Faculty Advertising & Recruitment

Academic Human Resources

Office of Equal Opportunity & Affirmative Action

International Scholars Office

Agenda

• Non-national searches

• National searches

• Current Reviews

• International concerns

• Affirmative Action essentials

Non-national Advertising

• Applies to non-professorial and annual appointments

• Click here to be directed to job class code descriptions

• Advertisements are recommended, but not required

• If requested, AHR will review, post advertisement and notify department via e-mail

• Please include advertising template, specific titles and EEO statement

National Advertisement Requirements

1. Include advertisement template

2. Specific titles/ranks

3. Terms of the appointment

4. Appropriate degree requirements

5. “Teaching, research and service”

6. EEO Statement

Short and Long Ads

• AHR can review short and long ad versions

• Wait for ad approval before submitting to print journals

National Advertising ProcessSubmit ad to

acadpers@uw.edu

Ad is reviewed by AHR and ISO

Ad has been approved on

the hiring plan

Ad has NOT been

approved on the hiring

plan

AHR will post advertisement

and send AAIR and Applicant Flow Report

links to department

Hiring committee will review ad and

issue an approval or

denial

If approved, AHR will post advertisement

and send AAIR and Applicant Flow Report

links to department

Reminders of Current Reviews

• Hiring Committee

• Revisions to Hiring Plan

• What ads/hires need to be seen by the Hiring Committee?

Helpful Information

• For more information, please click here to access the Faculty Recruitment Toolkit▫ General search tips

▫ Resources for enhancing diversity

▫ Language for ads and announcements

▫ Benefits and resources for new hires

• Planning a search

• Advertisement Template

• Advertisement Guide

• Additional information on advertising

• Recruiting resources

• Job Class Codes

• Interviewing

What is missing in this advertisement?

The University of Washington in Seattle, WA is accepting applications for a research psychiatrist at the rank of Professor, Associate Professor or Assistant Professor.

This position involves conducting research on developmental neurobiology, transcriptional regulation of neural gene expression and the etiology of mental illness. The position requires certification by the ABPN in general psychiatry, a PhD in basic neuroscience, and prior research experience.

Please send cover letter and CV to Greta Davis, MD, Professor and Chair, University of Washington Medical Center, 1959 NE Pacific St. Box 356560, Seattle, WA 98195. Questions? E-mail: davisg8@uw.edu or call 206-616-1656

a. This ad looks great!!

b. Missing EEO statement

c. Missing “teaching, research and service” statement

d. B and C

International Concerns• What if you select a candidate who needs a

green card?

• Eligible titles:

•Assistant Professor

•Associate Professor

•Professor

•Research Assistant Professor

•Research Associate Professor

•Research Professor

•Senior Lecturers

Position Eligibility

• Full-time

• Permanent (expectation of continuance)

• Paid UW salary at prevailing wage

• Involve some actual classroom teaching▫ “classroom” & “teaching” not defined in the regs

Foreign Candidate Eligibility

• Selected pursuant to a competitive recruitment

• More qualified than U.S. applicants

• Fully qualified for the job at the time of selection

• If possibility of ABD, state this in the ad

Department of Labor, Permanent Labor Certification ProgramFinal Regulation

Frequently Asked QuestionsApril 7, 2005

College and University Teachers

Question: Does the use of an

electronic national professional journal satisfy the advertisement requirement under the college and university teacher’s special recruitment and documentation provision?

Answer: No, use of an

electronic national professional journal does not satisfy the optional special recruitment provision’s advertising requirement. The employer must use a print publication.

Competitive Recruitment

• Close not sooner than 30 days from ad date

• Retain records for five years

• Don’t promise a green card

• How can you know if a candidate has visa issues?

• If your top candidate is foreign, invite ISO to discuss visa issues

• LCA filing deadline is 18 months from “selection” date (Chair’s offer letter)

Understanding Affirmative Action

• Affirmative Action Laws▫ State AA vs. Federal AA

• Federal AA requirements

• Identifying problem areas▫ Underutilization

▫ Disparate impact

Collecting Affirmative Action Data

• OFCCP regulations 41 CFR 60-1.12©

• Self-identification

• UW’s method: AAIR form

IMPORTANT: Each job announcement has a unique AAIR form that is to be used only for those applicants. Reusing AAIR forms for multiple job

announcements jeopardizes the integrity of the data

AAIR

• Questions on the form

Name

Sex

Race

Veteran Status

Opportunity to provide disability information, if desired

Applicants

• Applicant vs. job seeker

We only need to collect AA data on applicants. All applicants (interviewed

or not) need to be sent the survey to voluntarily provide data.

Managing Applicant Flow

• Keep track of ALL people who respond to the announcement▫ Name

▫ Status

▫ Comments

Sample Applicant Flow Sheet

Name Disposition Code Comments

Jane Fuller 11 – Not best qualified Less experience than selected appointee

Garth Bonya 15 – Not selected after interview

Answers lack specificinformation, was vague

Randi Rhodes 07 – Not able to contact No response

Harley Magik H - Hired

Disposition Codes

• NEW: effective ??▫ After announcement closes and a selection is made, every person

on the list needs to be assigned a final disposition code

• What are disposition codes?

Disposition Codes1. Did not follow application process

2. Incomplete application

3. Application arrived too late

4. Lacks required ability to work in US

5. Lacks interest/willingness to travel

6. Salary request is too high

7. Not able to contact – 2 or more requests

8. Lacks basic (minimum) requirements

9. Withdrew application

10. Lacks favorable references

11. Not best qualified

12. Cancelled or failed to show for interview

13. Not selected after initial screening

14. Not selected after phone screen

15. Not selected after interview

16. Not selected after department review/vote

17. Declined job offer

H. Hired

Completing the Recruitment

Complete the Applicant Flow

Report in the link provided to you by

Academic HR

Follow existing procedure in

submitting New Hire packet to Academic HR

Record Keeping

• Maintain for a period of 2 years▫ Job descriptions

▫ Job postings and advertisements

▫ Applications/resumes received

▫ Interview notes

▫ Test/test results

▫ Records of job offers

Why is it So Important?

• OFCCP collected over $67.5 Million in recent years from back pay and alleged discrimination

• Overwhelming findings occur in the hiring/selection process - $$ paid to unsuccessful applicants not hired, but employers failed to document or provide evidence why non-selection was made

• Inability to explain hiring decisions led to discrimination findings –OFCCP “infers” lack of documentation is due to unfavorable actions

• The BEST method to defend ourselves is to EXPLAIN through appropriate documentation

Contact Information

Academic Human Resources

Greta DavisDanae Hollinger

Jessica SternSara Votipka

Anne WinkelmanPam Ziegler

Shirley Runkel, Director

Office of Equal Opportunity & Affirmative Action

Torrey Tiburzi, Director

International Scholars Office

Curt DeVere, Director