Search Committees

Title: Search Committees 
Approved by
Date Approved:
Effective Date: 06/03/2019
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Employment Office
Revision History: 01/01/2002
Related Legislation and University policies
Review Period: 5 years
Date of Last Review
Relates to: select executive staff and senior staff positions
Exclusions: staff positions, all other executive staff and senior staff positions

Policy Statement

The university believes that a search committee is an integral part of an effective search for defined positions. A search committee shall be established depending upon the type of position to be filled. Search committees are recommended and may occur for executive positions reporting to the president, the provost, a vice president, or certain senior staff employees. In some instances a search committee may also be appropriate for highly specialized positions or positions with a high level of public exposure.

The establishment of a search committee reflects the university's interest in locating and considering a wide pool of applicants, including qualified minority persons, women, veterans, and disabled individuals. Searches should communicate to the largest and most diverse group of candidates the merits of the university as a place where professional growth is promoted and where performance and achievement are rewarded.

Search committees for executive, senior staff, and other academic administrative positions are appointed by the appropriate Hiring Authority or designee.

The search committee normally should be composed of several members drawn from the constituencies served by the position, taking care to ensure that a diverse search committee is represented.

The Committee Charge

The Committee should receive a formal written charge setting forth the expectations for the position and the search committee's role in helping to fill it. Typically a search committee charge covers the following essentials:

  • The position to be filled
  • The tasks and role of the Committee in the search
  • The scope of the search (e.g., internal, local, national)
  • A deadline for receiving recommendations from the Committee
  • Affirmative Action considerations
  • Confidentiality

Staff search committees can request interrupting bias training from the Office for Inclusion, Diversity and Equal Opportunity (OIDEO).