加拿大dissertation代写-加拿大留学生人力资源预算dissertation写作需求-教师与行政人员招聘录用程序-Faculty and Adminis

加拿大dissertation代写-加拿大留学生人力资源预算dissertation写作需求，Faculty and Administrative Professional Recruitment & Hiring Procedures
Vancouver Version
Recruitment Period: The recruitment period is defined as the time period between the commencement of advertising and the application deadline or application review begin date. Minimum recruitment periods for Faculty and Administrative Professional searches are as follows:
National: 30 calendar days
Northwest Regional: 21 calendar days
Statewide: 21 calendar days
Local/Internal: 14 calendar days
Position Numbers: Every Faculty and Administrative Professional search begins with a vacant or newly created position that has been assigned a position number. Pat Hoover, in the Budget Office obtains position numbers from Position Control in Pullman.
Articulating and Meeting the Diversity Needs of the Position
WSU is looking for the best candidate to fill all positions, regardless of race/ethnicity, creed, color, national origin, religion, gender, sexual orientation, age, marital status, the presence of any sensory, mental or physical disability, disabled veteran or Vietnam-era veteran status. As part of the Universities Affirmative Action effort, search committees and hiring authorities are encouraged to be thoughtful and thorough in thinking about what specific diversity requirements a position may need, and include these requirements, whether as minimum requirements or preferred requirements, in Position Descriptions (for A/P positions) and Notices of Vacancy (for A/P and faculty positions). For questions or advice, please consult your EEO Representative, Randy Boose.
Step One: Pre-Search Planning
Establish a Search Committee. Search committee membership is usually determined by the department head in consultation with the Chancellor’s Office. All committee members are expected to fully participate in the search and to be qualified to review the candidates. Each committee should be comprised of a diverse group of individuals. Consideration should be given to individuals from all under-represented groups, including but not limited to persons of color, individuals with disabilities and women. All individuals selected should be prepared to be full participating members of the committee in all respects.
The search committee serves eight functions in the recruiting, selecting and hiring process:
1. Assisting in the development of the position description and the Notice of Vacancy.
2. Developing and implementing the advertising plan.
3. Screening and evaluating the applicants.
4. Seeking input from individual faculty, staff, students, and administrators in all phases of the search process.
5. Encouraging members of a wide range of WSU constituencies including protected groups to participate actively.#p#分页标题#e#
6. Interviewing the candidates.
7. Providing a recommendation based on search results in a form determined by the Appointing Authority.
8. Presenting a list of finalists to the Appointing Authority.
Each committee member is responsible for ensuring that fair and equitable treatment is given to all applicants, carefully reviewing applicant files and participating actively in the selection of the top candidates to interview.
Updated 3/29/2006
Confidentiality in review and discussion of the applications within the search committee meetings is to be maintained
1st Approval – Position Request, Authorization to Recruit, Recruitment & Advertising Plan