nau.edu · web viewwhen you have a job opening, find the job title’s job group number in the job...

FACULTY SEARCHPROCESS

Updated:!2/11/16

Faculty Search Training

Equity and Access OfficeOld Main, Room 113

Box 4083 www .n a u. e du / e qui t y - a n d - ac c e ss

Q: Why have a detailed search process?A. Equal opportunity, non-discrimination, affirmative action and other laws and regulations require afair, uniform, transparent and documented process.

Q: What is the process?A. For faculty, the process is Appendix C to the Conditions of Faculty Service.

Q: Who is responsible for following the process?A: Everyone involved in the screening. Primary responsibility rests with the deans and chairs, with theOffice of the Provost and the Equity and Access Office having oversight responsibility.

Q: What happens if the process is not followed?A: Depending on the severity of the problem, the university’s federal funding and contracts could be atrisk. The committee and the university would have difficulty defending the selection and could be subject to litigation or redoing the search.

Q: Who do I call for help?A: The staff at the Equity and Access Office can guide you through the process, review documents indraft, provide recruitment sources and explain the affirmative action responsibilities. For questions relating to load, salary, title and other issues, contact the Vice Provost for Academic Personnel.

Primary contacts:Jamie Baxter (928) 523-3312Priscilla Mills (928) 523-7855Pam Heinonen (928) 523-9342

Q: What is our affirmative action obligation?A. Very basically, the obligation is to recruit in ways which will attract women, minorities, veterans andindividuals with disabilities to NAU and which will help to correct the underutilization of women and minorities in certain job groups. Besides being one excellent way to increase diversity at NAU, the obligation stems from NAU’s status as a federal contractor.

Q: How do we know what to do to meet our obligations?A: Each year, NAU publishes an Affirmative Action Plan for Women and Minorities and an AffirmativeAction Plan for Veterans and Individuals with Disabilities. These documents show how NAU is doing in terms of having a representative workforce, and describes action oriented programs designed to correct underutilization.

Q: How do we know if we are currently underrepresented or if we have recruited a representative pool of applicants?A: Each year EAO publishes a set of figures in the Affirmative Action Plan which serve as goals for theinstitution. The following are faculty goals for 2014:

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Northern Arizona University Affirmative Action Recruitment Goals for Minorities and WomenEffective January 1, 2015 to December 31, 2015

Step 1. When you have a job opening, find the job title’s job group number in the Job Group Table.Step 2. Find the job group number in the left hand column of this chart. If all boxes are not highlighted, there are currently no goals.Step 3. A percentage with blue shading indicates recruitment goal(s) for the campus.

