Campus Searches

Bronx Community College fosters a process to recruit and retain the best faculty and staff by creating a community that seeks, welcomes and defends diversity. We will do so in compliance with local, state and federal laws, and federal law requires that we continue to take affirmative steps (known as affirmative action) in our employment process in order to adhere to the equal employment opportunity and affirmative action provisions of Executive Order 11246 regarding race, gender, color, religion and national origin. Below are resources for campus faculty and staff who will participate in upcoming campus searches and what you can expect from the structured interview process.

Contact Us

Jessenia Paoli
ADA & Title IX Compliance Coordinator
Chief Diversity Officer/Director
Location: Language Hall [LH], Room 31 A
Telephone: 718-289-5288

Oluwafemi Akinsanya
Affirmative Action Specialist
Location: Language Hall [LH], Room 31
Telephone: 718-289-5154

Hiring Manager Information

A hiring manager must begin by obtaining approval from the respective Vice President of their division to refill a vacancy, or create a new position. There are additional provisions with creating a HEO series position (see HEO Screening Committee section), and it is encouraged that you either contact the Office of Human Resources or the Office of Affirmative Action, Compliance and Diversity on these additional steps before filing a recruitment plan.

Once approved, the hiring manager must then request a job template from the Office of Human Resources respective to the job title and duties expected.

Please consider the following:

  • Define the position in the widest possible terms consistent with the department’s needs. Aim for consensus on specific specialties or requirements, while planning to cast the hiring net as broadly as possible. Make sure that the position description does not needlessly limit the pool of applicants. Some position descriptions may exclude female or minority candidates by focusing too narrowly on subfields in which few specialize.
  • Consider as important selection criteria for all candidates (regardless of their own demographic characteristics), the ability of the candidate both to add intellectual diversity to the department, and to work successfully with diverse students and colleagues.
  • If women or minority candidates are hired in areas that are not at the center of the department’s focus and interest, they may be placed in an unfavorable situation. It is important to carefully think about how the department will support not only the individual, but also the development of that person’s area within the department. Consider “cluster hiring,”which involves hiring more than one faculty member/staff member at a time to work in the same specialization.
  • Establish selection criteria and procedures for screening, interviewing candidates (with writing samples/exercises), and keeping records before advertising the position.
  • Make sure that hiring criteria are directly related to the requirements of the position, clearly understood, and accepted by the Office of Human Resources.

Now, once you have obtain the job template, reviewed the materials with the Office of Human Resources, you are now ready to fill out a recruitment_plan(pdf). Please fill in the required sections:

  1. Position Status
    • Hiring managers must obtain prior approval from the Offices of Affirmative Action, Compliance and Diversity to evaluate whether you qualify to have a limited search (15/30 day).
  2. Contract Title and Department Information
  3. Suggested Post/Publication Area(s)
    • If you expect to review and recruit international candidates, it is highly encouraged that you publicize your advertisement in journal publications. Please ensure that you list a suggested journal publication for your advertisement.
    • Also, for immigration purposes, it is also highly encouraged that you do not post the advertisement for alternate positions. Please consult with the Office of Affirmative Action, Compliance and Diversity for more details on this matter.
    • Departments that request to post the job vacancy on a professional association website should inquire within their respective department(s) for members of staff or faculty who have attained membership to the suggested professional association. If the hiring manager within the department is a member of a professional association, reimbursement for member job postings must be made with your respective Division. Please note that if you are a member of a professional association and voluntarily post a job on behalf of the College, please consult with your respective Division before initiating the job posting. Please consult with the Office of Affirmative Action, Compliance and Diversity if this option is exercised with administrative/executive searches.
  4. Posting Period
    • Hiring managers must obtain prior approval from the Offices of Affirmative Action, Compliance and Diversity to evaluate whether you qualify to have a limited search (15/30 day).
  5. Department Information
  6. Search Committee Selection
    • Before the completion of the Recruitment Plan, you are expected to obtain verification confirmation that each selected participant has agreed to serve on the search committee. This verification can be from electronic mail or letter.
    • Give careful consideration to a diverse search committee with the level of expertise, department knowledge, and whether the participant can be fair and impartial throughout the search. Either the Chief Diversity Officer and President will confirm the selection of the Search Committee Chair.
    • If you are unsure if a participant has served on more than three searches in an academic year, please consult with the Offices of Affirmative Action, Compliance and Diversity.
  7. Approval from the Vice President (on page 2)
    • This section has been included to initiate communication between the hiring manager and your respective Vice President. You must present the Recruitment Plan to your respective Vice President (or assigned designee) to confirm that the request to post the position has been approved. In this section, the Vice President must agree upon the maximum salary offered, preferred qualifications listed in the job vacancy notice, the reported office demographics, and search committee composition.
    • Please contact your division/department to confirm who is the assigned designee if your Vice President is not available to review and approve the Recruitment Plan.
  8. Approval from the President (on page 2)
    • This section has been included to record direction on any position(s) that report directly to the President. This office will forward the Recruitment Plan to the President for additional review and approval. In this section, the President will review and approve the job vacancy notice, preferred qualifications, advertisement resources, search committee composition, including the selection of the Search Committee Chair, and/or any relevant information on prior/failed committee searches (if applicable), and whether work will be done with an executive search firm.

Once you have completed the Recruitment Plan, you are expected to attach the following documents:

  • An approved job template from the Office of Human Resources
  • An approved department/division organizational chart
  • Salary Analysis Form
  • Commitment notices from each nominated search committee member

Please submit the completed Recruitment Plan to the Office of Affirmative Action, Compliance and Diversity for a thorough review, and approval of the initiated campus search.

At the Affirmative Action (AA) training and any future meetings, a search committee member should engage in a relatively broad review on the department’s goals and expectations for the active campus search, obtain an overview on past campus searches, goal attainment and hiring before beginning a new campus search. The department is more than likely to achieve a different outcome from any previous hiring outcomes if it has some understanding on the factors that may have played a role in limiting past success in recruiting potential candidates, including women and minorities.

Here is some important information on the steps with the campus search process.

All campus search records must be submitted to the Office of Affirmative Action, Compliance and Diversity for review and audit of the campus search. All record submissions must be provided for all campus searches.

Campus search records are kept with the Office of Affirmative Action, Compliance and Diversity for a period of three (3) years after the initial campus hire for the following reasons:

  • Audit reviews by CUNY and/or New York State and City agencies.
  • Required for defense with either litigation suits and/or discrimination complaints filed internally and/or with external agencies (US Equal Employment Opportunity Commission, New York State Division of Human Rights, etc.).
  • Required in cases of immigration sponsorship for selected candidate(s) for hire.

Complying with Affirmative Action guidelines safeguards the College by reducing the risk of litigation

  • The Chair forwards the reference check documentation and compiled search committee folder to the Chief Diversity Officer for review and approval.
  • The hiring manager will forward all Data Forms to the Chief Diversity Officer for review and approval.
  • Once all is approved, the Chief Diversity Officer will send all hiring documents to the Office of the President for signature and track processing with the Office of Human Resources.
  • Finally, the Office of Human Resources will process offer letters and close out the campus search process.

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