CWUR 3-40-140 Recruitment, Retention, and Hiring
Applies to – Civil Service, Exempt and Faculty Positions
This procedure supports CWUP 2-30-200 Recruitment, Hiring, and Retention Policy. The creation and maintenance of a diverse workforce reflects and supports the changing diversification of our larger society and is critical to our success in serving the diverse and inclusive needs of our student body. Definitions 1. Executive Officers: President, Vice President for Academic and Student Life, Vice President for Business and Financial Affairs/CFO, Vice President for Operations, and Chief of Staff. 2. Appointing Authorities: As defined in CWUP 1-80-010 Appointing Authority and CWUP 2-10-170 Appointing Authority, Delegation of Authority and Contracting Authority. 3. Search Committees are formed by the appointing authority to assist in recruitment and selection of tenure/tenure track faculty and senior administrative positions. A search committee is standard for tenure/tenure track faculty and senior administrative positions defined as the president, members of the president’s cabinet, deans, associate and assistant vice presidents and directors that report to a Cabinet member. 4. Constituents are those groups and individuals who rely on, or collaborate with, a particular university position. Constituents can be co-workers, colleagues, students and customers, etc. 5. Diversity includes group/social and individual differences and group/social differences. Diversity for affirmative action purposes is strictly defined by federal guidelines and includes sex, race (Caucasian, Black, Asian, Pacific Islander, American Indian/Alaskan Native), ethnicity (Hispanic), status as a protected veteran, and status as a person of disability. 6. Inclusivity is the active, intentional, and ongoing engagement with diversity--in the curriculum, in the co-curriculum, and in communities (intellectual, social, cultural, geographical) with which individuals might connect--in ways that increase awareness, content knowledge, cognitive sophistication, and empathic understanding of the complex ways individuals interact within systems and institutions. 7. Recruitment area is assigned by job group in the university’s annual affirmative action plan. Recruitment area is determined for individual positions by careful consideration of the availability of a qualified and diverse pool of applicants within a geographic area, the feasibility of relocation and/or commuting, and the salary. Recruitment area for external
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