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GuidetoFacultySearchesandHiring

August21,2019

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TABLEOFCONTENTS

Introduction:WeareBetterTogether 3

BeforetheSearchBegins:TheSearchProcessintheCollegeofCommunication 4

FormingtheSearchCommittee 4

DutiesofSearchCommitteeMembers 5

DescribingthePosition 6

PostingtheJobAdvertisement 7

Dual-CareerConsiderations 7

ActiveRecruiting 7

EvaluatingApplicants 8

NarrowingtheApplicantPool 8

OnCampusVisitsandInterviews 9

CampusSelectionandJobOffer 11

AftertheSearch 11

SearchEvaluation 11

Appendix:SearchDocuments 12

SampleJobAdvertisement 12

SampleApplicantEvaluationTool 14

GuidelinesforAssessingCandidate’sAbilitytoWorkinaDiverseEnvironment 15

WorkCited/UsedtoInformthisGuide 15

NoticeofNondiscriminationandContactInformationforTitleIX,TitleVIIandADAAACoordinators 16

3WeAreBETTERTOGETHER

TexasChristianUniversity(TCU)aimstoimproveinallitdoes.ChancellorVictorJ.BoschiniJrrecentlyexpressedthiscommitmentinhisresponsetotherecognitionthatTCUisagreatcollegeforwhichtowork.Havingadiversefacultyrichwithvariationsinracial/ethnicandgenderrepresentation,amongotherthings,canencouragebetterco-workerrelationships,productivityandequitableperceptionsofunder-representedgroups.Forexample,theseclaimsaresupportedbyrecentresearchfromClaypool&Mershon(2016)forpoliticalscience.TCU’sdefinitionofdiversityanditscommitmenttodiversity,equity,andinclusionaredescribedonitswebsite(https://inclusion.tcu.edu/about/).

TCUfacultymemberscontributetotheeffortstobemoreinclusivethroughteaching,researchandservice.FacultyarealsoimportantforcultivatinganenvironmentthatsupportsthegoalsandmissionofTCUthroughfacultysearchesandhiring.Since1987,TCUhasencouragedfacultytoengageinextraordinaryeffortstorecruitadiversefaculty.Thepolicy,whichremainsineffect,canbefoundintheAcademicAffairsAdministrativeHandbooklocatedonthewebsiteoftheOfficeoftheProvost(https://provost.tcu.edu/faculty-resources/handbooks-manuals/academic-affairs-administrative-handbook/).Itaffirmstheviewthat“thefacultyofamajor,comprehensiveuniversityshouldreflectacompositionsimilartothatofthelargersocietyinwhichitexistsandproviderolemodelsforstudentsinunder-representedgroups.”

Becomingbettertogethertakestime,andprogresscanbeslow.

AccordingtotheTCU2018FactBook,75%offull-timefacultyintheBobSchiefferCollegeofCommunicationarewhite.In2011,95%offull-timeCollegefacultywerewhite,sothesenumbersindicateourCollegeismovingintherightdirectiontodiversifyourfaculty,althoughimprovementsarestillneeded.Asof2018,57%ofSchiefferfacultyhaveearnedtenureandpromotionfromassistanttoassociateprofessor.Onehundredpercentoffullprofessorsarewhite.Intermsoftheethnicityofassociateprofessors,81%arewhite,10%areblack/ofAfricanoriginand5%areHispanic/Latino.Thecompositionofassistantprofessorsincludes:39%white,31%non-resident,15%black/ofAfricanoriginand15%Asian.Clearly,ourCollegeneedstoincludegreaternumbersofunder-representedracial/ethnicgroupsatboththeassociateandprofessorlevels.OurCollegehasequalrepresentation(50%each)ofmenandwomenfull-timefacultymembers.However,in2018,only18%ofourCollege’sfullprofessorswerewomen.Conversely,52%ofSchiefferassociateprofessorsand69%ofassistantprofessorswerewomenin2018.ThesenumbersindicatetheopportunityforhelpingmorewomenfacultyachievefullprofessorrankinourCollege.Insummary,whileourCollegehasmademodestimprovementstodiversifyitsfacultyinrecentyears,ourCollegemustremaincommittedtofurtherstrengtheningthediversityandinclusionofourfaculty.

TCU’sMISSION:Toeducateindividualstothinkandactasethicalleadersandresponsiblecitizensintheglobalcommunity.

4BeforetheSEARCHBEGINS

TheSearchProcessintheCollegeofCommunication

Schools,colleges,anddepartmentsatTexasChristianUniversityhavediscretioninsearchingandhiring.Nevertheless,allareexpectedtocomplywiththeUniversity’sstandardsasarticulatedbyHumanResources.

AllsearchesandhiringatTexasChristianUniversitymustcomplywithstandardsoftheOfficeofEqualOpportunityandAffirmativeAction(EOAA).TheOfficeofEOAAhasdevelopedpoliciesandprocedurestoensurethatsearchesandhiringatTexasChristianUniversitycomplywithfederalEOAAregulations.InformationonthesepoliciescanbeobtainedfromHumanResources(http://hr.tcu.edu/wp-content/uploads/Policy-1.001-AA_EEO-Updated-4.8.19.pdf)

FormingtheSearchCommittee

Thecompositionofthesearchcommittee,therolesanddutiesofitsmembers,andthedefining,writingandpostingofthefacultyjobopeningareimportantbecauseoftheinfluenceeachstephasontheoutcomeofthesearch.Eachfactorshouldbeaddresseddeliberatelyandearlyinthesearchandhiringprocess.

Forsomedepartments,searchcommitteeformationwilltakeplacepriortodefining/describingtheposition.Forothers,itoccursafterthedepartmentasawholeagreesonthepositiondefinition/description.Howeveritoccurs,buildingdepartmentalconsensusaroundhiringadiversefacultyandtheprocessforsearchingandhiringareimportant.

Considerappointingcommitteememberswithexperiencesindiversity,equity,andinclusion,suchasdiversity,inclusivity,andorintentionaldialoguetraining,membershipondiversityandinclusivitytaskforcesorcommittees,andresearchand/orteachingexperiencesrelatedtodiversityandinclusivity.Memberswhohavedemonstratedsoundjudgmentondepartment-relatedbusinessalsoshouldbeconsidered,alongwiththosewhohaveexpressedandordisplayedawillingnesstoworktoreducehiringbiasesthatcanbeconstruedasdecisionsthatprioritizeonepersonorgroupoveranother,eitherconsciouslyorunconsciously.

