College of Social Work Faculty Hiring Protocol Introduction Successful faculty hiring is a critical element of meeting the missions of the University of Kentucky and the College of Social Work. The ultimate success of our search processes and the integrity of the college and university depend on the search being conducted in a consistent, impartial, ethical, and professional manner. Therefore, the college has established the following protocol which is utilized to implement campus visits for all faculty positions during Fiscal Year 2027. Campus Visits General Information During FY27, campus visits will occur as follows: •
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All Regular Title Series faculty candidates will participate in a hybrid visit model, with the visit cadence as follows: o Day 1 – Virtual o Day 2 (occurring one week after Day 1) – In Person Clinical and Lecturer Title Series faculty candidates will continue to participate in a oneday virtual visit model.
Visit schedules will be uniform, with the same meeting occurring at the same time during each visit whenever possible, in hopes that this will make scheduling more straightforward and participation more consistent / easier to plan in advance. This scheduling approach will require cooperation and flexibility from all to accommodate assigned meeting times. This includes an expectation to reschedule conflicting meetings, and only decline if there is an unexpected / unavoidable conflict (e.g., illness, medical procedure, conference travel). These instances should be minimal. For meetings that are scheduled to occur in person, there will not be the same flexibility to accommodate Zoom link requests as there has been in the past. Therefore, the expectation is that work locations are planned accordingly for those dates. College Participation Those in the college who participate in the search process in any capacity (e.g., individual or group meeting, attend open presentation, review CV) are expected to abide by the following parameters, which are applicable during as well as after any search processes.
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Confidentiality of Candidate Identity and Information • • •
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Any breach in confidentiality could result in considerable damage to the reputations and/or livelihoods of the candidates, the college, and the university. Therefore, information about candidates who have applied for the position should not be disclosed. Search and Screen Committee members should not be asked to share information about the candidate pool, specific candidates, etc. as they have signed a Confidentiality Pledge. Expectations for contact with candidates is below: o CoSW faculty members should not initiate contact with candidates outside of established meeting and presentation times. o If a candidate initiates contact with a CoSW faculty member, it is appropriate to be responsive and to engage only in job-related communication. CoSW faculty members should not conduct informal referencing. If contact is received from someone who wishes to discuss any confidential aspect of the search or if CoSW faculty member has a question or concern regarding a candidate, they should be referred to the CoSW Office of Faculty Advancement.
Guidelines for Meetings and Open Presentations • •
Per Governing Regulation I, the university provides equal opportunities for qualified persons in all aspects of institutional operations. These sessions are important for determining information about candidates, but also for the candidates to determine information about us. The goal is for all candidates to have an experience such that they leave feeling like CoSW is a great place to work. Therefore, in all interactions, it is important to prioritize a consistent and high-quality experience, including: o Accommodating assigned meeting times unless there is an unavoidable conflict and submitting calendar invitation responses according to your participation plans, including notifying organizers of any changes in participation plans. These efforts will allow appropriate planning and expectation-setting with candidates. o Maintaining consistent participation levels across all candidates during the search (e.g., attending presentations for all candidates). o Ensuring welcoming and attentive behavior during meetings and presentations, as we ask that faculty candidates be given your full attention. ▪ Participating appropriately based on your modality. • For in-person visits, in person participation is required. • For virtual visits, please turn on the camera and remain muted unless participating in active discussion or Q&A. ▪ Avoid engaging in side conversations. ▪ Avoid having computers out / open. ▪ Avoid typing / working during sessions. ▪ Arrive on time and stay for the duration. • If leaving early is unavoidable, we have heard from candidates that they appreciate the courtesy of an individual arriving a few minutes early to let them know ahead of time of their need to leave early. • When leaving, do so quietly with minimal disruption to the candidate / group.
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Ensuring that questions are asked appropriately and with courtesy, including tone and language appropriate for academic debate and discussion. ▪ For example, if the question is about publications with a mentor, it could be phrased as, “How do you see yourself demonstrating independence as a scholar?” ▪ Engage candidates in conversations, which could include the following topics: • About their professional background / experience in the areas of research, teaching, and/or service, as appropriate based on the position type • About the college (e.g., CoSW programs, Centers and Labs, professional development opportunities) • About the university / Lexington (e.g., things to do, places of interest) ▪ All interview questions and discussion topics should be job-related and focus on education, overall work experience, job-related criteria, professional qualifications, and the candidate’s interests and motivations. No questions should be posed that could be perceived as discriminatory or exclusive by any candidate. Under federal and state law, it is illegal to ask candidates questions related to the following topics (although they may voluntarily share such information): • Age • Year of graduation from high school or college • Country of origin • Languages spoken (unless directly related to the requirements of the position) • Years of residency in Kentucky or the United States • Disabilities and/or health • Marriage, sexual orientation, family and/or children • Political affiliations, elections, elected and appointed public officials • Race • Religion • Ethnicity • Unions and unionization • Physical characteristics • Military service
Feedback Survey •
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All who interact with candidates during the search process (e.g., individual or group meeting, attend open presentation, and / or review CV) are requested to provide feedback regarding each candidate, as this is important input for the Search and Screen Committee and college leadership. Feedback provided should be worded professionally and should be without bias toward individuals based on protected class and non-job related criteria. No comments that are personal in nature or that could be perceived as discriminatory should be part of the selection process, including but not limited to the following: o Age o Year of graduation from high school or college Page 3 of 4
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o Country of origin o Languages spoken (unless directly related to the requirements of the position) o Years of residency in Kentucky or the United States o Disabilities and/or health o Marriage, sexual orientation, family and/or children o Political affiliations, elections, elected and appointed public officials o Race o Religion o Ethnicity o Unions and unionization o Physical characteristics o Military service o Current location o Alma mater o Social media (LinkedIn is OK) o Personality The University of Kentucky is subject to open records requirements. Therefore, any written communication, including feedback provided, could be subject to those requirements.
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