Common use of Appointment Procedures Clause in Contracts

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate ▇▇▇▇ before any formal action is taken. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees). d. The Department shall fully discuss the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate ▇▇▇▇ for review and approval. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate ▇▇▇▇ in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “▇▇▇▇▇ University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the ▇▇▇▇. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the ▇▇▇▇ in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The ▇▇▇▇ or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7a) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate The ▇▇▇▇ before any formal action is takenof Library and Multicultural Learning, in consultation with the LSC (Library Search Committee) and the Office of the Director of Human Resources, shall prepare the advertisement which shall be advertised in electronic format through professional library associations nationally, regionally, and locally. The posting will remain open for three (3) weeks. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees).The Librarians Search Committee shall consist of: d. The Department shall fully discuss (i) the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate ▇▇▇▇ for review of Library and approval.Multicultural Learning or designate; e. All vacant positions (ii) three (3) University Library full-time employees (two of whom shall be advertised (except as specified Librarians in Articles 19.11 (b)the bargaining unit) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved selected by the appropriate ▇▇▇▇ in of Library and Multicultural Learning after consultation with the Chair/Director before Librarians in the position can be posted. Each advertisement shall: i. include bargaining unit, or by the following statement: “▇Librarian Members if this function is delegated by the ▇▇▇▇ of Library and Multicultural Learning; (iii) up to two (2) additional employees of the University is actively committed selected by the ▇▇▇▇ of Library and Multicultural Learning, after consultation with the Library employee representatives on the Committee. Committee members selected should be representative of either the School(s) concerned or an individual whose work will be informed by the Librarian to diversity be hired, and one of these members should be a Member of the bargaining unit. (iv) a student selected by the Students’ Union. Members of the Committee will be required to make a genuine commitment to the business of the Committee. The LSC shall elect the Committee Chair who will not vote except to break a tie. The LSC shall select a secretary who shall record minutes of its meetings, and keep a file of all documents supplied to the Committee. The secretary will also record the recommendation of the Committee and the principles rationale for it. (c) The Committee and the ▇▇▇▇ of employment equity Library and invites Multicultural Learning shall examine all applications from all qualified candidates. Women, Aboriginal peoples, members and supporting documents submitted to the Office of visible minorities, people with disabilitiesthe Director of Human Resources (treating same as confidential material), and lesbiantogether they shall develop a short list of applicants to be interviewed. (d) The Chair, gayin collaboration with the Office of the Director of Human Resources shall arrange for the applicants’ interviews. (e) The Committee shall make a recommendation, bisexualwith supporting rationale, transgenderin writing, that a specific applicant(s) is suitable for the appointment and if in its view, more than one applicant is recommended, shall list them in order of priority. The Committee may recommend that none of the short listed applicants be appointed. If the Committee recommends the appointment of an applicant(s), the Committee may also suggest rank, salary scale level, and queer any special conditions for the appointment. (LGBTQf) persons are encouraged The ▇▇▇▇ will consider the recommendations of the Search Committee. If the ▇▇▇▇ does not intend to apply and to voluntarily self-identify as a member recommend the appointment of a designated group as part of their application. Candidates who wish to person recommended by the Committee, the Committee will be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage so informed, in appropriate publicationswriting, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from intended decision and the Department. The Department reasons for it and shall make arrangements to collect, screen and answer all applications meet for further input before the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled final recommendation is made by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the ▇▇▇▇. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the ▇▇▇▇ in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The ▇▇▇▇ or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere 11.1 Appointments to the principle post of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate ▇▇▇▇ before any formal action is taken. c. Search committees Director of Adult Education will be composed of from applicants within the Departmental Committee, a sub- committee of the Department, or members of any school and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules the normal procedures for appointment to a Deputy Principal post. The following arrangements will apply in the case of the first filling of these posts following this agreement: (Article 16.03 (bi) – Departmental and Centre Committees)Where a post-holder or post-holders are currently carrying out the duties the competition will be confined, in the first instance, to existing Assistant Principal holders in the night school. d. (ii) In the absence of Assistant Principals in the night school the competition will be confined to existing Special Duties Teachers in the night school. (iii) In such instances the following procedures will apply: The Department shall fully discuss post will be advertised within the qualifications, areas of competence and teaching responsibilities required school Eligible candidates will apply for the positionpost The competition will be by way of competitive interview. (iv) In the event that there is only one candidate, that candidate will meet with the Principal/CEO in the case of VEC schools and the Principal/Chairperson in the case of Community, Comprehensive and Voluntary Secondary schools with a view to clarifying and accepting the duties. Except in the case of an adverse report, the candidate will be appointed to the post following this process. 