40.121:  Making Presidential Appointments

Status:	Approved on October 28, 2002	Signatures and dates on archival copy
Effective:	October 1, 2002
Initiated by:	William Y. Smith Executive Assistant to the President for Institutional Equity
Reviewed by:	Nancy Prichard Crist, Chair Policy and Procedure Review Committee
Endorsed by:	Gary North Vice President for Administration
Approved by:	Stephen Kopp Provost

Purpose

To provide a uniform policy and procedure for the Office for Institutional Equity to review all prospective Presidential Appointment offerings.

The scope of this policy includes all faculty and administrative staff positions filled by Presidential Appointment.

Policy

It is the policy of Ohio University that aggressive efforts will be made to recruit under-represented minority group members, women, persons with disabilities, veterans, and Vietnam era veterans for position openings. Further, it is the responsibility of each planning unit head to ensure compliance with University affirmative action requirements as outlined in the Ohio University Affirmative Action Plan.

Procedures

1. Each planning unit head shall, prior to the extension of either an oral or written offer of employment, assure compliance with affirmative action requirements. The method of establishing evidence of compliance shall include both of the following:
   • Posting of contract position by University Human Resources.

   • Completion and approval of the Affirmative Action Recruitment Report.

2. Upon completion of the Recruitment Report, the planning unit head shall forward to the Office for Institutional Equity for the purpose of review, the Recruitment Report and evidence of compliance with affirmative action guidelines.

3. The Office for Institutional Equity shall review the completed Recruitment Report, and any additional information which the department may wish to submit, for the purpose of determining the department's sufficiency of compliance.

4. Following review, the Office for Institutional Equity shall indicate concurrence or nonconcurrence with the report. When there is concurrence, the department will be authorized to initiate an offer of employment under the provisions described in the Recruitment Report. Where there is nonconcurrence, the Office for Institutional Equity shall advise the planning unit head as to the reasons and consult with the planning unit head to achieve resolution.

Reviewers

Proposed revisions of this policy should be reviewed by:

1. Policy and Procedure Review Committee

2. Assistant Vice President for Administration for Human Resources

3. Planning unit heads

Forms

The following forms are specific to this policy:

1. The Affirmative Action Recruitment Report is available from the Office for Institutional Equity, or through the web at http://www.ohiou.edu/equity/recreport.html.

Dick Piccard and Kristina Schnelle revised this file (http://www.ohiou.edu/policy/40-121.html) on November 4, 2002.

Please E-mail any comments or suggestions to "polproc@www.ohiou.edu".