Campbell, David P. (1999). The Complete Inklings: Columns on Leadership and Creativity. These 61 essays are a compilation of bimonthly articles published over a 17-year period. They address various aspects of leadership, such as risk-taking, executive motivation, decision-making, and corporate taboos. They also cover numerous other issues, including general concerns such as father-son relationships, the perils of travel, intelligence testing, civic art, technology, health, cultural understanding, type-A personalities, humor, new management fads, leadership tips from presidents, public relations, affirmative action, time management, psychological training programs, memo writing, the leader as extravert, ethical behavior, men and their toys, seven ways to make a living, enthusiasm, art, weirdo test items, simulated foxholes on a New Jersey beach, the habits of the wealthy, colorless leaders, nature's way, memories of war, an inside look at the Olympics, the rhythms of foreign cultures, a midcareer leadership curriculum for high-potential leaders, notes from a road…

(1998). Attitudes and Opinions from the Nation's High Achieving Teens: 29th Annual Survey of High Achievers. This report presents the 1998 statistical findings of the annual survey to determine the attitudes of national high school student leaders. Questionnaires were completed by 3,123 high school juniors and seniors, all of whom were selected for recognition in "Who's Who among American High School Students." In addition to demographic information, the report details responses regarding the following areas of student life and contemporary issues: (1) education; (2) school violence; (3) weapons and violence; (4) Clinton-Lewinsky affair; (5) attitudes toward media; (6) sexual harassment and assault; (7) cheating/misconduct; (8) sexual behavior and attitudes; (9) condom distribution in school; (10) abortion; (11) cigarettes, alcohol and drugs; (12) peer pressure; (13) teen trends; (14) parental involvement; (15) future/aspirations; (16) important influences; (17) family meal time; (18) happiness; (19)suicide; (20) internet usage; (21) extracurricular activities; (22) generation's… [PDF]

(1985). The Status of Women in the Broadcasting Industry Today. Proceedings of a Sympoisum (Washington, D.C., December 5, 1984). This report provides an edited transcript of discussions at the symposium, \An Inside Look at the Broadcasting Industry,\ which focused on the status of women in broadcasting and the effects of affirmative action on hiring and promotions. Panelists for the symposium were the 28 winners of 1984 Broadcast Awards presented by the National Commission on Working Women, and audience participants included heads of women's organizations, representatives from corporations, labor unions, education and public interest groups, and broadcasters. The general topics discussed included employment, programming, and funding, with special attention given to the lack of women radio talk show hosts, weakening of public affairs programming, wages, the lack of real power for women, viewer response, writing good shows, current issues being addressed on television shows, women trying to have an impact, the links between television and other industries, radio funding, career advancement via the buddy system,…

Newquist-Carroll, L. (1980). CETA Journey: A Walk on the Woman's Side. A Booklet Which Documents CETA's Responsibilities to Women and Women's Access to CETA. Designed to highlight those Comprehensive Employment and Training Act (CETA) regulations that are most pertinent to women, this guidebook interprets and explains relevant sections, details what the prime sponsors' obligations and responsibilities are, and what the rights of the public are in relation to the prime sponsors. The first of six major sections in the guide provides an overview of the CETA titles. In describing the prime sponsor planning process, section 2 outlines the three kinds of councils involved with CETA: (1) Prime Sponsor Planning Council, (2) Private Industry Council, and (3) State Employment and Training Council. The third section outlines the regulations that pertain to deliverer selection. The section of the regulations dealing with nondiscrimination, equal opportunity, equitable service, and affirmative action is summarized in section 4. The final two sections focus on procedures for serving specific target groups and for handling a complaint against a prime… [PDF]

Kerr, Clark, Ed.; Rosow, Jerome M., Ed. (1979). Work in America: The Decade Ahead. Work in America Institute Series. The results of three national symposia held in New York, Chicago, and San Francisco by the Work in America Institute involving more than 300 leaders from industry, qovernment, labor, communications, and education are summarized in this volume dealing with the work force of the future and the emerging work environment. Changes reported that affect work in America include affirmative action legislation, a declining birth rate, retirement-at-70 laws, and early retirement options. Issues responding to the changes discussed are shorter or compressed work weeks, work-at-home jobs (with your own computer terminal), flexitime, employee civil rights, and worker participation in management. Focus is on five fundamental issues: (1) the quality of working life; (2) productivity, emphasizing the human factors in the productivity equation; (3) education and the world of work; (4) employee-management cooperation; and (5) national labor force policy, examining policies of the United States and…

