Item 3.B-June 3, 2011
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR-HR at 682-6114
*******************************************************************************************************************
INSTRUCTIONS: See http://www.unr.edu/vpaf/hr/compensation/placement.html for complete instructions.
*******************************************************************************************************************
Incumbent(s) Name (if applicable): Jennifer Grogan
Position #(s): 17073
Current Title: Coordinator, Faculty Recruitment
Current Range: 3
(JCC:77214;3D;CM4520;CC062;E)
Department: UNR Human Resources
College/Division: Vice President,
Administration & Finance
Account #: 1101-104-0401
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
( X ) Title Change, Proposed Title: Manager, Faculty Recruitment
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
Range:
( ) Line of Progression (show titles below)
JCC (HR assigned):
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
Immediate Supervisor’s Signature
Timothy McFarling
Assistant Vice President, HR
____________________________________________________________
Director/Chair/Dean
Timothy McFarling
Assistant Vice President, HR
__________________
Date
__________________
Date
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Ron Zurek
Date
Vice President, Administration & Finance
Action Approved by the President (Completed by Faculty HR):
Position #: 17073
EEO Code: 3D
CUPA Code: CM4520
Exempt: Yes or No Census Code: 062
Job Class Code: 67097
Range: 3
Effective Date: 6/1/2011
Approved Title:
MANAGER, FACULTY RECRUITMENT
____________________________________________________________
__________________
Employee Signature
Date
(Employee signs and sends to HR for personnel file after PDQ has been “final” stamped for approval)
Rev: 12/1/2008
Position Description – Manager, Faculty Recruitment
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Manager, Faculty Recruitment, has complete oversight for the faculty search process which
includes supporting campus search committees by providing current recruitment information,
resources and techniques, and consulting and advising search committees on technical search
issues. The Manager approves all requests to fill a position and ensures compliance with Equal
Employment Opportunity and Affirmative Action regulations. The incumbent promotes diversity,
outreach and recruitment through search committee training, sourcing of jobs, advertising, and
monitoring applicant pools. This position works closely with deans, managers and supervisors on
recruitment plans for both administrative and academic faculty. This position provides support and
guidance to subject matter experts on the university campus and facilitates various human resources
(HR) programs and projects. The position reports to the Assistant Vice President, Human Resources.
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
40% - Develop, deliver and implement programs that enhance the quality of the search process
 Assist in sourcing advertisement for commonly used publications
 Train Search Coordinators and Search Chairs on e-search and the search process
 Develop and maintain an internet advertising program that is available to all departments
 Advise on screening and interviewing techniques
 Evaluate and implement various recruitment methodologies
 Provide technical information to faculty on proper hiring practices and compliance issues
 Serve as a resource to search committees by providing assistance and advisement on
recruitment techniques
 Create and maintain resources for search committees
 Assist departments in writing Position Description Questionnaires (PDQ) in coordination with
Compensation Department
 Continuously enhance the on-boarding process
 Promotes diversity outreach and recruitment through search committee training, sourcing of
jobs, advertising and monitoring applicant pools
 Supervise classified HR staff supporting the faculty search process
30% - Compliance
 Monitor the search process to ensure compliance with Affirmative Action, Equal Employment
Opportunity, and the Uniform Guidelines on Employee Selection Procedures’ and Nevada
System of Higher Education (NSHE) / University of Nevada, Reno (UNR) policies and
procedures while meeting the operational needs of the institution
 Ensure integrity of search data for Affirmative Action Plan
 Implement plans to advance the stated goals of the annual Affirmative Action Plan
 Provide technical information to faculty on proper hiring practices and compliance issues
 Prepare applicant data for the annual Affirmative Action Plan and quarterly reports
 Investigate complaints regarding search irregularities and complaints about the process
 Coordinate background checks and identify potential issues when applicants self-disclose
convictions and/or relatives on the pre-employment certification form
 Actively monitor open searches where a placement goal exists; communicate with the hiring
authority and the Provost regarding the diversity of candidate pool prior to interviews
Position Description – Manager, Faculty Recruitment
30%




Page 3
System Support for Applicant Tracking System
Manage and administer the Applicant Tracking System (ATS) vendor for all communication,
system updates, new releases, system failures and system problems
Communicate with applicants regarding applications and problems with the system
Act as liaison with University of Nevada School of Medicine (UNSOM) Human Resources for
their use of the ATS
Support internal users to best maximize the use of the ATS system through training, best
practices, implementing system enhancements, and resolving questions and problems
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
The incumbent has the freedom to act in order to ensure continued compliance with the Office of
Federal Contract Compliance Program (OFCCP). The incumbent acts independently in establishing
and maintaining sound recruiting practices to improve the quality of applicants.
Impact:
The search process is negatively impacted when established policies and practices are not followed.
Non-compliance with OFCCP regulations has serious implications for the Federal contracts that are
awarded to the University. The incumbent monitors search practices to ensure consistency and
fairness. Decisions impact the quality of the candidates and hires which in turn impacts how the
university is perceived. Errors in any phase of the recruiting process may have a detrimental effect on
hiring, retention, litigation, and employee morale.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
 Federal and state laws and regulations governing equal employment opportunity, affirmative
action, and the recruiting/hiring process
 Recruitment, interviewing, screening and selection methods and processes
 Adult learning and training methodologies
 Applicant Tracking Systems
 Diversity recruiting techniques
Skills in:
 Excellent verbal and written communication
 Proficiency in use of a personal computer and current software applications including but not
limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email)
 Analytical, decision-making, and problem-solving skills
 Interpersonal and human relations
 Classroom teaching and presentation
Ability to:
 Maintain confidentiality of sensitive information
 Stay current in discipline by seeking out and learning new information pertinent to performance
of duties
Position Description – Manager, Faculty Recruitment





Page 4
Research issues/situations, develop and provide solutions, exercise sound judgment to make
appropriate decisions, and implement solutions reflective of the university’s mission and
commitment to diversity; bring concerns to management
Establish rapport and work and interact effectively with diverse populations with varied
perspectives, i.e., administrators, faculty, professional, and classified staff
Facilitate exchange, coordination, and collaboration of information, work, and projects/events
in order to foster support for achieving affirmative action goals
Utilize databases to manipulate data and generate reports
Guide and influence individuals and hiring authorities to achieve the best results in the
recruitment process
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Administrative, Academic and
Classified staff
Vice Provost
Chairs, Supervisors, Deans
Hiring Authorities and Provost
External
Applicants
Vendors
Reason for Contact
To develop working relationships with all levels of employees
across campus to provide support to search committees
To interact directly with search chairs and coordinators and
various levels of management to influence and ensure compliance
with established procedures
To interact frequently with the Vice Provost to resolve exceptions,
answer questions and expedite the search process
To guide the management staff with overall direction and to
ensure Affirmative Action Goals are met
To apprise of searches with an Affirmative Action goal and provide
diversity data about applicant pools
Reason for Contact
To assist with application process and answer questions about
positions
To work with our outside vendor to enhance our Applicant
Tracking System; work with contacts who we have contracted with
for job postings; and, work with outside training vendors for
speaking opportunities
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Bachelor’s degree from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Bachelor’s Degree and four years experience in recruitment, sourcing or talent
management
Preferred Licenses or Certifications: None
Position Description – Manager, Faculty Recruitment
c.
Indicate any license or certificate required for this position.
None
Page 5