Nevada State College is an Affirmative Action/Equal Opportunity Employer committed to excellence through diversity and encourages applications from qualified members of legally protected classes. Discrimination based on race, color, religion, national origin or ancestry, age, sex, marital status, sexual orientation, disability, military status, and/or genetic status is prohibited. NSC is committed to being a drug-free and alcohol-free workplace.
Nevada State College has a strong policy of equal employment opportunity and nondiscrimination. Federal and state laws, as well as BOR policies, also require NSC to provide equal employment opportunity to all. The College is also required to take affirmative action in all employment matters to ensure that our policies, procedures and practices are non-discriminatory. As a federal contractor, the College must identify and address any underutilization of women or minorities in the campus workforce.
NSC updates its written Affirmative Action Plan annually. As part of this process, the College analyzes the participation of women and minorities by job group and then identifies the likely recruiting sources - internal, external, local or national recruitment area - to fill vacancies in each job group. Based on those expected sources, and utilizing census data in accordance with federal regulations, NSC estimates the availability of women and minorities for each job group.
If women or minorities are underutilized in any job group, NSC must set a placement goal for each such job group equal to the availability percentage. ("Underutilized" is specifically defined by law as having fewer women or minorities in a job group than is reasonably expected based on their availability.) The College is then obligated to make good faith efforts to fill vacancies in that job group in that Affirmative Action Plan year at the rate of availability.
NSC must be able to document that it made good faith efforts to meet any established goals. In general, "good faith efforts" means that the College takes any and all appropriate steps to ensure that people in the underutilized group whether women or minorities or both - as well as all others, have access to the selection process. Recruitment strategies must be designed to let people know, especially where underutilization exists, about opportunities. Further job prerequisites such as education, experience, job performance, and references must not disproportionately exclude women or minorities unless such requirements are demonstrably job-related and significant to successful performance.
HR will work with hiring managers and search committees to ensure that appropriate recruiting strategies are developed for each open position. During the selection process, HR will review applicant pools and screening information.