Bottomley, Wayne N. (1978). The USC Faculty Planning Model: A History and Description. A model for planning regarding college faculty is described. The USC Faculty Planning Model was developed by Robert Linnell and Paul Gray in 1974 at the University of Southern California as an interactive mathematical model to trace characteristics of faculty groups over time. Characteristics listed by the model include: faculty age distribution, number of openings, affirmative action data, number of retirements per year, total and average faculty salaries, and percent of faculty tenured. Faculty planning and modeling is claimed to have three basic advantages over other approaches to policy making: (1) modeling simulates human behavior, (2) modeling is economical in terms of time and money, and (3) modeling permits policies to be tried out so that problems with the policies can be discovered before they would arise via implementation. Advantages and disadvantages of this approach and some examples of its application are considered. Two ways that this computer system planning model…

Flener, Jane G. (1974). Newer Approaches to Personnel Management. The rapid growth of university libraries in recent years required changes in the ways of dealing with staff including the re-evaluation of personnel procedures and policies. Changes were brought on by laws regulating fair employment practices, equal opportunity of employment, and affirmative action and by the rising demand of staff to be consulted about matters related to them and their work. Management practices from the business world were introduced in libraries in an effort to provide an opportunity for staff participation. Several university libraries–including Cornell, Columbia, and the University of California libraries at Berkeley and Los Angeles–and the Library of Congress have been working to involve staff in making decisions affecting their work and in providing opportunities for individual growth within the overall goals of the library. More planning toward involving staff in a meaningful way will include recognition of the individual's ability to contribute within a…

Ferguson, Wayne S. (1982). Early Retirement Is Not the Cat's Meow. The Endpaper. Executive Educator, v4 n7 p36,35 Jul. Early retirement plans are perceived as being beneficial to school staff and financially advantageous to schools. Four out of the five assumptions on which these perceptions are based are incorrect. The one correct assumption is that early retirement will make affirmative action programs move ahead more rapidly. The incorrect assumptions are: (1) without an early retirement program, staff will work until age 65 or older; (2) replacing older teachers with younger ones will increase productivity; (3) less productive teachers are most likely to take early retirement; and (4) replacing a high-priced teacher with one who makes less will save schools money. The realities are that the average age of retirement without such a plan is often several years younger than 65, that most of the teachers taking early retirement seem to be the best and most productive employees, and that cost savings are realized only when the employee is not replaced and no stipend is given to the early retiree. (DC)…

Bernstein, Alison (1984). A Foundation Officer's Advice to Young Researchers. ASHE 1984 Annual Meeting Paper. The support of the Ford Foundation for higher education research, and specifically policy-oriented studies, is discussed. The first commonality of Ford Foundation-sponsored policy studies is the existence of a commonly perceived problem (e.g., the Commission on Minorities studied equity/affirmative action). A second commonality of Ford's work is that decision makers need alternative scenarios, as well as data and analysis, that provide clear choices. The third commonality of sponsored studies involves built-in avenues for dissemination. It is important to involve a practitioner in the early stages of the research design to help insure that the research will be useful. Finally, regardless of the topic, the researcher must be sensitive to differential impact based on race, gender, and class. While not all Ford Foundation grants focus on minority or women's issues, each grant takes into account the differential impact of gender, race, and class. Topics about community colleges that…

Manning, Angella D., Comp. (1987). Searching Jobs through Vocabulary. English-Spanish Version. This English-Spanish glossary, which is intended for use in career exploration, special education, and English-as-a-second-language courses, consists of side-by-side English and Spanish definitions of terms related to the job search process. A wide range of terms that are likely to be encountered in a career awareness/exploration class is covered, including terms related to work attitudes, different types of employment (full-time versus part-time or provisional employment), wages and benefits, and employee and employer responsibilities. Terms that are directly linked to the job search process (e.g., resume) and words that are likely to be encountered by persons completing job applications or being interviewed for a job (e.g., marital status, address, abbreviations), are listed. Basic terms related to labor and civil rights legislation, (such as discrimination, affirmative action, disability, are also included, as are concepts and terms related to career development, (such as…

