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• Nondiscrimination Notice
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• Grievance Board

 

Office of Affirmative Action
214 Anderson Hall
Kansas State University
Manhattan, KS 66506
Phone: 785-532-6220
TDD: 785-532-4807
Fax: 785-532-4374
affact@k-state.edu

Affirmative Action Procedures for
Unclassified Recruitment and Selection

 

Regular Administrative/Service, Regular Faculty, Probationary Faculty, & Tenured Faculty Positions

1. A. External Searches

 

1. Position Description for Unclassified Professionals (Proceed to Step 2 for Faculty Searches). Prepare a position description (http://www.ksu.edu/hr/forms/per23.pdf) specifying the required and preferred qualifications needed to perform the position responsibilities. For unclassified professional positions, the required or preferred degree will be determined by the administrator filling the position. The qualifications stated in the position description guide the screening and selection process. The position description is used by Affirmative Action to conduct pre-interview reviews, final selection reviews, and discrimination complaint reviews.

 

2. Affirmative Action Plan. Review the College/Major Administrative Unit Affirmative Action Plan.

 

3. Affirmative Action Initial Review. Submit Affirmative Action Appendices 8, 9, & 10 through appropriate channels to the Affirmative Action Office prior to recruitment. Affirmative Action Office staff will notify the unit by telephone of their approval.

 

1. Search Committee. Propose a search committee with diverse members committed to AA/EEO.
2. Recruitment. With few exceptions, these positions are recruited for nationally through professional publications, electronic mail, and announcements to institutions of higher education with programs in the appropriate discipline. Affirmative Action will list positions on the web and with Manhattan Job Service. Recruitment must include vigorous and systematic efforts to locate and encourage the candidacy of qualified women and minorities.
3. AA/EEO Statement. All publicity must include the phrase "K-State is an equal opportunity/affirmative action employer." Suggested addition: "and actively seeks diversity among its employees."

 

4. Fair Labor Standards Act (FLSA). Position description forms (http://www.ksu.edu/hr/forms/per23.pdf) for all unclassified professionals should be submitted to the Division of Human Resources, Classification Services.

 

5. Screening. Initial screening should identify applicants who possess the required qualifications as stated in the position description. Subsequent screening should be based upon preferred qualifications as stated in the position description, potential to succeed and excell in the position, protected group status, and demonstrated appreciation for and understanding of the value of diversity. When there are qualified, underrepresented, protected group members who are likely to succeed, they should be considered for interview.

 

6. Affirmative Action Pre-Interview Review. Submit Affirmative Action Appendix 12 through appropriate channels to the Affirmative Action Office prior to offering on-campus interviews. Affirmative Action Office staff will notify the unit by telephone of their approval and return the original Appendix 12 to the unit.

 

7. Interviews. Review Guidelines for Interviews (link) for general information and a summary of appropriate and inappropriate questions related to claims of illegal discrimination.

   Ask questions to assess awareness, understanding, and demonstrated commitment to issues of diversity (see It's All in What You Ask by the Project on the Status and Education of Women, Association of American Colleges.)

 

8. Selection. Appointments will be made based upon qualifications and Affirmative Action goals. When acceptable candidates have been identified, an appointment should be made which will help meet the University's affirmative action goals.

 

9. Affirmative Action Final Review. Verbal approval may be obtained from Affirmative Action Staff to expedite an offer. Affirmative Action Appendices 11 and 12 are submitted through appropriate channels to the Affirmative Action Office.

 

10. Offers. Affirmative Action Office staff approval must be obtained prior to offering a position.

 

11. Employment Contracts. Affirmative Action Office staff will prepare the employment contract from information provided on the Appendix 11, and send it to the Provost/Vice President/President, as appropriate, for signature. The contract will be forwarded from there to the hiring unit to convey to the selected candidate.

 

2. Internal Searches. Internal searches may be approved by Affirmative Action depending upon the circumstances, for example, a department head for a department without a vacancy or a part-time administrative assignment for a full-time employee. The procedures for an internal search are the same as those for an external search except that recruitment will be comprised of efforts to inform all qualified internal employees of the employment opportunity. Personal contacts with qualified internal minority and female candidates with the potential to succeed in the position should be made.

 

3. Waiver of Recruitment. Contact appropriate administrators and Affirmative Action to obtain verbal and/or written approval, as appropriate, to proceed with the following process to evaluate one candidate:

 

1. Develop a position description (http://www.ksu.edu/hr/forms/per23.pdf) including duties and qualifications, according to the hiring unit's standard procedures.
2. Review standard application materials submitted by the candidate for the position according to the hiring unit's standard procedures.
3. Conduct an interview according to the hiring unit's standard procedures.
4. Evaluate the candidate according to the hiring unit's standard procedures.
5. Submit an Affirmative Action Appendix 11 form and a letter justifying the waiver of recruitment and reporting the outcome of the evaluation of the candidate's credentials through appropriate administrative channels to the Affirmative Action Office. Affirmative Action Office staff will prepare the employment contract and send it to the Provost/Vice President/President, as appropriate, for signature. The contract will be forwarded to the hiring unit to convey to the candidate.