It is the goal of Georgetown University and its departments to advertise, recruit vigorously, and employ qualified candidates, particularly minority persons, women, veterans, and persons with disabilities. This effort upholds the University’s Affirmative Action Plan as well as the requirements of the Department of Labor’s Office of Federal Contract Compliance Programs.
At the beginning of each search for full-time faculty and faculty research positions, the departmental representative must submit Part 1 of the Affirmative Action Recruitment Report. This document provides evidence of a strong recruitment plan which emphasizes the cultivation of an extensive and diverse applicant pool. IDEAA will review this report in order to assist the department in identifying any additional measures needed to achieve this end.
At the conclusion of each search for full-time faculty and faculty research positions, the departmental representative must submit Part 2 of the Affirmative Action Recruitment Report. This report is used to review the search and selection process, and shall indicate specifically any action which differs from the recruitment plan submitted in Part I of the Affirmative Action Recruitment Report.
All applicants applying for vacant full-time faculty and faculty research positions should be asked to voluntarily complete the Confidential Applicant Flow form (CAF). The Search Committee shall forward a Confidential Applicant Flow form via email or by mail with return envelope to each applicant. Section I of the CAF must be completed by the Academic departments and units prior to disseminating the CAF to applicants. This section must be completed specific to each position vacancy for which they are searching. The CAF should be sent to each person who applies to the position.
Please refrain from printing the CAF form out in mass quantities or saving the document to your hard drive, as the form is updated regularly to reflect frequent regulatory changes. Academic departments should be advised to print the CAF directly from this website when they begin a new search.
Recruitment for faculty and staff positions:
The following language should be used in all advertising for faculty and staff positions:
"Georgetown University is an Equal Opportunity/Affirmative Action Employer fully dedicated to achieving a diverse faculty and staff. All qualified applicants are encouraged to apply and will receive consideration for employment without regard to race, color, religion, national origin, age, sex (including pregnancy, gender identity and expression, and sexual orientation), disability status, protected veteran status, or any other characteristic protected by law."
External Search Firms
If your department has received approval to use an executive search firm, please see IDEAA's Diversity Recruitment Sources webpage for guidance and requirements. Any academic area using a search firm to recruit and hire a full-time faculty position must still submit to IDEAA all components of the Affirmative Action in Recruitment Report.
In some unique situations, a job might not be posted to the Georgetown career site, or similar career sites. In these instances, applicants do not apply directly to the position; however, the University is still federally obligated to extend an offer to self-identify personal information to each applicant.
Accordingly, the Confidential Applicant Flow for Un-Posted Positions Form should be distributed to all applicants who have not directly applied to a job posting. A job might not be posted for these reasons: 1) The position was not posted due to a Waiver of the Affirmative Action in Employment Policy, 2) A Faculty position was not posted due to the phased approach in utilizing GMS Recruiting, or 3) The Primary Recruiter applied on behalf of the applicant due to the use of an external search firm, or similar reason.
Policy and Procedure:
Frequently Asked Questions:
FAQ - Georgetown Management System (GMS) (updated 11/10/16)
- Use this FAQ to find:
- GMS job profile names & codes
- Information on Main Campus's Full Time Non-Tenure Line (NTL) frameworks