candidates during their interview; requests for reimbursement for these expenses should be submitted to Alicia Henry in the Office of the Deans.

  4. Meals: Candidates receive reimbursement for meals at the per diem rate during travel. Meals with candidates during their interview are reimbursed using a discretionary fund and are subject to the following restrictions:

  • Academic Affairs will pay expenses for the candidate and no more than one faculty member for each meal.  Expenses for meals for additional faculty members or students may be covered by departmental discretionary funds.

  • Meals should be in line with in-state subsistence rates.

  • Reimbursement is granted for no more than one alcoholic beverage per person during an evening meal. Any additional alcohol or tax associated with alcohol will not be reimbursed.

  • Gratuity up to 20% of allowable expenses will be reimbursed (gratuity over 20% will not be reimbursed).

  • For reimbursement please submit an itemized receipt for all meal expenses to the Administrative Assistant in the Office of the Deans.

  1. On-campus interviews should include a teaching demonstration and meetings with at least the following individuals:

  • Faculty in the department

  • Member of the Faculty Senate (contact the Faculty Senate Assistant for the list)

  • Recent member of the Committee of Tenured Faculty (contact the Faculty Senate Assistant for the list)

  • HR benefits representative (Office of Human Resources 828.251.6605)

  • Dean

  • Provost and VC for Academic Affairs

  • Chancellor (only if schedule permits)

Completing the Hire

  1. Once the Search Committee has evaluated candidates who had campus interviews, the Chair should send the feedback of the Search Committee to the Dean and Provost, indicating strengths and weaknesses and identifying which candidates are acceptable for hire, unranked. The Chair is encouraged to have a conversation with the Dean to provide further information. Based on this feedback, the Provost will determine whether an offer should be extended, in consultation with the Dean and the Search Committee.

If a search results in the hiring of a foreign national who requires visa sponsorship, the department must retain ALL search materials including a list of all applicants, finalists, those brought to campus, reasons why others were rejected, and other items that will be used in an eventual visa filing.

  1. The Provost will offer the position to the final candidate or authorize the Dean to do so. The offer will include provisions for start-up funding and any other considerations.

  2. Once a candidate verbally accepts the offer, the prospective faculty member receives a Letter of Offer from the Office of Academic Affairs which includes the details of the offer, along with paperwork to authorize a state-required background check.  The prospective faculty member is encouraged to sign and return the Letter of Offer by the date indicated in the letter.

  3. When the signed Letter of Offer is received by Academic Affairs, a background check will be conducted. Upon receipt of a clear background check, the prospective faculty member will receive a New Employee Information Packet from the Office of Academic Affairs with information about payroll, email accounts, etc.  Please note that state funds cannot be used to pay moving expenses. Elaine Warren, Provost’s Office executive assistant, will assist the prospective faculty member with his/her required paperwork and complete all background checks prior to the first day of employment.