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Role of an Employment Equity/Procedures Assessor

The EE/PA monitors and ensures that the each committee follows procedures in FAIRNESS AND EQUITY.   For more details, review the Employment Equity Infrastructure.

Listed below are AAU committees that require an EE/PA:

  • Departmental Head Search
  • AAU and Librarian Councils and Appointments
  • Adjunct, Cross-Appointments (joint and hybrid), Limited-Term, Regular and Visiting
  • Renewal, Promotion and Permanence Committee for University Librarian Member (RPPCULM)
  • Renewal, Promotion and Tenure (RPT)

Listed below are University committees that require an EE/PA:

  • Honorary Degrees
  • Senate Steering
  • Senior Academic and Administrative Searches
  • Special Appointments - Emeritus/Emerita; Honorary Professor; and University Professor
  • University Committee on Academic Promotion and Tenure (UCAPT)
  • University Committee Renewal Promotion Permanence Library Members (UCRPPLM)
  • University Review Committee on Faculty Workload (URCFW)
  • University Review Committee on Librarian Workloads (URCLW)

The EE/PA reviews material related to any one of the above committees which may include:

  • Curricula Vitae (CVs)
  • Letters of Reference
  • Letters of Application
  • Research Papers
  • Statements of Teaching
  • Nomination Forms
  • Background Materials Related to the Nomination Forms
  • Any other Related Materials Pertaining to a Particular Committee

An EE/PA’s Role on an Appointment or Search Committee

When an EE/PA is a member of an Appointments or Search Committee, the EE/PA should ensure the following:

  • Short-List Stage

That the Committee prepares a NUMERIC PRE-INTERVIEW GRID to rank all candidates according to the qualifications identified on the advertisement (e.g., research, teaching, etc.).

  • Recommended Stage

That a NUMERIC POST-INTERVIEW GRID is used to evaluate each candidate based on new criteria used for the interview.

  • Four Designated group members and sexual minorities

That the committee pays close attention to identify applicants from the four designated group members (aboriginals, visible minorities, women and disabled persons) and sexual minorities. The EE/PA should ensure that the Appointments Committees gives consideration to applicants from the four designated groups and sexual minorities, such as assigning points on the pre-interview and post-interview grids for candidates from designated groups/sexual minorities.