Title: Employment Decisions
Approved by:
Date Approved:
Effective Date: 06/03/2019
Responsible Official: Vice President of Human Resources
Responsible University Office: HR Employment Office
Revision History: 01/01/1995, 01/01/2002
Related Legislation and University policies: Faculty Handbook; Student Employment Handbook; Employment Planning and Responsibilities Policy; Pre-Employment Requirements Policy; Position Requirements Policy; Search Committee Policy
Review Period: 5 years
Date of Last Review:
Relates to: executive staff, senior staff, and staff
Exclusions: none
Policy Statement
To ensure the integrity of the recruiting and hiring process, the University delegates the authority to approve employment offers (“Hiring Authority”) to:
| Hiring Authority | For |
|---|---|
| President | Executive staff, including deans and chairs of departments |
| Provost | Faculty, excluding Medical School |
| Vice President for Medical Affairs | Faculty of Medical School |
| Department or Chair Authority | Research Associates |
| Human Resources | Senior staff |
| Human Resources | Staff employees |
| Department Chair | Postdoctoral fellows |
| Department Chair | Predoctoral fellows, graduate students |
| Student employment |
Student Employees |
The Hiring Authority is responsible for acting on behalf of university officials in the hiring process and ensuring compliance with federal, state, and local laws and regulations, as well as university Policies and Procedures. When warranted, the Hiring Authority will establish a search committee pursuant to the Search Committee Policy.
The Hiring Supervisor participates in the selection but does not act on behalf of the university and cannot make offers of employment to full-time, part-time, or term employees unless authorized by the hiring authority. They are authorized to hire temporary employees through the university’s temporary services staffing agency.
Only the Hiring Authority or designee can make an offer of employment, after the appropriate actions have been taken with regard to:
- Affirmative Action/EEO Review
- Job posting
- Additional recruiting as necessary
- Interviewing
- Concurrence between the Hiring Supervisor and the Hiring Authority
- Satisfaction of employment requirements, including reference and background checks
- Compensation alignment with incumbents and within hiring range of salary grade
The university considers an employment offer the beginning of the employment relationship and places strong emphasis on ensuring the offer is well-thought-out and suitable for the candidate in question. Any information relating to terms of employment will be presented in a positive and complete manner and reviewed and approved by the Hiring Authority. This attention to the beginning of the employment relationship helps to establish good relations, emphasize mutual expectations and contributions, and avoid future misunderstandings with regard to the responsibilities, opportunity, and benefits available to the employee.