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- Once the Request to Recruit has been approved by
the Provost, a search committee, which includes minority and female
representation, should be appointed. The chair of the search committee
should contact the Affirmative Action Office. The Affirmative Action
Office Executive Director will work with the search committee chair
to appoint an affirmative action liaison for the search process (in
most cases a member of the department or of the search committee).
- The affirmative action liaison will schedule an
appointment with the chair of the search committee to review recruitment
and selection procedures. The search committee should be aware of
proper interviewing techniques. (The Affirmative Action Office can
supply materials for assistance in this area.)
- The search committee chair will send a copy of
the advertisement and job announcement pertaining to the position
to the Executive Director of the Affirmative Action Office for review
and approval prior to submitting it for publication.
- The position should be announced in ways that make
the information widely available. Announcements should be designed
to attract highly qualified candidates representative of the total
professional population. The importance of identifying and considering
women and minority applicants is of particular concern to the university.
(The Affirmative Action Office can be of assistance in this area.)
- The search committee or hiring department will:
- keep a list of all CVs received,
- send a letter acknowledging receipt of the
application/resume, with an attached Self-ID form, to all applicants.
- The applicant should return the Self-ID form to
the Affirmative Action Office which will set up a database of information
received from all applicants.
- The affirmative action liaison will report Self-ID
statistics, by race and gender, and other criteria to the search committee
or its chair.
- The search committee is responsible for defining
the selection criteria to be used to evaluate the qualifications of
each applicant for the position. The search committee will record
job related reason(s) for rejection of non-selected candidates and
develop interview questions. (The Affirmative Action office can be
of assistance in this area.)
- The interview process should be standardized with
respect to questions and ranking procedures.
- Reference checks should be used.
- The reason for selection of the chosen candidate
must be given in Section entitled "Final Selection Process" of the
Request to Make an Offer form.
- No offer of employment may be made until the Provost
has signed the Request to Make an Offer form, approving the offer.
- Departments must retain all candidate application
materials and interviewer evaluations, where applicable, for two years
following the hiring of a faculty candidate. (This applies to materials
submitted by every candidate, including those who were not successful.)
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