Manning, Angella D., Comp. (1987). Searching Jobs through Vocabulary. English-Vietnamese Version. This English-Vietnamese glossary, which is intended for use in career exploration, special education, and English as a second language courses, consists of side-by-side English and Vietnamese definitions of terms related to the job search process. A wide range of terms that are likely to be encountered in a career awareness/exploration class is covered, including terms related to work attitudes, different types of employment (full-time versus part-time or provisional employment), wages and benefits, and employee and employer responsibilities. Terms that are directly linked to the job search process (e.g., resume) and words that are likely to be encountered by persons completing job applications or being interviewed for a job (e.g., marital status, address, abbreviations) are listed. Basic terms related to labor and civil rights legislation, such as discrimination, affirmative action, disability, are also included, as are concepts and terms related to career development such as…

PASNICK, RAYMOND (1964). CHICAGO'S SCHOOL CRISIS. THE WRITER, A MEMBER OF THE CHICAGO BOARD OF EDUCATION, ACCUSES THE BOARD OF DELIBERATELY IMPOSING CONDITIONS AND POLICIES WHICH HAVE SERVED TO KEEP THE TWO RACES IN THE SCHOOL SYSTEM APART AND TO DISCRIMINATE AGAINST LARGE SEGMENTS OF THE RACIAL MINORITY. HE HOLDS THAT THERE IS A CLEAR NECESSITY TO DEMONSTRATE THIS BOARD'S SINCERITY BY IMMEDIATE, AFFIRMATIVE ACTION. TIME AND ENERGIES NEED TO BE USED IN THIS PUBLIC SERVICE BEFORE CONDITIONS GET WORSE AND THE PATIENCE OF THE VICTIMS RUNS OUT. UNDER THE SYSTEM OF PUBLIC BOARD RESPONSIBLIILITY IN RUNNING THE SCHOOLS, MOST OF THE RACE RELATIONS ISSUES IN CHICAGO'S EDUCATIONAL COMPLEX COULD BE SETTLED BY ACTION OF THE BOARD MEMBERS. THE BOARD SHOULD MAKE A NEW START BY ARRANGING A CONFERENCE WITH ALL CONCERNED TO RESOLVE THE CRISIS WITH COOPERATION AND GOOD WILL. WRITTEN DURING THE TIME OF A SCHOOL BOYCOTT (FEBRUARY 1964), THE ARTICLE CONCLUDES THAT DEMONSTRATIONS AND SCHOOL BOYCOTTS ARE A DIRECT REACTION TO OUR FAILURE AND LAGGARDNESS…

Roberts, Sylvia (1973). Equality of Opportunity in Higher Education – The Impact of Contract Compliance and the Equal Rights Amendment. In discussing the impact of contract compliance and the Equal Rights Amendment on equality of opportunity in higher education, the author focuses primarily on women employed as faculty members and staff at universities and colleges. The basic and fundamental fact is that women have been treated differently, and that is to say, less well, than men. Women are not hired and promoted at the same rate, nor have they been paid as well as their male counterparts in higher education. In October 1972, HEW issued the Higher Education Guidelines that called for (1) nondiscriminatory practices in hiring and promotion of women and minorities in higher education, and (2) affirmative action programs to assure that any discriminatory practices in existence will be eradicated. Colleges and universities can now take one of two courses of action. They can either listen to the demands and charges of women and attempt to rectify whatever adverse conditions exist, or they can ignore such demands and face… [PDF]

(1973). The Evergreen State College Bulletin 1973-74. Presented in this college bulletin are (1) an introduction including information on admissions, registration, accreditation, philosophy, and affirmative action; (2) a survey of the academic programs; (3) a section on the learning process as it is approached at Evergreen; (4) a listing and description of current programs offered; (5) descriptions of prospective programs; (6) the means of student evaluation used, types of credentials to be earned, and career planning; (7) the means of governance at the college; (8) a section on special services, policies, and procedures; and (9) a listing of the members of the board of trustees, the administrators, and the academic and professional staff. Of particular interest is a program at the college known as contracted studies. Under this program a student or group of students may contract to complete a certain project under the supervision of a faculty member with some expertise in the area of the project. (HS)… [PDF]

(1972). The Status of Women Faculty at Bowling Green State University. In response to the increasing concern in the academic professions about the systematic sex bias faced by women academicians, the Faculty Senate of Bowling Green State University appointed an Ad Hoc committee on the Status of Women Faculty in the fall of 1971. The committee was charged with conducting an empirical study on existing sex differentials in areas of particular concern to University faculty. The committee found in its study that sex discrimination does exist at Bowling Green in the areas of hiring, promotion, tenure, rank, numbers, and salary. Thus, recommendations are made by the committee concerning: (1) the implementation of an affirmative action program; (2) the appointment of an assistant provost for women; (3) the organization of a permanent Commission on the Status of Women; (4) the equalization of status of men and women faculty; (5) the appointment of women to policymaking posts; (6) equality in hiring practices; and (7) the inclusion of child-care and maternity… [PDF]

