To demonstrate the University’s commitment to equal employment opportunity and to recruiting and hiring a qualified workforce, units will conduct searches for all new or vacant non-student positions that are at least 50 percent time and 9 months annually. Units consult with the Office of Human Resources or their local HR representative to develop sourcing and recruiting strategies that will help build diverse candidate pools, assist the University in meeting its affirmative action goals, and strengthen the University’s commitment to equity, diversity, and inclusion.
Units must post positions for a minimum of seven calendar days. Units determine the scope of the search (international, national, local, or internal to the University) as appropriate given the position’s role and responsibilities within the University and following any requirements in Appendix: Consultation, Approval and other Requirements for Recruitment and Selection By Employee Group. Units must include the University of Minnesota Equal Opportunity Statement in published advertisements as well as on the job description itself.
Offers of Employment
Units may make offers of employment to candidates, contingent upon the successful completion of a background check and verification of employment eligibility (I-9). Refer to administrative policy: Background Checks and Verifications for the background check requirements. Offer letters must include language on the I-9 requirements found in the hiring template letter checklists.Units are required to have the I-9 fully completed by the end of the first day of work for pay in order for new hires to start work or accrue the rights and benefits of employment. Offer letters must also include the notice proscribed by the Minnesota Wage Theft Law and the specific information about employment status and terms found in the hiring template letter checklists.
In consultation with the Vice President of the Office of Human Resources and the EOAA Director, the President has discretion to hire without a search. Units with advance approval may choose to hire without a search if the situation meets the criteria specified in the Hiring Without a Search procedure.
Acting and/or interim appointments, appointments of less than 50 percent, visiting professors, one semester appointments, temporary appointments, reassignments and students are excluded from this policy.
Reason for Policy
To implement Board of Regents Policy: Employee Recruitment and Retention and Equity, Diversity, Equal Opportunity, and Affirmative Action. This policy supports units in recruiting and hiring the most qualified employees in compliance with University policy and state and federal laws and regulations.