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					            The Equity and
               Diversity
              Principles in
             Faculty Hiring
               Fall, 2008




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            Lets get started
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            Equity and Diversity Staff
• Dr. Gilda Garcia, VP of
                              Contact Us:
  Institutional Equity &
  Diversity                   • (940) 565-2711
                              • (940) 565-2737
• Lorre Allen, Director of
  Equal Opportunity

• Joycelyn Carr, Equity         Please email all faculty
  and Diversity Analyst      documentation, questions and
                                     concerns to:
                             oedfacultysearch@unt.edu
• Leslie Odom, Research
  Analyst
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                 The
            outcome

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Large, diverse pool of
qualified applicants

• All have completed
  applications
• All have been
  equitably treated
• All have been
  assessed using the
  same standard
• Extend the same
  opportunities to all



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 Equity is determined by two factors:
                • Consistency between the
                  job description and the
                  actual assessment criteria
                  applied

                • Consistency with which all
                  applicants receive the
                  same treatment


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 Two legitimate places to consider diversity:


                   • Recruitment phase

                   • What are you willing to
                     accept as proof?




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                                 The Equity and
                                 Diversity Review:




     • Does not interfere in your standard-setting or
       selection process
     • You set the standard, fill the pool and make the
       selection
          • We look only at the equity and diversity
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            principles in each hire process               8
            A vacancy has occurred




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What does the
department want?




                   Submit request to
                   Provost Office.
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Approval to Recruit

____        Deputy Vice Chancellor submits VPAA-130 form to Provost
____        Provost returns approved form
____        Search committee completes Recruitment Plan forms
____        Department submits Recruitment Plan forms to Equity &
               Diversity
____        Copy of approved VPAA-130 form
____        Recruitment Plan (essential job functions, recruitment
               sources to be used, search committee chair/members,
               and a copy of all job announcements/ad copy to be
               used)

E & D will contact the Department within 3 working days regarding
the status of the submitted Recruitment Plan. After the review, the
Department will be contacted with approval notification (Department
collects the signed Recruitment Plan).



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               Plan the search
            • Build the search team
            • Use an inclusive search process
            • Review department data
            • Discuss complementary
              characteristics
            • Decide on position description
            • Plan the recruitment strategy


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         What makes a search inclusive?
• Hearing and leveraging
  diverse perspectives
• A broad distribution of
  the position
  announcement
• The diversity of the
  applicant pool


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         What makes a search inclusive?
• The willingness to expand
  accepted backgrounds as proof
  of qualifications

• A conscious commitment to
  focus the assessment of each
  candidate against the posted
  qualifications

• Minimizing the occasion to
  make/add assumptions
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            Blueprints: consider the strategic
            direction of the department

            Diversity: consider the department’s
            current profile

            Equity: what are complementary
            Knowledge Skills and Abilities (KSA’s) that
 Plan the   are valuable?

  search    Recruitment strategy: where will you find
            a large, diverse, qualified applicant pool?


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     equity              • Consistency between
                           the job description and
                           the actual assessment
                           criteria applied

                         • Consistency with
                           which all applicants
                           receive the same
                           treatment

What are complementary KSA’s that will add value and
diversity to achieve the standard?
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                What does the department
                   really, really want?

1. What are the necessary knowledge, skills and
   abilities?
2. Define your terms.
3. What are you willing to accept as proof?
4. When and where are you likely to find information
   that provides consistent and equitable assessment of
   applicants?
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                                      Writing the Ad

• Separate job description (duties)
  from qualifications

• Separate required qualifications
  from preferred

• Make qualification statements clear
  and unambiguous

• Match request for applicant
  materials with qualifications

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                                       Writing the Ad
• Carefully consider timing and dates of
  review
• Qualification statements determine
  assessment standard
• Create Applicant List page 1 & 2 using
  posted qualification statements
• Keep all posted ads consistent
• Recommend asking for unofficial
  transcripts and only contact info on
  references

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                                    Writing the Ad
• Applicants must be disqualified
  for not meeting REQUIRED
  qualifications
• Weighted scoring can be used –
  equitably
• Information included in the ad
  as job description (duties)
  CANNOT be used as a
  qualification


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                                     Writing the Ad

  • Shortened ad must be
    consistent with “full” ad –
    either post all qualifications
    OR provide link to complete
    ad

  • Review dates should give at
    least 10 days before review
    begins



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                                          Writing the
            The Complete Announcement
                                           Long Ad
• Duties

• Required/desired qualifications
 application deadline

• Application material

• Equal Opportunity statement

Long ads also usually include general
information about the department and/or
university.


