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Hiring & Retention Working Group

Summary and Implementation

Overall, the recommendations outlined in this report would result in significant changes to both HR and IDE.

HR would:

  • Have overall responsibility for all transactional aspects of the search and hiring process for all non-faculty employees;
  • Provide greater support for searches, in part by establishing an office of professional recruiters who would assist hiring officers, create a search handbook, etc.;
  • Institute a process for identifying and developing a supply of qualified, diverse applicants;
  • Establish a “Welcome” office to reach out to new members in each area, with special attention to the concerns of a diverse community; Create a list of colleagues who are willing to serve as confidential, professional mentors to new staff members;
  • Assure that “due diligence” is carried out before job offers are extended;
  • Handle grievances involving possible violation of College policy other than the non-discrimination policy, as referred by the new Ombuds Office.

IDE/EO-AA would:

  • Continue to be responsible for creating the institutional plans for meeting diversity goals;
  • Provide consultation on searches in regard both to providing data about the availability of women and people of color in the labor market and in advising on how to develop a diverse applicant pool;
  • Undertake more extensive training and educational programs on diversity issues (a topic covered in the separate report being issued jointly by the Working Group and the Culture and Communication Working Group);
  • Annually assess and report to senior College management and the Board of Trustees on the achievement of diversity goals;
  • Handle grievances involving possible violation of discrimination law or non- discrimination policy, as referred by the new Ombuds Office.

Hiring managers and their deans/vice presidents would:

  • Assume responsibility for assuring that searches are conducted in a manner consistent with achieving the quality and diversity goals of the institution;
  • Determine when search committees will and will not be used;
  • Initiate contacts within the College for new staff who will benefit from mentoring or special help with adjustment to Dartmouth.

The Ombuds office would:

  • Serve as a problem-solving resource for employees and managers that stands outside regular organizational processes and supplements the efforts of supervisors and human resources;
  • Become the entity to which individuals would turn prior to filing a grievance concerning a workplace-related issue. The Ombuds office would determine whether the matter concerns possible violation of Federal or State discrimination law or Dartmouth non-discrimination policy (in which case it would be referred to IDE/ EO-AA) or whether it concerns possible violation of other Dartmouth policies (in which case it would be referred to the grievance procedure administered by HR). (The Ombuds Office would not deal with grievances by union members — which are governed by collective bargaining agreements — or grievances against faculty members — which are handled by the respective deans’ offices — other than to refer staff and faculty members to the appropriate resources for pursuing such issues.);
  • Serve as a source of information concerning College policies and procedures;
  • Encourage, whenever feasible, the use of mediation and other informal means of conflict resolution as alternatives to formal grievance procedures;
  • Endeavor to educate the community about its resources and procedures for resolving problems; among other things, it should establish a home page on the College web site that clearly and simply explains the resources and procedures available to College faculty, staff and students who seek information or have a concern about conflicts that may arise in the academic or workplace environment;
  • Work closely with HR and IDE/EO-AA to implement the new system. In particular, it is customary for HR staff members to advise managers and staff members on workplace problems. HR staff members should continue to provide this service. If an employee is considering or has decided to invoke the grievance process, however, the matter should be referred to the Ombuds Office and HR should follow that office's advice concerning HR's continuing role in the matter.

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Last updated: 01/31/07