The following information contains procedural guidance on the training requirements and minimum posting periods for faculty and staff recruitment and selection processes. The employment equity training is required every two years for those participating recruitment and selection processes.
Position Type | Requirements | Minimum Posting Periods (By Calendar Days) | ||||
University Staff, Professional Research Staff, or Faculty | Search Committee Composition* | Hiring Official and Search Committee Training Required? | External | Underutilized | ||
| University Staff: Operational & Administrative (O&A) and Managerial & Professional (M&P) | Hiring Official required. Search committee optional | Yes | 5 | 10 | ||
| University Staff: Executive & Senior Administrative | Search Committee Required | Yes | 21 | 30 | ||
| Professional Research Staff (PRS) All Scientist Classifications | Search Committee Required |
Yes | 21 | 30 | ||
| Professional Research Staff: Research Associate/Post Doc Classification (only) | Hiring Official required. Search committee optional |
Yes
| 10 | 10 | ||
| Faculty: Teaching & Research (T&R) | Search Committee Required | Yes | 21 | 30 | ||
| Faculty Wage | Hiring Official required. Search committee optional | Yes | 10 | 10 | ||
| Medical Center | Hiring Official required. Search committee optional (Required for Executives) | Yes | 5 | 5 | ||
*The composition of a search committee and the charge to the committee from the hiring official are likely to have significant effect on the search, and should be addressed prior to posting a position.
The committee should consist of at least three members, including the chair or hiring official.
Search committee members should understand the position’s substantive areas and be qualified to evaluate applicants/candidates qualifications in these areas.
The search committee should be as diverse as possible - bringing different perspectives, expertise, and backgrounds to the process.
- It is recommended, but not required, that women and members of historically underrepresented groups be included. As needed and appropriate for the position, these individuals may come from other departments or administrative units on the basis of their expertise.
- The hiring official should always consider appointing an Equity Coordinator to the search committee. This individual should have a deep knowledge of inclusive recruitment and hiring practices that recognize and mitigate implicit bias in the search process.