(2002). Making the Grade in College Prep: A Guide for Improving College Preparation Programs. On March 28, 2003 the U.S. Department of Education (ED) issued a report titled \Race-Neutral Alternatives in Postsecondary Education: Innovative Approaches to Diversity.\ The purpose of this report is to describe a number of race-neutral approaches that postsecondary institutions across the United States are using. This staff assessment by the U.S. Commission on Civil Rights examines \Race-Neutral Alternatives\ in light of the Commission's prior analyses, findings, and conclusions. ED stated that the \Race-Neutral Alternatives\ document consisted of program descriptions, rather than best practices examples, and the report provides no criteria on which the programs are judged. The most the document can do is list programs that might work; it does not in fact provide alternatives. The greatest weakness of the report is that it ignores the growing body of research that challenges assertions that some of the programs are viable substitutes for affirmative action. (Contains 50 endnotes.)… [PDF]

(1997). Lesson Plan of the Month. Series V, No. 1-9, 1997. This series of independent lessons draws from examples of real legal issues and encourages students to refer to Constitutional interpretations and precedent cases to arrive at judgments. The lessons include: (1) "Affirmative Action: How Level is the Playing Field?"; (2) "We Are a Nation of Immigrants"; (3) "Should Elected Office Be a Lifetime Job?"; (4) "Is There Room for the Menorah, A Nativity Scene, and Other Religious Symbols in the Classroom?"; (5) "Indecency on the Net: Should It Be Regulated?"; (6) "Ethics, An Issue for Every American"; (7) "Cloning. . . Are We Next? How Far Should It Go?"; (8) "A Religion? Or a Cult? What's the Difference? And What Rights Do Religious Cults Have?"; and (9) "Teen Driver's License Regulations." Each lesson includes descriptions of cases and background information, objectives, key concepts and vocabulary, student activities, student handouts, supplemental… [PDF]

(1987). Master Contract: San Joaquin Delta College Teachers Association/CTA/NEA and San Joaquin Delta Community College District, July 1987-June 1990. The collective bargaining agreement between the San Joaquin Delta Community College District Board of Trustees and the San Joaquin Delta College Teachers Association/California Teachers Association/National Education Association is presented. This contract, covering the period from July 1987 through June 1990, deals with the following topics: bargaining agent recognition; definition of terms; negotiation procedures; non-discrimination; bargaining agent rights; professional dues or fees and payroll deductions; dispute settlement procedures; leaves of absence; employee benefits; working conditions; personnel files; college calendar; holidays; transfers; evaluation of faculty; workload; salaries; hourly compensation; extra duty compensation; substituting; travel; reduced service partial retirement plans; unit stability; maintenance of benefits; statutory changes; miscellaneous conditions; public charges; rights and responsibilities; and savings clause. Appendixes provide the salary…

Russell, Roberta J.; Wright, Ruth L. (1990). Visible Minorities and Women in Educational Leadership: A Report of Research in Progress. Preliminary findings from two studies in progress on women and visible minorities in Canadian public and educational administration are presented in this paper, which focuses on the impact of tokenism resulting from differential expectations and their influence on the organizational socialization of managers. Primary data were derived from semistructured interviews, or career histories, with 20 white and minority male and female middle managers in public administration and education. Their experiences and perceptions of opportunities for advancement are described. Findings suggest that differences exist in the ways in which males and women and minorities experience organizational life, and that these differences may significantly impact career outcomes. Responses tend to support the view that women and minorities are seen as tokens and are treated differently from white males. Racism/discrimination was not perceived as such by those managers who have successfully advanced. A…

