The search procedure for full- and part-time faculty positions can be found in Appendix 1.13.
Employment Procedures
Determining Needs: The Academic Dean/Dean of the Faculty determines overall faculty needs in consultation with appropriate faculty and administrative individuals. Faculty needs are brought to the attention of the Budget and Planning Committee to determine availability of budget with the final budgetary decision resting with the President.
In supporting its mission, it is the intention of the College to achieve as much ethnic and gender diversity among the faculty as possible. It is the responsibility of the Area Coordinator in consultation with the Academic Dean/Dean of the Faculty and the appropriate Area Coordinators to determine staff needs in the area, the existence of vacancies, level of appointment and specific qualifications sought.
Publication of Vacancy: Once the President approves a new or replacement position, the Human Resources Office, after consultation with the Area Coordinator and the Academic Dean/Dean of the Faculty, will advertise the position. The College shall also advertise the position by contacting graduate departments in a number of universities and make other appropriate contacts, including an effort to obtain female and minority candidates.
Notices should make it clear that Wilmington College is an equal opportunity employer, and care should be taken that information as to the existence of the vacancy is available to both men and women and to possible minority candidates.
Decision to Appoint: The search committee gathers input from all individuals and groups who met with the candidate. It contacts references of all finalists and compares candidates. This process requires discussion among the Area Coordinator, the Academic Dean/Dean of the Faculty and the President. As soon as feasible after the visit, the chair of the search committee should put his/her recommendation in writing to the Academic Dean/Dean of the Faculty, who sends it with his/her own recommendation to the President. The President makes the final appointment, usually in consultation with the Academic Dean/Dean of the Faculty. Following the decision to appoint, the Academic Dean/Dean of the Faculty, or at the Academic Dean/Dean of the Faculty's discretion, another person contacts the candidate by telephone to discuss details of the appointment, including salary, rank, moving expenses, credit for prior teaching experience and any other contractual matters. If mutual agreement is reached on these matters, and it is determined that the candidate wishes to accept the appointment offered (up to seven days may be given for the candidate to make a final decision), the Academic Dean/Dean of the Faculty prepares the letter of appointment.
Letters of Appointment and Contracts: The letter of appointment should state explicitly the terms agreed upon so that there will be no misunderstanding regarding the appointment. While the Academic Dean/Dean of the Faculty usually prepares the letter of appointment, the President may also wish to review or write the letter of appointment. Letters of appointment may supersede normal provisions of the Faculty Handbook and must be delivered to the candidate before the contract is signed. The completed contract must be signed by the President in order to be valid.
Follow-Up: Once the position has been filled or when certain candidates have been eliminated, the Human Resources Office notifies unsuccessful candidates, usually by letter, that they are no longer being considered. Special attention should be given to unsuccessful candidates who have been invited to campus and to the prompt payment of their travel expenses.
On the first day of employment, new faculty members should report to the Human Resources Office for benefit orientation and sign-up.
It is the responsibility of the Academic Dean/Dean of the Faculty, working with the Area Coordinators, to make certain that the new faculty member receives all necessary information, including Faculty Handbook, Catalog, reporting dates, information on book orders and information on business forms and procedures. It is the responsibility of the Academic Dean/Dean of the Faculty to begin a file on the new member, including correspondence, credentials and, as soon as possible, an up-to-date personnel form.
Orientation: The orientation of new faculty members is the joint responsibility of the Academic Dean/Dean of the Faculty and the Area Coordinators.
Equal Opportunity: Wilmington College does not discriminate based on age, race, color, religion, national or ethnic origin, gender, sexual orientation, or disability in the administration of education policies, employment, or any other College program or activity. Employment decisions will be based on furthering the principles of equal employment opportunity, and all decisions concerning hiring, promotion, transfer, administration, employee benefits and all other programs will be made on a non-discriminatory basis.
Special Appointment Provisions. In the case of certain positions in the Religion & Philosophy program and for the position of Campus Minister, it is the practice of the College to grant preference to individuals who are members of the Religious Society of Friends.