ࡱ> 574{ bjbjBrBr 4(  84,`fttttt4666666$hZZttHoHHHFtt4H4HHHt0NFH 0H5H5H5HHZZH5 : EQUAL OPPORTUNITY HIRING GUIDELINES: PROFESSIONAL SEARCHES 1. Affirmative Action (AA), Equal Opportunity Employment (EOE), NSHE, 鶹ӰԺ and State of Nevada policies must be followed by all members of the committee. Partial Affirmative Action Statement (not to be read to candidates) 鶹ӰԺ, a member of the Nevada System of Higher Education, is an Affirmative Action/Equal Employment Opportunity educational institution. It is guided by the principle that equal opportunity means more than equal employment opportunity, and that access to facilities and services shall be available to all people regardless of their race, age, religion, color, gender, including pregnancy related conditions, sexual orientation, disability, whether actual or perceived by others and including service related disabilities, national origin, military status or military obligation, gender identity or expression or genetic information. This principle is applicable to every member of the 鶹ӰԺ/NSHE community, both students and employed personnel at every level, and to all facilities and services. 2. Only applicants with complete packets can be considered for a position and only those applications can be advanced to Level 2 in Consensus. SC chair reviews the applications packets for completeness and is responsible for appropriate rating and moving the applicants from Level 1 to Level 2. Please note that applicants are notified by HR when components are missing so they do have the opportunity to complete packets. Application packets MUST include: 1. On line application (exceptions may be made for disabilities; HR will note in comment section of Consensus); 2. Letter of interest; 3. Resume/Curriculum vitae; 4. References (these may be embedded in the resume/CV); and 5. Unofficial transcripts and/or certificates (for searches lasting less than two weeks exceptions may be made; HR will note in comment section of Consensus). In rare cases, an application may be submitted outside of Consensus and in that case HR will contact the SC chair. 3. The SC chair should screen applicants for minimum qualifications. Only applicants meeting the minimum qualifications listed on the job announcement can advance to Level 2 in Consensus. 4. In keeping with AA, EOE, NSHE, 鶹ӰԺ, and State of Nevada policies,favoring local or internal candidates at any point in the hiring process is not acceptable. Interviews will only be conducted with individuals who are rankedby the search committeeas among the top qualifiers for the position as advertised. Search Committee (SC) members must disclose any personal relationship or potential conflict of interest to the SC chair. The SC chair will consult with the Human Resources (HR) department to determine if the committee member can remain on the committee. 5. Reference checks on top ranked candidates under consideration for hire must be completed before making a hiring recommendation to the appropriate Vice President. Results of reference checks must be conveyed to the entire SC prior to offers. 6. At least one member of the Personnel Committee (PC) will serve on a hiring committee during the regular academic year; if searches take place during the summer or breaks, a representative from HR can perform this function if a PC member is unavailable. PC representatives have two functions on a search committee: to assist in application evaluation and to ensure the integrity of the search; all search committee members are responsible for maintaining the integrity of the search. PC representatives and any member of the committee may ask other committee members to cease inappropriate discussion (i.e., discussions favoring a 鶹ӰԺ employee or local applicant, etc.) or other inappropriate activities, if these occur. If inappropriate behavior continues, the PC representative will report the details to the PC chair who will consult with the SC chair to resolve the issue. In the event of an egregious situation, HR will be consulted. The PC chair and/or HR will then contact the SC chair. 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