What details most commonly require follow-up before FPAs and hiring plans can be approved?
A1: Be consistent throughout your documentation, e.g., do not use one start date on the FPA and a different start date in the hiring plan, do not use different wording in the job description contained in the ad and the one included in the hiring plan. A2: Submit sample copies of any letters you use to solicit applications. A3: Read carefully the section on the Short-List and the Interim Pool Report, especially the section requiring you to submit CVs on women and minority candidates in the pool if they are not adequately represented in the proposed shortlist. A4: The fact that you cannot always accurately determine minority group membership does not relieve you of the burden of doing it as accurately as you can and of submitting the numbers and percentages as requested in the Handbook guidelines.
Related Questions
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