Recruitment Plan

Introduction

A thorough and determined open recruitment using appropriate forms is expected for all academic appointments as described in the General Guidelines.

The recruitment process is initiated by preparing and obtaining approval of the UCSD Academic Diversity and Equal Opportunity Recruitment Plan. Submit the recruitment plan with one copy of proposed ad text to the Office of Academic Diversity and Equal Opportunity (OADEO), Building 302 University Center, Mail Code 0065. OADEO will review the document and will forward it to the appropriate dean for approval.  The hiring unit will be advised when the ad is approved and if there are any changes/corrections to the ad text.  In addition, the approved recruitment plan will be faxed to the hiring unit for record purposes and to advise the unit of any areas of underutilization for the specific job title(s) being recruited.  The unit may then post the job notice.  OADEO will post the notice on the UCSD Academic Job Opportunities Bulletin (AJOB) and on the Higher Education Recruitment Consortium (HERC) Web site.   Departments are encouraged to review the ad posted on AJOB and HERC for accuracy.

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Instructions for Completing a Recruitment Plan

OADEO Recruitment Plan Number:

Do not enter anything in this space. The Office of Academic Diversity and Equal Opportunity will enter its tracking number here which is to be used on all subsequent forms and correspondence pertaining to the recruitment.

Organizational Unit:

Enter the name (not the number) of the department or ORU responsible for conducting the search.

Position Title(s):

Enter the position(s) being recruited which may be: a) a single position, e.g., Assistant Professor; or b) a position or positions for which the specific level and/or series may be determined at a later date, e.g., Asst/Assoc/Full Professor (Clinical or Adjunct series).

Discipline(s):

Where applicable, briefly describe specific discipline or disciplines being sought (e.g. Organic Chemistry, Contemporary Chinese Literature and Culture, Comparative Politics, Chest Radiology, General Orthopedic, Trauma Surgery).

Closing Date:

There must be a space of three weeks between the time the ad first appears in the journal and the closing date in order to allow applicants adequate time to respond.  Also, when establishing the closing date, remember to consider the journal's ad submission deadline as well as the routing time required to obtain a dean's approval.  The closing date must also appear in the proposed text of the ad, and may, if appropriate, include the phrase "…or until filled," for example, "Review of applications will begin _____, and will continue until position is filled."

Proposed Recruitment Efforts:

In order to attract a diverse applicant pool, hiring units are encouraged to advertise open positions as widely as possible, using both professional journals to reach broad audiences and journals or other resources to reach targeted groups.  See "Best Practices for Achieving Diversified Applicant Pools in Faculty Recruitments."  The recruitment plan provides space to describe the total outreach effort.  Please note: for a selected candidate to later apply for U.S. permanent residency status, the Department of Labor requires evidence of at least one printed advertisement in a national professional journal which states the name of the prospective employer, where the job is located, the job duties, and the minimum requirements for the position, for example, "Ph.D." or "Ph.D. in physics or related field."  It is not necessary for the printed ad to state the salary range.

Individual(s) Responsible for Overseeing Affirmative Action Aspects of Search:

Individual(s) must be faculty and is normally either the hiring unit Chair/Director or the Chair of the Search Committee.

Member(s) of Search Committee:

The search committee may consist of only one person unless the recruitment is for a professorial position.  Search committee members must be academic.  Please indicate Chair, e.g., Dr. X, Chair.

Prepared by:

This is the staff person OADEO will contact if there are questions or problems regarding the recruitment. 

Type Name and Position (e.g. Chair) of Organizational Unit Head:

Type the name and title of the individual signing the recruitment plan. This should be the unit chair or director but may be an acting or vice chair/director in the absence of the chair/director. It may not be an individual with a staff title, e.g., MSO.

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Go to Sample of Proposed Ad Text