Services DEI Provides

Services

Search Process Review and Forms

Binghamton University and the Research Foundation of SUNY are employers conducting business with the United States Federal Government, filing funding requests over $1,000,000. DEI enforces the provisions of Executive Order 11246 as amended with oversight provided by the Office of Federal Contract Compliance Programs. DEI strives to educate the campus constituency at Binghamton University about the importance of non-discriminatory practices, employing policies and changes that encourage diversity and fairness in our search processes, fostering civility and an increase in productivity that indemnifies our status as a premier institution of higher education.

Search Process Review

Diversity recruitment and hiring are integral parts of Binghamton University's strategic priority to foster a campus that is more diverse, equitable and inclusive. To achieve these aims, please refer to the following resources to help guide hiring officers and search committee members.

• United University Professions (UUP) search guidelines 
• Interview Questions: Lawful and Unlawful Inquiries

Search committees are encouraged to meet with the Department Chair to communicate to the entire committee what skill sets will be sought in the search process. This is also a great meeting to determine a potential list of questions for each candidate based on the essential skill sets for the position. These skill sets should also be apparent in the required and preferred skills listed in the job description. A comprehensive job description, skill set checklist, an EEOC/AA statement, and a list of venues by which the search will be publicized should be submitted to DEI along with the Part I Notice of Vacancy Form.

Search resources

To ensure a diverse applicant pool, DEI has compiled a list of diversity-focused job boards and professional affiliation organizations with employment resources.

Search Forms

• Part I - Notice of Vacancy and Recruitment Plan

  Search Committees will meet to determine a list of questions for the first round of (virtual) interviews. Committees will utilize Interview Exchange to review all applications, and once a selection of candidates has been determined, the committee will then submit the Part IIA Form to DEI.

  Part I - Notice of Vacancy and Recruitment Plan

• Applicant Rubric

  The Search Chair will need to input the Core Requisite Questions into the Applicant Rubric. A copy of the Applicant Rubric must be included with the Part I Form submission. The Applicant Rubric will be shared with the Search Committee and used to evaluate the applicant pool. The Search Committee Chair must submit all completed Applicant Rubrics with the Part IIA Form. 

  Applicant Rubric

• Part IIa – Pre-screening/Remote Inquiry Approval

  Once DEI returns approval of the Part IIA Form, the committee will conduct the first set of interviews, where applicable. All candidates must be asked the same questions and have the same interview structure. Once all interviews are completed at this stage, the committee will submit the Part IIB Form, which will indicate a smaller pool of candidates to bring to campus.

  Part IIa – Pre-screening/Remote Inquiry Approval

• Part IIb - Approval for Campus Interviews

  Once all campus interviews are completed, the search will reconvene to recommend a hire to the Department Chair. Committees are encouraged to provide evaluations of all parts of the campus interview since they are often public components of each interview. Anyone who observes an interview could submit an evaluation to the committee. All evaluations and the committee's recommendations are forwarded to the Department Chair. Those recommendations are listed on the Part III Form and submitted to DEI for approval before an offer is extended to the candidate(s).

  Part IIb - Approval for Campus Interviews

• Part III - Recommendation of Finalist

  Once DEI has approved the Part III Form, the Committee Chair or Department Chair may contact the candidate(s) to make a hiring offer. The final determination(s) are sent to DEI for approval.

  Part III - Recommendation of Finalist

• Part IV - Final Determination Form

  At this stage, the search will close successfully or fail (indicating a hire will not result in the search). The Search Chair may consult with DEI to provide recommendations moving forward for a failed search.

  Part IV - Final Determination Form

Additional Notes

• DEI approval at the Part I and IV stages are moved immediately to the Office of Human Resources.
• DEI maintains the affirmative action function of the university and reserves the right to inquire at every stage of a search, halt or close a search at any stage.
• DEI manages data about its searches, specifically in regard to its intervention at each stage, the racial/ethnicity composition of each search and the gender composition of each search.
• DEI requires faculty and staff who are serving, or interested in serving, on University searches to attend our Search Committee Orientation workshops.
• Visit Human Resources for Employment Opportunities at Binghamton University.

Bias Incident Reports

Campus Climate Surveys and Diversity Strategic Planning

Diversity and Inclusion Syllabus Statements

Request for Reasonable Accommodations

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Divisional-supported Programs

B-College Bound Mentor Program

Men of Color Summit

Pathways to Inclusive Leadership

New Student of Color Mentoring Program

Professional Development and Trainings (for faculty, staff and students)

Presidential Diversity Resource Grant