Introduction:

Based on recommendations from the department and the College Dean, and following review by the Associate Vice President for Faculty Personnel, the Vice President for Academic Affairs shall make all probationary faculty appointment.

No probationary faculty shall be considered appointed until the Vice President for Academic Affairs extends a written offer. The official offer shall include the beginning and ending dates of appointment, calssification, timebase, salary, rank and status, department or equivalent unit, and other conditions of employment.

Advertising the Position:

As a first step in advertising the positions the department or equivalent unit shall normally develop vacancy announcements. Such announcements shall be approved by the College Dean and the Affirmative Action Officer before they are sent out. The vacancy announcement should include minimum qualifications (these should relate to job requirements), salary range, and the following statement: “California State University, San Bernardino is an Equal Opportunity Affirmative Action, Section 504, Title IX Employer.”

Announcements should be listed in the Chronicle of Higher Education and in a professional journal. In addition, announcements should be sent to a selected member of university placement services, to selected department chairs, and to colleagues at other institutions. For purposes of affirmative action, an effort should be made to contact graduate schools, departments, programs, or registers where qualified members of underrepresented groups may be located.

Recruiting Process:

The recruiting of probationary faculty shall be the responsibility of the College Deans.

Upon receipt of a letter of application that will be considered within the general pool of applicants, a dossier should be established and the candidate should be sent:

a)  Biographical Statement

b)  AA Statistical Data Form (AA-1)

In addition, the candidate should be asked to submit three (3) letters of recommendation from individuals qualified to comment; student evaluations of teaching, if available; and official transcripts of both undergraduate and graduate studies.

Each department shall elect a Faculty Recruiting Committee of at least three (3) tenured faculty for the purpose of reviewing applicant files. In the event a department does not have three (3) tenured members, it may elect additional tenured members from closely related fields. The recruiting committee shall elect a chair.

The work of Faculty Recruiting Committees deals with personnel evaluation, and, therefore, all proceedings, conversations, and minutes relevant to Recruiting Committees shall be considered confidential.

Following an initial screening of applicant letters, normally the responsibility of the appropriate Department Chair, a "roster" of candidates is established. The roster should include those who:

a)  meet the position requirements.

b)  have submitted a completed Biographical Statement.

c)  have submitted all required academic transcripts.

d)  have submitted the required letters of recommendation.

Prior to the evaluation of qualified candidates, the roster with ethnic and sex classifications must be presented to the Affirmative Action Officer for approval. (An appropriate form is available.)

If underutilization of females and minorities exists in the recruiting department, the Affirmative Action Officer will not approve the roster unless 

a)	number(s) of the underutilized class are included on the roster, or
b)	documented evidence of good faith efforts clearly indicate that no candidates in the underutilized class could be found. Readvertising may be required.

Recruiting Committee evaluation of qualified candidates is based upon: At least three letters of recommendation from individuals qualified to comment; student evaluations of teaching, if available; undergraduate and graduate transcripts; the candidate's biographical statements; and a personal interview. Additional telephone confirmation of the applicant's qualifications is normally sought.

Following completion of interviews, the Faculty Recruiting Committee shall make a recommendation to the department. The tenured and probationary faculty of the department shall then approve or disapprove the recommendation by majority vote.

Appointment Process:

Faculty Recruitment Committee recommendations along with the voting decision of the department and department chair's comments shall be forwarded to the College Dean for review. If the College Dean approves of the Faculty Recruiting Committee's recommendation, an appointment document is prepared and sent along with the candidate's file to the Associate Vice President for Academic Personnel. The Associate Vice President for Academic Personnel will review the file for completeness, appropriateness, and affirmative action compliance before forwarding it to the Vice President for Academic Affairs for approval. In the event the College Dean or the Vice President for Academic Affairs disapproves of the initial recommendation, the candidate's file will be returned to the Faculty Recruiting Committee for reconsideration.

Only after the Vice President for Academic Affairs has given approval of the appointment by signing the appointment document can the College Dean or designee make an offer to a prospective probationary faculty member.

Period of Appointment:

Initial probationary appointments shall normally be for a period of two (2) years.

Level of Appointment:

The level of appointment for probationary faculty shall be Assistnat Professor, step 8 unless specified otherwise at the time position was approved.

Probationary Period:

The normal period of probation shall be six (6) years of probationary service. The Vice President for Academic Affairs, upon the recommendation by the department and the College Dean, may grant a probationary faculty member at the time of the initial appointment up to two (2) years service credit toward probation based on previous service as an on-campus temporary full-time facuty or as a faculty member at another institution of higher learning.

Requirements for Appointment:

The following are requirements for appointment:

Composition of Files:

A candidate's file should include the following:

1. Biogralphical statement and vita.

2. Official transcripts of both undergraduate and graduate studies.

3. At least three (3) letters of recommendations from individuals qualified to comment.

4. Student evaluations fo teaching, if available.

5. Off-campus interview comments.

6. Telephone inquiry notes.

7. Department Recruiting Committee comments.

8. Department Voting Results.

9. Department Chair's comments.

10. Dean's comments and recommendations.

In those cases in which the candidate is currently a full-time temporary faculty member, the file may include the following:

1. Biographical statement and vita.

2. Pre-employment documents.

3. Student Evaluations of Teaching Effectiveness (SETE)

4. College Evaluation Committee's Periodic Evaluations.

5. College Dean's Periodic Evaluations.

6. Department Recruiting Committee comments.

7. Department Voting Results.

8. Department Chair's comments.

9. Dean's comments and recommendations.

Approved by Council of Academic Deans.

Signed by Robert C. Detweiler, Vice President for Academic Affairs