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Dean of the College

“The recruitment of outstanding faculty is one of the most important goals of Lewis & Clark College. …Our choices at every stage of each search (e.g., how we define positions, whom we interview at national meetings, whom we bring to campus, and of course whom we appoint) are crucial” (p. 147 of the Lewis & Clark College Faculty Handbook 2004). 

An effective process for defining and requesting replacement or new faculty positions requires that departments and programs strive to achieve the following goals:

  • To build a cohesive community of teachers and scholars in the tradition of the liberal arts
  • To build strong academic programs
  • To build programs which take advantage of interdisciplinary opportunities
  • To meet curricular needs
  • To build a diverse academic community

Download the full set of guidelines here


Candidate Visit Schedule

Faculty Search Procedure Manual

Guidelines for Requesting Positions

Recommended Hotels
Please keep your candidate lodging cost at $129 per night or lower. 

Restaurant Listing - ask your department assistant for the most updated version!


Generating a Diverse Pool

Please check strategies that you hope to employ and provide details (names of associations you plan to contact, colleagues you will call, minority fellowship programs you will investigate, etc.). This list is designed to be in conjunction with Caroline Sotello Viernes Turner’s Diversifying the Faculty: A Guidebook for Search Committees (2002), and is derived from Appendix A: Checklist of Best Practices, 30-32.

Download the worksheet here. A copy of the book may also be found in the Office of the Dean. 

  1. Check with relevant professional societies to obtain current statistics regarding numbers or percentages of minorities in the field. This will be part of your report to the dean.
  2. Critically analyze the job description and advertisement, making sure they are geared towards inclusiveness.
  3. Mail position announcements to minority groups and organizations; university and local organizations (e.g., minority alumni); and local minority churches and organization as appropriate.
  4. Contact by letter or phone previous faculty of color, visiting scholars and/or individuals who have made diversity-related presentations on campus.
  5. Use listserves, bulletin boards, and other forms of technology to announce positions and recruit potential candidates. Include national websites used by Human Resources in this part of the report. Some national websites include a specific email that goes to approximately 5,000 self-identified candidates of color.
  6. Utilize personal and professional networks to seek leads to potential minority candidates.

Diversity Recruiting and Advertising Options

INSIGHT into Diversity – formerly Affirmative Action Register

Society for Advancement of Chicanos and Native Americans in Science (SACNAS)

American Association of University Women (AAUW)

Learn more about the College’s own AAUW recipients!

National Organization of Gay and Lesbian Scientists and Technical Professionals

American Association of Hispanics in Higher Education, Inc. (AAHHE)

American Indian Higher Education

IMinorities

The National Registry of Diverse & Strategic Faculty

An online service to member institutions and minority candidates seeking first-time or advanced faculty positions in higher education. Member institutions can search the database and download the desired vitae.

Academic360 

A collection of Internet resources pulled together for people interested in academic positions, including links to faculty, staff, and administrative announcements. It also provides direct links to job announcements from nearly 1,800 colleges and universities in the USA, Canada, Australia, and the UK.