Transcript Document 7317241

EPA Selection and
Recruitment/Recruitment Web
Training
EPA Recruitment and Selection
Process
I.
BACKGROUND :
EQUAL OPPORTUNITY/AFFIRMATIVE ACTION
OBLIGATIONS
II.
DEVELOPING RECRUITMENT PLANS
III.
EPA RECRUITMENT WEB
IV.
SEARCH COMMITTEE RESPONSIBILITY
V.
REVIEWING AND EVALUATING APPLICATION
MATERIALS
VI.
INTERVIEWING AND SELECTION
VII.
REFERENCE AND BACKGROUND CHECKS
VIII.
RECOMMENDATIONS TO THE HIRING OFFICIAL
IX.
Appendices
X.
QUESTIONS
EPA Recruitment and Selection
Process
Background: EEO/Affirmative
Action Obligations
Executive Order 11246 prohibits
discrimination and requires
federal contractors to engage in
“affirmative action” to employ
and advance minorities and
women in employment.
Background:
EEO/Affirmative Action Obligations
The regulations cover employment decisions
such as:
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Recruitment
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Advertising
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Selection
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Compensation
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Promotions
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Terminations, etc.
Background:
EEO/Affirmative Action Obligations
organizations are required to engage in affirmative
steps to ensure that applicants and employees receive
equal employment opportunity regardless of:
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Race
Color
Gender
National Origin
Age
Religion
Disability
DEVELOPING A
RECRUITMENT PLAN
 Every search should begin with appropriate
planning.
 Professional and personal contacts, including
professional associations and colleagues at other
institutions should be utilized.
 Special efforts to identify minority and women
candidates through advertising in targeted
publications should be taken.
 Advertise and employ other strategies that will help
maximize the use of time and resources
DEVELOPING A
RECRUITMENT PLAN
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Advertise in a variety of media.
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Other affirmative recruitment techniques to build a
diverse applicant pool include:
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Recruitment at regional and national conferences,
make personal contacts with minorities and women at
professional conferences and invite them to apply
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Letters or telephone calls to colleagues at other
institutions to seek nominations, including contacts
with women and minorities
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Request names of potential candidates from women
and minorities at the university and at institutions
with strong graduate programs for women and
minorities in your discipline.
DEVELOPING A
RECRUITMENT PLAN
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Send announcements and request nominations
from departments in Historically Black Colleges
and Universities and Women, Hispanic and
Native American serving institutions
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Letters written to organizations of minorities
and women in the appropriate field requesting
that the position opening be circulated and
publicized as widely as possible among its
members
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Publications and electronic job-posting services
targeted at diverse groups
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Always include statements on the department’s
commitment to equal opportunity and diversity
in your advertisements and on your website
EPA RecruitmentWeb
A web based recruitment and applicant
tracking system designed to streamline
the recruitment and hiring process for
EPA Faculty and Non-Faculty
positions.
Use EPA RecruitmentWeb to:
Process all recruitment and hiring
actions for EPA Faculty and
Non-Faculty positions.
EPA Faculty and Non-Faculty
Recruitment Process
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Recruitment Plan (Requisition)
Waiver of Recruitment
Automated posting of approved
positions.
Web-based application process …
no paper or e-mailed resumes.
Electronic collection of applicant
EEO and Veterans Preference data.
Advantages
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Increased efficiency when posting vacant
positions.
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A consistent and streamlined application
process for EPA Faculty and Non-Faculty
applicants.
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Immediate electronic access to applicant
materials by hiring managers and search
committees members.
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All interim and final EPA EEO
documentation provided electronically.
Advantages (continued)
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Direct collection of mandatory Applicant
EEO and Veterans Preference compliance
data at the time of application.
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Effective EEO monitoring without
burdensome paperwork requirements.
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Ability to quickly respond to Federal
OFCCP audit documentation requests.
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Electronic feed of applicant and hiring data
to EEO monitoring software tools.
EEO Policies – Requisition Period
Maximum Requisition Period:
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1 year from the initial posting date
Expectation that after 1 year department
will close existing requisitions with little or
no activity Or;
Close existing requisitions and initiate a
new requisition to replace the outdated
requisition Or;
Submit a request to the EEO Office for an
extension as a modify requisition in
RecruitmentWeb.
