840.1 Affirmative Action Audit Procedure

840.1 Affirmative Action Audit Procedure

A. Background

Furman University can best fulfill its purpose and goals if employment and admissions practices are based on the recognition of merit, are equitable, and are designed to attract and develop the best suitable talent with the desired qualifications. In selecting the best qualified personnel, Furman has a social responsibility to insure that its selection process reasonably includes all segments of society. The purpose of this policy is to provide a review mechanism to insure that the recruitment of faculty and staff members proceeds in such a manner whereby any deficiencies that may exist in the number of minorities and women employed by the University, in relation to those available in the marketplace, are overcome.

B. Policy

Each budget unit head shall insure that recruitment and employment actions are conducted in accordance with the commitment contained in the University's Affirmative Action Plan. An audit, independent of the budget unit, will be performed on each employment action to insure compliance with the plan.

C. Guidelines

1. The Affirmative Action Plan audit will normally be performed by the Affirmative Action Officer on a postemployment basis. Should less than total compliance be observed in the postemployment audit, the employing individual will be advised of the deficiencies noted. Commitments for the employment of personnel for any vacancies which may thereafter occur will not be made by the employing individual without the prior approval of the employing individual's superior.

2. The Affirmative Action Officer will provide an annual summary status report to the President on the accomplishment of affirmative action goals and a recommended course of action to correct deficiencies.

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