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 exempt or non-exempt staff 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 level 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 and the relevant Division Head may conclude that an internal promotion is in the best interests of the College.
Requests to begin a search are submitted through the online recruitment system (PageUp.)
III. The Recruitment of Candidates
Placing the Advertisement
Other Recruiting Sources
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 publications, and the application deadline may be more immediate.
The Search Committee
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.
The Screening and Interview Process
Accurate records must be kept throughout the hiring process. The online recruiting system database will archive search records including all dossiers submitted by applicants as well as information entered regarding the ranking and assessment of candidates. The chair of the search committee should keep copies of any records outside of information submitted through the online recruiting system for four years immediately following the search. These items may include notes or records kept by search committee members.
VII. Presidential Discretion
The President has the authority to waive any of these procedures if it is concluded that the interests of the College are best served by such action.
VIII. Checklist for Search