Davidson, Mary E.; And Others (1988). Monitoring Commission's Response to the Annual Desegregation Review, 1986-87. Part II: Recommendations on Educational Components. This report summarizes the response of a monitoring commission to a 1986-87 report on the educational components of a court-mandated school desegregation plan in Chicago (Illinois). The Board of Education was required to alleviate the effects of both past and ongoing segregation by providing educational and related programs for predominantly Black and Hispanic American schools. Overall, the report was very well written and a great improvement over the 1985-86 report. The summary of the major litigation of 1986-87 between the board and the Federal Government demonstrates the important issue of funding the desegregation plan. The following educational components are reviewed: (1) general curriculum and instruction; (2) the Chicago Effective Schools Project; (3) programs in racially identifiable schools; (4) student leadership; (5) magnet schools and programs; (6) vocational and technical high schools; (7) special education and testing; (8) dropout prevention; (9) bilingual education;…

Ortiz, Flora Ida (1991). Superintendent Leadership in Urban Schools. The ways in which a Hispanic female superintendent led her school district toward stability and excellence are described in this report, with a focus on four elements that differentiate the work of urban school superintendents from that of others. Four years of data were collected through interviews with the superintendent, observations of group meetings, and document analysis. Findings indicate that the superintendent must attend to four areas for success: (1) the large size and heterogeneity of the district; (2) resource allocation; (3) school board composition; and (4) the fragmented nature of the community. Basic tasks for effective superintendent leadership were identified, which include: balancing the budget; replacing school board members as necessary; hiring additional teachers and cabinet members representative of diverse groups; providing staff development; establishing student outcome targets; establishing a personal and school district image; engaging in an affirmative…

(1985). Draft Master Agreement between the University of the District of Columbia Faculty Association/NEA and the University of District of Columbia, October 1, 1985-September 30, 1987. The collective bargaining agreement between the University of the District of Columbia and the University of the District of Columbia Faculty Association Chapter (600 members) of the National Education Association covering the period October 1, 1985-September 30, 1987 is presented. Items covered in the agreement include: unit scope and definitions, association rights, dues checkoff and agency shop, grievance procedure and arbitration, managment rights, disciplinary/adverse action, consultation, academic freedom and academic responsibilities, tenure, faculty evaluation procedures, evaluation criteria, faculty promotion principles, minimum eligibility for promotion, promotion committees, workload for teaching faculty, compensation stipulations for fiscal years 1985- 1987, salary increases for faculty, overload compensation under funded research, payroll deductions for unit members, employment benefits, tuition remission, leaves of absence, summer session, incentive awards program,… [PDF]

(1983). A Management Information Systems Needs Analysis for the University of Nevada Reno. Results of a needs assessment for administrative computing at the University of Nevada, Reno, are presented. The objectives of the Management Information Systems Task Force are identified, along with 17 problems in existing operational and management data systems, and institutional goals for future planning and management systems. In addition to common system needs, specific system needs are specified for data entry, processing, and reporting for the following areas: academic records and registration, student billing and accounts receivable, financial aid and student employment system, graduate school, housing assignment system, admissions, career planning and placement, foundation and alumni offices, and continuing education. Data entry, processing/system, and reporting requirements are also identified for the facilities/property/equipment inventory system, the controller's office, research development, research grant fiscal management, budget operation system, budget planning…

(1982). National Apprenticeship and Training Standards for the Sheet Metal Industry. Revised. These national standards are designed to aid contractors, labor, and joint committees in setting up, conducting, and improving apprenticeship programs for individuals seeking to become skilled in the sheet metal industry. Covered in the individual sections are the following topics: the provisions of the apprenticeship standards (definitions, qualifications for apprenticeship, the selection of apprentices, apprentice obligations, the term of apprenticeship, work experience, a suggested schedule of work processes for sheet metal apprenticeship, related instruction, the minimum recommended curriculum, examinations, apprentice working hours, wages, the duties of local joint committees, continuity of employment, amendments to local standards, the relationship of standards to bargaining agreements, and the expenses incurred in administrating the standards); federal laws and regulations affecting the employment of apprentices; joint training funds; and rules and regulations governing local… [PDF]

Wallin, Dawn C. (1999). Postmodern Feminism and Educational Policy Development. This paper presents a postmodern feminist conceptual framework for policy development within educational institutions. It first outlines major concepts of postmodern feminism, after which it begins to focus specifically on postmodern feminism and education. The paper contends that a goal of all educators should be to provide an educational environment where gender inequity is not tolerated. All provinces and states should require their educational institutions to develop policies that will help to create an environment free from all forms of discrimination. Educators have a legal and ethical responsibility to prevent gender inequity in the educational environment. Ultimately, the paper details educational policy development utilizing work on the role of epistemology and expertise in policymaking. The first appendix outlines potential policy initiatives that would promote more gender equitable practices within schools, including maternity and family leave, recruitment and hiring,… [PDF]

