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Qualifications must relate directly to job duties and responsibilities. Recruitment methods should broaden applicant pools for underutilized groups. 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The education, experience, skill, knowledge, and any other qualifications required for a position shall be limited to those qualifications directly related to the satisfactory performance of the duties and responsibilities of the position.  \na. Recruitment  \nCurrent methods of recruitment and search for candidates for appointment shall be reviewed and, when necessary, new or modified methods shall be introduced in order to broaden the scope of the search. Attention shall be given to effective efforts to enhance the pool of applicants for those job groups and units where underutilization has been determined to exist.  \nb. Selection  \nSelections for appointment from among applicants who meet the requirements of each position shall assure continuation of University standards of excellence. In accordance with applicable law, no applicant may be denied employment, nor shall any applicant be selected for employment in preference to an equally or more qualified candidate, on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition (cancerrelated or genetic characteristics), genetic information (including family medical history), ancestry, marital status, pregnancy, age, citizenship, sexual orientation, gender identity, or service in the uniformed services as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994. Every good faith effort shall be taken to assure equal opportunity for employment for men and women in job groups that have traditionally been identified with one sex. In selecting from among candidates who are substantially equally well-qualified for a particular position, the appointing authority is reminded to pay attention to the general University commitment and policy of encouraging promotion of University employees.  \nc. Promotion  \nPromotions shall be decided in accordance with the appropriate University policy in a manner which shall assure continuation of University standards of excellence. Opportunity for promotion shall be available equally to all eligible employees. In accordance with applicable law, no employee may be denied a promotion, nor shall any employee be selected for a promotion in preference to an equally or a more qualified applicant, on the basis of race, color, national origin, religion, sex, physical or mental disability, medical condition (cancerrelated or genetic characteristics), genetic information (including family medical history), ancestry, pregnancy, marital status, age, citizenship, sexual orientation, gender identity, or service in the uniformed services as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994.  \nd. Transfer  \nAll transfers of employees shall be handled in accordance with University procedures and, in accordance with applicable law, shall be without regard to race, color, national origin, religion, sex, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, pregnancy, marital status, age, citizenship, sexual orientation, gender identity, or service in the uniformed services as defined by the Uniformed Services Employment and Reemployment Rights Act of 1994.  \ne. Official Letters of Recommendation  \nOfficial Letters of Recommendation for employment are endorsed by the University and represent the views of the employer and are typically only provided by Administrators or Supervisors. Most letters of recommendation written by faculty members and other academic appointees are not considered an Official Letter of Recommendation; instead, they are personal references and letters of recomm","cbCaioDYsoyDD1Hi","https://ap.wps.com/l/cbCaioDYsoyDD1Hi","pdf",133154,"English","# APM-036: Academic Employment\n## Policy Purpose\n## Recruitment\n## Selection\n## Promotion\n## Transfer\n## Official Letters of Recommendation","[{\"question\":\"What principles guide personnel actions for recruitment, selection, promotion, and transfer under APM-036?\",\"answer\":\"Personnel actions are critical to the university’s Affirmative Action Personnel Program. Qualifications must be limited to those directly related to satisfactory performance of position duties and responsibilities.\"},{\"question\":\"How does the policy address nondiscrimination in employment decisions?\",\"answer\":\"No applicant or employee may be denied employment or favored for employment, promotion, or related decisions based on protected characteristics such as race, color, national origin, religion, sex, disability, age, citizenship, pregnancy, or related grounds defined by applicable law.\"},{\"question\":\"What distinguishes an Official Letter of Recommendation from other reference letters?\",\"answer\":\"Official Letters of Recommendation for employment are endorsed by the university and typically provided by administrators or supervisors. Letters written by faculty and other academic appointees are usually personal references and are not considered official university letters.\"}]","General University Policy Regarding Academic Appointees - APM-036 - Academic Employment | PDF"]