Policies and Procedures
Affirmative Action Plan
2001 - Appendix 6
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Action Plan-]
RECRUITMENT AND HIRING
PROCEDURES
Classified (Non-Exempt)
Positions
Most of these positions are filled through external posting/advertising,
although collective bargaining agreements do give preference to
qualified applicants who are already employed by the University. The
University of Maine Department of Human Resources continuously accepts
applications; applications in active status are reviewed and, where
appropriate, screened when a position is posted. In addition, classified
advertisements in local newspapers and mailings to targeted individuals
and organizations complete the search strategy.
Personnel Services, in the Department of Human Resources, does the
initial screening of applications, based on the criteria stated in the
job description and in the posting. Applications of the most qualified
candidates are sent to the hiring department, which conducts interviews.
Reference checks are handled by Personnel Services, which also monitors
the search process for the Office of Equal Opportunity. Monitoring
includes an analysis of the comparative applicant rating sheet. The
Office of Equal Opportunity Director is consulted if Personnel Services
questions any aspect of the search process.
Professional/Faculty/Administrator Positions
The Office of Equal Opportunity is responsible for approving the
recruitment strategies and monitoring each stage of the search for these
positions. With rare exceptions (requiring OEO approval), searches for
these positions are national in scope and include a variety of both
general and targeted strategies. Equal Opportunity staff meet with all
search committees before appliant screening begins. Most of these
positions are announced in national publications and/or national
electronic list serves. In the cases of positions in areas of identified
under-utilization, OEO approval of the search strategy depends on the
identification of special recruitment efforts for the under-utilized
group, such as the use of the Minorities and Women Doctoral Directory.
For tenure eligible faculty positions, Dean approval is required before
finalists are brought to campus. Special funds from the Office of Equal
Opportunity may be used to add to the number of finalists who would
otherwise have been brought to campus, in those cases where a member of
an under-utilized group is the next highest ranked applicant or (in a
search which does not rank finalists) is one of a number of unranked
finalists. Before an offer is extended, the Director of Equal
Opportunity reviews the comparative applicant rating sheet, the vita of
the selected candidate, and the vitae of the top female and/or minority
candidates (if these were not chosen) to ensure that the search and
selection process was nondiscriminatory. The Director also reviews the
proposed salary to insure equity with current University employees.
