A. Recruitment and Appointment
The University of Tampa’s recruitment policies are designed to advance the goals of the Affirmative Action Plan.
When it has been determined that a vacancy exists and that a search for candidates from outside the University is desired, such vacancy will be announced.
All classified ads must be approved by the Office of Human Resources and placed under male‐female listings. The content of an ad will not indicate race, sex, or age preference. Included in all announcements will be the statement "The University of Tampa is an Equal Opportunity/Affirmative Action Employer." The University will emphasize to all agencies that The University of Tampa's hiring policy is based on merit and will encourage referrals of applicants from underutilized and protected categories for all jobs. The director for human resources and/or the affirmative action officer will establish and maintain relationships with organizations and agencies designed to reach minority and female applicants.
In circumstances in which an opening is caused by sudden resignation, incapacitation, or death, positions may be filled without a search. The affirmative action officer and the president must approve such emergency arrangements.
After a request to fill a vacancy has been approved and an outside search conducted, the affirmative action officer will provide the labor pool availability data to the department chair or staff director conducting the recruitment process.
In every instance, an effort will be made to reach a broad base of qualified candidates, which will include suitable representation of women and minority candidates. Each department chair or professional staff director shall, in consultation with his or her department or staff, compile a list of appropriate recruitment sources, including sources likely to reach qualified women and minority candidates. The list shall be updated periodically and be submitted to the affirmative action officer by November 15 of each year or upon request.
- Management of Applications
A record of applicant flow will be maintained for each job applicant, indicating applicant's name, race and national origin (where stated or known), sex, referral source, date of application and position applied for. These records will be retained in the office of human resources for at least one year. The file of applicants who are not hired and who are potential candidates for future openings will be referred to when suitable openings occur within the next thirty days.
All applications shall be suitably acknowledged. All applicants appearing to have suitable credentials become part of the applicant pool from which candidates for interview will be selected.
When the president, vice president, or other administrator receives an inquiry appropriate for a current opening, he or she shall forward it to the Office of Human Resources for inclusion in the applicant pool. If there is no current opening, the administrator should forward the inquiry to the Office of Human Resources to be kept on file for thirty (30) days. If an opening occurs during this period, all applications in the current file shall be reviewed and, when suitable, placed in the applicant pool for the opening.
After the announced date for beginning the review of applicants, the appropriate department, staff, or committee shall proceed to complete the screening of applications. Prior to inviting candidates for interviews, the department chair, staff director, committee member shall fill in the required information through item 6 on the "Summary of Recruitment Process" form and forward it to the affirmative action officer for prompt review. If the affirmative action officer is satisfied that the advertisement and recruitment of candidates complies with this Affirmative Action Plan and that the pool of applicants is reasonably consistent with availability data, he/she will so indicate on the "Summary of Recruitment Process" form and return the form to the department chair, staff director, or committee member. After consultation with the appropriate dean or other administrator, the department or staff may then proceed to select and interview candidates.
If, however, the affirmative action officer considers the applicant pool to have inadequate representation of available female and minority candidates or if he/she considers the recruitment process to be otherwise inconsistent with the Affirmative Action Plan, he/she may require a continuing search. In the event an extended search does not produce a satisfactory pool, and the well‐being of the University requires that the position be filled, the affirmative action officer shall consult with the president and/or others and shall determine the manner by which the position shall be filled.
- Selection and Interviewing of Candidates
From the pool of qualified applicants, the department chair, staff director, or committee chair, in consultation with their department, staff, or committee shall select and interview at least three candidates (unless there are fewer than three qualified candidates) who appear best qualified for the available position. If initial interviews do not produce an acceptable candidate, further candidates from the pool shall be interviewed until a recommendation can be made. In selecting candidates for interview, conducting interviews, and recommending candidates for appointment, all departments, staffs, committees, chairs, and directors shall act in accordance with the principle of nondiscrimination as defined in this Plan.
- Appointments
Recommendations for appointment shall be made to the supervisor charged with making the appointment. At the same time, the department chair, staff director, or committee chair shall complete the remaining items on the "Summary of Recruitment Process" form and submit it to the affirmative action officer. The affirmative action officer shall keep “Summary of Recruitment Process” forms for at least three years from the time of filing.
B. Retention, Promotion, and Termination Policies
Policies relating to retention, promotion, and termination shall be in accordance with provisions as outlined in The University of Tampa Employee Handbook and/or the spirit of this Affirmative Action Plan.
If a person believes that his or her appointment is being terminated or otherwise adversely affected because of sex, minority status or other discriminatory reasons, that person may request in writing an investigation by the affirmative action officer or the director for human resources. The affirmative action officer will give any such investigation a high priority and report his/her findings to the director for human resources. In the event that the charges prove correct, appropriate action will be taken.
Exit interviews are to be requested with employees who voluntarily leave the University. A confidential report will be made to the affirmative action officer in the event that the employee indicates any impression of discrimination or prejudice on the basis of sex or minority status.
C. Compensation and Conditions of Employment
All conditions of employment, including salaries, fringe benefits, assignments, opportunities, and restrictions shall be determined without respect to sex or minority status.
Fringe benefits, including tuition assistance, a contributory retirement plan through Teacher's Insurance and Annuity Association, life insurance benefits, total disability benefits insurance, and individual and major medical hospitalization plans are outlined in the Employee Handbook. No fringe benefit program that discriminates against individuals on the basis of sex or minority status will be adopted or maintained by the University.