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 0029.
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
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