The Recruitment Plan

The recruitment plan is developed by the hiring official and the search committee. The plan should include the following items pertaining to:

Organization of the Search Committee

(section of plan developed by hiring official)

charge to the search committee;
tasks to be completed by search committee chairperson;
tasks to be completed by search committee as a group;
search committee meeting schedule;
expectations of confidentiality and attendance at committee meetings;
person(s) responsible for meeting minutes, applicant records, correspondence, travel arrangements, on-site and off-campus interviews and meetings, candidate itineraries, completing and processing required search and appointment paperwork, and budgetary accounting;
budget, including advertising and travel expenses for candidates and committee members;
where search records will be kept. Search records must be kept for two years from the date of the hire.

(developed by hiring official, search committee chair, search committee, or by a combination of these parties, as needed)

position description, after review with the department/unit head and all members of the search committee, that contains only job-related criteria and does not reflect bias or unlawful discrimination based on the protected classes of race, color, religion, creed, sex, age, disability, national origin, veteran status, or sexual orientation;
essential and marginal job functions for the position;
required and preferred qualifications that reflect performing the job functions.

(developed by search committee chair and search committee)

timelines for the search, including application deadline, screening dates, interview schedule, and target dates for submitting recommendations;
materials to be submitted by applicants, for example:
- cover letter;
- résumé or vitae;
- letters of recommendation (number required);
- list of references (number required and from whom);
- transcripts;
- statement of philosophy and goals;
- other items, as determined necessary.

(developed by the search committee)

name and address of the person to whom applications/nominations will be submitted;
mode of application; whether faxes or electronic vitae/resumes will be accepted;
international, national, regional, and local recruiting market for the position (EPA positions, particularly for administrators and faculty, require national searches, but may include wider markets.);
advertisement/announcement (Ensure that the EO/AA Employer and Reasonable Accommodations Statements are included in all means of advertisement.);
publications, websites, institutions, individuals, and other sources for the advertisement/announcement;
additional outreach sources to attract underrepresented groups, consulting with the Coordinator of Employment Programs for assistance, as needed;
publication deadlines for submission of advertisements/announcements to ensure that they permit the advertisement to be published for at least one month prior to the date applicant screening is to begin;
record of submission of the advertisement/announcement to identified sources.

The hiring official should review the recruitment plan to ensure that a diverse and competitive applicant pool can be assembled.
Remember that all portions of the application and interview process must be accessible to persons with disabilities.