UMA Strategic Plan - History and Context for Objective 5.1
Objective 5.1: Recruit and retain highly qualified faculty and staff.
5.1.1 Academic deans, in consultation with Administrative Services, will ensure an effective, timely and consistent faculty recruitment process and a comprehensive orientation program for new faculty.
History and context:
Since 1998, when the three college model was adopted, UMA has implemented a hiring system that includes both an internal and external search for the best qualified candidates for each respective position. Tenure track faculty positions are advertised within the university as well as in the major Maine newspapers, generally Sunday editions, and in the Chronicle of Higher Education. It is customary to conduct national searches for faculty positions, unless the position is a temporary one. In the case of faculty searches, it generally takes 8 months to complete a search from the posting date of the position description to the finalization of hiring. The hiring process for staff positions take less time and are usually advertised in Maine newspapers only.
Search Committee Members consist of at least three faculty from the discipline/program, one faculty from outside the college and a fifth member from one of several different categories. One of the discipline faculty members chairs the search. The Vice President of Administrative Services checks each search committee's questions to make sure they follow the EEO requirements. The search process includes the approval of the questions, formal review of applications using the check sheet criteria, narrowing the pool of candidates to the best qualified, telephone interviews with the semi-finalists, reference checks and on-campus interviews for two or three finalists.
The finalist is given an orientation by Administrative Services staff regarding employee policy and benefits. The respective Dean provides the finalist with an orientation to the college regarding faculty obligations including instruction, advising, university service, scholarly activity, professional development expectations, and community service. Finalists for each position are expected to make a presentation at an open community meeting on the day of the on-campus interview.
5.1.2 Directors, in consultation with Administrative Services, will ensure an effective and consistent staff recruitment process and will provide a comprehensive orientation program for new professional and classified employees.
History and context:
The professional employee recruitment process follows similar protocols as expected in the case of faculty recruitment. Generally, the positions are advertised in the Maine newspapers, but not
necessarily in the Chronicle of Higher Education. Search committees are generally composed of employees within the same unit following the same checks and balances in the search process including advertising of the position with a detailed job description, review of applications, narrowing down the choices, telephone interviews, reference checks and bringing two or three candidates to campus for the on-site interview. The finalist is given an orientation regarding employee policy and benefits by an Administrative Services staff member. The person is given the Staff and Faculty Information Directory as well as written material regarding the University, the appropriate unit and the responsibilities inherent to the position. National searches are conducted for high level administrative positions such Dean of Student Development, program managers, etc.
In the case of classified employees, the search process is conducted locally and advertised in local newspapers. The Department of Administrative Services possesses a key role in the search and
orientation of classified employees. UMA's employee hiring procedures have been in place for several years.
5.1.3 Administrative Services will provide periodic information to faculty and staff about employment matters and benefit programs.
History and context:
Each bargaining unit, faculty, professional and classified meet several times a year to go over the agreements that have been negotiated through their respective bargaining unit. Each unit
member is apprised of changes within the negotiated agreements on an as needed basis. The University of Maine System Office sends out periodic bulletins about benefits and policies. Any changes in procedures are initiated through Administrative Services and then shared with the respective bargaining unit chairs and department leaders.
5.1.4 Administrative Services, in consultation with deans and directors, will create a plan to meet professional development needs for faculty, professional and classified employees.
History and context:
Each unit is granted a specified amount of money at the beginning of the fiscal year to assist faculty and professionals with their professional development needs. Although UMA does not have sufficient funds to fund everyone's requests, it does operate on a first come, first serve basis, particularly if the conference, workshop, presentation, etc. appeals to the faculty member's or professional's pursuit of excellence in their chosen field. Requests for professional development forms are filled out and signed by the faculty or professional and then approved or denied by the Dean or respective department head. Generally, the professional development requests are granted, probably due to the fact that both faculty and professionals know that only a certain amount of money is available and that requests, therefore, are modest. All employees are granted tuition waivers when the tuition waiver form is complete and approved by the responsible department heads. Tuition waivers are also granted to children of employees for half tuition.
Plans are underway to provide supervisory training to coordinators, directors and deans regarding professional development activities. A Supervisory Development Plan is about to be initiated through System-wide Services.
5.1.5. Administrative Services will determine the need and feasibility of an Office of Personnel Development. As part of their deliberations, Administrative Services will consider a collaborative model with the members of the Maine Higher Education Partnership.
History and context:
I could not obtain information regarding this item. In talking with Sheri Stevens, she and I agreed that each Department within UMA needs to have a more formalized mentoring process for each new employee whether they be faculty or staff. The respective department coordinator and the deans have served as informal mentors, but no uniform process is in place at this time. The recent University of Maine System sponsored workshop on tenure procedures and guidelines served as an excellent start in formalizing policies and procedures governing recruitment and retention of employees.