| Policy Number: |
HR-400
|
|---|---|
| Effective Date: |
February 01, 1998
|
| Last Revised Date: |
October, 2024
|
| Applies To: |
Classified Staff, Appointed Personnel, University Staff
|
| Responsible Units: | |
| Status: |
Active
|
| Reference: |
Classified Staff Human Resources Policy Manual 116.0
University Handbook for Appointed Personnel 2.06.13
University Staff Manual 1-107
|
Purpose and Summary
All recruitment and employment activities for the University of Arizona (University) are conducted in accordance with applicable state and federal laws, regulations, and Arizona Board of Regents and University policies concerning equal employment opportunity and lawful affirmative action program requirements.
The purpose of this Policy is to ensure that the University will attract and retain the most highly qualified workforce available to us. It is our intention to make known information about employment opportunities at the University to the largest practicable number of persons necessary to ensure compliance with the law, attraction of new employees, and recognition and development of current employees.
Scope
This Policy is specifically concerned with the recruitment phase of the selection process and addresses the behavior expected from all persons in the University community who have any role in determining specific recruitment activities when an employment opportunity exists.
Policy
Relationship to the Equal Employment Opportunity (EEO) Policy
It is required by law that the University provide equal employment opportunity to all, without regard to race, color, religion, sex (including pregnancy), national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information. It is further required by law that we take certain affirmative actions to ensure that our policies and practices for hiring qualified veterans and individuals with disabilities are, in fact, nondiscriminatory and comply with federal regulations.
Recruitment Procedures
All positions must be posted for a minimum of seven calendar days and a maximum of one year and must not be moved to a closed status during a weekend or University-designated holiday. Whenever a department has an opportunity, the department is encouraged to advertise as widely as practicable.
There are certain limited circumstances which can be reasonably anticipated where recruitment is not possible or practicable. These circumstances are fully described in the University Policy for Noncompetitive Selection. A department which must make a selection in accordance with that Policy must fully document the reason for the selection in accordance with the requirements of that Policy.
Compliance
Human Resources and hiring authorities in University units will work together to develop recruitment and selection strategies for job positions based on the anticipated job responsibilities, minimum and preferred qualifications, and other appropriate considerations arising under applicable law and policy. Human Resources is responsible for advising units about the University’s Recruitment policy for purposes of compliance. Human Resources is also responsible for ensuring that position announcements comply with established policies and for announcing openings to appropriate community and governmental agencies. Hiring authorities are responsible for the selection of qualified candidates.