Policy 4-5-1-2: Hiring Academic and Administrative Faculty

Policy: Policy 4-5-1-2: Hiring Academic and Administrative Faculty Date Adopted: Nov 26, 1998  
Department: Human Resources Date(s) Reviewed and/or Revised:

 February 6, 2026; May 5, 2023; February 15, 2023; October 6, 2015; June 20, 2013; September 2, 2008; September 18, 2007; May 8, 2007; December 20, 2005; May 11, 2004; November 19, 2002; January 29, 2002; January 25, 2000
Contact: Human Resources
Statement: This policy sets forth the method by which academic and administrative faculty (.50 FTE and above) at Western Nevada College are selected for employment. All searches will be conducted in accordance with the NSHE Board of Regents Handbook provisions, WNC Bylaws, Equal Opportunity, and Affirmative Action.

Section 1: Notification

  1. The hiring department submits a request to initiate the search.
  2. The president will offer the opportunity to nominate members to the search committee (herein referred to as the committee) from the Academic and Administrative faculty senates, and the Classified council. The composition of the committee should include no less than five members with the majority representing the area where the position reports including the position's supervisor, if possible, but with at least one other WNC faculty and staff member. The committee may include community members and other NSHE staff.
  3. The president appoints all committee members and designates a temporary chair to call the first meeting. The chair should be the appropriate supervisor in the area of the vacancy, such as the position's immediate supervisor, director, or manager, if possible. The president notifies the committee members in writing of their appointment and copies the Human Resources (HR) office.

Section 2: Recruitment and Screening

  1. The hiring manager is responsible for submitting the final position description to HR. HR is responsible for drafting the recruitment for appropriate reviews and approvals. 
  2. All recruitments will be open for a minimum of 15 calendar days. The position announcement will state the date the recruitment will close or that the recruitment will be open until the position is filled.
  3. It is the responsibility of the temporary chair to call the first meeting of the committee. During the first committee meeting, the committee will elect a chair to serve for the duration of the search.
  4. The committee is responsible for reviewing the position requirements, developing interview and reference check questions for HR approval, and establishing an estimated time-frame for committee meetings, applicant reviews including evaluations of minimum qualifications, and interviews.
  5. The chair is responsible for ensuring each search committee member completes a confidentiality/nondisclosure form and training assigned by the HR office. Committee members will not be granted access to review applications until confidentiality/nondisclosure forms are signed.
  6.  The committee is responsible for selecting candidates for first-round interviews.
  7. After first-round interviews, the committee may choose to complete reference checks, specified in section J, prior to conducting second-round interviews. 
  8. The search committee or hiring department is responsible for arranging to bring the final candidates to campus for second-round interviews. For tenure track or director-level positions and above, this will include a time for the president or designee to meet with the candidates.
  9. Travel reimbursements will conform to Recruitment and Interview Expense Policy. 
  10. Once interviews are complete, the committee is responsible for conducting reference checks on the top candidate, or the top two candidates in the case of a tie, unless reference checks were completed before second-round interviews
    1. The committee must attempt to contact at least three references.
    2. If the committee is unable to reach at least three references, the committee must document their attempts to reach references.

Section 3: Selection

  1. When second-round interviews are complete, the committee is responsible for making a recommendation to the president and the hiring manager including a ranking of the final candidates; their qualifications, strengths, weaknesses; and, if applicable, a note of any finalists that the committee does not for the appointment.
  2. The hiring manager is responsible for contacting the selected candidate and offering the position.
  3. Once the offer has been accepted, the committee is responsible for notifying the candidates who were interviewed but not selected. The HR office is responsible for updating the job posting status which will generate an automated email informing all applicants that the position has been filled.

Section 4: Irregularities

  1. The Equal Opportunities Officer and the committee chair shall report any problems during the search and selection process to the college president.

Section 5: Exceptions

  1. If at any time during the search process, there is a consensus; either by the committee and/or vice president/president that the applicant pool is insufficient, a decision will be made on how to proceed with the search. The administration agrees to support this decision as long as the reasons are not discriminatory.
  2. It is understood that the terms of this policy can be changed or altered only with the written approval of the college president.
  3. In accordance with Board of Regents Handbook, Title 4, Chapter 8, Section 8.2, the institutional president or chancellor may waive the search requirement where he or she determines the waiver to be in the best interests of the institution or System unit.