April 1, 2014
Revisions to hiring paperwork
Submitted by Roberta Maldonado Franzen
New regulations under Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Assistance Act, or VEVRAA, went into effect March 24.
As a result, the Office of Federal Contract Compliance Programs has issued a new invitation to self-identification form, which as a federal contractor, allows the university to request that candidates voluntarily provide information about their gender, race/ethnicity, veteran status and individuals with disabilities status. We currently obtain this information during the hiring process. The responses received are confidential and the specific responses are not shared with the members of the search committee nor hiring officials.
In accordance with the regulations, the request for self-identification information will be conducted pre- and post-job offer and every five years for current employees. During the next Affirmative Action Plan year in fall 2014, existing employees will receive an invitation to complete the voluntary self-identification form. This information will remain confidential and the specific responses will not be shared with supervisors and/or administrators.
Another change that affects the hiring process is the equal opportunity clause in all job advertisements. All job advertisements must state, "Equal Opportunity Employer of individuals with disabilities and protected veterans" or "EOE of individuals with disabilities and protected veterans." It is not permissible to abbreviate individuals with disabilities or protected veterans. As a result, we will have revised the following forms to reflect the changes and the forms will be available online effective April 1: Position Announcement, Appendix 9, to include the required EO clause, Appointment Record, Appendix 12, to include a position number on the form, and the Classified Selection Report, PER-10. Please begin to use the revised forms effective April 1.
These changes mean that as a federal contractor, we will continue to strengthen our efforts to recruit and hire individuals with disabilities, and protected veterans and improve job opportunities for those individuals. We will still be responsible for measuring the effectiveness of our outreach and recruitment efforts, to identify trends in the hiring and selection process.
If you have any questions, please do not hesitate to contact either of us.
Sincerely,
Roberta Maldonado Franzen
Office of Affirmative Action
Michelle White-Godinet
Office of Affirmative Action
Cheryl Grice
Division of Human Resources