In keeping with the goals of obtaining the best qualified individuals for each job and to foster and promote a diversified staff, the college adheres to the following recruiting practice:

Standard Recruiting Practice:

1. Continuous recruitment process by faculty and dean
2. Multiple ways to recruit (unsolicited resumes, faculty referrals, personal referrals, Notice of Vacancy, DCCCD job fairs, Dallas Morning News or other public ads.
3. In the case of unsolicited candidates (i.e. Walk-ins, referrals from District Office, etc.) the standard practice is to contact potential applicants by respective instructional dean or lead faculty.
4. Discuss potential openings by faculty and deans.
5. Appropriate hiring process is applied.

Application Process:

When submitting an application for a teaching position at Brookhaven College, the initial application materials must include:

1. Brookhaven College application: signed and dated.
2. Copies of transcripts (original transcripts are required at time of hire).
3. Cover letter to the instructional dean of the hiring division that states the position/subject matter you are applying for and, in paragraph form, addresses the following: 1) why you are interested in teaching at Brookhaven; 2) why you are qualified to teach.
4. Cover letter must be signed and dated.

Full Time Faculty Hiring Process:

1. Discuss need (identified in one page planning process) with Vice President of Instructional Administration (VPIA) and VPI Workgroup
2. Approval of positions by the Budget and Planning Committee
3. Internal transfer is posted. If not filled, then notice of vacancy is posted.
4. If not filled internally, Notice of Vacancy is posted for external recruiting requiring application, cover letter, and transcripts.
5. Search committee identified by VPIA and search begins. Applicants selected.
6. Search Committee Chairperson sends recommendations of finalists with list of strengths and weaknesses to dean.
7. Dean requests salary calculation from Human Resources for all finalists and written confirmation of salary prior to interview.
8. Dean interviews and reference checks, then sends finalists with package to VPIA (application, cover letter, strengths and weakness sheet, phone reference checks, salary calculations).
9. After interviews completed by VPIA, recommendation sent to President.
10. President interviews and approval is sent to Human Resources
11. Dean receives confirmation from VPIA - so offer can be made.
12. Dean extends offer and sends standard letter of employment (condition of acceptance). This needs to be a pre-written letter from Human Resources with blanks for salary, dates and etc. left for the dean to fill-in.
13. Candidate confirms acceptance.
14. Dean contacts Human Resources with acceptance. Human Resources director sends standard rejection letter to other finalists.

Part Time Faculty Hiring Process:

1. Identification of need by dean
   1. continuous recruitment process by faculty and dean
   2. multiple ways to recruit (unsolicited resumes, faculty referrals, personal referrals, Notice of Vacancy, DCCCD job fairs, Dallas Morning News or other public ads)
2. Lead faculty and dean interview candidates, reviews credentials, application and cover letter.
3. Dean does phone references
4. Dean extends offer of employment
5. Candidate confirms acceptance
6. Dean contacts Human Resources of acceptance and Human Resources sends rejection letter to other finalists only if Notice of Vacancy is used.

Visiting Professors and One Year temporary Hiring Process:

1. Identification of need by dean and faculty
   1. continuous recruitment process
   2. multiple ways to recruit (unsolicited resumes, faculty referrals, personal referrals, Notice of Vacancy, DCCCD job fairs, Dallas Morning News or other public ads.)
2. Deans submit written request for a visiting scholar to the VPIA
3. Position gets approved by VPI Workgroup
4. Dean does credential check, reviews application, cover letter and phone references
5. Approval by Budget and Planning Committee
6. Dean requests salary calculation and confirmation in writing and info sheet on benefits from Human Resources to make offer.
7. Dean sends package to Human Resources for candidate.
8. Dean extends offer and sends standard letter of employment (condition of acceptance). This needs to be a pre-written letter from Human Resources with blanks for salary, Dates and etc. left for the dean to fill-in.
9. Candidate confirms acceptance.