The Office of Equal Opportunity has a web site that will help you through the Faculty hiring process. Make sure to look at their information on the hiring process, recruitment and selection, forms, sample letters, checklists and routing information, as it is all important when running a search. If possible, take their "Faculty and Tier II" training offered through UNM EOD, or talk with someone in your School/College who has run a search before. In addition to this, here are a few extra things to think about. When advertising for your vacant position, you will be required to do targeted recruitment. This is recruitment specifically aimed at women and minorities in your field. You should recruit for all potential applicants including women and minorities, but you should make a concerted effort to recruit in areas where your college or department is underrepresented, or underutilized. For example, say you are recruiting for a Nuclear Engineering faculty member. If you find out that the School of Engineering is underutilized or underrepresented for African Americans in Nuclear Engineering, that means to you that out of the potential pool of African American Nuclear Engineers, UNM employs less than the average African American Nuclear Engineers available in that job market. The goal with targeted recruitment is to try to alleviate that underutilization, or to hire an African American. To do this, you have to recruit for African Americans, or whichever group where your area may be underutilized. To check whether your faculty position is underutilized, go to the OEO website. Check these statistics each time  you run a search, as UNM is required by law to update these statistics every year. Also, make sure you do targeted recruitment for all minority groups as well as women. The example above on underutilization is just to stress that your department make an extra effort to recruit even harder when you are underutilized for women or minorities, and is not showing that you should only do recruitment for underrepresented or underutilized groups. Talk with OEO if you are concearned about how to do targeted recruitment.

As you receive applications, you are required to not only acknowledge receipt of the applicants materials, but to also send them a voluntary Equal Opportunity Information Survey (VEOIS) card. This card must be sent out to all applicants, but as the name implies, the applicants participation in filling out the card is voluntary. You can obtain hard copies of the form from OEO to mail out to applicants, or you can go to: http://www.unm.edu/~oeounm/veois.htm and cut and paste this e-mail into an e-mail to your applicant. OEO accepts this as long as you make it clear in the e-mail that the applicant return the e-mail to oeo@unm.edu. Also, one thing to remember when mailing out the cards to applicants outside of the United States, is that postage is only pre-paid to return the card via snail mail within the United States. So, make sure to include a postage paid envelope with the card, or let the applicant know they have to put the card into an envelope with postage when returning the card. One thing not discussed on the OEO web site is record keeping. When starting a search, it is best to numerically number each applicants file as they arrive. This is for ease of record keeping should you desire to put your applicant data into a database (recommended for searches over 20 or so applicants). Keep all correspondence regarding the search in one place. This includes applications, correspondence, committee minutes, forms, approvals, anything! This is for your, and your search committee's protection should your search be audited, or should one of the applicants not selected for the position contest the search. Keep all files in a secure area and try to not let them wander to the committee member's offices for more than one day at a time. This is mostly to protect the confidentiality of the applicant. And lastly, keep your complete set of search files in your department (or at records management) for a minimum of five years.

When you hire foreign national faculty (someone on a J-1, F-1, OPT or H1B visa), you will need an attorney and must get either an H1B or transfer their H1B. Call University Counsel with questions.

Faculty Contracts are processed by the Faculty Contracts & Services Office. Its website is:
http://www.unm.edu/~fco/.

1.  Mid-probationary Review is midway through the probationary period of six years. 

2.  Tenure Review is the final year (sixth year) of the faculty member’s probationary period.

Each college has a booklet with instructions and sample forms. 

Arts & Sciences shares the following forms (check your college for applicability) :

• Promotion/Tenure Dossier Part A, B, C, D, List of External Reviewers, ICES and Summary of Departmental Vote.   All forms are in one file with multiple sheets in Excel format.
  DOWNLOAD THIS FILE
  
  
• List of Supplemental Materials  - Available in Word format.
  DOWNLOAD THIS FILE

When a temporary or part-time instructor is needed, the Office of Equal Opportunity (OEO) website has information on guidelines, forms, and actions required for recruitment and selection.  The application can be downloaded from this site at http://www.unm.edu/~oeounm/temporary.htm.  Forms required are the Memorandum for Temporary, Part-Time faculty, a signed letter of understanding, hiring paperwork W-4, I-9, Employee Demographics, ERB form and supplement, and the Professional Profile form.  Click the download below to get some of the forms required for hiring.  There is also information in the faculty hiring handbook (pages 6-9) regarding PTI hiring.