Job Group % Women% Total

Minority % Black

% Asian or Pacific Islander

%American Indian or

Alaska Native

% Hispanic

% Two or more

races110 – Executive 60.07 19.28 4.54 2.99 2.50 7.63 1.35120 – Directive 62.69 20.42 3.35 2.55 3.62 8.74 1.19130 – Managerial 63.37 21.88 2.93 2.62 5.04 9.43 1.21140 – Academic Deans 56.27 15.46 3.15 3.36 2.48 5.95 0.31205 – Business Faculty 38.63 16.53 2.70 11.45 0.83 3.88 0.56214 – Hotel/Rest Management Faculty 46.43 20.20 3.33 5.71 3.86 7.18 1.32217 – Education - General Faculty 66.77 23.31 8.99 5.47 1.86 6.89 1.40224 – Engineering/Eng Tech Faculty 21.63 12.62 1.06 10.98 0.89 2.07 0.48230 – Fine/Performing Arts Faculty 47.91 13.62 2.76 5.66 0.54 4.19 1.93235 – Humanities & Religion Faculty 60.52 15.46 2.40 6.77 0.29 3.40 4.76236 – English Faculty 64.26 16.38 3.47 6.90 0.27 5.78 1.42237 – Foreign/Modern Lang Faculty 62.57 34.82 2.85 11.86 2.43 18.06 0.28244 – Life Sciences Faculty 44.26 17.30 2.94 8.32 0.12 6.52 2.07245 – Chemistry Faculty 45.43 20.88 3.24 11.26 1.77 5.43 2.52246 – Physics Faculty 19.93 7.89 0.48 6.67 0.05 1.43 0.56247 – Forestry Faculty 47.03 16.36 3.51 10.25 0.95 2.94 0.89249 – Geosciences Faculty 45.20 14.28 2.51 7.13 0.85 4.50 0.97250 – Mathematics Faculty 35.96 16.21 2.80 11.27 0.16 4.07 0.95253 – Communications Faculty 55.06 15.31 2.39 5.67 1.31 6.18 0.82255 – History Faculty 52.82 18.67 3.12 9.78 0.54 5.16 1.29259 – Philosophy Faculty 22.08 7.13 1.01 2.88 0.00 3.04 0.94261 – Anthropology Faculty 58.11 22.34 4.46 7.92 2.16 7.97 2.79262 – Political Science Faculty 46.07 17.95 4.21 5.12 0.12 8.94 0.59263 – Psychology Faculty 59.18 13.70 2.37 6.52 0.17 5.15 1.21264 – Sociology Faculty 56.84 26.60 6.01 5.04 5.50 9.06 2.41268 – Health Prof/Tech Faculty 63.83 18.80 5.61 10.61 0.25 4.82 1.02269 – Exercise/Sport/Health Faculty 68.35 15.00 4.94 6.97 2.83 2.42 0.80271 – Nursing Faculty 72.20 21.05 7.79 8.78 0.77 5.20 1.78315 – Counselors & Teachers 64.83 38.26 1.52 1.63 22.18 9.06 3.44319 – Finance Specialists 62.44 22.54 0.92 2.24 6.77 11.02 1.21321 – Management Specialists 54.15 23.75 1.27 2.37 10.23 8.24 0.89322 – Math/Computer Spec 40.13 16.72 0.56 3.18 4.64 6.28 1.55323 – Natural Scientists 49.55 24.38 2.77 6.04 3.29 10.80 1.07327 – Athletic Professionals 35.90 23.65 9.16 3.76 1.13 8.74 0.73328 – Coordinators 65.12 24.20 1.24 2.05 6.05 12.30 1.20330 – Other Professionals 65.08 26.66 3.69 5.16 3.15 13.38 0.29410 – Clerical – Senior-Level 88.40 27.72 0.63 1.72 9.29 12.98 2.39420 – Clerical - Mid-Level 85.59 28.44 1.87 0.56 13.62 10.12 1.85440 – Clerical - Entry-Level 74.39 30.95 0.53 1.14 15.57 12.89 0.70500 – Technical 28.06 14.58 0.72 2.84 4.71 4.16 1.58600 – Skilled Crafts 7.56 43.84 0.64 0.76 21.95 19.95 0.42700 – Service Maintenance 27.49 50.47 2.41 1.47 25.78 19.95 0.57710 – Police & Detectives 16.57 27.52 3.99 2.66 2.08 18.25 0.47

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x Affirmative action recruitment goals are a target, not a quota.x Make efforts to attract a large and diverse pool of qualified applicants, ensure selection criteria are job-related, select the

best qualified applicant, and document your search properly.

