Utah Valley University
Policies and Procedures
|Title||Non-Faculty Positions: Posting and Waiver of Posting||Number||305|
|Section||Human Resources||Approval Date||Jun 25,2002|
|Subsection||Hiring Practices||Effective Date||Jun 25,2002|
- GENERAL PHILOSOPHY
Utah Valley University is an affirmative action/equal opportunity employer. In addition, the institution is committed to diversifying its workforce. Balancing the values of a diverse and inclusive workforce, equal employment opportunity, and affirmative action requires a carefully planned and articulated strategy for filling each vacant position that routinely takes into account each of these values. Equal employment opportunity means providing access to employment opportunities to all persons regardless of, but not limited to, such factors as race, color, creed, religion, national or ethnic origin, sex, sexual orientation, age, disability, marital status, veteran status, or ex-offender status. Affirmative action means taking active steps to assure that women, minorities (or people of color), persons with disabilities, and veterans (including disabled veterans) are represented in applicant pools and in UVU's workforce. For women and minorities, this representation should be proportioned to their availability in the relevant labor market. For faculty positions, the "relevant labor market" is generally defined as national. For management and professional positions, the "relevant labor market" is generally defined as regional. For staff positions, the "relevant labor market" is generally defined as local.
The use of any selection procedure that has an adverse impact on hiring, promotion, or other employment opportunities for members of any race, sex, or ethnic group may be considered discriminatory and inconsistent with theUniform Guidelines on Employee Selection Procedures(adopted on August 25, 1978 by the Equal Employment Opportunity Commission).
The goals of Utah Valley University in filling vacancies are:
- To identify and attract well qualified applicants while increasing the representation of members of protected groups in the UVU workforce.
- To encourage career growth of current staff members.
To ensure compliance with state and federal laws, positions must be posted. In order to ensure compliance with regulations and to present Utah Valley University in a consistent and professional manner, all recruitment and advertising shall be reviewed by the Office of Human Resource Services prior to placement.
- Posting and Listing Requirements
Equal opportunity and affirmative action regulations require that UVU list positions with the Department of Labor's local Workforce Services Office. In addition, UVU complies with affirmative action requirements by requiring that vacancies within the college be posted not less than 10 working days. In certain situations, an exception to these requirements may be warranted (see Waiver of Posting).
- Waiver of Posting
The institution's Affirmative Action Plan recognizes certain exceptions to the policy requiring the posting and/or listing requirements of positions. No candidate may be hired for a position that has not been posted or listed as required without prior approval and a "Waiver of Posting" issued by the Office of Human Resource Services.
A waiver of posting can be requested and may be considered for approval if the person identified:
- Meets the minimum qualifications specified in the job description, and,
- Meets at least one of the following criteria:
Current/Previous Search:A vacancy for a regular position with the same title, job description, and minimum requirements was posted within the last 365 days (twelve months) and the nominated individual met the minimum qualifications and was selected for interview and was subsequently recommended to the hiring agent from the screening pool.
Intern Appointment:A person for whom the work assignments meets a formal educational program requirment or provides specific career-related experience. Intern appointments may be made for a duration of up to one year.
Acting/Interim:An appointment made in an exigency. An acting or interim appointment may not be changed to a permanent appointment without a search. Acting or interim appointments will normally be for less than one year in duration.
Institution Best Interest:If, as determined by the President in collaboration with the Director of Human Resource Services/Equity Officer, it is in the college's best interest to place an employee in an available position.
- Waiver Request
The waiver request is comprised of all of the following documents:
- A cover letter detailing the rational for requesting a waiver of posting;
- A completed Job Announcement Request and Checklist indicating a waiver of posting;
- An Employment Application form;
- A current postion description for which the waiver is requested.
- Review Process
The waiver request must be approved by the Office of Human Resource Services. If the review concludes that the waiver meets the waiver criteria stated above, the Office of Human Resource Services will notify the hiring supervisor, in writing, to move forward with the selection process. After the selection is completed and a formal employment offer has been made, a Personnel Action Form (PAF) must be submitted to appoint the selected applicant to the position.