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                                    Writing the
                                     Short Ad
Shortened version of:

• Duties
• Required/desired qualifications
• Application deadline
• Application material
• Equal Opportunity statement




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Very Short Ad –                                       Writing the Ad
• Brief statement

• Application deadline

• Refers viewers to a website with the
entire ad

• Long or short ad

• Equal Opportunity statement
The language that should be used to refer viewers
to a website is: For complete
qualifications/application information see [website
URL].
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         Actively recruit
   for diversity and inclusion
• Target recruiting approach to reach a large,
  diverse, qualified pool of applicants
• Apply appropriate recruiting efforts to offset
  challenges presented by position

• Align search process with targeted
  recruitment plan and intended outcomes

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         Actively recruit
   for diversity and inclusion
• Letter campaigns
• Request for nominations

• Intersection between universities with
  great doctoral production and universities
  with success at graduating high numbers
  of minorities
       Special Offer-Ask for Free Recruitment Venues!
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      First round of signatures
                   • Committee Chair/Division
                     Director/Deputy Vice
                     Chancellor signatures
                   • Elements of the job ad
                   • Ability to assess and recruit
                     equitably

                   We will return within 3 days
http://www.unt.edu/edo/facultyrecruitmentinformation.htm
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            Search!




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            Vetting the Candidates
                     • Consistency between
                       the job description and
                       the actual assessment
                       criteria applied

                     • Consistency with
                       which all applicants
                       receive the same
                       treatment

Plan assessment steps before vetting candidates
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                                 Applicant List
                                Accurate Reflection of
                                    Assessment




• Send Applicant List Page 1 & 2
• Send all applicant files
• Send text/description of important information, if
  necessary
• Use only one “reason for non-selection”
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Second round of signatures

•    Short, short list
•    After phone interviews
•    Before on-campus interviews
•    After conference interviews
•    Those you want to bring to
     campus



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 Department Advertises, Receives Applications and
 Conducts Assessment


 ____     Department sends EEO survey and veteran’s
 preference form (available at
 www.unt.edu/edo/facultyrecruitmentinformation.htm)
 along with return envelope (request return envelops from E
 & D). See same website for list of free recruitment venues


 ____     Department checks for fulfillment of the
 recruitment plan




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       Department Submits Applicant List and Files/Materials to E & D

       ____     Department submits to E & D (obtain Division Director, Search
       Committee Chair and the Deputy Vice Chancellor signature before
       sending to E&D)
       ____     Applicant List identifying all applicants; indicate those
       recommended for interview (do NOT provide a reason for this
       selection); provide a reason for non-interview for all other applicants
       (“does not meet required qualifications” is not acceptable; be specific
       about which qualification is not met)
       ____     All application materials submitted by candidates


       --E & D will contact the Department within 3 working days regarding
       the status of the submitted Applicant List. After the review the
       Department will be contacted with approval notification (Department
       collects the signed Applicant List & applicant files/materials).

       NOTE: Interviews may not be scheduled until notification of
       approval by E & D

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            On-Campus Interviews
•Equitable treatment




                       • Legal questions only

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     Department Conducts Interviews

     Department Submits Applicant List

     ____      Department submits Applicant List to E & D (obtain Division
     Director, Search Committee Chair and Deputy Vice Chancellor signature
     before sending to E&D)

     ____      Completed Applicant List specifying the reason for non-
     hire/alternate hire based on campus interview

     ____     E & D contacts Department with approval/questions within 3
     days of receipt

     ____      Follow the Provost and College approvals/procedures for making
     an offer of employment

     Dean/Department make an offer of employment

     ____     Deputy Vice Chancellor submits offer letter using approved
     template to the Provost for approval and mailing.
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    Third round of signatures
• Comm. Chair/Div. Director,
  Deputy Vice Chancellor
  signatures

• Send to E&D - If selected
  applicant is on short list,
  automatic signature from E&D

• Do NOT send offer letter until
  Provost Office gives approval
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            Questions &
             Answers




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