Determination of Positions necessary and budget available for upcoming fiscal year will be accomplished through a collaboration of the Department Chair/Director with the College Dean. 

Personnel Request Form(s) (PRF's) must be completed  with all signatures for each position before advertisements are placed. Click here for a copy of the PRF.

Development of a well defined advertisement and recruitment plan are to be included with submission of the PRF.

Advertisements must include the following statements: Austin Peay State University is an Equal Opportunity Employer. Women, minorities and members of other protected groups are encouraged to apply. Click here for the advertisement template. 

Recruitment Plans are also to be completed and included with submission of the PRF. All members of the search committee should be listed, with the search committee chair listed first. All advertisements and additional recruitment efforts must be listed on the recruitment plan before submission.

If initial advertising efforts do not generate a diverse applicant pool, search committees will be asked to advertise the position with Historically Black Colleges and Universities (HBCU's). The search committee chair may wish to contact any and all HBCU's offering terminal degrees in the specific field during initial advertising efforts to prevent delays in Affirmative Action approval of the applicant pool. Please ensure to attach copies of all correspondence with HBCU's to the recruitment plan.

After approval of a well-defined advertisement and recruitment plan, the search committee may then begin placing ads in professional journals (online or print) and making personal contacts.  Advertisements will be placed in the Chronicle of Higher Education by Academic Affairs, and HigherEdJobs.com and APSU's Human Resources webpage by Human Resources.  Minority and Women Doctoral Directories are available in the Office of Affirmative Action. Additional recruitment resources for the search committees are available by clicking here.

Applicant pools must be certified for diversity by the Affirmative Action Director before interviews are conducted or initiating contact with applicants.

A list of qualified applicants identified by the selection committee for telephone and on-campus interviews is to be sent to the Affirmative Action Director for review and approval before interviewees are contacted. 

Interview notes and reference checks from all search committee members on all interviewees are to be sent with the Applicant Outcome Form to the Affirmative Action Director when a final candidate selection is made. All applications are to be submitted back to Human Resources for archive.  Interview notes, reference checks, and outcome forms are all located at the following web address: http://www.apsu.edu/hrhomepage/faculty/forms.htm

Please use the Faculty Hire Recommendation Packet Checklist to ensure all required documentation is sent to the Human Resources Office.

Once the position has been successfully filled, letters of appreciation need to be mailed to all remaining applicants. Copies of these letters are to be kept in each applicant's folder, and the folders returned to HR for archive.

Successful searches begin early in the selection process.  It is particularly important that Human Resources/Affirmative Action processes are followed and documented to reduce the potential for third party (state/federal agency or individual legal) intervention.   

Equal Employment Opportunity Information

Affirmative Action Information