ࡱ> 8:7{ Rbjbjzz 4.884<pflnnnnnn$SHHXXXFlXlXXX@ FXX0XMXMXMXXXM : EQUAL EMPLOYMENT OPPORTUNITY HIRING GUIDELINES: PROFESSIONAL SEARCHES 1. Affirmative Action (AA), Equal Employment Opportunity (EEO), NSHE, GBC and State of Nevada policies must be followed by all members of the committee. Partial Affirmative Action Statement (not to be read to candidates) Ĵý, a member of the Nevada System of Higher Education, is an Affirmative Action/Equal Employment Opportunity educational institution. It is guided by the principle that equal opportunity means more than equal employment opportunity, and that access to facilities and services shall be available to all people regardless of their race, age, religion, color, gender, including pregnancy related conditions, sexual orientation, disability, whether actual or perceived by others and including service related disabilities, national origin, military status or military obligation, gender identity or expression or genetic information. This principle is applicable to every member of the GBC/NSHE community, both students and employed personnel at every level, and to all facilities and services. 2. Applicants for professional positions submit application materials electronically in Consensus, the GBC recruiting software. All applicants are placed in Level 1 of Consensus. After the position closes, the chair of the Search Committee (SC) reviews the applications for completeness and the meeting of minimum qualifications, and moves qualified applicants to Level 2 status. Only applicants with complete packets and those meeting the minimum qualifications can be considered for a position, and only those applications can be advanced to Level 2 in Consensus. Please note that applicants are notified by Human Resources (HR) when components are missing so applicants do have the opportunity to complete packets. Application packets MUST include: 1. Completed online application (exceptions may be made for disabilities; HR will notify the chair in this case); 2. Letter of interest; 3. Resume/Curriculum vitae; 4. Unofficial transcripts and/or certificates (for searches lasting less than two weeks exceptions may be made; HR will notify the chair in this case). In rare cases, an application may be submitted outside of Consensus and in that case HR will contact the SC chair. 3. Once applicants have been screened for Level 2 placement, the entire search committee has access in Consensus and reviews applications. Each member rates the applicants (not recommended, moderate, and highly recommended) and, based on those ratings, Consensus ranks the applicants in order by score, one being the highest. In general, the SC then reviews the top rankings and selects a top-qualifying group to move to Level 3. The SC then determines which of the Level 3 candidates will be contacted for telephone and/or live interviews. 4. In keeping with AA, EEO, NSHE, GBC, and State of Nevada policies,favoring local or internal candidates at any point in the hiring process is not acceptable. Interviews will only be conducted with individuals who are rankedby the SCas among the top qualifiers for the position as advertised. SC members must disclose any personal relationship or potential conflict of interest to the SC chair. The SC chair will consult with the HR department to determine if the committee member can remain on the committee. 5. Reference checks or letters of recommendation on top ranked candidates under consideration for hire must be completed or submitted/reviewed before making a hiring recommendation to the appropriate Vice President. Results of reference checks must be conveyed to the entire SC prior to offers. 6. At least one member of the Personnel Committee (PC) will serve on a hiring committee during the regular academic year; if searches take place during the summer or breaks, a representative from HR can perform this function if a PC member is unavailable. PC representatives have two functions on a search committee: to assist in application evaluation and to ensure the integrity of the search; all search committee members are responsible for maintaining the integrity of the search. PC representatives and any member of the committee may ask other committee members to cease inappropriate behavior (i.e., discussions favoring a GBC employee or local applicant, personal situations, gender, race, ethnicity, age, etc.), if these occur. If inappropriate behavior continues, the PC representative will report the details to the PC chair who will consult with the SC chair to resolve the issue. In the event of an egregious situation, HR will be consulted. The PC chair and/or HR will then contact the SC chair. 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