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UPS Recruitment Policy

 

Effective Date: July 1, 2015 
Last Updated: May 18, 2015 
Next Review: July 1, 2016 

 

University Staff Policies and Procedures
UWUS  TC 1

SUBJECT: Recruitment Policies
Original Issuance Date: July 1, 2015

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INTRODUCTION

All University Staff positions shall be recruited consistent with UW System policies and guidelines, UW-Parkside search and screen guidelines for University Staff personnel searches, and state/federal laws with respect to equal employment opportunities.  

In addition, the recruiting process shall work to attract, develop, and retain a diverse and highly qualified workforce in a fair and equitable manner that will effectively and efficiently pursue the missions of UW-Parkside and UW System.

DEFINITIONS

A “UW-Parkside Internal” recruitment means first consideration is given to employees (both those employees with an expectation of continued employment and temporary employees) of UW-Parkside.

A “UW System Internal” recruitment means first consideration is given to employees (both those employees with an expectation of continued employment and temporary employees) of UW-Parkside and UW System.

An “External” recruitment means consideration is open to UW-Parkside Internal, UW System Internal and anyone external to UW-Parkside and UW System.

“First Consideration” means only those candidates in the specified scope of recruitment will be initially considered.  If the initial candidate pool is not sufficient and other candidates applied, then those candidates can be added to the pool.

A “calendar day” excludes legal holidays in all cases.

POSITION REVIEW AND REVISION

The supervisor(s), in conjunction with the hiring authority, shall assess, review, and revise the position description of each position prior to submitting the Position Authorization Request (PAR)/Recruitment Plan.

SCOPE OF RECRUITMENT

As part of the recruitment plan the supervisor(s), in conjunction with the hiring authority and human resources, shall determine the scope of the recruitment based on the options described below. The scope of the recruitment can be changed and reposted if the results from the initial/current recruitment search do not provide an adequate pool of candidates.

  • UW-Parkside Internal – first consideration is given to employees (both those employees with an expectation of continued employment and temporary employees) of UW-Parkside
  • UW System Internal –  first consideration is given to employees (both those employees with an expectation of continued employment and temporary employees) of UW-Parkside and UW System
  • External – consideration is open to UW-Parkside Internal, UW System Internal and anyone external to UW-Parkside and UW System 

RECRUITMENT TIMELINES

The following recruitment timelines listed below shall be in effect as minimum guidelines.

  • University Staff Temporary/Project positions shall be posted for a minimum of  five (5) days 
  • UW-Parkside Internal recruitments shall be posted a minimum of seven (7) days 
  • UW-System Internal recruitments shall be posted a minimum of seven (7) days 
  • External recruitments shall be posted a minimum of fourteen (14) days 

SEARCH AND SCREEN COMMITTEE FOR UNIVERSITY STAFF POSITIONS

Once the PAR/Recruitment plan is approved, the hiring manager or designee shall contact the campus governance groups for names of potential search and screen committee members.   The hiring manager or designee shall work with the campus governance groups to appoint the search committee.  The search and screen committee should consist of between three (3) to five (5) members, which may include faculty, academic staff, university staff, students, and community.  The search and screen committee should be balanced and reflect the diversity of the UW-Parkside campus community.

It is recommended that search and screen committee members (excluding students and community members) be at the same or above employment level as the position being recruited. 

A chair, with working knowledge of the position, shall be selected to head the committee.  It is recommended that the hiring manager not be on the search and screen committee.  A representative from the Human Resources Office may become part of the search and screen committee as necessary.  The hiring manager or designee may appoint a community member and/or solicit representation from an individual if it is felt that specific representation would be beneficial to the search and screen committee. 

RECOMMENDATION

The search and screen committee shall make a final recommendation of a list of acceptable candidates to the hiring manager. The final decision is made by the hiring authority after communication with the hiring manager and the chair of the committee. 

JOINT RESPONSIBILITY The UW-Parkside Human Resources Office and the University Staff Committee will share joint responsibility for evaluating the effectiveness of this policy by conducting yearly reviews of the Recruitment Policy.  The Human Resources Office may provide procedural assistance for employees if needed.

RELATED DOCUMENTS

UW System UPS Operational Policy #TC1 Recruitment Policies

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