If you are planning to teach in a university or college, then as a job aspirant are you aware of how your profile is assessed for selection purposes? If not, you are not alone. The majority of candidates applying for various positions in universities and colleges have little clue of the rigors of selection processes. Employers today are looking for competitive, dynamic, and meritorious candidates for various positions in a job market that is becoming more and more competitive.

Saddled with the huge responsibility of maintaining quality and the standards of teaching, examination, and research in universities in the country, the University Grants Commission (UGC) has revised the regulations governing the minimum qualifications expected in the direct appointment of teachers and other academic staff in universities and colleges. Thus, all the universities are required to frame statutes and apply them to all direct recruitment posts carrying UGC scales.

Located in Belgaum, the one-year-old Rani Chennamma University (RCU) is the first university in Karnataka to frame the statutes governing the appointment of professors, associate professors, assistant professors, physical education directors, and librarians and the conduct of interview of candidates for teachers, academic staff, and allied posts under Section 40 (1) of the Karnataka State Universities Act, 2000 and to set benchmarks for direct recruitments and qualifications.

Governor H.R. Bhardwaj, who is also the chancellor, has already given his assent to the statute. RCU has started recruitments as per these new statutes.
Self-assessment

According to RCU Vice-Chancellor B.R. Ananthan, the new API (Academic Performance Indicators) scoring system prescribed in the UGC regulations not only helps the universities in making proper assessment of candidates but also facilitates self-assessment that to a considerable extent helps candidates to know where they stand.

The API enables selection of better candidates and the clear and effective assessment of their domain knowledge, teaching skills, ability to communicate, research potential, analytical ability, and innovative thinking. It also assesses the candidate’s competence in positive and critical analysis, contribution to higher education and national development, and skills in instantaneous planning.

A separate pro forma has been prepared to evaluate the merit of the candidates based on marks allotted to each of the parameters prescribed for various positions. In the pro forma the candidates are required to provide evidence supporting their claim on performances, qualifications, and contributions.
Procedure

As per the UGC regulations, the university shall advertise the vacancies in two national dailies, indicating the minimum/mandatory qualification, reservations, specialization (if any), and number of vacancies. A screening committee set up by the university goes through all the applications to assess and decide API scores before a candidate is called for an interview.

The merit list is prepared on the basis of parameters such as qualification, NET and SLET examination scores, successful completion of postdoctoral studies/research for assessing academic record, and the API score. For instance, the minimum API score required for the post of professor is 400 and for the post of associate professor, 300.

However, the seven-member selection committee headed by the vice-chancellor still retains 12.5 percent points where each member could allot a maximum of 1.785 points to a candidate at the time of interview. Of the seven members in this panel, the vice-chancellor has powers to nominate three experts in the subject concerned.

The other members include dean of the faculty, chairperson of the department, and an academician nominated by the chancellor. In addition, an academician representing SC/ ST/ OBC/ minority/ women/ differently-abled categories will be nominated by the vice-chancellor, “if any of the candidates representing these categories is an applicant and if any of the above members of the selection committee do not belong to that category.” At least four members, including two outside subject experts, shall constitute the quorum.

Prof. Ananthan says a large number of candidates who have already applied or are in the process of applying are unaware of the API scoring system and hence the résumés that accompany their application do not provide clear and specific information. Even before coming to the interview, the candidates can check where they stood in the merit list by filling the API pro forma and totaling points for other parameters. “We need to create awareness on API among the candidates, who must go through it and fill their application in the proper fashion.”

The vice-chancellor believes that the new regulation has considerably minimized the scope for manipulation of points by the screening committee and selection panel. It is the UGC’s intention to make the recruitment process fair and transparent so that the best candidates are selected.