Employment Equity Report

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Employment Equity Report 2011-2012"

Transcription

1 Employment Equity Report Creating a representative workforce at the Central Student Association Joshua Ofori- Darko Human Resources & Operations Commissioner OUR COMMITTEMENT The CSA is committed to employment equity and to the creation of a working environment that is welcoming for all applicants. We particularly encourage applications from women, Aboriginal peoples, persons with disabilities, racialized people, international students and members of Queer communities. The CSA will determine the effectiveness of its outreach efforts and use the applicant tracking to enhance the diversity of applicants on the short list. CSA Policy Appendix D Human Resources Policy Section 4.8

2

3 Canada s Employment Equity Act The Employment Equity Act requires employers to engage in proactive employment practices to increase the representation of four designated groups: women, people with disabilities, aboriginal peoples, and visible minorities. The Act states "employment equity means more than treating persons the same way but also requires special measures and the accommodation of differences." The Act requires that employers remove barriers to employment that disadvantage members of the four designated groups. Employers are also required to institute positive policies and practices for the hiring, training, retention and promotion of members of the designated groups. Positive policies include good hiring practices, for example asking all job candidates the same interview questions, or advertising a job widely and in places where it is likely to reach female identified or minority applicants. The CSA s Employment Equity Policy and Program In the academic year, the CSA approved a new employment equity policy and program to meet the requirements of the act along with CSA objectives and goals. The CSA recognizes six designated/marginalized groups who face systemic barriers to employment including (Appendix D Section 1.5): Women People of Colour/Racialized Students Aboriginal Peoples Members of Queer communities Persons with Disabilities International Students Employment Equity Report

4 Employment Equity Procedures is as follows (Appendix D Section 4.8): 4.8 The CSA is committed to employment equity and to the creation of a working environment that is welcoming for all applicants. We particularly encourage applications from women, Aboriginal peoples, persons with disabilities, racialized people, international students and members of Queer communities. The CSA will determine the effectiveness of its outreach efforts and use the applicant tracking to enhance the diversity of applicants on the short list. The following is an outline of the steps we will take in this process: a) Advertisement for these positions shall be carried out in accordance with Appendix D, Section 4.3. b) All applicants are encouraged to complete an electronic or paper version Employment Equity Form and submit it to the CSA Front Office Manager. c) The CSA Front Office Manager will remove the Employment Equity Forms from files prepared for hiring committees. Data will be prepared and provided to the chair of the hiring committee. Forms will be kept on file by the Front Office Manager. d) In selecting successful applicants, hiring committees shall apply the principle of merit while striving to ensure that those selected represent the diversity of the university community. In addition, hiring committees will carry out responsibilities in accordance with Appendix D, Section 4.4 (summarized on page 6 of this report) e) At the end of the hiring cycle, aggregate data drawn from the pool of successful applicants will be reviewed to examine the efficacy of the CSA s outreach strategy. The results of this analysis shall be reported to the CSA Board. f) Following the conclusion of the hiring procedures, for year to-year comparative purposes, aggregate data derived from the Employment Equity Forms will be retained by the CSA. Upon completion of the annual hiring processes, all Employment Equity Forms will be destroyed.

5 In an effort to outreach to designated/marginalized groups, all job vacancies must be advertised for two weeks in addition to requiring that: Tabling will take place in the University Centre Courtyard A mass will be sent to undergraduate students advertising CSA job vacancies, CSA hiring policies, and the time and date of the hiring period. This will be sent during the week preceding the opening of the application process. Job vacancies will be advertised to all CSA clubs and campus organizations especially those that are primarily composed of members of marginalized communities. For example: the Centre for Students with Disabilities, The Aboriginal Students Association and Aboriginal Centre, CJ Munford Centre, Jewish Student Organization, Indian Student Association, West Indian Student Association, Muslim Student Association, International Student Organization, Guelph Resource Centre for Gender Empowerment and Diversity, Guelph Queer Equality, International Student Organization, Ontario Public Interest Research Group-Guelph and the CSA Accessibility Working Group. Presentations to clubs and organizations that outline the CSA s hiring process, and advertise both job vacancies as well as the application period and process will occur. Emphasis must be placed on the importance of the CSA s Employment Equity policies and process. Leaflets and posters advertising CSA job vacancies must be distributed by the Clubs Coordinator to all clubs and organizations. These posters must also be distributed through the CSA poster run the week preceding the opening of the application period. Employment Equity Report

6 To enhance promotional efforts in the winter of 2012 the Executive Committee approved the creation of the Outreach and Promotion Associate Commissioner. This individual, under the supervision of the Human Resources & Operations Commissioner, conducted presentations to clubs and organizations, coordinated the distribution of leaflets, facilitated job information workshops and tabled in the University Centre courtyard. To further the CSA goal of a representative workforce, the CSA employs fair and equitable hiring practices to ensure hiring is based on merits and qualifications, not personal biases. Practices and procedures include: Three person hiring committees made up of executive, staff, and board members Hiring training for all members of hiring committees Procedures to prevent conflict of interest Establishment of criteria, standardized questions, and scoring system prior to the review and interviews of candidates Aggregate Applicant Data In order to maintain confidentiality of applicants and staff, only aggregate data in the form of percentages are included in the report. Representation statistics are supplied from University of Guelph departments and units, including Registrarial Services, Student Affairs, Centre for Students with Disabilities. Whenever University specific information was unavailable for a particular group, statistics from the 2006 Canadian Census were used. Individuals in Ontario between the ages of 15 and 24 were selected as the population that closest resembles the University of Guelph student body. Differences or gaps in representation are calculated by subtracting the representation in the applicant pool from the University of Guelph and/or Ontario representation. In the cases where representation is equal to or greater than community representation, the difference or gap is measured as zero or achieved.

