NEW HIRING PROCESS CHANGES
Effective immediately, the following changes will be implemented to the recruitment process for positions submitted to the Office of Equity and Affirmative Action for approval. If you have any questions regarding these changes, please contact the office at (920) 424-2296.
- Unclassified Recruitments
- ALL PAPERWORK must include the signed copy of the HIRING FREEZE EXEMPTION FORM
- MUST fill out a Recruitment Activity Plan and submit with the Position Announcement for approval.
- E&AA must approve applicant pools prior to screening by the search and screen committee.
- Non-selection codes must be used for each applicant who has not been selected for an on campus interview. These codes can be found on our website. E&AA must approve the individual tiering prior to scheduling on-campus interviews.
- E&AA must approve all non-selection codes prior to extending an offer to the final candidate. If prior approval is not obtained, no authorization will be given.
- Voluntary self-identification information can now be submitted electronically through the E&AA website. ALL applicants must be given the link, no exceptions. The link information is in the sample acknowledgement letter language. Paper copies of self-identification forms are now obsolete.
- University Account with HigherEdjobs.com and US.jobs
- E&AA has recently purchased an unlimited posting agreement with HigherEdJobs.com.
- Departments no longer have to incur the charge of individual position postings to higheredjobs.
- HigherEdJobs and US.jobs will automatically obtain recruitment postings from the HR website on a nightly basis
- Departments are free to recruit in professional journals, magazines, listserves, etc. at their own expense.
- Waiver of Recruitment
- All requests for waivers of recruitment require the updated form available on our website.
- A waiver of recruitment is a permanent waiver of the recruitment process to fill a position. Therefore, waivers will not be granted for reasons other than those outlined in the request form. Waivers will only be granted for exceptional circumstances.
- Waivers no longer expire after one year.
- A non-permanent waiver can also be given for an acting, visiting, or interim appointment.
Continuous or ad-hoc recruitment processes will change as follows:
- Positions may only be advertised for one academic year;
- Applicant pools should be identified and screened every 30 days;
- E&AA must approve the non-selection codes for each applicant who has not been selected for an on campus interview;
- E&AA must approve all non-selection codes prior to extending an offer
Office of Equity & Affirmative Action
Dempsey Hall 211
View the campus map.
Monday-Friday from 7:45 a.m. to 4:30 p.m.
Our office feels strongly about your input and answering your questions. If you have questions, please contact our office at (920) 424-2296.
- About the Office of Equity and Affirmative Action
Office of Equity & Affirmative Action
"Equal Employment Opportunity and Affirmative Action are shared responsibilities of the entire University community, including the administration, faculty, academic staff, classified staff and students."
(from the UW Oshkosh Affirmative Action Policy)
It is the goal of the office to ensure that all members of the University of Wisconsin Oshkosh community are able to engage in academic pursuits, obtain and maintain employment, and utilize university services without experiencing discrimination based upon race, religion, creed, color, sex, gender identity/expression, ancestry, national origin, age, marital status, relationship to other employees, sexual orientation, disability, veteran's status, membership in the National Guard, state defense force or any other reserve component of the military forces of the United States or this state, arrest or conviction record, political affiliation, or other protected status.
In addition, the office is committed to act affirmatively to eliminate under utilization of and increase opportunities for women and members of racial and ethnic minorities that have traditionally experienced discrimination.
The UW Oshkosh Office of Equity and Affirmative Action:
- Assists search committees in developing a search process which strives to create a diverse pool of applicants, provide an equal opportunity for all applicants to demonstrate their suitability for the position, and to ensure that the interview and selection processes are free from discrimination based upon any protected status.
- Offers programming for the UW Oshkosh community about affirmative action and equal employment laws, discrimination, harassment, cultural diversity, gender issues, and the process for hiring employees.
- Monitors changes in the University workforce and makes recommendations to increase the recruitment and retention of underrepresented groups.
- Provides assistance to individuals who have concerns and questions about discrimination, and racial, ethnic, or sexual harassment.
- Administers internal discrimination grievance and harassment procedures and conducts investigations relative to complaints.
- Serves as a resource for members of the University community who need resource materials, information, or advice.
- Develops and distributes the annual Federal Affirmative Action Plan and the biannual State Plan. The current state and federal affirmative action plans are on file in the Office of Equity and Affirmative Action and can be viewed upon request.
- Participates in developing and updating University policies and programs to provide and retain a diverse workplace.
