Letter and Diversity Statement from President Patton .P. 3

Resource Instrument for individuals preparing to recruit and hire faculty at Georgia State University: To be used in conjunction with Georgia State University’s Faculty Search Procedures.

1st Edition (July 2008) Table of Contents

Letter and Diversity Statement from President Patton……………..…………………….p. 3

Provost’s Letter of Proclamation…………………………………………………………p. 4

AA/EEO Policy Statements…………………………………………………………….p. 5-6

Definitions………………………………………………………………………………p 7-9

Checklist (Appendix A through I)…………………………………………………...p. 10-12

Ad Requirements……………………………………………………………………..…p. 13

Underutilized Job Groups for Minorities……………………………………………….p. 14

Underutilized Job Groups for Women………………………………………………….p. 15

Recruitment Resources for Faculty Positions………………………………………..p.16-19

Frequently Asked Questions……………………………………………………...... p. 20-22

2 AFFIRMATIVE ACTION PLAN FOR GEORGIA STATE UNIVERSITY

EEO-6 Facility Identification #001574 2006-2007 Edition

Completed by: Linda J. Nelson AVP of Opportunity Development/Diversity Education Planning Georgia State University

Approved by: Carl V. Patton President Georgia State University

The Affirmative Action Plan, which follows, has been developed in accordance with the requirements of Executive Order 11246 and follows the regulations of 41 CFR, Chapter 60, and Part 60-2-Affirmative Action Programs.

I have reviewed and approved this plan for implementation at Georgia State University as continuation of institutional policy.

All administrators, faculty, staff and students are expected to comply with applicable portions of this plan. Further, all employees with management and supervisory responsibilities are expected to apply every good faith effort to achieve goals adopted in this plan.

Diversity Statement from President Patton

"Georgia State is the most diverse campus in Georgia. Our enrollment reflects the diversity of our state with more than 45 percent minority representation in our student body. Our students come from every county in our state, every state in the nation and more than 150 countries around the world.

"Faculty and student diversity offers educational benefits for all students that challenge stereotypes, broaden perspectives and sharpen critical thinking skills. Because Georgia State is in the heart of Atlanta, our faculty and students will continue to reflect the diversity of our city's international population."

3 PROVOST’S LETTER OF PROCLAMATION

Georgia State University is committed to Equal Employment and Affirmative Action. All employment and academic decisions will further the principle of equality. In this regard, Georgia State University will recruit, hire, promote, and educate persons without regard to age, color, disability, ethnicity, gender, marital status, national origin, race, religion, sexual orientation, or veteran status. We will design and execute programs aimed at the elimination of prejudice and its effect on the lives of individuals.

The missions of Georgia State University are academic distinction founded on the highest standards of teaching and research, access to an education of high quality for every student, and public service including the promotion of economic growth in Atlanta. To realize these missions, we must provide a welcoming climate for all and guarantee that faculty and staff reflect the complex world in which our students will live and work.

Georgia State University aspires to eliminate discrimination in education and employment and to erase prejudice in our community. We adopt this goal not merely to comply with federal and State laws, orders, and regulations, but with a steadfast commitment to the richness and diversity of spirit that characterize our students, faculty, and staff.

The task of building a truly diverse community requires a comprehensive Affirmative Action Plan, as do Federal mandates. The President's Office is ultimately responsible for the Equal Opportunity Policy and the Affirmative Action Plan. The AVP of Opportunity Development/Diversity Education Planning develops the Affirmative Action Plan and oversees the coordination of Affirmative Action Programs. The AVP serves as liaison between the University and governmental agencies concerned with equal opportunity, and advise University departments in implementing policies and attaining goals.

This policy will be reaffirmed and reissued annually in accordance with federal guidelines and in order to assure the University's prompt response to changing situations within our community.

