Ohio University

40.121: Making Presidential Appointments

Status:

Approved

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

Signatures and dates on archival copy
  1. Overview

    This policy provides a uniform process for the office for equal opportunity and accessibility to review all prospective presidential appointment offerings.

    The scope of this policy includes all faculty and administrative staff positions filled by presidential appointment.

    Ohio university will make aggressive efforts 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."

  2. Process

    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:

      1. Posting of contract position by university human resources.

      2. 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 equal opportunity and accessibility for the purpose of review, the recruitment report and evidence of compliance with affirmative action guidelines.

    3. The office for equal opportunity and accessibility 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 equal opportunity and accessibility 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 equal opportunity and accessibility 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. Chief Human Resource Officer

  2. Planning unit heads

  3. Faculty Senate

  4. Administrative Senate