Cases of Underutilization
The University undertakes a concerted effort of EEO/AA recruitment for minorities, women, and other protected class individuals in job categories in which they are found to be underutilized. When positions that are in underutilized job categories become vacant, they are classified as "positions of opportunity". The University's affirmative action recruitment program for such positions will include, but not be limited to, the following actions:
- The individual responsible for submitting hiring recommendations to the Appointing Authority shall attach a summary of the recruitment process, along with the necessary appointment documents, and forward that information to the Assistant Chancellor for EODO for evaluation. These reports identify the recruitment sources utilized in filling the vacancy. The reports also identify qualified applicants for the position by sex, race, and disability and veteran status. The person nominated for the position is identified in these reports by name, sex, race, and disability and veteran status. If qualified protected class individuals and/or females applied but are not recommended for hired for a position in a discipline or classification for which underutilization has been identified, the Assistant Chancellor for EODO may require an explanation as to why the position was not recommended to be filled by a member of a protected class.
- The Assistant Chancellor for EODO, or designee, reviews each report and signs it to verify compliance with EEO/AA procedures. If the Assistant Chancellor for EODO, or designee, does not find that the recruitment and selection process satisfied EEO/AA requirements, he/she submits his/her findings to the division head together with a recommendation for action.
- In any case where the Chancellor is not the division head, and the division head disagrees with the recommendation, no appointment may be made without the approval of the Chancellor.
Application materials are kept for a period of three years, including resumes and applications of candidates not selected for positions. The recruiting unit must forward the resume of the candidate selected for the position to the Office of Human Resources.
Throughout the search process, Human Resources and the Assistant Chancellor for EODO monitors the process to ensure appropriate confidentiality of records and proceedings. Search and screen committees are apprised of confidentiality.
This level of involvement enables Human Resources and the Office of EODO to oversee each step of the hiring process in the interest of achieving EEO/AA hiring goals for minorities and women. The staff within the Office of Human Resources and the Office of EODO are available as a resource to assist recruiting units with the process and periodically offer training for hiring managers, supervisors, EEO Liaisons, and members of search committees, as well as the University community.
