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A. General. Responsibility for administering the UI classified personnel system has been delegated by the Regents to the UI President. [See FSH 3080-B]. Procedures for all Board-appointed UI positions reflect the University’s commitment to equal opportunity and affirmative action.

A-1. Objectives of Affirmative Action Hiring Procedures. Affirmative action hiring procedures are intended to document a) the criteria for identifying the "best qualified" b) the extra effort made to recruit individuals from protected groups (E.G., women, persons with disabilities, persons of color, and Vietnam-era veterans [See FSH 3065 B]), and c) an objective, job related justification for the ranking of applicants.

A-2. Obligations with respect to Protected Groups. [See FSH 3060] In the event that a person who is a member of a protected group is among the candidates who are best -- but equally -- qualified, UI has a commitment to offer the position first to the protected group member. Protected groups include women, persons of color, persons with disabilities and Vietnam-era veterans.

A-3. Obligations to Provide Reasonable Accommodations. [See FSH 3060 C] The University extends reasonable accommodation to enable qualified persons with disabilities to apply for positions for which they are able to perform the essential functions, with or without reasonable accommodation. The University will offer to provide reasonable accommodation in employment or in application for employment for persons with disabilities who request accommodation, while avoiding making pre-employment inquiries about the presence of disability. Because the University can not inquire about the existence of a disability which would affect the ability of an applicant to apply for a UI position, it is the applicant's responsibility to request reasonable accommodation of disability in the application process, and to specify the reasonable accommodation requested.

B. Process. Employment Services in