The purpose of the Search Committee Narrative is (1) to document the search process and the candidates considered for the position, and (2) to provide a compelling case for the candidate who is selected (optional for lecturer, postdoctoral fellow, specialist, project scientist, and continuing educator recruitments even when a search committee is used). This report need not be long; typically four to five paragraphs are sufficient. Upload it into the Documentation section as part of the Search Report.

Introduction: Provide a brief overview of the search area, efforts made to attract a diverse pool of applicants, and the extent to which the efforts were successful in achieving a broad and inclusive pool.

Overview of the evaluation process: 

  • Provide a description of how the applicants were reviewed and evaluated, including for example, how many individuals reviewed each file?
  • What selection criteria and/or rating scales were used?
  • How were the finalists for interview selected?
  • How were campus visits conducted (if used)?
  • How did the committee rank the finalists (if applicable)?
  • How was the proposed candidate ultimately chosen?

Brief narrative description of the finalists: Provide a brief description of the academic strengths of the finalists (everyone who was interviewed) as measured against the selection criteria, and ultimately why individuals were deselected, or became a proposed candidate (or alternate). This information can also be used in the Disposition Reasons section in AP Recruit.

Academic qualifications of the finalist: Describe the strengths of the candidate in relation to the job position, refraining from relying on comparisons with other shortlisted candidates to the extent possible.

Language used to describe the candidates

The Search Committee Report should put forward a description of the academic strengths of the candidates. California Proposition 209 and other laws do not allow selection on the basis of identity or personal circumstances. Do not use any personal characteristics when deliberating about or referring to candidates, either in search committee meetings or in the Search Committee Report.

  • Age: Do not refer to age of the candidate. For example, “young” is not an acceptable criterion. Instead, it is appropriate to indicate early career, which is independent of age or life circumstances.
  • Identity: Do not refer to the gender or race/ethnicity, or other identities of the candidate. Instead, it is appropriate, if applicable, to describe a track record the candidate may have in working with diverse groups of students or contributing research or service in the area of diversity.
  • Family: Do not make references to family or children. It is not appropriate to disqualify a candidate because of marital status, such as not knowing whether a candidate would relocate. Moreover, even positive comments such as “she has done amazing work given that she just had a baby” are not appropriate.

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