DepartmentchairsareencouragedtoensurethatSearchCommitteemembers:

• Participateinbiasawarenessconversationsandortraining.Todothisasadepartmentoncethesearchcommitteehasbeenformedisuseful.

• ConsiderusingHarvard’sProjectImplicitorUCLA’sImplicitBiasVideoSeries.• IncludetheCollegeofCommunicationDiversityAdvocateinthesearchprocessandconsultifneededwiththe

TCUChiefInclusionOfficer,theTitleIXCoordinatorandStaffandHumanResources.

NosearchcanproceeduntiltheDeanhasapprovedthecompositionofthesearchcommittee.

BestPracticesforFormingaSearchCommittee

• Createadiversesearchcommittee,including,wherepossible,women,racialandethnicminorities,andmembersofotherunder-representedgroups.Striveforvariationsintheprofessionalinterestsoffacultyincludingintra-disciplinarydiversitysuchasfields,methodologiesandperspectives.

• InviteafacultycolleagueoutsidethehiringdepartmentbutwithintheCollegetoserve.Allfacultysearchesinourcollegemustincludethisexternalfacultymember.

• Externalmembersandlecturersmayserveasnon-votingparticipants.Encouragethemtoreviewfiles,meetwithcandidates,attendjobtalksandsocialeventswithcandidatesandinvitethemtoparticipateingroup-leveldeliberationsregardinghiring.

• Studentsmaybenon-votingparticipantsinthesearchprocess,eitherthroughhostingorattendingmealswithcandidates,viewingapresentation,orothersuitableactivities.Establishadepartmentpolicyonstudentparticipationpriortothestartofthesearchthatconsidersstudentrank,suchasundergraduateandgraduate.

5DutiesofSearchCommitteeMembers

Membersofthesearchcommitteeservetheinterestsofthedepartmentand,morebroadly,theCollegeandUniversity.Departmentswilldetermineifthesearchcommitteereliesonachairandhowtodefinetheirrole,andiftheprocessinvolvesallmembersofthecommittee.Whichevermethodischosen,searchcommitteemembersgenerallyaretaskedwithevaluatingapplicantfiles,documentingandnarrowingtheapplicantpoolusingastandardizedapplicantevaluationmethodinformedbythejobdescriptionaspublicized.Searchcommitteememberswhoconductinterviewsareobligedtoactasrepresentativesofthedepartment.Asaresult,expectationsregardingbiastrainingandthesearchprocessalsoapply.Thefollowingcanhelpdepartmentmembersprepareasearchcommittee.

SupportDiversity,EquityandInclusion

Committeememberswhosupportdiversity,equity,andinclusion,whodonotreadilyignoreandordismississuesrelatedtothemand/orwhoareateasediscussingtheseissuesaremorelikelytocontributepositivelytoasearchandhiringprocessthatvaluesallthreeandactsonthatvaluation.

PowerDynamicsofCommittees

Theprofessionalrankandpersonalrelationshipsofcommitteememberscanimpacttheeffectivenessofthesearchcommittee.Rulesonequalparticipationandvotingforeligiblevoters(seetheBestPracticesforFormingaSearchCommitteebox)canhelpensureequitableparticipation.Departmentchairsareencouragedtoconsiderrankandtenurestatuswhenformulatingthesearchcommitteetohelpestablishpowerbalancesandimprovepowerdynamics.Committeemembersareexpectedtolisten,actrespectfullyandrefrainfrombehaviorsthatcannegativelyimpactthesearch,suchasbeingdefensiveandreactiveratherthanopenandreflective.

AvoidConflictsofInterest

AlthoughTCU’sConflictofInterestDisclosureGuidelinesandProceduresdonotaddressfacultysearches,theyindicateapreferenceforallfacultiestodesistfrombehaviorsthatmightpresentaconflictofinterestfortheuniversity,realorperceived.TheUniversityofWashingtondefinesasearchcommitteeconflictasexistingwhenamemberofthecommitteeislikelytobenefitmateriallyorinotherwaysincludingprestigeandorstatus.Potentialsforconflictsusingthisperspectiveincludebutarenotlimitedtocandidateswhoareco-authorsorcollaboratorsand/orhaveaclosepersonalrelationshipwithasearchcommitteemember.Departmentsshoulddeviseaplanfordefiningtheirownperspectivesonconflictsandhowtodealwithanybeforethesearchbegins.Optionsincludeexpectationsoffulldisclosurebyfacultymemberswithorwithoutvoluntaryrecusal(fromallorspecifiedaspectsofthesearch).

StudentInvolvement

Considerpathwaysforstudentinvolvementsuchasjobtalkorteachingdemonstrationparticipationwithopportunitiesforstudentfeedback.Forgraduatestudents,determinethelevelanddegreeoftheirinvolvement.Determinestudentinvolvementatthedepartmentlevelpriortothestartofasearch.

AvoidCommonBiasesorErrors:Beattentivetobeststandardpractices.

Departmentsshouldstrivetoensurethateachfull-timepermanentmemberofthefacultyhasaclearpathwayforbeingincludedinthesearch.Departmentchairsshouldremindeachfacultymemberoftheirdutytoreportevidenceofbehaviorsthatmightcorrupttheprocessandoutcomesandthatsuchreporting,whichcanbedoneanonymouslytotheOfficeoftheTitleIXCoordinatorortoHumanResources,isprotectedfromreprisals.

DocumenttheSearchProcess

6Searchcommitteemembersshouldidentifyaminutes-takerearlyinthesearchprocess.Theminutes-takerisencouragedtokeepdetailednotesofallcommitteediscussions,nominations,recruitingefforts,interviews(candidates,references,andothercolleagues)andrationaleforselectingorrefusingcandidates.

EstablishEvaluationCriteria

Searchmembersshoulddecidecriteriabeforeevaluatingapplicantfiles.Doingsocanhelpavoiderrorsandreducebiasessuchasthoserelatedtothefollowing:

• elitism–assumingindividualsfromparticularinstitutions/intellectualtraditionsarebest.• varyingstandards–holdingdifferentcandidatestodifferentstandards.Thismightberelatedtostereotypes,

unjustifiedassumptions/reasonstodisqualifyacandidate,designatingsomecandidatesprematurely,ordifferencesintimespentevaluatingeachfile.

DescribingthePosition

1. OncetheDean/Provostapprovestheposition,specifycriteriathatareconsistentwithDepartment,CollegeandUniversitylevelexpectations.

