The Culture of Time and Space: Exploration of Altered Perceptions Pre-World War I
Stephen Kern delves into how private notions of time and space were transformed before WWI, contrasting public and private temporal experiences. The impact of technology on our understanding of the past, present, and future is examined, with insights into psychological influences on individual perceptions of time. Explore the intricate relationship between public timekeeping and personal experiences in this thought-provoking analysis.
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Effective Administrative, Faculty & Staff Searches WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 1
Objectives Explain what a search committee is and why we use them. Describe the duties of search committee members Explain the difference between appropriate and inappropriate interview questions WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 2
What is a Search Committee? A search committee is a group of individuals formed for the purpose of assisting the hiring supervisor in recruiting and screening candidates for a posted University position. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 3
Why do we use Search Committees? Search committees are a vital component in making sure a diverse and qualified pool of candidates are recruited and evaluated for West Liberty University positions. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 4
Roles of the Search Committee The Hiring Supervisor may or may not actively participate in the in the search process. The hiring supervisor may appoint a search committee chair. The Search Committee Chair is designated by the hiring supervisor to serve as the facilitator of the search committee. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 5
Roles within the Search Committee Search Committee Members identify a list of potential faculty and staff candidates to present to the department and/or college. The search process requires active involvement of all committee members including the search committee chair. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 6
Responsibilities of the Search Committee 1. Attend ALL meetings and maintain appropriate confidentiality about search committee proceedings. Confidentiality is absolutely essential through the entire search process. Become familiar with the nature of the position, position responsibilities and requirements. Review all applications and make an objective evaluation of applicants suitability for the position. Participate in discussions for the purpose of screening and selection of candidates chosen for an interview. Assist the Chair/Department Supervisor with travel accommodations and scheduling interviews. Participate in observing demonstration classes or seminars and formal interviews. Complete evaluation forms for candidates demonstration classes or seminars and for the formal interview. Participate in final evaluation and formulation of recommendation. Send the hiring recommendation to the Provost/Human Resources. Human Resources will complete reference checks and background screenings and alert the search committee chair of any findings that may impact the hiring decision (if any are found). Once on-boarded and oriented, the committee will play a role in welcoming the new hire. Members of the committee should contact the new hire as they are settling on campus. This contact may be by telephone, e-mail or in person. It is even appropriate to invite the new employee to lunch. An effort should be made to maintain casual contact throughout the year. 2. 3. 4. 5. 6. 7. 8. 9. 10. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 7
Confidentiality As previously stated, confidentiality is absolutely essential throughout the entire search process. Members owe a duty of care to the University and to one another to protect the freest expression of opinion in committee deliberations without fear that comments will be shared with others outside the committee. Every remark must be taken as privileged. Committee deliberations and decisions are to be held in strict confidence until public disclosure is necessary for the conduct of on-campus interview and for final selection. Disclosure must only be on a need-to-know basis. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 8
BE AWARE OF Unconscious Bias It is important for search committee members to be aware of the possibilities for bias in screening applications. Unconscious bias can be influenced by our background, cultural environment and personal experiences. Research shows that every one of us brings a lifetime of experiences and cultural history that shapes our evaluation of others. Some ideas for minimizing the influence of bias and assumptions are: Increase the representation of women and people from underrepresented communities in both the search committee and the applicant pool; Discuss research on biases and assumptions as a search committee and consciously strive to minimize their influence in the evaluation process; Spend sufficient time evaluating each applicant. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 9 9
BE AWARE OF Conflict of Interest The purpose of the search committee is to ensure that all applicants are treated equally. A conflict of interest can interfere with this purpose of the search committee. Persons who should not be part of a particular search committee include those who may have a personal interest or who could be viewed as having a conflict of interest involving the applicants or potential applicants. Even the appearance of a conflict of interest should be avoided. If a family member or other close ally is a potential candidate, the member should excuse him/herself from the committee membership. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 10
BE AWARE OF The use of social media. This can raise risks in the applicant review process. A couple of examples of risks include: Not every applicant will have a social media profile, so you cannot be consistent with your review of the applicants. You can learn about the protected characteristics such as race, religion, gender, sexual orientation, age, family status, etc. These characteristics should not be considered during the process. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 11
Guidelines & Best Practices SCREENING APPLICANTS & CREATING A SHORT LIST Focus on the requirements for the position based on the approved job description as you review potential candidates. Develop criteria for screening BEFORE receiving applications. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 12
