黑料天堂 Seal (for official use only)
 

POLICY #5.21 
SUBJECT: Procedures for Hiring Staff Employees

I. PURPOSE

The purpose of this Policy is to establish procedures and guidelines for hiring new salaried Staff Employees.

II. REFERENCES

  1. Southern Utah University Policy 5.27 Non-Discrimination / Anti-Harassment
  2. Southern Utah University Policy 8.1 Classified Staff Personnel System
  3. Southern Utah University Policy 8.2 Benefits
  4. Southern Utah University Policy 8.3.2 Probationary Period of Employment
  5. Southern Utah University Policy 8.3.5 Termination of non-Academic Staff Employees and Disciplinary Sanctions
  6. Utah Code § 53B-1-110 Criminal Background Checks of Prospective and Existing Employees of Higher Education Institutions
  7. Utah Code

III. DEFINITIONS

  1. Promotion: An action moving an employee from a position to another position having a higher Salary Range maximum.
  2. Reemployment: Return to work of an employee who resigned or took military leave of absence from University employment to serve in the uniformed services covered under USERRA.
  3. Reassignment: An action moving an employee laterally from a position to another position at the institution. This can be instigated either by the institution or by the employee.
  4. Reorganization: An action of realigning duties or positions within a department.
  5. Salary Range: Established minimum and maximum Wage rates assigned to a job.
  6. Search Committee: A group of individuals selected to screen and interview applicants and recommend a hire.
  7. Search Committee Training: Training provided by the Human Resources Office regarding hiring practices and processes at Southern Utah University.
  8. Wage: The fixed hourly rate or salary paid to an employee.

IV. POLICY

  1. Departments shall use the recruitment and selection procedures outlined in this Policy for any non-faculty academic staff, regular staff, temporary, or time- and/or fund-limited position vacancy.
  2. Southern Utah University is an equal opportunity employer. The University hiring policies and practices prohibit discrimination, as defined in Policy 5.27, as intentionally dealing with a person, either preferentially or detrimentally, because of their race, religion, national origin, color, sex, age, disability, marital status, veteran status, sexual orientation, gender identity, pregnancy, or other legally protected status, unless otherwise provided by Utah State code §71-10, under this policy as well as state and federal law.
  3. Recruitment Process
    1. All recruitments shall comply with federal and state laws, University policy, and Human Resources practices. Departments shall cooperate and collaborate with Human Resources throughout the recruitment process.
    2. Prior to initiating a recruitment, a department may administer any of the following personnel actions:
      1. Reemployment;
      2. Reassignment;
      3. Fill a position with an employee who is returning to work from long-term disability or worker’s compensation at the same or lesser Salary Range;
      4. Reorganization;
    3. Departments will submit a job posting request and other recruitment documents to the Human Resources Office.
      1. All recruitment announcements shall include:
        1. Information about the approved recruitment;
        2. Wage information; and
        3. Opening and closing dates of the advertisement.
      2. A Vice President or Vice President’s designee must approve all recruitments for all benefits-eligible positions.
    4. Position Advertisement
      1. Positions may be advertised internally for five (5) calendar days.
        1. All qualified University internal applicants who meet the minimum qualifications of the job and are currently employed by the University in any capacity will be given consideration. An internal applicant not selected for interviewing must be notified in a reasonably prompt time.
        2. Regular staff position vacancies may be filled as Promotions from within a department or division at the discretion of the department head or director. The requirement to advertise a position vacancy is waived in the case of Promotions.
      2. If the position is not advertised internally first, staff positions will be advertised off-campus for a minimum of fifteen (15) calendar days on the University’s website. They may also be advertised in local, state, and national print and/or web publications as appropriate for the level of position.
      3. An advertisement may be posted internally for five (5) calendar days and then moved to an external advertisement for ten (10) calendar days.
      4. Advertising costs are paid by the hiring department.
  4. Screening and Interviewing Process
    1. The screening process may run concurrently while the advertisement is active or may begin after the specified closing date or the date of first consideration.
      1. The Search Committee will be composed of three (3) persons selected by the Search Committee chair or hiring authority. These individuals should have the appropriate background and understanding of the requirements of the position to accurately assess the qualifications of the applicants.
      2. Members of the Search Committee shall perform the initial review and screen of all applications and choose the best qualified applicants for interview.
    2. The Search Committee shall meet with the Human Resources Office before interviewing commences to complete Search Committee Training. This training must be completed within twelve (12) months prior to the screening and interviewing process.
    3. The Search Committee must check references to assess an applicant’s qualifications and competence before a final candidate is recommended for hire.
  5. Selection for Hire Process
    1. Search Committees are advised to hire the individual with the most applicable educational attainment, experience, and perspective for the position.
      1. Appointments are made on a competitive basis and shall be made from a list of qualified applicants who meet or exceed established minimum requirements.
    2. After an applicant is selected for hire all required applicable hiring forms need to be completed prior to an official hire.
    3. The Human Resources Office will forward the applicable hiring forms to the appropriate President’s Cabinet-level administrator or designee for review and approval.
    4. Notice of Appointment
      1. It is anticipated the person recommended for hire will be engaged in a discussion about acceptable compensation but not be officially notified of their selection until the appropriate Vice President or Vice President’s designee has approved the applicable hiring forms.
      2. After the hiring forms have been approved, the Human Resources Office will notify the department of the approval, at which point the department may notify the successful candidate of their selection.
    5. Acceptance of Appointment
      1. Following notification of offer, the candidate will be given the opportunity to accept the appointment and appointment terms. The candidate will have ten (10) calendar days to accept the appointment.
      2. Following acceptance by the appointee, the Search Committee will notify all unsuccessful applicants .
    6. New personnel are required to report to the Human Resources Office on or before their first day of work to complete appropriate employment, benefits, and other legal documents.
  6. Benefits-eligible positions and related notification of appointment forms.
    1. All full-time and part-time (three-quarter time or greater) salaried positions shall be advertised and will provide benefits as specified in 黑料天堂 policies and procedures. The President, Provost, or Vice Presidents may waive the job posting requirement in exceptional situations through a letter to the Human Resources Office.
    2. Staff and administrator positions reporting directly to the President are at-will employees who serve at the will and pleasure of the President (i.e., Vice Presidents, athletic head coaches, and assistant coaches, etc.) and do not fall under the job posting requirement, although these positions may still be advertised.
    3. Full-time and part-time (three-quarter time or greater) salaried staff positions imply continuing employment status. If the position is not continuing, notation must be made on the hiring forms to state the term of employment.

V. RELEVANT FORMS/LINKS

VI. QUESTIONS/RESPONSIBLE OFFICE

The responsible office for this Policy is the Vice President for Finance and Administration. For questions about this Policy, contact the Office of Human Resources.

VII. POLICY ADOPTION AND AMENDMENT DATES

Date Approved: November 2, 1990

Amended: July 26, 2006; February 18, 2016; July 1, 2024 (temporary authorization); June 9, 2025