umass - university of massachusetts boston
TRANSCRIPT
UMASS
Search Chairs’ Info Session
Affirmative Action
Obligations
1
What is Affirmative Action?
Results-oriented actions that a government contractor
or subcontractor (e.g. UMASS) must take to:
Ensure minorities and women are
represented to the same extent as qualified candidates
are available in the labor force
Hire and promote qualified individuals with disabilities
and veterans.
2
Affirmative Action as a Management Tool
Executed properly, affirmative action programs are
strategic management tools that provide equal
opportunity for female and minority employees
while not excluding males and non-minority
employees.
3
Affirmative Action Responsibilities
Why does UMASS establish affirmative action goals?
UMASS is considered a federal contractor. Federal
contractors are required to establish and make a good faith
effort to achieve affirmative action goals for females and
minorities.
Good faith efforts are also required for the employment
and advancement in employment of protected veterans and
persons with disabilities, actual numerical placement goals
are not set in these instances.
4
Affirmative Action Responsibilities Cont.
How are affirmative action goals established?
Goals are based on analytical studies that set placement goals for groups
of jobs, not for specific positions. These groups are composed of jobs that
are similar with regard to their content, pay and opportunity.
A comparison to population statistics both external and internal to the
University, determines whether or not a placement goal is required.
The objective of goal setting and their subsequent accomplishment is to
have our workforce reflect the population from which we attract faculty
and staff.
Progress against placement goals is monitored based on the number of
hiring or promotional opportunities that occurred in under-represented job
groups.
5
Affirmative Action Process
6
Affirmative Action
Preparation of Statistical
Analysis
Establishment of Gaols
Written Action Plan
(AAP Narrative)
Communication and Monitoring
(implementation
Affirmative Action Responsibilities Cont.
Is there a difference between a placement "goal' and a "quota?"
A placement goal is something we must strive to achieve or make reasonable efforts
to bring about a desired result. We may make such efforts and still not reach the
goal. The emphasis here is on striving. We are not required by law to reach goals
without exception.
Quotas offer no such flexibility. While it is possible for an employer to be required
to achieve a specific numerical target for hiring, such situations arise as a means of
correcting a long-standing situation where minorities and/or women are unable to
secure employment. Such a determination would come from either a government
agency as part of a conciliation agreement, or through a court action.
Affirmative action relies on the concept of goals, not quotas. It encourages
employers to achieve desired representation of minorities and women in the
workforce.
7
Affirmative Action Responsibilities Cont.
What is a Search Committees responsibility, once a goal has been set for a position?
The Search Committee’s responsibility is to ensure a level playing field in the hiring process. Committee members are expected to interview qualified candidates who have been referred, including internal candidates who might help meet the placement goal.
In addition, they are encouraged to participate in outreach activities within the community for the purpose of attracting qualified individuals to the university.
Finally, they are required to keep interview records and to complete evaluation forms at the conclusion of the interview process to document the hiring decision. In no case are they required or expected to hire or promote unqualified applicants for the position.
8
Affirmative Action Responsibilities Cont.
What is meant by "good faith effort?"
The objective of affirmative action is to bring about an improvement in the
representation of minorities and females in the work force. The emphasis is
on results.
Therefore, effective good faith efforts should ultimately lead to tangible
results.
Examples of good faith efforts include:
extra outreach efforts in recruiting
an extension of a job offer to a qualified minority or female candidate even
though the offer may be rejected or
retention strategies such as mentoring or training and development
opportunities for female and minority employees
9
Affirmative Action Responsibilities cont.
If there is a goal, and no qualified minority or female
applicant is available, can I hire someone else?
The affirmative action program does not require the university
to hire a person who lacks qualifications to perform the job
successfully, or to hire a less qualified person in preference to
a more qualified one.
10
Affirmative Action Responsibilities Cont.
If there is no goal, am I free to hire anyone I want?
We are still required to provide equal opportunity for all openings. That is,
we must consider for employment qualified applicants and make selections
from that group of applicants.
As an equal opportunity employer, UMass welcomes qualified applicants
for hire or for promotion.
Decisions regarding hiring, promotion, training, compensation, discharge
and other employment related matters, must be made on the basis of
qualifications and be nondiscriminatory with regard to race, color, gender,
national origin, age, religion, disability, veteran or other protected veteran
status.
11
Search Committee Hire Process
Review Creation of Job Description
If creating a new job description:
Determine the need
Complete Position Description Form (http://www.umb.edu/hr/forms_instructions/forms/)
• Outline the responsibilities of the position
• Forward completed description to both HR Business Partner and HR
Staffing and Compensation Manager
The position will then be
• Evaluated
• Graded
• Assigned a salary range
Receive a new position evaluation memo from Human
Resource or updated salary memo from Human Resources
Review Creation of Job Description
If filling an existing position:
Review existing job description
Document and forward along any changes to HR
Business Partner and HR Staffing and Compensation
Manager
Changes could impact title, grade and/or salary of the
position
Receive an updated position evaluation memo from
Human Resources
Position Release and Recruitment Form
Staff Hires
Complete Position Release and Recruitment Form (http://www.umb.edu/hr/forms_instructions/forms/)
Faculty Hires
Send the following to the Provost’s Office for review and
approval
• Completed Position Release and Recruitment Form
(http://www.umb.edu/hr/forms_instructions/forms/)
• Finalized job description and salary/grade position evaluation memo
Additional signatures may be required depending on
source of funds
• State and trust fund: approved by Vacancy Review Committee (VRC)
• Grant funded: approved by Office of Research & Sponsored Programs
(ORSP)
Posting Information
Human Resources will post all positions on Interview
Exchange
• Professional positions: minimum of seven (7) working days
• Classified positions: minimum ten (10) calendar days
Contact Human Resources Recruitment Coordinator for
external advertising
All advertising costs are the responsibility of the hiring
department
Account information must be provided before ad
placement is finalized
Pre-Interview Process
Department Hiring Coordinator:
• Identifies search committee chair and search committee members
• Develops recruitment strategy and interview questions
Sends to the Office of Diversity and Inclusion (ODI)
for review and approval
Search Committee members will be given access to
online applicants once the posting has closed
Interview Process
Search Committee members
• Access applicants through Interview Exchange
• Selects first round candidates and submits list to ODI
for approval
• Selects finalists and submits list to ODI for approval
Offer Process
Search Committee identifies candidate for appointment
Search Committee Chair/Hiring Coordinator completes
▸ ODI Hiring Report
▸ ODI Selection Data Form
Hiring Coordinator/Search Committee Chair submits above forms,
along with selected candidate’s resume, to ODI
After ODI review and approval, forms are submitted to Staffing and
Compensation Manager for final review and approval of salary
Human Resources Recruitment Coordinator notifies hiring
coordinator/search committee chair of approval
Offer Process
Offer made:
• Professional Staff positions: offer made by hiring manager or designee
• Classified Staff positions: offer made by Human Resources
• Faculty positions: offer made by the Dean in conjunction with the Office of
the Provost
Hiring Department completes
• Personnel Action Form and related documents
QUESTIONS?
Contact
▸ HR Questions
• Margaret Peterson Pinkham: Business Partner; 7-7289
• Kim Burke: Recruitment Coordinator; 7-5175
• Kara Rudnick: Staffing and Compensation Manager; 7-5148
▸ ODI Questions
• Juan Nunez: Chief Diversity Officer; 7-4818
• Ana Torres: Special Assistant to Chief Diversity Officer; 7-4827
Visit us online:
http://www.umb.edu/hr
http://www.umb.edu/odi