2. Considerbroadeningthepositiondescriptiontoattractawiderrangeofcandidates.3. Foreachrelevantarea(teaching,researchandservice),considerifthepositiondescriptionislikelytoappealto

individualswithexperiencementoringandcollaboratinginadiverseenvironment.4. Forevidenceofcompetence(inteaching,researchandservice,)considerincludingsomeofthefollowing:

diversitystatements;lettersofreferencesfromstudents;portfolioofsamplesyllabiandsampleassignments;experience/interestinmentoringindividualstudentsanddiversesetsofstudents;developmentofparticularlyeffectivestrategiesfortheeducationaladvancementofstudentsingeneralandforvariousunder-representedgroups;evidenceofachievementandorleadershipinareasrelatedtoone’sdiscipline,college,universityorcommunity,includingthosethatimproveoutcomesforunder-representedgroups.

5. Decideonconfidentialityguidelines.Off-recordreferencechecksofcandidatesarediscouraged.6. Thewordingofajobadvertisementcanbeinvitingoroff-putting.Whilealwaysmakingsurethatthelawis

followed,considerusinglanguagethatcansignalthatTexasChristianUniversityandtheCollegeofCommunicationisaninstitutionwherediversityisvalued.Languagerelatedtoexperiencerequirementsthatprioritizesrankoveryearsofexperiencesmightbehelpfulforthosewhoembarkedonnon-traditionalpathways.(SeethesamplejobadvertisementintheAppendix.)

7. IncludethemandatoryTCUAA/EEOstatementattheendofthead.ThestatementcanbefoundintheSearchProceduresForFull-TimeFacultyPositionsandreadsasfollows:“AsanAA/EEOemployer,TCUrecruits,hires,andpromotesqualifiedpersonsinalljobclassificationswithoutregardtoage,race,color,religion,sex,sexualorientation,gender,genderidentity,genderexpression,nationalorigin,ethnicorigin,disability,geneticinformation,coveredveteranstatusoranyotherbasisprotectedbylaw.”SeetheAppendixforaSampleJobAdvertisement.

8. IncludeastatementonTCUthatemphasizestheinstitution’ssecularnature,commitmenttoacademicfreedom,andlocationinalarge,diversecityandmetroplexandasummary(iflengthy)oftheCollegedepartmentstatementonDiversity,EquityandInclusion.AlwaysfollowtheguidelinesintheTCUFacultyHiringHandbook.ConsultthesaidHandbookregardingthecreationandsubmissionofthelongandshortversionsoftheadtotheDeanforapproval.

BestPracticesforWelcomingUnder-representedApplicants

Signal,usingappropriatelanguage,interestincandidateswhoarelikelytocontributetothedepartment’sdiversitypriorities.Forexample:“TheDepartmentofXXXXisinterestedincandidatesattherankofXXXXwho,throughtheirresearch,teaching,and/orservice,willcontributetothediversityandexcellenceoftheacademiccommunity.”

7InadditiontotheTCUFacultyHiringHandbook,HiringmanagersandsearchcommitteescanalsoconsulttheTCUInstructionsforHiringManagerandSearchCommitteesandtheaforementionedSearchProceduresforFull-TimeFacultyPositions.Full-TimepositionsmustbeadvertisedinonenationalsitesuchastheChronicleofHigherEducation,twominoritysitessuchasAAHHEandDiverseIssuesinHigherEducation,onewomen’ssitesuchasWIHEandtheTCUHumanResourceswebsite.Lecturerpositions(ataminimum)mustbepostedontheTCUwebsite,theAAHHEsiteandDiverseIssuesinHigherEducationsite.Foradditionalsearchoutlets,consulttheFacultySearchAdvertisingWebsitesPageintheTCUSearchProcedures.

BestPracticesforPostingJobAds

Usemultiplevenuesevenindisciplinessuchaseconomicsinwhichthedominanceofonejob-listingsiteseemstodiscountthisstrategy.

DualCareerConsiderations

WeintheCollegeofCommunicationrealizethatdualcareerjobsearchesareontherise.Wealsorecognizethatthesesearchesfrequentlyimpactwomenandpersonsfromotherunder-representedgroupsnegativelycomparedtowhite,heterosexualmales(Wolf-Wendel,Twombly&SuzanneRice,2000;Zhang&Kmec,2018).Ifadualcareerpossibilityemergesinasearchforfull-timefacultythesearchcommitteeshouldconsultwiththeDepartmentchairandDeanoftheCollegeofCommunication.

DuringtheSearchandBefore

CAMPUSVISITSANDINTERVIEWS

ActiveRecruiting

1. Contactleadersofdiscipline-specificaffinitygroupstargetingunder-representedgroupssuchasBlackGraduateStudentAssociation,InstitutionsofHigherLearningthatserveunder-representedgroups,orconsultwithHumanResourcesforhelpidentifyingotherJobAdresources.Discusstheposition,identifyspecifictargetswhomyoucaninvitetoapplyandsendouttheadtotheirmailinglists.Alwaysdocumenttheseefforts,forexample,thelistoforganizationsthatreceivedthejobadvertisementinthisrecruitingstep.

2. Searchcommittee/departmentmembersshouldreachouttopersonalnetworks,formercolleagues,mentors,orstudentstoinvitethemtonominatewell-qualifiedcandidatesandsharethejobadwiththeirnetworks.

3. Identifypre-andpost-doctoralpipelinestargetingunder-representedfacultysuchastheFordFoundationFellowshipProgramandtheUniversityofCalifornia’sPresident’sPostdoctoralFellowshipProgram.

4. RememberthatTCUencouragessubmittinglettersto“minority,women’sandprofessionalorganizationsnotifyingthemoffacultyvacanciesandrequestingnamesofqualifiedapplicants.Facultyinthehiringunitshouldcontactcolleaguesforassistanceinidentifyingwomenandminoritiesandotherunder-representedgroupswhomaybepotentialapplicantsandshoulduseallavailablesourcestoensurethattheunderrepresentedgroupslistedabovearerepresentedintheapplicantpooledapplicants.”TCURecruitmentProcedures,no.5.

BestPracticesforActiveRecruiting

• Advertisebroadlytoreachunder-representedgroupsincludingthoselivingwithdisabilitieswhoareinvitedtomakeaccommodationrequestsknowntothehiringmanager/searchcommitteeinaccordancetoTCUPolicy1.005.

