Overview
It has long been recognized that despite some of the
difficulties arising from the decentralized structure of the NIH with
its multiple semi-independent ICs, this organizational diversity is
also one of its greatest strengths. It naturally leads to a variety
of approaches in developing effective intramural and extramural
research programs since there is no single way that can be shown to
be optimal. Nevertheless, it is appropriate for the central NIH
managers (Office of the Director (OD)) to monitor and if necessary
intervene in order to assure that overall standards of high
productivity, equal opportunity, integrity, matters of safety and
many other general aspects of the research establishment are met
throughout the NIH organization. It is with the purpose of achieving
an appropriate balance between permitting and even encouraging a
diversity of approach while at the same time promoting uniformity of
excellence in the outcome, that we have considered on e of the most
important functions of the intramural program: the selection of new
investigators.
1. The ICs must be held fully accountable for their hiring actions and be periodically reviewed for both the appropriateness and ultimately, the effectiveness of their procedures.
2. The ability of all qualified investigators to be seriously considered for professional openings is the best way to maximize the ability of an IC to meet its programmatic needs.
3. The OD should closely monitor the actions of the ICs and must be able to intervene at critical points before serious procedural lapses occur.
1. Each IC will send to the DDIR for approval a brief memorandum (with appropriate attachments) describing the general procedures that will be used for searches to fill vacancies. It is recognized that these general procedures that will be used for searches to fill vacancies. It is recognized that these general procedures may differ, even in principle, depending on the seniority and the nature of the desired or necessary expertise of the individual being sought. Some general guidelines are attached. It is expected that the ICs will adopt these guidelines but that in individual cases modifications can be made as long as they fall within the spirit of the guidelines.
2. Prior to a new search specific information will be sent to the DDIR regarding such matters as the names and credentials of the proposed Chairperson and members of the Search Committee, specific instructions contemplated for the Committee, a draft of the vacancy announcement and where it will be placed, a draft of the proposed agreement to be negotiated with the successful candidate an d any other pertinent information. It is anticipated that the DDIR will designate an additional member of the Search Committee and work with the IC to modify the Search plan when that seems advisable.
3. A report about the Search as well as the name of the selected individual will be sent to the DDIR for approval. The DDIR will regularly report to the Board of Scientific Directors the total NIH experience with these searches and chair a discussion designed to identify problems and solutions.
I. The IRP should have a clearly articulated written policy with respect to the procedures used to decide that a new position is to be created or a vacant position filled, as well as with respect to the timing and manner by which vacancies will be publicized.
II. The IRP should have a written policy with respect to the information of a Search Committee. This policy should be flexible enough to allow for modifications when this seems appropriate. It is not appropriate to have the selecting and approving officials as members of the Search Committee. The Scientific Director is normally the selecting official. Generally, the committee should include among those chosen for their professional expertise, individuals from outside the administrative unit in which the vacancy exists and if possible outside the IC.
The Search Committee should be chaired by an expert in the scientific/clinical discipline in which the candidate is being recruited, and should consist of persons representing the professional interests of the Laboratory/Branch as well as others chosen to maximize the possibility that all qualified individuals will be able and encouraged to apply. A letter from the selecting official directed to the Chairman and members of the Search Committee should outline the nature of the search and what is expected of them.
III. While it is appropriate for the selecting official to define the professional criteria necessary for the position, it is strongly recommended that the Search Committee review the advertisement(s) with the selecting official prior to distribution to ensure that the broadest pool of qualified candidates is encouraged to apply and in order to clarify ambiguities.
IV. The IRP should have a written policy about measures to be used to avoid the appearance or actual conflicts of interest.
A sample list of procedures that meets the spirit of these guidelines is appended.