EEO and AA Concepts

The principals of equality and affirmative action govern NSC's hiring policies and procedures. Nevada State College is philosophically committed to the concepts of equal employment opportunity (EEO) and affirmative action (AA). While the foundational principles of EEO and AA are similar in regard to selection, employment, and promotion, the two concepts were designed to achieve different goals.

Equal Employment Opportunity

Equal employment opportunity means that all individuals must be treated equally in the hiring process, in training, in promotion in all employment actions and decisions that are made. Each person has the right to be evaluated as an individual on his or her qualifications without discrimination based on stereotypic conceptions of what members of minority groups or any other protected class are like. Classifications protected under federal and state equal employment opportunity laws are those of race, color, sex, national origin, religion, age, veteran status, disability, and genetic information.

Affirmative Action

Affirmative action goes further than equal employment opportunity. It affirms that organizations and individuals in organizations will seek to overcome the effects of past discrimination against groups such as women and minorities, disabled persons, and veterans by making a positive and continuous effort in their recruitment, employment, retention, and promotion. Affirmative action also means that organizations must actively seek to remove any barriers that artificially limit the professional and personal development of individuals who are members of protected classes. Affirmative steps should be taken to attract those qualified women and minorities in the field. These efforts include recruiting, employing, and advancing qualified women, minorities, and people with disabilities who have been or who are excluded from jobs. One way to increase the number of women and minorities in the workplace is through the advertisement of job openings in journals and publications aimed at women and minority audiences. An even more effective means of increasing women and minorities is developing a network of women and minorities in the field and contacting them directly about opportunities. Affirmative action applies to all job categories and levels.

NSC Hiring Policy Rationale

Nevada State College is committed to achieving and maintaining a diverse workforce. This commitment is rooted in the belief that a diverse educational experience begins with the people who are providing and supporting that education. NSC s recruitment philosophy is to have the right people with the right skills in the right jobs at the right time. As a young institution, this strategic approach enables the College to ensure that its recruitment efforts are targeting and attracting the talent that is needed to grow and develop as an institution.

NSC Hiring Policy

Nevada State College has three institutional goals pertaining to the makeup of our academic faculty and staff.

  1. The ethnicity/race and sex of tenure-track faculty members should be commensurate with the national population of individuals who hold terminal degrees and are qualified for academic faculty positions in each of the respective disciplines at NSC.
  2. The ethnicity/race and sex of academic and administrative faculty should be comparable to NSC s student population.
  3. The ethnicity/race and sex of academic and administrative faculty should be comparable to Nevada s demographic.

NSC s goals are outlined in the 2013 Affirmative Action Plan (AAP). Because our campus is small, it is not, at this time, particularly effective to break these goals out by discipline. Instead, we have broken those goals out by academic unit, allowing for clear objectives, but still recognizing that the addition of a small number of faculty has a significant impact on the overall percentages. NSC is striving to meet the standard of 70% availability across all disciplines that we serve in the next 10 years. Tying recruitment of academic faculty to national standards is important because academic faculty is recruited from a national, as opposed to local, population. The 70% metric takes into consideration budgetary restraints that come into play when recruiting under-represented faculty who are highly competitive in the workforce and likely to receive multiple offers. In addition to this goal, NSC is striving for an overall campus workforce that reflects the community we serve.

On an annual basis, NSC s affirmative action plan compares demographics for all employee types to current census data. As these data are analyzed, progress towards goals is assessed and new goals are established. NSC s goal for the upcoming five and ten years is to enhance our ability to reflect national, state, local, and student demographics. Although we have made significant strides in obtaining a diverse faculty, budgetary constraints will profoundly impact our ability to hire new faculty members. Therefore, our goals may be modified or timeframes extended.

NSC s goals for faculty makeup in each of the academic ranks are undifferentiated from our goals for the overall composition of our academic faculty. Given that the overall sample size of our faculty is so small, we have the unique opportunity to make significant strides in these goals when we have funds to recruit more faculty.