7 Table 1 summarizes the effectiveness of the CSA s outreach and promotion strategy for the Summer and Fall 2011 semesters. A small number of positions were hired during the two semesters (summer and fall). Table 1 Representation of applicants during Summer and Fall 2011 Marginalized Applicant Undergraduate Undergraduate Ontario Gap Groups Pool Representation and Graduate Representation Representation Female 40% 61% 60% 21% Racialized 20% 15%* N/A 26% 6% Queer 5% N/A N/A N/A International 11% 2% 3% 0% Disability 3.5% 6% 2.5% Aboriginal 3.5% <1% <1% 2.5% 0% *Statistic is based on an incoming student survey Table 2 illustrates the CSA outreach efforts for a larger number of positions hired for during the Winter 2012 cycle. The CSA continued to exceed its goals for outreach to aboriginal and international students and students with disabilities. However there was a larger gap in the representation of both female identified and racialized groups. Targeted outreach is required to improve the numbers of female, racialized and students with disabilities applicants. This can be accomplished by increased communication with the Centre for Students with Disabilities, CJ Munford Centre and specific CSA clubs. Table 2 Representation of applicants during Winter 2012 Hiring Cycle Marginalized Applicant Undergraduate Undergraduate Ontario Gap Groups Pool Representation and Graduate Representation Representation Female 21% 61% 60% 41% Racialized 9.5% 15%* N/A 26% 16.5% Queer 5.4% N/A N/A N/A International 3.5% 2% 3% 0% Disability 3.5% 6% 2.5% Aboriginal 1% <1% <1% 2.5% 0% *Statistic is based on an incoming student survey Employment Equity Report

8 Representation for the Employment Period In addition to surveying applicants, the CSA surveys new and incoming staff to determine if the workforce is representative of the University of Guelph population and to identify potential gaps in representation. For the employment period, the CSA reached all of its Employment Equity (EE) goals across all six designated/marginalized groups. It should be noted that the CSA met all of its goals without introducing any additional special measures (such as hiring preferences or awarding additional points for applicants from marginalized/designated groups). Hires were simply based on qualifications and merit. Table 3 Representation of Contract Staff for employment period Marginalized Staff Undergraduate Undergraduate Ontario EE Goal Groups Representation and Graduate Representation Representation Female 66% 61% 60% Achieved Racialized 31% 15%* N/A 26% Achieved Queer 24% N/A N/A N/A Achieved** International 7% 2% 3% Achieved Disability 14% 6% Achieved Aboriginal 3% <1% <1% 2.5% Achieved *Statistic is based on incoming student survey **No statistics are available to determine with confidence if the CSA achieved its EE goal

9 Challenges Despite the success with a representative contract staff workforce, a participation rate of 33% was observed with individuals completing the employment equity form/survey when applying to jobs. The CSA should aim for at least a 50% participation rate in the winter 2013 hiring cycle. Incoming executive and permanent/renewable contract staff were neither surveyed nor included in table 3. It is important to include these two groups in future reports for a more accurate picture of the workforce. To maintain confidentiality, the statistics of the contract, permanent, renewable contract staff along with the executive should be combined. The University of Guelph does not have statistics on queer or racialized students. Statistics on racialized students are extremely limited to incoming student surveys completed only every three to four years. Aboriginal students and students with disabilities statistics are based on the number of students registered with the Aboriginal Resource Centre and Centre for Students with Disabilities, respectively. These statistics are an underestimation of their population. Employment Equity Report

10 Recommendations Recommendation 1: More education and promotion of the EE policy and program both internally and externally Increased education about the Employment Equity (EE) policy and program will not only debunk myths, but also increase participation rates. If individuals understand the uses of the data, they may be more willing to participate at all levels. The Human Resources & Operations Commissioner will be responsible for the coordination of education efforts. Recommendation 2: Set an EE participation rate goal of 50% for the Winter 2013 hiring cycle Setting a goal will have a combination of positive effects on our program. Higher participation rates will create a more accurate picture of the applicants. In order to meet this goal, a strong promotion and education strategy is required. Recommendation 3: Surveying of incoming executive and current permanent & renewable contract staff for a more accurate picture for the new employment period These groups of staff and executive make up 27% of the CSA workforce (excluding Bullring staff). It is important that these groups are surveyed for a more accurate representation of the workforce and to identify gaps or shortfalls within the designated/marginalized groups. Recommendation 4: The CSA Executive will lobby the University of Guelph administration to quantify racialized and queer students Collecting statistics on racialized and queer students would not only be beneficial for the CSA Employment Equity program, but for the University as well. This information will be invaluable when planning initiatives to benefit these two groups of students at the University. The University has mentioned higher enrollment and attendance of these groups, however without statistics, strategic plans and goals cannot be developed nor achieved.

11 Recommendation 5: Conversion of Outreach and Promotion Associate Commissioner into a standing contract staff position The Associate Commissioner was beneficial to promotional efforts, however several limitations exist in the Associate Commissioner policy such as honorarium and hours, Appendix D Section 16. Conversion into a contract staff coordinator position to further assist the Human Resources & Operations Commissioner and Promotional Services & Graphic Designer will allow for a more effective promotion strategy. More time could be spent connecting with clubs and organizations to promote job opportunities, and the CSA in general prior to the winter hiring cycle. In addition to previously mentioned duties of promoting CSA jobs, duties such as promotion of the EE program and compiling EE data would be included. The coordinator will work a couple weeks in the fall semester and throughout the entire winter semester. Recommendation 6: Implementation of an EE tracking program in the Bullring The Bullring Human Resources Policy contains an Employment Equity policy in Appendix E Section 1.7, however no program has been implemented. Since the Bullring employs 40 to 50 staff with a large hiring cycle in the winter semester, it is important to establish a tracking program so the CSA as a whole can meet employment equity goals. The Human Resources & Operations Commissioner and the Outreach and Promotion Coordinator would work with the Bullring General Manager in the development and implementation of such a program. Recommendation 7: Mandatory hiring training for hiring committee members Hiring training for hiring committees proved to be particularly beneficial. Members were trained to evaluate candidates solely based on a preestablished set of criteria and qualifications. The Orientation to Recruitment and Selection workshop facilitated by the HREO ensured the hiring was in accordance with the Ontario human rights code and procedures did not introduce systemic barriers to designated groups. Employment Equity Report

