Common use of Appointment Procedures Clause in Contracts

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate Xxxx before any formal action is taken. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees). d. The Department shall fully discuss the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate Xxxx for review and approval. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate Xxxx in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “Xxxxx University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the Xxxx. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the Xxxx in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The Xxxx or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and(a) The Xxxx of Library and Multicultural Learning, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate Xxxx before any formal action is taken. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees). d. The Department shall fully discuss the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate Xxxx for review and approval. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate Xxxx in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “Xxxxx University is actively committed to diversity LSC (Library Search Committee) and the principles Office of employment equity and invites applications from all qualified candidates. Womenthe Director of Human Resources, Aboriginal peoplesshall prepare the advertisement which shall be advertised in electronic format through professional library associations nationally, members of visible minorities, people with disabilitiesregionally, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Departmentlocally. The Department shall make arrangements to collect, screen and answer all applications posting will remain open for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary weeks. (b) The Librarians Search Committee shall consist of: (i) the Xxxx of Library and tenured appointments, except in cases where there are fewer than Multicultural Learning or designate; (ii) three (3) qualified candidates. It University Library full-time employees (two of whom shall be Librarians in the bargaining unit) selected by the Xxxx of Library and Multicultural Learning after consultation with the Librarians in the bargaining unit, or by the Librarian Members if this function is understood that delegated by the cost Xxxx of Library and Multicultural Learning; (iii) up to two (2) additional employees of the interview is not a consideration when deciding whether an applicant University selected by the Xxxx of Library and Multicultural Learning, after consultation with the Library employee representatives on the Committee. Committee members selected should be included on representative of either the short-listSchool(s) concerned or an individual whose work will be informed by the Librarian to be hired, and one of these members should be a Member of the bargaining unit. h. (iv) a student selected by the Students’ Union. Members of the Committee will be required to make a genuine commitment to the business of the Committee. The complete files LSC shall elect the Committee Chair who will not vote except to break a tie. The LSC shall select a secretary who shall record minutes of its meetings, and keep a file of all applicants who are self-identified members documents supplied to the Committee. The secretary will also record the recommendation of designated groups the Committee and the rationale for it. (c) The Committee and the Xxxx of Library and Multicultural Learning shall be examine all applications and supporting documents submitted to the XxxxOffice of the Director of Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed. (d) The Chair, in collaboration with the Office of the Director of Human Resources shall arrange for the applicants’ interviews. (e) The Committee shall make a recommendation, with supporting rationale, in writing, that a specific applicant(s) is suitable for the appointment and if in its view, more than one applicant is recommended, shall list them in order of priority. The Committee may recommend that none of the short listed applicants be appointed. If a Department's initial short-list the Committee recommends the appointment of an applicant(s), the Committee may also suggest rank, salary scale level, and any special conditions for interviews the appointment. (f) The Xxxx will consider the recommendations of the Search Committee. If the Xxxx does not include a self- identified member intend to recommend the appointment of a designated group, reasons must be provided to the Xxxx in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The Xxxx or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list person recommended by the Department/Centre together with Committee, the complete files Committee will be so informed, in writing, of these applicants; ii. the departmental rationale, if any, intended decision and the reasons for not including a self-identified member of a designated group on it and shall meet for further input before the short-list (see Article 19.10 (g)); iii. final recommendation is made by the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groupsXxxx. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate Xxxx before any formal action is taken. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees). d. The Department shall fully discuss the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate Xxxx for review and approval. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate Xxxx in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “Xxxxx University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal Indigenous (First Nations, Métis, Inuit) peoples, Black people, persons with disabilities, members of visible minorities, people with disabilities/racialized groups, and Two- Spirit, lesbian, gay, bisexual, transgender, queer, intersex, and queer additional sexually and gender diverse (LGBTQ2SLGBTQI+) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Self- Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the Xxxx. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the Xxxx in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The Xxxx or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02