The following procedures should be used when filling a nonbanded, nonteaching position at NDSU in order to comply with the North Dakota Veterans' Preference law (N.D.C.C. 37-19.1). Please read these procedures carefully as well as the Legal Watch article (September 1995) on the ND Veteran's Preference law prepared by Rick Johnson, the University's General Counsel. Both contain important information about this law and its implications for your search.
 

1. Provide all applicants with the opportunity to claim North Dakota veteran's preference (see eligibility requirements below). The easiest way to do this is probably to include this information with your letter acknowledging receipt of an application. A sample form (see Forms section) that you can copy for that purpose is available on the WEB. In order to avoid delaying your screening/selection process, ask applicants to claim the preference and provide the required documentation by a specific date.
2. Veteran Eligibility: An applicant must be a North Dakota resident who served in the active military forces during a period of war or who received the Armed Forces Expeditionary or other campaign service medal during an emergency condition as established in the North Dakota Century Code 37-01-40. It addition, the applicant must have been discharged or released from active military serivce under other than dishonorable conditions. Applicants claiming veteran's preference must attach a copy of their report of separation DD214. Disabled veterans must also include a letter less than one year old from the Veteran's Administration indicating such disability.
3. Complete a screening action sheet (see Forms section) using the minimum and preferred qualifications established for the Request to Recruit and your flyers/ads, or other recruitment tools:
• Determine points for each qualification.
• Total possible points must equal 100 (minimum and preferred qualifications + 5 pts. if ND veteran and an additional 5 pts. if disabled ND veteran).
• Only applicants meeting the established minimum qualifications may be considered.
4. Screen all minimally qualified applicants, documenting reasons for point differences on the back of the screening form. For example, a degree in a specific discipline or a related field is often a qualification. Presumably having the particular degree would be worth more points than having a degree in a related field; that point difference should be documented on the back of the screening form. The same type of documentation should be developed for all minimum and preferred qualifications.
5. Rank all applicants according to total score.
• Highest total points = most qualified
• Any disabled ND veteran who meets the minimum qualifications is considered the top candidate regardless of score.
• If a qualified ND veteran is in the applicant pool, contact the Equal Opportunity Office before individuals are contacted for an interview in order to review the screening process.
6. Invite the top applicants to interview for the position; note this group will automatically include any disabled ND veteran who meets the minimum qualifications.
• When inviting applicants to interview, ask each one if he/she will need any assistance or accommodation during the interview*
• Develop standard set of interview questions (please consult the enclosed Employment Inquiry Guide to ensure compliance with nondiscrimination laws).
• Complete the Interview Report after interviewing each individual
7. Complete the Request to Offer and follow instructions in NDSU Policy Manual Section 304, Academic Staff and Executive/Administrative Positions - Procedures for Filling.
8. Notify any applicant who claimed the ND veteran's preference and was not selected for the position by certified mail.

 

 
 
 
 

* As part of our responsibility in complying with the Americans with Disabilities Act (ADA).