Dr. Ronald J. Henry Provost Georgia State University

October 1, 2001

4 GEORGIA STATE UNIVERSITY’S EQUAL OPPORTUNITY AND AFFIRMATIVE ACTION POLICY STATEMENT

It continues to be the policy of Georgia State University to implement affirmative action and equal opportunity for all employees, students and applicants for employment or admission without regard to race, color, religion, national origin, sex, age, sexual orientation, veteran status or disability. This policy also applies to applicants for employment and admission.

The university's affirmative action program and related policies are developed in compliance with Executive Orders 11246 and 11375, as amended; the Rehabilitation Act of 1973 (Sections 503 & 504) and the Americans with Disabilities Act of 1990 (Title 11) and their implementing regulations; the Age Discrimination in Employment Act of 1967; and the Vietnam Era Veterans Readjustment Assistance Act of 1974, as it amends 38 U.S.C. 4212.

In conformance with the federal regulations listed above, Georgia State University does not discriminate against any employee or applicant for employment or against any student or applicant for admission with regard to any opportunity for which the employee or student is qualified. Persons wishing to file complaints under the provisions of this policy should contact the AVP of Opportunity Development/Diversity Education Planning, 10 Park Place SE Suite 460, Atlanta, Georgia 30303-3085, 404-651-2567.

Every member of this university community is expected to uphold this policy as a matter of mutual respect and fundamental fairness in human relations. The policy has my unequivocal support. I expect all members of the staff, faculty and student body to join me in order to ensure that nondiscriminatory practices are followed at Georgia State University.

Carl V. Patton, President

5 GEORGIA STATE UNIVERSITY

EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION FOR INDIVIDUALS WITH DISABILITIES, DISABLED VETERANS AND VETERANS OF THE VIETNAM ERA POLICY STATEMENT

It is a policy of Georgia State University not to discriminate against any employee or applicant for employment because he or she is an individual with a disability, a disabled veteran or a veteran of the Vietnam era. It is also the policy of Georgia State University to take affirmative action to employ and advance in employment qualified disabled veterans, veterans of the Vietnam era and individuals with disabilities. This policy applies to all employment actions including, but not limited to advertising, recruitment, hiring, compensation, retention, training, demotion, promotion or transfer, layoff or terminations and tenure. Persons wishing to self- identify or file a complaint should contact the AVP of Opportunity Development at 10 Park Place Suite 460, Atlanta, GA 30303-3085, (404) 651-2567.

All personnel actions involving individuals with disabilities, disabled veterans and veterans of the Vietnam era will be governed by the affirmative action programs developed in compliance with 41 CER Parts 60-74 and 60-250.

In order to ensure compliance, operational responsibility for implementing and monitoring this policy and maintaining and updating the affirmative action plan for individuals with disabilities, disabled veterans and veterans of the Vietnam era lies with the AVP of Opportunity Development. This affirmative action plan is available for inspection by any employee or applicant for employment, during normal business hours, in the Georgia State University Office located at 10 Park Place South, Suite 460.

Every member of this university community is expected to uphold this policy as a matter of mutual respect and fundamental fairness in human relations. The policy has my unequivocal support and I expect all members of the staff, faculty and student body to join me in order to ensure that nondiscriminatory practices are followed at Georgia State University.

Carl V. Patton, President

6 DEFINITIONS

ACTIVE RECRUITING OR TARGET RECRUITING - Specifically targeting qualified women and/or minorities to apply for positions, by advertising in places that cater to women and/or minorities. I.e. Diverse Issues in Higher Education, Hispanic Outlook, etc.

ADVERSE IMPACT - Under the 'Uniform Guidelines on Employee Selection Procedures' of the Equal Employment Opportunity Coordinating Council.

"Adverse impact may be found when a selection process for a particular job or group of jobs results in the selection of members of any racial, ethnic, or sex group at a lower rate than members of other groups. The enforcement agencies will generally regard a selection rate for any group which is less than four-fifths (4/5) or eighty percent of the rate for the group with the highest selection rate as constituting evidence of adverse impact.... Depending on the size of the sample and other factors, however, the enforcement agencies could measure adverse impact other than by the "80% rule". In a particular case, of course, the final arbiter of the question would be the federal court.