- Affirmative Action Plan and Hiring Goals
AFFIRMATIVE ACTION POLICY STATEMENT
The UW Oshkosh Affirmative Action Plan covering women and racial/ethnic minorities has been prepared to meet the requirements of Executive Order 11246, as amended, and more specifically to comply with its implementing regulations, standards and guidelines set forth in 41 CFR Chapter 60-2, Office of Federal Contract Compliance Programs, Equal Employment Opportunity, Department of Labor. Affirmative action must be applied to all faculty, academic staff, classified staff, limited term, and project positions of employment and to all employment practices including, but not limited to: recruiting, hiring, certification, testing, transfers, promotions, training, compensation, benefits, layoffs, non-contract renewals, terminations, retention, and committee assignments.
Under federal law, an affirmative action plan must include (1) a workforce analysis by job group; (2) a utilization analysis and (3) a set of specific goals designed to overcome underutilization. A utilization analysis of the workforce shows a comparison between the representation of minority and female workers in the University workforce and their availability. Goals are established based on the utilization analysis. All academic departments and employing units are expected to apply good faith efforts in recruiting and employing women and minorities to achieve these goals. The statistical analysis and establishment of goals represent an affirmative effort to ensure that the University continues to provide employment opportunities on a nondiscriminatory basis. The UW–Oshkosh Affirmative Action Plan is updated annually. Copies of the current plan are available in the Office of Equity & Affirmative Action.
- UNIVERSITY OF WISCONSIN OSHKOSH POLICY
CONCERNING AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY (41 CFR 60-2.20)
Equal Employment Opportunity and Affirmative Action are legal, social and economic responsibilities of the University. Accordingly, the University is subject to various federal and state laws and rules, including policies that are established by the University of Wisconsin System, relating to Affirmative Action and Equal Employment Opportunity. [Note: A partial listing of these laws includes the following: The Equal Pay Act of 1963, as amended; Title VI of the Civil Rights Act; Title VII of the Civil Rights Act of 1964; the Age Discrimination in Employment Act of 1967, as amended; Section 503 and 504 of the Rehabilitation Act of 1973, as amended; Executive Order 11246, as amended; Executive Order 28; Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974; Chapters 36 and 230 of the Wisconsin Statutes. Please note that Executive Orders from the Governor of the State of Wisconsin, directives from other state agencies, and other miscellaneous rules, policies, and guidelines of the Board of Regents of the University of Wisconsin System are also applicable.] The policies, practices, and procedures of the University, as implemented at all levels, assures the active and positive implementation of federal and state Equal Employment Opportunity and Affirmative Action laws, executive orders, rules and regulations and policies and guidelines of the University of Wisconsin System
The University is committed to, and reaffirms support for, Equal Employment Opportunity and Affirmative Action and to non-discrimination in employment policies, practices, and procedures. As evidence of this commitment, the University will periodically examine all employment policies, practices, and procedures for impermissible discrimination on the basis of age, ancestry, arrest or conviction record, color, creed, disability, marital status, national origin, political affiliation, race, relationship to other employees, religion, sex, gender identity or expression, sexual orientation, veteran’s status, membership in the National Guard, or other protected class or status. If the employment policies, practices, and procedures can be improved or if discrimination is found to be present, the University will immediately take such remedial action as is necessary to (1) strengthen the policies, practices, and procedures;
(2) remediate the effect of such discrimination; and (3) ensure that the discrimination does not recur in the future.
The University’s commitment to the policy of Affirmative Action is intended to overcome the present effects of past discrimination and to balance the composition of the work force while providing Equal Employment Opportunities and Affirmative Action for members of groups that are, or have been formerly, underrepresented, consistent with the requirements and limitations of federal and state law and regulations. Affirmative Action in all employment policies, practices and procedures is required to be taken for women, racial and ethnic minorities, and person with disabilities in unclassified, classified, limited term employment and project positions with the University. Affirmative Action efforts are implemented in all employment policies, practices, and procedures including, but not limited to, the following: appointments to committees, certification, classification, compensation, discharges, evaluation, fringe benefits, interviewing, layoffs, nonrenewals, placement, promotion, recruiting, retention, screening, selection, terminations, testing, training, and transfers. It is recognized that any form of retaliation in employment, including retaliation against any employee or applicant for employment on the basis that they have filed a complaint, assisted with an investigation, or instituted other proceedings, also constitutes a form of discrimination that is expressly prohibited.
The University maintains an Affirmative Action Plan for the recruitment, employment, and promotion of women and minorities. Consistent with this plan, the University monitors hiring and termination decisions for women and minorities to ensure non-discrimination. Copies of the
Affirmative Action Plan are kept on file in all campus libraries and in the University’s Equity & Affirmative Action Office. Summaries of the Affirmative Action plan are available through campus publications, on the University website, and are also available for distribution upon request. The University will prepare an Affirmative Action Report at least once a year. The Report will include an analysis of the progress made toward the attainment of Affirmative Action goals. The Report will also specify any corrective action(s) that are necessary for the University to meet the Affirmative Action goals.