12 Conclusion Overall the outreach and promotion strategy for the was successful, however there are significant improvements to be made in the following years. It is imperative that the CSA Board of Directors holds the current and future Human Resources & Operations Commissioners accountable for upholding the Employment Equity policy and accompanying program. Despite being in place for over two full hiring cycles ( and ) that policy was not followed. This report clearly demonstrates creating and hiring a qualified and representative workforce is achievable. Acknowledgements Mahejabeen Ebrahim, Associate Director, Human Rights and Equity Office Deaglan (MC) McManus, Outreach & Promotion Associate Commissioner Central Student Association References 1. Employment Equity Act 2. Canadian Human Rights Commissioner 3. University of Guelph 4. Statistics Canada 2006 Census

Nova Scotia Barristers Society. Employment Equity Questionnaire Report February 2002

Nova Scotia Barristers Society. Employment Equity Questionnaire Report February 2002 Nova Scotia Barristers Society Employment Equity Questionnaire Report February 2002 Introduction...1 Policy...2 Statistics and Employment Equity...4 Internal Data...4 Employment Equity Questionnaire CLAs

More information

The committee appointed by the Dean/Librarian to conduct the hiring process within the appropriate academic unit.

The committee appointed by the Dean/Librarian to conduct the hiring process within the appropriate academic unit. Policy Name: Policy and Procedures Regarding Academic Staff Hiring at Carleton University Originating/Responsible Department: Office of the Provost and Vice-President (Academic) Approval Authority: Date

More information

U.S. DEPARTMENT OF TRANSPORTATION

U.S. DEPARTMENT OF TRANSPORTATION U.S. DEPARTMENT OF TRANSPORTATION HISPANIC EMPLOYMENT INITIATIVES (HEIs) 5-POINT PLAN Departmental Office of Civil Rights Internal Policy, Program Development and Support Division, S-32 Washington, DC

More information

HUMAN RESOURCES DIRECTIVE

HUMAN RESOURCES DIRECTIVE HUMAN RESOURCES DIRECTIVE SUBJECT: The Library of Congress Selective Placement Program NUMBER: HRD 7-05-14 EFFECTIVE DATE: November 1, 2011 I. PURPOSE This Directive describes the objectives, policies,

More information

Accessible Recruitment and Selection Practices at Enterprise Holdings

Accessible Recruitment and Selection Practices at Enterprise Holdings MAKING EMPLOYMENT PRACTICES MORE ACCESSIBLE IN ONTARIO Accessible Recruitment and Selection Practices at Enterprise Holdings About This Series This profile is one in a series of case studies that features

More information

AP Recruit Online Training for Search Committee and Approvers 2014-2015AY

AP Recruit Online Training for Search Committee and Approvers 2014-2015AY AP Recruit Online Training for Search Committee and Approvers 2014-2015AY Academic Personnel Office and Office of Faculty and Staff Affirmative Action July 2014 Instructions 1. Please complete the AP Recruit

More information

EMPLOYMENT EQUITY A TOOL KIT FOR PSAC MEMBERS A TOOL KIT FOR PSAC MEMBERS 1

EMPLOYMENT EQUITY A TOOL KIT FOR PSAC MEMBERS A TOOL KIT FOR PSAC MEMBERS 1 EMPLOYMENT EQUITY A TOOL KIT FOR PSAC MEMBERS A TOOL KIT FOR PSAC MEMBERS 1 CONTENTS Documents: 1 Employment Equity: What is it? 4 2 Employment Equity: How Does it Work? 7 3 Did you know?... Some Facts

More information

Informational Materials Packet

Informational Materials Packet Informational Materials Packet Please review the enclosed materials, and keep them for future reference. 1. Handout entitled "How the Program Works" 2. Handout entitled "Who Is Eligible?" HOW THE PROGRAM

More information

POLICIES CONCERNING ADJUNCT FACULTY

POLICIES CONCERNING ADJUNCT FACULTY APPENDIX 2.A POLICIES CONCERNING ADJUNCT FACULTY The University recognizes the benefit both to the University and to students of instruction by adjunct faculty. The university also recognizes that it cannot

More information

Comprehensive Diversity Plan for the Research Division

Comprehensive Diversity Plan for the Research Division Comprehensive Diversity Plan for the Research Division Introduction In 1999, Cornell University developed its vision for a diverse and inclusive community, Open Doors, Open Hearts, and Open Minds: Cornell

More information

May 6, 2016 (10 days after the end of the exam period) Number of Classes 12 Class Times

May 6, 2016 (10 days after the end of the exam period) Number of Classes 12 Class Times THE FACULTY OF Arts INVITES APPLICATIONS IN THE DEPARTMENT OF Crime Victims Course Number CJ-2125-051 Start Date 1/7/2016 Thursday s 6pm-9pm Projected Enrolment 60 Location of Course Main campus, room

More information

Mass Media Internship Program

Mass Media Internship Program Mass Media Internship Program Department of Mass Media 316 Henderson 1700 SW College Ave. Topeka, KS 66621 Contact: Internship Coordinator Telephone: (785) 670-1836 Contents Page 2... Internship Application

More information

THE DEAP TOOL USER GUIDE

THE DEAP TOOL USER GUIDE The Diversity and Equity Self-Assessment and Planning Tool (DEAP) THE DEAP TOOL USER GUIDE The Queen s University Equity Office This document is available in alternate formats, upon request. Please contact

More information

Workforce Diversity Plan 2009-2011

Workforce Diversity Plan 2009-2011 Workforce Diversity Plan 2009-2011 The Department of Education and Training (the department) is committed to diversity and inclusion in providing high quality education and training services to our students