AFFIRMATIVE ACTION - requires that special efforts be made to employ and advance in employment qualified women and minorities in areas where they are employed in fewer numbers than is consistent with their availability in the relevant labor market. Affirmative action also extends to persons with disabilities and disabled or Vietnam era veterans. The University seeks to employ and promote qualified candidates. Consistent with this practice, affirmative action requires that where the best candidates for positions are otherwise equally well qualified, the individual(s) selected should be the one(s) who will contribute to the achievement of affirmative action goals.

AFFIRMATIVE ACTION PLAN (AAP) -The written document that outlines Georgia State University's commitment to affirmative action. It includes specific, result-oriented procedures and activities we commit to and defines who is responsible for affirmative action.

DISCRIMINATION - within this context refers to the process of illegally differentiating between people on the basis of group membership rather than individual merit.

SYSTEMIC DISCRIMINATION may be said to occur when unequal treatment results from "neutral" institutional practices that continue the effect of past discrimination.

INTENTIONAL DISCRIMINATION may result when an individual is purposely subjected to unequal treatment on the basis of race, color, religion, age, national origin, sex, disability, or status as a disabled or Vietnam Era Veteran.

EQUAL EMPLOYMENT OPPORTUNITY - involves the right of persons to apply and be evaluated for employment opportunities without regard to race, color, religion, age, national origin, sex, disability, or status of a disabled or Vietnam Era Veteran. It guarantees everyone the right to be considered solely on the basis of his or her ability to perform the duties of the job in question, with or without reasonable accommodations as appropriate. Equal Employment Opportunity does not involve preferences.

7 GOALS -are part of affirmative action programs and serve to eliminate employment disparities and the effects of past discrimination. The long-range goal of affirmative action programs is representation of each group identified as Underutilized in reasonable relation to their availability in each major job classification. Specific annual goals, equal to the percentage estimate of availability, are developed.

GOALS REPORT - Placement goals serve as objectives or targets reasonable attainable by means of applying every good faith effort to make all aspects of the entire affirmative action program work. Placement goals also are used to measure progress toward achieving equal employment opportunity.

GOOD FAITH EFFORTS - Broad, active effects to move affirmative action programs beyond the normal; the "extra mile," active and aggressive recruiting efforts.

JOB GROUP - A grouping or aggregation of job classifications for purposes of analysis or official reporting. A group of jobs with similar content, requiring similar skills or skill levels, similar wage rates and opportunities for promotions.

MINORITY - For EEO official reporting purposes, and for purposes of the work force analysis required in Revised Executive Order No. 4, the term "minority" includes Women, Blacks/African Americans, Hispanics, Alaskan Natives or American Indians, Asians, and Pacific Islanders/Native Hawaiians, Disabled Individuals, Vietnam Era Veterans, and Disabled Veterans.

RACE/ETHNIC CATEGORIES – (FEDERALLY DESIGNATED)

Asian (Not Hispanic or Latino) – A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam.

American Indian or Alaskan Native (Not Hispanic or Latino) – A person having origins in any of the original peoples of North or South America (including Central America) and who maintains cultural identification through tribal affiliation or community recognition.

Black or African American (Not Hispanic or Latino) – American, not of Hispanic Origin – Persons having origins in any of the Black racial groups of Africa. Includes persons who indicated their race as Afro-American, Black Puerto Rican, Jamaican, Nigerian, West Indian, or Haitian.

Hispanic or Latino(Not Hispanic or Latino) – Hispanics or Latinos are persons of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race and who maintain cultural identification through tribal affiliation or community recognition. The federal government considers race and Hispanic origin to be two separate and distinct concepts.

8 Multiracial or Two or more races (Not Hispanic or Latino) - Multiracial Americans are those people who belong to two or more of the federally designated racial categories. Includes all other persons not included in the "Black, Hispanic, Asian or Pacific Islander, American Indian" race categories.

