Recruitment Action Plan

San José State University tailors our Action-Oriented Programs each year to ensure they are specific to previously identified problems. The Action-Oriented Programs designed to address the underutilization of women / minorities / veterans / persons with disabilities are listed below and will be carried-out throughout the Affirmative Action Plan year. The Senior Associate Vice President for University Personnel, with the help of the managers, will be responsible for ensuring that the following are implemented:


  • University Personnel will place all faculty, staff, and management job opportunity announcements on the local and systemwide University websites as well as the following sites to develop diverse candidate pools:
    • Cal JOBS
    • Careers in Government
    • Diversity Jobs
    • Government Jobs
    • Inside Higher Ed
    • Monster
    • Recruit Military
    • Northern California Higher Education Recruitment Consortium
    • The Chronicle of Higher Education
    • Various social media outlets (Instagram, LinkedIn, etc.)
  • University Personnel uses CHRS Recruiting (powered by PageUp) for staff, management and faculty recruitments which make its advertised positions available from any Internet accessible computer.
  • Advertisements and newsletters will always carry the Equal Employment Opportunity clause.
  • Minority and female applicants will be considered for all positions for which they are qualified.
  • University Personnel will participate in job fairs if there are sufficient numbers of openings to warrant participation quarterly.
  • University Personnel's Faculty Services Recruiting Unit, endeavors to diversify both the faculty and curriculum in order to enhance educational quality. In an effort to increase the diversity of applicants and candidates, search committees will make proactive efforts to expand the applicant pools from which San José State University hires.
  • Academic departments must submit an outreach and advertising plan for each position that documents the passive and active recruitment strategies to be used to create a diverse applicant pool.
  • Academic department recruitment committees must reflect diversity, and if it is lacking, tenured or probationary faculty members from related fields may serve as members to achieve appropriate diversity.

Job Specifications / Selection Process:

  • Develop position descriptions that accurately reflect position functions, and are consistent for the same position from one location to another.
  • Develop position descriptions that contain education, experience, and skill requirements that do not constitute inadvertent discrimination. Develop specifications that are free from bias with regard to age, race, color, religion, national origin, disability or veteran status.
  • Approved position descriptions will be made available to all members of management involved in the recruiting, screening, selection, and promotion process. Copies may also be made available to recruiting sources.
  • University Personnel will continue to use only minimum qualifications that include job-related criteria.
  • University Personnel will continue to counsel all personnel involved in the recruiting, screening, selection, promotion, disciplinary, and related processes to eliminate bias in all personnel actions. The committee members will participate in unconscious bias training conducted by the Chief Diversity Officer or designee.
  • Faculty position descriptions should identify the essential qualifications for the position, making sure that the qualifications do not unintentionally discriminate against a group of deserving candidates. Additionally, desirable but not essential qualifications must be identified.
  • Announcements for faculty recruitment must be placed in applicable journals, print advertisements, discipline specific journals/newsletters, and websites ensuring that all of these sources will assist with finding a diverse group of candidates. The Faculty Recruitment Guide can be found here: [pdf]. Section B.2 articulates ways to ensure a diverse talent pool.

Job Advancement:

  • University Personnel will continue to place job opportunity announcements on the University Careers portal, powered by PageUp.
  • All employees are actively encouraged to participate in facilities and University-sponsored social and recreational activities.
  • San José State University will continue to use our formal employee evaluation program. The performance evaluation/review is used for annual reviews for all employees.
  • Employees can choose in-person or virtual training courses through CSULearn, LinkedIn Learning, or Go2Knowledge. In addition, employees can register for classes led by University Personnel, the Center for Faculty Development and eCampus. Employees can include any of these courses in their career development plan and performance evaluation.
  • The Tuition Fee Waiver Program allows eligible staff and faculty employees, including Teaching Associates, to attend California State University (CSU) courses at reduced rates. The program is designed to assist employees in improving current job skills or in preparing for a new career. Courses are taken for credit, and employees can take either two courses or six units (whichever is greater) per semester, depending on their job classification.
  • San José State University Associated Students operates a child development center for children aged six-months through six years. The Child Development Center is primarily for students of San José State University. Faculty and staff children will be admitted on a space available basis after student needs have been met. Children are admitted from the waiting list on a first come, first served basis for full fee parents. Low-income families are admitted with the lowest income first priority.
  • San José State University Parking Services administers the pre-tax Commuter Benefits Program, which allows eligible SJSU employees to defer up to $300 per month / $3,600 per year tax-free for the purchase of transit passes. Associated Students' Transportation Solutions provides information and consulting for the Commuter Benefit Program. Once enrolled, deductions are taken from an employee's pay before Federal, State, Social Security, and Medicare taxes are calculated. Taxable income is reduced, thereby reducing the taxable income reflected on the annual W-2 statement.