Search Committees

(Approved by Senate - 11 February 1986; revised May 2017)

a.    Search committees should be constituted in a timely matter: for external searches not later than one year prior to the end of an incumbent's term; for internal searches not later than eight months prior to the end of an incumbent's term.

b.    Search Committees should include a fair number of representatives from faculty, staff, and students (undergraduate, graduate, adult learners and part-time students [ALPS]) as appropriate to be determined by the Senate Nominating Committee; a representative from one group cannot replace another group.

c.    Search Committees should be chaired by the administrator to whom the appointee reports.

d.    Members of search committees shall act objectively, fairly, equitably, and ethically in carrying out these procedures.  They shall not participate in the deliberations or recommendations of any case where they are in conflict of interest without disclosing, addressing and resolving the conflict. Conflicts of interest between members of the search committee and applicants, and undue influence of those in conflict of interest, should be resolved or eliminated.

Persons are deemed to be in conflict of interest if they are: 1) on the search committee or are on the Senate Nominating Committee (i.e., while a search committee member is being selected, and 2) they are also:

  • A candidate for the position, or are likely to be a candidate for the position;
  • Providing a reference for a candidate for the position;
  • A family member, former research student, former supervisor, or recent collaborator with a candidate for the position; or
  • Other instances where a member may be in conflict

Should a conflict of interest arise, the chair of the search committee in question and the chair of the Senate Nominating Committee shall jointly determine the appropriate course of action.  In circumstances where the chair of the search committee also is the chair of the Nominating Committee, the chair shall consult with the University Secretary on the appropriate course of action.

e.    Whether or not to have an external search is the President=s decision.

f.    The process requires considerable consultation, and this may include consultations with relevant professional and other external bodies.

g.    A Committee's task is to make an informed decision using all relevant information it solicits thorough advice from relevant constituencies, but it is not bound by that advice.

h.    The rights of an incumbent to be reviewed must be respected.  Individuals appointed in an Acting capacity are eligible to offer for the position as part of a search process, but would not normally be reviewed as an incumbent.

i.    The results of a review must be communicated to an incumbent in a timely manner, to allow for the work of the Committee to continue, if necessary.

j.    Confidentiality is vital with respect to respondees= letters, Committee consultations and deliberations, etc.

k.    A search committee’s short list of candidate(s) and their CVs must be made available to the University community.  A public presentation of the short-listed candidates is recommended for all searches; it is required for associate deans and above.  Consent must be secured from the candidates before their information is posted.

l.    Before the committee makes its final decision, UNB constituencies must be provided with appropriate time to enable informed, independent feedback.

m.    Uniformity of procedures is desirable, to the extent possible.