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VII. RECRUITMENT OF FACULTY
  1. Responsibilities of the Department/School and the Chair/School Dean

    The involvement with recruiting new faculty members is one of the most important responsibilities of departments/schools. Although the actual hiring is done by the President and the Provost, much of the responsibility for the task lies with the college dean, the department/school, and in particular, with the department chair/school dean. Each department/school, in cooperation with the college dean, should keep current a list of persons qualified to teach in the department/school. The department chair/school dean should also keep in touch with potential candidates to ascertain their current status and availability. From time to time, some of these persons should be invited to visit the Point Loma campus, lead seminars, and consult with the department/school on developments within its field of interest.

    The department chair/school dean shall periodically consult with the college dean about qualified candidates and inform the dean of important events, such as campus visits and department/school interviews of potential candidates. It is imperative that the college deans be fully involved with all potential candidates in the early stages of the recruitment process.

    It is expected that a department/school will conduct a thorough examination of all candidates it wishes to have considered for appointment to the faculty. Although a variety of procedures may be employed, each examination must touch on the particular candidate's Christian commitment and understanding and support of the Wesleyan doctrine, teaching ability, promise of scholarship, and overall potential for positive contributions to the department/school and the University as a whole.

    It is the responsibility of the department chair/school dean, with the assistance of the college dean, to obtain all of the information that is needed to process the appointment of any person being considered for a position on the faculty. At a minimum, the information listed below should be available on any person who is to be considered by the academic administration for possible interview.

    1. Official transcripts of the candidate's undergraduate and graduate records.
    2. Three letters of recommendation from persons qualified to evaluate the candidate's academic and professional ability.
    3. A letter of recommendation from the candidate's pastor or someone qualified to evaluate the candidate's spiritual and personal qualifications for a position at Point Loma Nazarene University.
    4. Evaluations (by students, if possible) of the candidate's performance or potential as a faculty member.
    5. A completed Faculty Employment Information Form (form is available in the Provost's office).
    6. A 250-500-word written statement by the candidate on how he or she seeks to express Christian faith in teaching and scholarship.

    Following departmental/school consideration of the candidate(s), the department chair/school dean shall solicit, by vote, the advice of the members of the department/school on regular appointment and recommend to the college dean those candidates who are to be interviewed further. The department chair/school dean is to submit his or her written recommendation which shall include at least the following:
    1. A statement of the procedures which were followed to recruit minority persons.
    2. A list of persons considered for the position(s).
    3. A summary of the reasons for the recommendation.
    4. A record of the departmental/school vote on the recommendation.
    5. A summary of significant dissenting opinion, of any.

  2. Responsibilities of the President, Provost, and College Dean
    The college dean, Provost, and President shall consider the list of candidates recommended by the department/school. After further phone interviews and reference checks, a candidate or candidates approved by the administration will be invited to the campus to be interviewed. The college dean is responsible to work with the department chair/school dean to prepare an itinerary for the visit. In cases in which candidates recommended by the departments/schools are not recommended for further interview, the college dean shall so inform the department chair/school dean and communicate this to the candidate.

  3. Offering the Position
    Following the campus interviews, the department/school will vote as to which candidate, if any, they will recommend for the position. That vote is to be communicated to the college dean. The final decision is that of the President of the University on the recommendation of the Provost and the college dean.