Below is a list of frequently asked questions. If this page does not address your concern or information is unclear, please contact Michelle Fields at (504) 247-1783.
Underutilization is defined by the federal government as “having fewer minorities or women in a particular job group than would be expected by their availability”41 CFR § 60-2.11 (b). In our analysis at Tulane University, we compare a job category’s current employment figures to the national, regional, or local availability (depending upon general recruitment area for new employees) of minorities and females. Availability is derived from the most appropriate census data. Different census data is used for the comparison depending upon the particular job category. For example, for faculty the census data used is particular to the rank and discipline of the faculty group.
Jobs are grouped according to the job function. A chart to determine which job group your job belongs to is located on the OIE website under the Affirmative Action tab https://equity.tulane.edu/affirmative-action.
A minimum of 2 weeks is required for all positions. A search may be extended beyond the 2 weeks by notifying Office of Human Resources.
Office of Human Resources post positions automatically to local websites. You may consult with a Talent Acquisition Recruiter for other postings.
Job descriptions are reviewed and approved by Office of Human Resources. Refer to the Office of Human Resources website at https://hr.tulane.edu/records/job-descriptions.
Faculty positions normally do not have traditional job descriptions.
Only persons who meet the minimum qualifications of a job may be considered applicants according to the Affirmation Action Plan regulations. OIE will not approve an applicant for hire who does not meet the stated minimum qualifications on the job description and advertisement.
The Faculty Approval Form only for the selected candidate, the advertisement, and the Faculty Recruitment Procedures Form.
The University is required by law to collect data on all applicants for all positions in order to complete an annual analysis.
As part of the application process, the iReKREWT system collects this data from applicants. For any position not posted through Office of Human Resources, the Search Committee must direct all applicants to OIE’s website to complete the voluntary form.
The Exceptions to the Standard Search Process is also known as a waiver. To determine what constitutes an exception to the standard search contact Michelle Fields at (504) 247-1783.
An applicant cannot apply or be considered for a position once the search has been closed.
An applicant pool is created from the total number of people who apply to a specific position. In the next stage of the selection process, hiring officials must select candidates for consideration from the applicant pool. Candidates cannot be considered for a position if they did not apply to that specific position, or if they are in a different applicant pool.
Interviewing can begin immediately, however department hiring officials must review all applicant information before making a final decision. No decision can be made until the search is closed.
Recruiting documentation must be retained in your department for 2 years in accordance with federal law and guidelines. In the event of an audit, the documentation will be needed for review. All documentation that pertains to the search must be maintained including notes, evaluations, advertisements, resumes and/or CV’s of all applicants, etc.