This page highlights the key elements of Faculty recruitment, selection, and appointment process. Section 10 of the LFA Collective Agreement provides an overview of the process.
Please note, the process for non-instructional Faculty may differ.
In order to comply with provincial Freedom of Information and Protection of Privacy (FOIPOP) and Human Rights legislation, all members of the selection committee should ensure an objective and transparent process.
Please click here to review the types of faculty appointments at Langara College.
Posting a Vacancy
1. Assess the needs of your department and determine if there is a vacancy that requires posting.
a) When work becomes available in a department, it is not always necessary to post the available work. Departments should first consider current internal faculty members based on qualifications and seniority. For more information talk to your Division Chair, Dean, or People and Culture.
2. Post your vacancy for a new or replacement position in Workday. Instructions can be found on the Workday Training Sharepoint site.
3. To attract and secure the best possible candidate ensure that the posting includes qualifications that are job-relevant, objective and measureable.
4. Positions may be posted concurrently, but all internal candidates must be considered first prior to reviewing any external applications. Faculty vacancies are posted for a minimum of 10 days.
5. All posted vacancies must be advertised on the Langara website. It is recommended that you use additional means to encourage qualified applicants including contacting colleagues at other institutions as well as listservs and professional associations. Document all recruitment strategies used during advertising.
1) Article 10.2.2 of the LFA Collective Agreement defines the selection committee composition.
2) Commitee members should be made aware of their roles and responsibilities as a member of the committee.
3) Ensure committee members are aware of the importance of maintaining confidentiality and inform the committee if they are in a conflict of interest.
4) Each selection committee member should be available to interview all candidates in order to ensure that each candidate is given an equal opportunity.
5) Committee members should be made aware of human rights legislation as it relates to the questions that may be asked.
1) The Selection Committee will have access to internal and external applications. Please ensure first consideration is given to internal applicants before reviewing external applications. The Selection Committee should review and evaluate each application against the established qualifications.
2) The short list of candidates should be based on the candidates who meet the minimum advertised qualifications. From this pool, derive your interview shortlist. The Selection Committee Chair must be able to document and justify the way in which they developed the shortlist.
3) Maintain a record of the recruitment and selection process.
a)This should include copies of the advertisement, records of rationale for the shortlist, interview notes and references. Under FIPPA/ FOIPOP you may be required to produce evidence that your hiring process was fair. Records must be kept for a period of one year from the time of interview and should be filed in a secure place.
1) Shortlisted candidates are invited to the interview. The Hiring Committee will prepare interview questions. Interviews are regularly done in-person, but Skype or phone interviews can be accommodated, at the discretion of the committee. The same interview tools should be used for all candidates.
2) Ensure interview questions are job relevant and avoid any questions that could violate Human Rights legislation. You may contact People and Culture for assistance, if required.
3) Committee members should take notes during the interview and maintain them in the competition file as per above. Interview notes are subject to disclosure under FOIPOP/ FIPPA and should be objective, avoiding any subjective comments.
4) During the interview, candidates should be asked to provide references and transcripts/ credentials.
1) The Selection Committee is responsible for verifying the candidate holds the appropriate credentials for the position.
2) Once a suitable candidate has been determined, the Department Chair or Delegate, should perform the reference checks. People and Culture can provide sample reference checking questions.
1) The authority of the Selection Committee is limited to making a recommendation for appointment. Step Placement Forms are available through the Office of the Academic Deans. The Division Chair should complete the step placement form, and submit to the appropriate Academic Dean for approval. Initial placement is dependent on the new hire's teaching and relevant work experience. See Section 7 and Schedule E of the LFA Collective Agreement for details on the step placement process and LFA salary scale.
2) As per the LFA Collective Agreement, such recommendation shall be forwarded to the President or delegate, for approval prior to an offer of employment being made to the successful candidate.
3) The Department Chair should complete Hiring process through Workday and upload all necessary documentation. Instructions can be found on the Workday Training Sharepoint site.
4) The Academic Administrative Manager will issue the Faculty Contract through Workday.
5) The candidate will receive their contract, along with a new hire package that contains key forms (e.g. benefits, taxes, direct deposit payments). New employees must complete their hiring forms in Workday at their earliest convenience to enable appropriate and timely onboarding.
For more information on providing the new employee access to systems and an employee ID, click here.
Prior to posting a vacancy please familiarize yourself with the following policies.
D.2. Recruitment/ Appointment
- D2001 - Master's Qualification Equivalence
- D2003 - Proof of Educational and Professional Credentials
- D2004 - Employment of Canadian and Foreign Applicants
Continue to the New Employee Onboarding section of this toolkit to learn about welcoming a new employee onto your team.