Goals and Benchmarks for Protected Veterans and Individuals with DisabilitiesProtected Veterans Hiring Benchmark 7.0% Campus-wideIndividuals with Disabilities Utilization Goal 7.0% For each Job Group

Faculty(Search(Process((

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Process Step Description Approval Needed

Step 1: Approval to Recruit Dean submits a request to the provost for search approval, including Presidential approval. Provost’s Office

Step 2: Search CommitteeElections Search committee members are elected following requirements of the COFS document ensuring both ethnic and

gender representation on committee. (Section C.2.1 of COFS)Department faculty and department chair or director

Step 3: A Forms and HR Posting

Requisition Form (Form A), Vacancy Announcement (Form A1), and Recruitment Plan (Form A2) are submitted electronically to the Administrative Director and then entered into PeopleSoft to route for review and approval. Once approved will post to HR website. Advertising should contain at least one relevant source that targets women and one relevant source that targets minorities. If your job group is underrepresented additional advertising and outreach should be sought to target the underrepresented group(s). (Section C.2.2 of COFS)

Department chair, dean, Equity andAccess (EAO), Provost’s Office and Budget

Step 4: Advertising Search committee chair submits advertising to sources listed on the Form A2. (Section C.3 of COFS) Approvals are completed in the prior step.

Step 5: Establishing a Screening Matrix Telephone Interview Questions Reference Check Questions

Complete proposed matrix of minimum and preferred qualifications as advertised in the vacancy announcement. Minimum qualifications should be “yes” or “no”. Preferred qualifications can be ranked or assigned points. The committee should not matrix applications for any qualification that was not advertised in the vacancy announcement or reasonably inferred from the announcement. (Section C.4 of COFS)

Prior to telephone interviews occurring, the committee will need to submit a list of telephone interview questions for approval. Telephone interview questions must:• be job-related using position based criteria• ask about the applicants commitment to diversity• not use any discriminatory language• ask the applicant’s permission to check references (Section C.8 of COFS)

Reference checks, like telephone interviews, must use a standard set of questions. “Given the opportunity, would you hire or re-hire this applicant? Why or why not?” is a required reference check question. At least two (2) committee members should be present for reference checks. At least two (2) references for each applicant must be contacted. The reference check interviews must be documented and the notes from the interviews need to be kept and turned in as part of the official search file when the search is complete. (Section C.9 of COFS)

Chair (or director) and dean (Approvals must be received prior to using the matrix to screen applications.)

To EAO reviewer role; for information only.


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Step 6: AA ReportOn the date of first review the Equity and Access Office will pull the AA report that shows the diversity for all applicants that have applied for the position. This report will be sent to the department chair, the dean and the administrative staff person associated with the search.

Review only.

Step 7: Screening for MinimumQualifications

Upon advertised date of first review, the search committee can review applications for minimum qualifications. The committee will need to inform the Equity and Access Office which applicants met minimum qualifications. (Section C.5 of COFS)

Committee must use the approved screening matrix.

Step 8: Pool Certification

Once search committee has reviewed applications and the department has notified the Equity and Access Office which applicants met minimum qualifications, EAO will then send a follow-up to the AA report that only shows the diversity for the applicants that met minimums and are continuing in the search process. The department chair and dean will then review the pool of qualified candidates to certify that the pool is diverse enough to justify the committee reviewing applicants for preferred qualifications. (Section C.6 of COFS)

Chair (or director) and dean (Approvals must be received prior to reviewing applications for preferred qualifications.)

To EAO reviewer role; for information only.

Step 9: Screening for PreferredQualifications

Each committee member will evaluate applicants for preferred qualifications by reviewing the application materials and filling out the approved screening matrix for each applicant who met minimum qualifications. The results/ranking of the individual committee member’s matrices are combined to become the “composite” matrix. The composite matrix is used to decide which applicants will be telephone interviewed. This decision should be self-explanatory, and if not, the committee will need to document how they came to the decision on which applicants to interview. The committee will send the composite matrix and the request for telephone interviews forward for approval. All applicants in the search will need to be listed on the composite matrix, even those that do not meet minimum qualifications or withdraw. Applicants that do not meet minimums and applicants that are not chosen for a phone interview will need to have a reject or withdrawal code assigned on the composite matrix. All applicants that are recommended for phone interviews will need to be listed on the Form C (whether theyend up completing a phone interview or not). (Section C.7 of COFS)

Chair (or director) and dean (Approvals must be received prior to conducting telephone interviews.)

