The "3-3-5" Program of Inclusive Faculty Committee Selection and Review
The 3-3-5 Program was designed to preserve equity in the faculty selection committee review process. It is also aimed at producing a theme of "academic excellence through diversity, not for it or because of it." This means that there needs to be a committee infrastructure that is designed to provide equal opportunity in evaluating the credentials of candidates and allowing opportunities of uniformity in supplemental rubrics of evaluating talent overall.
What is "3-3-5"
We active our commitment to the Faculty Selection Committee process in three areas:
Diversity - incorporating the mission of the academic institution in increasing and preserving diversity
Inclusion - determining how each selection contributes to the department, faculty and institution
Equity - developing a sense of equity in policies and procedures which govern the selection committee process
These three components explore how we can effective review candidates in three categories:
Required - Preferred - Intangibles
Review the applicants work history or career path
Where does the applicant stack up in terms of teaching experience requirements?
Does teaching experience relate to the course he/she could be teaching.
What is the relative quality of the institutions in which the applicant has taught?
How does the academic and professional background connect with the institutional mission (not just of diversity, but accomplishment, inclusiveness and attitude).
Is there a current faculty member who had similar attributes – see the potential development as a colleague.
Compare the mission of most recent education.
Review the applicant’s academic credentials
Do they fit the required, preferred or intangible category/credentials?
Are there other academic honors in their respective degree programs
Is there further education in progress?
Scholarship may be measured in terms of relevance, breadth, volume, stature and quality
Comparison/Analysis: How important/recognized was the body of academic work vs. volume of less “significant” or “challenging” work.
Letters of Recommendation
“Read between the lines” avenue of exploring true indications of reference
Consider length of time and type of interactions between candidate
Look for the intangibles within the reference letter