searches may be local, statewide, regional, national, or international. Internal searches are university-wide. 8. Availability is an estimate of the number of qualified minorities or women available for employment in a specific position, expressed as a percentage of all qualified persons available for employment in the job group. It establishes a benchmark to determine the success of a recruitment process. Procedures specific to individual departments: Departments may establish recruitment procedures specific to their needs which support this university policy. Such procedures will be developed in consultation with HR and will be maintained in writing. Appointing Authorities have responsibility to: 1. Create a recruitment process that ensures a qualified and diverse pool of applicants. 2. Appoint search committees to guide the recruitment and selection process. In some cases this responsibility is delegated to departments. Search committee composition will be approved by HR. a. Search committees will be composed of a diverse cross section of male and female representatives of the constituents working with the position. (Departments lacking a diverse representation may refer to a list available from HR of minority male or female employees willing to serve on committees outside their departments). b. Search committee members may be identified by individuals requesting participation or by soliciting nominations for members. c. When determining the members of the search committee, the appointing authority will consider peers, co-workers, constituents, support staff, etc. of the vacant position. 3. Define the specific responsibilities and expectations for the search committee. The appointing authority will: a. Meet with the search committee; b. Develop the committee charge (samples are available from HR); c. Discuss expectations, including an emphasis on diversity and inclusivity; d. Establish a timeline;
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