All persons who apply for promotion or employment are given equal consideration regardless of their age, color, disability, ethnicity, gender, marital status, national origin, race, religion, sexual orientation, or veteran status.

No employment commitment can be made to fill a staff position until the qualifications and credentials of all candidates have been presented to Human Resources Administration.

Human Resources Administration will:

• Cooperate with the department head to recruit qualified applicants.
• During the first week of posting give preference in referrals to employees interested in transfer or promotion.
• Review applications.
• Screen applicants.
• Determine whether persons on a layoff list are qualified for the position. (See Policy 2.15, Reduction in Force.)
• Administer exams and refer qualified candidates to the department.
• Approve the final candidate selected by the department.
• Notify the selected candidate, if requested by the department.
• Ensure compliance with campus affirmative action policies and procedures.

How to recruit and select for a biweekly vacancy

1. Submit a Personnel Requisition and Essential Job Functions Form to Human Resources Administration.
2. List names of applicants referred by Human Resources Administration on the Applicant Referral List.
3. Conduct interviews, including informing applicants about the position and its conditions of employment (work hours, overtime, travel, etc.).
4. Select the final candidate.
5. Contact Human Resources Administration to discuss your selection, the starting rate of pay, and receive approval to extend an offer.
6. Notify the selected candidate. (Human Resources Administration will do this upon request.)

A standard written offer of employment is not necessary. No supervisor or administrator may make an offer contrary to the university’s employment, compensation, or benefits policies, or imply or state that a contract has been created between the university and a future employee. Only the university president or vice presidents may offer actual contracts.

7. Inform other applicants interviewed that the position has been filled.
8. Route a Staff Personnel and Payroll Action Form (PAF) to Human Resources Administration via the Payroll Department.
9. Ensure that the selected candidate completes INS Form I-9 and the authorization form for direct bank deposit.
   

   INS Form I-9 must be completed in accordance with the Immigration Reform and Control Act of 1986 to verify that the person is entitled to work in this country. Without timely and proper completion of this form, federal law requires that the employee be terminated.

Preemployment health evaluation

The satisfactory completion of a preemployment health evaluation, which may include a drug screening, is required for individuals hired for work in the dental school, laboratory, hospital, or clinical areas prior to reporting for work. Candidates cannot work until the satisfactory results of the health evaluation have been released by Occupational Health Services.

Numerical Index

Alphabetical Index