Native Hawaiian or Pacific Islander(Not Hispanic or Latino) - A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands. It includes people who indicate their race as "Native Hawaiian," "Guamanian or Chamorro," "Samoan," and "Other Pacific Islander."

White(Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, North Africa, or the Middle East.

WOMEN - Females, regardless of race.

9 Checklist BEFORE Submitting Faculty Hires To *ODDEP (*Opportunity Development/Diversity Education Planning)

Checklist for Appendix A: FACULTY POSITION VACANCY FORM

After the position has been approved, and a log number has been assigned; we recommend the following:

 Immediately check for underutilization using the current “Goals Report” from the latest Affirmative Action Plan. If you need assistance finding this information, please contact ODDEP or your Unit Personnel Coordinator/Unit Affirmative Action Coordinator.

 Establish a strategic recruitment plan to increase the possibility of attracting a group of diverse qualified pool of applicants.

Suggestions: o Cast your net widely. o When possible recruit in print and online. o Use personal contacts. o Research reputable professional organizations, publications and list serves. o Use the recruit sources in this document. o Consider sending your ad(s) to HBCU’s (Historically Black College’s and Universities).

 Always *actively recruit for *minorities and women, especially if your job is underutilized. (See Ad Requirements Checklist for more information on page 13).

o *Actively means actually placing ads for minorities and/or women in publications or online venues that target minorities and women.

o Minorities in this case, include African Americans, Hispanics/Latinos, Asians, Pacific Islanders/Hawaiian, and Native Americans.

 Always practice “good faith efforts”, especially for underutilized positions.

 Always ask applicants to visit ODDEP’s website to voluntarily complete the Confidential Applicant Flow form online. * This form is solely for AA/EEO purposes, and shows our commitment in attempting to identify the gender, race and ethnicity of each applicant.

Checklist for Appendix B: RECRUITMENT AND SELECTION REPORT

 Make sure Appendix B is submitted with the Approval of Pool form. Information on this form will assist ODDEP with processing your FTR quickly, and should alleviate any communication via phone or email regarding your search.

10  Check that the correct job group and underutilization information has been submitted on the form. Many times ODDEP will have to change utilization information, or check NO/YES if a job is underutilized or not.

 Input the total employment percentage and the goal percentage data from the “Goals Report” from the latest Affirmative Action Plan. If you need assistance please contact ODDEP or your Unit Personnel Coordinator/Unit Affirmative Action Coordinator.

 List all advertisement sources used during the recruitment process. List each ad source by name/title, and distinguish whether it was placed online or in print, and for how long.

 List any personal contact sources.

 List composition of search committee. When possible, make sure your search committee is diverse in minorities and women.

Checklist for Appendix D: AFFIRMATIVE ACTION CHECKLIST AND APPROVAL OF POOL

 Before completing this form, contact ODDEP for race and gender information received from the online Confidential Applicant Flow Information form o Include race and gender information received from ODDEP on the Appendix D form.

 List total number of all applications received by race and gender (if race and gender is known).

 Make sure total number of applications, applicants, and interviewees in the pool are consistent from section to section. Many times, the numbers do not add up. Please check your math! This simply attention to detail will alleviate any phone calls from ODDEP, and will allow us to process your AOP quicker.

 List total number of applicants that met advertised requirements by race and gender (if known).

 Questions to ask yourself: o Did we actively recruit for minorities and women? o Is the pool diverse from a race and gender standpoint? o Are qualified minorities and women represented in the pool? (Especially important if the job was underutilized).

 List number of potential interviewees by race and gender (if known), and provide vitae of all potential interviewees.

 Name the applicants to be interviewed by race and gender (if known), and attach vitae. (Select at least three qualified applicants, if possible).

11 o Note: The vita of a candidate(s) from an underutilized group must accompany Appendix B.

 Have Dean sign and date the form.

*Things to remember: o Be consistent throughout the search (i.e. interviews, interview questions, review of application materials). o Read and know lawful and unlawful inquiries. This document can be found on ODDEP’s website.

