s earch c ommittee t raining uw-stout 2015-16. welcome in today’s training session we will discuss...
TRANSCRIPT
SEARCH COMMITTEE
TRAININGUW-Stout 2015-16
WelcomeIn today’s training session we will discuss how to:
The topics we will discuss are:
• TAM – our online system• Good efforts: AA/EEO/Diversity• Who is responsible for a successful recruitment• Being aware of our Assumptions & Biases• The Unclassified Selection & Hiring Process
TAM * Secure
* Accessible 24/7
AA/EEO Compliance
Federal Laws on AA/EEO• Equal Pay Act of 1963
• Title VII of the Civil Rights Act of 1964
• Age Discrimination in Employment Act of 1967
• Executive Order 11246
• Sections 503 and 504 of the Rehabilitation Act of 1973
• Americans with Disabilities Act of 1990
• Vietnam Era Veteran's Readjustment Assistance Act of 1974 (Section 402)
• Civil Rights Act of 1991
• Genetic Information Nondiscrimination Act of 2008 (GINA)
State AA/EEO Compliance
State of Wisconsin Executive Order 28
Wisconsin Fair Employment Laws (Wis. Stats.) Chapter 230 www.legis.state.wi.us/statutes/Stat0230.pdf Chapter 111 www.legis.state.wi.us/statutes/Stat0111.pdf
It is unlawful to discriminate against employees or job applicants for any of the following:
• Age (40 or over)• Ancestry• Arrest Record• Color• Creed (Religion)• Disability• Genetic Testing• Honesty Testing
• Marital Status• Military Service• National Origin• Pregnancy or
Childbirth• Race• Sex• Sexual O
rientation
• Use or nonuse of lawful products off the employer's premises during nonworking hours
• Employees may not be harassed in the workplace based on protected status nor retaliated against for filing a complaint
EEO / AA / DIVERSITYEEO/AA ~Both are legally mandated and directed toward achieving a more equitable and inclusive, diverse work environment.
• Our responsibilities:– Review Dept. statistics – i.e. Underutilization– Must be able to defend every decision for eliminating or advancing a
candidate.– Do not make assumptions about an individual based on protected class,
physical or social characteristics associated with race, gender
Diversity ~Is an internal business decision; broader in scope, composed of differing elements or qualities.
- Documented Research shows significant benefits
HTTPS://WWW.YOUTUBE.COM/WATCH?V=ZSY_TMH3NTG&LIST=FLNGB4CAUX8IBRZPIVCOON9G&INDEX=8&FEATURE=PLPP_VIDEO
Benefits of Diversity in the Workplace
Q & A
Roles-&-Responsibilities
Who is responsible for a successful recruitment?
Committee Chair (Spokesperson)
Search Committee / Interviewers 3-10 members DIVERSIFIED membership in: discipline expertise, gender, race,
cognitive style, personality - introverts and extroverts, mix of perspectives etc.
Hiring Managers (Delegated Authority)
Support Staff / TA Coordinator
typically not a voting member of the Interviewer panel Human Resources (EEO/AA/HR)
All UW-Stout Employees
Committee Meetings The first Search and Screen Committee Meeting is subject to WI
Open Meetings Law Need to post 1st meeting notice
◦ Minimum of 24 hours prior ◦ 2 places on campus publicly
Need to take meeting minutes & upload in TAM for permanent record
Search and screen committees have the authority to hold subsequent closed meetings to review and conduct deliberations on candidates
Refrain from rolling email discussions about the recruitment & applicants.
Confidentiality and Records
Use the TAM system in a secure manner Honor candidates’ request for confidentiality until a finalist Treat ALL information before/during/after search and screen
process as confidential
Follow process for maintenance and destruction of documents Most documents generated during search and screen, including emails,
are records under WI Public Meetings Law Personal notes are not retained – shred when done
Search & Screen Process
Planning for the Search
POSTING REQUIREMENTS:Faculty Positions: Minimum of 30 calendar daysAcademic Positions: Minimum of 21 calendar days
Advertising * Think globally*
Refer to Advertising Resources > HR Recruitment webpage
Focus on channels that will result in most qualified and diverse pool of applicants.
