Advertising Faculty Positions
NEW!! All faculty and staff hires are contingent upon a background check. (effective November 1, 2007)
- The department completes the Applicant Clearinghouse Position Vacancy Announcement Form (PVA) (Appendix I) to have the position advertised in the Applicant Clearinghouse. The PVA # can be obtained from the College HR Officer.
- Forward the PVA form to the HR Officer along with: a) a copy of the job advertisement and b) a completed Appendix B (optional). NOTE: Submitting the Appendix B is not required at this stage but is recommended as it enables the department to identify whether the position is underutilized so efforts to advertise to underutilized groups can me made early in the recruitment process.
- The HR Officer forwards the documents to ODDEP to advertise the position within the University System of Georgia. Please track your PVA # and associated Log #.
- The department must send all applicants the link to the Confidential Applicant Flow Information Form (CAFIF). The CAFIF can now be completed online. All applicants should be directed to the following link to complete the CAFIF. The purpose of this form is to allow applicants to self-identify by race/ethnicity and gender per OFCCP regulations.
Important Information Regarding Advertising:
- Advertisements are the responsibility of the department conducting the search.
- There must be at least one advertisement in a print publication. Print ads should run for a minimum of 5 days.
- All faculty positions must be advertised in the Applicant Clearinghouse.
- Visiting faculty positions must follow the same recruitment procedure as regular faculty positions.
All faculty openings are anticipated hires and should include language accordingly. Example: "The Department of Biology invites applicants for two anticipated non-tenure track Lecturer positions in Introductory Biology."
All ads must specify:
- that the position is an anticipated hire
- Rank
- Minimum qualifications
- Responsibilities
- The semester of hire
- Instructions for submitting application data
- The EEO-AA statement: “Georgia State University is an AA/EEO employer.”
- Background contingency statement: "An offer of employment will be conditional on background verification."
It is strongly recommended that a GSU logo be used when printing a box advertisement. Re-advertisement is required if the search process is changed. Rigorous recruitment procedures are expected for each search to ensure the most diverse pool.
Recruitment Plan:
The Chair/Director should design a recruitment plan and select appropriate advertisement sources for the position.
After reviewing the position for underutilization of minorities and women, the Chair should incorporate a recruitment plan to specifically target underutilized groups. To determine if a position is underutilized for minorities and/or women, determine the Job Code for your department and review the AAP Utilization Analysis Report and AAP Goals Report.
Retention of Application Materials:
All materials received related to the search must be retained for at least 3 years after the search has ended.
Faculty applications are processed only through the college/department and not through Human Resources. Application materials will be received by the appropriate recruiting unit search committee or the department coordinator.
It is recommended that an itemized list of the materials received from each candidate be kept. Each candidate is required to submit a letter of application and vita. Other information may be requested at the discretion of the college/department.