• Reachouttopersonalandprofessionalnetworksaswellasinstitutionswithareputationforservingand/orhavingestablishedrelationshipswithmembersofunder-representedpopulations.

• Beawareofbiases,includingimplicitonesthatcaninfluencebehaviorswithoutdeliberatethought.

8EvaluatingApplicants

1. Departmentsshouldcreateasetofevaluationcriteriaconsistentwiththepositiondescription.Attheirdiscretion,theyshouldjointlydecideiftheywanttoleavethistaskuptothesearchcommittee.Theevaluationcriteriamustbeconsistentwiththepositiondescription.Foreachmajorcategory(research,teachingandservice),includemultipledimensionsincludingthoserelatedtodiversity,equityandinclusion.SomeexamplesforconsiderationadaptedfromHarvardUniversityBestPracticesforConductingFacultySearches,Version1.2include:

• Originalityandcontribution• Fundingrecord• Abilitytoattractandmentorgraduatestudents• Abilitytoteachandsuperviseundergraduates• Abilitytoattract,workwithandteachdiversestudentsandcommitmenttocollaboratingwith

colleagues• Relationshiptodepartmentpriorities• Abilitytomakeapositivecontributiontothedepartment’sclimate• Abilitytobeaconscientiousdepartmentcitizen

2. Decide,beforeevaluatingapplicants,howincompletefileswillbeevaluatedandifatall.3. Trytoevaluateeachcandidateinanopen-mindedandholisticmannertoavoidanchoringandconfirmation

bias.UCLAoffersthefollowingtips:• “Insteadofreviewingeachcandidate’sapplicationinisolationandmakinganimmediatethumbs-upor

thumbs-downdetermination,reviewasetofapplicationsside-by-sideandthendeterminewhoshouldproceedtothenextstageofconsideration.”

• “Insteadofrankingcandidateonasinglescale,summarizeeachcandidate’sstrengths,weaknessesandlikelycontributions.Alternatively,createmultipleliststhatrankcandidatesbasedonthevariousjob-specificcriteria.”

4. Giveyourselfandallcommitteememberssufficienttimetoreadalltheapplications.Revieweachapplicant’sdossierthoroughly.Avoidcreatinglistsofpersonalfavoritesratherthanlistsofqualifiedcandidates.

5. Trytobuildacasetoadvanceeachqualifiedcandidatebeforeidentifyingdeficitsorfaultsintheirapplicationpackage.Alsoaskyourselfwhichfactssupportyourdecisionstoincludeorexcludeacandidateorwhereyoumightbespeculating.

6. Refrainfromcollectinginformationaboutapplicantsfromsocialmediaorotheronlinesites,especiallywhereverification(includingfromapplicant)isnotassured.

BestPracticesforEvaluatingApplicants

NarrowingtheApplicantPoolforPreliminaryInterviews

Priortomeeting,membersofthesearchcommitteeshouldforwardtothechairofthesearchcommitteetheirrankingsofapplicants.Thesearchcommitteeshouldmeettocreateacomprehensiverankingofcandidatesandfromthisranking,createapreliminaryoff-siteinterviewlistusingapredeterminednumberestablishedbythedepartment.Searchcommitteemembersareexpectedtomonitorthecompositionofalllistsfordiversity,ensuringthelistreflectsthecompositionoftheapplicantpoolandavoidsbiasesthathaveunintentionallycreptintothelist.

1. Thesearchcommitteemaycirculateboththecollectiverankingofcandidatesandpreliminaryinterviewlisttoallfaculty(possiblyatadepartmentmeetingorpriorto).Facultyshouldbegivensufficienttimetoreviewthelistandtheapplicantfilesforcarefulconsideration.Allfacultyshouldmonitorthecompositionofalllistsfordiversity.Facultyatadepartmentmeetingshouldfinalizetheinterviewlist.

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2. Beforepreliminaryinterviewsofsomesixtoeightcandidatesareauthorized,thesearchcommitteechairandthedepartmentchairwillmeetwiththeDeantodiscussthefaculty’sproposedcandidatesforthoseinterviews.

3. Thesearchcommitteemembersshoulddevelopinterviewquestionsthatarevettedbythedepartment.Thequestionsshouldreflectcandidate-specificneedsbasedontheapplicationportfolio.Itshouldalsoincludesomestandardquestionsthatwillbeaskedofeachcandidate.Ifthecompositionofthesearchcommitteeandinterviewteamisnotthesame,specialeffortshouldbemadetoincludethelatterinthisprocess.

4. Thesearchcommitteemembersshoulddevelopaninformationpacket,alongandshortversion.ConsiderdistributingtheshortversionwhichmightincludebasicinformationonTCU,thehiringdepartmentandFortWorthincaseswhereinterviewsarein-person.Thelongversionshouldbedistributedtothosecandidateswhoareinvitedforacampusvisit.

5. Interviewteammembersareexpectedtoconductthepreliminaryinterviewsusingthesameprocessforeachcandidate.Typically,preliminaryinterviewsareconductedviaphone,Skype,orZoom.Ininstanceswheretheinterviewteamisthesameasthesearchcommittee,considerincludingthedepartmentchairoranotherfacultymemberwhocanserveasanobserverandperhapsanotetaker.Activenote-takingoftheinterviewsisimportantforinformingdiscussionsandasameansofdocumentingthesearchandshouldbeencouraged.

6. UpdatesearchresultsintheRequisitionSummaryiniGreentree(orrelevantsoftwareatthetime).Enterareasoninthecommentsfieldforrejectingeachpersonwhowasnotselectedasafinalistforacampusinterview.Reasonsshouldbeconciseandverifiable:theyshouldreferencethewrittencriteria,jobadandtheevaluationcriteria.

BestPracticesforConductingPreliminaryInterviews

• Developandincludeinterviewquestionsthatfocusonanapplicant’sportfolioandstandardquestionstobeaskedofeachperson.

• Structureinterviewsthesame.Forexample,ifthequestionswillbeaskedbymajorcategory(teaching,research,andservice),dothesameforeach.Ifcandidate-specificquestions(withinthemajorcategory)aretobefollowedbystandardizedones,includingthoserelatedtodiversity,equityandinclusion,dothesameforeach.

• ReviewtheSampleGuidelinestoInterviewingQuestionsandtheSampleGuidelinestoAssessingCandidate’sAbilitytoWorkinaDiverseEnvironmentintheAppendix.

OnCampusVisitsandInterviews

1. Beforeproposingthreecandidatestoinviteforcampusinterviews,thesearchcommitteechairandthedepartmentchairwillmeetwiththeDeantodisucusstheresultsofthepreliminaryinterviews.

2. BeforeinvitingcandidatestotheTCUcampus,completethestepswhichareoutlinedinthesectionBeforeCandidatesAreInvitedtoCampusforInterviewsintheTCUSearchGuideforFacultyHires.TheseincludethecompletionandapprovaloftheEEO-AffirmativeAction-FormI.Donotethatthedocuments(RequisitionSummaryfromiGreentreeandcopiesofalladstoDean’soffice)mustbecompiledandsubmittedtotheDeanforapproval.(Note:EEO-FormIIorEEO-FormIIIdocumentsarenolongeremployed.)TheDean’sofficewillsubmitthedocumentstotheProvost’soffice.Ifthedocumentsareapproved,theProvostwillissueanapprovalmemofortheEEOI,whichwillbesenttotheDeanandthedepartmentchair.

3. Searchcommitteesshouldgiveeachcandidateaninformationpacketthatshouldcoversuchissuesastenureandpromotioncriteria,teachingandserviceexpectations,University,college,anddepartmentalfactsandfiguresandsoon.Thispacketwillensurethateachcandidateispresentedwiththesamepictureofthejobandinstitutionandthatinterviewersdonotsubconsciouslyintroducebiasesintowhatinformationissharedandwhatisnot.Alsoincludeintheinformationpacketadetailedscheduleforthecampusvisit,includingnamesandaffiliationsofthepeoplewhowillattendeachmeetingorsocialfunction.Thescheduleforeachcandidatemustthesame.Provideguidanceonwhatisexpectedofthecandidateduringthisvisit.Forexample,isthejobtalkexpectedtobearesearchtalkoronethatdisplaysteachingstrengths;willthetalkbeopentostudentsandat

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whatlevelandhowshouldthecandidate,ifatall,adjusttheirpresentationbasedonthecompositionofpeopleattendingthepresentation.Theinformationpacketshouldbevettedbythedepartmentandifthecompositionofthesearchcommitteeandinterviewteamisnotthesame,specialeffortshouldbemadetoincludethelatterinthisprocess.

4. AllwhowillmeetthecandidateareexpectedtocompleteImplicitBiasTraining,suchastheaforementionedProjectImplicitandorImplicitBiasVideoSeriesfromHarvardandUCLArespectively,andreviewtheSampleGuidelinestoInterviewingQuestionsintheAppendix.Inparticular,donotaskaboutprotectedstatuscategoriessuchasrace,religiouscreed,color,nationalorigin,ancestry,physicaldisability,mentaldisability,medicalcondition,maritalstatus,sex,age,orsexualorientation.Youmayrespondtoquestionsrelatedtothesecategories—e.g.,childcareorschools—butyoucannotevaluatecandidatesbasedonthem.Considerationofapossibletrailingspouseorchildrenasafactorinthehiringdecisionissimplyillegal.ToborrowagainfromUCLA’sguide,“Beyondabidingbythelaw,it’simportanttoavoidthesequestionsbecausetheycanunintentionallysignalthat[TCU]isnotwelcomingtoall.”

5. Providefacultyandotherswhoareexpectedtoevaluatethecandidateformallywiththeagreed-uponjob-specificcriteriaandcandidateevaluationform.Semi-structuredinterviewsareimportantformaintainingprofessionaletiquette.

6. Ifthecandidatewillmeetwithstudents,rememberthatimplicitbiasesmightexistinstudentevaluations.7. InadditiontothestandardmeetingswiththeDean,chairandfacultycolleagues,considerschedulingameeting

forallcandidateswithatleastonepersonwhoisindependentofthesearchprocessandcangiveabroadersenseoftheCollegeofCommunication/TCUexperience.ThisindividualcouldbetheCollege’sDiversityAdvocate,thedirectorofComparativeRaceandEthnicStudies,thedirectorofInterculturalandInclusivenessServices,etc.Ifpossible,schedulethesamepersonforeachcandidate,andbeopentohearingfromthepersontheircomparativeimpressionsofthecandidates.Thispersonisnotthesameastheexternalmemberofthesearchcommittee,andsheorhewouldnothaveinfluenceonthehiringprocess.Rather,sheorhewouldbethesamepersonwhocansharewitheachcandidateaboutthestateofdiversity,equity,andinclusionatTCU,inFortWorthandTexas.

8. Offerequalaccommodationstoallcandidates,andofferthesamekindofairporttransportationtoall.9. Whenplanningmealsandothersocialfunctions,askeachcandidateaboutdietaryrestrictionsandrestaurant

preferences.Trytobeasconsistentaspossible,givencandidates’varyingpreferencesandrestrictions.10. If,priortothecampusvisit,acandidateaskstobringaspouseorpartner,requestschildcareassistanceor

family-friendlyscheduling,oraccommodationforadisability,dowhateveryoucantoabidebythoserequests.11. Makesurethateachcandidatereceivesclearinstructionsaboutpost-visitprocedures,timelineforadecision,

etc.Considersharingthisinformationintheformofashortformalexitmeetingwitheitherthedepartmentchairorthesearchcommitteechair.Exitmeetingscanalsohelp,accordingtoUCLA,to“sendafinalmessageaboutthedepartmentbeforethecandidateleavesandtotakethecandidate’stemperatureabouthowsheexperiencedtheday.”

BestPracticesforEffectiveInterviewing

• Developanduseacommonsetofquestionsforeachcandidate.• Askquestionsinthesameorder.• Includequestionsthatdemonstratefamiliaritywiththeapplicant’sportfolioandwork.• Inadditiontotraditionaldomains(teaching,research,andservice-currentandfuture),includequestionsthat

encourageconversationoninterestsinandorexperiencesinworkingwithcolleaguesandstudentsfromdiversebackgrounds.

• Avoidpersonalquestionsastheycanbiastheinterviewer’sopinionofthecandidate.• ReviewtheSampleGuidelinestoInterviewingQuestionsandtheSampleGuidelinestoAssessingCandidate’s

AbilitytoWorkinaDiverseEnvironmentintheAppendix.

11CandidateSelectionandJobOffer

1. Facultymembersshouldrefertothejob-specificcriteriaandwrittennotesandrecommendationsfromthesearchprocessandcampusvisitandinterviewstomakeacaseforandagainsteachandallofthefinalistsusingastandardcandidateapplicationtool.SeetheSampleCandidateEvaluationToolintheAppendix.

2. Afterthedepartmentalvoteanddecisiononthecandidateisfinalized,thedepartmentchairisencouragedtowritedownwhythedecisiontoextendanoffertoone(ormore)candidateswasmadeandwriteaseparatejustificationstatingwhytheothersweredeterminedtobeunabletomeetthejobrequirements.ThisrationalewillbepresentedtotheDeaninameetingwiththedepartmentchairandsearchcommitteechair,andultimatelybeenterediniGreentreeorsimilarsoftware.

3. AfterthedecisionismadeandapprovedbytheDean,thedepartmentchairwillinformthechosencandidate.Informthecandidatethatnegotiationsarenotunexpected.Untilaformalofferismadeandaccepted,allcommunicationwiththecandidatefromthispointonistobelimitedtothedepartmentchair.Thiswilleliminatepossibilitiesoferrorthatcanoccurwhenmultiplepeoplearecommunicating.

4. TheCouncilofCollegesofArtsandSciencesandtheAmericanAssociationofUniversityProfessorswhichendorsestheirEthicsofFacultyRecruitmentandAppointmentindicatethatwrittenoffers,theonlynon-bindingoffer,shouldfollowwithintendaysofaninformal,oralonewithfulldetailsincluding:startingrank;lengthoftheappointment;conditionsofrenewal;salaryandbenefits;dutiesoftheposition;iftenure-track,theamountofcredittowardtenureforpriorservice;institution’s“startup”commitments(forexample,equipmentandlaboratoryspace);datewhentheappointmentbeginsandwhenthecandidateisexpectedtoreport;datebywhichthecandidate’sresponseisexpected,whichshouldnotbelessthantwoweeksfromreceiptoftheoffer;detailsofinstitutionalpoliciesandregulationsthatbearupontheappointment;andinformationonotherrelevantmatters.ExtensionsbeyondthistimeareatthediscretionoftheDeananddepartmentchair.

5. Considerpreparingalistofresourcesoncampus(otherswithsimilarresearch,teaching,andserviceinterestsfromacrosstheuniversity)andoffcampus(schools,daycares,neighborhoods,religiouscommunities)andsharethelistwiththeprospectivehire.

6. Oncetheofferisformallyissuedinwritingandacceptedinwriting,besurethatthenewcolleaguegetstimelyupdatesaboutthepersonsnewofficeandcourses,howtoplacebookorders,etc.,andputthemintouchwithadepartmentadministrativeassistant.Thedepartmentchairshouldensurethatallspecialrequestssuchasdataorcomputingneedsaresubmittedinatimelymannersoastoensureasmoothtransition.

7. Welcomeyournewcolleagueenthusiastically.ProvideyournewcolleaguewithassistanceasneededtoensureasmoothtransitiontoTCU.

AfterTHESEARCH

Revisitthesearchprocessandoutcomesinadepartmentmeetingfollowingtheacceptanceofthejobofferbythecandidate.Considermakingoneperson(potentiallybutnotnecessarilyamemberofthesearchcommitteeorinterviewteam)responsibleformakingareporttoincludelessonslearned.ExtendsuggestionstoDean’sOfficeand/orupdatedepartmentlevelsearchdocumentsregardingsearchandhiring.

Examplesofquestionstoconsiderinclude:

1. Didthecommitteeusetheguideinfacultyrecruiting?2. Wastheapplicantpooldiverse?Couldthediversityoftheapplicantpoolbeareflectionofthejobdescription

andortherecruitingcommitmentandprocess?3. Wasthecandidatelistdiverse?Didthediversityinthecandidatelistreflectthatintheapplicantpool?4. Whatpartsofthesearchprocessworkedwellandwhatpartsdidnotworkwell?Howcouldtheybeimproved?5. Didcandidates,especiallywomenand/orunder-representedminoritycandidates,refuseanoffer?Consider

interviewingthesecandidatesandaskingthemtheirreasonsforrefusal.

12Appendix:SEARCHDOCUMENTS

SampleJobAdvertisement

BobSchiefferCollegeofCommunicationJobAdExampleEachjobadshouldincludethefollowingsections:

• positiontitle,nameofourcollege,andnameofdepartment;• positiondescriptionwithrequirementsandpreferredqualifications(somepreferredqualificationscould

referenceaspectsofDEIifappropriate);• alinktothelistinginiGreentreewithadatewhenapplicationreviewwillbegin;• adescriptionoftheBobSchiefferCollegeofCommunicationandthedepartment;• adescriptionofTCU;• informationaboutFortWorth,Texas;• andtheAA/EEOstatement.

TENURETRACKAssistantProfessorin[nameofdepartmentorsub-discipline]School/College:BobSchiefferCollegeofCommunicationDepartmentof[name]Positiondescription:TheDepartmentof[name]intheBobSchiefferCollegeofCommunicationatTexasChristianUniversity(TCU)inFortWorth,Texas,invitesapplicationsforafull-time,tenure-trackpositionattheassistantprofessorlevelintheareaof[discipline/sub-discipline],beginningin[term].Secondaryareaofspecializationmightinclude[discipline(s)].Primarydutiesincludeteachinguptothreecoursespersemester,conductingandpublishingacademicresearch,andparticipatinginuniversityservice,includingundergraduatestudentadvising.Positionrequirements:APh.D.in[communicationand/orothertype]isrequired[and/orpreferredbutABDwillbeconsidered].Asuccessfulcandidatewilldemonstratesuccessinundergraduateteaching,andcoursestobetaughtmayinclude[disciplines]andothersbasedondepartmentalneed.Candidatesmustshowpromiseofanactiveresearchprogramin[discipline(s)]anddisplayawillingnesstoparticipatein[disciplinaryareas].PPPorINSTRUCTORTheDepartmentof[name]intheBobSchiefferCollegeofCommunicationatTexasChristianUniversity(TCU)inFortWorth,Texas,invitesapplicationsforafull-time(non-tenure-track)[instructororassistantprofessorofprofessionalpractice]in[discipline]beginningin[term].Candidatesmustpossessatleastamaster'sdegreein[typeofcommunication]orarelatedfield.Strongrelationshipswiththeprofessionalcommunityisdesirable.Experienceinworkingwithdiversecommunitiesisaplus.Thesuccessfulcandidatewillteachfourregularcoursespersemester.Theseincludeintroductoryandupperlevelcoursesin[types].Thispositionrequiresdemonstratedskillin[competencies].Expertiseandabilitytoteachwith[technologytypes].Thecandidatewillalsoberesponsibleforsupervisingtheworkofstudent[typesofcurricularandco-curricularactivities].Weseekacandidatewhoiscommittedtoprovidingstudentswithhands-onexperience,fosteringinnovationinstudent-produced[contenttype],sharinginacademicadvisinganddepartmentalandcollegecommitteeservice,andcontributingtothediversitiyandexcellenceoftheacademiccommunity.Evidenceofastrongteachingrecordattheundergraduatelevelispreferred,inadditionto[levelornumberofyearsofprofessionalexperience]andevidenceofeffectivementoringand/ortrainingofentry-level[communicators].FORANYPOSITIONTYPE

13Formoreinformation,pleasegotothefollowingwebsite:Fromthere,clickon“findopenings”andthenselect[checkproperlinknamesandnavigation].Initialscreeningofapplicationswillbeginimmediatelyandcontinueuntilthepositionisfilled.Uploadaletterofapplicationandcurriculumvitae.Alsoincludealistofthreetofiveacademicreferenceswithcurrentcontactinformationincluded.AllquestionsregardingtheapplicationprocessshouldbedirectedtoHumanResourcesat817.257.7790(confirmphonenumber).TheBobSchiefferCollegeofCommunicationThecollege,whichisnamedforTCUalumnusandlongtimeCBSnetworkTVcorrespondentBobSchieffer,istheacademichomeforabout1,200undergraduatestudentsmajoringinfourdepartments:CommunicationStudies;Film,TelevisionandDigitalMedia;Journalism;andStrategicCommunication.Morethan30graduatestudentspursuemaster’sdegreesinCommunicationStudiesandStrategicCommunication,andabout60full-timeand25part-timefacultyteachinthecollege.Thecollege’saward-winningstudentactivitiesincludeprint,videoanddigitalnewsmedia,aforensicsanddebateteam,anadvertisingandpublicrelationsagency,aradiostation,andsportsbroadcastingproductions.Thecollegealsooffersavibrantarrayofstudyabroadcoursestaughtbyitsfaculty.TexasChristianUniversityFoundedin1873andcurrentlyenrollingmorethan10,000students,TCUdeliversaworld-classuniversityexperience,consistentlyrankinginthetop5percentofthenation’s3,500universitiesandcolleges.Theuniversityranksinthetop100nationaluniversitiesinU.S.News&WorldReport’srankingsandisnamedbyForbesasa“RisingStar”onthemagazine’s“10TopCollegestoWatch”list.TCUhasbeennameda“GreatCollegetoWorkFor”bytheChronicleofHigherEducationforeightconsecutiveyears,anditsendowmentisamongthetop60collegeanduniversityendowmentsnationwide.Inrecentyears,theuniversityatlargehasinvestedmorethan$200millionintop-of-the-linefacilities,includinganewintellectualcommons,libraryexpansion,andnewacademicbuildingsinfinearts,musicandbusiness.Morethan71countriesand60religiousfaithtraditionsarerepresentedbyTCU’sstudents.Witha13:1student/facultyratioandateacher-scholarmodelthatresultsinclose,mentoringrelationships,TCUoffersmanyoftheadvantagesofsmallerliberalartscolleges.FortWorth,TexasFortWorthisthenation’s13thlargestcity.TheDallas/FortWorthmetroareaisthefourthlargestinthenationandishometo22Fortune500companies.ThemetroareahasbeennamedNo.2inthecountryforjobgrowthbytheBureauofLaborStatisticsandnamedfifthbestcityinthecountrytobuyahome.FortWorthboasts“thebestdowntowninAmerica,”accordingtoLiveability.com,andishometothreeworld-classartmuseums,apremierperformancefacility,greenspacesandpublicart.TCUwelcomesemployeesfromawidevarietyofbackgrounds,traditions,andexperiences.WeareanEqualOpportunity/AffirmativeActionemployerandwillnotdiscriminateinanyemploymentpracticeonthebasisofage,race,color,religion,sex,sexualorientation,gender,genderidentity,genderexpression,nationalorigin,ethnicorigin,disability,geneticinformation,coveredveteranstatus,oranyotherbasisprotectedbylaw.TCUstrivestocreateandpreservearespectfulcultureandencouragealltoapply.

14

Tenure Track Search

Job Candidate Review Sheet

Candidate Name: _______________________________________ Date: _________________

Criteria for evaluating applicants during campus visits

Minimum qualifications (customize to fit job ad)

1) Earned doctorate (or ABD finishing before DATE) in a field related to communication/discipline 2) Record of teaching and scholarship sufficient for an appointment as tenure-track assistant professor 3) Record of (blank) years of (discipline) related industry experience

Beyond the minimum:

1) Teacher-Scholar Model a. Focus on (types of disciplinary/courses) b. Shows promise as a researcher AND teacher c. Ability to synthesize industry best practices and academic research d. Ability to teach a variety of required courses in our curriculum

2) Professional Record a. Graduate school record of teaching and research b. Evidence of good fit with the teacher-scholar model c. Scope of responsibilities (i.e. teaching load, service requirements) d. Diverse work experience (i.e., international focus, non-profit, global agency)

Please answer the following questions based on your interactions with the candidate.

1) Based on the criteria above and the job description, I found this candidate to be qualified for the position. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 2) I thought this candidate would be a good fit for the curriculum needs in our program. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 3) This candidate has strong research promise and would excel in a tenure track position. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 4) This candidate has strong teaching skills and would excel in the teacher-scholar model at TCU. Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree 5) This candidate demonstrated a clear focus on (particular aspect of teaching/disciplinary needs). Strongly Disagree 1 2 3 4 5 6 7 Strongly Agree General Comments:

15

SampleGuidelinesforAssessingCandidate’sAbilitytoWorkinaDiverseEnvironment

OpenEndedQuestions

1. Suggestedopeningremarks:“Ourcollege(divisionordepartment)valuesdiversityamongitsstudents,faculty,andstaff,andwehavemadeacommitmenttopromotingandincreasingdiversity.Webelievethatissuesaboutteachingandleadershipwithinadiverseenvironmentareimportant,andwe’dliketodiscussyourexperiencewithandviewsaboutdiversity.”

2. Whatdoyouseeasthemostchallengingaspectsofanincreasinglydiverseacademiccommunity?3. Whathaveyoudone,formallyorinformally,tomeetsuchchallenges?4. Howdoyouviewdiversitycourserequirementsforstudents?5. Howhaveyouworkedwithstudentsandotherstofosterthecreationofanenvironmentthat’sreceptiveto

diversityintheclassroom,inthecurriculumandinthedepartment?6. Howhaveyoumentored,supported,orencouragedstudentsonyourcampus?Whataboutunder-represented

minoritystudents,womenorinternationalstudents?7. Inwhatwayshaveyouintegrateddiversityaspartofyourprofessionaldevelopment?

WorksCited/Used

Claypool,Vicki,Hesli&CarolMershon(2016).Doesdiversitymatter?Evidencefromasurveyofpoliticalsciencefaculty.Politics,GroupsandIdentitiesVol.4,No.3,pp.483-498.

Gillies,Anne.“QuestionstoAsktoHelpCreateaDiverseApplicantPool.”ChronicleofHigherEducation.September11,2016.http://www.chronicle.com/article/Questions-to-Ask-to-Help/237747(AccessedApril26,2017).

TexasChristianUniversity,Provost’sOffice.“POSITIONSTATEMENT:MINORITYFACULTYRECRUITMENT.”AcademicAffairsAdministrativeHandbook,2015-16.FortWorth:1987.http://provost.tcu.edu/AcademicAffairsAdministrativeHandbook/POSITION%20STATEMENT%20MINORITY%20FACULTY%20RECRUITMENT.htm(AccessedApril26,2017).

UniversityofMichigan,“HandbookforFacultySearchandHiring.”http://advance.umich.edu/strideResources.php(AccessedJuly27th,2018).

ColumbiaUniversity,“GuidetoBestPracticesinFacultySearchandHiring.”https://provost.columbia.edu/content/office-vice-provost-faculty-diversity-and-inclusion(AccessedJuly27th,2018)

HarvardUniversity,“BestPracticesforConductingFacultysearches.”https://faculty.harvard.edu/resources-conducting-faculty-search(AccessedJuly27th,2018)

UCLAEquity,DiversityandInclusion.“ImplicitBiasVideoSeries.”ImplicitBiasResources.https://equity.ucla.edu/programs-resources/educational-materials/implicit-bias-resources/(AccessedMay24,2017).

UCLAEquity,DiversityandInclusion.SearchingforExcellenceEvidence-BasedStrategiesforEquitableandInclusiveFacultyHiring,Version1.0.LosAngeles:UCLA,2016.https://equity.ucla.edu/wp-content/uploads/2016/09/searching-for-excellence-v1_0-2016_09_29.pdf(AccessedApril26,2017).

Wolf-Wendel,LisaE.,SusanTwombly&SuzanneRiceDual-CareerCouples(2000).KeepingThemTogether.TheJournalofHigherEducation,Vol.71,No.3(May-Jun.,2000),pp.291-321.

16Zhang,Hong.&JulieA.Kmec(2018).Non-normativeConnectionsbetweenWorkandFamily:TheGenderedCareerConsequencesofBeingaDual-careerAcademic.SociologicalPerspectives2018,Vol.61(5)766–786.

WebResourcesandDirectories

FordFoundationFellowshipProgram.DirectoryofFordFoundationFellows.http://nrc58.nas.edu/FordFellowDirect/Main/Main.aspx(AccessedMay24,2017).

UCLAEquity,DiversityandInclusion.EducationalMaterials.https://equity.ucla.edu/programs-resources/educational-materials/

UniversityofCalifornia.President’sPostdoctoralFellowshipProgram.Fellows2016.http://ppfp.ucop.edu/info/fellowship-recipients/fellows-2016/fellows-2016-name/index.html(AccessedMay24,2017).

NorthCarolinaStateUniversity:OfficeforInstitutionalEquityandDiversity,NorthGuidelinesforRecruitingaDiverseFaculty.http://catalog.ncsu.edu/undergraduate/admission/oied/(AccessedJuly27th,2018).

HarvardUniversityProjectImplicit,https://implicit.harvard.edu/implicit/(AccessedJuly27th,2018)

TCUNewsandEvents,https://newsevents.tcu.edu/stories/tcu-repeats-as-one-of-the-great-colleges-to-work-for/

NoticeofNondiscriminationandContactInformationforTitleIX,TitleVIIandADAAACoordinators(Teaching-focused)

TCUiscommittedtoprovidingapositivelearningandworkingenvironmentfreefromdiscriminationandharassment.TCUprohibitsdiscriminationandharassmentonthebasisofage,race,color,religion,sex(includingsexualharassmentandsexualviolence),sexualorientation,gender,genderidentity,genderexpression,nationalorigin,ethnicorigin,disability,geneticinformation,coveredveteranstatusandanyotherbasisprotectedbylaw,intheUniversity’sprogramsandactivitiesasrequiredbyTitleIX,TitleVII,TheAgeDiscriminationActof1975,theAmericanswithDisabilitiesAct,Section504oftheRehabilitationActof1973,andotherapplicablelawsandregulations.

ForinquiriesaboutTCU’spoliciesandcompliancewithTitleIXandnondiscriminationpoliciesorinquiriesonhowtofileacomplaintofdiscriminationcontact:

ChiefInclusionOfficer&TitleIXCoordinator

TCUBox297090

JarvisHall228

FortWorth,TX76129817-257-8228

titleix@tcu.edu

ForinquiriesaboutTCU’spoliciesandcompliancewithTitleVII,TheAgeDiscriminationActof1975,orotheraspectsofTCU’sequalopportunityoraffirmativeactionprogramscontact:

ViceChancellorforHumanResources

TCUBox298200

3100W.BerrySt.817-257-5103

askhr@tcu.edu

17

Forindividualsseekinganaccommodationforadocumenteddisability,thoseseekinganaccommodationfortheemploymentintervieworselectionprocessorthosewithinquiriesorcomplaintsregardingcampusaccessibilityortheaccessibilityoftheTCUwebsite,asrequiredbytheAmericanswithDisabilitiesAct,Section504oftheRehabilitationActandrelatedregulationsandstatutescontact:

Students

StudentDisabilitiesServices

TCUBox297710

SadlerHall1010

FortWorth,TX76129817-257-6567

academic_services@tcu.edu

ApplicantsforEmployment

ViceChancellorforHumanResources

TCUBox298200

3100WestBerrySt.FortWorth,TX76129817-257-7790

askhr@tcu.edu