Barclay, Lizabeth A. (1982). Organizational Integration: Attitudes toward Sex or Race Related Programs within One Organization. Few researchers have examined employee attitudes toward affirmative action and equal employment programs. To examine both the attitudes of various groups within one organization toward Equal Employment Opportunity (EEO) and ideas concerning specific programs suggested by these same groups, corporate employees (N=1,791–or 53% of those surveyed) completed a survey of demographic information, and a number of attitude measures. Within each job, subgroups of females, minorities (male and female) and nonminority males were identified. Mean scores for different groups were computed. Results indicated that while females and minorities had relatively positive attitudes toward EEO, they were not uniformly open to special programs within the organization. Results also showed that the majority population (nonminority males) held relatively negative EEO attitudes, indicating that special programs may not be well received. The findings suggest that females and minorities would like to believe… [PDF]

Boben, Donna Koppi (1985). Guidelines for Equity Issues in Technology Education. These guidelines for developing race-fair and sex-fair written, spoken, and visual communications were developed in response to the 1984 International Technology Education Association's affirmative action resolution. They are suggested for use in classroom instruction, student activities, curriculum and instructional materials, media development, resource materials, teacher education, and written papers and publications. Separate chapters on sex-fair and race-fair treatment contain sections that offer examples of biased and fair use of language and portrayals of roles, traits, and appearances. A chapter on audiovisuals and graphics emphasizes that a conscious effort must be made to present fair and balanced pictures of both sexes and all races, and ends with a comparison of"fair" and "unfair" illustrations. Checklists are provided to rate materials for sex-fair and race-fair language and roles, traits and appearances; to judge the fairness of audiovisuals and…

Burrows, Janice H.; And Others (1990). Minority Recruitment and Retention in ARL Libraries. SPEC Kit 167. This SPEC kit presents the results of a survey which determined employment practices of Association of Research Libraries (ARL) member libraries in 1990 in the areas of cultural diversity, minority recruitment, and affirmative action. Categories surveyed in the area of minority recruitment include hiring activities, advertising available positions, and barriers to recruitment. Results are also presented in the areas of the recruitment of and retention strategies for minority professionals as well as the use of internships, residencies, and scholarships for minorities. Issues and trends are also identified. The kit provides recruitment planning documents, recruitment procedures, contact lists, in-house recruitment strategies, and minority recruitment internship documents submitted by the universities of California (Davis, San Diego, Santa Barbara, Berkeley); Colorado at Boulder; Connecticut; Delaware; Illinois (Chicago, Urbana-Champaign); Iowa; Kentucky; Michigan; Minnesota at Twin…

(1976). What Are Your Rights?. This pamphlet explains the legal rights of women in the state of Washington. Women's rights are included under Title IX of the Education Amendments of 1972. Title IX prohibits federal financial assistance to any educational institution which practices sex discrimination. Title VII of the 1964 Civil Rights Act as amended by the Equal Employment Opportunity Act of 1972 prohibits discrimination in employment because of sex, race, color, national origin or religion. The state Equal Rights Amendment in Washington prohibits the denial of rights because of sex. Affirmative action rulings and other rulings deal with issues which affect women such as maternity leave, and the Washington State Law against discrimination. Agencies which assist women when they are denied their rights are: The Equal Employment Opportunity Commission, the Washington State Human Rights Commission, the Education Branch of the Office of Civil Rights, the Washington State Women's Council, the Washington Education…

Waggaman, John S. (1983). Faculty Recruitment, Retention, and Fair Employment: Obligations and Opportunities. ASHE-ERIC Higher Education Research Report, No. 2, 1983. The central issues and processes of recruiting and retaining college faculty are examined in the context of managing human resources and the principles of fair employment. Although attention is focused on the needs of department or division heads, the analysis may be helpful to administrations with responsibility for recruiting faculty. The following stages of the recruitment process are addressed: receiving notification of a vacant position, receiving the authorization to recruit, determining salary, organizing the recruitment effort, screening applicants' files, conducting campus visits, and making an offer. Attention is directed to vacancies resulting from retirement, involuntary separation, negative decisions about promotion and tenure, contract termination, and disability or death. Affirmative action search guidelines are presented, along with a list of items that should be contained in job vacancy advertisements. The screening process is discussed in regard to: excluding… [PDF]