Revised November 2003
In the fall of 2001, in collaboration with Human Resources and the Office of Institutional Diversity and Equity, recruitment and search procedures for all exempt and non-exempt positions in the Provost Division were revised. Recruitment for all new positions should follow the procedures outlined below.
Additionally, all position descriptions within the Provost Division will be revised to include a statement regarding diversity. A workshop is available through Human Resources to assist supervisors and managers and to offer strategies. Please contact Mary-Ella Zietz for more information.
For more specific questions regarding the revision of position descriptions or performance evaluation procedures, please contact Assistant Provost Mary-Ella Zietz via email or call 646-2405.
EXEMPT POSITIONS
1) POSITION DESCRIPTIONS:
All position descriptions will include the phrase "Commitment to diversity and to serving the needs of a diverse population" in the Skills and Knowledge section. Hiring officers should also make efforts to incorporate attention to diversity goals into the job responsibilities in the Key Accountabilities section.
2) SEARCH APPROVALS:
All PA101 forms will be submitted to the Provost Office for approval and the Provost Office will confirm that Step 1 has been completed.
3) DISTRIBUTION:
Provost Division Diversity Plan: After PA101 approval, the Provost Office* will forward 5 copies of the Provost Division Diversity Plan to the search chair for inclusion in packets/materials sent to short-listed candidates.
Revised Search/Recruitment Procedures: EOAA will forward a copy of this document to both the search chairs and hiring officers, along with other EOAA materials.
4) ADVERTISING:
As outlined in the EOAA search manual, when search chairs have developed their advertising strategies/plans, they will submit those plans to both EOAA and Human Resources. Additionally, advertisements must include language regarding Dartmouth's commitment to diversity.
5) SEARCH COMMITTEES:
As outlined in the EOAA search manual, all search chairs will meet with an EOAA representative. In addition, full search committees will meet with an EOAA representative whenever possible.
6) INTERVIEW/SHORTLIST:
When the committee submits the interview/short list and minority resumes to EOAA for approval, the Provost Office will be notified if EOAA has any concerns about the interview/short list.
7) HIRING:
When a candidate has been selected, the hiring officer should submit the PA102 form plus attached resumes to the Provost Office for approval. After Provost Office approval, the PA102 packet should be forwarded to EOAA for final approval.
NON-EXEMPT POSITIONS
1) POSITION DESCRIPTIONS:
All position descriptions will include the phrase "Commitment to diversity and to serving the needs of a diverse population" in the Skills and Knowledge section. Hiring officers should also make efforts to incorporate attention to diversity goals into the job responsibilities in the Key Accountabilities section.
2) SEARCH APPROVALS:
All PA101 forms will be submitted to the Provost Office for approval. The Provost Office also will confirm that Step 1 has been completed.
3) DISTRIBUTION:
Provost Division Diversity Plan: After PA101 approval, the Provost Office* will forward 5 copies of the Provost Division Diversity Plan to the search chair for inclusion in packets/materials given to all interviewed candidates.
Revised Search/Recruitment Procedures: The Provost Office* will also forward a copy of this document to both the search chairs and hiring officers.
4) ADVERTISING:
The Provost Office* will work with hiring officers and Human Resources to ensure that job descriptions and advertisements include language regarding Dartmouth's commitment to diversity.
* Note: In Hopkins Center, Hood Museum, Libraries, Computing Services and Admissions Office searches, the appropriate Fiscal Officer will be responsible for this step.
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