Search Procedure Requirements
Revised January 2003
The immediate supervisor is responsible for the implementation of the search process and shall:
| Step One: | Determine the need for a search committee. Complete a Search Authorization Form to obtain approval from the appropriate Vice President or Dean to conduct a search and to determine funding for the positions. Develop a Position Vacancy Announcement and attach to the Search Authorization Form (for non-faculty positions, attach the job description also). ***If committee is used, invite EEO Coordinator to first committee meeting for briefing. If committee is not used, Human Resources is available to assist department head, if needed. |
| Initiation and Approval of Search |
|
| Step Two: | Develop recruiting strategy and post the position. The position must remain open for at least ten days. |
| Posting/ Recruiting |
|
| Step Three: | Assure minimum required information has been furnished by applicants to complete files. |
| Completion Applicant File |
Send applicants’ names and addresses to the EEO Compliance Officer after ending date for receiving applications and prior to interviews. EEO Compliance Officer will request confidential information from applicants for preparation of Affirmative Action Report. |
| Step Four: | Screen candidates based upon objective, quantifiable, job related, consistently applied criteria, and move only the qualified candidates to the next level screening. Rank candidates numerically and select top applicants for interviews. |
| Screening/ Selecting Top Finalists |
|
| Compliance Review |
Forward files of candidates to be interviewed, along with numerical results of all qualified applicants, and interview questions to be asked of the candidates, to EEO Compliance Officer for compliance review. |
| Approval to Conduct Interviews |
Receive approval from EEO Compliance Officer and appropriate vice president to conduct interviews. |
|
Step Five:
Interviewing/ |
Conduct campus interviews (using approved interview questions), provide each interviewed candidate an Exit Interview Form, and check references. |
It is recommended that telephone interviews be conducted as an option which would minimize to cost of bringing all candidates to the campus for interview. |
|
|
Step Six:
Approval to hire |
Prepare a narrative regarding candidates’ job related skills and abilities and make a recommendation for hire through normal administrative channels to the appropriate vice president, with a copy to the EEO Compliance Officer for review and comments. |
| Step Seven: | Initiate administrative communication and activity necessary to execute contract/information letter. |
| Employment Offer |
|
| See Points of Consideration and Guidelines for submitting approvals of offers to Faculty |
|
Step Eight:
Finalize Process
|
Complete Affirmative Action Report and send report to the EEO Compliance Officer. Send all applicants’ files, and search correspondence to EEO Compliance Officer within five days of completion of search (after receiving signed appointment letter). Files must be maintained for three years. |
Exceptions to these rules/procedures may be made by the President.
In the event at any time during the hiring process an issue arises, it will be reviewed jointly by the EEO Compliance officer, Director of Human Resources and the appropriate vice president. In the event that the EEO Officer, HR Director and the appropriate vice president cannot resolve the matter, the issue will be submitted to the President for final resolution.