Procedures And Guidelines For Conducting Faculty And Staff Searches At UMCP
Preface
Our campus has committed itself to adhering to rigorous standards of practice with respect to affirmative action in the hiring process. This commitment reflects not only legal considerations but a broader interest in developing and sustaining an educatio nal institution of the highest quality, an institution capable of promoting the most advanced and forward-thinking research and scholarship, and developing the most proficient and capable citizenry. To achieve this goal our institution must reflect the t remendous diversity of people, scholarship/research, and interests to be found in this country. Our student body, our faculty and staff and our curriculum must expand to reflect this diversity.
This manual is intended to offer assistance to all units engaged in searches for campus personnel. It expands upon campus search and selection procedures to offer practical suggestions for conducting successful searches. It has been updated to include t he most recent policies on secretarial and clerical appointments, acting and temporary appointments, and other appointments that may occur outside of the context of a normal search. New material will be presented in bold-face type; campus polic ies/procedures will be presented in italicized type.
These procedures and guidelines will assist units in making hiring decisions consistent with the campus commitment to affirmative action appointments. Use of these procedures should 1)facilitate the expansion of candidate pools to include previously unde r-represented groups, 2) point to sources of potential bias in the search and screening process, and ways of alleviating such bias, and 3) lead to the appointment of an increasing number of women and minorities. The underlying philosophy of the campus’ c ommitment is that the appointment of historically underrepresented groups does not require a lessening of our commitment to quality and excellence. Rather it requires revision in our hiring practices in order that well-qualified candidates are not only r ecognized and recruited, but are encouraged to become a part of the campus community.
The information which follows includes material adapted from a variety of sources, including other UMCP publications, materials from other campus/university systems, and the advice and wisdom of persons with a wealth of experience in conducting searches f
or campus personnel. Questions about the policies or procedures contained herein should be directed to your Division or College Equity Administrator or to Ray Gillian, Assistant to the President, at x55795.
August 1993
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