Equal employment opportunity prohibits discrimination on the basis of race, color, religion, national origin, sex, disability or status as a protected veteran. The goal of equal opportunity is to ensure that all applicants and employees have a fair opportunity in employment.
Affirmative action refers to actions, policies, and procedures that are designed to achieve equal employment opportunity. Affirmative action requires contractors to make a good faith effort to achieve and maintain a workforce where women and minorities are represented at levels proportionate with their availability in the labor pool from which the employer can reasonably be expected to recruit. Affirmative action also includes good faith efforts towards protected veterans and individuals with disabilities.
Affirmative Action is required for federal contractors; Virginia Tech is a federal contractor.
Protected veterans include: disabled veterans, recently separated veterans, active duty wartime or campaign badge veterans, or Armed Forces service medal veterans.
Visit the Department of Labor’s website for more information on the Vietnam Era Veterans’ Readjustment Assistance Act.
An individual is considered to have a disability if they have a physical or mental impairment or medical condition that substantially limits a major life activity, or if they have a history or record of such an impairment or medical condition.
Employees may update their race, disability status and veteran status throughout the year by logging into their HOKIETEAM account.
An individual with a disability seeking an accommodation should contact ADA and Accessibility Services.
Discrimination is an action that adversely affects an individual’s employment opportunities based on race, color, religion, sex, age, veteran status, national origin, disability, or any other factor that under state or federal laws may not be considered as a basis for employment. Virginia Tech does not tolerate discrimination on the basis of age, color, disability, gender, gender identity, gender expression, genetic information, national origin, political affiliation, race, religion, sexual orientation, veteran status, or any other basis protected by law.
An affirmative action plan is a management tool that includes diagnostic and self-monitoring components as well as specific and result-oriented policies and procedures designed to achieve equal employment opportunity.
“An affirmative action program is, thus, more than a paperwork exercise. An affirmative action program includes those policies, practices, and procedures that the contractor implements to ensure that all qualified applicants and employees are receiving an equal opportunity for recruitment, selection, advancement, and every other term and privilege associated with employment. Affirmative action, ideally, is a part of the way the contractor regularly conducts its business. OFCCP has found that when an affirmative action program is approached from this perspective, as a powerful management tool, there is a positive correlation between the presence of affirmative action and the absence of discrimination.” (41CFR60-2.10)
No. Search committee members gain access to application materials by using a guest username and password that is assigned when the search is approved. Contact the search chair for this information. For specific instructions on how to use PeopleAdmin, refer to the PeopleAdmin Guide.
As the chair of a search committee you are responsible for overseeing the search process. Chairs should work closely with the hiring manager throughout the recruitment and selection process and consult with Affirmative Action in the Office for Equity and Accessibility and the Department of Human Resources to review the search process and seek guidance as appropriate. In general, chairs ensure the committee proceedings are confidential, professional, and timely, schedule and lead all meetings, oversee screening of all applicants, collect all records from committee members, ensure all paperwork is properly submitted and ensure applicants are accurately and timely dispositioned in PeopleAdmin.
There is no set requirement as to the number of search committee members but a committee should be more than one person. Committees should include constituents who have a legitimate interest in the position. Additionally, special attention should be taken to ensure that the committee is diverse and includes a person from outside the department.
An advertising plan should be consistent with the reasonable recruitment area. A national search should include at least one national resource. A regional search should include advertising resources outside the state of Virginia. Strategic recruitment efforts should be made to recruit qualified women, people of color, veterans and persons with disabilities. A list of diversity advertising and recruitment resources is available.
Yes, Affirmative Action can share aggregate data of the candidate pool with hiring managers to ensure diversity.
After the application review date has passed, the demographic profile of your applicant pool is compared to the availability of qualified individuals in your discipline. If the applicant pool does not reasonably reflect availability, senior management may require additional advertising or recruiting efforts. Hiring managers are responsible for certifying applicant pools and updating the posting status. Once the pool is certified, the search committee is authorized to identify candidates for interviews. To determine availability for your position, review the census data.
The authority for approval of interviews and offers resides with the dean or vice president (senior management) of the area. Affirmative Action can provide advice and consultation when needed.
While there are times in which search exemptions may be warranted, in most instances, a search is necessary to fill a vacancy. The allowable reasons for search exemptions are listed in PeopleAdmin.
To maintain the integrity of the search process, internal candidates need to be treated with the same consistency as external candidates. If there is an event that an external candidate could not attend or participate in, then as a rule of thumb an internal candidate should not be invited to engage in that activity. Inviting the internal candidate to activities in which they may be able to assess the competition provides an unfair advantage to the internal candidate.
An exception to this general principle is when an internal candidate has been removed from further consideration (i.e. did not meet the minimum qualifications for the position). Alternatively, it is important when establishing itineraries for campus interviews that you provide internal candidates with opportunities to meet with the same constituent groups as external candidates.
The individual listed as the responsible hiring manager on the posting or the hiring manager’s departmental administrative assistant is responsible for changing applicant statuses. All applicants must be moved to an inactive status before the posting can be moved to your historical list.
Search committee members—as well as employees interacting with applicants, should be aware of questions prohibited by state and federal law. A list of prohibited and appropriate questions is available.
No. The university cannot advertise at one rank and hire at a higher rank. If there is a possibility that a department may consider multiple ranks, they are encouraged to advertise their position as multi-ranked (i.e. assistant/associate professor) or open rank (i.e. assistant/associate/full professor) so there is flexibility to consider a broader range of applicants.