Appointment Guidelines

Introduction

While factors to be assessed for initial appointments and for promotion in rank are identical, there is a significant difference in emphasis. The principal difference resides in the fact that for initial appointments, inferences must be made from prior educational achievement, related work experience, professional achievement, and personal characteristics that demonstrate potential for quality performance of University duties in the position and at the rank recommended.

Appointment Procedures for
Public Service and Outreach Faculty

Recommendations for new appointments to the public service and outreach faculty originate within various University units. Public service and outreach faculty rank is limited to persons with a minimum of 51 percent public service and outreach responsibility.

Deans / directors / department heads should meet with senior faculty of their divisions and departments to seek their advice and recommendations concerning the specifications of position duties and responsibilities and the important characteristics needed to fill the position.

The dean / director/ department head then forwards to the Vice President for Public Service and Outreach one copy of a dossier containing the following information:

A. A cover letter that contains the following:

1. The purpose of the appointment in relation to the public service and outreach division and University needs and the duties the nominee is expected to perform.

2. The nominee’s professional competence as evidenced by previous study, relevant experience, and accomplishments in prior positions.

3. The nominee’s standing among those of his/her specialty.

4. A description of the process used to evaluate both the need for the position (if a new position) and the qualifications of the individual being proposed to fill the vacancy. The makeup, actions, and recommendations of the search committee should be described.

B. A curriculum vitae summarizing the biographical, personal, and professional data of the candidate.

C. A detailed job description, specifying both short-term and long-term objectives of the position and a thorough documentation of superior achievement.

D. A complete list of the publications of the candidate, including books and monographs, bulletins, and other publications.

E. Copies of a representative sample of the candidate’s publications during the last five years (for Public Service Associate and above only).

F. A list of honors, awards, invited lectures, exhibitions, displays, prizes, consultantships, and any other information that reflects the candidate’s professional achievements.

G. Letters of evaluation and recommendation. No more than five letters should be provided. These letters should be obtained from qualified, unbiased individuals who know the candidate professionally. For appointments at the level of Public Service Associate and higher, an ad hoc committee appointed by the Vice President for Public Service and Outreach will make a careful review of the complete dossier and forward it together with its recommendation. After reviewing the dossier and the committee’s recommendation, the Vice President for Public Service and Outreach will forward the dossier with a recommendation to the Senior Vice President for Academic Affairs and Provost, who then forwards it to the President.

The President has full authority to approve all faculty promotions and appointments. No appointment is final until the President has approved it. A nomination not receiving approval from the President will be returned to the Vice President for Public Service and Outreach for disposition.*
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*Letters offering appointments to prospective faculty should include the sentence, “This offer is made subject to administrative approval by the President of the University of Georgia.” Also, appointment letters should not specify rank for the two senior levels (Public Service Associate and Senior Public Service Associate).