The Opportunity Development and Diversity Education Planning Office is responsible for monitoring Georgia State's faculty and staff hiring procedures.
Staff Hiring Procedures
The AA/EEO Investigations & Hiring Office has the responsibility to uphold the federal and state laws and executive orders, which prohibit discrimination in employment and education. It is illegal to discriminate against people because of their Race, Color, National Origin, Sex, Religion, Age and Disability.
A classified hire is not a faculty position. These positions are also known as staff positions. Click here to review the Hiring Process.
Confidential Applicant Flow Information Survey
Thank you for your interest in employment at Georgia State. Georgia State’s commitment to affirmative action/equal employment opportunity requires that we monitor applicant data for position vacancies. This information complies with government recordkeeping, reporting and other legal requirements. Completion of this survey is voluntary and optional, and will not affect your candidacy for any position. Your response is confidential and will not be shared with individuals participating in the selection process. Thank you for your participation.
Federally Designated Race and Ethnic Categories
American Indian or Alaskan Native (Not Hispanic or Latino): A person having origins in any of the original peoples of North or South America (including Central America) and who maintains cultural identification through tribal affiliation or community recognition.
Asian (Not Hispanic or Latino): A person having origins in any of the original peoples of the Far East, Southeast Asia or the Indian subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand and Vietnam.
Black or African American (Not Hispanic or Latino): American, not of Hispanic Origin. Persons having origins in any of the Black racial groups of Africa. Includes persons who indicated their race as Afro-American, Black Puerto Rican, Jamaican, Nigerian, West Indian or Haitian.
Hispanic or Latino: Hispanics or Latinos are persons of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race and who maintain cultural identification through tribal affiliation or community recognition. The federal government considers race and Hispanic origin to be separate and distinct concepts.
Multiracial/Two or More Races (Not Hispanic or Latino): Multiracial Americans are those people who belong to two or more of the federally designated racial categories. Includes all other persons not included in the “Black, Hispanic, Asian or Pacific Islander, American Indian” race categories. Per state law, having parents of different races.
Native Hawaiian or Pacific Islander (Not Hispanic or Latino): A person having origins in any of the original peoples of Hawaii, Guam, Samoa, or other Pacific Islands. It includes people who indicate their race as “Native Hawaiian,” “Guamanian or Chamorro,” “Samoan” and “Other Pacific Islander.”
White (Not Hispanic or Latino): A person having origins in any of the original peoples of Europe, North Africa or the Middle East.
AA Unit Coordinators
|Colleges||Unit Coordinator||Campus Extension|
|Arts & Sciences||Cassondra Breedlove||Ext. 3-5030|
|J. Mack Robinson College of Business||Dana Carter||Ext. 3-7008|
|Education||Glenda Haliburton||Ext. 3-8122|
|Byrdine F. Lewis School of Nursing and Health Professions||Grace Garrett||Ext. 3-1218|
|Law||Angie Lymon||Ext. 3-9065|
|Library||Terri Walthour||Ext. 3-2712|
|Andrew Young School of Policy Studies||Janaia Moore||Ext. 3-0029|
|VP Academic Affairs/Provost||Ann Williamson||Ext. 3-2586|
Unit Coordinator Responsibilities
Affirmative Action Unit Coordinators are appointed by each vice president and college dean and the university librarian and the assistant vice president for continuing education and public service. Unit Coordinators serve at the pleasure of the individual administrators named above.
Affirmative Action Unit coordinators are an important point of contact between the areas they represent and the AA/EEO Investigations & Hiring Office. These individuals help in the university’s efforts to ensure equal employment opportunity by providing an additional level of review for hiring decisions. Affirmative Action unit coordinators work with hiring officials in their respective areas to ensure appropriate hiring procedures are used. This includes the accurate and timely completion and submission of required paperwork. For unit coordinators in non-academic areas, this applies to classified positions only. For unit coordinators in academic areas, this responsibility also includes the following: (1) full-time faculty positions and (2) full-time administrative positions with faculty rank. These positions are discussed below.
- I. Classified Positions The Classified Employment Candidate Recommendation Form (formerly called The Affirmative Action Employment Checklist) is submitted to the Employment Office for its review and approval to hire classified employees. As a part of the approval process, the Opportunity Development and Diversity Education Planning Office also reviews this form. The role of the Affirmative Action unit coordinator identifies and addressses potential problems before the checklist leaves his or her organizational unit. The Unit Coordinator should make sure the Classified Employment Candidate Recommendation Form is completely and accurately filled out and be alert to the following “red flags.”