Step 10: Conducting TelephoneInterviews

Telephone interviews should follow the same process for all applicants. At least two (2) committee members must be present. The committee needs to ask the approved questions and can only ask follow-up questions to clarify any discrepancies or ambiguities. The telephone interviews must be documented and the notes from the interviews need to be kept and turned in as part of the official search file when the search is complete. (Section C.8 of COFS)

Approvals are completed in the prior steps.


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Step 11: Reference Checks and Department Chair (or Director) Interviews

Once telephone interviews are complete the committee will identify the applicants they would like to invite to campus. Prior to requesting permission for on-campus interviews, reference checks and department chair (or director) interviews must be completed.

The department chair (or director) interview will discuss such things as teaching load, salary and other department or job related items that would not be appropriate for the full committee interview. (Section C.8.23 of COFS)

Reference check approval is given by the applicant during telephone interviews.

Step 12: On-Campus InterviewRequest

When the telephone interviews, the reference check interviews, and the department chair (or director) interviews are complete, the committee will create a memo that contains their rationale and recommendation for on-campus interviews. Applicants that are no longer being considered for the position after the phone interview or reference check will receive a reject code on the Form C. The code does not replace the need for narrative information on the Form C. (Section C.10 of COFS)

Chair (or director) and dean

Step 13: On-Campus InterviewsAfter the request for on-campus interviews has been approved, the committee chair will create itineraries for all applicants that will be coming to campus. (Section C.10 of COFS) The campus interview agenda and experience should be similar for all candidates.

Approvals are completed in the prior steps.

Step 14: Request forNegotiations

Once all on-campus interviews are complete, the search committee will fill out the Form C. The Form C contains the names of all applicants that were interviewed; either by phone or by phone and on-campus. The Form C must contain demonstrated, job related strengths and weaknesses of each applicant. Words such as “good fit” and “collegial” are not sufficient job related reasons. Instead, the descriptions should specify the facts which support such a conclusion. The Form C will be sent to the department chair (or director) for review, and then the chair (or director) will forward to the dean. The dean will request from provost to begin negotiations with the top applicant. (Section C.11 of COFS)

Chair (or director), dean and provost.

Step 15: Preparing the HiringOffer

Upon approval from the provost the department chair (or director) and/or the dean will begin negotiations with the top candidate. An offer letter will be created based on the negotiations. (Section C.11 of COFS) Dean and provost

Step 16: Completing the Hire

The approved offer letter and an authorization for background check will be sent to the applicant for review and signature. The applicant will also be notified that they will need to have official transcripts for their highest degree held sent to the hiring department. Once the signed offer letter, the official transcripts and the background check (that has been reviewed and approved by HR) is received by the hiring department, an ePAR is created to officially hire the applicant on the posted vacancy. When the ePAR is received by Budget a “Notice of Appointment” is created and sent out to the applicant by the department. Once the applicant has signed thenotice of appointment and it has been received by Budget the ePAR is completed and the applicant becomes an employee of record effective on the start date. (Section C.11 of COFS)

Approvals as required in the ePARsystem.


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Record Retention

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All information related to the search will need to be gathered and stored together as the official search record. These records will need to be kept for 3 years from the applicant’s start date. (Section C.12 of COFS):• application materials (that were received outside of the online application system)• committee members’ notes• committee members’ matrices• emails• advertisements• telephone interview notes• reference check notes• any other items related to the search (Section C.12 of COFS)

Status Codes for Applicant Tracking

The composite matrix must include codes for all applicants not going forward to the next step. Specific reasons for a status decision must be kept in the search file; either on the matrix or by other documented means.

