Effective OEE Search Committee Training at Rowan University

Rowan University emphasizes equal employment opportunity in hiring decisions through OEE Search Committee Training. The purpose is to minimize undue influence in the search process and promote equitable employment practices. The training covers forming diverse search committees, understanding position requirements, and committee responsibilities for fair recruitment procedures. It also highlights New Jersey's commitment to providing a discrimination-free work environment for all state employees across 20 protected classes. Attendance and active participation in committee meetings are essential for effective implementation of training outcomes.

• OEE Search Committee
• Equal Employment Opportunity
• Diversity Recruitment
• Employment Practices
• Discrimination-Free Environment

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1. OEE Search Committee Training

2. Purpose Rowan University supports equal employment opportunity in hiring decisions Search committees minimize the possibilities of undue influence that can unfairly skew the search process In order to further the effective employment practices and the practice of equal opportunity in hiring initiatives, the University has adopted specific recruitment and appointment procedures OEE Search Committee Training

3. Purpose (cont) The State of New Jersey provides every state employee with a work environment free from prohibited discrimination or harassment. Equal employment opportunity (EEO) is the right of individuals to treatment on a non- discriminatory basis to achieve equity for all OEE Search Committee Training

4. 20 Protected Classes Sex/gender Color Marital Status Mental/physical disability Sexual/affectional orientation Civil union status Creed Nationality Genetic Information Age Race Religion National Origin Familial Status Gender Identity or expression Domestic partnership status Atypical hereditary cellular or blood trait Ancestry Veteran Status Pregnancy OEE Search Committee Training

5. Forming a SearchCommittee The committee members should be individuals who understand the requirements of the position and who are committed to the goals of the department, college, and theuniversity. The search committee ideally is composed of individuals from diverse backgrounds in order to provide a variety of perspectives. OEE Search Committee Training

6. Search Committee Responsibilities A clear understanding of the requirements of the position the deadline for receiving applications when the committee will begin reviewing applications and materials received when the first screening will be made taking into consideration initial phone and on site interviews when interviews will take place when the final recommendation(s) will be made OEE Search Committee Training

7. Attendance and Participation As a search committee member you should attend all meetings. If you miss a meeting, you cannot vote or provide feedback on the candidate that you missed. OEE Search Committee Training

8. Confidentiality What is discussed in committee stays in committee! Nothing is off record! OEE Search Committee Training

9. Confidentiality Immigration: You can ask are you legally able to work in the US OEE Search Committee Training

10. Confidentiality Once a candidate, always a candidate! OED Search CommitteeTraining

11. Americans with Disabilities Act Accommodating a candidate We will accommodate for the interview without medical documentation If an accommodation request is unfamiliar, please contact the Office of Employee Equity. Under no circumstance should anyone on a committee or part of the interviewing process engage in a conversation with a candidate regarding accommodations for disabilities. OEE Search Committee Training

12. Bona Fide Interviews for Certain Qualified Candidates From time-to-time Human Resources will notify the committee chair that a particular candidate must be granted a bona fide interview. These candidates meet the minimum qualifications of the job. These candidates are eligible for a bona fide interview under contractual obligation or as mandated by law. This does not mean that the committee is obligated to choose this candidate, only the candidate is given the same consideration as other candidates. OEE Search Committee Training

13. Interview Questions should be developed prior to interviews All candidates should be asked the same questions unless resume/experience specific or follow up to a response When developing questions stay away from the 20 protected classes (see the NJ Policy on http://www.rowan.edu/equity) OEE Search Committee Training

14. Interview Focus on the requirements for the job When in informal settings with candidates, be aware of your reactions both verbal and non verbal Beware of chit chat Common Pitfalls: kids, marital status, religious, national origin OEE Search Committee Training

15. Interview Describe the requirements of the position at the beginning of the interview Make sure you ask do you understand what the job requires? Ask are you able to meet the requirements of the position Be very up front with what you have to offer OEE Search Committee Training

16. Open Forums during Interviews If candidates are provided an Open Forum (for example, higher level management positions) then you must know how many people attended each session so that you can be sure that there is only one evaluation per participant. Evaluations become part of the documents submitted to the online applicant tracking system. OEE Search Committee Training

17. Hiring Manager The Hiring Manager (refers to the final decision maker) can determine the duties and qualifications and develop the job description The Hiring Manager can request that a rationale is included with the recommendation from the committee OEE Search Committee Training

18. BOTTOM LINE Rowan University wants the best qualified candidates and the searchcommittee s documentation must supportthe decision made. OEE Search Committee Training

19. DocumentationProcess Colleen Whittaker whittaker@rowan.edu - Ext. 53364 (SOM staff searches & CMA s) Zobeida Concepcion concepcion@rowan.edu Ext. 53366 (IRT, IFPTE, and PBA/FOP searches) La Shaun Gould gouldla@rowan.edu Ext. 64138 (AFT professional searches and faculty, Main Campus/CMSRU Managerial searches) Gina Clifford cliffordg@rowan.edu - Ext. 53368 (Main Campus and CMSRU PT hourly new hires/searches) Rosalyn Vinson - vinsonrm@rowan.edu 566-6870 (SOM faculty searches) Desiree Newcomb newcomb@rowan.edu 566-6997 (SOM faculty searches) OEE Search Committee Training

20. Process(cont) Recruitment posting ideas: Professional Journals Chronicle of Higher Ed, Diverse, Hispanic Outlook RU Website HigherEdJobs.com Listservs of related organizations represented in the department Word of mouth Special interest groups in professional organizations Conferences OEE Search Committee Training

21. Process (cont) Hiring party selects committeemembers Once the committee is established, the chair of the search committee inputs the names in the applicant tracking system. OEE Search Committee Training

22. Search Committee Training & Implicit Bias Training All search committee members are required to be certified that they completed training on an annual basis online through banner. All search committee members are required to be certified that they completed the Implicit Bias Training on an annual basis online through Healthstream. OEE Search Committee Training

23. EEO Final Documentation Once the search has concluded, a comprehensive docket of information is necessary to support the process and selection. Most of this documentation will be generated by the online applicant tracking system or uploaded by the search committee chair. This information includes: - Position Department Chair Name Search Committee Members Job Advertisement Written Criteria used to evaluate candidates List of questions asked at interview Total Number of Applicants Total number of Interviewed Candidates Including resumes Candidates recommended for the position Name of Candidate selected & rationale for why they were selected Appropriate approval OEE Search Committee Training

24. Importance of Rationale for Selection It is critical that a final rationale by the hiring party be submitted. This is the foundation of any defense if a search is challenged. Many times the final rationale from the hiring manager constitutes approval for hire. Please make sure that you let the hiring manager know that the final rationale for selection needs to be provided for every search to be deemed as compliant with EEO regulations. For Faculty searches, the final rationale is submitted by the final decision maker to La Shaun Gould (Glassboro) or Roslyn Vinson/Desiree Newcomb (SOM) for uploading into the online applicant tracking system. OEE Search Committee Training

25. For more information contact: Henry Oh, AssociateVice President of Employee Equity 856-256-4320 oh@rowan.edu OEE Search Committee Training