11.2 Appointments to the post of Assistant Director will be in accordance with tile procedures operating within each sector for appointment to posts of responsibility at the appropriate level. The Chair following exceptions will apply in the case of the Department shall then forward the outcome first filling of these discussions posts following this agreement: (i) In the case of a vacant Assistant Director post at Assistant Principal level the competition will be confined to existing Special Duties Teachers in the night school. (ii) In such instances the following procedures will apply: The post will be advertised within the school Eligible candidates will apply for the post The competition will be by way of competitive interview. (iii) In the event that there is only one candidate, that candidate will meet with the Principal/CEO in the case of VEC schools and the Principal/ Chairperson in the case of Community, Comprehensive and Voluntary Secondary schools with a view to clarifying and accepting the duties. Except in the case of an adverse report, the candidate will be appointed to the appropriate ▇▇▇▇ for review and approvalpost following this process. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate ▇▇▇▇ in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “▇▇▇▇▇ University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the ▇▇▇▇. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the ▇▇▇▇ in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The ▇▇▇▇ or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate ▇▇▇▇ before any formal action is taken. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees). d. The Department shall fully discuss the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate ▇▇▇▇ for review and approval. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate ▇▇▇▇ in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “▇▇▇▇▇ University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal Indigenous (First Nations, Métis, Inuit) peoples, Black people, persons with disabilities, members of visible minorities, people with disabilities/racialized groups, and Two- Spirit, lesbian, gay, bisexual, transgender, queer, intersex, and queer additional sexually and gender diverse (LGBTQ2SLGBTQI+) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Self- Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the ▇▇▇▇. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the ▇▇▇▇ in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The ▇▇▇▇ or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and(a) The Director of Library Services, consistent with those procedures, shall adhere to the principle of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate ▇▇▇▇ before any formal action is taken. c. Search committees will be composed of the Departmental Committee, a sub- committee of the Department, or members of any and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules (Article 16.03 (b) – Departmental and Centre Committees). d. The Department shall fully discuss the qualifications, areas of competence and teaching responsibilities required for the position. The Chair of the Department shall then forward the outcome of these discussions to the appropriate ▇▇▇▇ for review and approval. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate ▇▇▇▇ in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “▇▇▇▇▇ University is actively committed to diversity LSC (Library Search Committee) and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members Office of the relevant disciplineDirector of Human Resources, shall prepare the advertisement and determine the extent of advertising. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 The Librarians Search Committee shall consist of: (Employment Equity). Normally, at least i) the Director of Library Services or designate; (ii) three (3) candidates University Library full-time employees (two of whom shall be Librarians in the bargaining unit) selected by the Director of Library Services after meaningful consultation with the Librarians in the bargaining unit, or by the Librarian Members if this function is delegated by the Director of Library Services; (iii) up to two (2) additional employees of the University selected by the Director of Library Services, after meaningful consultation with the Library employee representatives on the Committee, or by the Librarian Members if this function is delegated by the Director of Library Services, one of whom shall be a person whose expertise is relevant to the particular library expertise being sought; and (iv) a student selected by the Students’ Union. Members of the Committee will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that required to make a genuine commitment to the cost business of the interview is Committee. The LSC shall elect the Committee Chair who will not vote except to break a consideration when deciding whether an applicant should be included on tie. The LSC shall select a secretary who shall record minutes of its meetings, and keep a file of all documents supplied to the short-listCommittee. The secretary will also record the recommendation of the Committee and the rationale for it. h. (c) The complete files Committee and the Director of Library Services shall examine all applicants who are self-identified members of designated groups shall be applications and supporting documents submitted to the ▇▇▇▇Office of the Director of Human Resources (treating same as confidential material), and together they shall develop a short list of applicants to be interviewed. (d) The Chair, in collaboration with the Office of the Director of Human Resources shall arrange for the applicants’ interviews. (e) The Committee shall make a recommendation, with supporting rationale, in writing, that a specific applicant(s) is suitable for the appointment and if in its view, more than one applicant is recommended, shall list them in order of priority. The Committee may recommend that none of the short listed applicants be appointed. If a Department's initial short-list the Committee recommends the appointment of an applicant(s), the Committee may also suggest rank, salary scale level, and any special conditions for interviews does not include a self- identified member the appointment. (f) Should the Director of a designated groupLibrary Services disagree with the Committee’s recommendation, reasons must be provided she/he shall meet with the Committee to discuss the matter. If, following that meeting, the Director of Library Services still disagrees with the Committee’s recommendation, she/he shall provide, in writing, the rationale for his/her decision to the ▇▇▇▇ in writingCommittee. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The ▇▇▇▇ or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02