Make concerted efforts to reach populations where your Dept. is underutilized and the following markets:
Minorities Females Americans with Disabilities Veterans
Chronicle (required for all Faculty and Upper Level Management positions
Newspapers, Associations, Conferences, List serves, Social Media (i.e.. LinkedIn), Networking
◦ Do not make any guarantees or promises◦ Record all advertising resources in TAM Job Opening
Screening
Evaluation tools need to be submitted to HR for AA/EEO review and approval BEFORE screening can begin.
INTERVIEW QUESTION BANKS on HR’s Recruitment website
* Situational / Behavioral* Opening / Core Competencies / Closing
Deliberate, thoughtful questions that address qualifications
Be mindful of prohibited questions – protected classes
Initial SCREENINGCommittee members screen applicants independently accessing applications in TAM
Applications – Complete or Incomplete? *Screened by 2 sets of eyes
Committee decides whether or not to follow up with applicants or deem as incomplete? Must be consistent!
Tool 1 *Screened by a min. of 2 committee members
Tool 2 *Screened by all committee members
Applicants not moving forward are given a Non-Selection Reason Code by the committee to identify the job-related reason why they are no longer being considered.
No is No, unless 5B (Hold)
Committee meets and arrives at a consensus providing TA Coord. with results via Screening Matrix
Interviewing / Deliberations
Use APPROVED interview scripts -Tools 3 & 5
NO new questions with the exception of asking applicants to: clarify, expand - or - give examples.
All committee members should be present for interviews – no recording devices allowed
Do not discuss prohibited issues
Engage all members in discussion
Do not make assumptions about someone’s background
Make sure you have at least one job-related reason for rejecting each unsuccessful candidate
WISELI Brochure
• Focus on each applicant ENTIRE application package• Diversity represented on Search Committee • Strive to increase representation of women & minority scholars
in your applicant pool• Develop well-defined evaluation criteria PRIOR to evaluating
applicants• Rely upon inclusion rather than exclusion strategies in making
selections• Stop to periodically re-evaluate your criteria
• i.e. promise or potential rather than evidence • Be able to defend every decision
Minimizing Bias
Telephone Interviews – Tool 3
Advantages to performing telephone interviews?
Is it permissible to WAIVE telephone interviews? * Memo required explaining Committees’ rationale.
When done forward screening matrix summary to TA Coordinator.• TA Coordinator will upload the summary in TAM and forward candidates recommended
for reference checks/on-campus interviews.
Reference Checks – Tool 4
Notify applicants prior to contacting references.Minimum of 3 References required *Including current Employer. ** Two (2) search committee members must participate in each reference check conducted.
For internal candidates or candidates known by committee members:– Raise only relevant information – no gossip– Evaluate all candidates fairly with information provided in this
process
When using off-list references / Google . . .– Courteous to notify the candidate– Use cautiously– Think about how you will use that information– Could be perceived as discriminatory – use consistently– Top candidates only
On-Campus Interviews -&- Recommendation for Hire – Tool 5
Conduct campus interviews ** Identical itineraries
Identify the STRENGTHS & WEAKNESSES for each Candidate interviewed
Conduct additional reference checks. (Supervisor, Off-list)
Forward screening matrix summary and Strengths & Weaknesses memo to TA Coordinator.
Offer / CBC / Contract
Upon receipt of an accepted offer, hiring Dept. will:Request a Criminal Background Check for each new hire(s)
Complete the ES-5 form and route via Workflow
Once the ES5 form is approved by all hiring managers HR will generate the contract & email to new hire
Reasons for Failed Searches Lack of qualified candidates
Advertising was insufficient or not diversified Don’t just advertise, recruit too!
Needs of Dept./College not well-defined
Committee members selection Not diversified enough, availability to avoid delays
Significant violation of procedures or conduct during the process
Timing
KEY Resource
FOR REPRESENTING UW-STOUT TO
HIRE-THE-BEST!