To continue to ensure the excellence of Bates College, we expend significant financial and individual resources to recruit a diverse faculty with outstanding academic credentials and intellectual strengths.  As you know, we have developed a series of procedures to guide all tenure-track searches, procedures designed to achieve a strong pool of candidates and to allow for multifaceted evaluations to produce the candidates best able to meet the high standards of Bates.

At the same time, when recruiting for positions in which a temporary faculty member will teach for one year or less, most often our evaluations need not involve as many College departments, and may be conducted in a more focused manner. Departments and programs may chose to hire those who have taught successfully in past and those highly recommended by colleagues.

Please use this online form when completing a job posting request: https://www.bates.edu/dof/governance-and-policies/temporary-replacement-positions/  Announcements and advertisements for positions are with online listings only, except in unusual circumstances. A department or program utilizing more formal search procedures for positions lasting one year or less should follow these guidelines.

• A department or program should seek that person who will enhance its academic program’s excellence and diversity.
• A department or program may identify a candidate through informal networks, rather than advertisement.
• A department or program may advertise locally, rather than nationally.
• Departments and programs may use national-level advertising, interview candidates at disciplinary meetings and bring candidates to campus for formal interviews, although usually only one or two.
• A department or program should send the dossiers of finalists and a memo to the appropriate associate dean of the faculty and receive approval from that dean before inviting a candidate to campus. Dossiers should include a cover letter, CV, letters of recommendation and transcripts.  The memo should include a short list of candidates in preferential order and a brief explanation of the choices made by the search committee. The associate dean will forward the memo and candidate dossiers to the Director of Equity and Diversity Resources for review. In unusual cases in which letters of recommendation are not available, the chair and dean will determine what other written evidence of the candidate’s abilities will be provided.
• A department or program may choose to bring only one candidate to campus.
• After consulting with the appropriate associate dean of the faculty, a department or program may choose not to bring a candidate to campus, if they have sufficient other evidence of the candidate’s abilities. Such evidence would normally include a strong dossier, but may also include personal knowledge of a candidate’s teaching by department members, strong recommendations from trusted colleagues, or previous teaching experience at Bates.
• A department or program should conduct telephone, video, or conference interviews prior to campus visits.
• When bringing candidates to campus, departments and programs must include an interview with the appropriate associate dean of faculty. Interviews with the Director of Equity and Diversity Resources are encouraged.
• Recruitment expense, including faculty and staff time, is extraordinary and must be made efficient. Entertainment of each candidate at dinners off campus will be reimbursed up to a total of $125 per candidate visit, upon presentation of receipts.  Please inform your colleagues of this limit. Meals taken in commons or catered by Bates dining can be charged to Faculty Recruitment, care of the Dean of the Faculty’s Office. Charges over $125 may be billed to the department/program budget.
• After identifying a candidate to whom a department or program wishes to offer the position, the chair should discuss the candidate with the appropriate dean. The dean makes the offer to the candidate.

Such focused procedures will not always be appropriate, as for example, when few candidates in a particular field live locally, or when disciplinary advertising only exists on a national level. In these cases, search committees should adapt to their needs the procedures for tenure-track searches.

For each search, an Affirmative Action Report on Recruitment will be completed by the Chair of the search and given to the Director of Equity and Diversity Resources within two weeks after the search is completed. It should minimally include a description of the efforts to find and consider women and minority candidates for the position, and, if such applicant was not selected, a statement of the reasons.”

The Affirmative Action Report on Recruitment form should be returned to the Office of Equity and Diversity Resources, 201 Lane Hall.  A copy of the successful candidate’s vita should also be attached.

A department or program with a temporary search of 2-3 years should confer with the Dean of the Faculty’s Office prior to beginning the search process.