Learn about Faculty HiringTenure-Track Faculty

Additional Resources

Sample job posting

Marketing and Diversity Recruitment Plan

Training and Program Registration Schedule - WCU of PA

Preparation

  • Create a job posting. This important document will serve as a guide throughout the search, for onboarding, and inform faculty expectation & evaluation. Jobs change and evolve over time so carefully review the responsibilities and minimum & preferred qualifications.
  • Identify the search committee. The Search Chair leads the search. Committees are usually made up of three to five subject matter experts and campus partners. Be intentional about choosing a diverse committee. It is essential that they have time to dedicate to the process.
  • Diversity, Equity, and Inclusion (DEI) Search Committee training Schedule. WCU is committed to Diversity, Equity and Inclusion. As part of the WCU Affirmative Action plan, DEI training is required every two years for search committee members. HR partners with ODEI to complete this important training. To check if training is required, contact diverserecruitment@wcupa.edu with committee member names. To schedule training, contact HR Employment.
  • Submit a Diversity Marketing and Recruitment Plan to ODEI. The plan is an ODEI initiative to ensure that searches are intentional in casting a large net for a diverse group of qualified candidates. This is a required document for external postings detailing where the position will be advertised. Submit the plan to diverserecruitment@wcupa.edu for approval. Information about ODEI advertising and recruitment resources.

Additional Resources

NeoEd Login

Article 29 (Retrenchment) Section G of the APSCUF CBA

Requisition | Job Posting

  • All search documents must go into NeoEd, our official system of record.
  • Using the provided job posting, HR works consultatively with the Search Chair to create the job posting advertisement (and associated matrices) to attract strong candidates.
  • If the search is subject to the terms of Article 29 (Retrenchment) Section G of the APSCUF CBA, you will be notified and advised about the retrenchment process.
  • Reach out to HR Employment if you have questions or need help using NeoEd.
  • Implement the approved Diversity Marketing and Recruitment Plan to attract diverse and qualified applicants.
  • Notify HR Employment to run external paid ads. HR Employment will coordinate the ad placement and direct the cost to the search committee's budget. Questions about the budget for paid ads should be directed to your Budget Manager.

Additional Resources

How to Review Applications

Completed Sample Applicant Matrix

Completed Sample Zoom Interview Matrix

Completed Sample Campus Interview Matrix

Selection

Applicant Review

  • HR will provide the application review and screening matrix.
  • Before applicants are reviewed, the committee should meet to discuss the HR approved applicant review and screening matrix.
  • You will be reminded, at the time of ad posting, if the search is subject to the terms of Article 29 (Retrenchment) Section G of the APSCUF CBA. If so, applicants will be released to the committee after the retrenchment period ends and only if there is no retrenchee interest.
  • Applicants are released from NeoEd weekly, usually on Tuesdays, for search committee review. Please refer to our Instructions for Reviewing Applications resource.
  • The Search Chair must submit the completed application review and screening matrix evaluation to HR for review and approval before scheduling interviews.
  • Once approved by HR, the committee will schedule and conduct interviews. HR will contact, via email, those who did not meet minimum qualifications or were not recommended for interview.

Interviews

  • All interview questions must be submitted and approved by HR Employment. HR works consultatively with the Search Chair to create and/or update interview questions (and associated matrices) to select strong candidates. Suggestions will be provided to the committee after HR review.
  • HR will provide the interview review matrix using the approved questions.
  • Committee members must use the HR approved interview matrix to evaluate candidates. For those not selected to move forward, include the job-related reason for non-selection. For candidates chosen to move ahead in the search, indicate if the candidate is recommended for the next interview stage or hire.
  • Once the search committee has selected a candidate with the faculty vote and Dean’s approval, the Search Chair must submit the completed interview matrix evaluation to HR for review and approval to offer.

Additional Resources

Reference Check Form

Summary of Benefits

Offer

Informal Offer

  • Once the search committee has selected a candidate with the faculty vote and Dean’s approval, HR Employment must approve the hire before an offer can be made.
  • There are legal, salary and benefits, and fair practices implications that must be reviewed by HR for each hire.
  • HR will send an email to approve the verbal offer.
  • Once approved, the Dean or their delegate can make a verbal informal offer. The offer should include the compensation package and the many benefits of working at WCU. If information is requested in writing by the candidate, reach out to HR Employment.
  • When the verbal offer is accepted, notify HR to begin the formal offer process.

Formal Offer

  • The Office of the Provost creates the formal offer letter and sends it to the selected candidate. The offer letter is an employment agreement that must be signed and returned to  the Office of the Provost and HR.
  • The offer letter must be signed and returned to the Office of Provost .
  • The signed offer letter together with the faculty hiring packet is sent to HR, via Teams, as part of the hire documentation.

Additional Resources

Onboarding Checklist for Supervisors

Onboarding Supervisor’s Guide

New Ram Experience

Preboarding

  • The Office of Human Resources will send a “Welcome to WCU” email with instructions to complete a new hire packet in DocuSign. The forms must be completed before a new employee may begin work. If a new faculty member has questions about the packet, encourage them to contact HR at hrs@wcupa.edu or visit the Office of Human Resources. We are here to support you.
  • Once the pending employee completes the new hire packet, WCU will assign an email and begin to authorize system access.
  • Employment is contingent upon successful completion of clearances. The Compliance Department will reach out to the pending employee with steps to complete the compliance process. Unfortunately, we are not able to accept any clearances conducted outside of the WCU process.
  • To comply with the Immigration and Control Act, new hires (in certain instances, this may include returning employees) must present the original (unexpired) copies of the documents used for the Form I-9 (employment eligibility verification). The documents must be presented in-person to the Office of Human Resources either before starting or within the first 3 days of hire. Please emphasize that the in-person I-9 verification is required.
  • To complete the I-9 verification process, visit the Office of Human Resources, or go to a paid notary to complete the in-person verification. We will accept an original, notarized Form I-9. Please be sure copies of your identification are included.