EEF FREQUENTLY ASKED QUESTIONS
Q. Can the EEF participate in the interview process?
A. The EEF is required, at the very least, to attend all interviews as an observer to ensure employment laws are followed. The EEF may also participate as a full member of the screening committee, depending upon the wishes of the Committee Chair.
Q. Can the EEF vote in the selection process?
A. If the Committee Chair has requested that the EEF participate as a full member of the committee, the EEF will be expected to cast a vote.
Q. Is the committee permitted to ask follow-up questions?
A. Yes, follow-up questions that help to clarify an applicant's experience or qualifications, as they relate to the initial question, are encouraged.
Q. When should the EEF recuse themselves from serving on a committee?
A. If any committee member has a conflict of interest, or anything that could be construed to affect their ability to ensure equal employment opportunity, they should recuse themselves from serving on the committee. An alternate EEF will need to serve as a replacement.
Q. When should the recruitment be cancelled?
A. After meeting with the Director of Employment Equity & Faculty Recruitment and appropriate representatives from Human Resources or Academic Personnel, and it has been clearly documented the search process has violated equal employment practices as prescribed by legal mandates and related university policies and procedures.
Q. Can a staff EEF serve on a faculty recruitment committee (or visa versa)?
A. The faculty unit contract limits those who may serve on a tenure-track faculty recruitment to tenured faculty (or tenure-track with approval from the Dean). On the other hand, a faculty EEF may serve on a staff recruitment committee.
Q. Can the committee contact people who are not on the applicant's reference list?
A. No, but there may be some circumstances that justify this. Contact Human Resources (staff) or Employment Equity & Faculty Recruitment (faculty) for assistance with this.
Q. Can prior knowledge of an applicant's qualifications be shared with the committee?
A. No, this information may be biased in some way; additionally sharing prior knowledge of one applicant will preclude equitable treatment of all the applicants. (If the applicant is a Cal Poly employee, the committee chair may review the employee's personnel file.)
Q. Can the EEF be changed or substituted for one or more of the initial interviews?
A. Yes, if the circumstances are unavoidable, this is permitted.
Q. Does the EEF need to be present during the second round of interviews?
A. No. |