Checklist for Appendix E: FOR THE RECORD

 Include all required information on form.

 Make sure salary offers are comparable with previous offers of like positions and qualifications.

 Have Dean and Provost sign and date the form.

 Attach supporting memos/recommendation letter(s) from search chair, dean, etc.

Checklist for Appendix F: RECOMMENDED APPLICANT

 Have Unit Head, Dean and Provost sign and date the form.

 List name of back up candidate, if offer is declined, and include race and gender if known.

Checklist for Appendix I: USG APPLICANT CLEARINGHOUSE FORM

 Contact ODDEP for a PVA number via email.

 Attach a copy of the job description, or type description in the section provided.

 Submit to ODDEP at the beginning of the search process to allow for sufficient processing and advertising time. They request that the position be posted for least 30 days.

 After the search is complete/filled or closed, submit Appendix I back to ODDEP with Part B filled out. ODDEP will submit information to Clearinghouse on your behalf.

12 Ad Requirements

 1 national print ad in a Professorial Journal (an International Student & Scholar department requirement for applicants potentially requiring a visa.).  At least 1 print or online ad targeting women and/or minorities if your position (s) is underutilized. (See suggested sources below).  Post job in the University System of Georgia’s Applicant Clearinghouse for at least 30 days.

Is your position underutilized in minorities? Please select at least one of these reputable advertisement sources. If you use another source, check the “Other” category, and provide the name. Note: The possibility of your Approval of Pool (Appendix D) not being processed by ODDEP is extremely high, if you have not practiced good faith efforts in recruiting for minorities.

 Diverse Issues in Higher Education  The Hispanic Outlook in Higher Education  Atlanta Daily World  The Affirmative Action Register  The Journal of Blacks in Higher Education  Minority Faculty Applicant Database  Minority and Women Doctoral Directory  The Black E.O.E Journal  Minority Affairs  DiversityInc.com  Other

Is your position underutilized in women? Please select at least one of these reputable advertisement sources. If you used another source, check the “Other” category, and list the name. Note: The possibility of your Approval of Pool (Appendix D) not being processed by ODDEP is extremely high, if you have not practiced good faith efforts in recruiting for women.

 Women in Higher Education  Diverse Issues in Higher Education  DiversityInc.com  The Affirmative Action Register  The Hispanic Outlook in Higher Education  Minority and Women Doctoral Directory  Advancing Women  Other

13 Underutilized Faculty Job Groups for Minorities Source 2006-2007 Affirmative Action Plan

2B. Humanities Applied Linguistics and English as a Second Language Art & Design English History Middle East Institute Modern and Classical Languages Music Philosophy Religious Studies

2D. Social Sciences African American Studies Anthropology Communication Gerontology Military Science/ROTC Political Science Psychology Sociology Women’s Studies

2D. Policy Studies (Included with Social Sciences discipline.) Economics Public Administration & Urban Studies (PAUS)

2I. Human Services Criminal Justice Institute of Public Health Social Work

2J. Law Instruction

2K. Librarians University Librarians Law Librarians Archivists

14 Underutilized Faculty Job Groups for Women Source 2006-2007 Affirmative Action Plan

2C. Physical Sciences Chemistry Computer Science Geosciences (formerly Geology & Geography) Math & Statistics Physics & Astronomy

2E. Business and Management Accountancy Computer Information Systems Finance Health Administration & Health Policy Hospitality Administration International Business Managerial Sciences Marketing Personnel & Employee Relations Real Estate Risk Management & Insurance

15 Women and Minority Recruitment Sources for Advertising Faculty Positions (PRINT AND ONLINE)

1. The Black E.O.E Journal Our goal is to make your recruitment process effortless. Resumes on file represent nearly 400 categories in fields such as Accounting, Computer Science, Engineering, Health Care, Management, Aerospace, Sales & Marketing and Education. Free forwarding of resumes from qualified individuals. We feature flexible packages to meet your recruiting needs: Volume and frequency discounts, agency commissions.