- Did the hiring unit include the criteria used to decide whom to interview? These are criteria beyond those posted as minimum hiring standards.
- Were any interviews conducted before the posted dates of advertisement? This is an unacceptable practice that can give the appearance of pre-selection.
- Did the hiring unit interview at least three applicants? It is permissible to interview fewer than three applicants fewer than three applicants applied and the position was posted for at least 10 working days.
- Were any female or minority applicants interviewed? If not, the hiring official will be asked to provide an explanation.
- Is the computer-generated applicant list included? Is it signed by the hiring official?
- Does the recommended applicant meet the minimum requirements posted in Georgia State’s Job Opportunity Bulletin?
- If a Georgia State employee is the recommended applicant, verify that the salary is appropriate, based on promotion, lateral transfer, demotion, etc.
- Is the recommended salary within the posted range? Any salary offered must be within this range.
- If the recommended salary is above the minimum posted rate, is the required letter of justification from the hiring official included with the checklist?
- If multiple positions with the same title are filled, are the recommended salaries the same? If not, the hiring official must provide a written explanation and submit it with the checklist. This only applies to multiple positions filled by a minority and a non-minority or a male and a female.
- Is the Classified Employment Candidate Recommendation Form signed and dated by the Unit Coordinator (or his or her designated alternate) and the appropriate hiring official?
Additional “red flags” exist for classified positions at the level of assistant director and above. These are:
- Is the University System of Georgia Position Vacancy Announcement (PVA) submitted to the Opportunity Development and Diversity Education Planning Office in a timely manner? This should be done upon administrative approval to fill the position, but no less than three weeks before the deadline date.
- Does the PVA include an application deadline and a position starting date? The Applicant Clearinghouse will not accept the PVA without this information.
- Is the application deadline date on the PVA consistent with the date used by the Employment Office?
- Once the position is filled, did the department complete Part B of the PVA and submit the appropriate copies to the Opportunity Development and Diversity Education Planning Office?
II. Faculty Positions– Affirmative Action unit coordinators working in academic areas are the persons responsible for coordinating faculty hiring within each college, school and the library. These individuals work with hiring departments to ensure affirmative action procedures are followed and record-keeping requirements met. The latter serves to document a department’s “good faith efforts” to recruit and hire qualified women, minorities, individuals with disabilities and protected veterans.
The four forms for providing this kind of documentation are: (1) Faculty Vacancy Form (Appendix A): (2) Search Committee Form (Appendix B); (3) Approval of Pool (Appendix C); and (4) Faculty Hire Form (Appendix D). These forms are submitted in the order listed, at separate points in the search process. Affirmative Action Unit Coordinators help move this information between departments and the AA/EEO Investigations & Hiring Office.
They should be alert to the following:
- Is the Faculty Vacancy Form submitted to the AA/EEO Investigations & Hiring Office in a timely manner? This should be done upon administrative approval to fill a faculty position, but no less than three weeks before the deadline date.
- Does the Faculty Vacancy Form include an application deadline and a position starting date? The Applicant Clearinghouse will not accept the Faculty Vacancy Form without this information.
- Did the department send a Confidential Applicant Flow Survey to all applicants for the vacant position? This must be done to get information about the composition of the applicant pool.
- Did the department complete the bottom part of the Confidential Applicant Flow Survey designated as, “For Department Use Only?” This must be done so the AA/EEO Investigations & Hiring Office can tally data from returned surveys.
- Before submitting the Affirmative Action Checklist and Approval of Pool, did the department contact the AA/EEO Investigations & Hiring Office for data from the returned surveys?
- If multiple positions with the same rank and title are filled, are the recommended salaries the same? If not, the hiring official should provide a written explanation to submit with the Faculty Hire Form.
- Once the position is filled, did the department complete Part B of the Faculty Vacancy Form and submit the appropriate copies to the AA/EEO Investigations & Hiring Office?
Any of the areas discussed in this document can delay the hiring process. Addressing these issues before the fact, rather than after, potentially avoids any delays and encourages consistent treatment for applicants. Therefore, AA Unit Coordinators should be aware of any areas of concern.
Affirmative Action Unit Coordinators are a liaison between the areas they represent and the AA/EEO Investigations & Hiring Office. Their individual and collective efforts combined with other members of the university community are an important part of the affirmative action program. These efforts reflect Georgia State's continuing commitment to furthering the goals of nondiscrimination and equal employment opportunity.
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