Through adherence to the staff employment policy, the University endeavors to:
 

• Hire excellent employees;
• Promote and achieve broad-based diversity among staff;
• Assist employees in securing positions commensurate with their skills and knowledge, assuring equal access to promotion and advancement; and
• Provide an avenue for employees to address concerns related to employment decisions.

Wesleyan University is fully committed to a policy of equal opportunity throughout the University, and to this end abides by all applicable federal, state, and local laws pertaining to nondiscrimination and fair employment practices.  This policy was stated in earlier Equal Opportunity Program statements, was approved by the faculty in 1981, and reflects the strong, continuing commitment of the president and the Board of Trustees, which is the governing board of the University.

Accordingly, the University recruits, hires, trains, and promotes individuals without regard to race, color, religion, age, national origin, sexual orientation, sex, or disability.  Wesleyan administers all personnel actions such as compensation, benefits, transfers, layoffs, return from layoffs, education, tuition assistance, and social and recreational programs without regard to race, color, religion, sex, sexual orientation, age, disability, or national or ethnic origin.
 

The following principles apply regarding the employment recruitment process.

INITIATING RECRUITMENT

Job posting:  A job description will be completed by the hiring manager and forwarded to Human Resources (HR).  HR will prepare the description for posting and, in coordination with the hiring manager, will assign a salary grade and hiring range.  The posting will then be forwarded to the budget office for approval.

Affirmative Action Office (AAO):  HR will inform the AAO when a search has been approved.

Recruitment Strategies:  HR will meet with the hiring manager to discuss the open position, the job posting, and to develop recruiting strategies.

Posting of Open Positions:  Vacancies will be posted in HR, North College, academic and administrative departments, and on the HR web site.  Job postings may include a response deadline.

Outreach/Advertisement of Open Positions:  Advertisements will be developed and arranged by HR in consultation with the hiring manager.  As appropriate, the AAO will collaborate with HR and the hiring manager to develop recruiting strategies that will result in a diverse pool of applicants.

Applicant Record Keeping:  HR will retain applicant information in compliance with State and Federal employment laws.

Screening of Applicants:  HR and the hiring manager will screen resumes based upon the essential functions of the job.

Assessment Stage:  The hiring manager, in consultation with HR, will assess the applicant pool to ensure quality and diversity.  If a diverse pool is not identified, the hiring manager and HR will work in collaboration with the AAO as appropriate to initiate further steps to broaden the applicant pool.

Pre-Interviews:  Phone contact will be made with selected applicants by HR in conjunction with the hiring manager, or as necessary by a small committee, to narrow the applicant pool.

On Campus Interviews:  Will be conducted by the hiring manager in collaboration with HR and/or with a small interviewing team designated by the hiring manager.  Interviewers will be responsible for providing feedback to the hiring manager and HR.  HR will notify the AAO regarding the interview results.

Finalist:  Will be selected by the hiring manager with input from the interviewing team.  AAO will be informed of the selection prior to an offer being extended.

Referencing:  Three to five references of the finalist’s employment background will be conducted by HR.

Salary Determination:  Will be determined by the hiring manager in collaboration with HR.

Job Offer:  A job offer will be made by HR and/or the hiring manager.  After the finalist has accepted the position, an appointment letter will be sent by HR documenting the administrative employee’s salary, start date, and benefits.

Rejections:  HR will inform through a phone call or letter all interviewed candidates who were not selected for the position.

Announcements:  The university community will be informed regarding all new hires.

Orientation:  New employees will be scheduled for a benefits orientation within the first week of employment and will be scheduled to attend the New Employee Orientation program.

Hiring Information:  HR will provide AAO with a report outlining new hire and candidacy pool information.

All open positions, other than promotions and transfers within a department or re-assignments due to position elimination, will be filled following the procedures outlined above.

Departmental Promotion:  Occurs within a division or department with the decision made by the supervisor and is based on the employee’s skills meeting the essential functions of the position.

Job Re-Classification:  Results from significant broadening of the responsibilities of a position.

Departmental Transfer: Occurs within a department, for example, due to re-organization or for career development purposes.

Transfer Due to Position Elimination:  HR will make every effort to place an employee whose position has been eliminated in a suitable position within the University.

PROCESS TO ADDRESS CONCERNS AND COMPLAINTS RELATED TO THE DECISIONS REGARDING PROMOTIONS AND TRANSFERS

An employee member who believes that he or she has not been treated fairly regarding promotion or transfer should address the complaint directly to HR by contacting the director or an associate director of Human Resources.  HR will review the complaint with the employee and, at the employee’s discretion, assist the employee in processing an official appeal.  In addition, if the employee believes he or she has been negatively affected in violation of the University’s Equal Employment Opportunity Policy, the employee should address the concerns to AAO.

Wesleyan is firmly committed to open, consistent recruitment procedures and to affirmative action.  The policies and procedures stated above are subject to change at the sole discretion of the University and can be modified in the context of a particular search.