University of California, Riverside

Human Resources



Definitions


The terms listed in this section are used throughout the Recruitment and Selection guide:

Applicant

A candidate who applies to a position within the initial recruitment (posting) period.

Affirmative Action Statistics

  • Reflects the race/ethnicity and gender of all candidates in the applicant pool
  • Available for each open recruitment with 5 or more applicants
  • Viewable by all committee members assigned to the recruitment in the applicant tracking system

Applicant Tracking System (ATS)

  • A software application that provides a central location and is a database designed for recruitment tracking purposes
  • UCR’s applicant tracking system is iRecruit and is the one source for all recruitment related information
  • Contains job requisition and applicant data (current and archived)
  • Approved access is required:
    • Contact your System Access Administrator (SAA) for access to the Departmental HR Coordinator/Service Center HR Coordinator role
    • Contact Lorena Velasquez for access to the Organizational HR Coordinator role

Affirmative Action Information System (AAIS)

  • An on-line system enabling departments to document affirmative action related activities, collect applicant pool statistics, and access Placement Goals
  • Provides the ability to research, track and document organizational or departmental diversity efforts

Bona Fide Occupational Qualification

  • Employment qualifications employers are allowed to consider while making decisions about hiring and retention of employees
  • Relates to an essential job function and is considered reasonably necessary for the normal performance of the duties of a particular position

Candidate

A job seeker who is not considered an applicant or expression of interest for a particular position

Equal Employment Opportunity Commission (EEOC)

Federal agency responsible for enforcing federal laws that prohibit discrimination against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information

Expression of Interest

  • Candidates who apply to a position after the initial recruitment (posting) period
  • May be considered applicants if application is moved to applicant status

Job Board

  • An electronic employment website in which employers post available positions
  • Job seekers create a profile and resume, search and apply directly to available postings
  • UCR’s job board is http://jobs.ucr.edu/

Job Analysis

  • The term given to the assessment of a role; a systematic procedure for obtaining detailed and objective information about a position
  • Identifies and determines in detail the particular job duties and requirements and the relative importance of these duties for a given job

Job Classification

  • A system for objectively and accurately defining and evaluating the duties responsibilities, tasks and authority level of a job
  • For more information, visit the Compensation & Classification website

JobTarget

  • In association with the Higher Education Recruitment Consortium (HERC), an on-line job posting tool which posts open recruitments to UCR contracted (pre-paid) job boards and additional job boards (fee based)
  • Provides media advertising assistance such as print ads, job description creation and layouts, and on-line recruiting campaigns
  • Available to Departmental or Organizational Human Resources/Service Centers
  • Instructions for gaining access and posting can be found in the JobTarget User Guide

Recruitment Plan

  • Includes placement goals and describes the plan for advertising
  • Approved by the organizational unit, with consideration to efforts that would result in a diverse applicant pool

Office of Federal Contracts and Compliance (OFCCP)

  • Responsible for ensuring that employers doing business with the Federal government comply with laws and regulations requiring nondiscrimination
  • Has the authority to audit and to order compliance, impose penalties and sanctions on the University for non-compliance
  • Has the authority to terminate the University’s eligibility for current and future federal funding in response to non-compliance

Placement Goals

  • Set to serve as objectives in correcting underutilization of women and under-represented minorities when underutilized job groups are identified
  • Represent a benchmark for evaluating the campus goals on affirmative action progress
  • Designed to be met only if hiring opportunities arise; they do not require the hiring of a person who is less qualified, nor do they require an employer to hire a specified number of persons.

Posting Period

The minimum number of days a position is to be posted on the UCR’s Job Board:

  • Professional Support Staff (PSS) – 10 business days from date posted beginning the next business day.
  • Management/Senior Professional (MSP) – 15 business days from date posted beginning the next business day.

The diagram below provides an example for a position posted on August 27, 2012:

August 2012

Sun

Mon

Tues

Wed

Thur

Fri

Sat

26

27

Posted

28

Day 1

29

Day 2

30

Day 3

31

Day 4

 

September 2012

Sun

Mon

Tues

Wed

Thur

Fri

Sat

2

3

Holiday

4

Day 5

5

Day 6

6

Day 7

7

Day 8

8

9

10

Day 9

11

Day 10*

12

Day 11

13

Day 12

14

Day 13

15

16

17

Day 14

18

Day 15*

19

20

21

22

* PSS Posting End Date
**MSP Posting End Date

More Information

General Campus Information

University of California, Riverside
900 University Ave.
Riverside, CA 92521
Tel: (951) 827-1012

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Department Information

Human Resources
1201 University Ave., Suite 208
Riverside, CA 92507

Tel: (951) 827-5588
Fax: (951) 827-2672

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