- The Staff Search Committee (whether ad hoc or permanent) should incorporate to the extent possible, consistent with WVU policy, provisions from the faculty hiring process into the staff hiring process to increase staff diversity.
- The Staff Search Committee should ensure that job descriptions and lists of qualifications are specific and measurable.
- The Dean and the Associate Dean for Administration should ensure that the Search Committee is composed of persons with a variety of perspectives, including a concern for DEI issues.
- The staff advertising plan should be broad and proactive, going creatively beyond traditional venues in order to reach a broader range of potential candidates.
- When screening applicants, the Staff Search Committee should carefully match the applicant and the specific qualifications.
- Staff Search Committee members must ensure that they are aware of implicit bias by completing implicit bias training.
- The Dean and the Associate Dean for Administration should continue to develop staff hiring checklists to monitor compliance with best practices.
- The Dean and the Associate Dean for Administration should continue to develop, evaluate, and improve staff mentoring and support programs that assist all staff in their job performance and overall wellness.
