Faculty Hiring Manual 
Section 2: Getting Started

2.2 Developing the Position Posting 

Prior to starting any faculty searches, Hiring Units must receive the Dean’s approval. Please note that CLUs may have additional approval procedures. Hiring Units should confirm whether any additional requirements exist.

After a search has been approved, the Hiring Unit must create a position positing, which will be posted in ROCS. The ROCS position posting must include key information about the research and teaching expertise needed for the position, and it can also serve as a statement about the department’s and University’s academic priorities and commitment to excellence. All position postings must be reviewed by UHR for compliance and content before posting.

 When developing a position posting, Hiring Units should consider the following:

• Required qualifications and experience for this position;
• Essential functions and responsibilities for this position;
• New skills, perspectives and approaches the new hire will bring to the department;
• The type of information about the Hiring Unit, program, school, and wider university that will attract a broad pool of qualified applicants; and
• If the position is part of a joint hire or cluster hire with other units, special consideration should be taken in drafting the position description. 

The final written position posting that will be placed in ROCS must include: 

• A description of desired research, instructional, and/or clinical areas;
• The expected rank or ranks and appointment track (tenured or tenure track, nontenure track, clinical, etc.);
• An accurate and clear description of the full range of responsibilities and duties for the position;¹
• Any minimum qualifications (e.g., degree-level, board certification, etc.);²
• Any minimum level of experience;
• Any additional qualifications that may be welcome or desirable;  
• A list of required and optional materials, if any. Required materials generally include a resume or curriculum vitae, a cover letter, a description of the applicant’s teaching philosophy, and a list of references;³
• A brief description of the school and University;
• Corporate Compliance Responsibilities (for RBHS positions); and
• The University’s EEO statement:⁴

It is university policy to provide equal employment opportunity to all its employees and applicants for employment regardless of their race, creed, color, national origin, age, ancestry, nationality, marital or domestic partnership or civil union status, sex, pregnancy, gender identity or expression, disability status, liability for military service, protected veteran status, affectional or sexual orientation, atypical cellular or blood trait, genetic information (including the refusal to submit to genetic testing), or any other category protected by law. As an institution, we encourage all qualified applicants to apply. For additional information, please see the Non-Discrimination Statement at the following web address: http://uhr.rutgers.edu/non-discrimination-statement.

Postings should not include:

• Additional statements regarding diversity, equity, or inclusion beyond the required University’s EEO statement;
• Supplemental questions inviting applicants to comment on how they will contribute to diversity, equity, or inclusion.
   

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¹ If the position is a joint hire or part of an interdisciplinary hire across more than one unit, the description should communicate any expectations associated with this aspect of the position, as well as the opportunities it affords. 
² Minimum required qualifications should be distinguished clearly from preferred qualifications, which may also be included. When appropriate, qualifications should be designated as preferred rather than as required. 
³ All required materials must be submitted through ROCS and not to search committees directly. 
⁴ All position descriptions posted in ROCS will automatically include the Rutgers University Non-Discrimination Statement.