Reject Codes:Code Step ReasonR1 Initial review Does not meet minimums – EducationR2 Initial review Does not meet minimums – ExperienceR3 Initial review Does not meet minimums – Combination education and experienceR4 Initial review Does not meet minimums – Certifications or licensesR5 Initial review Does not meet minimums – SkillsR6 Review of preferred qualifications Not best qualified – EducationR7 Review of preferred qualifications Not best qualified – ExperienceR8 Review of preferred qualifications Not best qualified – Combination education and experienceR9 Review of preferred qualifications Not best qualified – Certifications or licensesR10 Review of preferred qualifications Not best qualified – SkillsR11 After Phone interview Not best qualified – EducationR12 After Phone interview Not best qualified – ExperienceR13 After Phone interview Not best qualified – SkillsR14 After On-campus interview Not best qualified – EducationR15 After On-campus interview Not best qualified – ExperienceR16 After On-campus interview Not best qualified – SkillsR17 References and/or background check Failed reference or background check – include specific reasons in fileR18 Late Application Offer was made and/or accepted prior to application being received

Withdrawal Codes:Code Step ReasonW1 Initial review Withdrew before application reviewW2 Committee review and matrix Preferred qualifications - Salary requirementsW3 Committee review and matrix Preferred qualifications - Unable to relocateW4 Committee review and matrix Preferred qualifications - Unable to travelW5 Committee review and matrix Preferred qualifications - Work schedule/teaching loadW6 Committee review and matrix Preferred qualifications - Offered other jobW7 Committee review and matrix Preferred qualifications – Applicant did not specifyW8 Phone interview Salary requirementsW9 Phone interview Unable to relocateW10 Phone interview Unable to travelW11 Phone interview Work schedule/teaching loadW12 Phone interview Offered other jobW13 Phone interview Unable to contact (attempted at least 2 times)W14 Phone interview Applicant did not specifyW15 On-campus interview Salary requirementsW16 On-campus interview Unable to relocateW17 On-campus interview Unable to travelW18 On-campus interview Work schedule/teaching loadW19 On-campus interview Offered other jobW20 On-campus interview No showW21 On-campus interview Applicant did not specifyW22 Post offer Salary requirementsW23 Post offer Unable to relocateW24 Post offer Unable to travelW25 Post offer Work schedule/teaching loadW26 Post offer Offered other jobW27 Post offer Unable to contact (attempted at least 2 times)W28 Post offer Applicant did not specifyW29 Incomplete Application Applicant submitted incomplete application; Contacted candidate RQFH with

no response

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APPOINTED STAFF AND FACULTY PERSONNEL REQUISITION FORMNAU is an Equal Opportunity/Affirmative Action Institution

General Information (All Positions)

Job Title: Date: Vacancy #: will get from eREQ

Academic Rank: (For Faculty Positions Only)

Reports to Position#Financials Dept ID: Fund:

College: SBSDepartment: Department of Sociology & Social Work; Social Work Program

Program: Project:Box #: Fax:

Contact Person: Patricia Nelson/ Phone: x6266/ Email: patr i c i a.ne l son @ na u ;

PeopleSoft Security Request Form (for Service Professional only): Completed O R AttachedReplacementNew Position

For: Position is Safety/Security Sensitive:Yes No See NAU Policy # 1.085

Status:Faculty Service Professional Regular Status Temporary (Hourly - non benefit eligible)Academic Professional Academic Year OnlyFull-time - 40 hours One Year OnlyPart-time - hours Fiscal Year

Other (Indicate length of appointment)

Essential Functions of the Position (All Positions)For all positions please define the essential functions of this position and attach a complete description with minimum qualifications and preferred qualifications and experience. Include NAU’s commitment to diversity.For Appointed and Faculty Positions please attach and check off the following:

{ } Job description (Form A-1), { } Recruitment Plan (Form A-2) and { } a list of screening committee members.

Faculty Position Posting Information

Salary Range: $ to $ Post amount $ (no range posted) Moving Allowance: $ up to 5% of salary

Application Review Date: Review of qualified applicants to begin on (date).Signatures (approval includes all attachments)

Per new recruitment guidelines this information will be entered into PeopleSoft, eREQ system and will route for appropriate authorization.

