Faculty

Below are links that contain the recruitment and hiring information for the designated faculty type.

Non-Tenure Track Faculty

To hire, extend, or rehire a non-tenure track faculty member, the following documents will need to be completed and/or submitted to Human Resources.

• Offer Letter
  • New Hire Teaching or New Hire Supervising
  • Rehire Teaching or Rehire Supervising
  • Non-Union Offer letter
    • If you are rehiring a retiree, please follow the rehire retiree process.
• Position and Funding Request for the Budget Office. Please refer to this user guide if you need assistance completing the form.
• NTT Personnel Action Form

The Insurance Eligibility Matrix will help determine if the new hire or rehire is benefits eligible. To discuss benefit eligibility further, please contact a Benefits Counselor in Human Resources at 309-438-8311.

Tenure/Tenure Track Faculty

Advertising: All advertisements should be clear, concise, and contain all relevant information. Each department must complete a Request for Advertising form and obtain proper approval. Please contact your employment consultant for ad templates.

Hiring Paperwork: Policies for appointment of probationary faculty are outlined in the Appointment, Salary, Promotion, and Tenure (ASPT) system. The ASPT system is approved by the Illinois State University academic senate and conforms to the Board of Trustees governing policies. The following paperwork is necessary to hire a new Tenure Track Faculty.

• Offer Letter – official and signed by the employee
• Tenure Year Designation (PERS 919)
• Recommendation for Academic Appointment to a Tenure Track Position (PERS 140)

Search Committee

• The search committee plays a critical advisory role in the identification, recruitment, and evaluation of candidates. Committees are formed in accordance with departmental or unit procedures, but all have the common goal of filling open positions with individuals who will advance the University's mission
• Determination of the members of the search committee should be made early in the recruitment process, ideally, at the time the ad is being reviewed
• Employment Consultants will work with the hiring manager or search committee chair to provide the training before committee members begin to review applicant materials