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Affirmative Action and Equal Opportunity at UNC – Promoting Quality through Diversity. A Hiring Guide for Search Committees and Hiring Authorities. 2009. D iversity vs. Affirmative Action.
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A Hiring Guide for Search Committees and Hiring Authorities.
Diversityand affirmative action are related concepts – but the terms have different origins and legal connotations.
Workforce diversity is a voluntary business management concept used to promote an inclusive workplace.
UNC’s plan is designed to bring women and men, members of minority groups, and persons with disabilities into all levels and segments of the University of Northern Colorado’s workforce in proportion to their representation in the qualified relevant labor market.
In taking the extra steps to recruit for equal representation, we ensure that we have reached out to all candidates who may be qualified, and thus allow the opportunity for the university to recruit the best candidates for the position.
Employment actions can include:
Applicants and employees should be hired, trained, and evaluated based on job related competencies regardless of gender, color, or any other protected status.
Typical downfalls of an interview process:
HRS serves to:
Professional Administrator positions –
Faculty positions do not have PDQ’s - Position should be reviewed and approved by the dean to ensure appropriate minimum qualifications are set and are consistent for the job.
Important to determine how the position will support the overall area.
Decide what qualities, skills, education, and experience needed to make the best fit for that role.
Current Diversity –
Hiring Process -
Review of Pool:
Any of this situations should be disclosed up front or as soon as it is known. Failure to do so can disrupt the process or nullify the search, cause it to have to be closed and another search started.
NOTE: If a candidate has a concern, refer it to HR at that time.
The search chair and committee members have the role of evaluating candidates based on the position’s requirements.
Committees should be comprised of a diverse group of individuals including subject matter experts, to enable the group to have a broad view point when reviewing the qualifications.
The search chair’s role is to ensure the process runs smoothly and in a timely manner. Additionally, she/he must also ensure, along with the AA/EO coordinator, that the process is in line with UNC’s policies.
Review each applicant in a fair manner based on criteria of the position.
Access to the applicants through a guest user login in PeopleAdmin. Please do not print the documents. If you need an accommodation, please contact the search chair for other review options.
Review should be unbiased and only on the important factors of the job, not name, possible origin, or gender.
Each person reviews differently. The important point is that you review each candidate thoroughly in the same manner throughout the process.
Unless you have been asked to only do an initial screening of the applicants, you will probably have a role in creating questions or interviewing the candidates.
Important points to know:
When interviewing, ensure to ask all questions of all candidates. Ensure accommodations are of equal or similar quality.
Write down your responses for you to review for follow up questions and/or to make recommendations to the committee.
Ensure that access is available to those who need accommodations (i.e. wheel chair access, sign interpreter, etc.)
Make sure to only make relevant comments pertinent to the candidate’s ability or experience – not general notations.
Different hiring authorities may request your input in different ways.
Some may want you to rank the finalists; others may want strengths and weaknesses.
Regardless of how you provide your input, make sure to evaluate the candidate based on the position requirements and fit for the position based on all of the input received.
The search administrative assistant (admin) has the important role of documenting the search, thus providing a record of the process. The admin will take notes at all committee meetings.
The admin also has expanded rights in PeopleAdmin to help monitor and change the applicant statuses and note why an applicant was not selected.
At the request of several departments on campus, the decision was made for the departments to continue to write rejection letters.
The search assistants normally take care of ensuring these letters are sent to candidates no longer in the pool.
With the advent of PeopleAdmin, you will only need to print a copy of the finalists’ information.
All other information is stored electronically.
However, if the search required hard copies of any documents, the department will still need to store these search materials for all applicants other than finalists for 3 years.
At the end of the search, the admin and search chair will collect all documentation used, committee meeting notes, committee members screening criteria and interview notes, and forward to the hiring authority.
Note: Some colleges require that this information be reviewed by the dean prior to an offer. Check with your specific dean.
The hiring authority will then complete the search closing documents and forward these documents, the finalist files, and all of the above mentioned documentation to HRS. This will officially signal the close of the search. Once this step is completed, HRS will close the search on PeopleAdmin.
The purpose of UNC’s Affirmative Action program is multifaceted. Its intent is to:
Human Resources is available to answer any question you may have regarding the process. Contact the department at 351-2718.
Approved interview questions can be found on the HRS website: www.unco.edu/hr
They are located on the Employee Resources tab in the Hiring section.
Contact HRS at 351-2718 if you have any questions or concern regarding a search.