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3.2.9 The Institution defines and publishes policies regarding appointment and employment of faculty and staff.

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:

• The Hiring Authority/Search Committee (HASC) convenes a committee of campus and external stakeholders.
• The HASC generates a Personnel Requisition and Position Description Questionnaire (PDQ) based on analysis of the position.
• The Office of Human Resources (HR) develops the Job Vacancy Notice (JVN) based on the approved Personnel Requisition and PDQ submitted. The PDQ details the education and experience requirements and specific duties of the position. HR studies and validates the PDQ's for accuracy and consistency and ensures that they are reviewed each time a position becomes vacant.
• HR provides the hiring authority or search committee a step-by-step outline of the advertising and hiring procedures for non-faculty vacancies.
• HR posts the JVN on campus; in the local newspaper; online at the University employment web page; online at HigherEdJobs.Com; with the Texas Higher Education Coordinating Board; with the Texas Workforce Commission; and at various minority institutions.
• HR reviews and approves advertisements that the hiring authority or search committee wishes to place in non-local newspapers, professional journals/publications, with employment agencies, and on pertinent Internet sites.
• HR screens applications on the basis of requirements outlined in the PDQ and sends qualified applications to the hiring authority or search committee.
• HR collects EEOC data as applications are received.
• HR maintains applicant information on an automated applicant tracking system.
• HR assists and guides the HASC throughout the selection process.
• HASC reviews applications provided by HR.
• HASC selects applicants to be interviewed based on hiring criteria.
• HASC conducts interviews and campus site visits.
• HASC makes selection and notifies HR to close the JVN.
• HASC submits a recommendation to the appropriate authority for a hiring decision.
• HASC notifies HR of selection.
• HR notifies the selected applicant, as well as the non-selected applicants.

SOURCE	LOCATION/Special Instructions
The Texas A&M University System Policy 01.03: Appointing Power and Terms and Conditions of Employment	http://sago.tamu.edu/policy/01-03.htm Backup Link: http://www.tamiu.edu/archives/01-03.htm
Faculty Handbook, Section 2.12 Search, Appointment, and Orientation of New Faculty	http://www.tamiu.edu/handbook.pdf  Scroll to page 31.
Advertising and Hiring Procedures for Faculty Vacancies	http://www.tamiu.edu/adminis/ohr/ahpfac.pdf
The Texas A&M University System Regulation 33.99.01: Employment Practices	http://sago.tamu.edu/policy/33-99-01.htm Backup Policy: http://www.tamiu.edu/archives/sago-policy-33-99-01.htm
University Rule 33.99.01.L1 – Hiring Rules for Non-Faculty Positions	http://www.tamiu.edu/adminis/ohr/hiringrulesnonfac.shtml
Advertising and Hiring Procedures for Non-Faculty Vacancies	http://www.tamiu.edu/adminis/ohr/ahpnon-fac.pdf
Advertising/Hiring Process Resources	http://www.tamiu.edu/adminis/ohr/emplopp.shtml#AHPR

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