The purpose of this policy is to ensure that the University of Arizona will attract and retain the most highly qualified workforce available to us. It is our intention to make known information about employment opportunities at the University to the largest practicable number of persons necessary to ensure compliance with the law, attraction of new employees, and recognition and development of current employees.
It is required by law that the University of Arizona provide equal employment opportunity to all, without regard to race, color, religion, sex, national origin, age, disability or veteran's status. It is further required by law that we take affirmative action in all employment matters to ensure that our policies and practices are, in fact, non-discriminatory. As a federal contractor this means, among other things, that goals have been established to address any underutilization of women or of minorities. University policy also prohibits discrimination on the basis of sexual orientation and gender identity.
When it annually updates its written Affirmative Action Plan for Women and Minorities, the University analyzes the participation of women and minorities in each job group. In accordance with federal requirements, all job titles have been grouped by similarity of wages, content, and opportunity, and by number of incumbents to ensure job groups of sufficient size to permit meaningful analysis. The University then identifies the likely sources of persons—internal, external, or some combination of both—to fill vacancies in each job group. Based on those expected sources, and in accordance with federal regulations, the University estimates the availability of women and minorities for each job group.
If women or minorities are underutilized in any job group, the University must set a goal for each such job group which is equal to the availability percentage. "Underutilized" is specifically defined by law as having fewer women or minorities in a job group than is reasonably expected based on their availability. The University is then obligated to make a good faith effort to fill vacancies in the job group in that Affirmative Action Plan year at the rate of availability.
The University must be able to document that it made good faith efforts to meet any established goals. In general, "good faith efforts" means that the University shall take appropriate steps to ensure that persons of the underutilized group, whether women or minorities or both, as well as all others, have access to the selection process.
This policy is specifically concerned with the recruitment phase of the selection process and addresses the behavior expected from all persons in the University community who have any role in determining specific recruitment activities when an employment opportunity exists.
Specifically, recruitment strategies must be designed to inform persons, especially where underutilization exists, about opportunities. Further, job prerequisites such as education, experience, job performance, references, etc., must not disproportionately exclude women or minorities unless such requirements are demonstrably job related and significant to successful performance.
In order for the University to fulfill its EEO obligations, the following minimum requirements were established for classified and appointed personnel positions. Whenever a department has an opportunity, the department is encouraged to advertise as widely as practicable.
However, if the opportunity occurs in a job group which is underutilized and for which a goal has been established, the department must document the specific good faith efforts it took to meet the goals. In general, such good faith efforts are expected to include recruitment strategies designed to reach women and/or minorities for which there has been a goal established. Specifically, where underutilization exists, it is expected that affirmative recruitment sources will be informed, along with all others.
There are certain limited circumstances which can be reasonably anticipated where recruitment is not possible or practicable. These circumstances are fully described in the University Policy for Non-Competitive Selections. A department which must make a selection in accordance with that policy must fully document the reason for the selection in accordance with the requirements of that policy.
There may be other situations, infrequent and not reasonably anticipated, where the University's non-discrimination policy and the objective of attracting and retaining a highly qualified workforce can be met by means other than recruitment and advertising an opportunity. In such circumstances, if the opportunity exists in a job group for which a goal for either women or minorities has been established, the hiring authority shall document the specific reasons why it has not undertaken affirmative recruitment. The fact that the person selected for the opportunity is a woman or a minority is in itself insufficient reason to justify a decision not to engage in recruitment.
Since it is expected that the majority of opportunities will be filled by recruitment, the general requirement for such recruitments are set out below. The maximum time that a position may be posted is one year.
Hiring authorities are advised that minimum posting requirements may be insufficient to attract the most qualified individuals. Therefore, consulting with a Human Resources representative is advised.
For a search to fill a position in a job group which is not underutilized for either women or minorities and thus has no Affirmative Action Plan goals, see Section A. For a search to fill a position in a job group with Affirmative Action Plan goals, see Section B.
Indicates required action.
Indicates alternative action.
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HR Jobs Online |
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University job boards |
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Additional advertising/recruitment options are not required if no goals. |
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HR Jobs Online |
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University job boards |
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Appropriate community organizations (Human Resources maintains a list of 50 organizations) |
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Department of Economic Security |
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Additional advertising/recruitment options are not required if no goals, but are encouraged. |
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Tucson Newspapers, Inc. |
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Professional organizations and business/industry contacts |
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Professional listservs |
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Targeted publications (e.g., The Arizona Informant) |
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Radio announcements |
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Flyers |
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Conference announcements |
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Job Placement offices |
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HR Jobs Online | ||||||||||||||||||
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University job boards | ||||||||||||||||||
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Appropriate community organizations (Human Resources maintains a list of 50 organizations) | ||||||||||||||||||
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Department of Economic Security | ||||||||||||||||||
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A minimum of two (2) of the following options are also required. At least one (1) option must be selected from Group (a). |
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Group (a)
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Group (b)
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Indicates required action.
Indicates alternative action.
If a position has an affirmative action plan goal, a local or standard search must be conducted in addition to an internal search
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HR Jobs Online | ||||||||
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University job boards | ||||||||
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Appropriate community organizations (Human Resources maintains a list of 50 organizations) | ||||||||
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Department of Economic Security | ||||||||
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A minimum of two (2) of the following options are also required. At least one (1) option must be selected from Group (a). | ||||||||
| Advertising/Recruitment Options: | |||||||||
Group (a)
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Group (b)
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HR Jobs Online | ||||||||||||||||||
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University job boards | ||||||||||||||||||
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Appropriate community organizations (Human Resources maintains a list of 50 organizations) | ||||||||||||||||||
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Department of Economic Security | ||||||||||||||||||
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A minimum of three (3) of the following options are also required. At least one (1) option must be selected from Group (a). | ||||||||||||||||||
| Advertising/Recruitment Options: | |||||||||||||||||||
Group (a)
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Group (b)
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