Guidelines & Best Practices (cont.) SEPARATE APPLICATIONS INTO GROUPS Unqualified applicants / Incomplete applications Minimally-qualified applicants Qualified Applicants WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 13
Guidelines & Best Practices (cont.) PREPARE INTERVIEW QUESTIONS FOR ALL CANDIDATES Base questions on job-related criteria. Candidates should be interviewed about the desired skills, attributes, and functions of the position in mind. Keep all questions job-related! Consider using behavior-based/personality defining questions. Use the same questions and Employment Interview Analysis Form for ALL candidates. The next few slides cover questions that are permissible and not permissible to ask during the interview process. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 14
Age You can only ask questions that are related to minimum age requirements set by the law. Examples of Acceptable questions: If hired, can you show proof that you are at least 18 years of age? Examples of Unacceptable questions: How old are you? When were you born? When did you graduate from high school? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 15
Race There are no acceptable questions in regard to race. No indirect or direct questions about the applicant s race or color, which can include color of the applicants skin, eyes, hair, etc. Examples of Unacceptable Questions: What is your race? How would you define your race? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 16
Religion There are no acceptable questions about an applicant s religion. Inquiries about an applicant s religion such as church location or religious holidays are NOT permissible. You may inquire about availability for weekend work and/or whether the applicant can meet the specified work commitment. Examples of Unacceptable Questions: What is your religion? What church do you attend? Which religious holidays to you observe? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 17
Gender and Sexual Orientation There are no acceptable questions about an applicant s gender or sexual orientation. Questions are only acceptable if it is a bona fide occupational qualification. A bona fide occupational qualification is defined as a qualification that is essential to the job duty and is considered necessary for the business. A bona fide occupational qualification can be considered if the position requires physical labor or for jobs traditionally associated with one gender. Examples of Unacceptable Questions: Are you male or female? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 18
Arrest or Conviction of Crime You can inquire about actual convictions that bear direct relationships to the job. Examples of Acceptable Questions: Have you ever been convicted of a crime? Note: you must state that the conviction will be considered only as it relates to fitness to perform the position being sought. Examples of Unacceptable Actions and Questions: Asking for disclosure of arrest and other inquiries of arrest. Looking into the background check before consent from the applicant. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 19
Citizenship or Nationality It is permissible to ask whether the applicant is a United States Citizen or legally eligible to work in the United States as proof of eligibility is required before being placed on payroll. If you ask one applicant, you must ask ALL applicants. It should not be based on the spelling of their name, accent, etc. It is NOT permissible to ask about the applicant s country of citizenship, their parent s citizenship, ancestry, national origin, birthplace or mother tongue. Example of an Acceptable Question: If hired, will you be able to show proof of authorization to work in the United States? Examples of Unacceptable Questions: Of what country are you a citizen? Where were you born? Where are your parents from? What kind of first/last name is What is your heritage? ? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 20
Disability You can ask if the applicant is able to perform the duties of job with or without reasonable accommodation. But you cannot ask if accommodations are required, unless the employer knows the applicant has a disability. You must show the applicant the position requirements so they can give an informed answer. Examples of Acceptable Questions: Are you able to perform the core functions of this job with or without reasonable accommodation? Examples of Unacceptable Questions: Do you have any disabilities? Are you in good health? Have you ever been treated by a psychiatrist or counselor? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 21
Family Status The committee can ask the applicant if they can meet the specified work schedules or if the applicant has other commitments or responsibilities that might interfere with work attendance requirement. The committee CANNOT ask about applicant s marital status, number/age of children, pregnancy, intention to have children, etc. that would directly result in the limitation of the job opportunity in any way. Example of an Acceptable Question: Do you have any responsibilities that would conflict with job attendance or travel requirements? Examples of Unacceptable Questions: Are you married? What is your spouse s name? What is your maiden name? Do you have children? Are you pregnant? What are your child care arrangements? WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 22
Do you know? True or False? 1. West Liberty University is legally obligated to prohibit discrimination on the basis of a person s race, color, religion, sex, age, disability, national origin, or veteran status. 2. For an applicant with an unusual name, it is important that you ask where that person was born to determine his/her nationality and citizenship. 3. It is legal to ask candidates, Are you able to perform the essential functions of the job, with or without a reasonable accommodation? 4. Affirmative action means that you are required to do all you can to give preference to minority or female candidates for your position. 5. When a job requires traveling, after-hours, or overtime work, it is permissible to ask female applicants about child care arrangements. WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 23
Answers: 1. TRUE 2. FALSE 3. TRUE 4. FALSE 5. FALSE WLU Human Resource Services Procedures for Effective Administrative, Faculty & Staff Searches 24