More information

RECRUITMENT, SELECTION and EMPLOYMENT PROCESS

RECRUITMENT, SELECTION and EMPLOYMENT PROCESS RECRUITMENT, SELECTION and EMPLOYMENT PROCESS PURPOSE: POLICY: To facilitate and enable the University to recruit for and select the most qualified candidate for positions within the University. To ensure

More information

PUBLIC SERVICE COMMISSION

PUBLIC SERVICE COMMISSION ANNEX A PUBLIC SERVICE COMMISSION Open Merit Based Recruitment and Selection Guideline 1 1.0 OBJECTIVES 1.1 The objectives of this guideline are to: Define Merit and provide the policy basis for Permanent

More information

WHITWORTH UNIVERSITY STUDENT EMPLOYMENT SUPERVISOR S HANDBOOK

WHITWORTH UNIVERSITY STUDENT EMPLOYMENT SUPERVISOR S HANDBOOK WHITWORTH UNIVERSITY STUDENT EMPLOYMENT SUPERVISOR S HANDBOOK Student Employment Office HUB Second Floor Whitworth University MS 4307 777 4707 (phone) 777 3731 (fax) STUDENT EMPLOYMENT SUPERVISOR S HANDBOOK

More information

How to Hire a Student

How to Hire a Student How to Hire a Student Guide to Hiring Co-op Students BROUGHT TO YOU BY THE BC PUBLIC SERVICE AGENCY YOUR ALLY for SUCCESS Page 1 How to Hire a Student Contents Overview 3 Objectives 3 Benefits of Hiring

More information

Guidelines for ensuring a fair and transparent recruitment and nomination process

Guidelines for ensuring a fair and transparent recruitment and nomination process Guidelines for ensuring a fair and transparent recruitment and nomination process The Canada Research Chairs Program is committed to excellence in research and research training. The goals of excellence

More information

Corporate Policy and Procedure

Corporate Policy and Procedure Page Page 1 of 9 TAB: SECTION: SUBJECT: HUMAN RESOURCES RECRUITMENT EMPLOYEE RECRUITMENT POLICY STATEMENT PURPOSE SCOPE The City of Mississauga ensures equality in employment for all applicants and is

More information

Jobs are listed newest-to-oldest and expired job postings are periodically archived.

Jobs are listed newest-to-oldest and expired job postings are periodically archived. Social Work Please Note: Prospective job candidates are URGED to check with the respective department, dean, or payroll office for a more detailed description of qualifications. DO NOT apply for jobs via

More information

Employment Systems Review University of the Fraser Valley November 2010

Employment Systems Review University of the Fraser Valley November 2010 Employment Systems Review University of the Fraser Valley November 2010 INTRODUCTION This Employment Systems Review (ESR) fulfills one part of the federally mandated Employment Equity Compliance Review.

More information

Author: Ankhara Hunte, Diversity Consultant for National College for Leadership of Schools and Children s Services

Author: Ankhara Hunte, Diversity Consultant for National College for Leadership of Schools and Children s Services Governors Title: A succession planning (diversity) audit tool for Governors Author: Ankhara Hunte, Diversity Consultant for National College for Leadership of Schools and Children s Services Date: May

More information

The Organization: Leadership, Resources, Faculty and Staff Worksheet

The Organization: Leadership, Resources, Faculty and Staff Worksheet Sponsoring Organization University of Massachusetts Amherst Required Documents Exhibit ORG 1: Exhibit ORG 2: Exhibit ORG 3: Exhibit ORG 4: Exhibit ORG 5: Organizational charts for: Sponsoring Organization

More information

Links to Specific Items in This Report

Links to Specific Items in This Report Board of Governors January 24, 2002 APPENDIX VI REPORT OF THE SENIOR OPERATIONS COMMITTEE Links to Specific Items in This Report Chairs and Vice-Chairs of Standing Committees of the Board - 2002 Membership

More information

The School of Communication & Journalism Diversity Plan Auburn University

The School of Communication & Journalism Diversity Plan Auburn University The School of Communication & Journalism Diversity Plan Auburn University The Schoolof Communication & Journalism recognizes the importance of both reflecting and teaching diversity and strives to ensure

More information

i. Reflect the diversity of the community Represent stakeholder groups (where appropriate) Represent specific groups of service users, and

i. Reflect the diversity of the community Represent stakeholder groups (where appropriate) Represent specific groups of service users, and Public Appointment Policy Governing citizen appointments to HRM Agencies, Boards, Committees and Commissions and to External Bodies 1 GUIDING PRINCIPLES 1.1 Introduction A commitment to community participation

More information

Department of History Policy 1.1. Faculty Evaluation. Evaluation Procedures

Department of History Policy 1.1. Faculty Evaluation. Evaluation Procedures Approved: 2/23/099 Department of History Policy 1.1 Faculty Evaluation Evaluation Procedures 1. The Department of History will evaluate all tenured and non-tenure faculty by March 1 of each academic year

More information

Supporting Women in Leadership

Supporting Women in Leadership June 2011 Supporting Women in Leadership Gender diversity at work Why be concerned with gender diversity in your workplace? Organizations that attract, retain, and advance women are: accessing talent from

More information

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy

Recruitment and Selection Policy. Liverpool Community Health NHS Trust. Recruitment & Selection Policy Liverpool Community Health NHS Trust Recruitment & Selection Policy Version Number: Ratified by: V1 HR & OD Committee Date of Approval: November 2010 Name of originator/author: Approving Body / Committee:

More information

diversity is working non-profit organizations businesses government organizations

diversity is working non-profit organizations businesses government organizations diversity is working non-profit organizations SPARC BC s Diversity is Working project provides seventeen (17) case studies of Lower Mainland organizations that have taken steps to make their workplaces

