Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP
Appendix B
CLASSIFIED STAFF SEARCH LIST
This checklist should serve as a guide to you as you conduct searches for classified positions. All of the requirements and instructions for conducting searches may not be included in the language on this list. You should always refer to the formal sear
ch and selection procedures for secretarial and clerical staff.
This checklist is intended to serve as a reminder of each step in the process. For detailed information, consult the full set of procedures.
___Submit request to fill the position.
___The Equity Administrator should inform the Personnel Services
Department
of the approval of the position and request that an appropriate "List of Eligibles" be forwarded to the appointing official.
___Make sure that the Personnel Services Department forwards the "List of
Eligibles" to the authorizing (appointing) official for this position.
___Establish screening and interviewing procedures.
___If an affirmative action goal was assigned, but an African American
candidate was not hired, complete the new justification form. If an OFCCP candidate is on the List of Eligibles but isn’t selected, complete the new justification form, even if the cand
idate selected is an African American.
___Submit the justification form to the College or Division Equity
Administrator.
___The Equity Administrator must review the decision in light of the
justification form.
___The Equity Administrator shall have the authority to require the
department to reconsider its decision. If the Equity Administrator and the department continue to disagree, the final arbiter will be the Director of Personnel Services.
___Have the Major Unit Head (if satisfied that the search was conducted
appropriately) sign the AAER and forward it to the appointing official.
___The Equity Administrator shall forward a copy of the written
justification and supplemental materials to the Chair of the Equity Council.
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