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GENERAL GUIDELINES
An open recruitment is required for all new appointments
defined as:
Employment of an individual whose immediately prior status was
- not in the employ of the University of California, San Diego, or
- in the employ of the University of California, San Diego, but with a title that is different than the
title/series being proposed. (PPM 230-6, Section VI.A.1.a.; also PPM
230-20, Procedures for Appointment of Academic Personnel, Section II, Policies.)
An appointment involving the permanent transfer of an individual within
the University of California system (inter-campus) or within the UCSD campus
(intra-campus) also requires compliance with affirmative action policy.
Appointments exempt from the open recruitment
process:
- "Visiting" professorial and research titles when,
and
only when, the appointee is on leave from another educational or
research institution. Visiting researchers not permanently
attached to another educational or research institution are not exempt
from regular affirmative action requirements unless the appointment is at
50% time or less or is of short duration (see below).
- Postgraduate Research appointments.
- Non-salaried appointments--including appointments funded 100%
by the Veterans Administration.
- Appointments for 50% time or less--including appointments
funded 50% or more by the Veterans Administration, and except for
tenure-track/tenured positions. A full search is required for
ladder-rank positions regardless of the percentage time of
appointment.
- Appointments at more than 50% time if the appointment will
be of short duration--specifically, two quarters or less (9-month bases)
or six months or less (11-month basis) total time worked at UCSD.
- Graduate students in titles such as RA, TA, Assoc-In...,
etc.
Affirmative action reports used to document and monitor
the open recruitment process:
- Recruitment Plan:
used by all campus units to establish any open recruitment.
- Recruitment
Assessment Report: used by General Campus and SIO to
document the outreach effort and the resulting applicant pool and are
for Ladder-Rank Faculty recruitments only.
- Recruitment Selection
Report: used by General Campus and SIO to document the final
selection process of the recruitment and are for Ladder-Rank Faculty
recruitments only.
- Compliance Report:
used by General Campus and SIO to document the total recruitment
effort and are for all recruitments other than Ladder-Rank Faculty
searches. SOM is to use the Compliance Report to document all
open recruitments.
All affirmative action
reports, requests to waive the open recruitment process, and correspondence must be signed by the Department Chair or ORU Director.
An Acting or Vice Chair/Director may sign in the absence of the
Chair/Director. The signature of an individual with a staff title,
e.g., MSO, is not acceptable.
All reports are to be sent
directly to the Office of Academic Diversity and Equal Opportunity (OADEO), mail code
0029. Once the reports have been reviewed, OADEO will forward them to
the appropriate Dean for approval. For General Campus units, the
Dean's Office will notify the hiring unit of approval and will fax the
signed report to the unit. OADEO will notify the hiring units within
SOM, SIO, the Library, and University Extension and will fax the signed
reports.
UCSD affirmative action
reports must be completed before other actions may follow, that is:
- A Recruitment Plan must
be approved before the hiring unit may post the ad;
- A Recruitment Assessment
Report must be approved before the Search Committee may begin
interviewing seriously considered applicants;
- A Recruitment Selection
Report, Compliance Report, or waiver request must be approved and a
copy included in the appointment file before the file is submitted to the
Academic Personnel Office.
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