FORM A FORWARD AL L COPIES TO DEAN’S OFFICE, PATRICIA NELSON REV 10/15

Faculty, Administrative Faculty and Academic ProfessionalsVacancy Announcement Request

Human Resources DepartmentPO Box 4113 Flagstaff, AZ 86011-4113 (928) 523-2223 http://www.nau.edu/hr

Position Announcement

Position Available:

Department:

Special Information (This section includes information such a notation if the position is subject to the availability of funding, the location of the position if other than the Flagstaff Campus, terms of appointment (AY or FY), and tenure track eligibility).

Job Description

Minimum Qualifications

Preferred Qualifications

Salary

Application Deadline (you can also have a specific close date).This position will be open until filled or closed. Review of applications will begin on

Application Procedure (what documents are required to upload to be considered for this position).

NORTHERN ARIZONA UNIVERSITYRECRUITMENT PLAN ADMINISTRATORS, ACADEMIC PROFESSIONALS, AND FACULTY POSITIONS

DEPARTMENT: POSITION TITLE: VACANCY NUMBER: DATE:

THIS PLAN COMPLETED BY:

INSTRUCTIONS: Each section of the recruitment plan must be completed here or submitted to Affirmative Action within 30 days. The period for advertising may n o t begin until the Provost approves the position requisition and will remain open until filled (for faculty positions) or may have a posting period of at least 30 days (for academic professionals). Human Resources will coordinate all advertising. Faculty search committees are responsible for creating all newspaper ads and other advertising for faculty positions. Please complete the below information and attach to the Requisition Form (form A).

Dept. Chair/ Director: Committee Chair: Phone: Phone:E-Mail: E-Mail: Box #: Box #: Screening C o mm i tt ee M e m ber s :

A PP LI CA TI O N M A TE R I A L S: Return materials directly to the department after search is completed. Submit materials directly to the departmentCall department for pick-up of materials.

ADV E R TI S I N G : Publications, journals, newspapers, web job sites, or other formal postings to be used to solicit applicants (must include

contacts for minorities and women):Name: Date:

Mail, telephone, fax, e-mail, or word of mouth contacts to be made with the following in s t i t u t i o ns o r o r ga niz at i o ns to solicit applicants (must include contacts for minorities and women):

Name: Address:

Mail, telephone, fax, e-mail, or word of mouth contacts to be made with the following indi v idu a ls to invite their applications: Name/Title: Address:

Form A-2 Rev 8/98

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FORM C: ADMINISTRATOR, ACADEMIC PROFESSIONAL AND FACULTY INTERVIEW INFORMATION FORM

INSTRUCTIONS: Clearly indicate the job-related strengths and weaknesses of the candidates who were interviewed by phone or by phone and in-person. List A L L candidates who were proposed for interviews from the composite matrix in alphabetical order. For each candidate interviewed, please indicate date of interview – both telephone and on-campus (if applicable). E VE RY candidate not moving forward in the process must have a status code (either a reject code or withdrawal code). The candidate(s) hired will have “Hired” as their status.

POSITION TITLE: VACANCY NUMBER: DEPARTMENT: COLLEGE: CHECK ALL APPROPRIATE TYPES: Administrator Academic Professional Faculty

Name(last name, first)

Date: Phone

Interview

Date:On-campus

Interview

Comments regarding applicants performance in phone and on-campus interviews (be very specific)

Applicant status after review

(Use status code reference sheet)

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NORTHERN ARIZONA UNIVERSITY Conditions of Faculty ServiceApproved by Faculty Senate, May 2007; revisions approved by Faculty Senate, May 2013 and Provost and President, July 2013

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Form A-2, Recruitment Plan for Administrators, Academic Professionals, andFaculty PositionsThis form provides a section for listing the screening committee members and sections for descriptions of the advertising and communication plans. Complete the form asfollows:x List the screening committee chair and members.x Ensure that screening committee membership reflects ethnic and gender diversity.

