Kenyon College is committed to the principle of equal employment opportunity, and these guidelines are designed to assist the College in honoring that commitment. When an administrative vacancy occurs at Kenyon, whether as a consequence of the departure of an incumbent or by virtue of being newly created, the position can be filled either by conducting a search to identify the new appointee or by promoting a current employee of the College. Ordinarily positions will be filled by searches, and the highest administrative positions will normally be filled by national searches. In this manner the College can be assured that it is drawing on the most qualified individuals. The College must, however, be responsive to the obligation to provide advancement opportunities for its own employees; so there will be occasions when the President, the Director of Human Resources, the Director of Equal Opportunity (DEO) and the relevant Senior Staff member may conclude that an internal promotion is in the best interests of the College.
Requests to begin a search are submitted through the online PeopleAdmin system.
Part-Time or Temporary Positions
Part-time openings and openings for a duration of no more than a year should, in most cases, be advertised. However, advertising for these positions may be limited to Kenyon's employment web site and/or local or state publications, and the application deadline may be more immediate.
Because they are conducted with members of the Kenyon community, searches in which there are internal candidates deserve particular attention and consideration. As a general principle, internal candidates should undergo the same procedures (presentations, interviews, etc) as external candidates. However, to ensure the equitable treatment of all candidates (including internal candidates) during the search process, it is suggested that search committees adhere to the following recommendations:
Protocol for Searches Involving Spouses, Partners or members of the immediate family
In order to eliminate any potential for conflicts of interest, a person who is the spouse, partner or immediate family member of a candidate for a position may not serve as a member of the search committee.
Accurate records must be kept throughout the hiring process. The department conducting the search should keep copies of the hiring reports for four years immediately following the search. Applicants' dossiers will also be archived in the PeopleAdmin system. The DEO will also maintain a search file consisting of the Top Ten Report, Final Hiring Report, and a copy of all advertisements for a period of six years.
The President retains the authority to waive any of these procedures if it is concluded that the interests of the College are best served by such action.