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Job Description

• Support Online Hiring Platform Management and Training (PageUp)
• Oversees and manages the online platform for the recruitment of academic personnel. PageUp is the platform currently in use, PageUp is the platform that is being adopted by the university.
• Schedules and conducts the online platform training for Deans, Department and Search Committee chairs as well as support staff.
• Develops online resources to support continued training and updates for best practices in recruitment and hiring.
• Provides training and assistance to the departments in setting up positions for probationary tenure track faculty through PageUp
• Assists departments in setting up temporary faculty (lecturer) pools in PageUp. Acts as the subject matter expert for the campus on PageUp as a recruitment tool Reporting
• Responsible for campus response to annual CSU Faculty Recruitment Survey and other related requests from the Chancellor’s Office. Utilizes PageUp or other adopted platforms for harvesting data on applicant pool diversity for reports. Collects data from reliable sources to ensure inclusive excellence practices in faculty recruitment.
• Works with IT in the development of dashboards with data on faculty hires. Prepares all tenure-track and lecturer hiring reports to the Provost, Faculty Affairs, Academic Resources and Human Resources as needed.

• Liaison to faculty, colleges, departments and human resources on recruitment of instructional personnel.
• Addresses and responds to issues raised by the above individuals and offices.
• Works with AVPFA to prepare and deliver presentations and handouts for faculty search and hiring workshops. Responds to inquiries from deans, department chairs, and recruitment committees about hiring processes and procedures.
• Conducts salary analysis for each approved search to be included in the authorization to search forms presented to the Provost for signature.
• Consults with Employee & Organizational Development & Advancement and colleges to understand hiring processes and ensure smooth onboarding of faculty. Prepares all appointment letters for probationary faculty and updates templates for temporary faculty appointments.
• Initiates background checks for probationary faculty hires.
• Ensures compliance with AA/EEO for faculty hires.
• Works with EODA/Talent Acquisition and department search committees in promoting faculty position openings through advertisement, press releases, postings on web pages, etc. Responsible for posting all current Academic Year tenure-track and lecturer Faculty Openings on required sites as well as the advertisement of available positions through the Chronicle of Higher Education, etc.

• Works with AVPFA to interpret, communicate, and clarify system policy and provisions of the CBAs to ensure consistent application of policies and procedures for the recruitment of all academic personnel and monitors compliance with those policies and procedures.
• Applies federal and state laws, complex CSU system policies, regulations and technical letters; the Collective Bargaining Agreement (CBA); and campus personnel policies to ensure accurate hiring and compensation of all Unit 3 personnel including instructional faculty, coaches, counselors and librarians, as well as Unit 11 Teaching Associates, Graduate Assistants, and Instructional Student Assistants.
• Reviews tenure-track and lecturer position requests and job announcements and works closely with the Office of Employee and Labor Relations and departments to ensure compliance with policies and the following of standard operating procedures.
• Updates the Faculty Recruitment Handbook as needed.
• Gathers, analyzes, and presents data regarding retention, tenure density, and recruitment efforts to support hiring decisions.

• Uses administrative, analytical and technical skills to oversee the faculty immigration services, including but not limited to reviewing all faculty-submitted and university hiring documents, as well as USCIS immigration forms; coordinating with the university-retained immigration attorney

• Independently provides leadership and oversees the complex area of TAE (Temporary Academic Appointments). Includes academic year, 12-month, 3-year appointments for temporary faculty members, Teaching Associates, Graduate Assistants, Coach, Counselors, and Librarians.
• Has sole responsibility for TAE module and CHRS and independently processes over 900 temporary faculty appointments each academic year.
• The FAA independently sets deadlines and gives instruction to staff in the colleges, Library, Counseling and Psychological services, and Athletics with regard to approving temporary faculty appointments. Identifying and resolving issues to ensure accuracy of faculty appointments prior to implementation by the Payroll Office.
• Independently performs research, analysis and evaluation of temporary faculty appointments and TAE functions.
• Develops strategies to resolve issues and disseminates this information to the academic units.
• Participates in TAE subject matter expert meetings and CHRS User Group meetings and conference calls.
• Evaluates processes on an ongoing basis to identify and determine business practices. Creates appointments in TAE module for Library, Counseling and Psychological, and Athletics departments.
• Creates/process BIDs for new temporary faculty members including new ROTC members.
• Provides guidance, supports, and approves Substitute Faculty process. Process Work Verification forms for faculty members requesting verification of WTUs for work outside the CSU campuses.
• Assist AVPFA by providing entitlement reports and faculty member’s work history reports.
• Process Emeritus list for Academic Senate by providing hire dates, years of service, email and home addresses information. Provides guidance and gives direction to staff in the colleges regarding temporary faculty compensation issues (range elevation, Salary Service Increases {SSIs}), entitlements, and processes within the TAE module.
• Creates reports, provides guidance and supports to all colleges regarding faculty evaluations.
• Trains new staff including co-leading the College Academic Staff (CAS) Meetings and assists with troubleshooting and resolving issues that arise.
• Serves as TAE subject matter expert representing the University’s academic units.
• Tracks CHRS issues and changes/upgrades involving TAE.
• Attends meetings with various campus constituencies on TAE issues.
• Serves as liaison between Payroll/Human Resource services and the academic unit on temporary faculty matters.
• The FAA provides information in consultation with AVPFA to stakeholders on Unit 3 CBA provisions, Chancellor’s Office guidelines and technical letters, and campus policies and procedures.

• Bachelor’s degree or professional training program specific to the position (e.g. Certified Public Accountant) and directly related work experience, or a combination of education and experience which demonstrates the ability to perform the essential functions of the position.
• DL NUMBER - Driver License, Valid and in State
• At least three (3) years of progressively responsible analytical experience including two years performing work involving the preparation, justification, and analysis or the control and administration of a budget or budgetary program;
• This level is broad and includes intermediate through senior level positions. Incumbents at this level work relatively independently and possess the experience to be fully proficient in performing most or all of the work assignments defined for their position. Typically, incumbents have acquired the requisite skills and knowledge through a combination of education, training, and progressive work experience to be able to demonstrate competence in independently applying judgment and nonstandard applications and systems, solving a wide range of problems, developing practicable and thorough solutions, and using effective communication and listening skills. Employees assigned to position skill levels II and III of the Confidential Support Series may be assigned work coordination responsibilities that include: evaluating and setting work priorities; scheduling and assigning work; reviewing work against standards and providing performance feedback; and determining training needs and training staff.
• Thorough detailed knowledge of applicable university infrastructure, policies, and procedures
• Thorough knowledge of English grammar, punctuation and spelling
• Thorough knowledge of office systems and ability to use broader range of technology, systems, and software packages
• Ability to independently handle multiple work unit priorities and projects
• Ability to apply a variety of policies and procedures where specific guidelines may not exist Working knowledge of budget policies and procedures
• Ability to perform standard business math, such as calculate ratios and percentages, track financial data, and make simple projections
• Ability to draft and compose correspondence and standard reports
• Ability to handle effectively a broader range of interpersonal contacts including those at a higher level and those sensitive in nature

• Experience working in a higher education environment
• Diversity and inclusion training experience collaborating with key constituents to establish diverse talent pools
• Demonstrate customer service and interpersonal skills
• Experience in academic personnel recruitment