ADVANCE publishes UNM Faculty Search Resources

The OAP has hiring guidelines and procedures summarizing the current faculty search process. Note that templates for Letters of Offer are available, with additional optional language at the bottom of the page.

Leadership Roles in the Search Process

Who makes which decisions? This diagram outlines the roles of the hiring official, the hiring officer, search committee chair, and search coordinator.

Search Committee Guidance

This guidance is an an overview of the role of the search committee, reminders about conflict-of-interest, and tips for constructive discussions of applicants.

New Required Preferred Qualification

All searches must include the preferred qualification: “A demonstrated commitment to cultivate an understanding of the rich and varied cultures of New Mexico and the success of the university’s mission to serve local and global communities.”

Committees should discuss the evaluation of this rubric while deciding what application materials will be requested. Applicants should not be asked to provide a separate statement to address this qualification. Options will be discussed during faculty search workshops.

Best Practices for Evaluating Candidates Across Preferred Qualifications

These are the guidelines for keeping the applicant evaluation focused on preferred qualifications and supporting holistic discussion of applicants’ qualifications.

Document Retention and Hiring Justification information

Learn about how long you should keep documents related to your search and the information your committee needs to submit to OAP including the hiring justification memo by accessing this graphic.

Search Committee Charge 

The hiring officer should outline the expectations of the search committee. This template can be modified based on departmental processes and the number of applicants that can be brought to campus as finalists.

Position Analysis Memo (PAM)

Download and modify this template to fit your search parameters. Faculty applicant pools across campus vary dramatically in size, so different processes are needed to evaluate applications. The search committee should be involved in developing minimum and preferred qualifications and discussing how they will be evaluated.

Confidentiality of Applicants

Candidates for faculty positions are confidential, and to be discussed only within the search committee until the semi-finalist or finalist stage, depending on departmental process. The confidentiality applies to internal and external applicants. Department chairs and search committee chairs can use this agreement to remind committee members of this obligation.

Sample Evaluation Rubric and Composite Matrix

The search committee should develop a rubric for the evaluation of minimum and preferred qualifications. The rubrics for evaluation of preferred qualifications should acknowledge that candidates can demonstrate qualifications in a variety of ways. Access our sample rubric.

Applicant evaluations by individual search committee members should be kept in the department, as part of the search records, for 5 years. A composite matrix is submitted with the hiring justification to the School/College leadership but is not submitted to OAP. Access our sample composite matrix. 

Finalist Candidate Evaluation Tool

Depending on department process, the search committee or department chair should collect feedback shortly after each candidate visits. This form is one option, which also provides information on what information and experience the evaluator is using in their assessment.