Search and Screen, Recruitment
The purpose of the UH-Clear Lake Affirmative Action Plan is to develop, maintain, and evaluate specific active measures to provide true equal employment opportunity for all personnel, both academic and support staff. These measures, together with the University's good faith efforts, will insure equal employment opportunity.
Search and Screen Toolkit
- Search and Screen Training (PDF)
- Search and Screen Compliance Checklist (PDF)
- Veterans Preference (VP) Resource (PDF)
- PhD Recruitment and Resource (PDF)
- New Candidate Evaluation Form Example Rubric/Matrix (PDF)
Virtual Interview Tips
COVID-19 necessitates the increased use of telecommuting solutions, like Zoom. Many
of our faculty, students, and staff now use Zoom as a communication tool for classes
and work. To learn more about Zoom and other such resources, please see Conference Calling and Resources.
Unfortunately, there are instances of public Zoom meetings getting hijacked. This process of commandeering the Zoom session is "Zoombombing" and refers to uninvited intruders entering into video conference and disturbing the meeting with graphic images or hateful language. The perpetrator is usually someone who has no business in the Zoom session but has managed to get the link.
There are steps you can take to improve the security of the Zoom meeting and minimize the impact of any unwanted visitor.
When you schedule a Zoom meeting:
- Don't disable meeting passwords or any of the existing security options without a good reason.
- When possible, enable Only authenticated users can join. This setting will require all participants to log in to Zoom via a verified account.
- Limit Screen Sharing to the Host if you are the only presenter. With this setting enabled, only you will be able to share the screen.
- Disable the option to join before host – this will prevent meeting attendees from entering your meeting before you arrive. Participants will be allowed into the session only after the meeting host joins.
- Lock Your Session when everyone has arrived– this setting allows you to prevent additional attendees from joining your meeting once it has started.
- Remove a Participant from a Zoom Meeting – you can remove disruptive attendees from your session using this option.
- If you do have a Zoombombing incident, notify IT Security with the following information; date/time of the conference, conference ID, IDs of the disruptive participants.
The majority of Zoombombing cases occur due to meeting login information published
onto a website, shared with an email list, or forwarded outside of the participant
group. The best prevention is to make sure that you limit sharing your meeting information
to only the people you wish to attend.
If you have any questions or concerns, contact OIT Support Center at firstname.lastname@example.org or OIT IT Security at email@example.com.
Suggested Virtual Interview Resources
Advice for Search Committees: Conducting Successful Video Interviews
Just because your search committee or your candidate are working remotely, doesn't mean you can't have a smooth and effective interview. Here are best practices to keep in mind before and during the video interview to ensure a successful video interview.
Mastering Video Interviews and Meetings
Given the current global situation, most of us have had to move our meetings and even job interviews to video. Here are a few best practices for ensuring that your video presence is effective and professional, whether you're on a team meeting or a job interview.
Reaffirmation of Commitment to Affirmative Action/Equal Employment Opportunity
It is our responsibility and pleasure to reaffirm the University of Houston-Clear Lake's commitment to affirmative action and equal employment opportunity. We issue this statement personally and on behalf of the university and emphasize UHCL dedication to creating and maintaining a university population which mirrors the diversity of local, regional, and national populations.
The guidelines listed below are central to the UHCL affirmative action program. The university will:
- Recruit, hire, train, and promote qualified individuals in all job categories without discrimination because of race, sex, color, religion, national origin, age, disability, veteran status or sexual preference, orientation and expression.
- Base its employment decisions on the principle of equal employment opportunity for all.
- Base all promotion decisions on equal employment opportunity by imposing only requirements that are valid and job related.
- Not discriminate against any person in routine activities because of race, sex, color, religion, national origin, age, disability, veteran status, or as retaliation for having filed or assisted with a complaint in any of these matters. These actions include, but are not limited to compensation, benefits, promotions, transfers, social programs, separations, and separations during probationary employment.
- Vigorously oppose harassment of any individual or group on the basis of protected status, such as race, sex, religion, disability, age, or national origin and take immediate action to correct conditions leading to harassment.
- Consider, along with other established criteria, involvement with and support of equal employment opportunity by academic, administrative and supervisory personnel to be part of the personnel evaluation process. Efforts on behalf of affirmative action and equal employment opportunity are considered to be meritorious service to the university, and thus are taken into consideration in evaluating performance of employees.
The Chief Diversity Officer/ Title IX Coordinator (in the Office of Equity, Diversity, Inclusion/Title IX – EDIT) serves as chief architect and administrator in monitoring and operationalizing AA/EEO efforts for the university. David D. Brittain, Jr., Interim Chief Diversity and Inclusion Officer/Title IX Coordinator, is responsible for implementing equal employment opportunity activities, reporting the effectiveness of university efforts, and recommending and developing strategies for attainment of objectives. We request the support and cooperation of all faculty and staff to make our AA/EEO programs work. We also encourage all members of the UHCL community with concerns or suggestions about these efforts to consult with an appropriate office professional, including David D. Brittain, Jr., so that fair resolution can be achieved.