- The Appointments Committee should clearly define the hiring process that precedes the recruitment, consideration, or identification of any faculty candidates.
- The Appointments Committee should compose a specific job description, specific list of qualifications, and specific expected submissions from faculty candidates.
- The Dean should ensure that the Appointments Committee is composed of people with a variety of perspectives, including a concern for DEI issues.
- The faculty recruitment advertising plan should be wide-ranging and proactive, going creatively beyond traditional venues in order to reach a broader range of potential candidates.
- The Appointments Committee should screen all applicants against the specific qualifications identified earlier for the position.
- The Appointments Committee must ensure that they are aware of implicit bias by completing implicit bias training.
- The Appointments Committee should create and maintain a comprehensive, easy-to-understand faculty appointments guide.
- The Dean and the Associate Dean for Faculty Research and Development should continue to evaluate and improve faculty mentoring and support programs that assist all faculty in their teaching, scholarship, service, and overall wellness.
- The Dean and the Associate Dean for Academic Affairs should continue to identify and mentor diverse alumni who might be interested in teaching at WVU Law, full- or part-time, in the future.
- Understanding the unique constraints surrounding adjunct faculty, the Dean and Associate Dean for Academic Affairs should make their best efforts to hire diverse adjunct faculty.