Identify outreach and recruitment likely to reach broad audience of potentially

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(yes/no response only) and preferred qualifications.x The selection criteria are clearly derived from or can reasonably be inferred from

information regarding the position as actually announced to the public. The selection criteria must include, in some format, experience with and/or commitment to diversity.

x The matrix may be numerical, narrative or another format of scoring that best suits the needs of the unit and the particular search. Sample acceptable matrices are available from Affirmative Action’s web site at h tt p :/ / h o m e . n a u .e du / d i v e r s it y / f sg . a s p

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C.6 Applicant Pool Certification14. Once the 30 day posting period has passed, the dean and the chair need to certify the pool

before applications may be reviewed for preferred qualifications. Pool certification is accomplished by completing the Notice of Applications Received (Form B), including minimum qualifications, race and gender information available to date, and submitting the information to the chair and dean for approval to proceed with applicant screening. The Form B must then be sent to Affirmative Action for data entry into PeopleSoft. Affirmative Action will provide feedback on how the pool compares to the goals established for women and minorities.

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x At least two members of the committee must participate in each interview.x Use the same set of interview questions for each candidate.x Any discrepancies/ambiguities in candidate materials or responses can be clarified.x The committee may answer questions about the position, the university and the

community, but must decide beforehand, with the concurrence of the chair, what information to provide.

x Notes related to telephone interviews must be retained as part of the search file record.

22. Obtain candidate’s permission to contact references and others who may know the candidate’swork. The screening committee submits a list of potential candidates for on-campus interviews and the rationale for the selections to the department chair for approval.

23. The department chair conducts telephone interviews with all candidates proposed for on- campus interviews in order to address questions regarding salary, workload, department issues, etc.

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32. The committee chair prepares the on-campus itinerary for each candidate. The itineraries must be consistent for all candidates and must include meetings with department faculty and students as well as other appropriate university units and individuals.

33. The committee chair sends copies of the itinerary to each candidate.

34. The committee chair distributes itineraries and vitae to those interviewing the candidates.

35. Campus interviews are conducted.

C.11 Preparing Hiring Offer

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40. The dean forwards a draft letter of offer to the provost/designee (email is preferred) forapproval. Letter of offer templates are available from the Dean’s office.

41. Following approval of the draft letter of offer:

x The final letter of offer with internal signatures is sent to the candidate and copied to the provost. Include the background check authorization for candidate to complete and return as instructed in the letter of offer. The form is available from the Human Resources webpage at: h r . n a u .e d u / m /c on te n t / v i e w / 307 / 325 / # B

x Request the candidate to have an official copy of their transcript (last degree only) mailed to the department.

42. Upon return of the signed letter of offer and background authorization form, the department chair submits the background check form to American Background Information Services, Inc.

43. An e-PAR is created and must include the following:x Signed letter of offer.x Candidate’s vitae.

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Personnel Requisition (Form A) - used to provide general information on the position and wording for advertising.

Recruitment Plan for Appointed and Faculty Positions (Form A-2) - provides a format for submitting information regarding the Screening committee, application materials, advertising, and outreach activities to ensure a diverse applicant pool. This form is a required attachmentto Form A.

Vacancy Announcement Request (Form A-1) - used for providing the position announcement description, minimum qualifications and other general information. This form is a required attachment to Form A.

Notice of Applications Received (Form B) - provides a form for listing all applicants who apply for a given position. This form is required for data applicant tracking and must be updated as needed throughout the search process.

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The NAU Office of Affirmative Action Faculty Diversity Guide h tt p :/ / h o m e . n a u .e d u / d i v e r s i t y / f d g i n d e x . a s p contains ideas and contacts for recruiting a diverse faculty with links to websites and organizations organized by discipline. Also included are articles on the value of diversity and sample diversity statements.

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