The programs described in this section are designed, as a whole, to eliminate problems which have been identified and are further designed to foster attainment of affirmative action goals.  It is the philosophy of The University of Tennessee at Martin to pursue equity in its employment, retention, and promotion practices.

The summary guidelines for “Affirmative Action Efforts in the Recruitment and Hiring of Full-time and Part-time Faculty and Staff-exempt Personnel” are designed to establish procedures for monitoring searches for regular positions and for “soft money” staff-exempt or faculty positions of extended duration.  Individuals to fill short term “soft money” positions required for specified projects are recruited by the principal investigator, with the assistance of the dean or budget head to whom the principal investigator is administratively responsible.  All such “soft money” short term appointments require approval of a Vice Chancellor, who reviews the necessity for an expedited search at its incipience, and concurs the necessity.  Persons employed for short term “soft money” positions are clearly informed at the time they are hired that, if the position becomes regular, a full search which follows the “Summary Guidelines for Recruitment and Hiring…” will be undertaken, and that the incumbent may apply for the post but has no assurance of appointment.

As the guidelines state, appointment of “term” employees, i.e. persons appointed on a temporary basis or to accomplish a specific task (for example, temporary clerical staff for registration or instructors hired to teach a course at peak demand load periods) do not require use of the full search procedures, but do require administrative approval and notification of the Department of Employment Security.

UTM will maintain nondiscriminatory recruitment and hiring procedures for positions in all areas and at all levels of employment.  It will additionally undertake special efforts to recruit and to hire qualified women, minorities, persons with disabilities, and veterans covered by the Vietnam Era Veterans Readjustment Act, in all areas and at all levels of employment.  Special efforts to accommodate reasonable religious observances of applicants will also be made.

This institution will also make conscientious efforts to identify current employees who are qualified for promotion and will make special efforts to include women, minorities, persons with disabilities, and veterans covered under the Vietnam Era Veterans Readjustment Act of 1974 in training programs and in development opportunities designed to qualify individuals for promotion.

In providing opportunities for upward mobility, additional training is a vital tool.  UTM is committed to providing opportunities for employees to acquire new skills or areas of expertise and to update and enhance existing skills and areas of expertise.