Health & Human Sciences Faculty Recruitment Presentation July 31, 2008 3:00 PM 839 Urban Life Presenter: Chaneta Forts, AA/EEO Specialist II Opportunity Development & Diversity Education Planning

Outline Ad Requirements Advertising/Recruiting Recruitment Sources (Online) Underutilized Job Group Approval of Pool Screening & Interviewing Recordkeeping Q&A

Ad Requirements Requirements in Faculty Procedures ODDEP Requirements 1 national print ad in a Professorial Journal/Publication (International Student & Scholar Services requires a national print ad for applicants potentially requiring a visa.) Post job in the University System of Georgia’s Applicant Clearinghouse for at least 30 days. ODDEP Requirements At least 1 print or online ad targeting women and/or minorities if your position (s) is underutilized.

Advertising/Recruiting Establish a strategic recruitment plan to increase the possibility of attracting a group of diverse and qualified pool of applicants. “Rigorous recruitment procedures are expected for each search to ensure the most diverse pool.”-GSU Faculty Search Procedures Suggestions: Cast your net widely. When possible recruit in print and online with various sources. Use personal contacts. Research reputable professional organizations, publications and list serves. Use the recruit sources in this document. Consider sending your ad (s) to relevant HBCU’s (Historically Black College’s and Universities).

Advertising/Recruiting *Actively recruit for *minorities and women, especially if your job is underutilized. *Actively means placing ads for minorities and/or women in publications or online venues that target minorities and women. Minorities in this case include African Americans, Hispanics/Latinos, Asians, Pacific Islanders/Hawaiian, and Native Americans. Practice “good faith efforts” Broad, active effects to move affirmative action programs beyond the normal; the "extra mile," active and aggressive recruiting efforts. Always ask applicants to visit ODDEP’s website to voluntarily complete the Confidential Applicant Flow form online. * This form is solely for AA/EEO purposes, and shows our commitment in attempting to identify the gender, race and ethnicity of each applicant and it helps you with completing Appendix D.

Advertising/Recruiting The ad must specify rank, qualifications, responsibilities, and the EEO-AA statement. Re-advertisement is required if the search process is changed.

Underutilized Job Group Total Minorities Percent Full-Time Faculty Employees Available of Minorities 2I Human Services 56 10 12.6 17.86 22.62 Criminal Justice 12 1 8 Institute of Public Health 6 17 School of Nursing 38 21

Job Group 2H Total Minorities Percent Full-Time Faculty Employees Available of Minorities 2H Health Professions 41 8 9.1 19.5 22.38 Nutrition 2 Physical Therapy Respiratory Therapy 21 3 14 Social Work 16 5 31

Approval of Pool Checklist Before completing this form, contact ODDEP for race and gender information received from the online Confidential Applicant Flow Information form Include race and gender information received from ODDEP on the Appendix D form. List total number of all applications received by race and gender (if race and gender is known). Make sure total number of applications, applicants, and interviewees in the pool are consistent from section to section. Many times, the numbers do not add up. Please check your math! This simply attention to detail will alleviate any phone calls from ODDEP, and will allow us to process your AOP quicker. List total number of applicants that met advertised requirements by race and gender (if known).

Approval of Pool Checklist Questions to ask yourself: Did we actively recruit for minorities and women? Is the pool diverse from a race and gender standpoint? Are qualified minorities and women represented in the pool? (Especially important if the job was underutilized). List number of potential interviewees by race and gender (if known), and provide vitae of all potential interviewees. Name the applicants to be interviewed by race and gender (if known), and attach vitae. (Select at least three qualified applicants, if possible). Note: The vita of a candidate from an underutilized group must accompany Appendix D. Have Dean sign/date the form and deliver to ODDEP. Submit Appendix B along with Appendix D.

Screening & Interviewing Interviews are conducted AFTER the approval of pool has been signed by ODDEP. Searching for Diversity Lawful and Unlawful Inquiries http://www2.gsu.edu/~wwwafa/forms/index.html

Recordkeeping Retain all applications, vitae, transcripts, position announcements, position advertisements, position descriptions, interview materials, tallies, screening and interview notes, telephone conversation notes, cover and reference letters……... for 3 years after search is completed.

Q&A

Contact Information Chaneta Forts, AA/EEO Specialist II 10 Park Place South Ste 460 (404) 651-2563 cforts1@gsu.edu