UNIVERSITY ADMINISTRATIVE POLICY NO. 43

SUBJECT: RECRUITMENT AND HIRING OF UNIVERSITY EMPLOYEES

RESPONSIBLE OFFICES: Human Resource Department and University Equity Office in coordination with Department Heads and Selecting Officials

Table of Contents I. SCOPE II. POLICY STATEMENT III. RESPONSIBILITIES IV. PROCEDURES V. AMENDMENTS & ADDITIONS VI. EFFECTIVE DATE

I. SCOPE

This administrative policy applies to the recruitment and hiring of all George Mason University employees at all George Mason University locations.

II. POLICY STATEMENT

It is the policy of George Mason University and the Commonwealth of Virginia to provide equal employment opportunity with respect to all employment practices, including recruitment and hiring. Such practices shall be administered without regard to race, color, religion, national origin, political affiliation, disability, age, sex (unless there are bona fide occupational qualifications), or sexual orientation.

This document reinforces George Mason University's commitment to affirmative actions to increase the number of women and minorities in positions where they are under represented. In these instances, specific results-oriented recruitment strategies and procedures will be established by the hiring department in conjunction with the University Equity Office.

The use of standardized procedures for recruitment and hiring facilitates compliance with and commitment to the concept of affirmative action/equal employment opportunity which is mandated by federal laws, and state and University policies and procedures.

III. RESPONSIBILITIES

A. Department heads and selecting officials are responsible for the proper implementation of these procedures. Department heads are further charged with affirmation actions in filling positions where underutilization is identified. Specific responsibilities for faculty and staff recruitment are as follows:
 
1. Faculty
 
a. Initiating required recruitment forms.

b. Accepting and recording resumes/vitae.

c. Direct communication with applicants.

d. Evaluation of applicants' credentials.

e. Interviewing best qualified candidates.

f. Checking references.

g. Extending job offer after University Equity Office approval of process.

h. Maintenance of selection records; preparation of routine and non- reports; disposal of records as procedures require.

i. Notification of non-selection to unsuccessful candidates.

2. Classified and Wage
 
a. Initiation of recruitment forms as required.

b. Evaluation of applicant's credentials.

c. Interviewing best qualified candidates.

d. Reference checks.

e. Recommendation of candidate for hire.

B. The Office of the Vice President and University Equity Officer will monitor and ensure the effective utilization of the recruitment process for all employees and is responsible for the following:
 
1. Assisting in designing and planning recruitment policies, procedures, and strategies.

2. Defining underutilized job classifications.

3. Briefing, when possible, search/screening committees regarding proper procedures for implementing searches/interviews and hiring.

4. Monitoring hiring practices relative to affirmative action/equal employment opportunity.

5. Approving processes for the recruiting and hiring of all University employees.

C. The Human Resource Department has overall responsibility for managing and administering the recruitment process.

The Employment Office of the Human Resource Department ensures the recruitment and selection of classified and wage personnel and the retention of related employment records is in compliance with laws, policies, and procedures and the recruiting process is effectively and efficiently managed. This office also assists with advertisement of faculty positions and is responsible for the following:
 

1. Faculty
 
a. Assisting with the placement of advertisement copy as approved by University Equity Office.
 
2. Classified and Wage
 
a. Announcement of recruitment actions to Department of Personnel and Training, University community, media, and other appropriate resources.

b. Acceptance and recording of applications.

c. Direct communication with applicants.

d. Training University staff in current recruitment policies and procedures, including recruitment, interviewing, selection, and record keeping.

e. Monitoring proper documentation of selection process.

f. Extending job offers after University Equity Office approval of the process.

g. Maintenance and self-auditing of selection records; preparation of routine and non-routine reports; disposal of records as procedures require.

h. Notification of non-selection to unsuccessful interviewees.

IV. PROCEDURES

Detailed procedures and copies of forms used to recruit, select, interview, obtain references, and recommend individual for hire are published and are available upon request from the Human Resource Department. Questions or concerns about this document may be addressed to the Human Resource Department or the University Equity Office.

V. AMENDMENTS AND ADDITIONS

All amendments and additions to George Mason University Administrative Policy Number 43 are to be reviewed and approved by the Office of the Executive Vice President for Finance and Planning and the Office of the Vice President and University Equity Officer.

VI. EFFECTIVE DATE

The policies herein are effective March 10, 1993. This Administrative Policy shall be reviewed and revised, if necessary, annually and to become effective at the beginning of the University's fiscal year, unless otherwise noted.

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Maurice W. Scherrens                    Earl G. Ingram
Executive Vice President                Vice President and
for Finance and Planning                University Equity Officer
APPROVED:  George W. Johnson            DATE:  March 10, 1993
PRESIDENT

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Stanley Taylor, Administration: (703) 993-8754, staylor@gmu.edu 

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