2. Minority Affairs Post your job openings for maximum exposure to our diverse population of minority job seekers. Post employment opportunities in our job search by job type, category, city, and state. Many job posting packages are available. Single Ad Insertion (Classified Ad) $90.00 30 days $120.00 60 days (same ad) Job Postings in bulk save up to 60%

3. DiversityInc.com Our target audience is executives and managers at large corporations and organizations. They are diverse in race, gender, orientation, ability and age - and they include senior executives, community leaders, educators and professionals who are highly educated, affluent key influencers and decision makers - all passionate about diversity in their professional and personal lives. To learn how to gain access to 100,000+ résumés from candidates who want to work at companies that value diversity, please call (973) 494-0542. For more information on job postings, slot postings, and larger packages, please view our rate card. Post 1 job for $300

4. CareerBuilder.com As the U.S.'s largest online job site, CareerBuilder.com put over 1.6 million jobs in front of poised job seekers wherever they are - at home or work - in print and on the Internet. More than 23 million unique visitors come to the site every month to check out opportunities in every industry, field and job type.

5. The Journal of Blacks in Higher Education is an issue-oriented publication that examines the progress of African Americans in the nation's colleges and universities. Print and Web Ad rates are available. Tel: (212) 399-1084; Fax: (212) 245-1973; E-mail: [email protected]

6. Minority Faculty Applicant Database For the past year, the new MFAD has become the most productive and cost-effective resource in recruiting minority faculty candidates. 100 institutions currently are registered to advertise within MFAD for either a one-year or six-month subscription. Each subscription allows unlimited faculty employment postings.

7. Society for Advancement of Chicanos and Native Americans in Science

16 The mission of SACNAS (Society for Advancement of Chicanos and Native Americans in Science) is to encourage Chicano/Latino and Native American students to pursue graduate education and obtain the advanced degrees necessary for science research, leadership, and teaching careers at all levels.

8. Equal Opportunity Publications, Inc. Since 1968, Equal Opportunity Publications, Inc. (EOP) has led the way from affirmative action to diversity recruitment by publishing career magazines for women, members of minority groups, and people with disabilities. EOP has a successful record of helping job-seekers from underrepresented groups find employment and aiding companies and government agencies eager to recruit from this diversified workforce.

9. THE BLACK COLLEGIAN Online: The Career Site for African-American College Students Launched in 1970, THE BLACK COLLEGIAN is a career and self development magazine targeted to African-American students and other students of color seeking information on careers, job opportunities, graduate/professional school, internships/co-ops, study abroad programs, etc.

10. Job Web offers career and job-search advice for new college graduates, and is the online complement to the Job Choices job-search publications.

11. Jobhunter http://www.job-hunt.org/ Online job search engine, intended to be the best site on the Web to find jobs.

12. http://www.edonline.com/cq/hbcu/advdeg.htm This page shows HBCU’s with advance degree programs

13. The Affirmative Action Register AAR is a leading national equal opportunity employment magazine and website that connects employers to professionals who are seeking jobs, regardless of race, color, national origin, religion, gender, age, sexual preference or disability. For more than 30 years, AAR has provided progressive businesses and institutions with a forum to find employees who represent the dynamic kaleidoscope of our country’s population.

14. The Chronicle of Higher Education is the No. 1 source of news, information, and jobs for college and university faculty members and administrators. It includes job announcements and career advancement advice.

15. Diverse Issues in Higher Education has job listings and a news magazine dedicated exclusively to minority issues in higher education. Registered employers can post jobs,

17 search for candidates, and provide job candidates more information by creating an Employer Profile.

16. The Hispanic Outlook in Higher Education For 18 years, The Hispanic Outlook in Higher Education Magazine® has been a top information news source and the sole Hispanic educational magazine for the higher education community and those involved in running our institutions of higher learning.

17. Atlanta Daily World The Atlanta Daily World is the city's oldest continuously publishing black newspaper, and one of the oldest black-owned businesses. It has been serving the community since August 5, 1928. Founded by W.A. Scott, II, it became the nation's first successful black daily in 1932. Through the years, it has remained independent and family-owned and operated. It now published once a week -- Thursday, with its website available 24/7.

