Affirmative Action Considerations as Part of the Faculty Recruitment/Selection Process
- 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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