HOME > Recruitment Policies & Procedures >Open Recruitment > Procedures and standard for employment

Procedures and standard for employment

 

【 Step 1 】

 

 Document Evaluation

The evaluation is conducted by the document evaluation committee composed of 5 to 7 faculty members of the relevant department, and the department dean will recommend the members after the department faculty meeting (in charge of the office of academic affairs).

The number of applicants who pass the document evaluation will be 6 times greater in numbers than the number of the final selection (if the total number of applicants is not six times greater, the number selected in this step will be less). 
 

 Standard for Document Evaluation

Theses or dissertations and research achievements: ① relevance with the invitation area, ② the recognition level of the university and graduate school (Masters/Doctorate), and grade, ③ research achievements judged by the journals in which the paper is published, ④ professional career. Evaluation score will be calculated for each applicant by taking an average of the total assessment scores from each member of the document evaluation committee, excluding the highest and lowest points (rounding to 3 decimal places). 

 

【 Step 2 】

 

 Evaluation of Adequateness of Major and Research Achievement(50%)

The committee to evaluate the adequateness of major and research achievement is formed to include 10 or more professors recommended by the department dean of the year following co nsultation with the department faculty meeting (6 or less professors of the department or of the related major and 4 or more professors from the other universities, including related professionals) and 5 eligible members appointed by the president. 

The composition is subject to change by the president if there is a short supply offaculty members in the related department, and in other cases needing special attention. 

The evaluation results of the adequateness of major and research achievement should be contained in final evaluation reports as well as general critics for the individuals who passed the initial document screening, and then it should be submitted to the dean of academic affairs in a sealed envelope with asignature across the flap.

Recognition rates of the submitted research materials
- Paper written by 1 author: 100% (dissertation, 200%)
- Paper written by 2 authors: the main author (responsible author, first author) 80%, corresponding author: 70%.
- Paper written by 3 authors: the main author (responsible author, first author) 70%, corresponding author: 50%.
- Paper written by 4 authors: the main author (responsible author, first author) 60%, corresponding author: 30%.
- Paper written by 5 authors: the main author (responsible author, first author) 50%, corresponding author: 20%. 

 

 【 Evaluation Standard for the Adequateness of Major 】

Scores of the adequateness of major will be calculated by taking an average of all the scores (rounding to 3 decimal places) from the 3 members of the evaluation committee of the adequateness of major, excluding the highest and lowest points of the 5 members. But applicants who earned less than 4 points (full score: 5) could be excluded. 

 
 【 Evaluation Standard for Research Achievement 】

The quality of research achievement for the applicants who Passed the document evaluation will be evaluated, and the scores will be calculated by taking an average of all the scores (rounding to 3 decimal places) from the 3 members of the evaluation committee of the research achievement, excluding the highest and lowest points of the 5 members. The rate reflected to the evaluation will be 50%. 

 
 Evalyuation of Research Presentation and Personality(50%)

 For the evaluation of research presentation and personality for each applicant, the department faculty meeting under the responsibility of the department dean of the year will determine the methods and procedures. The members of the screening committee of the department will be appointed by the president among the professors of the university recommended by the dean.

The screening committee of the department will make arrangements for open research presentations and give interviews for those who are selected from the initial document screening, and each screening committee member will submit the two results with their name written on it to the dean of academic affairs in a sealed envelope with a signature across the flap.

The date and place will be determined by the academic affairs after consulting with the department.

The dean of faculty should send all the materials to the academic affairs immediately after the procedure is completed. 
 

【 Evaluation standard for the Research Presentation and Personality 】

Scores of the adequateness of major will be calculated by taking an average of all the scores (rounding to 3 decimal places) from the 3 members of the evaluation committee of the adequateness of major, excluding the highest and lowest points of the 5 members. But applicants who earned less than 4 points (full score: 5) could be excluded. 

 

 

【 Step 3 】

 

 Recommendation of Candidates

The dean of academic affairs should report three times greater the number of candidates than the actual number to appoint according to the order of high scores of the evaluation results of research achievement, research presentation, and personality to the dean of faculty of the year, and the dean of faculty should report 3 times greater candidates than the actual number to appoint (in case the gap of scores is remarkably big between applicants who earned good scores to be recommended and those who didn’t, the number could be reduced) with setting their orders or not to the department dean with attached comments from the department faculty meeting, and then the department dean will recommend them to the faculty personnel committee. 

 

 Faculty Personnel Committee and Special Screening Committee

The president will review the evaluation reports of the candidates recommended by the department dean, and convene the faculty personnel committeece president, dean of graduate school, department dean, dean of academic affairs, dean of planning and coordination > to interview them.

The faculty personnel committee will interview candidates recommended by the department (the 4th review), and review the evaluation results of document, research achievement, research presentation, personality, and interview, and select the final candidates, considering a balanced development of the department.

In cases as follows, appointment could be reserved by the faculty personnel committee.
- The number of applicants is not three times greater than the number planned to select.
- In case inequality issues are brought up regarding the evaluation process.
- Applicants with higher scores without recommendation for appropriate reasons.
- For the concern of a balanced development of the department.
- In case applicants are judged not to be qualified for the SKKU faculty.

The president could form the special screening committee through faculty personnel committee to evaluate applicants in case there was no recommendation made 2 or more times in spite of two times of faculty recruitment advertisement.

The special screening committee will be formed by 3 or more outside professionals appointed by the president considering the recommendation from the department dean, and the committee will evaluate the appropriateness of major and research achievements of applicants.