For all new positions, please contact peoplecenter@champlain.edu to initiate the grading and job description process.
For an established role, review the existing job description to ensure the information is current. When changes are warranted, contact peoplecenter@champlain.edu for review. All managers should keep job descriptions for their direct reports on file.
For the People Center to move forward, you must submit a Position Request Form. With permission of the Department VP, please utilize this form for any position requests including position backfills, open positions, and reallocated positions for hire. Please allow for two weeks for final approval from the COO and Finance. You will be notified by a member of the People Center team when approval is finalized.
Search Committees
Faculty positions: Search committees should have at least four, but no more than seven members. The Division Dean will establish a Search Committee comprised of:
Former faculty members may act as advisors to the search committee if deemed helpful. The appointing, hiring authority, or supervisor cannot be a search committee member.
Associate, Assistant, and Dean positions: The Provost will establish a Search Committee composed of:
Topics for discussion will include:
Elevate your recruitment strategies with selection tools designed for fairness and inclusivity. Explore sample rubrics and expert insights to refine your selection process. Recognizing and addressing hidden biases is essential for ensuring equitable outcomes in candidate evaluations.
Utilizing Interview Exchange, the search committee and Hiring Manager will sort candidates from the inbox into the YES, NO, or MAYBE folders and notify the Recruiter when ready to screen those in the YES folder. Recruiter makes contact with desirable candidates to speak with them about benefits and compensation prior to future involvement in the hiring process. At this point, the candidates will either withdraw or be moved forward to the HIRING MANAGER/COMMITTEE SCREEN folder for the phone/virtual interview with the search committee/Hiring Manager.
Conducted by the Hiring Manager and search committees and/or Recruiter.
Champlain’s Travel Agency
Direct Travel Company
19 Roosevelt Highway
Colchester, VT 05446
(802) 655-8866; (802) 245-8459
Pre-Approvals: We strongly encourage booking flights in advance to maintain cost efficiency. Any flights exceeding $800 will require verification with the People Center and will only be approved under exceptional circumstances.
Booking Flights: In most cases, it’s simplest for the candidate to arrange their own travel. To facilitate this process, please contact Direct Travel at [(802) 655-8866; (802) 245-8459] and provide pre-approval details.
Corporate Rate Hotel Information
Courtyard Burlington Harbor, Marriott Hotel
25 Cherry Street, Burlington, VT 05401
802-864-4700
Hampton Inn Burlington
42 Lower Mountain View Drive, Colchester, VT 05446
802-655-6177
Hilton Burlington
60 Battery Street, Burlington, Vermont, 05401
802-658-6500
Hilton Garden Inn
101 Main Street, Burlington, VT 05401
802-951-0099
REFERENCE BOOKING CODE: #2668783
Best Western Inn
1076 Williston Rd, South Burlington, VT 05403
802-863-1125
Hotel Vermont
41 Cherry Street, Burlington, VT 05401
802-651-0080
Reimbursable Items (including meals)
Reimbursing a Candidate:
Candidates will need to complete a W-9 form for reimbursement. If submitting mileage reimbursement please include a map of the route, so that the mileage being reimbursed is supported with documentation. Please submit all candidate reimbursements to peoplecenter@champlain.edu including the total charge and individual receipts and the W-9 form.
Candidate Meals with Search Committee or Hiring Manager:
Contact: Email peoplecenter@champlain.edu
The recruitment and selection process is important for all aspects of the institution. The Recruiter has the expertise to assist hiring managers and search committees with procedures to ensure the winnowing of candidates is done fairly and objectively. At this final stage, reference checks can be an important tool to assure selection outcomes.
All offers must be approved by the CFO and COO before they are made. Once a final candidate is identified, the recruiter can start the approval process. You may start reference checks (recommend three professional references) at the same time as approval is being reviewed (if not before). Once approved, a verbal offer can be made after verification with the Recruiter that everything is in order.
Work with the candidate to determine a start date: all new employees will start on a Monday, or a Tuesday if Monday is a holiday (this excludes faculty, who start July 1). Allow at least two weeks from the time an offer is submitted (verbal offer accepted) to when an employee may start.
Once a verbal offer has been accepted and a start date is selected, the recruiter or operations manager for academic positions will create the offer letter.
Check out our information on onboarding new employees.
Recognizing that the handling of regret notifications is as important as selecting candidates for hire, it is essential to ensure prompt processing. The Senior Recruiter will verify that regrets are managed appropriately. Hiring managers and search committees are encouraged to engage with candidates who have undergone phone or onsite interviews when appropriate.