The Provost’s Academic Personnel team administers tenure-track faculty hiring; below, please find a number of resources to help you in this process. For all other hiring needs, please contact the university’s Department of Human Resources.
The Faculty Search Activities Guide serves as a single, comprehensive resource for search committees, academic administrators, and college staff involved in tenure-track searches. This guide outlines how the search process proceeds, provides a description of the respective responsibilities of those involved, and serves as a resource for conducting a successful search.
We recognize the increasing importance of accommodating dual career families and the considerable benefit of such a program in attracting and retaining faculty. When possible, the university is committed to an effort to facilitate such arrangements and has therefore adopted the Partner Employment Program.
To learn more about PEP, please consult Appendix K in the Faculty Search Activities Guide.
UMass Amherst offers two ways to increase the ranks of tenure-system faculty who will contribute to the campus goals of greater equity and inclusion. Faculty members can now be hired as part of the Tenure-Track Pathway or the Postdoctoral Pathway Fellowship based on their life experiences and scholarship, as well as their mentoring, teaching and outreach activities.
To learn more about pathways, please consult Appendix J in the Faculty Search Activities Guide.
Join the faculty at UMass Amherst and you’ll find access to an outstanding array of resources to encourage and support your professional development. You’ll also enjoy a community of highly motivated, cutting-edge scholars— with many opportunities for groundbreaking cross-disciplinary collaboration. We value diversity and equity. We strive for inclusive excellence in our classrooms, research labs, dorms, and beyond. Learn more about life as a faculty member with us.
STRIDE (Strategies and Tactics for Recruiting to Improve Diversity and Excellence) workshops are intended for faculty members with an important role in faculty recruitment efforts.
Changes to the 2019-2020 Tenure-Track Search and Hiring Process
These changes are effective immediately and are reflected in the Faculty Search Activities Guide, which has been revised, effective September 1, 2019. Changes include improvements to the process for securing approval of tenure-track search requisitions and the process for securing approval of offer letters. Finally, additional process changes have been made to reflect and strengthen our commitment to diversity and inclusion. A comprehensive job aid for tenure-system search procedures can be found at Tenure-Track Search Job Aid.
The procedures for seeking approval of requisitions for a tenure-track search have been significantly improved and streamlined. Hiring departments will no longer have to initiate a search in both PageUp and APWS. Instead, the requisition will be entirely completed in HR’s PageUp system. The cumbersome “Phase I” requisition in APWS has been eliminated. With the discontinuation of the APWS requisition, the default approval path for the Page Up requisition will be the Provost’s Office, the Infrastructure Support Group (ISG), and Talent Management. Schools and colleges may instruct their departments to include the department chair and the Dean’s Office, but will be responsible for ensuring that the respective individuals on the approval path receive the required training in order to access the PageUp system.
PageUp will also be used to secure all requisite approvals for tenure-track offer letters. Offer cards will be utilized in PageUp to gather the appropriate approval(s) of draft offer letters. The draft offer letter and start-up spreadsheet should be uploaded onto the offer card and routed to the Provost’s Office for final approval. This process replaces emails to email@example.com.
Search committee members must now complete STRIDE training in order to access candidate materials and participate in a tenure-track search. If a particular search committee member is unable to complete the training, they can still participate in a search with approval from their dean.
In order to monitor applicant pools throughout the search process to ensure appropriate diversity, schools and colleges are expected to run the EO data report at each of the following stages of the search:
- minimally qualified
- preliminary interviews (long-short list)
- campus interviews (short list)
The dean should consult with the associate provost for academic personnel if the candidate pool does not contain adequate diversity at any of these points during the search process. Availability data by department (produced annually by human resources for the university’s affirmative action report) will be sent to each school and college for use during the search process. Colleges may also consult the Survey of Earned Doctorates for more detailed data.