UCA Recruitment Process
The University of Central Asia (UCA) follows a fair, transparent, and merit-based recruitment process, in full compliance with internal policies, the recruitment principles of UCA, and the legal and regulatory requirements of the Kyrgyz Republic, the Republic of Tajikistan, and the Republic of Kazakhstan.
1. Job Description Development
The recruitment process begins with the creation of a job description. An initial draft is prepared by the hiring department based on the identified need. Relevant stakeholders then provide input to finalise the job description, ensuring it aligns with institutional goals and requirements.
2. Formation of the Search Committee
A Search Committee is constituted for each position, comprising internal stakeholders and, where appropriate, external advisors. Being part of a Search Committee is a significant responsibility. Members are expected to actively participate in all meetings, interviews, candidate presentations, and related deliberations. The Committee plays a central role in upholding the integrity and rigour of the selection process.
The Chair of the Search Committee serves as the main liaison with the Human Resources (HR) team and is responsible for providing formal recommendations. The Committee also advises HR’s Compensation & Benefits team on the proposed grade and salary point for the recommended candidate, in line with UCA’s salary structure.
3. Standard Recruitment Process
- Job Advertisement – The vacancy is advertised on UCA’s website and appropriate platforms to attract qualified candidates.
- Application Screening – Applications are reviewed against the essential qualifications and competencies listed in the job description.
- Shortlisting – The Search Committee shortlists candidates who meet the requirements.
- Interviews and Presentations – Shortlisted candidates are invited to panel interviews and may be asked to deliver a presentation or practical demonstration, either in person or online.
- Reference and Background Checks – Professional and/or academic references are contacted, and background checks are conducted for the finalist.
- Selection and Offer – A contingent offer is issued to the selected candidate, subject to satisfactory checks.
- Onboarding – Upon acceptance, the new hire undergoes orientation and onboarding with relevant stakeholders at UCA.
4. Additional steps for Academic Staff Recruitment
Most academic roles at UCA—particularly within the School of Arts and Sciences (SAS) and the Graduate School of Development (GSD)—require a combination of teaching and research responsibilities. Therefore, the assessment process evaluates both research and teaching potential and capacity.
a. In addition to the standard recruitment steps:
- Teaching Evaluation – Candidates are required to deliver a teaching seminar and demonstration to students, faculty, and academic staff.
- Research Evaluation – Candidates present a research lecture to an audience of scholars and technical staff from the relevant field.
b. Associate Professor / Senior Research Fellow and Above (Ranked Positions)
- For appointments at the level of Associate Professor / Senior Research Fellow and above, the proposed rank is reviewed by the Academic Appointments and Promotion Committee (AAPC). The AAPC consists of UCA’s senior academic leadership and international external academic advisors. Based on international benchmarking, the Committee evaluates the candidate’s academic profile holistically, including research output, publication record, teaching experience, contribution to the community and profession, and scholarly impact.