STATEMENT OF COMPLIANCE: The Citadel is in compliance with Comprehensive Standard M9.

RATIONALE FOR JUDGMENT OF COMPLIANCE:

In accordance with procedures set forth by the State of South Carolina Office of Human Resources (Reference 1), The Citadel maintains formal systems for establishing and classifying positions and for filling them with qualified employees. These systems emerge from comprehensive position descriptions (Reference 2), which serve as records of assigned duties and essential and marginal functions. In addition, position descriptions outline the minimum qualifications (education, training, and experience) required of applicants. The position requirements and the applicants' ability to meet or exceed these requirements determine final selection.

To ensure accuracy and consistency across the institution, The Citadel's Classification / Compensation Manager reviews all position descriptions and verifies that the positions have been established and/or vacated before hiring procedures commence. Supervisors also review position descriptions for accuracy and suitability during annual employee performance evaluations (Reference 3).

Academic Leadership Positions

The Citadel's academic administrators (President, Provost, college deans, and department heads, including the Director of Daniel Library) hold tenure status on The Citadel faculty and, as such, they satisfy the requirements prescribed by the policy on Faculty Recruiting and Selection (Reference 4) and the Faculty Manual (Reference 5). The academic administrators' personnel files (Reference 6), containing position descriptions, transcripts, and curriculum vitae at the time of appointment, provide supporting evidence that they have acquired the necessary administrative skills and experience to make them effective leaders in the institution. Please refer to the "Table of Administrative and Academic Officers and Staff" (Reference 7) for specific position descriptions and curriculum vitae.

The Faculty Manual (Reference 5) identifies the members of academic search and screening committees and outlines procedures the committees follow to fill academic vacancies. In short, designated search and screening committees generate lists of qualified candidates, rank candidates according to qualifications, and submit selection recommendations to the appointing authority. The Board of Visitors appoints, on the recommendation of the President, the Provost (Reference 8). All other deans (Associate Vice President for Academic Affairs, Dean of the College of Graduate and Professional Studies, Dean of the School of Humanities and Social Science, Dean of the School of Education, Dean of the School of Business Administration, and Dean of the School of Engineering) and academic department heads are appointed by the Provost.

Non-Faculty Leadership Positions

Non-academic vice presidents (Vice President for Finance and Business Affairs, Vice President for Facilities and Engineering, Vice President for Communications, Commandant of Cadets, and Director of Intercollegiate Athletics) are appointed by the Board of Visitors upon the President's recommendation, which is also made from a list of candidates selected and ranked by a designated search and screening committee (Reference 9).

The Recruitment and Employment for Classified Employees (Reference 10) outlines the system through which all nonacademic department directors are selected. The hiring department submits a Recruitment Request (Reference 11), which includes a detailed position description, to the Human Resources Department. The Human Resources Department advertises the position, listing predetermined qualifications, in numerous publication outlets. At the conclusion of the recruitment period, the Human Resources Department screens all applications to determine which applicants possess the qualifications that meet or exceed the specified advertised requirements. Only those applicants who meet the minimum requirements are forwarded to the hiring department for consideration. Final selection is made on the basis of the position requirements and the applicant's qualifications to perform the duties of the position. Once a final selection is made, the hiring department completes a Request to Fill Permanent Position (Reference 12) and submits it to the Human Resources Department along with all the interview notes and materials pertinent to the selection process. Documents gathered during the search process with regard to the qualifications of the employed individual are placed in his or her personnel file (Reference 13). The Human Resources Department maintains all nonacademic personnel files. Please refer to the "Table of Administrative and Academic Officers and Staff" (Reference 7) for current position descriptions.

In addition, the Director of Affirmative Action, Equal Opportunity and Diversity reviews recruitment files to ensure compliance with all state and federal regulations regarding equal employment practices (Reference 14). The Citadel forbids unlawful discrimination on the basis of race, color, religion, national origin, physical or mental handicap, age, sex, sexual preference, ancestry, medical condition, or veteran status in recruiting, hiring, training, promotion, and all other terms and conditions of employment. The Citadel strives to establish procedures which assure equal treatment and access to all programs, facilities, and services. Further, The Citadel commits itself to a program of affirmative action to increase access by and participation of traditionally underrepresented groups.

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