幸运快三

CONTENTS:

A. Policy
B. Definitions
C. Affirmative Action Process

A. POLICY. The 幸运快三 is an equal opportunity and affirmative action employer. It is the policy of the regents that equal opportunity be afforded in education and employment to qualified persons regardless of race, color, national origin, religion, sex, age, disability, or status as a disabled veteran or Vietnam-era veteran. (See RGP II.P.1. and RGP II.P.2. It is also the policy of the 幸运快三 to not discriminate based on sexual orientation.

A-1. Scope of this policy.  This policy specifically applies to faculty, classified, and exempt positions. However, a good faith effort to follow and document affirmative action and equal opportunity procedures for all positions should be made, including student and temporary hires. With the exception of students applying for the work-study program, postdoctoral fellows, or teaching/research assistants, anyone who is seeking UI employment should be directed to Human Resources website http://www.uidaho.edu/human-resources/forms, to view all available openings. (Applications for work-study are taken at the Student Financial Aid Office. Teaching and research assistant appointments are made in the academic units.) For more information on postdoctoral fellowships or exceptions to this policy, contact the Director of the Office of Civil Rights and Investigations at (208) 885-4285. The Director of the Office of Civil Rights and Investigations approves all job descriptions for postdoctoral fellows, as well as the recruitment, selection, and offer of all postdoctoral positions.

B. DEFINITIONS.

B-1. Open Search. An open search is defined as a search that is open to all applicants and is publicly advertised for an appropriate time period to allow applicants equal opportunity to apply. Classified searches are posted for a minimum of two weeks and faculty and exempt positions are posted for a minimum of four weeks. The UI has limited criteria for exceptions to open searches or reducing the recruitment period. Hiring departments must contact the Director of the Office of Civil Rights and Investigations to determine if there may be exceptions to the open competitive search process, including UI-only searches. Waivers or exceptions to the open competitive process must be in writing from the Director of the Office of Civil Rights and Investigations and kept in the search file in the event of an audit.

B-2. Affirmative Action. The UI strives to hire qualified employees through open search processes. Affirmative action procedures document the qualifications of applicants, the extra effort made to recruit women, persons of color, persons with disabilities, disabled veterans and Vietnam-era veterans, and the objective, job-related justification for the ranking of applicants.

B-3. Minorities and Persons of Color. The terms "minorities" and "persons of color" refer to members of certain racial and ethnic groups. Persons who are nonresident aliens of Black, Hispanic, or Asian descent are not included in this definition and are not included among the protected-group applicants listed on forms required by this policy. For the purposes of this policy, minorities and persons of color are further defined as follows:

a. "American Indian or Alaskan native or Native American"—all persons having origins in any of the original peoples of North America and who maintain cultural identification through tribal affiliation or community recognition.

b. "Black (not of Hispanic origin)"—all persons having origins in any of the black racial groups of Africa

c. "Hispanic"—all persons of Mexican, Puerto Rican, Cuban, Central or South American, or other Spanish culture or origin, regardless of race.

d. "Asian"—all persons having origins in any of the original peoples of the Far East (including the Indian subcontinent and Southeast Asia, but not the Middle East).

e. "Hawaiian Native or other Pacific Islander"—all persons having origins in any of the original peoples of the Pacific Islands

B-4. Persons with disabilities. The term "disability" refers to the condition of a person who (a) has a physical or mental impairment that substantially limits one or more major life activities, (b) has a record of such an impairment, or (c) is regarded as having such an impairment. Federal law may further modify this definition.

B-5. "Status as a Vietnam-era veteran" refers to a person who served on active duty in the armed forces during the period from August 5, 1964, through May 7, 1975.

B-6. Affirmative Action Coordinators. Each college or administrative unit has an affirmative action coordinator. The coordinators provide knowledge and expertise to (a) explain affirmative action requirements to members of search committees and others who express interest or concern, (b) help search committees develop the required documentation for recruitment and screening procedures, and (c) brief Director of the Office of Civil Rights and Investigations on issues that arise during the search process related to affirmative action and equal opportunity employment. Director of Human Rights, Access and Inclusion may delegate selected responsibilities to affirmative action coordinators.

