Section III: COC Comprehensive Standards
3.2.9 The Institution defines and publishes policies regarding appointment and employment of faculty and staff.
JUDGMENT OF COMPLIANCE
NARRATIVE/JUSTIFICATION FOR JUDGMENT OF COMPLIANCE
The University defines and publishes policies regarding appointment and employment of faculty and staff. With regard to the appointment and employment of faculty, the University follows The Texas A&M University System Policy 01.03 – Appointing Power and Terms and Conditions of Employment and Texas A&M International University Faculty Handbook, Section 2.12 – Search, Appointment, and Orientation of New Faculty. Faculty searches are conducted by way of a search committee assigned by the hiring department or college. The search committee, under the direction of a search committee chair, is allowed flexibility to develop and utilize its own screening and ranking system to select applicants for interview and, ultimately, recommend a selection. In all cases, employment decisions are based on non-discriminatory, job-related factors such as education, experience, skills, abilities, license/certification, and reference checks. Throughout the hiring process, the Office of Human Resources remains in contact with the search committee to extend guidance and assistance in the process. As an added employment guide, hiring authorities are referred to the Advertising and Hiring Procedures for Faculty Vacancies.
With regard to the appointment and employment of staff, the University follows The Texas A&M University System Regulation 33.99.01: Employment Practices and University Rule 33.99.01.L1 – Hiring Rules for Non-Faculty Positions. The Office of Human Resources conducts the initial screening of applications to determine if the applicants possess the minimum qualifications advertised. Applications of those meeting the minimum qualifications advertised are forwarded to the department hiring authority. The department hiring authority conducts the intermediate screening of applications to evaluate which applicants possess the education, experience, skills, abilities, and/or license/certification stipulated on the advertisement as relevant to the position. The department hiring authority interviews those deemed to be most highly qualified. For each applicant interviewed, the department hiring authority completes and signs a Referral for Interview form which serves to indicate the final selection and rationale. Prior to extending the job offer, the Office of Human Resources reviews this documentation to ensure job-related factors were considered in the final selection criteria. As an added employment guide, hiring authorities are referred to the Advertising and Hiring Procedures for Non-Faculty Vacancies.
The Office of Human Resources provides hiring authorities and search committees with materials containing guidelines for conducting interviews and conducting reference checks which they follow to ensure quality hires. The materials are online at Advertising/Hiring Process Resources.
In conducting a search, the following procedures are utilized: