SCSU Search Process
The search procedures are designed to ensure a smooth search process and to provide clear documentation of efforts undertaken by all who serve Southern Connecticut State University to support its affirmative action policy and goals. Any additional questions and concerns can be addressed by the Office of Diversity and Equity Programs (ODE), ext. 25491.
You will find the PDF guidelines in the menu for each of the following search procedures:
Click on the highlighted text to open the file. Each guideline may be downloaded, and copied for distribution to search committee members.
If none of the applicants or interviewed candidates are deemed appropriate or if all of the acceptable interviewees decline offers, the director or dean shall confer with the unit head (i.e., vice president, provost, or president) to determine whether to reconsider other applicants in the pool, to readvertise for the purpose of expanding the applicant pool, or to close the search.
If after conferring with the unit head, it is decided to close the search, the director or dean shall notify the Office of Diversity & Equity and the Office of Human Resources, in writing, that the search has failed, indicate the reason(s) for the failed search, and identify subsequent action.
Search Forms and More
The Search Plan must be completed after the PCRF has been approved. This plan will also require approval before a position can be posted for internal or external searches.
The search chair will prepare a search plan that contains the position announcement, a timeline for the search (a negotiable closing date may be indicated), job advertisement copy, intended recruitment sources, and the name and address of the individual to whom all search correspondence should be sent. The search report must be completed prior to making an employment offer.
The search committee chair is required to send the link to the Affirmative Action Response Form to each individual that submits a resume, or curriculum vitae for all faculty, management confidential, administrative faculty and protective services searches.
The search chair will prepare a search plan that contains the position announcement, a timeline for the search (a negotiable closing date may be indicated), job advertisement copy, intended recruitment sources, and the name and address of the individual to whom all search correspondence should be sent.