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Academic faculty must be passionate about teaching and need to thrive in an entrepreneurial environment. Since nearly one-half of NSC s students are from under-represented populations, it is essential that academic faculty reflect that diversity as well. Recruitment procedures follow a prescribed sequence of events that allow for diverse applicant pools. The first step in any recruitment is to clearly define the nature, level, and responsibilities of the vacant position. The advertisement is a tool used to market NSC as well as to pique the interest in potential applicants and encourage them to apply. NSC s faculty advertisements are intentionally designed to appeal to a diverse faculty audience. For example, the advertisements indicate that the successful candidate should have a demonstrated commitment to multiculturalism in the classroom, and depending on the nature of the discipline, advertisements seek candidates with academic backgrounds that include research backgrounds in matters of social justice and diversity. For specific vacancies, the Office of Human Resources works with hiring managers to identify a variety of recruitment sources for each search. All recruitments for professional staff positions are conducted nationally and are posted to both the Chronicle of Higher Education and HigherEdJobs.com. We advertise in a wide variety of academic outlets that yield diverse applicant pools and department chairs send individual advertisements to doctoral programs with a high number of minority candidates, including Minority Serving Institutions (MSI s), Hispanic Serving Institutions (HSI s), Historically Black Colleges and Universities (HBCU s) and Native American-Serving Nontribal Institutions (NASNTI s).

In 2009, NSC began recruiting at conferences with a high number of minority attendees and caucuses, with a very high success rate in expanding the diversity of candidate pools and eventual hires. Affirmative Action mailers (such as those offered through HigherEdJobs.com) are used to expand the reach to diverse applicant pools. Positions are also posted on other Colleges and universities alumni job positing sites; professional organization s magazines, newsletters, and list-serves; discipline-based professional conferences; and targeted mailings. NSC is currently exploring partnerships with programs such as The Alliance at Vanderbilt that supports doctoral programs with high number of minority candidates with federal grant dollars. When financially feasible, NSC has also redirected funds from other areas of the campus for opportunity hires when a strong minority candidate has been interested in the campus and where opportunities for qualified minority partner hires have presented themselves.

Tracking

Interested individuals apply for positions through NSC s applicant tracking system, PeopleAdmin. This system enables HR to monitor the diversity of applicant pools based on ethnicity, race, and sex. If the applicant pool does not appear to adequately represent the anticipated demographics for the pool, the search is extended and supplemental advertising sources are used. The search committee is granted access to the applicant pool only after the demographics have been reviewed and have been found to be appropriate to proceed.

The Search Process

Nevada State College conducts faculty searches using a structured methodology to ensure consistency and equity across campus. HR receives the request to fill the vacancy from the dean/director (the hiring manager) along with the approval of the provost or vice president. Throughout the search process, HR provides assistance and guidance.

The hiring manager consults with HR to develop and post the advertisement. The ad is designed to market NSC as well as attract the desired caliber of applicants. Ads are posted for a minimum of four weeks.

While the position is posted, the hiring manager selects the search committee. The Provost or Vice President and HR review membership on all search committees. Members are selected based on their ability to add value to the committee; they need to provide a variety of perspectives pertaining to the position as well as broadly representing NSC, including the demographics of the campus.

The search committee receives training from HR, which includes material on legal compliance (i.e., employment law) and NSC goals (e.g., welcoming diversity). Each search committee chair is provided with a copy of the CUPA-HR publication entitled Search Committees: A Tool Kit for Human Resource Professional, Administrators, and Committee Members to use as a reference. At this time, they are also trained on how to use the applicant tracking system to review and screen application materials. They also receive training on behaviorally-based interviewing and identification and assessment of competencies that correlate to high performance in the position.

The PeopleAdmin applicant tracking system collects employee demographic data including ethnicity/race and sex as voluntarily reported by applicants. The use of an online applicant tracking system has greatly increased the voluntary reporting of demographic data by applicants from less than 50% to over 80%. As the applications are received, the Office of Human Resources monitors the demographics of the applicant pool (as described in the previous section). The search committee is granted access to the applicant pool only after the demographics have been reviewed and have been found to be appropriate to proceed.

After the first cut has been made by the search committee and prior to conducting the first round of interviews (typically by telephone), HR reviews the demographics of the applicant pool and provides a summary report to the hiring manager. If the applicant pool does not reflect adequate diversity based upon several criteria including race and ethnicity, further advertising of the position must occur using more targeted sources. If this is necessary, HR, the hiring manager, and the search committee work together to identify those sources.

Success is visible through analysis of NSC s employee demographics. NSC s annual report on equity, diversity, inclusiveness, and climate contains student and faculty/staff demographics. for a copy of this information, contact HR at 702.992.2320.

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