- Identify students to interview for evaluation of non-tenured colleagues, as appropriate
- Begin Bolin application review
Solicit names of students to be interviewed who are currently in the classes of non-tenured faculty members. See Faculty Handbook, Section II-M for details of the student interview process. Typically, half of the students interviewed come from those recommended by the non-tenured faculty member; the other half may be chosen by the department, at the discretion of the chair. Some departments opt to have these students randomly selected by the Registrar’s Office.
Remind new and visiting faculty that they are required to use course evaluations at the end of the term. Advise them as to how the evaluation forms are to be administered.
In late November, you will be notified about Bolin Fellowship applications from the dean of the faculty office. The Gaius Charles Bolin Fellowship was established in 1985 to underline the importance of encouraging able minority students to pursue careers in college teaching, and now members of all underrepresented groups are encouraged to apply. Applications are submitted and reviewed online by each department or program, with evaluation methods at the discretion of individual units. Chairs should submit a shortlist of top candidates (if any, and no more than 3) to the associate dean of faculty in early December. By mid-December, the Bolin Fellow selection committee will review the nominations from all departments and programs and approve candidates for Skype interviews. Units will conduct Skype interviews in December and early January. Names of candidates who have the enthusiasm of the unit should be forwarded to the associate dean of faculty by mid-January. We aim to appoint two Bolin Fellows each year, for two year stints.
On the Institutional Diversity & Equity website, please see Questions Not to Ask: Avoiding Bias and Discrimination. It outlines acceptable and unacceptable questions during the interview process, as established by the Massachusetts Commission Against Discrimination.
To safeguard against fraud or identity theft, as unlikely as it may be in faculty hiring, the College makes employment ultimately contingent upon a successful background check. This mandate certainly does not require that recruitment, interviews, and offers be played out in an atmosphere of suspicion and mistrust. To the contrary, we will continue to assume that applications are submitted in good faith and that they are entirely accurate and truthful in their representation of a candidate’s credentials. We must nevertheless ask all individuals to whom we are offering a position that they provide us with transcripts or other certifiable evidence of their academic degrees.
Refer to the Hiring Guidelines for guidelines on recruiting, conducting interviews, writing offer letters, and other faculty search procedures.
In the event your unit is considering major curricular changes, especially those tied to the next academic year, this is the time to reach out to the chair of the Committee on Educational Affairs (CEA) to begin planning your submission timeline.