Committee Chair Role and Responsibilities

Department Chairs are encouraged to serve as the Committee Chair of all Hiring Committees when their department is recruiting for new full-time instructors. If time does not permit this, the Department Chair may identify another faculty member to serve in this capacity. However, in such situations the Department Chair is still required to participate as a member of the Hiring Committee. The role of the Committee Chair is to lead and facilitate the hiring committee through the application review, interviewing, and selection process. Responsibilities include:

coordinating interview schedules and securing a comfortable room for interviewing;
arranging to have candidates brought to the interview location. It’s best to avoid having candidates overlap in the same area;
creating and maintaining a relaxed atmosphere for the interviews by welcoming candidates and introducing or having committee members introduce themselves by name and title;
informing the applicant of the format for the interviewing process;
describing the general nature of the position and position expectations;
ensuring that the agreed upon list of questions is used for each candidate, and that any follow-up questions are related and legal;
affording the candidate the opportunity to ask questions;
advising interviewees of the anticipated timeframe for final selection;
thanking the candidate at the conclusion of the interview.

Committee Chairs are responsible for providing interviewees with:

a letter of invitation to the interview
written instructions for the teaching demonstration
an overview of ACC and the department
an Authorization for Criminal History Background Check form that should be mailed to the candidate and submitted at the time of the interview
a copy of the job posting at the time of the interview

Composition of a Hiring Committee

Interview Committees must consist of a minimum of four members who come from diverse backgrounds. Make-up of the committee must include:

Faculty currently in the discipline
Faculty in related disciplines, i.e., Counselors, Librarians
Support staff

Commitment to Diversity

ACC’s commitment to diversity is based upon the recognition that a diverse and talented community is a key competitive advantage. Our institution’s success is a reflection of the quality and skill of our people. We recognize that each employee brings his own unique capabilities, experiences and characteristics to his work. We value such diversity at all levels of the College and in all that we do.

ACC welcomes applications from all interested persons. We believe that employees from a variety of cultural backgrounds provide us with valuable knowledge that enables us to provide quality education to a diverse student body. Be aware, however, that committees should not expect members who are part of a minority group to initiate a discussion about diversity within the committee process. This is the responsibility of the committee as a whole.

Required Committee Activities

Committee members must conduct the following activities:

Review all applications received from the Dean
Screen and evaluate applicants’ work experience and credentials
Assist in developing written, weighted criteria
Assist in developing written instructions for applicants’ teaching demonstration
Assist in the development of interview questions
Select interviewees
Make recommendations for employment

Utilizing Subcommittees

The Dean may appoint one large committee which can be divided into subcommittees (of at least four persons each) to interview for specific discipline specialties. Subcommittees are particularly helpful when recruiting candidates for multiple positions. All committees must be approved by the Dean prior to the start of interviews.

Example: A committee consisting of eight members is approved by the Dean. The Dean and Department Chair create a subcommittee from the group of eight members, with four of the eight members agreeing to screen and evaluate all applications. The remaining four members agree to interview candidates for developmental math, for math with an emphasis on algebra or for higher level math course concentrations/specialties; this subcommittee of four makes recommendations for employment.

Confidentiality/Ethics

Each committee member must maintain confidentiality and discuss applicant qualifications only in the committee process. Each committee member must also consider the ethical nature of their position and ensure unbiased consideration of the applicants. Committee members are not to interview relatives or provide recommendations for and/or interview candidates with whom they have a history that affects their ability to be objective.

Each candidate should be treated with respect and given full consideration. Committee members should refrain from making unnecessary comments, exhibiting negative verbal or nonverbal communication, sending signals via body language or comments, or otherwise indicating satisfaction or dissatisfaction with candidates’ responses to questions or with the teaching demonstration. Each candidate expects and deserves our gratitude and respect for their interest in teaching at Austin Community College.

Committee Communication

Prior to conducting interviews the Committee Chair must arrange a meeting with the committee to develop interview questions. All agreed upon questions must be asked of each interviewee; follow-up questions are allowed at the end of the interview process, time-permitting.

Committee members are cautioned to exercise great care in the comments made either preceding or following interviews as they could be misinterpreted by candidates.

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