18. American Association of University Professors - The AAUP's purpose is to advance academic freedom and shared governance, to define fundamental professional values and standards for higher education, and to ensure higher education's contribution to the common good.

19. Women In Higher Education - Now in our 17th year, Women in Higher Education is THE ONLY MONTHLY news journal to help you reach the thousands of talented women leaders on campuses all over the USA, Canada and worldwide on the internet. Join the more than 1008 schools that have taken advantage of our ability to share your position with our readers.

20. Top Higher Ed Jobs - TedJob.com is a leading Internet higher-education job marketplace. It is carefully designed to meet the unique, recruitment requirements of universities, colleges, and other academic organizations. As a leader in the industry, we provide the best features and services for the lowest price. TedJob.com also leads in bringing in job seekers with 789,000 unique visits last month. This Internet traffic has positioned TedJob.com the No. 2 in the higher-education career industry. The traffic continues to increase daily. All the services on TebJob.com is provided free of charge. You will find that other sites charge high prices for these services. In addition, "build your site" and "collect resume" are only available on TedJob.com.

21. American Association of University Women (AAUW) AAUW's Mission is Advancing equity for women and girls through advocacy, education, and research. Advertise in AAUW's Career Corner and reach approximately 100,000 college-educated, driven AAUW members as well as many other professional women and men pursuing positions in academic fields. College and universities and all other academic institutions and organizations in support of women-related issues are welcome and encouraged to place an ad. Ads run at $3 per word. AAUW offers a 15 percent discount to all college and

18 university members of AAUW. Ads are placed in 1-2 business days and remain on our website for 90 days. All ads are to be text-only and should be submitted in a word document via email to

22. Association for Women in Science: Vision: We envision a day when women will participate fully in science, technology, engineering, and mathematics as manifested through equal opportunity, pay equity, and recognition commensurate with their accomplishments. Mission: AWIS is a national advocacy organization championing the interests of women in science, technology, engineering, and mathematics across all disciplines and employment sectors. By breaking down barriers and creating opportunities, AWIS strives to ensure that women in these fields can achieve their full potential.

23. Minority and Women Doctoral Directory For 18 years the Minority and Women Doctoral Directory has been a valuable resource for universities seeking to recruit women and minority Ph.D.s. into their faculties. MWDD is a registry which maintains up-to-date information on employment candidates who have recently received, or are soon to receive, a doctoral or master's degree in their respective field from one of approximately two hundred major research universities in the United States. The current edition of the Directory lists approximately 4,500 Black, Hispanic, American Indian, Asian American, and women students in nearly 80 fields in the sciences, engineering, the social sciences and the humanities. This directory is available in the Office of Opportunity Development & Diversity Education Planning free of charge

24. Advancing Women For Advertisers Seeking to Reach the Women Professionals and Business Owners Image and text ads on AdvancingWomen.com, with text ads as low as $35 per month, payable annually through Paypal.com. Volume Discounts apply

25. Minority Graduate.com Diversity Forum Online is a resource guide to the companies and organizations actively seeking more diversity in their recruitment. This site is partnered with College News, an online media vehicle that's been connecting college students and campus communities since 1992. Our mission is to connect College News readers (students, graduates and professionals) with the profiles of companies in the process of continually stressing, enhancing and empowering people by creating a more diverse workforce.

26. www.higheredjobs.com Targeted to higher education job seekers. Increase your exposure to top candidates for low cost. Visited 1,810,421 times last month (verified by WebTrends®). Unlimited space to list your entire ad. Post a Single Job$145 for up to 60 days Unlimited text Job appears within 1-2 business hours

19 27. Monster.com As the migration to the Internet continues, over 75 million of Monster's visitors have established personalized accounts that take advantage of our wide breadth of services, including our global resume database or proprietary job search agent technology, that enable them to better manage their careers. Monster Worldwide is consistently ranked among the top 20 most visited sites on the Internet.

