Verify that all of the following items are complete before submitting for central campus review. For detailed information on academic recruitment policies, refer to the Senate Search Guide
Details
General Information
1. The recruitment name is in the correct format: “Job Title – Search area if applicable – Department/school/college”
Example: “Assistant Professor – Biochemistry – Molecular & Cell Biology”
Dates
2. The initial review date and the final date are the same, and at least 30 days from the open date (unless a special request has been approved by OFEW).
Position
Salary Range
3. The following paragraph is included in the salary range field and the upper bound is $22K higher than the corresponding salary range in the 2024-25 salary scales:
The current salary range for this position is $[Insert]–$[Insert] (9-month academic year salary), however, off-scale salary and other components of pay, which would yield compensation that is higher than this range, are offered to meet competitive conditions.
Description
Position description
Note: Carefully review the description text; changes cannot be made after the recruitment is published.
4. The position description includes the following information:
a. a description of the search area
b. language that highlights the department/unit’s stated mission and commitments to a thriving department/unit
c. additional information about the department/unit, for example, that describes the strengths of the department and the variety of opportunities for faculty
d. family responsive language and a link to the new faculty page, for example:
"The department is committed to addressing the family needs of faculty, including dual career couples and single parents. We are also interested in candidates who have had non-traditional career paths or who have taken time off for family reasons, or who have achieved excellence in careers outside academia. For information about potential relocation to Berkeley, or career needs of accompanying partners and spouses, please visit: http://ofew.berkeley.edu/new-faculty"
e. the exact text below about the Authorization to Release Information process:
The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, discrimination, exploitation, or intimidation. Consistent with this commitment, UC Berkeley requires all applicants for Senate faculty positions to complete, sign, and upload an Authorization of Information Release form into AP Recruit as part of their application. If an applicant does not include the signed authorization, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, applicants will only be subject to reference checks if and when they are selected as the candidate to whom the hiring unit would like to extend a formal offer. More information is available on [this website](https://ofew.berkeley.edu/attestation-prior-misconduct).
5. The position description does not include any information that has a designated field in AP Recruit (e.g., qualifications, requirements, apply link, help contact email address, deadline date, etc.).
Requirements
6. A required document is added with the following information. Copy and paste the exact text below into the following fields.
Name:
Authorization to Release Information Form
Description:
A reference check will be completed only if you are selected as the candidate to whom the hiring unit would like to extend a formal offer. Download, complete, sign, and upload the [Authorization to Release Information form](https://ofew.berkeley.edu/sites/default/files/auth_release_info.pdf).
Qualifications
Basic & Additional qualifications
7. The qualifications are objective.
8. If a specific degree is a requirement, the qualification language includes “or equivalent international degree” (e.g., “PhD or equivalent international degree”).
9. Fields/disciplines are not included. This applies to degrees (Master of Science degree), programs (PhD in History), and work experience (research experience in a biology lab).
10. Assistant Professor searches in a field where postdoctoral experience is not a standard prerequisite may not state a date by which the PhD must be held (e.g., PhD or equivalent international degree must be held by start date; PhD or equivalent international degree must be obtained within one year of start date). For these positions we strongly recommend using the following language for the basic qualifications: "PhD (or equivalent international degree), or enrolled in PhD or equivalent international degree-granting program at the time of application."
Demographics
Equity advisors
11. The current Equity Advisor is listed.
Equity advisor role
12. The role the department Equity Advisor will play in the search is described. If the department Equity Advisor does not serve on the search committee, a member should be appointed as the equity liaison.
Advertisements
Planned search & recruitment efforts
13. All outreach that will be conducted for the recruitment to achieve a broad and inclusive pool, including personal outreach, is described.
Applicant search sources
14. All locations where the committee intends to publish, post, or distribute the advertisement for this recruitment are added.
Selection process
Please direct the search committee to use the information in the ‘Selection Criteria and Planned Evaluation Process’ section of the search guide.
Selection criteria
15. Detailed evaluation and selection criteria that can be consistently applied to all candidates is described.
Selection plan
16. A detailed description of the selection and evaluation plan that will be used to evaluate applicants and select the proposed candidate, including a description of the search committee’s plan for each of the following:
a. Initial review of candidates - for example, the first review, or series of reviews, to select the long list - including detailed description of scoring/evaluation processes, use of rubrics, etc.
b. Long list to select the medium list of candidates for “soft interviews” (if applicable), including soft interview questions, if conducting
c. Long or medium list to select the short list, including seeking input from department faculty, if applicable
d. Campus visits, including presentations/job talks, interviews, meetings to be held, role of equity advisor, etc.
e. Seeking feedback and input from department community following campus visits (e.g., faculty, graduate students, postdocs, staff)
f. Role of graduate students, for example, as members of the search committee, in getting feedback on short list candidates, etc.
g. Conflicts of interest - when and how they will be assessed and addressed in the search process (please consult the ‘Conflicts of Interest’ section of the search guide)
h. Selecting the finalist - committee deliberations, search outcomes, voting procedures
17. Upload all rating rubrics/scales/sheets based on the detailed selection plan.
Committee
Additional access
18. No one is assigned the “Faculty Editor” nor "Add'l (Staff) Editor" roles (unless a special request has been approved by OFEW).