Equal Employment Opportunity and Affirmative Action are shared responsibilities of the entire University community, including the administration, faculty, academic staff, and students. Position descriptions for, and performance evaluations of, University administrators shall include an assessment of their attention to, and support for, Affirmative Action. Managers and other supervisory personnel, who share the responsibility for the implementation of Equal Employment Opportunity and Affirmative Action policies within the University, shall have these responsibilities included in their position descriptions and shall be evaluated each year on the basis of their performance with respect to Affirmative Action. Violations of the University’s Equal Employment Opportunity and Affirmative Action policy will result in appropriate disciplinary action, consistent with the applicable disciplinary or personnel rules.
The University has established, and will maintain, The Alliance for Equity & Diversity that is composed of faculty, academic staff, classified employees and students. Individuals shall be selected on the basis of a genuine interest in Affirmative Action and to represent the concerns of women, minorities and disabled individuals. The committee shall advise the University of Affirmative Action needs and concerns. The Alliance for Equity & Diversity shall assist the University’s Director of Equity & Affirmative Action in designing and implementing programs.
Harassment by supervisors or co-workers on the basis of age, ancestry, arrest or conviction record, color, creed, disability, marital status, national origin, political affiliation, race, relationship to other employees, religion, sex, gender identity or expression, sexual orientation, veteran’s status, or other protected class or status is a form of discrimination that constitutes an unlawful employment practice that is expressly prohibited. Therefore, it shall be the goal of the University to present and eliminate all forms of harassment within the University. As used above, “harassment’ includes any verbal or physical conduct which does any of the following: hinders access to employment; interferes with an individual’s performance at work; or which creates an intimidating, hostile, offensive, or demeaning environment at work.
The University is committed to conducting training and professional development programs to further efforts to promote the career advancement of women, minorities and disabled individuals. The University is committed to sponsorship of community outreach programs with the aim of increasing educational and employment opportunities for women, minorities and disabled individuals.
The University ensures physical accessibility to work stations for disabled individuals. The University will provide reasonable accommodations for any person who submits a request to ensure equal access to employment. The University will provide reasonable accommodations for any person who submits a request relating to religious observances and practices.
The University has established procedures for providing prompt and fair resolution of complaints alleging discrimination or harassment. These procedures are outlined in the University’s Affirmative Action Plan, which is included in employee handbooks, and copies of which are available, upon request, from the University’s Director of Equity & Affirmative Action. Complaints by employees within a bargaining unit alleging discrimination or harassment are to be presented as a complaint or grievance, as applicable, under the procedures that is specified in the appropriate union contract.
The University will appoint a Director of Equity & Affirmative Action and continue to maintain and support an Office of Equity & Affirmative Action. The University Director of Equity & Affirmative Action will report directly to the Chancellor. The Director of Equity & Affirmative Action is responsible for monitoring and evaluating the implementation of the University’s Affirmative Action Plan. The Director of Equity & Affirmative Action shall also serve as a resource and support person to institutional groups that are concerned with Affirmative Action as it relates to all employees, including unclassified and classified.
Annually, the Chancellor shall submit an Affirmative Action Plan outlining goals in compliance with the policies of the Board of Regents of the University of Wisconsin System.
- UNIVERSITY OF WISCONSIN OSHKOSH POLICY
- What is Equal Opportunity and Affirmative Action?
Equal Employment Opportunity
Equal Employment Opportunity means providing all individuals with an equal chance to become aware of, apply for, and compete for jobs. Those things which interfere with that equal chance are discriminatory. It applies to all faculty, academic staff, classified, limited term and project positions, and to all employment practices including, but not limited to:
- non-contract renewals
- committee assignment
UW Oshkosh is committed to making every good faith effort to achieve the goal of equal employment opportunity.
Affirmative Action goes beyond the concept of equal employment opportunity. Affirmative Action means that the University is required to do more than ensure employment neutrality for women, racial/ethnic minorities and persons with disabilities. Affirmative Action policies and programs are tools whereby additional efforts are made to recruit, employ and promote qualified members of these formerly excluded groups, even if that exclusion cannot be traced to particular discriminatory actions on the part of the University. Unless affirmative action is undertaken to overcome the present effects of systematic institutional forms of exclusion and discrimination, nondiscriminatory employment practices will perpetuate the present imbalance situation. Through specific and result-oriented activities the University's goals are to ensure that every person is given full consideration through equal employment opportunity practices and achieve a representative workforce through its affirmative action programs.
The Office of Equity and Affirmative Action promotes specific efforts designed to attract candidates from groups affected by discrimination and increase their utilization in the work force. These specific efforts may include special advertising designed to reach specific population groups, redesigning tests, and active recruiting of candidates from specific groups.
UW-Oshkosh is an EOE of women, minorities, individuals with disabilities and protected veterans. Background check required. UW-Oshkosh actively seeks diversity among its employees.