Guidelines for internally & externally administered targeted searches

Guidelines for Internally Administered Targeted Searches
Step 1: Implement Targeted Search
Contact has been made with people who are in a position to identify women or under represented groups in the discipline or profession who might be able to meet the selection criteria such as: heads of department at Monash, or other universities in Australia and/or overseas key women in the relevant discipline or profession including women's caucuses of relevant discipline associations, and key figures in professional or academic associations	YES/NO
Discussions about the position have been held with potential applicants from (some of) the following groups: current staff former staff ex-students former visitors presenters of conference papers conference participants	YES/NO
Potential applicants have been identified through: staff placements and exchanges international exchanges or visits industry placements or exchanges and/or trial placement periods	YES/NO
The Internet has been used to: identify possible women candidates through the AVCC's electronic register of senior University women the Australian Women's e-mail list advertise with computer discussion groups advertise on professional bodies' web sites access professional databases search University homepage staff lists	YES/NO
Who's Who has been consulted (for senior positions)	YES/NO
Contact has been made in confidence by letter (sample available), or by telephone with applicants believed to possess the appropriate qualifications. Copies of the advertisement plus any supporting documentation have been sent and they have been invited to discuss the position in confidence.	YES/NO
Step 2: Report Back
The selection committee has been provided with a report on the search process, and a list of potential applicants, including women and/or members of other under-represented groups, who were approached.	YES/NO
Where, having implemented an appropriate targeted search, the committee does not shortlist the minimum requisite proportion of women applicants, the Chair has submitted to Human Resources a report detailing the steps taken in attempting to meet the target and the outcome of each contact made with prospective women applicants.	YES/NO

Guidelines for Externally Administered Targeted Searches
Step 1: Engage a Search Firm
Human Resources has been contacted for a list of preferred search providers.	YES/NO
A search firm has been selected and engaged on a consultancy agreement, reflecting agreed terms and cost of the assignment.	YES/NO
The firm is advised of requirements and requested to take appropriate action, such as making a report on the outcome of contact with each potential applicant, including a gender breakdown.	YES/NO
Contact has been made in confidence by letter (sample available), or by telephone with applicants believed to possess the appropriate qualifications. Copies of the advertisement plus any supporting documentation have been sent and they have been invited to discuss the position in confidence.	YES/NO
The search has been overseen internally to ensure compliance with the university's adverting and selection policy and maintaining ownership of outcomes.	YES/NO
Step 2: Report Back
The selection committee has been provided with a report on the search process, and a list of potential applicants, including women and/or members of other under-represented groups, who were approached.	YES/NO
Where, having implemented an appropriate targeted search, the committee does not shortlist the minimum requisite proportion of women applicants, the chair has submitted to Human Resources a report detailing the steps taken in the attempt to meet the target and the outcome of each contact made with prospective women applicants.	YES/NO