Guidelines for Filling a Staff Position

1. Manager provides justification for the position.
2. Position is defined through an accurate job description.
3. Salary range is determined by University Human Resources (UHR).
4. Funding is approved through VP of Operations/Budget Director.
5.  Final approval is granted by Provost and/or President.
6. UHR posts position – internally or externally.
7. Applicant pool is created and screened for qualifications by UHR.
8. Qualified applications provided to hiring manager.
9. Manager selects candidates for interview.
10. Final candidate is selected.
11. Manager makes recommendation to vice president – collective decision is reached.
12. Vice President communicates status to Provost and/or President.
13. Manager requests background check through UHR. (Note: A background check should be completed prior to an offer being made, or if an offer is made it must be contingent upon a successful background investigation being completed. The specific language which should be contained in all contingent offer letters is found in Section 2.7 of the University Personnel Policy handbook, Pre-Employment Background Investigation, and specifically on page 2-17 in paragraph H-2. You can complete the Request for Background Investigation form online.)
14. Once background check is successfully completed, manager and UHR co-sign the offer letter to finalist.
15. All non-selected candidates are notified.

Note: The appropriate Staff Personnel Authorization and job description must accompany all requests.