Charge Check List
- Official or working title of the position
- Position (job) description and a copy of the advertisement or position announcement
- Essential and preferred criteria for selection; criteria that are important to the department and the institution; and the hiring authority’s view of the position’s scope and short- and long-term challenges and opportunities
- Time frame for completing the search (the committee should formulate and distribute a timetable to appropriate constituencies, including the HR director)
- Policy for handling late or incomplete applications
- Institutional policy on diversity or affirmative action issues
- Duties to be assigned to the search committee members
- Search committee meetings
- Hiring authority’s involvement in the search process
- Preferred number of finalist candidates to visit the campus and general idea of the conduct of the campus visit/interview
- Form in which the committee’s final recommendations are brought forward (for example, single candidate, ranked candidates, narrative)
- Where and how the committee will receive administrative and logistical support (for example, from the department with the vacancy and HR department)
- How the HR department will support and monitor the search process
- Funds available for advertising and for candidates’ travel, hotels, and meals
- EEOC and AA requirements