B-7. Search Committee. The search committee should consist of at least three people, but five to six people are recommended. It is not necessary that all members of the committee be faculty or staff from within the hiring department or unit, but it is important that the search committee be as diverse as possible Gender balance and racial/ethnic representation are to be attempted if at all possible. The committee composition must be reviewed and approved by the unit/department head and the Director of the Office of Civil Rights and Investigations. Further definition of the scope and responsibility of the committee may be determined by the hiring dean or unit administrator.

B-8. Forms. Forms related to the affirmative action hiring procedure and those suggested for use in selection are available electronically from Employment Services. (See http://www.uidaho.edu/human-resources/forms.)

C. AFFIRMATIVE ACTION PROCESS.

C-1. Recruitment. Recruitment for all positions at the UI must be conducted in full compliance with UI's affirmative action and equal employment opportunity procedures (below) and with the requirements of all applicable immigration and naturalization laws (see FSH 3070). To ensure compliance with applicable laws and reporting requirements, all searches must be entered into the applicant tracking system. The chair of every search committee should be familiar with the affirmative action and equal employment opportunity requirements of the UI. The chair should also consult with the Director of the Office of Civil Rights and Investigations for assistance in conducting a search that maximizes the potential for attracting a diverse pool of applicants. A signed Position Authorization form, must be obtained from the President, Provost, or Vice President, as applicable, prior to initiating recruitment. The Director of the Office of Civil Rights and Investigations and Employment Services will review and approve all recruitment materials before announcement is made of any position vacancy, including any to be filled on a part-time or temporary basis, e.g., a sabbatical replacement. Failure to secure necessary approvals from the Director of the Office of Civil Rights and Investigations or Employment Services will result in nullification of the process and attempted hire. Employment Services will assist with the development of results-oriented job descriptions, recruiting, advertising, and collection of applications. Recruitment materials must include:

a. Search Firms. When used, search firms are required to comply with all state and federal laws, as well as UI and Regents policies regarding affirmative action and equal employment opportunity. The chair of the search is responsible for disseminating the internal policies to the search firm and ensuring they are followed. The positions are recruited in the same manner as similar positions and are subject to the same approvals and documentation.

b. Salary Range. An appropriate salary range is defined initially, but need not be advertised to potential applicants.

c. Text of Announcement and Advertisement. Vacancy announcements appear in the 幸运快三 Register and/or on the Human Resources' (HR) website in the applicant tracking system, as well as in other media and websites. The announcement is made available to each applicant. It documents that UI has communicated to applicants the qualifications on which they will be judged. It is also the basis for the screening forms. The form of the announcement may vary, but it must include the basic components that are noted on the vacancy announcement outline (See the Employment Services website as /human-resources/forms) and shall be consistent with the job description. The "minimum" or "essential" qualifications must be the absolute minimum that would be acceptable in an applicant; once defined, they are inflexible. An applicant who does not possess these qualifications cannot be hired. "Preferred" or "desirable" (or "marginal") qualifications include any and all attributes believed to be desirable for the position. A candidate may not possess all of the "preferred" characteristics; nevertheless, any specific attribute that might be a reason for preferring one candidate over another should be included as a basis for ranking. When applicants self-identify as disabled under the definition of ADA and indicate they can, with reasonable accommodation, perform the essential functions of the position, UI has a duty to attempt reasonable accommodation under the ADA. The announcement must include the statement, "To enrich education through diversity the 幸运快三 is an equal opportunity/affirmative action employer." If a background check, education verification or post offer medical screen is required for the position, it must be stated in the announcement. The advertisement is an abbreviation of the vacancy announcement and, at a minimum, must contain the job title, closing date, contact information, and the tagline "AA/EOE."

d. Statement of Distribution of Announcement and Advertisement. Departments may place paid advertisements in newspapers and journals, and/or mailing announcements to institutions that grant degrees to potential applicants or post on professional society websites or listservs. The hiring department shall send announcements to any known organizations representing the int