Official or working title of the position

Position (job) description and a copy of the advertisement or position announcement

Essential and preferred criteria for selection; criteria that are important to the department and the institution; and the hiring authority’s view of the position’s scope and short- and long-term challenges and opportunities

Time frame for completing the search (the committee should formulate and distribute a timetable to appropriate constituencies, including the HR director)

Policy for handling late or incomplete applications

Institutional policy on diversity or affirmative action issues

Duties to be assigned to the search committee members

Search committee meetings

Hiring authority’s involvement in the search process

Preferred number of finalist candidates to visit the campus and general idea of the conduct of the campus visit/interview

Form in which the committee’s final recommendations are brought forward (for example, single candidate, ranked candidates, narrative)

Where and how the committee will receive administrative and logistical support (for example, from the department with the vacancy and HR department)

How the HR department will support and monitor the search process

Funds available for advertising and for candidates’ travel, hotels, and meals

EEOC and AA requirements