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Guide To Successful Searches - Public Disclosure

1. Search Committee membership

   The names, titles, academic degrees and facts of past or present employment information of search committee members are public information under ABOR Policy 6-912.

2. Candidate Names

   It is the intention of the University to maintain the integrity of search processes by protecting applicant confidentiality. To encourage applications from those reluctant to "go public" with their interest in UA employment, the names of applicants should be only be released to the campus or general public when a candidate becomes a finalist.

   At the time an invitation to interview on campus each finalist should be informed that his or her name shall be made public and that his or her curriculum vitae shall be open for review.

   (Note: Under Arizona State law, names and other information concerning those interviewed may be subject to disclosure to third parties upon request.)

3. Search Documentation

   In the course of conducting a search, the issue of public disclosure of search-related information or documentation may arise. The University of Arizona's release of public records policy is to be as open as possible while protecting legitimate privacy or confidentiality issues.

   Documents prepared by University employees while performing work-related duties are, with some exception, public records. Search-related reports or records produced during the search process such as screening matrices, interview questions and committee notes should remain confidential among search committee members and other key individuals on a need-to-know basis. Under no circumstances, should members of the committee or other departmental personnel, release search-related information or documentation to unauthorized individuals. Requests for documentation or reports under the State's "Release of Public Records" statute should be forwarded to the Employee Records unit of the Human Resources Department.