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Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP

Appendix A

FACULTY AND ASSOCIATE STAFF SEARCH CHECKLIST FOR PERMANENT APPOINTMENTS


This checklist should serve as a guide to you as you conduct searches for non-classified staff positions. All of the policies and procedures for conducting searches may not be included in the language on this list. You should always refer to the formal search and selection procedures for more detailed information about conducting searches.

___Submit request to fill the position to Major Unit Head.

___Submit search and screen plan and position description to the unit Equity Administrator for review. Please note: the search and screen plan must include a list of proposed search committee members.

___The Equity Administrator should inform the Personnel Services Department and the Assistant to the President of approval of the position and should forward an approved position description to both offices.

___Arrange for Equity Administrator to meet with search committee to review the affirmative action goals for the unit as well as campus search and selection guidelines and procedures.

___If applicable, contact the Personnel Services department to arrange for placement of newspaper advertisements for the position.

___Send EEO cards to all applicants for the position.


If no women or minority candidates are included in the "short list" to be interviewed, the committee chair must meet with the Equity Administrator, prior to beginning the interviews to discuss how the qualifications of the candidates selected for th e interview exceed those of the women and minority candidates.

___Upon completion of the interviews, make a recommendation of a candidate to the Major Unit Head. The recommendation should include the rationale for the selection, recommended salary, and anticipated start date.

___Submit AAER, EEO form and search committee minutes to equity administrator for review.

___Upon receipt of the signed AAER form from the Major Unit Head, a formal offer to the candidate can be made.


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