The Office of Affirmative Action administers the policies and procedures related to equal employment opportunity, affirmative action, and the Americans with Disabilities Act.
II. Term Positions
Term appointments may be made to fill temporary or unpredictable needs. Term appointments may be renewed contingent upon funding and need. The salary of term employees should be proportionately equal to that of regular employees in similar positions and with similar education, experience, and responsibilities.
- Less than Half Time or Less than Ninety Day Appointments. The
Affirmative Action Office does not review personnel actions related to
term employment for less than half time or less than ninety days. This
does not, however, relieve hiring units of their equal opportunity and
affirmative action obligations. Hiring units must publicize term positions,
and screen and select applicants based upon their work-related qualifications.
The hiring unit must request approval from the Affirmative Action Office if the unit decides that it needs to increase an appointment from less than half-time or less than 90 days to half-time or more, or more than 90 days. The Affirmative Action Office will review the request and inform the hiring unit of its decision.
- Half Time or More and Greater than Ninety Days
- External and Internal Searches. Procedures will be the same as for regular positions with the following exceptions:
- Search Committee. The committee may be smaller.
- Recruitment. A reasonable recruitment area may be internal, local, state-wide, regional, or nation-wide depending upon the position.
- Deadline Date. The time period to submit applications may be shorter.
- Affirmative Action Pre-Interview Review. Not required.
- Interviews. On-campus interviews are not required. Paper reviews or phone interviews may substitute.
- Emergency Hires. When there is an urgent need to fill a position, EEO/AA guidelines for recruitment and selection will be followed to the greatest extent possible. The hiring unit must confer with the Office of Affirmative Action when it decides to fill a position due to an emergency.
- Waiver of Recruitment. The Affirmative Action Office will
consider requests to waive external recruitment, internal recruitment,
or to waive recruitment altogether.
To request a waiver, the hiring unit should submit an Affirmative Action Appendix 11 form and a letter justifying the waiver of recruitment 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.
- Additional Appointments . In some cases additional term appointments may be offered.