Equity Council Training Program
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Equal Employment: all individuals must be treated equally in hiring
process.
Affirmative Action: hiring officials will make positive and continuous efforts to recruit, employ, retain and promote groups who have been subject to past discrimination, such as women and minorities.
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2.Campus has developed procedures for conducting searches and hiring
goals that insure equity and promote affirmative action in the recruitment
and hiring process.
3.Each member of the search committee is responsible for insuring that campus procedures are followed and that the applicant pool is both inclusive and diverse.
- Search Committee (or Committee Chair) has four major responsibilities:
a)Developing position description - should accurately reflect responsibilities and should encourage diverse applicant pool.
b)Developing search and screen procedures - advertising should be wide-spread; criteria should be job-based, unbiased, and inclusive of diversity considerations/goals; procedures should include all committee members
c)Screening and evaluating candidates - all candidates should be evaluated on agreed upon criteria
d)Recommending finalists - rationale should include diversity considerations-
4.New policy:
a) Search committees should alert the Equity Administrator when they have identified applicants to be interviewed (defined the "short list"). In instances where women or minorities have not been identified, the committee chair must meet with the Equity Administrator to discuss how the qualifications of candidates selected exceed those of women and minorities in the applicant pool.
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Questions, comments, and/or suggestions should be directed to
- Search Committee (or Committee Chair) has four major responsibilities:
-
2.Campus has developed procedures for conducting searches and hiring
goals that insure equity and promote affirmative action in the recruitment
and hiring process.
Major Points:
1.UMCP - Committed to both Equal Employment and Affirmative Action in hiring.