More information

GRADUATE STUDENT EMPLOYMENT APPOINTMENT AND REAPPOINTMENT PROCEDURES

GRADUATE STUDENT EMPLOYMENT APPOINTMENT AND REAPPOINTMENT PROCEDURES May, 2000 GRADUATE STUDENT EMPLOYMENT APPOINTMENT AND REAPPOINTMENT PROCEDURES The hiring process focuses on finding a good fit for the Human Resources and Organizational Development Department in the

More information

A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT. www.chrc-ccdp.ca

A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT. www.chrc-ccdp.ca A GUIDE TO SCREENING AND SELECTION IN EMPLOYMENT www.chrc-ccdp.ca March 2007 HOW TO REACH THE CANADIAN HUMAN RIGHTS COMMISSION If you need more information or would like to order other publications, please

More information

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum

Ontario Leadership Strategy. Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Ontario Leadership Strategy Leadership Succession Planning and Talent Development Ministry Expectations and Implementation Continuum Contents 1. Purpose 2. Why Succession Planning and Talent Development?

More information

TWSP- Food Cupboard and Free Market Coordinator - OPIRG

TWSP- Food Cupboard and Free Market Coordinator - OPIRG TWSP- Food Cupboard and Free Market Coordinator - OPIRG Eligibility/Funding Type: -TWSP (Trent Work Study Program Domestic Students) Job description For more information about OPIRG, the Free Market and

More information

EMORY COLLEGE OF ARTS AND SCIENCES SEARCH OVERVIEW 2015-2016

EMORY COLLEGE OF ARTS AND SCIENCES SEARCH OVERVIEW 2015-2016 EMORY COLLEGE OF ARTS AND SCIENCES SEARCH OVERVIEW 2015-2016 The College Affirmative Action Committee, in conjunction with OEI the Office of Equity and Inclusion, reviews adherence to the procedures for

More information

Conducting Effective Interviews

Conducting Effective Interviews Conducting Effective Interviews The employment interview is an effective way of determining who possess characteristics required for the job and therefore, who is right for a job. The following guidelines

More information

2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE

2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE 2014-2018 B UILDING A T O R ONTO PUBLIC S E R V ICE CONTENTS A Look Back as we Continue Forward 2 Message from the City Manager 3 Message from the Executive Director of Human Resources 4 Message from

More information

Best Practices Dialogue: Faculty Recruitment and Retention

Best Practices Dialogue: Faculty Recruitment and Retention Best Practices Dialogue: Faculty Recruitment and Retention University of New Mexico Office of Institutional Diversity Dr. Rita Martinez-Purson Interim Vice President for Institutional Diversity March 4,

More information

COMMUNICATIONS & GOVERNMENT RELATIONS

COMMUNICATIONS & GOVERNMENT RELATIONS COMMUNICATIONS & GOVERNMENT RELATIONS Description of the Field The broad field of communications and government relations include publicity and lobbying activities that are designed to promote the interests

More information

Selection and Hiring Manual

Selection and Hiring Manual Selection and Hiring Manual Lassen Community College Accepted by Academic Senate May 22, 2012 Accepted by Consultation Council May 30, 2012 Accepted by the Governing Board July 10, 2012 1 Lassen Community

More information

C. HIRING PROCESS FOR FACULTY AND ACADEMIC PROFESSIONALS

C. HIRING PROCESS FOR FACULTY AND ACADEMIC PROFESSIONALS C. HIRING PROCESS FOR FACULTY AND ACADEMIC PROFESSIONALS This document details the process for hiring faculty and academic professionals. Under the process, deans have the discretion to delegate approval

More information

Adjunct Faculty Orientation and Professional Development Custom Research Brief

Adjunct Faculty Orientation and Professional Development Custom Research Brief UNIVERSITY LEADERSHIP COUNCIL Adjunct Faculty Orientation and Professional Development Custom Research Brief RESEARCH ASSOCIATE Laura Nickelhoff TABLE OF CONTENTS I. Research Methodology II. Executive

More information

Riverside Community College District Administrative No. 7120c. AP 7120c FULL-TIME FACULTY RECRUITMENT AND HIRING

Riverside Community College District Administrative No. 7120c. AP 7120c FULL-TIME FACULTY RECRUITMENT AND HIRING Riverside Community College District Administrative No. 7120c Procedure Human Resources AP 7120c FULL-TIME FACULTY RECRUITMENT AND HIRING Reference: Accreditation Standard IV B.1.j. All full-time faculty

More information

The Diversity Life Cycle By Alden E. Habacon January 2015

The Diversity Life Cycle By Alden E. Habacon January 2015 By Alden E. Habacon January 2015 Overview is a framework that describes the interconnectedness between twelve groupings or stages of activity that organizations undertake to normalize diversity into its

More information

EXPANDING FACULTY DIVERSITY AT UMBC

EXPANDING FACULTY DIVERSITY AT UMBC EXPANDING FACULTY DIVERSITY AT UMBC FACULTY HIRING: UMBC STRIDE: (Committee on Strategies and Tactics for Recruiting to Improve Diversity and Excellence) is a faculty-led group that provides peer-to-peer

More information

ASSISTANT HUMAN RESOURCES MANAGER

ASSISTANT HUMAN RESOURCES MANAGER CITY OF URBANA Human Resources Division ASSISTANT HUMAN RESOURCES MANAGER JOB DESCRIPTION Department: Executive Division: Human Resources Work Location: Urbana City Building Percent Time: 100% ( Full-time)

More information

Province of Nova Scotia Policy on Employment Equity for Crown Law Agents

Province of Nova Scotia Policy on Employment Equity for Crown Law Agents Province of Nova Scotia Policy on Employment Equity for Crown Law Agents 1. BACKGROUND Employment equity, as a broad principle, ensures the fair representation and full participation in the workplace of