EEO Policies – Advertisements
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Minimum Posting Periods:
 45 days for Tenured/Tenure Track
 30 days for Fixed Term and Non-Faculty
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EPA Non-Faculty postings to the UNC-CH
website will be posted in EPA
RecruitmentWeb using position summary,
salary and minimum education and
experience requirements as reflected in
Position Management.
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Advertisements attached to the requisition
will only apply to external publications and
websites.
EEO Policies – Interim Selection Documents
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The first Interim Selection Document
should be submitted after the minimum
posting period has ended;
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Interim Selection Documents must be
submitted prior to conducting
interviews.
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As additional applicants apply and are
added to the interview pool, Interim
Selection Documents should be
submitted to reflect the new applicants
to be interviewed.
Roles in the RecruitmentWeb
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Level 1 – Initiators & Approvers
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Level 2 – Approvers
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Human Resources (HR)
Department EEO Officer – Approver
Only (New Role)
Note: units may request to have
additional approvers added to Level 1
Deans or Vice-Chancellors
Level 3 – EEO/ADA Approval (Final)
Create Requisition
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Create New
Copy
Required Fields
Link to Position Management
Process for External Committee
members
Counts Data
View Applicants
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Release Applicant Data
Displayed fields
 Attachments
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Download of applicant data
Interim/Final Selection
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Update of selection document
Submit Interim
Required information
 Possible errors/warnings
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Submit Final (incl multiple pos)
Required information
 Possible errors/warnings
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Create Waiver
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Policy on Waivers
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Required information
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Possible errors/warnings
Other Actions/Functionality
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Modify Requisition
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Cancel/End Recruitment
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Re-activate Requisition
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Action Search
SEARCH COMMITTEES
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It is expected that all hiring for EPA tenure-track and fixed-term
faculty positions and for EPA non-faculty positions will be done
through the use of a search committee. Search committees are
expected to work closely with the departmental Equal
Employment Opportunity Officers.
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The committee should receive a charge setting forth the
expectations for the position and the search committee’s role in
helping to fill it. The committee charge should include a detailed
position description with preferred and minimum qualifications
and advertising and outreach sources. The committee should be
charged with developing selection criteria that is objective and
based on the position requirements.
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At the beginning of the search is a good time to review the
department’s workforce composition and identify departmental
needs with respect to diversity and consideration of underrepresentation of women and minorities as well as other issues
as they relate to conducting an equal opportunity/affirmative
action search.
REVIEWING AND EVALUATING
APPLICATION MATERIALS
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The search committee’s review of applicants should be
done in an objective and systematic manner. Committee
members should agree upon and use the same screening
criteria for all applicants. It is also important that all
applicants be treated in a consistent and equal manner.
Any techniques or procedures used to select or screen
applicants must be applied uniformly to all candidates and
should be documented.
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The committee evaluates the applicant pool by screening
resumes and cover letters based on the advertised
minimum and preferred qualifications. Based on the
review of materials submitted by applicants, identify those
who will be considered for further consideration and those
who have been eliminated. Document the reasons for
eliminating applicants from further consideration.
Complete the Interim Report before scheduling
interviews.
INTERVIEWING AND
SELECTION
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The committee should develop questions to be asked in
the telephone interviews, ensuring equity and
consistency. Questions must be related specifically to the
qualifications and responsibilities advertised in the
position vacancy announcement.
(See guidelines for asking questions during the
search process appendix C)
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Identify and develop a schedule for the interview.
Conduct the phone interviews and record responses.
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When telephone interviews are completed identify semifinalists to be brought to campus for in-person interviews
based on established search criteria, the applicant’s
experiences and skills and interview responses.
Determine those candidates who are eliminated and no
longer under consideration, document the reasons on the
applicant flow log.
Reference and
background checks
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Identify the stage of the search
process when references will be
checked.
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Confirm with candidates that
references will be checked.
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Use a standard questionnaire to
check each candidate’s reference
check.
Recommendations to the
Hiring Official
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Provide criteria used to identify and
select finalists.
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Ensure that all committee opinions
are expressed to the hiring official.
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When a selection has been made,
the hiring official submits the Final
form to the Equal Opportunity Office
for approval to make the offer.
Questions ????
Contact Information:
Equal Opportunity/ADA Office
966-3576
[email protected]
September 2008