ADVERTISING

1. All recruiting advertising is to be placed by the Human Resources Department. The Human Resources Department is responsible for seeing that essential information is included; that copy is clear and grammatical, avoiding verbosity; and that ad placement (and, therefore, cost) is appropriate to the position for which the University is recruiting. It is appropriate for the Human Resources Department to discuss the ad with the appropriate Dean or Director, taking note of their concerns and wishes.

2. All display ads should bear the appropriate University signature consisting of the logo and "University of Regina" in Casion new typeface. The Human Resources Department will ensure that every publication in which the University advertises is provided with the appropriate design.

3. All ads should include the following: title; faculty or department; very brief reference to duties and responsibilities; very brief reference to necessary qualifications, especially degrees, certificates or technical skills required; starting date ("immediate" if the position is currently vacant); salary range for APT and Faculty Association positions; closing date for applications; and name and address of the person to whom application should be made. Other essential information may be included as appropriate. The ad must include employment equity and immigration statements.

4. The Collective Agreements of APT and CUPE 1975 provide for bidding by internal candidates, and appropriate sections of those agreements should be noted before external recruiting takes place.
   *Note in particular Article 8 of the Collective Agreement with the Canadian Union of Public Employees and Article 8.6 of the Collective Agreement with APT employees.

5. Generally speaking all ads for CUPE 1975, APT and related positions should have the Manager of the Human Resources Department as the person to whom the applications are sent. In other cases, such as faculty recruiting, the person to whom applications are to be sent will be the appropriate Dean. Other ads for senior staff will designate the appropriate senior person.

6. Types and Sizes of Advertising
   The following are general guidelines. They may be exceeded for good and sufficient reason after discussion with the Director of Human Resources.

General Support Staff Positions

From time to time, the Human Resources Department may need to elicit general applications for clerical/secretarial positions, labourer/caretaker positions, etc. by means of a classified ad. This, together with walk-in candidates, should provide an appropriate pool.

Specialized Support Staff Positions

From time to time, the Human Resources Department may need to advertise for a support staff position with unusual requirements; e.g. secretaries with fluency in a second language, some technicians, etc. This should be in the form of a one-appearance display ad in the Leader Post on a Saturday in the careers section, size one column by not more than three inches (3 column inches). If no satisfactory candidates are forthcoming, the advertisement will need to be repeated or enhanced.

General APT Positions, Pay Grades 1 to 5

As above.

APT Positions with Specialized or Unusual Qualifications and Pay Grades 6 and Up

Display advertisement, careers section, Leader Post, one appearance on a Saturday, size two column by three inches, or one column by five inches (maximum 6 column inches). If the ad produces no satisfactory candidates, it may be repeated as above, and/or be placed in a national newspaper (Globe and Mail or Financial Post) careers section, one column by two or three inches (maximum three column inches). This may require editing the copy to reduce it.

Faculty Association Positions

All vacancies (except where time constraints prohibit) should be placed in the minimum space necessary in: CAUT Bulletin University Affairs A position available for a brief term, i.e. replacing an absent faculty members, may be advertised in the Leader Post in a display ad in the careers section on a Saturday, two columns by three inches (maximum 6 column inches). This should be done only if the Dean in question feels there is the likelihood of finding an appropriate candidate locally. Otherwise, use a national paper as below.

Faculty positions which are probationary (leading to tenure) or for a term of more than one year should be advertised widely enough to ensure constant development and maintenance of high caliber professional staff. As well as the CAUT Bulletin and University Affairs, the position may be placed once in the careers section of a national newspaper (Globe and Mail or Financial Post, as appropriate) in a size of one column by three inches.

The question of also placing such an ad in a professional journal should be discussed by the Manager of Human Resources with the Dean and carefully considered before so doing. The Human Resources Department should know the deadlines, circulation and cost before deciding to proceed.

Deans should also be encouraged to circulate the opening to their colleagues across Canada, and use any appropriate informal occasions such as conferences for identifying potential candidates.

Advertising should be confined to Canadian publications unless, for example, the only professional journals are non-Canadian.

Senior Out-of-Scope Personnel

Normally a search committee is established by the Board of Governors. The members may consult the Human Resources   Department about costs associated with certain types and sizes of advertising. Any ads placed will be routed through the Human Resources Department.

Interviewing

For any interviewing done with candidates from outside Regina, the following guidelines apply:

The applications should be screened carefully by the screening board to establish a short list (six or fewer applicants).

The information provided by the short-listed candidates (education, employment history, employment references) should be verified by the selection board and the list further reduced.

Human Resources, in consultation with the Dean or Director, should make arrangements for bringing in the candidates, taking maximum advantage of the lowest airfares, discounted hotel rates, etc. The University pays travel, hotel and reasonable meal costs while the candidate is in Regina.

Note:

For senior out-of-scope personnel, the appropriate search committee will discuss with the Associate Vice-President (Human Resources) the number of candidates to be interviewed and the arrangements for them, and may ask for assistance in facilitating matters.

The above are intended as guidelines and unusual situations may call for some variance from them. Questions or concerns should be brought up with the Associate Vice-President (Human Resources).