More information

Hiring Procedures and Guidelines

Hiring Procedures and Guidelines Hiring Procedures and Guidelines 33.99.01.R0.01 Employment Practices Updated 10/06/2014 A Guide for Hiring This document is provided to be a guide for the hiring process. The document, tools referenced,

More information

PERALTA COMMUNITY COLLEGE DISTRICT OFFICE OF HUMAN RESOURCES

PERALTA COMMUNITY COLLEGE DISTRICT OFFICE OF HUMAN RESOURCES PERALTA COMMUNITY COLLEGE DISTRICT OFFICE OF HUMAN RESOURCES HIRING PROCESS: REGULAR FACULTY POSITIONS Contents Section 1 Purpose Page 1 Section 3 Request to Advertise Page 2 Section 3 Request to Advertise

More information

School of Nursing Framework to Foster Diversity 2010-2015 (2009 Draft)

School of Nursing Framework to Foster Diversity 2010-2015 (2009 Draft) School of Nursing Framework to Foster Diversity 2010-2015 (2009 Draft) School of Nursing Framework to Foster Diversity 2010-2015 INTRODUCTION The School of Nursing The Penn State University Board of Trustees

More information

TABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3

TABLE OF CONTENTS. A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 TABLE OF CONTENTS A. Equal Employment Opportunity Policy 41 C.F.R. 60-741.44(a), -250.1 3 B. Review of Personnel Processes 41 C.F.R. 60-741.44(b);-250.6(b). 4 C. Physical and Mental Qualifications 41 C.F.R.

More information

EXCERPT FROM THE CSU EXTENSION HANDBOOK

EXCERPT FROM THE CSU EXTENSION HANDBOOK EXCERPT FROM THE CSU EXTENSION HANDBOOK HUMAN RESOURCES Extension human resource guidelines incorporate a number of processes and procedures to form a CSUE personnel system. This personnel system refers

More information

2009-2010 Undergraduate Calendar

2009-2010 Undergraduate Calendar 2009-2010 Undergraduate Calendar The information published in this Undergraduate Calendar outlines the rules, regulations, curricula, programs and fees for the 2009-2010 academic year, including the Summer

More information

Prospective Member Institutions FAQs

Prospective Member Institutions FAQs Prospective Member Institutions FAQs Q: What is the Higher Education Recruitment Consortium? A: The Higher Education Recruitment Consortium (HERC) is a collection of individual regional consortia and a

More information

2015 CFPB annual employee survey

2015 CFPB annual employee survey 2015 CFPB annual employee survey December 2015 Introduction Interpretation of results More than 79 percent of the CFPB employee population responded to the fourth annual employee survey conducted by the

More information

San Diego Continuing Education. Student Equity Plan 2014-2017

San Diego Continuing Education. Student Equity Plan 2014-2017 Student Equity Plan 2014-2017 November 6, 2014 2 EXECUTIVE SUMMARY (SDCE) provides adult education for the San Diego Community College District. SDCE is the largest, separately accredited continuing education

More information

NON-DISCRIMINATION POLICY

NON-DISCRIMINATION POLICY Fallbrook Public Utility District Personnel Regulations FALLBROOK PUBLIC UTILITY DISTRICT NON-DISCRIMINATION POLICY Board Approved Effective Date 2/95 Board Approved Revision Date 1/98 11/99 7/01 10/04

More information

Framework for Compliance Audits Under the Employment Equity Act

Framework for Compliance Audits Under the Employment Equity Act Framework for Compliance Audits Under the Employment Equity Act Equality of opportunity Audit Process and Statutory Requirements December 2010 Employment Equity Vision: The purpose of the Employment Equity

More information

Bachelor of Social Work

Bachelor of Social Work Bachelor of supplementary application PRE- OR POST-APPLICATION REVIEWS ARE NOT POSSIBLE DUE TO THE SHEER VOLUME OF APPLICANTS. Part I: Identifying information Please print clearly Surname Given names Mailing

More information

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and

More information

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT

ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT ALLAN HANCOCK JOINT COMMUNITY COLLEGE DISTRICT Equal Employment Opportunity Plan ADOPTED BY THE ALLAN HANCOCK COLLEGE BOARD OF TRUSTEES ON May 19, 2015 Table of Contents Purpose of EEO Plan Objectives

More information

Contra Costa Community College District Human Resources Procedure 1010.06 HIRING OF CONTRACT ADMINISTRATORS

Contra Costa Community College District Human Resources Procedure 1010.06 HIRING OF CONTRACT ADMINISTRATORS Contra Costa Community College District Human Resources Procedure 1010.06 HIRING OF CONTRACT ADMINISTRATORS This procedure shall apply to the selection of contract administrators within the Contra Costa

More information

WORKPLACE DIVERSITY PROGRAM

WORKPLACE DIVERSITY PROGRAM WORKPLACE DIVERSITY PROGRAM 2010-2014 TABLE OF CONTENTS LEGAL FRAMEWORK... 2 CONCEPT OF WORKPLACE DIVERSITY... 2 AIM OF THE WORKPLACE DIVERSITY PROGRAM... 2 WORKPLACE DIVERSITY PROGRAM... 3 REPORTING...

More information

Academic Unit Action Plan: SOCIAL WORK

Academic Unit Action Plan: SOCIAL WORK Academic Unit Action Plan: SOCIAL WORK Academic Unit Name School of Social Work_(Orillia) 2012 2017 Lakehead University Academic Plan Priorities Academic Unit Goals for the Period 2012 2017 Action(s) Designed

More information

Recruitment and Appointment of Academic Administrators

Recruitment and Appointment of Academic Administrators NUMBER: ACAF 1.01 SECTION: SUBJECT: Academic Affairs Recruitment and Appointment of Academic Administrators DATE: February 1, 1995 REVISED: November 11, 2014 Policy for: Procedure for: Authorized by: Issued

More information

The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003. The Smeal College of Business Administration

The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003. The Smeal College of Business Administration The Final Assessment of A Framework to Foster Diversity at Penn State: 1998-2003 The Smeal College of Business Administration A Framework to Foster Diversity at Penn State: 1998-2003 The Smeal College

More information

Employment Equity Narrative Report

Employment Equity Narrative Report 2011 Employment Equity Narrative Report 177 Tie Road, Tiverton, ON NOG 2TO www.brucepower.com 519-361-2673 or 1-866-748 4787 Table of Contents I. General Overview... II. Quantitative Information. Women...

