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EEO/AA OFFICE OF EQUITY PROGRAMS
The responsibility of overseeing Marshall University's recruitment and hiring procedures is given to the Director of Equity Programs. Our Equal Employment Opportunity/Affirmative Action policies and procedures have been implemented and are currently practiced in order to satisfy our legal and moral obligations. In addition, they insure that each search committee will diligently attempt to attract qualified candidates from a broadly drawn diverse base to help meet our affirmative action commitments. In order to effectuate the University's commitment, at least three important conditions must be met: (1) vacancies must be advertised nationally; (2) any and all search procedures must be as objective as possible and follow MU policies; and, (3) job offers must reflect equitable compensation considerations. The Director or his designee is to be INVITED TO THE INITIAL MEETING of the Search Committee so the Chairperson and committee members may be informed of relevant policies and procedures that will need to be followed in the search. Additionally, please note that questions or concerns that arise throughout the search period related to Equal Opportunity and Affirmative Action should be addressed to the Director or his designee in a timely manner. An affirmative action search is required to fill vacant, new, regular, full-time academic, administrative or professional positions. FAILURE TO FOLLOW THE AFFIRMATIVE ACTION RECRUITMENT GUIDELINES WILL RESULT IN A DELAY IN FILLING YOUR POSITION(S). EXCEPTIONS WILL NOT BE GRANTED. An academic, administrative or professional national search may not have to be undertaken in order to fill a Temporary appointment (an appointment of one year or less, not anticipated to be filled in the next year). However, if the position is open for a second year, efforts should be undertaken to ensure that minorities and female candidates have access to the institution's recruitment process. As in all searches, internal as well as external candidates are welcome to apply and will be given due consideration. The department will initiate recruitment and advertising efforts on a local, regional and/or national basis. It is the responsibility of each department to identity and actively recruit minorities and females for available positions. Job notices must be sent to relevant minority and female organizations and/or institutions. To initiate SEARCH PROCEDURES, the Dean, Department Chair or Director shall appoint a Search Committee to review and evaluate candidates' credentials for interview and recommendation for hire. The search provides possibilities for meeting affirmative action goals through active recruitment among the protected classes. A. A Search Committee is required for:
B. A Search Committee is not required for certain administrative positions. For clarification, please contact the Office of Equity Programs. C. In order to meet critical student athlete recruiting responsibilities, the 30 day advertising period may be waived for vacant head football and basketball coaching positions. However, all other affirmative action recruitment procedures shall be followed. D. The size of the Committee is to be determined by the Department Chair/Director, usually three to five persons. E. A Search Committee shall include at least one female and one representative from a minority group. However each chair should make every effort, to have more representation of minorities and females than just one of each group in order to have a fair opportunity to impact the search. If there are no female or minority members within the department, it will be essential to go outside to guarantee representation of these protected classes. Departments may utilize persons in related disciplines. Other sources that may be utilized are alumni, professional colleagues outside Marshall University, and the student body, particularly those enrolled in graduate programs. F. The Search Committee must be knowledgeable about the College, School or Department's affirmative action goals and attempt to meet them. G. The entire search process will adhere to Marshall University's non-discrimination policies as identified in the Affirmative Action Plan. An APPLICANT LOG will be maintained for all academic, administrative and professional openings. Daily entries should be made upon receipt of resume/vita. A. Upon receiving vita or resume, the recruiting unit shall mail each candidate an Affirmative Action Information Card to be voluntarily returned by the candidate to the Office of Equity Programs. The data collected will reflect race, sex, handicap status, veteran status and other relevant information. B. The data shall later be included in the Department's Applicant Log. C. During the screening process, the Director of Equity Programs or his designee will review the EO profile of candidates as well as the goals and timetables of the respective department (College/School), to determine the course of action that should be followed. INTERVIEWS The number of finalists will be determined in the charge given to the Committee by the Chair. There should be more than one finalist who would be acceptable to the Committee. Every possible effort must be made to bring candidates to campus for interviews. This can increase opportunities for the protected classes to gain positions at Marshall University. Before any candidates are called and/or brought to the campus for interviews, the Search Committee Chair is responsible for contacting the Director of Equity Programs to discuss the profile and credentials of the candidates. If female and racial or ethnic minorities are among the candidates interviewed, it is essential for the department to see to it that while on campus there is an opportunity for these individuals to meet with relevant constituent groups. (Example: A Black candidate may want to know about the Black Community. It would be beneficial for that person to have members of his/her peer group to answer questions. In addition, a meeting with Black students would be appropriate) CRITERIA FOR EVALUATION OF CANDIDATES Marshall University subscribes to the proposition in the evaluation of prospective candidates that it is of equal worth to consider the factors listed below and of significant importance to look at the composition of the department when considering the hiring of a prospective candidate. It is expected that equal weight will be given to the two areas of equal worth to the institution. Factors and characteristics that determine the best qualified applicant for a position will be considered on an individual basis relative to the needs of a particular school, department or college. Such factors and characteristics that will enter into consideration depending on the nature of the school, college or department and not limited to the following, are:
FACTORS AND CHARACTERISTICS
After screening and interviewing candidates, unsuccessful candidates should be notified. SPECIFIC REASONS FOR REJECTION DO NOT NEED TO BE PUT IN WRITING. The Department need not wait until a person is hired to advise those no longer under consideration. This permits candidates to look elsewhere and saves additional work in processing communication at a later date. Although individual letters are more professional and personal, a department may use a form letter. EMPLOYMENT OF SUCCESSFUL CANDIDATE A. The Offer The offer will be made only if evidence reflects a "good faith" effort to recruit qualified female and minority persons for the position. "Good faith" effort is evident when: 1. The requested appointment is that of qualified female and/or minority; or 2. Documentation indicates that a positive effort was made to locate and/or interview qualified female and/or minority persons. B. Approval Before an offer of employment may be made, all data must be completed on the Proposed Appointment Form and submitted along with the Applicant Log, Recruitment Checklist, Committee Ratings and sent to the Director of Equity Programs for approval and signature. C. The Acceptance The letter of acceptance (or rejection) of an offer should be sent to the Dean or Director. The Dean/Director will send copies of this letter to the Chairperson and the Vice President. Upon acceptance, a Personnel Action Request (PAR) must be initiated by the department. NO APPOINTMENT OR HIRING WILL BE POSSIBLE UNLESS THE CITED PROCEDURES ARE FOLLOWED. The Department is required to keep all vitae/resumes and related documents on file for a period of three (3) years. THESE RECORDS SHALL BE REGARDED AS CONFIDENTIAL.
eeoaa@marshall.edu
Revised
10/10/01.
This page edited by Jim Stephens, (304) 696-3983, jstephen@marshall.edu |