1. Documenting Fairness and Equal Opportunity November 18, 2008

2. IF A=B If employees are treated fairly they are motivated to do their best and If being treated fairly means being treated equally and enjoying equal opportunity to succeed, Then employees are motivated when work related policies and procedures are guided by equal employment opportunity concepts of consistency and objectivity.

3. Conclusions Employee’s first experience with the Health Center is when they apply for an opening. Applicants must be treated fairly in the application process. The application process must be governed by equal opportunity procedures and processes. Applicants who are treated fairly become motivated employees. Motivated employees produce excellent work. Organizations with motivated employees enjoy a competitive edge.

4. Fair/EE0 Employment Process All employment related decisions are based on the position qualifications and requirements. The position qualifications are logically derived from the position duties and responsibilities and can be matched to the business reason. Recruitment strategies and sources are based on knowledge of where to find candidates with the requisite qualifications. Selection procedures are defined according to methods that best elicit information about the candidate’s qualifications and performance predictability in the position.

5. Fair Employment Process Selection procedures are applied to all candidates. Candidates advance to the next level of evaluation according to results of objective screenings. Successful applicant is the person who best documented and demonstrated possession of the required knowledge, skills and abilities of the position.

6. Documenting the Process Results What evaluation step did the applicant fail to pass ? What was the purpose of the particular evaluation step ? What applicant qualifications were being reviewed ? What did you learn about the applicant related to the position requirements in this step ?

7. First Step: Initial Screening for minimum requirements Staff Nurse :‘possess, maintain, eligible for current RN license ‘ Nurse Practitioner :’ RN and Nurse Practitioner Program, valid CT license, APN certification Nurse Anesthetist : ‘ RN + 2 post-grad in Anesthesia, certification and license APRN

8. The Interview Design the questions knowing the answers you want What are the questions you can ask that will tell you if the candidate has the following knowledge ?  Staff Nurse ‘ knowledge of principles and practices of nursing ; relevant policies; procedures ;  Nurse Practitioner ‘ considerable knowledge of fetal and neonatal and adult anatomy and physiology ‘  Nurse Anesthetist ‘considerable knowledge of different disciplines and diseases states..’

9. Interviewing for ‘ soft skills ‘ ‘ interpersonal skills ‘ ASK : When in a professional setting were you a member or leader of a team ? LOOK FOR : for an example that aligns with what you need ( ie., emergency setting, extreme pressure ) ( cooperator, take –charge )

10. Designing the Interview Questions ‘ oral and written communication skills ‘ ASK: Please give an example of a time you presented medical information to individuals or a group. LOOK FOR : specific experience in communicating area of expertise )

11. Interview Questions ‘..using established standards of care which include physician prescribed therapies and common nursing measures ‘ ASK :In this position you would be expected to…please tell me how you understand the phrases ‘ established standards of care ‘.

12. Where is this documented ? iHiring ‘My Reqs ‘ Result for this Req and Comments Records results of the screening/evaluation process Must accurately reflect the fair and equitable process used Candidate who did not meet position requirements : “ candidate did not possess current RN license“ “ did not have certification as a Neonatal Nurse Practitioner“ Candidate who was not interviewed : “ candidate indicated not available until July, 2009” “ candidate did not have preferred requirements of ….“ “ candidate did not rank in top five using weighted results of resume, first screening review “

13. 13 Applicant Screening and Evaluation Activities (Sample Tool) Applicant Log # Minimum Qual A Minimum Qual B Minimum Qual C Preferred Qual A Preferred Qual B Preferred Qual C Total 10 Points 20 Points 10 Points 30 Points 20 Points 100 Points 1105 20 75 210 0NA 0 35102010302095 410 20510 65 A Interview (applicant 3) B Backup (applicant 1) C Intermediate (applicant 4) U Unqualified (applicant 2) Evaluation Matrix

14. iHiring My Reqs- Examples Candidate who was interviewed and not selected: “ candidate stated that he preferred to work independently, this position is for a team-lead “ “ candidate could not identify experience in oral presentations of medical information, this position responsible for …. “ “ candidate was not able to articulate an understanding of common nursing measures “ Candidate who was selected : “ candidate received highest composite score ” “ candidate was able to demonstrate knowledge of all relevant procedures applicable to administration of anesthetics “ “ candidate displayed 8 years of experience as a Neonatal Nurse Practitioner, five of which were Level III NICU APRN ‘

15. Concrete and Objective Explanations Results of a fair and open process No comments based on feelings and emotions ‘ felt the candidate could not handle the demands of the position ‘ ‘ not a good fit ‘  No vague and subjective comments ‘ lacked relevant experience’ ‘ did not appear interested in the position ‘

16. Office of Diversity and Equity UConn Health Center Located at Munson Road Phone number is 679-3563 http://diversity.uchc.edu THANK YOU !