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Appointment Activity Record

This form is to be used for teaching and research staff, executive officers, directors of various teaching, research, and library units, and curators. Please attach this form to a copy of the corresponding Job Requisition Printer Friendly and Goals web pages. After obtaining the appropriate approvals, submit it to Human Resource Records and Information Services along with the Instructional Hiring materials. After obtaining approvals, Flint and Dearborn units submit their materials to their regional HR office. Details of the selected candidate's appointment should be provided on the Appointment Request Form......



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Appointment Activity Record Appointment Activity Record kinh doanh, quản trị, quản lý
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  1. The University of Michigan Appointment Activity Record Job Requisition Number This form is to be used for teaching and research staff, executive officers, directors of various teaching, research, and library units, and curators. Please attach this form to a copy of the corresponding Job Requisition Printer Friendly and Goals web pages. After obtaining the appropriate approvals, submit it to Human Resource Records and Information Services along with the Instructional Hiring materials. After obtaining approvals, Flint and Dearborn units submit their materials to their regional HR office. Details of the selected candidate's appointment should be provided on the Appointment Request Form (#36400). Please provide the following information for the selected candidate and any candidates that were seriously considered but not selected for the position. Please list the selected candidate first in the list. Name of Selected Candi dat e Ethnicit y Gender Comments (If any candidate differs from the selected one in N ame of Serio usl y Co nsid ere d bu t No t Ca ndid ate ethnicity and/or gender, explain why he/she was not Se lec ted Can dida te E thni city Gende r Ou tco me Comment s selected. Attach additional pages if needed.) Summary of all candidates (including the selected candidate). Ethnicity Candidate # of American Outcome Gender # of Black # of Asian Indian # of Hispanic # of White # of Other Male Selected Female Unknown Male Seriously Considered Female Unknown Male Rejected Offer Female Unknown Male Not Interviewed Female Unknown Male Not Qualified Female Unknown Number on Search Committee (if applicable): Minority Non-Minority Male Female Scope of Search: Local State National Name of Chairperson of Search Committee (if applicable) Signature of Person Responsible for Placement Decision Date Signature of Unit HR Manager or Affirmative Action Coordinator Date Form 39906 Revised 07/01 To order this form, call (734) 764-9250 or visit http://www.umich.edu/~hraa/hrris/forms.html
  2. Appointment Activity Record Instructions for the Person Responsible for the Placement Decision THE FOLLOWING DEFINITIONS ARE TO BE USED: Candidate: Any person expressing an interest in a position. (If a department will consider only those who have submitted formal written applications or bid forms, this should be communicated to any person making an oral or written inquiry, and be applied consistently.) Seriously Considered Candidate: Any qualified candidate who, upon review of the applications, resumes, and any other requested material, appears to be among those best qualified for the position. (Usually all of these will be interviewed, unless they are unavailable. If a large number of persons apply, a department might use a system of screening interviews for a sizable number of qualified candidates, selecting a smaller number for a second interview, and thus "seriously consider" only those in the latter group. The prevailing principle should be consistency in considering the qualifications of all candidates.) Qualified Candidate: Any candidate who meets the minimum qualifications for the position. Not Qualified Candidate: Any candidate who does not meet the minimum qualifications for the position. (If a candidate is minimally qualified but does not have some of the "desired qualifications" while others do, that candidate should not be counted as not qualified.) COMPLETING THE APPOINTMENT ACTIVITY RECORD 1. Job Requisition Number: Enter the Job Requisition number for the position. 2. Names of Candidates Seriously Considered: List the names and other requested information for all seriously considered candidates (see definition of seriously considered candidate above). If any differs from the selected candidate in ethnicity and/or gender, explain why he/she was not selected. List the selected candidate first in the list. In this section, Ethnicity = Black, Asian, American Indian, Hispanic, White, or Other and Candidate Outcome = Seriously Considered or Rejected Offer. 3. Summary of All Candidates Including the Selected Candidate: Record the number of all candidates. Count each person only once. Selected: Only the one candidate selected for the position should be logged in this category. Qualified, Seriously Considered: Count those you listed by name as seriously considered but not selected, except those who rejected an offer or withdrew. Occasionally an unqualified candidate may have been listed. This box includes only those qualified. Qualified, Not Interviewed:Count all other qualifed candidates except those who rejected an offer or withdrew (see definition of qualified candidate above). Not Qualified: Count all candidates who did not meet the minimum qualifications (see definition of not qualified candidate above). Qualified, Rejected Offer: Count all candidates to whom a job offer was made, but who rejected the position. These should have been among those listed by name as seriously considered. 4. Search Committee: If there was a search committee appointed, enter the composition of the committee and the name of the chairperson. 5. Scope of Search: Indicate whether the search was on a local, state, or national level. 6. Sign and date the form. 7. Attach documentation of advertising and recruiting efforts. DISTRIBUTION Ÿ Maintain one copy within the department. Ÿ Forward one copy to the Dean/Director. Ÿ Forward original form to HR Records and Information Services or the appropriate regional HR office. PLEASE REMEMBER: Ÿ No offer is to be made without the consensus of the unit's Human Resources/Affirmative Action Coordinator (Academic procedure). Ÿ The count of candidates as recorded in the summary will total all candidates.

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