20 Frequently Asked Questions

1. For Log #09-000; PVA#53000, the candidate we offered the position to declined. To recommend it to another candidate, do I need to send the entire packet once again (Appendix B, job ads, vitas), or only the amended forms (For the Record, Recommended applicant, Dean to Provost letter)?

Yes, the Provost’s office and ODDEP will need an entirely new FTR packet for the new candidate. “On the Recommended Applicant form (now Appendix F--used to be Appendix E), write in the candidate that declined.”

2. Are conference interviews okay?

Conference interview guidelines are below:

 Make sure your interviews (IE. questions, screening and interview notes, etc.) are consistent from one applicant to the next.

 Include all interviewed applicants on the Approval of Pool Form. (Please note a person’s race and gender if they can be identified.) For departmental purpose only, feel free to take a blank Approval of Pool form with you to the conference, and complete it there. Transfer the data to your "official" Approval of Pool form when you are ready.

 Provide a copy of ALL vitae collected at the conference to ODDEP for review. Submit with the Approval of Pool.

 Ask all applicants to complete the "Confidential Applicant Flow Information Form" found on ODDEP's website under forms. www.gsu.edu/~wwwafa

 Retain all search related documents for at least three (3) years. (IE. screening and interview notes, vita, etc.)

3. Do we have to interview 3 candidates?

If your applicant pool consists of 3 or more qualified candidates; then we ask that you select and interview at least 3 qualified candidates.

4. What if my job search yielded a very small qualified pool? (1-5 applicants)

If your job search yielded a very small pool of qualified candidates, and you advertised sufficiently, please submit a simple note (a memo or email is acceptable) along with the AOP, explaining how long the job search was open, where you advertised, and for how long. Some disciplines are very specialized, and a small pool is expected.

5. Why do I have to advertise in at least 1 national print journal?

21 According to the department of Internal Student and Scholar Services, if there is an intention for permanent residency, the print ad rule is a requirement. If no print ad was placed, you will have to re-advertise to hire the foreign national, putting that person in jeopardy of not being the best qualified in a different pool.

6. If I need to change my position description, do I have to re-advertise?

Yes, if any changes are made to the job description you are recruiting for (salary, job/duties, and classification changes, etc.) your job must be re-advertised to reflect those changes.

7. Out of 3 qualified candidates in my applicant pool; can I bring in only 1 for an interview?

ODDEP’s preference is that you interview all 3 qualified candidates.

8. Why does it take so long to process faculty documents?

The approval timeframe depends on how quickly the hiring department/college coordinates the review by all required (Chair, Dean, Unit Coordinator, ODDEP) parties. ODDEP has 48 hours to review and process a faculty hire.

9. How long does ODDEP have to process our faculty documents?

ODDEP has 48 hours to process a faculty hire.

10. Do we have to advertise in the Applicant Clearinghouse?

Yes, all positions requiring Board approval must advertise with the Applicant Clearinghouse. The service is free and provides an additional opportunity for you to advertise your job(s).

11. Can we conduct telephone interviews?

Yes, telephone interviews are allowed. Please remember that you must be consistent. For example if you choose to conduct telephone interviews before narrowing your final pool, please interview everyone via telephone.

12. Can we review videos (i.e. YouTube videos) DVDs submitted by potential candidates?

13. How do jobs become underutilized?

Jobs become underutilized if the employment percentage (people hired by the University) is less than 80% of the available percentage (people in the external labor market or people with internal skills) for that job group. It has been our practice to use US Census data, and internal data for positions at Georgia State University.

22 What is a reasonable amount of time to wait to resubmit an amended AOP after placing another ad?

A reasonable amount of time to wait to submit the amended AOP is approximately 30 days. That gives you time to post the ad, for applicants to apply, and to resubmit the AOP.

Document created by Chaneta Forts, AA/EEO Specialist II (June 2008). Questions? Please call (404) 413-2563.