Recruitment Roles and Responsibilities

OARS works in partnership with departments to ensure inclusive processes and practices are adhered to within the entire recruitment cycle. OARS ensures that academic searches comply with federal, state, and local affirmative action and equal employment laws and practices by:

• Audit recruitment reports
• Provide consultation and remedy options to mitigate risk
• Trains campus users on the academic recruitment process
• Authors and submits required EEO reports to UCOP and to the federal and state government

Department analyst is primarily responsible for recruitment administration and documentation on Recruit by:

• Prepares required recruitment reports – Search Plan, Shortlist, and Search Report
• Executes and track Outreach efforts for the search
• Manages recruitment recordkeeping and completion
• Acts as a point of contact for applicants
• Manages recruitment administration
• Required to attend recruitment compliance training every three years

The FEA monitors the recruitment’s inclusion processes and practices by:

• Strategize on inclusive practices
• Monitors demographics to help establish diversity goals
• Review diversity statements to identify potential to increased inclusion and diversity on campus
• Drive changes toward inclusion on the organizational level

Department Chairs participate in the recruitment process by:

• Strategize on academic vision of the department
• Implement uniform recruiting practices, broadly advertise, leverage networks
• Review diversity statements and their alignment to department needs
• Implement diversification strategies across sub-disciplines and academic levels

Department Chairs must also be current academics. Staff cannot approve as a Department Chair in recruitments.

OARS needs to be notified of any changes to the Department Chair role in Recruit.

The Search Chair is the committee member who leads the committee in the process of reviewing and managing applications. Search Committee Chair leads the search committee efforts by:

• Preparing the recruitment plan
• Appoints the search committee
• Provides the department analyst with the necessary information for the recruitment recordkeeping and reports
• Keeps the recruitment to a schedule
• Evaluates the effectiveness of the outreach efforts, implements additional outreach when necessary
• Leads the evaluation of applicants

Guidelines for appointing a search committee include:

• Appoint faculty who bring a variety of perspectives, personal experiences, values, and world-views that arise from differences of culture and circumstance
• Appoint a search committee that represents a diverse cross section of the faculty. Look beyond your own department to avoid overworking members of less represented groups.
• Appoint faculty who are committed to diversity and excellence
• Ensure that underrepresented groups have equal opportunity to serve on search committees
• A committee must have at least (3) core members consisting of current academics at or above the level being recruited
• Department Chairs may not serve as Core Committee members on Recruit, they may be listed as additional reviewers

In preparation for the review of applications, the search committee should:

• Attend the EVCAA orientation sessions for department chairs that include guidance on administering searches.
• Attend the AVC-EDI orientation sessions for search committee members that include guidance on administering searches.
• Establish basic qualifications that are non-comparative, objective, and relevant that will be used to identify the applicant pool
• Establish criteria by which each applicant will be uniformly reviewed and evaluated for appropriate skills and qualifications. 
• Establish the process by which the committee will move from the initial stage of reviewing applications to the stage of proposing candidates for campus visits

A committee must have at least three (3) core members consisting of current academics at or above the level being recruited. Department Chairs may not serve as Core Committee members on Recruit, they may be listed as additional reviewers

Search Committee assists in the search by:

• Evaluating applicants’ application materials
• Interviewing applicants
• Leveraging networks for outreach

In preparation for the review of applications, the search committee should:

• Attend the EVCAA orientation sessions for department chairs that include guidance on administering searches.
• Attend the AVC-EDI orientation sessions for search committee members that include guidance on administering searches.
• Establish basic qualifications that are non-comparative, objective, and relevant that will be used to identify the applicant pool
• Establish criteria by which each applicant will be uniformly reviewed and evaluated for appropriate skills and qualifications. 
• Establish the process by which the committee will move from the initial stage of reviewing applications to the stage of proposing candidates for campus visits.

The Dean is the Head of a Division, College, School, or other similar academic unit and has administrative responsibility for that unit. The Dean fulfills this role by:

• Responsible for ensuring diversity of faculty
• Maintaining affirmative action recruitment consistent with university policies and applicable laws
• Responsible for the fiscal responsibility for the unit