Recruitment Roles and Responsibilities

OARS works in partnership with departments to ensure recruitment processes and practices adhere to federal, state, and local equal employment laws and practices by: 

• Auditing recruitment reports 

• Providing consultation and remedy options to mitigate risk 

• Training campus users on the academic recruitment process 

• Authoring and submitting 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 two 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, and leverage networks 
• Implement strategies across sub-disciplines and academic levels to recruit according to market availability. 

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 academic perspectives, values, and world-views to recruit and engage candidates in accordance with market availability.  

• Ensure equal opportunity for faculty 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 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 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 utilization of market availability 
• Maintaining equal employment opportunity and recruiting practices consistent with university policies and applicable federal, state, and local laws 
• Responsible for the fiscal responsibility for the unit