More information

Mallee District Aboriginal Services. Aboriginal and Torres Strait Islander Employment Strategy

Mallee District Aboriginal Services. Aboriginal and Torres Strait Islander Employment Strategy Mallee District Aboriginal Services Aboriginal and Torres Strait Islander Employment Strategy 2013-2016 Document Number: MDAS-PNC-POL-201.01 Generations of vibrant, healthy and strong Aboriginal communities

More information

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016

National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 National Transportation Safety Board Strategic Human Capital Plan FY 2011-2016 September 30, 2011 Strategic Human Capital Plan National Transportation Safety Board Fiscal Years 2011 through 2016 Prepared

More information

Certification Programs For Water And Wastewater System Operators

Certification Programs For Water And Wastewater System Operators Certification Programs For Water And Wastewater System Operators A Joint Report of the Department of Environmental Quality and the Oregon Health Division, Department of Human Services January 2001 This

More information

Making the Business Case for Diversity

Making the Business Case for Diversity Making the Business Case for Diversity Marjorie Paddock Director Diversity and Workplace Equity BMO Financial Group Organisation for Economic Co-operation and Development (OECD) Paris, France August 26,

More information

Disability Action Plan 2014-2019. The University of Adelaide. Disability Action Plan

Disability Action Plan 2014-2019. The University of Adelaide. Disability Action Plan Disability Action Plan 2014-2019 The University of Adelaide Disability Action Plan 2014-2019 1 Disability Action Plan 2014-2019 Dear Colleague The Disability Action Plan 2014-2019 reflects goals and intentions

More information

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan

NUCLEAR REGULATORY COMMISSION COMPREHENSIVE. Diversity Management Plan U.S. NUCLEAR REGULATORY COMMISSION COMPREHENSIVE Diversity Management Plan Vision Statement: NRC is an agency where all employees are valued and have an equal chance to succeed, thereby increasing organizational

More information

University of Arkansas at Monticello Minority Recruitment and Retention Five-Year Plan July 1, 2015 June 30, 2020

University of Arkansas at Monticello Minority Recruitment and Retention Five-Year Plan July 1, 2015 June 30, 2020 University of Arkansas at Monticello Minority Recruitment and Retention Five-Year Plan July 1, 2015 June 30, 2020 I INTRODUCTION The University of Arkansas at Monticello s Minority Retention Plan as mandated

More information

NORTH CAROLINA SCHOOL OF SCIENCE AND MATHEMATICS. EPA Faculty Recruitment and Selection Procedure

NORTH CAROLINA SCHOOL OF SCIENCE AND MATHEMATICS. EPA Faculty Recruitment and Selection Procedure NORTH CAROLINA SCHOOL OF SCIENCE AND MATHEMATICS EPA Faculty Recruitment and Selection Procedure Introduction The hiring practices of the North Carolina School of Science and Mathematics (NCSSM) for faculty,

More information

SELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013

SELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013 SELECTION PANEL PROCEDURES FOR SCHOOL TEACHERS 2013 Selection Panel Procedures for School Teachers 2013, which is located on the Department s website at http://www.teach.nsw.edu.au/documents/sel_panelproc.pdf,

More information

----------\~J----------

----------\~J---------- Cour Penale Internationale International Criminal Court (1\T7\~ ----------\~J---------- ~~ ICC RECRUITMENT GUIDELINES FOR ESTABLISHED POSTS Professional and higher and General Service categories TABLE

More information

Department of Psychology Policies and Procedures Revised by Faculty Vote February 8, 2012

Department of Psychology Policies and Procedures Revised by Faculty Vote February 8, 2012 Department of Psychology Policies and Procedures Revised by Faculty Vote February 8, 2012 PsychByLaws_gm_04292012.doc This document describes the policies and procedures by which the Department of Psychology

More information

University Students Council of the University of Western Ontario Communications ASSOCIATE VICE-PRESIDENT MARKETING

University Students Council of the University of Western Ontario Communications ASSOCIATE VICE-PRESIDENT MARKETING EFFECTIVE: May 1, 2014 SUPERSEDES: AUTHORITY: Executive RATIFIED BY: Executive PAGE 1 of 5 1.00 POSITION TITLE: 2.00 POSITION OVERVIEW: (1) Under the direction of the Vice-President, the Associate Vice-

More information

HUMAN RESOURCES MANAGEMENT

HUMAN RESOURCES MANAGEMENT HUMAN RESOURCES MANAGEMENT Program Outline Major: HRMN Length: 1 Year Delivery: 2 Semesters, plus 1 industry placement Credential: Ontario College Graduate Certificate Effective: 2012-2013 Location: Barrie

More information

2.5 Fair Hiring Policy

2.5 Fair Hiring Policy Policy Statement The is committed to fair hiring practices. Hiring activities in the are based on the principles of merit, and guided by public service values that include respect, integrity, diversity,

More information

BY-LAWS Alumnae Association of Wilson College Chambersburg, PA

BY-LAWS Alumnae Association of Wilson College Chambersburg, PA BY-LAWS Alumnae Association of Wilson College Chambersburg, PA ARTICLE I. INTRODUCTION Section 1.1. Name The name of this organization shall be the Alumnae Association of Wilson College (hereinafter referred

More information

Our Employees. CIBC s vision, mission and values are at the centre of our commitment to create an environment where all of our employees can excel.