Appointment Procedures. a. Departments are required to follow the appointment procedures as outlined in this Collective Agreement and, consistent with those procedures, shall adhere 11.1 Appointments to the principle post of Harassment and Discrimination (Article 7) and Employment Equity (Article 20) in its recruitment practices. b. Permission to initiate a competition for any position must be obtained from the appropriate ▇▇▇▇ before any formal action is taken. c. Search committees Director of Adult Education will be composed of from applicants within the Departmental Committee, a sub- committee of the Department, or members of any school and all departments in which the appointment shall take place. Appointments to search committees will be made by Departmental Committees in accordance with their departmental rules the normal procedures for appointment to a Deputy Principal post. The following arrangements will apply in the case of the first filling of these posts following this agreement: (Article 16.03 (bi) – Departmental and Centre Committees)Where a post-holder or post-holders are currently carrying out the duties the competition will be confined, in the first instance, to existing Assistant Principal holders in the night school. d. (ii) In the absence of Assistant Principals in the night school the competition will be confined to existing Special Duties Teachers in the night school. (iii) In such instances the following procedures will apply: • The Department shall fully discuss post will be advertised within the qualifications, areas of competence and teaching responsibilities required school • Eligible candidates will apply for the positionpost • The competition will be by way of competitive interview. (iv) In the event that there is only one candidate, that candidate will meet with the Principal/CEO in the case of VEC schools and the Principal/Chairperson in the case of Community, Comprehensive and Voluntary Secondary schools with a view to clarifying and accepting the duties. Except in the case of an adverse report, the candidate will be appointed to the post following this process. 11.2 Appointments to the post of Assistant Director will be in accordance with tile procedures operating within each sector for appointment to posts of responsibility at the appropriate level. The Chair following exceptions will apply in the case of the Department shall then forward the outcome first filling of these discussions posts following this agreement: (i) In the case of a vacant Assistant Director post at Assistant Principal level the competition will be confined to existing Special Duties Teachers in the night school. (ii) In such instances the following procedures will apply: • The post will be advertised within the school • Eligible candidates will apply for the post • The competition will be by way of competitive interview. (iii) In the event that there is only one candidate, that candidate will meet with the Principal/CEO in the case of VEC schools and the Principal/ Chairperson in the case of Community, Comprehensive and Voluntary Secondary schools with a view to clarifying and accepting the duties. Except in the case of an adverse report, the candidate will be appointed to the appropriate ▇▇▇▇ for review and approvalpost following this process. e. All vacant positions shall be advertised (except as specified in Articles 19.11 (b)) indicating the nature of the positions and terminal dates for applications. The advertisement must be approved by the appropriate ▇▇▇▇ in consultation with the Chair/Director before the position can be posted. Each advertisement shall: i. include the following statement: “▇▇▇▇▇ University is actively committed to diversity and the principles of employment equity and invites applications from all qualified candidates. Women, Aboriginal peoples, members of visible minorities, people with disabilities, and lesbian, gay, bisexual, transgender, and queer (LGBTQ) persons are encouraged to apply and to voluntarily self-identify as a member of a designated group as part of their application. Candidates who wish to be considered as a member of one or more designated groups should fill out the Self-Identification Form and include the completed form with their application”; ii. inform candidates where to find the Self-Identification Form referred to above; and iii. be posted at an early stage in appropriate publications, relevant professional journals, or other appropriate venues, including any that may be especially directed to designated group members of the relevant discipline. f. A candidate must apply in writing to receive consideration from the Department. The Department shall make arrangements to collect, screen and answer all applications for the position. All such applications, curricula vitarum, off-prints, correspondence and other pertinent documents shall be kept in a file open to all faculty members of the Department. A short-list of candidates will be compiled by the Department on the basis of review of the file. g. Candidates for probationary and tenured appointments are to be selected for the short-list on the basis of the criteria in Articles 19.02 (a), 19.02 (b) and 20 (Employment Equity). Normally, at least three (3) candidates will be short- listed for probationary and tenured appointments, except in cases where there are fewer than three (3) qualified candidates. It is understood that the cost of the interview is not a consideration when deciding whether an applicant should be included on the short-list. h. The complete files of all applicants who are self-identified members of designated groups shall be submitted to the ▇▇▇▇. If a Department's initial short-list for interviews does not include a self- identified member of a designated group, reasons must be provided to the ▇▇▇▇ in writing. i. The Parties recognize that differing career patterns may be more common among members of designated groups and that this should be taken into account in assessing the experiences and qualifications of members of these groups. j. The ▇▇▇▇ or their designate shall submit the following to the Joint Committee on Employment Equity (JCEE), normally within five (5) working days of receiving the short-list from the Department/Centre: i. the name or ranked short-list recommended by the Department/Centre together with the complete files of these applicants; ii. the departmental rationale, if any, for not including a self-identified member of a designated group on the short-list (see Article 19.10 (g)); iii. the advertisement for the position; and iv. the complete files of all applicants who are self-identified members of designated groups. k. The JCEE will review the materials submitted under 19.10 (j), assess the submissions against departmental employment equity plan (see Article 20.02