Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP

CHAPTER 13

SEARCH AND SELECTION PROCEDURES FOR TECHNICAL/PARA
PROFESSIONAL CLASSIFIED STAFF

The following search and selection guidelines have been developed to assist units in conducting and documenting the process leading to the employment of technical/para-professional classified staff at the University of Maryland College Park.

1. All requests to fill technical/para-professional classified positions should be submitted to the Major Unit Head for Approval.

2. The Equity Administrator will inform the Personnel Services Department of approval of the position and request that an appropriate "List of Eligibles" be forwarded to the appointing official.

3. The Personnel Services Department will then forward the "List of Eligibles" to the authorizing appointing official for this position.

   For units that have Affirmative Action Goals, the "List of Eligibles" should include, at a minimum, a fair representation of the affected groups according to the availability data in the Campus Affirmative Action Plan. For example, for African America ns in 1993, in technical/para-professional categories it is 24.1%; therefore, at least, two of the ten candidates on the "List of Eligibles" should be African American.

4. Following the screening and interviewing of the candidates from the "List of Eligibles", the appointing official should complete an Affirmative Action Employment Report (AAER) form for classified staff and forward it and the recommendation for employm ent to the Major Unit Head for review and approval. Units that do not have affirmative action goals in these categories are not required to complete and submit the AAER.

5. For the units that have affirmative action goals, when an affected minority is not recommended for employment, the appointing official is required to provide a written justification. The justification should address the following:

   a. A comparison of the candidates’ relative qualifications for the position.

   b. An explanation of efforts to contact applications on the "List of Eligibles" who were not interviewed.

   c. An explanation why the recommended candidate best meets the needs for the position specifically referencing the job duties involved and the qualifications making the proposed selectee superior to the other candidates.

6. If the Major Unit Head is satisfied that the search was conducted appropriately, he or she signs the AAER and forward it to the appointing official.

7. The appointing official may now negotiate the appointment with the selected candidate.

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