Our Employees. CIBC s vision, mission and values are at the centre of our commitment to create an environment where all of our employees can excel. Our Employees CIBC s vision, mission and values are at the centre of our commitment to create an environment where all of our employees can excel. CIBC focuses on the things that matter to our employees

More information

Number RECRUITMENT AND POSTING OF VACANCIES. Revised: August 4, Supersedes Policy 4.0 Dated January 15, 2002

Number RECRUITMENT AND POSTING OF VACANCIES. Revised: August 4, Supersedes Policy 4.0 Dated January 15, 2002 Number 4.0 - RECRUITMENT AND POSTING OF VACANCIES Revised: August 4, 2008 Supersedes Policy 4.0 Dated January 15, 2002 Abolishes Policies: 4.1, 4.2, 4.5, 4.6, 4.7, 4.8, 4.9, 4.10, 4.12, 4.13 Applicable

More information

OPERATING GUIDELINES FOR THE RECRUITMENT AND HIRING OF FACULTY CONTENTS

OPERATING GUIDELINES FOR THE RECRUITMENT AND HIRING OF FACULTY CONTENTS OPERATING GUIDELINES FOR THE RECRUITMENT AND HIRING OF FACULTY CONTENTS I. Responsibility for the Recruitment and Hiring of Faculty 1 II. Recruitment for Tenure-Track and Long-Term, Renewable Contract

More information

Recruiting Manager Announcement Number SE-16-0137

Recruiting Manager Announcement Number SE-16-0137 Career Opportunity This is not a Federal Position We are currently accepting applications to fill the following vacancy: Recruiting Manager Announcement Number SE-16-0137 OPEN DATE: March 17, 2016 CLOSING

More information

Diversifying Applicant Pools

Diversifying Applicant Pools Diversifying Applicant Pools Seeking Diversity among Applicants Diversity can be defined as taking full advantage of the rich backgrounds and abilities of all by recognizing and valuing differences, seeking

More information

NATIONAL ASSOCIATION OF COLLEGE ADMISSIONS COUNSELING STATEMENT OF PRINCIPLES OF GOOD PRACTICE

NATIONAL ASSOCIATION OF COLLEGE ADMISSIONS COUNSELING STATEMENT OF PRINCIPLES OF GOOD PRACTICE The Antioch College Office of Admission and Financial Aid has adopted and will follow the Statement of Principles of Good Practice as established by the National Association of College Admissions Counseling

More information

CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES

CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES Under general direction, employees in this classification are responsible

More information

Federal Energy Regulatory Commission

Federal Energy Regulatory Commission Federal Energy Regulatory Commission Diversity and Inclusion Strategic Plan Fiscal Year 2012 2015 Table of Contents Overview 3 FERC Diversity and Inclusion Mission Statement 6 Diversity and Inclusion Goals

More information

4.00 The Appointment Committee (hereinafter referred to as the Committee ) shall be constituted as follows:

4.00 The Appointment Committee (hereinafter referred to as the Committee ) shall be constituted as follows: PROCEDURES FOR THE APPOINTMENT AND REAPPOINTMENT OF THE VICE-PRESIDENT ACADEMIC AND PROVOST University Policy No.: GV0305 Classification: Governance Approving Authority: Board on Recommendation of Senate

More information

UNB LAW. Admissions Requirements 2016 2017

UNB LAW. Admissions Requirements 2016 2017 UNB LAW Admissions Requirements 2016 2017 ADMISSIONS AT A GLANCE Based on 2015-2016 Programs: JD (3 years) and MBA/JD (4 years) Total applications: 715 Students admitted: 92 Average LSAT: 158* Average

More information

(4 August 2005 - to date) EMPLOYMENT EQUITY ACT 55 OF 1998

(4 August 2005 - to date) EMPLOYMENT EQUITY ACT 55 OF 1998 (4 August 2005 - to date) EMPLOYMENT EQUITY ACT 55 OF 1998 (Gazette No. 19370, Notice No. 1323 dated 19 October 1998. See Act for various commencement dates) CODE OF GOOD PRACTICE ON THE INTEGRATION OF

More information

Faculty's Guide to Establishing an Internship At SUNY Potsdam

Faculty's Guide to Establishing an Internship At SUNY Potsdam Faculty's Guide to Establishing an Internship At SUNY Potsdam RECENT FINDINGS: According to a recent National Association of Colleges and Employers (NACE) report, employers look first for new hires among

More information

Contents. 1.0 Scope of this Policy. 2.0 Introduction. 3.0 Equal Opportunities. 4.0 Job Description and Selection Criteria. 5.0 Approval to Recruit

Contents. 1.0 Scope of this Policy. 2.0 Introduction. 3.0 Equal Opportunities. 4.0 Job Description and Selection Criteria. 5.0 Approval to Recruit Page 2 Contents 1.0 Scope of this Policy 2.0 Introduction 3.0 Equal Opportunities 4.0 Job Description and Selection Criteria 5.0 Approval to Recruit 6.0 Advertising Internally 7.0 Recruiting Externally

More information

Guidelines of the Duties of the Administrative Assistants in the College of Science and Management

Guidelines of the Duties of the Administrative Assistants in the College of Science and Management Guidelines of the Duties of the Administrative Assistants in the College of Science and Management 2006 Table of Contents 1. Background 3 2. Supervision 4 3. Support 4 3.1 Meeting attendance 5 3.1.1 Meeting

More information

GUIDELINES FOR HIRING

GUIDELINES FOR HIRING ADMINISTRATIVE PROCEDURE Approval Date January 2011 Review Date 2016 Contact Person/Department Human Resources Administrator Replacing All previous procedures Page 1 of 21 Identification HR-4026 GUIDELINES

More information

Bachelor of Social Work

Bachelor of Social Work Bachelor of Social Work Supplementary application Bachelor of Social Work supplementary application Part I: Identifying information Please print clearly Surname Given names Mailing address City/town Province

More information