Managers, Supervisors and HR Professionals

___ Communicate your commitment to EEO/AA to all employees.

___ Ensure that employees are aware of nondiscrimination policies and procedures; post policies in a visible location.

___ Ensure that departmental processes, procedures, and systems are nondiscriminatory and free of bias.

___ Process and/or maintain EEO/AA records in accordance with established procedures.

___ Evaluate supervisors for making good faith efforts in EEO/AA; document in performance appraisals.

___ Ensure that reasonable accommodations are made for disabled employees.

___ Promote staff development.

___ Take appropriate and timely action when there's been an allegation of sexual harassment.

___ Identify affirmative action placement goal(s) for all job openings.

___ Conduct department-level targeted recruitment for all job openings in which there is underutilization.

___ Contact the Employment Analyst or Technical Recruiter to develop a general and targeted recruitment strategy, including a strategy for internal campus recruitment, as soon as you know of a vacancy.

___ Develop a contingency plan if the initial recruitment effort does not bring in a sufficiently diverse pool.

___ Allow sufficient time, including extension of recruitment, to recruit a diverse applicant pool (a two week time period may not be enough).

___ Conduct department-level targeted recruitment for all job openings in which there is underutilization.

___ Design customized flyers and letters to invite applicants.

___ Send out flyers and letters announcing the job before the job is posted in the Job Listings to give campus staff organizations time to post and disseminate information to their members.

___ Ensure that outreach efforts also encourage qualified applicants with disabilities and covered veterans.

___ Indicate the affirmative action placement goal(s) on the Job Vacancy Listing Form (JVL).

___ Review the selection process to ensure that it treats each applicant fairly and consistently. Consult with your Employment Analyst.

___ Review the interview format and questions for possible bias. Consult with a diverse group of individuals, your Employment Analyst, or the Staff Equal Employment Opportunity (EEO) Compliance Office.

___ Ensure that reasonable accommodations are made to applicants needing them.

___ If using a group interview process, create a diverse selection panel. Contact Employment Analysts and/or members from campus staff organizations to serve on panel.

___ Assess all applicants using the same selection criteria.

___ Consider all skills that qualify the applicant, including experience with actual tasks as well as transferable skills, when reviewing job applications.

___ Interview as many applicants as possible to increase opportunity.

___ Use competency-based interviewing techniques.

___ Eliminate interview questions that are not job related. Keep written records of all applicants interviewed and be certain that the information recorded relates to the individual's ability to perform the duties.

___ Check references after the interview and ask job-related questions about the applicant's skills, knowledge, and abilities to do the job. Document questions and answers.

___ Be consistent with reference checks. Weigh information received consistently for all applicants.

___ Give all applicants an opportunity to address any negative feedback from reference checks.

___ Ensure that selection panel members discuss the impact of common biases such as stereotyping, unsubstantiated first impressions that may influence a decision, and assessments based on different "comfort levels" with people of dissimilar groups.

___ Document the selection process fully. Retain all records (interview questions/notes, reference check questions/notes, and the completed Interview Data Form).

___ Consider using departmental resources to create staff internships.

___ Allow staff to apply for staff internships.

___ Encourage staff to participate on departmental and campus committees to enhance development.

___ Inform all staff of internal staff development and promotional opportunities.

___ Promote and support employee training and development for all employees.

___ Encourage employees to develop career plans and acquire training to enhance knowledge and skills.

___ Provide mentoring on the job to enhance upward mobility.

___ Explore other alternatives (retraining/reassignment) before making a decision to terminate.

___ Document the rationale and process for each termination and ask your Employee Relations Specialist or the Staff Equal Employment Opportunity (EEO) Compliance Office to review.

___ Review the unit's history in terms of terminations and its impact on different groups. Note patterns, trends or areas of concern, particularly for minorities and women. Consult with the Staff Equal Employment Opportunity (EEO) Compliance Office.